Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: Occupational stress and Burnout are serious problems in current day organisations.
To this end organisations should actively promote positive psychological health and
occupational wellbeing in order to harness the full potential of their workforce and
increase organisational performance. Studies from the emerging field of Positive
Psychology hypothesize that personal resources, like the constructs of Psychological
Capital (i.e. Hope, Optimism, Self-Efficacy and Resilience), may contribute to
decreased Stress (Avey, Luthans & Jensen, 2009), Burnout (Schaufeli & Bakker,
2001) and increased work Engagement (Avey, Wernsing & Luthans, 2008).
Moreover, it has been proven that the Psychological Capital (PsyCap) constructs are
state-like and can be developed (Luthans, Avey & Patera, 2008). It may, therefore,
be vital for organisations to identify and develop these positive PsyCap factors,
which might moderate the effect of Occupational stress on Burnout, as well as curb
the initial experiences of Occupational stress and the subsequent development of
Burnout in their employees. The presence of PsyCap may also lead to increased
Engagement, which is also known to be associated with less Burnout.
The aims of this study were to explore the relationships between Burnout, Employee
Engagement, Occupational stress and PsyCap in the South African context, as well
as to determine whether PsyCap plays a moderating role in the Occupational stress,
Burnout relationship. A non-experimental research design (i.e. exploratory survey
study) was used to explore the relationships between these four constructs. In this
study, Burnout was defined as a condition characterised by fatigue and exhaustion,
divided into Personal Burnout (“the degree of physical and psychological fatigue and exhaustion experienced by the person”), Work-related Burnout (“the degree of
physical and psychological fatigue and exhaustion that is perceived by the person as
related to his/her work”) and Client-related Burnout (“the degree of physical and
psychological fatigue and exhaustion that is perceived by the person as related to
his/her work with clients”) (Kristensen, Borritz, Villadsen & Christensen, 2005, p.
197). Employee Engagement was defined as “a positive, fulfilling, work-related state
of mind that is characterized by vigour, dedication, and absorption” (Schaufeli,
Salanova, Gonzalez-Roma & Bakker, 2002, p.74). Occupational stress is
experienced when an imbalance exists between people’s perceived environmental
demands and their perceived ability to cope with these demands (Cooper, Clarke &
Rowbottom, 1999). Lastly, PsyCap was described as a second-order construct which
included Hope, Optimism, Self-efficacy and Resilience (Luthans, Youssef & Avolio,
2007).
A convenience sample of 209 permanent employees and support staff of a medium
size construction company within the Western Cape, South Africa, participated in the
research. The Copenhagen Burnout Inventory (CBI; Kristensen et al., 2005), the
Utrecht Work Engagement Scale (UWES-9; Schaufeli & Bakker, 2003), the
Perceived Stress Scale (PSS; Cohen, Kamarck & Mermelstein, 1983) and the
Psychological Capital Questionnaire-Self Rater Version (PCQ-24; Luthans, Avolio &
Avey, 2007) were administered.
Consistent with previous research, significant negative relationships were evident
between all three dimensions of Burnout and Occupational stress. This indicates that
higher Occupational stress is associated with an increased propensity to develop
Personal-, Work- and Client Burnout. This was expected as it is known that Burnout
develops in reaction to prolonged Stress. The correlational results further revealed
that higher levels of Hope, Optimism, Self-efficacy and Resilience (and the PsyCap
total score) were associated with lower levels of Occupational stress and Burnout.
This suggests that increased levels of PsyCap may probably lead to decreased
levels of Occupational stress and Burnout. As expected, multiple moderate positive
correlations were evident between the PsyCap sub-dimensions, empirically
confirming the discriminant and convergent validity of the dimensions in the South African context. This implies that by developing one of the constructs, the others are
also likely to increase. As hypothesised, both Occupational Stress and Burnout was
found to relate negatively to Employee Engagement. The results further revealed
that higher PsyCap was related to higher Engagement levels and that Optimism and
Self-efficacy, as PsyCap sub-dimensions, emerged as the two strongest predictors
of Employee Engagement. These results suggest that the development of PsyCap
may hold multiple benefits (e.g. increasing Engagement, lessening Stress and
subsequent Burnout). Lastly, PsyCap did indeed emerge as a moderator in the
relationship between Occupational stress and Personal- and Work Burnout
respectively. This suggests that although Occupational stress is inevitable in any
work environment, PsyCap as a personal coping resource, can buffer the
development of Burnout over the long term. Limitations of the study as well as
suggestions for future research were discussed. / AFRIKAANSE OPSOMMING: Werk stres en Uitbranding is twee ernstige probleme in die huidige werksomgewing.
Organisasies moet dus die positiewe sielkundige gesondheid van hul werknemers
bevorder en sodoende die volle potensiaal van hul werknemers probeer verseker,
wat die organisasie se algehele prestasie sal verbeter. Studies vanaf die opkomende
veld van Positiewe Sielkunde beweer dat persoonlike karaktereienskappe, soos die
onderskeie konstrukte van Sielkundige Kapitaal (d.i. Hoop, Optimisme, Selfbekwaamheid
en Veerkragtigheid), `n vermindering in stres (Avey et al., 2009) en
Uitbranding (Schaufeli & Bakker, 2001) tot gevolg kan hê, asook
Werknemerbetrokkenheid kan verhoog (Avey et al., 2008). Verder is daar ook bewys
dat die konstrukte van Sielkundige Kapitaal ontwikkel kan word (e.g. Luthans et al.,
2008). Dit is dus noodsaaklik vir organisasies om hierdie positiewe sielkundige
konstrukte te identifiseer en ontwikkel, wat moontlik die effek van Werk stres op
Uitbranding kan modereer, sowel as die oorspronklike ondervindings van Werk
stres en die gevolglike ontwikkeling van Uitbranding in werknemers, kan inhibeer.
Die teenwoordigheid van Sielkundige Kapitaal kan ook aanleiding gee tot `n
verhoging in Werknemerbetrokkenheid, wat ook verwant is aan minder Uitbranding.
Die doelwitte van hierdie studie was om die verwantskappe tussen Uitbranding,
Werknemerbetrokkenheid, Werk Stres en Sielkundige Kapitaal in die Suid-Afrikaanse konteks te ondersoek, asook om te bepaal of Sielkundige Kapitaal ‘n
modererende rol speel in die verband tussen Werk Stres en Uitbranding. 'n Nieeksperimentele
navorsingsontwerp ('n verkennende studie) is gebruik om die verbande tussen die vier konstrukte te ondersoek. In hierdie studie word Uitbranding
beskryf as `n toestand gekenmerk deur vermoeienis en uitputting, en word verdeel in
Persoonlike Uitbranding (die graad van fisiese en sielkundige vermoeienis en
uitputting wat deur die persoon ervaar word), Werks Uitbranding (die graad van
fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word,
verwant aan sy/haar werk) en Kliënte Uitbranding (die graad van fisiese en
sielkundige vermoeienis en uitputting wat deur die persoon ervaar word wat verwant
is aan sy/haar werk met kliënte) (Kristensen et al., 2005). Werknemerbetrokkenheid
is gedefinieer as 'n positiewe, vervullende ingesteldheid wat gekenmerk word deur
Vitaliteit, Toegewydheid en Verdieptheid (Schaufeli et al., 2002). Werk stres word
beskryf as `n wanbalans tussen `n persoon se persepsie van sy/haar omgewings
vereistes en die persepsie van hul eie vermoëns om hierdie vereistes te hanteer
(Cooper et al., 1999). Laastens verwys Sielkundige Kapitaal na `n tweede-orde
konstruk wat bestaan uit vier afsonderlike subkonstrukte naamlik Hoop, Optimisme,
Self-bekwaamheid en Veerkragtigheid.
‘n Geriefsteekproef van 209 permanente werknemers en steundienstepersoneel van
'n medium grootte konstruksie maatskappy in die Wes-Kaap het aan die
navorsingsprojek deelgeneem. Die Copenhagen Uitbranding Vraelys (CBI;
Kristensen et al., 2005), die Utrecht Werksbetrokkenheid Skaal (UWES-9) (Schaufeli
& Bakker, 2003), die Waargenome Stresskaal (PSS; Cohen et al., 1983) en die
Sielkundige Kapitaal – Self-beoordeling Weergawe (PCQ-24; Luthans, Avolio et al.,
2007) was gebruik in hierdie studie.
In ooreenstemming met vorige navorsing is beduidende negatiewe verwantskappe
tussen die drie dimensies van Uitbranding en Werk stres gevind. Dit dui daarop dat
hoër Werk stres geassosieer word met 'n toename in die geneigdheid om
Persoonlike-, Werks- en Kliënte Uitbranding te ontwikkel. Hierdie resultate was
verwag, aangesien dit bekend is dat Uitbranding die gevolg is van lang termyn Stres.
Die resultate het verder onthul dat hoë vlakke van Hoop, Optimisme, Self-
Bekwaamheid en Veerkragtigheid (asook die totaaltelling van Sielkundige Kapitaal)
geassosieer word met laer vlakke van Werk stres en Uitbranding. Dus, `n toename in
werknemers se Sielkundige Kapitaal kan moontlik lei tot `n afname in hul Werk stres en Uitbranding. Verder, en soos wat verwag was, is bevind dat daar verskeie
positiewe korrelasies tussen die vier subkonstrukte van Sielkundige Kapitaal
bestaan. Dit is ook 'n empiriese aanduiding van die onderskeidings geldigheid van
hierdie dimensies binne die Suid-Afrikaanse konteks. Dit beteken dat deur een van
hierdie vier konstrukte te ontwikkel, die ander drie konstrukte ook terselfdertyd sal
verhoog. erder het SielkundigeKapitaal verband gehou met 'n toename in
Werknemerbetrokkenheid, en Optimisme en Self-Bekwaamheid, as sub-dimensies
van Sielkundige Kapitaal, was hier die beste voorspellers van
Werknemerbetrokkenheid. Hierdie resultate impliseer dat die ontwikkeling van
Sielkundige Kapitaal verskeie voordele vir 'n maatskappy kan inhou (bv. verhoogde
Werknemer Betrokkenheid, verlaagde Werk stres, asook Uitbranding). Laastens het
hierdie studie bewys dat Sielkundige Kapitaal wel 'n modererende rol speel in die
verhouding tussen Werk stres en onderskeidelik Persoonlike- en Werks-
Uitbranding. Dit veronderstel dat alhoewel Werk stres onafwendbaar is in die huidige
werksomgewing, Sielkundige Kapitaal as 'n persoonlike hanteringsmeganisme of
hulpbron, die ontwikkeling van Uitbranding kan buffer. Die beperkings van die studie,
asook aanbevelings vir toekomstige navorsing word bespreek.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/17829 |
| Date | 12 1900 |
| Creators | Herbert, Marthine |
| Contributors | Gorgens-Ekermans, Gina, Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | English |
| Type | Thesis |
| Format | 246 p. |
| Rights | Stellenbosch University |
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