The attitudes of employees are key for ensuring the productivity and sustainability of an organisation. The present research aimed to explore obstacles and facilitators of positive team functioning in an offshore environment. Preliminary identification of obstacles and challenges to effective teamwork was achieved through an interview with two senior Human Resource managers at a large international bank, the primary location of which is in Australia. From this information, a survey was developed and distributed to members of an offshore Human Resource (HR) service centre consisting of 100 staff members, responsible for HR operations and described as an ‘extension’ or ‘captive’ team. An interview with management revealed that the effectiveness and sustainability of the current offshore team were of particular interest. Consideration of these issues and research into the effectiveness of virtual and captive teams led to a focus on organisational identity, work engagement, climate, trust, recognition from management, technology support, reliability of technology and goal clarity. Goal clarity and technology support were significant predictors of work engagement; low integration, goal clarity, technology support, reliability of technology and recognition from management were significant predictors of organisational identity. Thus, in an offshore environment, clear goals and the ability to complete those goals through use of efficient technologies are vital. This should impact the type of training given to offshore team members as well as the amount of technology support that is available to them.

It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

The rapid change within the South African workplace and competitiveness of organisations required employed and unemployed individuals to be trained and retrained as a large number of the South African population is unskilled. In the chemical industry employability of individuals is of extra ordinarily importance to both employer and individual. One of the main focuses of the Chemical Industries Education and Training Authority (CHIETA) is to enable learners through the promotion of employability to enter into learnerships to develop the necessary skills to develop sustainable livelihoods (CHIETA, 2011). There are high expectations of the learnerships system which was implemented during 2001 in South Africa. This system is set as a key strategic component of the National Skills Development Strategy, 2011-2016. Learnership programmes are implemented in South African organisations which is a great platform for employee development. Employees are afforded the opportunity to broaden their knowledge in the studied field and gain the needed skills within the organisation (Department of Labour, 1997). Learnerships are seen as a demand driven formal labour market tool, to address the existing need for critical, scarce - high and intermediate - skills levels. Simultaneously, it is seen as an employment-creation mechanism at the low and intermediate skills levels. This statement is a fundamental principle of a survey done on learnerships (Smith, Jennings, & Solanki, 2005). Researchers concluded that learnership programmes are the ideal for employees to acquire the needed skills to become competent and to provide jobs for the unemployed and in this manner enhance employability (Smith et al., 2005). The main aim of article one was to determine the differences in the levels of the psychological contracts, violation of the psychological contract, learners‟ expectations, employability, life satisfaction and work engagement between individual variables (type of learnership contracts, gender, race, age, date of commencement of learnership, date of completion of learnership). A cross-sectional survey design was used. A total of 237 learners completed the questionnaire. The psychological contract scale, violation of the psychological contract scale, learners‟ expectations scale, employability scale, life satisfaction scale, work engagement scale and biographical scale were administered. The results indicated that a statistically significant difference was obtained for age, date of commencement of learnership and date of completion of learnership, but no relationship exists with type of learnership contract, gender and race. The aim of the second article was to determine the relationship between learners within learnership psychological contract, state of the psychological contract, expectations and violations of psychological contract, employability, work engagement and life satisfaction. Furthermore, the study strives to determine whether violation of the psychological contract, learners‟ expectations and employability could predict life satisfaction of learners. A practically significant relationship with a medium effect exists between violation of the psychological contract, state of psychological contract (negative), and employability (positive). A positive practically significant relationship exists between state of psychological contract and work engagement. No relationship was found between employability, life satisfaction and work engagement. A positive practically significant relationship with a medium effect exists between life satisfaction and work engagement. Employer obligations and employability predict life satisfaction. The state of the psychological contract (trust) and life satisfaction predict work engagement of learners. / MA (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014

It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

Continuous changes along with the increased pressure to perform may result in feelings of distrust, strain in interpersonal relations, psychological strain, fatigue and tension, all affecting the well-being of employees. Tracking and addressing the effectiveness of employees in the work context in areas that could impact on the standard of their services is important. Burnout and work engagement are specific focus areas in this regard. To measure burnout and work engagement, it is important to use reliable and valid instruments. However, there is a lack of empirical research systematically investigating burnout and work engagement in South Africa, as well as serious limitations, including poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, South Africa is a multicultural society and therefore, when burnout and work engagement measures are applied to different cultural groups, issues of equivalence become important. The objectives of this study were to standardise the MBI-GS and UWES for employees in an insurance company and to determine equivalence for each instrument, to determine the occupational stressors experienced and demographic differences in terms of the experience of occupational stressors and to test a causal model of work wellness consisting of burnout, work engagement, job demands, job resources, health, optimism and intention to leave. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used. An availability sample (N = 613) fiom employees in an insurance company was taken. The Maslach Burnout Inventory - General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Life Orientation Test - Revised (LOT-R), An Organisational Stress Screening Tool (ASSET), Job Characteristics Scale (JCS) and a biographical questionnaire were administered. The statistical analysis was carried out with the help of the SAS program and AMOS. The statistical methods utilised in the three articles consisted of descriptive statistics, Cronbach alpha coefficients, inter-item correlations, Pearson product-moment correlation coefficients and structural equation modelling methods. One-way analysis of variance (ANOVA) was also utilised to determine differences between the subgroups of the sample. Structural equation modelling confirmed a three-factor model of burnout, consisting of exhaustion, cynicism and professional efficacy. The three-factor model of work engagement represented the data quite well after certain items had been replaced due to semantic differences. The MBI-GS and UWES both showed acceptable internal consistencies. Construct equivalence for different language groups were confumed for the MBI-GS and UWES. The continuous exposure to things like change, competitiveness and rivalry may result in feelings of stress. Stress may have a negative impact on the health and well-being of individuals. Physical and psychological ill health was found to be the major outcome of stress for employees. Commitment moderated the effect of occupational stress on ill health. Specific occupational stressors indicated in an insurance company had to do with performance management, job characteristics, redundancy of skills and remuneration. Biographical factors (i.e. department, level, years' experience) had an impact on the experience of occupational stressors. A one-factor, four-factor and three-factor wellness model was tested. The three-factor model, comprising exhaustion and cynicism loading on burnout and a combined work engagement (vigour and dedication) dimension, provided the best fit with the data. The causal model of work wellness provides support for the COBE model, assuming job demands and job resources. A lack of job resources increases the levels of burnout of employees, as well as the intention to leave the organisation. The availability of job resources increases the levels of work engagement. Employees who experience excessive workloads are likely to develop high levels of burnout which, in turn, may lead to health problems. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Emergency work is considered to be one of the most demanding occupations with significant social, physical and psychological consequences for the well-being of the emergency worker. Burnout, as well as its antithesis, work engagement, are two possible transactional outcomes impacting on the well-being of the emergency worker. Measurement of burnout and work engagement requires valid, reliable and culturally fair measuring instruments. However, research on burnout and work engagement in South Africa are characterised by poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, research paucity in terms of burnout and work engagement seems to prevail in the multicultural South African emergency worker context. A lack of norms for the Maslach Burnout Inventory – Human Services Survey (MBI-HSS), as well as the Utrecht Work Engagement Scale (UWES) makes the identification of burnout and engagement in the emergency services difficult. Consequently, investigating the reliability, validity, equivalence and bias would result in the standardisation of the MBI-HSS and the UWES, suitable for use in the multicultural emergency work setting. Amongst the factors that could play a role in the prevalence of burnout and work engagement are stress because of the demands of a job, a lack of job resources, as well as dispositional variables such as affect and situational variables, such as coping strategies. The operationalisation of occupational stress for emergency workers as well as information in terms of the standardisation of measurement of coping strategies for emergency workers in the South African context are lacking in the literature. The objectives of this research were to standardise the MBI-HSS, UWES and Coping Orientation to Problems Experienced (COPE) and to develop a valid and reliable occupational stress measure for emergency workers in South Africa. Another objective of the current study was to develop and test a causal model of burnout and work engagement of emergency workers, including occupational stress, coping strategies and affect. Finally, moderating effects of coping strategies and affect with regards to burnout and work engagement were tested for. The research method was by means of five separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design was used. An accidental sample of emergency workers in Gauteng (N = 405) was used. The MBI-HSS, UWES, Emergency Worker Stress Inventory (EWSI), COPE, Affectometer 2 (AFM) and a biographical questionnaire were administered. Descriptive statistics, analysis of variance, correlations, principal component factor extraction, exploratory factor analysis with target rotations, canonical analysis, multiple regression analysis and structural equation modelling were used. Structural equation modelling confirmed 3-factor models of burnout (Emotional Exhaustion, Depersonalisation and Personal Accomplishment) as well as work engagement (Vigour, Dedication and Absorption). Internal consistency for the MBI-HSS and UWES was confirmed. Construct inequivalence was found for the Nguni group but not for the Afrikaans, English and Sotho groups. Item bias analysis revealed evidence of both uniform and no uniform bias for some items of the MBI-HSS, while no uniform bias was found for the UWES. In terms of the EWSI, a 3-factor structure was obtained by means of principal factor extraction with varimax rotation, namely lack of resources, job demands and inherent emergency work stressors. Principal factor extraction on the COPE revealed four factors, namely problem-focused coping, seeking social support, passive coping and turning to religion. Both the EWSI and COPE were found to be internally consistent. Construct equivalence was obtained for the Afrikaans, English and Sotho groups, but not for the Nguni group. Evidence of uniform bias was found for the EWSI, whereas no uniform bias was found for the COPE. Structural equation analysis showed that the lack of resources predicted the core of burnout, namely emotional exhaustion and depersonalisation. Problem-focused coping predicted personal accomplishment, while positive affect predicted emotional exhaustion. Work engagement was related to low burnout scores. Depersonalisation was associated with work engagement. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

In order to be sustainable, companies have to adapt in the ever–changing market and economic conditions which are often unpredictable. The adaptation to these challenges rests with employees who have to stay motivated and psychologically well. The environmental working conditions are often undesirable The objective of this study was to evaluate the psychometric performance of the Utrecht Work Engagement Scale (UWES) and the Oldenburg Burnout inventory (OLBI) within the cement factory. A random sampling approach was adopted by distributing a questionnaire for the purposes of achieving the general research objective with an availability sample (N = 187). The UWES and OLBI were administered. Exploratory factor analysis, descriptive statistics, Cronbach alpha coefficients, Pearson product–moment correlations and MANOVA's were used to analyse the data. The outcome of the study through literature review confirmed that work engagement and burnout are two important components of employee wellbeing. The factor loadings of the UWES and OLBI resulted in a two–factor structure for both the UWES and OLBI. The two factor structure for the UWES were labelled as Vigour/Dedication and Absorption. The twofactor structure for the OLBI was labelled Disengagement and Exhaustion. A small number of items were retained for the OLBI. The internal consistency of the UWES was found to be well above the acceptable level with the alpha coefficients exceeding 0,70. The internal consistency for the OLBI was found to be lower than the 0,70 level. Data analysis further showed that correlations between engagement and burnout were statistically insignificant. Data analysis also showed that there were no vi significant differences for age and gender for both engagement and burnout, however there is a significant difference in race and language with regard to engagement but none for burnout. Limitations within the study were identified and recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Work context has many consequences for the psychological outcomes of employees. These outcomes also have consequences for the employer through possible loss of productivity, impaired health of employees which may be associated with absenteeism and turnover intention, among others. The literature also shows that these outcomes are not always the same even under similar working conditions. Theorising in cognitive psychology indicates that the way in which an individual appraises a situation may be more important to psychological outcomes than the actual presence of a stressor. Recently, personal resources have been hypothesised to influence these individual differences. Few if any studies have explored such personal resources as moderators in the relationship between work context and psychological outcomes, especially in the South African public service context. Thus, the general aim of this study was to determine whether personal resources (emotional intelligence, self-efficacy and explanatory styles) are moderators in the relationship between work context Gob demands and job resources) and psychological outcomes (psychological well-being and work engagement) in a sample of government employees. A cross-sectional survey research design was implemented. Data were collected from 459 participants with the following measuring instruments, the Job-Demands Resources (JD-R) Scale, the Satisfaction with Life Scale (SWLS), the Affectomemter-2 Short-form (AFM.), the Utrecht Work Engagement Scale (UWES) , the Emotional Intelligence Scale (ElS), the General Self-efficacy (GSE) scale, and the Explanatory Style (ES) Questionnaire. A demographic questionnaire was developed by the first author to capture diverse information from the participants relating to gender, turnover intention, post level and so forth. Analyses were conducted mainly in 2 steps. Firstly, multiple regression analyses were used to test the main effects of work context variables on psychological outcomes. Secondly, two-step hierarchical regression analyses were used to test whether personal resources (emotional intelligence, self-efficacy, and explanatory styles) moderated the relationship between work context variables and psychological outcomes. Before testing the moderation, all independent variables and moderator variables (dimensions of personal resources) were centred so as to exclude the possibility of any multicollinearity in the regression equation. The results of the study, reported in three articles/manuscripts, showed significant main effects for work context and the personal resources as predictors of psychological outcomes. In the second place, the results also showed that the personal resources used in this study moderate the relationship between work context and psychological outcomes. In the first article, it was concluded that emotional intelligence is of potential value, especially in the public sector that is focussed on optimal service delivery, and where emotional encounters are stock-in-trade. Emotional intelligence is a valuable personal resource to cultivate for establishing, developing, and maintaining positive outcomes in psychological well-being in the workplace. In the second article, it was concluded that as self-efficacy beliefs facilitate actions and behaviour taken by individuals, it is important that feedback and modelling could play an important role especially in service-oriented work contexts that may need self-regulation of emotions. In the third article, it was concluded that as attributional feedback can induce change in how individuals perceive their success or failure in a task, the role of explanatory styles in psychological outcomes could be cultivated through active feedback given to employees on their performance and possibilities of future growth in the organisation. Overall it was concluded that a lack of job resources in the presence of high job demands will undermine psychological outcomes even in the presence of personal resources. Therefore, the consequences for health impairment and negative outcomes cannot be over-emphasised in a situation where job demands outstrip job resources. Employees in the public service require skills such as social and emotional competency, self-efficacy and optimism as these are important tools in dealing with the public. Employees must have initiative, flexibility, motivation to achieve, empathy, self-esteem and confidence, self-control, and group management among fellow employees and the public that is served by them. Although the limitations for this study are related to the fact that it was a cross-sectional research design and data was collected using self-reports, insights were gained about the role of personal resources in the relationship between work context and psychological outcomes. Based on all three articles, it was recommended that cross lagged panel studies may be useful in further clarifying the role of personal resources in longitudinal studies about the relationship between job resources and psychological outcomes and possible upward spirals arising from facilitating these relationships. Aspects of such studies may also include a qualitative assessment of what participants perceive as job resources and personal resources and these help them to achieve their goals. / Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.

Emergency work is considered to be one of the most demanding occupations with significant social, physical and psychological consequences for the well-being of the emergency worker. Burnout, as well as its antithesis, work engagement, are two possible transactional outcomes impacting on the well-being of the emergency worker. Measurement of burnout and work engagement requires valid, reliable and culturally fair measuring instruments. However, research on burnout and work engagement in South Africa are characterised by poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, research paucity in terms of burnout and work engagement seems to prevail in the multicultural South African emergency worker context. A lack of norms for the Maslach Burnout Inventory – Human Services Survey (MBI-HSS), as well as the Utrecht Work Engagement Scale (UWES) makes the identification of burnout and engagement in the emergency services difficult. Consequently, investigating the reliability, validity, equivalence and bias would result in the standardisation of the MBI-HSS and the UWES, suitable for use in the multicultural emergency work setting. Amongst the factors that could play a role in the prevalence of burnout and work engagement are stress because of the demands of a job, a lack of job resources, as well as dispositional variables such as affect and situational variables, such as coping strategies. The operationalisation of occupational stress for emergency workers as well as information in terms of the standardisation of measurement of coping strategies for emergency workers in the South African context are lacking in the literature. The objectives of this research were to standardise the MBI-HSS, UWES and Coping Orientation to Problems Experienced (COPE) and to develop a valid and reliable occupational stress measure for emergency workers in South Africa. Another objective of the current study was to develop and test a causal model of burnout and work engagement of emergency workers, including occupational stress, coping strategies and affect. Finally, moderating effects of coping strategies and affect with regards to burnout and work engagement were tested for. The research method was by means of five separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design was used. An accidental sample of emergency workers in Gauteng (N = 405) was used. The MBI-HSS, UWES, Emergency Worker Stress Inventory (EWSI), COPE, Affectometer 2 (AFM) and a biographical questionnaire were administered. Descriptive statistics, analysis of variance, correlations, principal component factor extraction, exploratory factor analysis with target rotations, canonical analysis, multiple regression analysis and structural equation modelling were used. Structural equation modelling confirmed 3-factor models of burnout (Emotional Exhaustion, Depersonalisation and Personal Accomplishment) as well as work engagement (Vigour, Dedication and Absorption). Internal consistency for the MBI-HSS and UWES was confirmed. Construct inequivalence was found for the Nguni group but not for the Afrikaans, English and Sotho groups. Item bias analysis revealed evidence of both uniform and no uniform bias for some items of the MBI-HSS, while no uniform bias was found for the UWES. In terms of the EWSI, a 3-factor structure was obtained by means of principal factor extraction with varimax rotation, namely lack of resources, job demands and inherent emergency work stressors. Principal factor extraction on the COPE revealed four factors, namely problem-focused coping, seeking social support, passive coping and turning to religion. Both the EWSI and COPE were found to be internally consistent. Construct equivalence was obtained for the Afrikaans, English and Sotho groups, but not for the Nguni group. Evidence of uniform bias was found for the EWSI, whereas no uniform bias was found for the COPE. Structural equation analysis showed that the lack of resources predicted the core of burnout, namely emotional exhaustion and depersonalisation. Problem-focused coping predicted personal accomplishment, while positive affect predicted emotional exhaustion. Work engagement was related to low burnout scores. Depersonalisation was associated with work engagement. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

In order to be sustainable, companies have to adapt in the ever–changing market and economic conditions which are often unpredictable. The adaptation to these challenges rests with employees who have to stay motivated and psychologically well. The environmental working conditions are often undesirable The objective of this study was to evaluate the psychometric performance of the Utrecht Work Engagement Scale (UWES) and the Oldenburg Burnout inventory (OLBI) within the cement factory. A random sampling approach was adopted by distributing a questionnaire for the purposes of achieving the general research objective with an availability sample (N = 187). The UWES and OLBI were administered. Exploratory factor analysis, descriptive statistics, Cronbach alpha coefficients, Pearson product–moment correlations and MANOVA's were used to analyse the data. The outcome of the study through literature review confirmed that work engagement and burnout are two important components of employee wellbeing. The factor loadings of the UWES and OLBI resulted in a two–factor structure for both the UWES and OLBI. The two factor structure for the UWES were labelled as Vigour/Dedication and Absorption. The twofactor structure for the OLBI was labelled Disengagement and Exhaustion. A small number of items were retained for the OLBI. The internal consistency of the UWES was found to be well above the acceptable level with the alpha coefficients exceeding 0,70. The internal consistency for the OLBI was found to be lower than the 0,70 level. Data analysis further showed that correlations between engagement and burnout were statistically insignificant. Data analysis also showed that there were no vi significant differences for age and gender for both engagement and burnout, however there is a significant difference in race and language with regard to engagement but none for burnout. Limitations within the study were identified and recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.