The primary objectives of this study were to investigate the relationship between job insecurity, job satisfaction, work wellness, and organisational commitment of employees (N = 66) at a petroleum / oil company. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Survey Inventory (JISI), the Minnesota Job Satisfaction Questionnaire (MSQ), the Oldenburg Burnout Inventory (OLBI), the Utrecht Work Engagement Scale (UWES), the General Health Questionnaire (GHQ), and the Organisational Commitment Questionnaire (OCQ). For many employees, the changes in working life we have witnessed over the past two decades have caused feelings of insecurity concerning the nature and future existence of their jobs (Hartley, Jacobson, Klandermans, & van Vuuren, 1991). Job insecurity is not only problematic for the individual employees, but also for the company in which they work. Greenhalgh and Rosenblatt (1984) found that the impact of job insecurity on individual employees could erode the effectiveness of the organisation. A downward spiral is created, where productivity decreases, and in such a manner that the competitive strength of the company is undermined. The risk of further redundancies is increased, which in turn increases feelings of job insecurity. The impact of job insecurity as noted above, inter alia, lowered job satisfaction, lowered trust in management, lowered organisational commitment, produced a greater tendency to leave the organisation, caused an increase in psychosomatic complaints and depression, and ultimately spreads into negative consequences for the organisation. It is for these reasons that the researchers felt the need to conduct research on job insecurity. All scales used in this research demonstrated adequate internal consistencies. Job insecurity and job satisfaction were not found to be correlated as there was no negative correlation found between job insecurity and intrinsic job satisfaction. Affective job insecurity demonstrated a practically significant positive correlation of medium effect with intrinsic job satisfaction. This therefore suggested that the higher the levels of affective job insecurity, the higher the levels of intrinsic job satisfaction. These findings are contrary to literature, which suggests that job insecurity has been associated with lowered job satisfaction (Probst & Baker, 2001). Both job insecurity subscales, cognitive and affective job insecurity, demonstrated a practically significant positive correlation of medium effect with both of the OLBI subscales, implying that increased levels of both job insecurity subscales are associated with increased levels of burnout as measured by the OLBI. Job insecurity (particularly affective job insecurity) was found to be positively associated with the anxiety and insomnia subscale as measured by the GHQ, which suggested that the higher the levels of job insecurity, the higher the levels of anxiety and insomnia experienced by the participants. Participants with increased levels of tenure (more than 5 years) presented with higher levels of social dysfunction than participants who had been working in the organisation for less than five years. Employees with tertiary qualifications, as well as employees younger than 35 years, displayed lower levels of continuance commitment compared to employees without tertiary qualifications and were older than 35 years. White employees presented with higher levels of anxiety and insomnia, as well as higher levels of social dysfunction compared to participants falling within the Blacklother categories. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

A new era dawned for the higher education system in South Africa, after approval was announced by Cabinet regarding the final proposals for the restructuring of the higher education institutional landscape in December 2002, which required merging to take place between various higher educational institutions. Mergers are intrinsically stressful for employees due to the potential for change and loss, as well as the perceived decline in the organisation and a highly competitive labour market. A stable and productive higher education system is of fundamental importance to any country to ensure continuous development at economic, social and political level, hence the importance of this research. The objectives of this study were to establish the relationship between job insecurity, job satisfaction, organisational commitment, burnout, and work engagement of personnel (N = 83) after an incorporation of two tertiary educational institutions, and to determine whether job insecurity can be used to predict job satisfaction, organisational commitment, burnout, and work engagement. A cross-sectional survey design was used. The study population included both academic and non-academic staff members of the two institutions. Job insecurity was found to be practically significantly related to a reduction in intrinsic job satisfaction. No statistically significant relationship was found between job insecurity and extrinsic job satisfaction, between job insecurity and organisational commitment, and between job insecurity and the exhaustion component of burnout. Job insecurity was found to be practically significantly related to increased levels of cynicism and decreased levels of work engagement. Regression analyses, controlling for the influence of demographic variables, indicated that job insecurity held predictive value with regard to intrinsic job satisfaction (lo%), cynicism (7%), vigour (l8%), dedication (7%) and absorption (10%). / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.

South Africa, like the rest of the world, is undergoing major changes in the social, political, economic, technological and organisational environments. The ability of any organisation to compete internationally will depend to a large extent on the quality of its people. The biggest challenge that organisations are facing is to find, develop and retain talent. More than ever the ability of organisations to grow and develop will he determined by the level of competence and energy of their people. Challenging and meaningful work, development opportunities, leadership and empowerment are some of the most important reasons why talented people will stay on in a company. To increase speed, efficiency and to reduce costs, organisations have flattened their structures. From this it can be concluded that if companies want to be successful and retain talented people they have to create an environment where people feel empowered. The leader or manager plays an import role in the empowerment of people. The consequences of empowerment can include higher levels of job satisfaction, organisational commitment and work engagement. The objectives of the study were to determine the reliability and validity of the instruments, as well as the relationship between psychological empowerment, leader empowering behaviour, job insecurity, job satisfaction, organisational commitment and work engagement. Employees from selected organisation were targeted. The study population included employees from managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Six standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory, Measuring Empowerment Questionnaire, Job satisfaction, Organisational commitment and Work engagement. Descriptive statistics, factor analyses, Cronbach alpha coefficien@ correlations, MANOVAS and regression analyses were used to analyse the data. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

The work of industrial/organisational (I/O) psychologists presents an interesting context for studying meaning and engagement (as eudaimonic components of happiness). (I/O) psychologists spend more than 88% of their working day with people, and they are primary role models for happiness and change in the workplace. Information about the manifestation of their meaning and work engagement is therefore needed. The aim of this study was to determine how (I/O) psychologists experience the meaning of their work and to investigate the relationships between their experiences of work-role fit, meaning of work, psychological meaningfulness, and work engagement. The research method consisted out of a literature review and empirical study. A survey design with a convenience sample (n = 106) was taken from a sample of registered (I/O) psychologists. A biographical questionnaire, the Work-role Fit Scale (WRFS), Work-life Questionnaire (WLQ), Psychological Meaningfulness Scale (PMS), Work Engagement Scale (WES) and a self-developed survey measuring the actual and desired time spent on six broad categories of work were administered. The statistical analysis was carried out by means of SPSS (2009). Exploratory factor analyses showed one factor models for work-role fit, psychological meaningfulness and work engagement. A two factor model for the meaning of work (a job/calling and career orientation) was found. Cronbach alpha coefficients ranging from 0,80 to 0,93 were obtained. The results showed that a discrepancy exists between the actual time and desired time spent on the six broad categories of work (see Benjamin & Louw-Potgieter, 2008). Furthermore, the results showed that half the 1/0 psychologists view their work as callings. Whereas only 16% view their work as a career and 6,6% as a job. Regression analyses indicated that work-role fit predicts psychological meaningfulness and work engagement. The job/calling orientation predicted both psychological meaningfulness and work engagement. Work-role fit predicted the job/calling orientation. Psychological meaningfulness did not mediate the relationship between work-role fit and work engagement. Work-role fit mediated the relationship between the meaning of work and psychological meaningfulness. Work-role fit partially mediated the relationship between a calling orientation and work engagement / Thesis (M.Comm. (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2010.

Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological work adjustment and negative outcomes (like that of turnover, absenteeism, alcohol and substance abuse, self-reported health, and psychological health). The objective of this study was to determine the relationship between leader empowering behaviour, role clarity, psychological empowerment, work engagement and intention to leave. A business unit consisting of managers, specialists, supervisors and administrative staff participated in this research. A cross-sectional design was used to attain the research objectives. The Leader Empowering Behaviour Questionnaire (LEBQ), the Measures of Role Conflict and Ambiguity Questionnaire (MRCAQ), Measuring Empowerment Questionnaire (MEQ), Utrecht Work Engagement Scale (U\VES), and Intention to Leave Scale (ILS) were administered for the study. The statistical analysis was carried out by utilising the SPSS program. Exploratory factor analysis indicated a three factor structure for LEBQ, a two factor structure for MRCAQ, a four factor structure for MEQ, a three factor structure for UWES and since ILS only consists of two items a factor analysis was not necessary. All the scales showed acceptable reliabilities. The results showed that leader empowering behaviour, role clarity and psychological empowerment predict engagement. Moderation effects showed that role clarity interacted with competence and meaning to affect employees' dedication, and role clarity interacted with the developing of employees (as a facet of leader empowering behaviour) to affect absorption. Finally, a regression analysis showed that work engagement predicts employees intention to leave. Once conclusions for the study were drawn, recommendations for the organisation as well as for future research were made. / Thesis (M.Comm. (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2010.

The mandates for government-owned enterprises (parastatals) have drastically changed in light of the changes in the government's post-democratic dispensation. There are more pressures and obligations related to governance, business operations, sustainability and financial viability prescribed for these institutions. Parastatals have moved from fully utilising government subsidies and incurring more debts at the expense of government, to income-generating entities. This change has exposed parastatals to global challenges, experienced by all organisations related to human capital management. Employees are the most critical assets that assist organisations to fulfil their mandates and drive their competitive advantage. While organisations experience challenges and pressures in the market, employees are also positively and adversely affected, depending on their dispositions and general functioning. The extent of employee participation and involvement in their work roles impacts on the success of the institution. Thus, work-related well-being of employees is an integral part of any organisational functioning and this relates to interplay between constructs of job demands, job resources, psychological conditions at work, health, work engagement, self-efficacy and organisational commitment. The general objective of this research was to study work engagement and its relationship with various other antecedents, mediators and outcomes of employees within a parastatal in the South African context. Furthermore, the study aimed to understand the relationships between factors of job demands, job resources, psychological conditions, self-efficacy and work engagement. In addition to the above, this study also aimed to determine relationships between psychological conditions, job demands, job resources, work engagement, self-efficacy, health and organisational commitment. The findings are presented in three articles, each consisting of a brief literature review and an empirical study. A cross-sectional survey design was used. The study included 288 participants in a parastatal in different job categories and levels. The questionnaires used in the empirical study comprised of the Work Engagement Scale, the Antecedents Scale, the Job Demands-Re sources Scale, the Organisational Commitment Questionnaire, the Psychological Conditions Questionnaire, the Self-Efficacy Scale, the General Health Questionnaire and a biographical questionnaire. Exploratory factor analyses were carried out to determine the construct validity of the measuring instruments. Pearson-product moment correlation coefficients were used to assess the relationships between the variables, while multiple regression analyses were used to investigate the predictive value of factors on each other. The results showed that psychological meaning fulness and psychological availability were significant predictors of work engagement, with person-environment fit and growth opportunities in the job as strongest predictors of psychological meaningfulness. Person-environment fit was the strongest predictor of work engagement and psychological availability was best predicted by physical resources. Overload and psychological meaningfulness were the best predictors of work engagement. Growth opportunities in the job and organisational support were the best predictors of psychological meaningfulness, which also strongly predicted work engagement. Psychological availability was found to be positively related to organisational support and self-efficacy. Low psychological availability predicted physical and psychological ill health, while low psychological meaningfulness predicted psychological ill health. Work engagement was the strongest predictor of normative and affective commitment, while psychological meaningfulness strongly predicted normative commitment. Recommendations for future research are made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: This study was rooted in the emerging positive psychology paradigm of a positive approach to organisational behaviour. The assumption of this study was that certain variables influence work engagement, and it was therefore important to gain an understanding of these antecedents of work engagement. The aim of the study was to investigate the respective relationships that exist between the positive organisational psychological constructs, namely authentic leadership, optimism, self-efficacy and the influence of these variables on work engagement. A study to obtain more clarity about these aspects was therefore planned and executed. Based on the literature, a model depicting a sequential process of interrelationships amongst the constructs was proposed in the study. Both survey and statistical modeling methodologies were employed to guide the investigation. In order to conduct this survey research, an electronic web-based questionnaire was used as the method of data gathering. The questionnaire was programmed and posted for a period of three weeks on the portal of the company where the survey was conducted. A total of 781 e-questionnaires were sent out to the employees working in the particular organisation (a large liquor producing company). A total of 407 (n=407) respondents who work in this company and participated in the study completed four questionnaires – comprising of one composite questionnaire they had to respond to electronically. The four questionnaires constituting the composite questionnaire to obtain the responses from the 407 employees, were the Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES) and the Utrecht Work Engagement Scale (UWES). Confirmatory factor analysis was conducted to evaluate the proposed theoretical structure of each of the constructs. Exploratory factor analysis was only conducted to investigate the reasons where a poor fit was obtained from the confirmatory factor analysis. The results of a Pearson correlation analysis, stepwise multiple regression analysis, and the soft approach to structural equation modeling (SEM), indicated significant relationships between authentic leadership and work engagement, authentic leadership and optimism, optimism and self-efficacy, and self-efficacy and work engagement. Relationships between the constructs authentic leadership and self-efficacy, and optimism and work engagement, were found to be not significant. / AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die nuwe positiewe sielkunde paradigma, meer spesifiek positiewe organisasiegedrag. Die aanname van die studie was dat sekere veranderlikes werkstoewyding be nvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van sekere voorspellers van werkstoewyding. Die huidige studie het ten doel gehad om die verwantskappe tussen veranderlikes binne positiewe organisasiegedrag, naamlik outentieke leierskap, optimisme, selfbekwaamheid, en die invloed van hierdie veranderlikes op werkstoewyding te ondersoek. ‘n Studie om meer duidelikheid oor hierdie aspekte te verkry is dus beplan en uitgevoer. Op grond van die literatuur is ‘n model voorgestel wat ‘n logiese en opeenvolgende volgorde daarstel van hoe die verskillende konstrukte aan mekaar verwant is. Sowel opname- asook statistiese modelleringsmetodiek is in hierdie studie gebruik. Data vir hierdie opnamenavorsing is versamel deur middel van ‘n elektroniese webgebaseerde-vraelys. Die vraelys is geprogrammeer en vir ‘n tydperk van drie weke op die portaal van die organisasie geplaas waar die opname gedoen is. ‘n Totaal van 781 evraelyste is uitgestuur na die werknemers wat in hierdie spesifieke organisasie werk (‘n groot drankvervaardigingsmaatskappy). ‘n Totaal van 407 (n=407) respondente wat in die betrokke organisasie werk en aan hierdie studie deelgeneem het, moes vier vraelyste – wat deel uitgemaak het van een saamgestelde vraelys – elektronies voltooi. Die vier vraelyste wat deel uitgemaak het van die saamgestelde vraelys en gedien het om die 407 werknemers se menings mee te verkry, het bestaan uit die Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES), en die Utrecht Work Engagement Scale (UWES). Bevestigende faktorontleding was gebruik om die onderliggende teoretiese struktuur van al die konstrukte te evalueer. Waar ‘n swak passing verkry was gedurende bevestigende faktorontleding, is verkennende faktorontleding gebruik om die oorsaak te identifiseer. Die resultate van die Pearson-korrelasie analise, stapsgewyse meervoudige regressie analise, en die sagte benadering tot struktuurvergelykings-modellering (SVM), het aangedui dat daar beduidende verwantskappe tussen outentieke leierskap en werkstoewyding, outentieke leierkap en optimisme, optimisme en selfbekwaamheid, en selfbekwaamheid en werkstoewyding bestaan.

Thesis (MCom)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the global challenge of an aging nursing staff population. At a time of widespread concern about nursing shortages and an ageing nursing workforce globally, human resources functions should pay increasing attention to addressing the shortage of nursing staff. Although attracting individuals to the nursing profession will increase the nursing pool, the engagement (and consequently retention) of current nursing staff is crucial to ensure a sustainable nursing workforce, and as a result, a sustainable healthcare system. The purpose of this study therefore included a diagnosis of the current state of work engagement of nursing practitioners, with the Job Demands and Resources model as diagnostic model, in an attempt to identify the antecedents that significantly contribute to the engagement of nursing practitioners. The data analysis techniques that were applied in this study included item analysis, correlation analysis, hierarchical multiple regression analysis, PLS analysis and ANOVA. While the overall level of work engagement of nursing practitioners in the sample might not have been as low as had been envisioned, there are clearly deficiencies that need to be addressed. In terms of job resources, the factors that were found to be below optimum levels, and warrants intervention, included remuneration, participation, career possibilities, variety at work, independence at work, opportunities to learn, and information. The job resources communication, contact possibilities, relationships with colleagues and relationship with supervisor yielded acceptable mean scores and as a result no particular interventions were proposed for these variables. In terms of job demands, all job demands were reported to be at unacceptably high levels; however, no correlation between pace and amount of work and work engagement was confirmed. As a result, practical recommendations were built around these job demands and resources which anticipate increasing the work engagement of nursing practitioners and thereby partially addressing the greater problem of nursing shortages. / AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar.

This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses’ decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses’ intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses’ decision to leave or stay