Dysfunctional psychological aspects of working in a fast food industry
- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I. , Ukpere, Wilred I.
- Date: 2012
- Subjects: Employees - Mental health , Work - Psychological aspects , Fast food industry
- Type: Article
- Identifier: uj:5904 , ISSN 1993-8233 , http://hdl.handle.net/10210/8023
- Description: The management within fast food industry has the ability to make their employees’ jobs equal, either enjoyable and rewarding or miserable and boring. Employees are the striking force of an organization, and without them, the organization cannot not function. Therefore, giving employees some forms of autonomy and offering them challenging work can enhance their levels of motivation and satisfaction. Conversely, workers can portray a good mood, emotion and morale if there is positive feedback, good communication and supervision. A case study approach was employed, since the study covered only the fast food industry. Semi-structured interview was utilised to obtain information from senior and store managers, while closed-ended questionnaires were distributed to the rest of the staff members. This research focused on fast food workers that have at least six (6) months of experience to enable the researcher to obtain a valid result. This paper offers managements at fast food outlets in Cape Town insight into how to deal with the psychological problems that (their) employees face, and to prevent potential dangers that these problems are associated with in terms of workers.
- Full Text:
Exploring the influence of line management on the employee’s wellbeing
- Authors: Mathafena, Rose Boitumelo
- Date: 2018
- Subjects: Personnel management , Employees - Mental health , Leadership , Well-being , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283369 , uj:30557
- Description: M.Phil. , Abstract: Management practices have far-reaching implications for both employee wellbeing and organisational outcomes such as job satisfaction, performance, absenteeism, employee engagement and employee turnover. Line management plays a pivotal role in the promotion of employee wellbeing. The aim of the study was to explore the influence of line management on employee wellbeing. Employee wellbeing was explored from the perspective of emotional, mental, physical and spiritual dimensions within the workplace context. Line management practices which enable, as well as undermine, employee wellbeing were comprehensively highlighted. A qualitative case study approach was adopted for the study. Semi-structured, face-to-face interviews were conducted to gather primary data. The research participants were purposely selected as per non-probability sampling guidelines. Primary data and secondary data were analysed through both content and thematic data analysis methods. The interpretive paradigm prominently facilitated the analysis and the interpretation of research findings. From the findings, four prominent themes emerged, namely i) practices enhancing wellbeing; ii) practices undermining wellbeing; iii) the impact of wellbeing-enhancing and wellbeing-undermining practices; and iv) best practices to promote wellbeing. The practical contribution of the research pertains to its proposal of guidelines and practices that can be incorporated into management training and development programmes. These programmes aim to improve people management practices in the workplace, while enhancing employee wellbeing. Lastly, the policies, strategies, skills development competencies, and the creation of a culture conducive to wellbeing in the workplace were articulated within the findings. Future research could explore the impact of line management or leadership on employee career wellbeing with regard to career progression and regression.
- Full Text:
Job resources as moderators of the relationship between job demands and well-being
- Authors: Claassens, Hilana
- Date: 2018
- Subjects: Employees - Mental health , Well-being , Quality of work life , Anxiety , Depression, Mental , Locus of control , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282937 , uj:30498
- Description: Abstract: Depression and anxiety are considered two of the most common mental health issues in the workplace. Mental ill health is felt widely by the employee, employer and the economy and therefore the promotion of mental health is crucial. Two personality factors, namely sense of coherence and locus of control seem to improve mental health. The theoretical framework of this study was based on the Job-Demands Resources Model, however, instead of job demands and resources, personal demands and resources, were added and operationalised. Depresssion and anxiety were operationalised as personal demands, and sense of coherence and locus of control as personal resources. The aim of this study was to determine significant relationships among the study variables (depression, anxiety, locus of control, sense of coherence, work engagement and burnout). The second aim was to establish whether locus of control and sense of coherence (personal resources) played a moderating role in the relationship between anxiety and depression (personal demands) on the one hand, and work engagement and burnout (organisational health outcomes) on the other. A quantitative cross-sectional research design was utilised and data was obtained from accessible adults in various workplaces and industries across South Africa (N=346). The findings showed that there are significant main effects for locus of control on work engagement and burnout, and sense of coherence on work engagement and burnout. Direct effects were also found for anxiety and depression, who both had significant direct effects on work engagement and burnout. The results however indicated that neither locus of control, nor sense of coherence acted as a moderator between depression and work engagement, depression and burnout, anxiety and work engagement, or between anxiety and burnout. , M.Com. (Industrial Psychology)
- Full Text: