Nursing as a profession presents an interesting context for studying meaning of work, as it centres on the care of patients; the motivation behind choosing such a profession. Furthermore, taking into consideration the current economic situation and the shortage of nurses in the country, it is important to investigate the kind of impact that the meaning they receive from their work may have on their commitment to the hospital and their level of engagement in their work. What nurses do and how well they do it relates directly to the quality of care the patient receives. Therefore, the objective of this study was to investigate the relationship between meaning of work, organisational commitment and work engagement among nurses of various hospitals in the Vaal Triangle. Also investigated were biographical factors such as gender, race, age, citizenship, qualification, years of service, job level and employment status. A survey design was used on a sample of nurses (N = 199) in hospitals. A biographical questionnaire, the Organisational Commitment Questionnaire, the Utrecht Work Engagement Scale and Work-Life Questionnaire were administered. The statistical analyses were carried out by means of SPSS (2009). Factor analyses were conducted to determine construct validity and Cronbach’s alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Cronbach’s alpha coefficients ranging from 0,94 to 0,62 were obtained for the above-mentioned questionnaires. Results showed that the majority of nurses viewed their work as either a job or a calling. More African nurses viewed their work as a calling than did any other race group. Younger workers, specifically those with a Grade 12 qualification, viewed their work as a career, while the more experienced nurses and those on management level viewed their work as either a career or a calling. Furthermore, nurses viewing their work as a calling are more committed to the organisation and more engaged in their work, whereas nurses viewing their work as a job are less committed and engaged. Lastly, a positive relationship exists between organisational commitment and work engagement. Therefore, the more strongly nurses view their work as a calling, the more committed they will be to the hospital and the more engaged they will be in their work. Based on the above findings, recommendations were made for the hospitals and future research. / MCom, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

Education in South Africa plays an important role in the economy and in the future of the people of our country. There is a major shortage of suitably qualified teachers, not only in South Africa but worldwide. Other problems that exist within the teaching profession are teacher strikes, large number of learners in classes, violence, depression, anxiety, to name a few. Many teachers leave the profession as they are faced with all these different problems. It is therefore necessary to recruit and retain qualified teachers. Some teachers find pleasure from all these stressors and they can be described as engaged in their work. Hence, a shift towards a positive psychology mind-set is needed for teachers to stay in the teaching profession. Social support can be regarded as a positive mechanism between co-workers to show concern for each other's fee lings and to encourage good work performance. Social support is therefore a key factor in retaining teachers. The psychological conditions (psychological meaningfulness, psychological safety and psychological availability) are included in this study to examine how teachers experience themselves at the school and how psychological conditions influence their work engagement. The more social support colleagues receive, and the more engaged they are in their work, the more likely they are to stay in the profession. The general objective of this study was to investigate teachers' intention to stay in the teaching profession. A cross-sectional survey design was used in this study. A quantitative approach was followed by selecting a convenience sample of participants (N=233) in the Gauteng East di strict. The measuring instruments that were administered include the Work Experiences Scale and the Work Engagement Scale (May, Gilson & Harter, 2004), and the Intention to Stay Scale (Mayfield & Mayfield, 2007). The statistical analysis was carried out by using the SPSS programme (SPSS, 2009). Statistically significant relationships were found between social support, psychological conditions, work engagement and intention to stay. The results confirmed that social support and work engagement were significant predictors of intention to stay. The relationship between social support and work engagement was mediated by psychological conditions. Some of the recommendations include that schools should implement formal or informal support groups to maintain productivity as well as to create an environment that is safe. These support groups will make teachers more available to each other in order to discuss different challenges and initiatives. Regarding the recommendations for future research it came about that qualitative research would show the potential to identify vital factors that have not been recognised by this study where only certain questionnaires were used to find data amongst teachers. To conclude, this study suggests that social support and work engagement are vital constructs to consider when conducting research on the intention to stay of employees, and that psychological conditions plays a role in the relationship between social support and work engagement. Therefore, these dimensions also seem to have an influence on teachers' work and their intention to stay in the teaching profession. / M.Com, North-West University, Vaal Triangle Campus, 2011

The environment in which hospital pharmacists currently function demands more of them than did any previous period. Employees in pharmacy companies have to cope with the demands that arise from fulfilling various roles, as well as with increased pressures such as managed health care and primary health care. Tracking and addressing their effectiveness in coping with new demands and stimulating their growth in areas that could possibly impact on the standard of pharmacy services are therefore of great importance. The first step in the enhancement of the work-related well-being of hospital pharmacists is the successful diagnosis of occupational stress, burnout and work engagement. However, in order to measure these constructs, it is important to use reliable and valid instruments, and at the same time take biographical differences into account. The objectives of this study were to validate the Maslach Burnout Inventory - Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and the Pharmacist Stress Inventory (PSI) for hospital pharmacists in South Africa, to assess the effect of biographical factors on the levels of burnout, engagement and occupational stress, and to investigate the role of job stress and coping strategies in the work-related well-being (burnout and work engagement) of hospital pharmacists in South Africa. A cross-sectional survey design was used. The study population consisted of an accidental sample (N = 187) of South African hospital pharmacists in both public and private hospital facilities on a national basis. The MBI-HSS, UWES, PSI, the Coping Orientation for Problem Experienced (COPE) as well as a biographical questionnaire were administered. Descriptive statistics, Cronbach alpha coefficients, confirmatory and exploratory factor analyses, multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse the data Confirmatory factor analysis by means of structural equation modelling of the MBI-HSS, confirmed a three-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable reliabilities. The results indicated that 35% of the hospital pharmacists showed high levels of emotional exhaustion, while 25% showed high levels of depersonalisation. Biographical factors such as age, years in pharmacy practice, home language, average number of hours worked per week, as well as the level of job satisfaction were related to the burnout levels of hospital pharmacists. Exploratory factor analysis of the UWES resulted in two factors, namely Vigour/dedication and Absorption. These factors showed acceptable Cronbach alpha coefficients. In the same sample (but in a different analysis where the two factors were used separately), it was indicated that compared to a South African norm, 38,5% and 48,9% of the hospital pharmacists showed low levels of vigour and dedication respectively. Position, home language, and the educational level were related to work engagement of hospital pharmacists. The PSI was developed as a measuring instrument for the purposes of this study. Three internally consistent factors, namely Job Demands, Pharmacy-Specific Stressors and Lack of Resources were extracted. The level of severity of the various stressors was calculated and the unavailability of medicine proved to be the most severe stressor. Other severe stressors included frequent interruptions, co-workers not doing their jobs, workload and insufficient salaries. Finally it was investigated whether job stress and coping strategies could predict the work related well-being of hospital pharmacists in South Africa. The results showed that job stress (as a result of job demands and lack of job resources), as well as three coping strategies (approach coping, avoidance coping and turning to religion) predicted burnout and work engagement of South African hospital pharmacists. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The two most significant domains in the lives of employed individuals are work and home, which can influence each other in both a negative and a positive way. However, there has been a lack of empirical research investigating the positive interaction between the work and home domains, as well as the possible antecedents and outcomes associated with it, including job resources and work engagement. The objectives of this study were to test a structural model that includes job resources, positive work-home interaction (WHI) and work engagement, and to determine the mediating role of positive WHI in the relationship between job resources and work engagement for police officers in the North West Province. A cross-sectional survey design was used. Random samples (n = 468) were taken of employees in the South African Police Service in the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement Scale (UWES) were administered. Structural equation modelling showed that people who receive sufficient job resources (including organisational support, possibilities for advancement, growth opportunities and contact with colleagues) experience positive WHI that leads to work engagement. In addition, job resources help to enhance work engagement. These results provided evidence for the partial mediating role of positive work-home interaction in the relationship between job resources and work engagement. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Change and transformation in higher education institutions worldwide are advancing at a rate that institutions and individual employees find hard to comprehend. During the past two decades, complex changes challenging institutions' mandates, traditional practices, authority and organisational structures have surfaced. It is widely acknowledged that stable and productive higher education institutions are vitally important to any country in order to ensure sustainable economic, social and political reconstruction and development. In the South African context, higher education institutions have an additional duty to contribute to the consolidation of democracy and social justice as well as the growth and development of the economy and redress the imbalances institutionalised by apartheid. The responsibility to execute the institutional strategies and plans to adapt to changes and to transform rests primarily with the staff of these institutions. However, the above-mentioned changes present major challenges for staff as it results in a multiplicity of roles, expectations to make paradigm shifts, implementation of new policies and practices as well as constant innovation. These challenges may be considered a healthy diversification leading to eustress and engagement, or a toll. which may well be an important cause of distress and burnout. Consequently. staffs' experience of distress/burnout and eustress/engagement, i.e. their work-related well-being, is crucially important to the success of the institution. The general objective of this research was to assess the work wellness of staff at a university of technology, and to understand the relationships between factors contributing to the experience of distress/burnout and eustress/engagement and how these relate to employees' levels of commitment and ill health. Furthermore, the study aimed to develop and test a comprehensive structural model of work related well-being to determine the effect of job demands and (lack of) job resources on distress. eustress. ill health and commitment of employees at a university of technology in South Africa. The findings are presented in three research articles, each consisting of a brief literature review and an empirical study. A cross-sectional survey design was used. The study included 353 participants (132 academic staff members and 221 support staff members). The questionnaire used in the empirical study comprised the Maslach Burnout Inventory-General Survey (MBI-GS), the Cognitive Weariness Scale (CWS). the Utrecht Work Engagement Scale (UWES). An Organizational Stress Screening Tool (ASSET), the Life Orientation Test- Revised (LOT-R), the Job Demands-Resources Scale (JDRS) and a biographical questionnaire. Structural equation modelling confirmed a four-factor structure of burnout, and a two-factor structure of work engagement. Principal component analysis indicated that work-related wellbeing consists of a dual bipolar structure namely Eustress/Engagement (vigour, dedication, professional efficacy) and Distress/Burnout (exhaustion. cynicism, cognitive weariness). It was found that language \vas the only reliable background variable to predict differences in levels of distress/burnout and eustress/engagement between subgroups. Different organisational stressors were found to contribute significantly to psychological and physical ill health and low organisational commitment. The comprehensive structural model that was tested showed that job demands lead to distress, which in turn leads to ill health. Furthermore. job resources contributed to work wellness and organisational commitment whilst dispositional optimism has a limited effect on staffs distress. Recommendations for the institution and future research are made. / Thesis (Ph.D. Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The manufacturing industry today is seen as a demanding world of work where employees are constantly exposed to high demands. This may have an influence on their work engagement levels and their organisational commitment. It seems that in these industries, employee turnover and absenteeism levels are high, while employees also seem to be demotivated in their work. The objective of this study was to investigate the levels of work engagement among employees in a manufacturing organisation and to assess which job demands and resources would predict work engagement. A random sample of 83 employees in a manufacturing organisation was taken. The Utrecht Work Engagement Scale (UWJ3S) and Job Demands- Resources Scale (IDRS) were used as measuring instruments. Descriptive statistics were used to explore the data Cronbach alpha coefficients were used to assess the internal consistency / reliability of the measuring instruments. Pearson correlation coefficients were used to specify the relationships between the variables. A multiple regression analysis was used to determine the effects of job demands and job resources on work engagement. The results of the Pearson Correlations showed that two job resources, namely organisational support (i.e. relationship with supervisor, role clarity, information, communication, and participation) and growth opportunities (i.e. variety in the job, opportunities to learn, and autonomy) were strongly related to the levels of work engagement. Social support (from colleagues) and advancement (i.e. remuneration, training and advawement opportunities) were moderately related to work engagement. The results of the regression analyses further indicated that an increase in two job resources, organisational support and growth opportunities, will probably increase the overall work engagement level of employee in a manufacturing organisation. The results also indicated that job demands (i.e. pace of work, quantitative workload, and emotional load) had a weak relationship with work engagement. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

The technological era in which modern day organisations function, attempting to make every aspect of service more efficient and customer friendly, has cultivated a need within organisations to invent new ways of service. Call centres are one way in which organisations are trying to improve their customer service. For this reason, telephone call centres are one of the fastest growing segments of the service sector. The growth in call centres is attributable to the benefits that they offer organisations. Call centres can improve service and retain customers, increase sales and/or revenue and reduce costs and/or improve efficiency. For this reason, organisations are placing an increasing emphasis on the role of call centres regarding the competitiveness of the company and increased pressure on call centre agents. Research indicated that there are certain stressors in the call centre industry. This is emphasised by the high turnover rate and by high absenteeism levels in call centres. Although some studies seem to suggest that working in call centres can be interesting, overall it seems that working in call centres is a stressful experience. The objective of this research was to investigate the relationship between job characteristics, work wellness and work-related flow of call centre agents in an insurance company. A cross-sectional design was used with an availability sample (N = 176). A self-constructed instrument (JDRS) was used to measure the unique job demands and job resources in the insurance industry. Along with the JDRS, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale and the Work-Related Flow Scale were used as measuring instruments. Results showed that the unique job demands in a call centre are pressure, working conditions, workload, and job security. The unique job resources are supervision, resources availability, task freedom, pay and benefits, opportunity for growth, and support. Work wellness was found to comprise burnout, work engagement and work-related flow. Multiple regression analysis showed that 6% of the variance in Mental Distance was predicted by Job Demands, with Working Conditions being the only significant predictor. Within Exhaustion, 11% of the variance explained was predicted by Job Demands, with Job Security and Working Conditions being the only significant predictors. No statistically significant predictions were obtained for Work Engagement and Work-Related Flow (i.e. Absorption and Flow). Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

The mining industry is one of the largest employers in South Africa in an attempt to thrive in a continuously changing environment and in line with the modem organisation's focus on the various dimensions of employee well-being, mining organisations need the services of engaged workers. The objective of this research was to establish the relationship between work engagement and demographic characteristics, job characteristics and work-home interaction of employees working in the mining industry. A random sample of 320 employees was taken from various mining companies in the Gauteng and North West Provinces. The job characteristics, UWES and SWING questionnaires were used as measuring instruments. Cronbach alpha coefficients, Pearson product-moment correlation coefficients, exploratory factor analysis, structural equation modelling and logistic regression analysis were used to analyse the data Exploratory factor analysis with target rotations confirmed the construct validity of the measuring instruments. Chi-square and t-tests indicated positive relationships between work engagement and race, autonomy, social support, instrumental support, task characteristics, positive work-home interference and positive home-work interference. Logistic regression analyses revealed that race, autonomy, task characteristics and positive home-work interference were significant predictors of work engagement. Recommendations were made for further research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007

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.

The present study was conducted with the aim of investigating whether perceived organisational support or HEXACO personality traits: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness; was a better predictor of work engagement among university teachers. A sample size of 157 university teachers was conveniently drawn both online and in person. The HEXACO-PI, Survey of Perceived Organisational Support (SPOS) and the Utrecht Work Engagement Scale (UWES) were used to measure personality, perceived organisational support and work engagement respectively. Multiple Regression Analysis was used to examine the data. The study revealed that Extraversion, Conscientiousness and Perceived Organisational Support were significant predictors of work engagement. The similarities in beta values suggest that both personality traits and perceived organisational support were crucial to work engagement. Limitations, as well as suggestions for future research, are discussed.