The measurement of levels of work stress in individuals employed in an organisation undergoing change
- Authors: Grove, Carla
- Date: 2008-11-06T07:27:37Z
- Subjects: Job stress , Organizational change
- Type: Thesis
- Identifier: uj:14608 , http://hdl.handle.net/10210/1528
- Description: M.A. , The goal of this study was to measure levels of workplace stress, on two occasions, in an organisation undergoing change that included a merger, downsizing exercise, and restructure. This study was regarded as important as although it is well documented that transformational change leads to increased levels of employee stress, it is imperative to identify whether coping strategies implemented by the organisation are sufficient in addressing employee distress. The identification of the most salient sources of stress for employees in a specific change setting is also important since the organisation can then address these sources specifically rather than to apply a generalised coping strategy. Two non-random samples were taken from the employees of an organisation undergoing transformational change. The first sample consisted of 336 respondents and the second sample consisted of 102 respondents. Existing literature indicates that organisational change leads to increased levels of employee workplace stress as a result of the employees inability to cope with change. It is recommended by the literature that a number of coping strategies for change be implemented by the organisation during change initiatives. The Sources of Work Stress Inventory was used to measure work related stress. This inventory consists of two sections, a General Work Stress scale which measures general levels of occupational stress, and Nine Sources of Stress scales which highlight possible sources or triggers of stress. The study provided empirical support for the theorised notion that organisational change initiatives lead to increased levels of stress among employees. Further, the results supported theoretical and research findings which propose that job security, career advancement, and work overload are all salient sources of stress in organisational change settings that involve merger, restructure and downsizing activities. The results of this study demonstrated that the implementation of a number of contemporary change management strategies did not fully assist in improving the coping ability of employees in this specific change setting. As a result it was recommended that future change management strategies or more specifically coping strategies, should include a more humanistic and psychologically supportive approach as demonstrated in a number of recent research findings.
- Full Text:
- Authors: Grove, Carla
- Date: 2008-11-06T07:27:37Z
- Subjects: Job stress , Organizational change
- Type: Thesis
- Identifier: uj:14608 , http://hdl.handle.net/10210/1528
- Description: M.A. , The goal of this study was to measure levels of workplace stress, on two occasions, in an organisation undergoing change that included a merger, downsizing exercise, and restructure. This study was regarded as important as although it is well documented that transformational change leads to increased levels of employee stress, it is imperative to identify whether coping strategies implemented by the organisation are sufficient in addressing employee distress. The identification of the most salient sources of stress for employees in a specific change setting is also important since the organisation can then address these sources specifically rather than to apply a generalised coping strategy. Two non-random samples were taken from the employees of an organisation undergoing transformational change. The first sample consisted of 336 respondents and the second sample consisted of 102 respondents. Existing literature indicates that organisational change leads to increased levels of employee workplace stress as a result of the employees inability to cope with change. It is recommended by the literature that a number of coping strategies for change be implemented by the organisation during change initiatives. The Sources of Work Stress Inventory was used to measure work related stress. This inventory consists of two sections, a General Work Stress scale which measures general levels of occupational stress, and Nine Sources of Stress scales which highlight possible sources or triggers of stress. The study provided empirical support for the theorised notion that organisational change initiatives lead to increased levels of stress among employees. Further, the results supported theoretical and research findings which propose that job security, career advancement, and work overload are all salient sources of stress in organisational change settings that involve merger, restructure and downsizing activities. The results of this study demonstrated that the implementation of a number of contemporary change management strategies did not fully assist in improving the coping ability of employees in this specific change setting. As a result it was recommended that future change management strategies or more specifically coping strategies, should include a more humanistic and psychologically supportive approach as demonstrated in a number of recent research findings.
- Full Text:
The role of certain temperament dimensions in journalists who experience work related trauma: a comparative study
- Authors: Marais, Andrea
- Date: 2008-11-06T07:28:10Z
- Subjects: Job stress , Temperament , Stress (Psychology) , Journalists , Post-traumatic stress disorder
- Type: Thesis
- Identifier: uj:14612 , http://hdl.handle.net/10210/1531
- Description: M.A. , The literature indicates that journalists who experience work related traumatic situations, are at risk for the development of Posttraumatic Stress Disorder (PTSD) (Teegen & Grotwinkel, 2001). Moreover, some journalists who develop this disorder do so after covering a relatively minor traumatic story (Castle, 2001). Certain temperament traits have been implicated as vulnerabilities to the development of Posttraumatic Stress Disorder (PTSD) in police officers (Henning, 1999). Few research studies have investigated temperament and sense of coherence as mediating factors for occupational stress in journalists exposed to trauma. The aim of the present study was to address this dearth by investigating whether there are statistically significant differences in the experience of trauma, temperament traits and sense of coherence of journalists with varied responses to occupational stress and trauma. The Impact of Event Scale-Revised was used to divide journalists into three groups, namely those with minor reactions to trauma (n=10), moderate reactions (n=24) and severe reactions of clinical importance (n=16). The first group of hypotheses posed in the study pertains to group differences and postulates that the three groups will have statistically significant differences regarding trauma exposure. The second group of hypotheses deals with group differences and postulates that the three groups of journalists will differ regarding certain temperament dimensions. The third group of hypotheses formulated for the study proposes group differences regarding sense of coherence. Analysis of Variance followed by the Scheffé post hoc multiple comparisons technique indicated statistically significant differences between the three groups regarding experience of trauma as measured by the Trauma Questionnaire; certain temperament-personality traits as measured by the Personality Assessment Inventory and the Zuckerman-Kuhlman Personality Questionnaire; and sense of coherence as measured by The Sense of Coherence Questionnaire. The study revealed that the group with severe reactions to stress and trauma had been exposed to intense trauma involving people and that they report significant emotional reactions to the trauma. The Personality Assessment Inventory indicated that the severe reactions group has temperament profiles characterised by somatic complaints, anxiety, depression, paranoia, borderline features, aggression, suicidal ideation, stress and treatment rejection. This group also showed greater neuroticism-anxiety and aggression-hostility prone temperament types than the other two groups as well as lower comprehensibility and manageability as indicated by the Sense of Coherence Scale. The results of the present study exhibit support that there are various factors that could have an impact on how journalists deal with the traumatic stories they cover and what their personal outcomes are after covering these stories. Journalists who develop severe PTSD have different perceptions of the trauma, temperament profiles and sense of coherence that impact on their ways of coping with the traumatic situations they face daily. Criticism of the study deals mainly with gender, age, race and the subjects' pre-testing history, which were not controlled for. Another possible shortcoming of the research is that the journalists were sourced from main stream publications as well as community papers. This might have had an impact on the amount and type of trauma the journalists were exposed to. It would have been preferable to include a greater number of participants in the study to more efficiently address the many variables. Lastly, pre-trauma temperament traits were not controlled for, due to the complexity and ethical complications involved in the subject matter. It is recommended that age, gender, race, pre-testing history and pre-trauma traits is controlled. This will however require a large sample of journalists, which was not available for the present study. It would also be beneficial to compare frequency and type of trauma exposure, PTSD and temperament in a comparative study where community journalists are compared with main stream journalists. Lastly, the development of South African measures for temperament, PTSD and trauma would be highly advantageous to this field of research.
- Full Text:
- Authors: Marais, Andrea
- Date: 2008-11-06T07:28:10Z
- Subjects: Job stress , Temperament , Stress (Psychology) , Journalists , Post-traumatic stress disorder
- Type: Thesis
- Identifier: uj:14612 , http://hdl.handle.net/10210/1531
- Description: M.A. , The literature indicates that journalists who experience work related traumatic situations, are at risk for the development of Posttraumatic Stress Disorder (PTSD) (Teegen & Grotwinkel, 2001). Moreover, some journalists who develop this disorder do so after covering a relatively minor traumatic story (Castle, 2001). Certain temperament traits have been implicated as vulnerabilities to the development of Posttraumatic Stress Disorder (PTSD) in police officers (Henning, 1999). Few research studies have investigated temperament and sense of coherence as mediating factors for occupational stress in journalists exposed to trauma. The aim of the present study was to address this dearth by investigating whether there are statistically significant differences in the experience of trauma, temperament traits and sense of coherence of journalists with varied responses to occupational stress and trauma. The Impact of Event Scale-Revised was used to divide journalists into three groups, namely those with minor reactions to trauma (n=10), moderate reactions (n=24) and severe reactions of clinical importance (n=16). The first group of hypotheses posed in the study pertains to group differences and postulates that the three groups will have statistically significant differences regarding trauma exposure. The second group of hypotheses deals with group differences and postulates that the three groups of journalists will differ regarding certain temperament dimensions. The third group of hypotheses formulated for the study proposes group differences regarding sense of coherence. Analysis of Variance followed by the Scheffé post hoc multiple comparisons technique indicated statistically significant differences between the three groups regarding experience of trauma as measured by the Trauma Questionnaire; certain temperament-personality traits as measured by the Personality Assessment Inventory and the Zuckerman-Kuhlman Personality Questionnaire; and sense of coherence as measured by The Sense of Coherence Questionnaire. The study revealed that the group with severe reactions to stress and trauma had been exposed to intense trauma involving people and that they report significant emotional reactions to the trauma. The Personality Assessment Inventory indicated that the severe reactions group has temperament profiles characterised by somatic complaints, anxiety, depression, paranoia, borderline features, aggression, suicidal ideation, stress and treatment rejection. This group also showed greater neuroticism-anxiety and aggression-hostility prone temperament types than the other two groups as well as lower comprehensibility and manageability as indicated by the Sense of Coherence Scale. The results of the present study exhibit support that there are various factors that could have an impact on how journalists deal with the traumatic stories they cover and what their personal outcomes are after covering these stories. Journalists who develop severe PTSD have different perceptions of the trauma, temperament profiles and sense of coherence that impact on their ways of coping with the traumatic situations they face daily. Criticism of the study deals mainly with gender, age, race and the subjects' pre-testing history, which were not controlled for. Another possible shortcoming of the research is that the journalists were sourced from main stream publications as well as community papers. This might have had an impact on the amount and type of trauma the journalists were exposed to. It would have been preferable to include a greater number of participants in the study to more efficiently address the many variables. Lastly, pre-trauma temperament traits were not controlled for, due to the complexity and ethical complications involved in the subject matter. It is recommended that age, gender, race, pre-testing history and pre-trauma traits is controlled. This will however require a large sample of journalists, which was not available for the present study. It would also be beneficial to compare frequency and type of trauma exposure, PTSD and temperament in a comparative study where community journalists are compared with main stream journalists. Lastly, the development of South African measures for temperament, PTSD and trauma would be highly advantageous to this field of research.
- Full Text:
Towards a substantive workplace model: exploring workplace stress and family stress dynamics
- Le Roux, Christoffel Anthony
- Authors: Le Roux, Christoffel Anthony
- Date: 2010-02-24T10:02:16Z
- Subjects: Job stress , Work and family , Stress (Psychology)
- Type: Thesis
- Identifier: uj:6646 , http://hdl.handle.net/10210/3046
- Description: D.Comm. , The aim of my study was to attain new insights into the dynamic interactions between the family and the workplace. Furthermore, the aim of this research project is to contribute methodologically, theoretically, practically and scientifically to the theme of workplace and family stress. For the purpose of my study I believe that a qualitative as opposed to a quantitative methodology is more appropriate. Literature reviewed on these methodologies, led me to the opinion that I would be in a position to express myself fully, with my own worldview, which I would probably not have been able to do with quantitative research. A contemporary qualitative research method was used to ultimately develop my substantive model. My unit of analysis was people from an Enterprise Resource Planning (ERP) solutions provider. I made use of semistandardised interviews to gather my data and paid attention to the considerations for effective qualitative interviewing and preparation as pointed out by Mason (1996). I ended up interviewing six individuals after reaching a point of saturation. This is the point where I ascertained that the interviews could not contribute meaningfully to the information that I had already gathered with regard to the categories. I followed the law as laid down by the Health Professions Council of South Africa (HPCSA). The interviews were transcribed and I commenced with the Grounded Theory process. Furthermore, I adhered to the guidelines for assessing the quality of my study as indicated by Lincoln and Guba (1985) and Marshall and Rossman (1999). The results of this Grounded Theory process enabled me in the design of my substantive model. Three core dimensions emerged from the design process, namely, the job, the family and the personality, which I termed the internal environment. These dimensions formed the central part of the substantive model. The substantive model depicted the unidirectional interactions of the core dimensions mentioned. The model also depicts the external environment and the universe as influencing forces on the core dimensions. Even though the external environment and the universe were not part of the scope of the study I felt that it was necessary to include them in the model. In essence the model described my definion of the family setting, namely: “The family setting is a complex, meaningful system of unidirectional interactions between the family, the job, the personalities, the external environment and the universe of all the individuals concerned” (as defined by the author). In closure, I believe that the theoretical, methodological and practical, contributions derived from this study will add significant value to further exploration of this topic.
- Full Text:
- Authors: Le Roux, Christoffel Anthony
- Date: 2010-02-24T10:02:16Z
- Subjects: Job stress , Work and family , Stress (Psychology)
- Type: Thesis
- Identifier: uj:6646 , http://hdl.handle.net/10210/3046
- Description: D.Comm. , The aim of my study was to attain new insights into the dynamic interactions between the family and the workplace. Furthermore, the aim of this research project is to contribute methodologically, theoretically, practically and scientifically to the theme of workplace and family stress. For the purpose of my study I believe that a qualitative as opposed to a quantitative methodology is more appropriate. Literature reviewed on these methodologies, led me to the opinion that I would be in a position to express myself fully, with my own worldview, which I would probably not have been able to do with quantitative research. A contemporary qualitative research method was used to ultimately develop my substantive model. My unit of analysis was people from an Enterprise Resource Planning (ERP) solutions provider. I made use of semistandardised interviews to gather my data and paid attention to the considerations for effective qualitative interviewing and preparation as pointed out by Mason (1996). I ended up interviewing six individuals after reaching a point of saturation. This is the point where I ascertained that the interviews could not contribute meaningfully to the information that I had already gathered with regard to the categories. I followed the law as laid down by the Health Professions Council of South Africa (HPCSA). The interviews were transcribed and I commenced with the Grounded Theory process. Furthermore, I adhered to the guidelines for assessing the quality of my study as indicated by Lincoln and Guba (1985) and Marshall and Rossman (1999). The results of this Grounded Theory process enabled me in the design of my substantive model. Three core dimensions emerged from the design process, namely, the job, the family and the personality, which I termed the internal environment. These dimensions formed the central part of the substantive model. The substantive model depicted the unidirectional interactions of the core dimensions mentioned. The model also depicts the external environment and the universe as influencing forces on the core dimensions. Even though the external environment and the universe were not part of the scope of the study I felt that it was necessary to include them in the model. In essence the model described my definion of the family setting, namely: “The family setting is a complex, meaningful system of unidirectional interactions between the family, the job, the personalities, the external environment and the universe of all the individuals concerned” (as defined by the author). In closure, I believe that the theoretical, methodological and practical, contributions derived from this study will add significant value to further exploration of this topic.
- Full Text:
The moderating role of self-directedness in a Job Demands-Job Resources model for working women
- Authors: Yiannakis, Christine
- Date: 2010-10-25T06:21:22Z
- Subjects: Job stress , Women employees , Autonomy (Psychology) , Burn out (Psychology) , Job satisfaction
- Type: Thesis
- Identifier: uj:6929 , http://hdl.handle.net/10210/3439
- Description: M.A. , The changing South African workforce is reflected in the fact that in the period between 1960 and 2001, female employment has increased substantially. For South Africa, being part of the global economy brings its own stress as more women have to earn a living to provide an extra income for the family. The resulting stress from the often opposing demands of work and family has lead to increasing attention being paid to the matter. Further, many individuals experience job insecurity and career worries and this impacts directly on their reported job satisfaction. When there are overwhelming job demands, and too few job resources, these individuals may experience further declines in job satisfaction. The present research has endeavoured to explore this subject. Job demands, job resources and self-directed learning are thought to impact on an individual‟s job satisfaction. This conceptualisation is based on the Job Demands-Resources model which states that overwhelming job demands coupled with few job resources will result in individuals experiencing burnout and disengagement from work. The aim of this study was to explore the moderating role of self-directedness in a Job Demands-Resources model for working women (N = 168). Each participant completed the Sources of Work Stress Inventory, the Career Attitudes and Strategies Inventory, the Workplace Self-Directed Learning Scale, and a biographical questionnaire. Specific hypotheses were formulated pertaining to the relationships between job resources, job demands, self-directed learning and job satisfaction, and self-directed learning as a moderator in the relationship between job resources and job satisfaction as well as job demands and job satisfaction. The relationships between job demands, job resources, self-directed learning and job satisfaction were investigated by means of Pearson product-moment correlations. The results indicated that Work-Life Balance (r = -0.246, p < 0.01), Career Worries (r = -0.451, p < 0.01), Job Insecurity (r = -0.338, p < 0.01), and Work Relationships (r = -0.465, p < 0.01) had statistically significant negative relationships with Job Satisfaction. Work Drive (r = 0.270, p < 0.01) and Self-Directed Learning (r = 0.512, p < 0.01) yielded statistically significant positive relationships with Job Satisfaction, while Work Involvement (r = 0.150) surrendered no statistically significant relationship with Job Satisfaction. Career Worries, Job Insecurity, Work Relationships, and Self-Directed Learning all yielded practically meaningful relationships of r > 0.30 with Job Satisfaction. Results of the multiple regression analyses revealed a statistically significant predictive relationship between both Job Demands and Job Satisfaction (R² = 0.232, F(3, 164), = 16.482, p = < 0.001), and Job Resources and Job Satisfaction (R² = 0.335, F(3, 164), = 27.514, p = < 0.001). Job Demands accounted for approximately 23% of the variance in Job Satisfaction. A subsequent analysis of the effect sizes revealed that Career Worries (β = -0.374, r = -0.335, t = -4.891, p < 0.001) and Job Insecurity (β = -0.179, r = -0.145, t = -2.123, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of the three job demands. Results of the multiple regression analyses further showed that Job Resources accounted for approximately 34% of the variance in Job Satisfaction. Work Relationships (β = -0.512, r = -0.505, t = -7.922, p < 0.001), Work Drive (β = -0.268, r = 0.259, t = 4.073, p < 0.001) and Work Involvement (β = 0.164, r = 0.157, t = 2.471, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of all three Job Resources. Results of the hierarchical multiple regression analyses showed that Work Drive was the only job resource variable relationship with job satisfaction that appeared to be moderated by Self-Directed Learning. The relationships between the various job demands and job satisfaction were not moderated by self-directed learning.
- Full Text:
- Authors: Yiannakis, Christine
- Date: 2010-10-25T06:21:22Z
- Subjects: Job stress , Women employees , Autonomy (Psychology) , Burn out (Psychology) , Job satisfaction
- Type: Thesis
- Identifier: uj:6929 , http://hdl.handle.net/10210/3439
- Description: M.A. , The changing South African workforce is reflected in the fact that in the period between 1960 and 2001, female employment has increased substantially. For South Africa, being part of the global economy brings its own stress as more women have to earn a living to provide an extra income for the family. The resulting stress from the often opposing demands of work and family has lead to increasing attention being paid to the matter. Further, many individuals experience job insecurity and career worries and this impacts directly on their reported job satisfaction. When there are overwhelming job demands, and too few job resources, these individuals may experience further declines in job satisfaction. The present research has endeavoured to explore this subject. Job demands, job resources and self-directed learning are thought to impact on an individual‟s job satisfaction. This conceptualisation is based on the Job Demands-Resources model which states that overwhelming job demands coupled with few job resources will result in individuals experiencing burnout and disengagement from work. The aim of this study was to explore the moderating role of self-directedness in a Job Demands-Resources model for working women (N = 168). Each participant completed the Sources of Work Stress Inventory, the Career Attitudes and Strategies Inventory, the Workplace Self-Directed Learning Scale, and a biographical questionnaire. Specific hypotheses were formulated pertaining to the relationships between job resources, job demands, self-directed learning and job satisfaction, and self-directed learning as a moderator in the relationship between job resources and job satisfaction as well as job demands and job satisfaction. The relationships between job demands, job resources, self-directed learning and job satisfaction were investigated by means of Pearson product-moment correlations. The results indicated that Work-Life Balance (r = -0.246, p < 0.01), Career Worries (r = -0.451, p < 0.01), Job Insecurity (r = -0.338, p < 0.01), and Work Relationships (r = -0.465, p < 0.01) had statistically significant negative relationships with Job Satisfaction. Work Drive (r = 0.270, p < 0.01) and Self-Directed Learning (r = 0.512, p < 0.01) yielded statistically significant positive relationships with Job Satisfaction, while Work Involvement (r = 0.150) surrendered no statistically significant relationship with Job Satisfaction. Career Worries, Job Insecurity, Work Relationships, and Self-Directed Learning all yielded practically meaningful relationships of r > 0.30 with Job Satisfaction. Results of the multiple regression analyses revealed a statistically significant predictive relationship between both Job Demands and Job Satisfaction (R² = 0.232, F(3, 164), = 16.482, p = < 0.001), and Job Resources and Job Satisfaction (R² = 0.335, F(3, 164), = 27.514, p = < 0.001). Job Demands accounted for approximately 23% of the variance in Job Satisfaction. A subsequent analysis of the effect sizes revealed that Career Worries (β = -0.374, r = -0.335, t = -4.891, p < 0.001) and Job Insecurity (β = -0.179, r = -0.145, t = -2.123, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of the three job demands. Results of the multiple regression analyses further showed that Job Resources accounted for approximately 34% of the variance in Job Satisfaction. Work Relationships (β = -0.512, r = -0.505, t = -7.922, p < 0.001), Work Drive (β = -0.268, r = 0.259, t = 4.073, p < 0.001) and Work Involvement (β = 0.164, r = 0.157, t = 2.471, p < 0.05) were statistically significantly related to Job Satisfaction in the presence of all three Job Resources. Results of the hierarchical multiple regression analyses showed that Work Drive was the only job resource variable relationship with job satisfaction that appeared to be moderated by Self-Directed Learning. The relationships between the various job demands and job satisfaction were not moderated by self-directed learning.
- Full Text:
The relationship between mindfulness and burnout amongst employees in a South African corporate organisation
- Abdool Karrim Ismail, Husain
- Authors: Abdool Karrim Ismail, Husain
- Date: 2011-12-07
- Subjects: Job stress , Mindfulness , Burnout (Psychology)
- Type: Mini-Dissertation
- Identifier: uj:1865 , http://hdl.handle.net/10210/4221
- Description: M.A. , Burnout due to work-related stress is an ever-increasing problem around the world. Burnout is virulent and has entrenched itself in modern corporate life making corporate workers susceptible to its effects. Mindfulness meditation training has been found to be beneficial in enhancing psychological welfare and can ameliorate the effects of burnout. Research on burnout and mindfulness has been limited within the South African corporate context. This study aimed to explore the extent of burnout among employees in a South African corporate organisation and to examine the relationship between burnout and mindfulness in the same population. It was hypothesised that burnout was prevalent and that there will be a statistically significant relationship between mindfulness and burnout. Another aim was to determine whether the OLBI and the MAAS were reliable for use in a South African context. An additional aim was to determine which variable (mindfulness, job satisfaction or social support) contributed significantly to burnout. The sample consisted of 207 participants from a bank in Johannesburg. Each participant completed a biographical data questionnaire, the Oldenburg Burnout Inventory (OLBI), the Mindful Attention Awareness Scale (MAAS), the Overall Job Satisfaction scale and the Social Support scale. The results of this research confirmed that burnout was prevalent in the organisation. However, the prevalence was not as extensive as expected. Nevertheless, results indicated that some participants were exhausted. The results provide evidence for a moderately significant negative correlation between burnout and mindfulness [r = -0.543, p <0.01]. This suggests that the therapeutic benefits of mindfulness training can potentially be accessed to ameliorate the negative effects of burnout. High reliability coefficients were found for the OLBI (alpha=0.883), MAAS (alpha=0.904), Job Satisfaction (alpha=0.732) and Social Support (alpha=0.809) scales. Three variables (mindfulness, job satisfaction and social support) explained 59.3% of the variance in burnout [F(3, 198) = 96.31, p<0.001]. Job satisfaction contributed most to burnout, recording the highest beta value [beta = -.472, p < .001]. Mindfulness was the second highest contributor [beta = -.379, p < .001], followed by social support [beta = -.175, p < .001]. Support was garnered for the use of the Job Demands-Resources (JD-R) model as a framework for examining burnout among corporate workers insofar as job resources mediated between job demands and burnout. Future studies should involve large-scale standardisation research for the OLBI and the MAAS in order to expand their use beyond their research utility and allow for their use in everyday circumstances.
- Full Text:
- Authors: Abdool Karrim Ismail, Husain
- Date: 2011-12-07
- Subjects: Job stress , Mindfulness , Burnout (Psychology)
- Type: Mini-Dissertation
- Identifier: uj:1865 , http://hdl.handle.net/10210/4221
- Description: M.A. , Burnout due to work-related stress is an ever-increasing problem around the world. Burnout is virulent and has entrenched itself in modern corporate life making corporate workers susceptible to its effects. Mindfulness meditation training has been found to be beneficial in enhancing psychological welfare and can ameliorate the effects of burnout. Research on burnout and mindfulness has been limited within the South African corporate context. This study aimed to explore the extent of burnout among employees in a South African corporate organisation and to examine the relationship between burnout and mindfulness in the same population. It was hypothesised that burnout was prevalent and that there will be a statistically significant relationship between mindfulness and burnout. Another aim was to determine whether the OLBI and the MAAS were reliable for use in a South African context. An additional aim was to determine which variable (mindfulness, job satisfaction or social support) contributed significantly to burnout. The sample consisted of 207 participants from a bank in Johannesburg. Each participant completed a biographical data questionnaire, the Oldenburg Burnout Inventory (OLBI), the Mindful Attention Awareness Scale (MAAS), the Overall Job Satisfaction scale and the Social Support scale. The results of this research confirmed that burnout was prevalent in the organisation. However, the prevalence was not as extensive as expected. Nevertheless, results indicated that some participants were exhausted. The results provide evidence for a moderately significant negative correlation between burnout and mindfulness [r = -0.543, p <0.01]. This suggests that the therapeutic benefits of mindfulness training can potentially be accessed to ameliorate the negative effects of burnout. High reliability coefficients were found for the OLBI (alpha=0.883), MAAS (alpha=0.904), Job Satisfaction (alpha=0.732) and Social Support (alpha=0.809) scales. Three variables (mindfulness, job satisfaction and social support) explained 59.3% of the variance in burnout [F(3, 198) = 96.31, p<0.001]. Job satisfaction contributed most to burnout, recording the highest beta value [beta = -.472, p < .001]. Mindfulness was the second highest contributor [beta = -.379, p < .001], followed by social support [beta = -.175, p < .001]. Support was garnered for the use of the Job Demands-Resources (JD-R) model as a framework for examining burnout among corporate workers insofar as job resources mediated between job demands and burnout. Future studies should involve large-scale standardisation research for the OLBI and the MAAS in order to expand their use beyond their research utility and allow for their use in everyday circumstances.
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Job characteristics and burnout : the confounding and moderating effect of neuroticism
- Authors: Thomas, Natasha F.
- Date: 2012-06-05
- Subjects: Job characteristics , Burn out (Psychology) , Neuroticism , Job demands , Job stress , Personality , Industrial psychology , Job Demands-Control-Support model , Job Content Questionnaire , Maslach Burnout Inventory , NEO Five-Factor Inventory
- Type: Mini-Dissertation
- Identifier: uj:2435 , http://hdl.handle.net/10210/4894
- Description: M.Comm. , The main aims of this study were explored using the Job Demands-Control-Support (JDCS) model. The first aim was to test the isostrain and buffer hypothesis of the JDCS model. The second aim was to investigate the role that neuroticism played in the relationship referred to above. A cross-sectional design was used. The sample (N=644) represented a diverse range of working participants within the Gauteng region of South Africa. The Job Content Questionnaire (JCQ), the Maslach Burnout Inventory – General Survey (MBI-GS), and the NEO Five-Factor Inventory Revised (NEO-FFI-R) were administered. In terms of the latter, only the items relating to neuroticism were analysed. The results indicated that job characteristics combined additively to predict burnout. Control moderated the relationship between demands and exhaustion. Neuroticism had a main effect on all three dimensions of burnout, and acted as a confounding variable in the relationship between demands and exhaustion. Neuroticism also acted as a buffer between demands and exhaustion, demands and cynicism, demands and professional efficacy, support and exhaustion and support and professional efficacy. The implications, limitations and recommendations relating to these results are discussed.
- Full Text:
- Authors: Thomas, Natasha F.
- Date: 2012-06-05
- Subjects: Job characteristics , Burn out (Psychology) , Neuroticism , Job demands , Job stress , Personality , Industrial psychology , Job Demands-Control-Support model , Job Content Questionnaire , Maslach Burnout Inventory , NEO Five-Factor Inventory
- Type: Mini-Dissertation
- Identifier: uj:2435 , http://hdl.handle.net/10210/4894
- Description: M.Comm. , The main aims of this study were explored using the Job Demands-Control-Support (JDCS) model. The first aim was to test the isostrain and buffer hypothesis of the JDCS model. The second aim was to investigate the role that neuroticism played in the relationship referred to above. A cross-sectional design was used. The sample (N=644) represented a diverse range of working participants within the Gauteng region of South Africa. The Job Content Questionnaire (JCQ), the Maslach Burnout Inventory – General Survey (MBI-GS), and the NEO Five-Factor Inventory Revised (NEO-FFI-R) were administered. In terms of the latter, only the items relating to neuroticism were analysed. The results indicated that job characteristics combined additively to predict burnout. Control moderated the relationship between demands and exhaustion. Neuroticism had a main effect on all three dimensions of burnout, and acted as a confounding variable in the relationship between demands and exhaustion. Neuroticism also acted as a buffer between demands and exhaustion, demands and cynicism, demands and professional efficacy, support and exhaustion and support and professional efficacy. The implications, limitations and recommendations relating to these results are discussed.
- Full Text:
The moderating role of conscientiousness in the relations between work engagement and job characteristics
- Authors: Malherbe, Abrie
- Date: 2012-06-05
- Subjects: Conscientiousness , Work engagement , Job demands , Personality , Job stress , Workaholics
- Type: Mini-Dissertation
- Identifier: uj:2405 , http://hdl.handle.net/10210/4858
- Description: M.Phil. , This study investigated the possibility of moderation, confounding and direct effects of conscientiousness on the relationships between job characteristics and work engagement. The job demands-control-support model was used to operationalise the job characteristics. The interaction effects of this model were also investigated. The objectives of this study were pursued by means of moderated hierarchical multiple regression analysis. The results showed that control moderated the effects of demands on work engagement. The study also found that support moderated the effects of control on work engagement. The results provided evidence for a three-way interaction between demands, control and support. Conscientiousness was shown to influence work engagement directly but no significant evidence was found for the confounding and moderating effects of conscientiousness on the relationship between job characteristics and work engagement
- Full Text:
- Authors: Malherbe, Abrie
- Date: 2012-06-05
- Subjects: Conscientiousness , Work engagement , Job demands , Personality , Job stress , Workaholics
- Type: Mini-Dissertation
- Identifier: uj:2405 , http://hdl.handle.net/10210/4858
- Description: M.Phil. , This study investigated the possibility of moderation, confounding and direct effects of conscientiousness on the relationships between job characteristics and work engagement. The job demands-control-support model was used to operationalise the job characteristics. The interaction effects of this model were also investigated. The objectives of this study were pursued by means of moderated hierarchical multiple regression analysis. The results showed that control moderated the effects of demands on work engagement. The study also found that support moderated the effects of control on work engagement. The results provided evidence for a three-way interaction between demands, control and support. Conscientiousness was shown to influence work engagement directly but no significant evidence was found for the confounding and moderating effects of conscientiousness on the relationship between job characteristics and work engagement
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The relationship of sense of coherence and job characteristics in the consideration of burnout : confound or moderator?
- Authors: Johnston, Claire Suzanne
- Date: 2012-06-05
- Subjects: Burn out (Psychology) , Job characteristics , Job demand , Job stress , Personality , Industrial psychology
- Type: Mini-Dissertation
- Identifier: uj:2444 , http://hdl.handle.net/10210/4902
- Description: M.Phil. , This minor dissertation examines the relationship among personality, job characteristics and burnout. Specifically, the moderating role that Sense of Coherence (Antonovsky, 1979) plays in the relationship between the Job Demand-Control-Support model (Johnson & Hall, 1988; Karasek, 1979) and burnout is examined. A cross sectional study used self reported measures of demands, control, support, Sense of Coherence and burnout. Participants spanned age, race, and occupational categories. Hierarchical multiple regression analyses gave evidence for the additive effects of demands, control, and support in predicting burnout. Minimal support was found for the buffering effects of control. Results show that Sense of Coherence has a direct effect on burnout and moderates the effect of demands on exhaustion, and the effect of support on all burnout dimensions. Limitations, recommendations for future research and implications are discussed.
- Full Text:
- Authors: Johnston, Claire Suzanne
- Date: 2012-06-05
- Subjects: Burn out (Psychology) , Job characteristics , Job demand , Job stress , Personality , Industrial psychology
- Type: Mini-Dissertation
- Identifier: uj:2444 , http://hdl.handle.net/10210/4902
- Description: M.Phil. , This minor dissertation examines the relationship among personality, job characteristics and burnout. Specifically, the moderating role that Sense of Coherence (Antonovsky, 1979) plays in the relationship between the Job Demand-Control-Support model (Johnson & Hall, 1988; Karasek, 1979) and burnout is examined. A cross sectional study used self reported measures of demands, control, support, Sense of Coherence and burnout. Participants spanned age, race, and occupational categories. Hierarchical multiple regression analyses gave evidence for the additive effects of demands, control, and support in predicting burnout. Minimal support was found for the buffering effects of control. Results show that Sense of Coherence has a direct effect on burnout and moderates the effect of demands on exhaustion, and the effect of support on all burnout dimensions. Limitations, recommendations for future research and implications are discussed.
- Full Text:
Die beleweniswêreld van die professionele ma
- Authors: Kirchner, Louise Antoinette
- Date: 2012-08-15
- Subjects: Working mothers , Women in the professions - South Africa - Family relationships , Children - Effect of working mothers on , Role expectations , Job stress
- Type: Thesis
- Identifier: uj:9303 , http://hdl.handle.net/10210/5745
- Description: M.Ed. , This study researches the working mother's experience of her world in order to explore and describe it. The aim of the study is to make recommendations to the educational psychologist (who is involved in the development and education of the child) resulting from the experiences of the different mothers. The research report starts with the contextualization of the study in Chapter 1, by creating a social- and theoretical framework. The theoretical framework places the woman in a system of interdependent relations, placing her internal experience and her external participation in society, in context. In Chapter 2 the exploratory, descriptive, contextual and qualitative study that was done, is described. To collect the data, phenomenological interviewing was done. The interviews were taped and then transcribed. The test sample consists of five women with professional careers or who used to have professional careers. The collected data was processed with a combination of Tesch's method, Kerlinger's method and categorisation.
- Full Text:
- Authors: Kirchner, Louise Antoinette
- Date: 2012-08-15
- Subjects: Working mothers , Women in the professions - South Africa - Family relationships , Children - Effect of working mothers on , Role expectations , Job stress
- Type: Thesis
- Identifier: uj:9303 , http://hdl.handle.net/10210/5745
- Description: M.Ed. , This study researches the working mother's experience of her world in order to explore and describe it. The aim of the study is to make recommendations to the educational psychologist (who is involved in the development and education of the child) resulting from the experiences of the different mothers. The research report starts with the contextualization of the study in Chapter 1, by creating a social- and theoretical framework. The theoretical framework places the woman in a system of interdependent relations, placing her internal experience and her external participation in society, in context. In Chapter 2 the exploratory, descriptive, contextual and qualitative study that was done, is described. To collect the data, phenomenological interviewing was done. The interviews were taped and then transcribed. The test sample consists of five women with professional careers or who used to have professional careers. The collected data was processed with a combination of Tesch's method, Kerlinger's method and categorisation.
- Full Text:
Behavioural changes experienced by contract managers while working on remote project sites
- Authors: Caister, Colin Campbell
- Date: 2012-08-27
- Subjects: Behavior modification , Job stress
- Type: Thesis
- Identifier: uj:3205 , http://hdl.handle.net/10210/6618
- Description: M.B.A. , This research project is concerned with the behavioural changes of contract managers while working on 'remote' project sites. While working on such a project, the researcher became aware that the behaviour of certain contract managers changed over the course of the project, and that this behaviour was not the same as they demonstrated when at home or in the office environment. In many instances these behavioural changes were of a negative nature, the consequences of which often resulted in high costs being incurred by both the firm, in terms of productivity, and the individuals, physically and emotionally. The researcher explores a number of the most notable changes that were observed on site, and then undertakes research, by way of an ethnographic study, to determine whether these observations are valid in terms of being common to other contract managers on other remote sites. The research identified that a number of behavioural changes were indeed valid and that certain factors of concern to the majority of contract managers, acted as stressors that affected or influenced their behaviour. The research further confirms that both individual factors, such as personality and attitudes, as well as situational factors combine to influence the degree of behavioural change that an individual exhibits. In light of the findings, the researcher then offers a number of recommendations that senior management can implement to aid in restricting certain negative behavioural changes.
- Full Text:
- Authors: Caister, Colin Campbell
- Date: 2012-08-27
- Subjects: Behavior modification , Job stress
- Type: Thesis
- Identifier: uj:3205 , http://hdl.handle.net/10210/6618
- Description: M.B.A. , This research project is concerned with the behavioural changes of contract managers while working on 'remote' project sites. While working on such a project, the researcher became aware that the behaviour of certain contract managers changed over the course of the project, and that this behaviour was not the same as they demonstrated when at home or in the office environment. In many instances these behavioural changes were of a negative nature, the consequences of which often resulted in high costs being incurred by both the firm, in terms of productivity, and the individuals, physically and emotionally. The researcher explores a number of the most notable changes that were observed on site, and then undertakes research, by way of an ethnographic study, to determine whether these observations are valid in terms of being common to other contract managers on other remote sites. The research identified that a number of behavioural changes were indeed valid and that certain factors of concern to the majority of contract managers, acted as stressors that affected or influenced their behaviour. The research further confirms that both individual factors, such as personality and attitudes, as well as situational factors combine to influence the degree of behavioural change that an individual exhibits. In light of the findings, the researcher then offers a number of recommendations that senior management can implement to aid in restricting certain negative behavioural changes.
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The moderating role of personality in the job strain process : a latent interaction approach
- Authors: Becker, Jürgen Reiner
- Date: 2012-10-30
- Subjects: Quality of work life , Job stress , Job satisfaction , Personality and occupation
- Type: Thesis
- Identifier: uj:10474 , http://hdl.handle.net/10210/7946
- Description: Ph.D. , Most people‘s future aspiration and dreams are closely linked to the work activities that they engage in on a daily basis. Work is a central theme in human evolution and plays a key role in the social and economic spheres of human existence (Blustein, 2006; Donkin, 2001; Fouad & Bynner, 2008). However, the vocational landscape has undergone prolific changes in recent times and the way in which work is organised and performed has changed dramatically from preceding eras (Chipunza & Berry, 2010). These changes have contributed to the production of highly stressful and pressured working conditions that adversely impact employees‘ overall wellness (Blouin, Chopra, & Van der Hoeven, 2009; Marmot, Siegrist, & Theorell, 2006). Organisational responses to employee stress have historically been embedded in the pathogenic paradigm, which aims to minimise the direct financial cost of distressed and vulnerable employees through providing some form of prevention-based employee therapy (Wright, 2003). However, as organisations become increasingly dependent on employees who are willing to conduct multiple in-role and extra-role work activities they are shifting their focus towards the total wellbeing of their workers. Clearly, key organisational goals will not be achieved with a workforce that is simply healthy in the traditional sense of the word, implying that employees are symptom-free and do not suffer from physical illness (Ulrich, 1997). Instead, organisational goals will most likely only be achieved through the promotion of workforce wellness, which refers to not only counteracting the adverse impact of highly demanding work environments on employee health but also promoting engagement and flourishing at work. Research on occupational wellness has a rich tradition of describing and measuring the ways in which job characteristics external to the person (e.g. job design, technology, and organisational structure) impact on employees‘ well-being (Briner, Harris, & Daniels, 2004; Mark & Smith, 2010). Although occupational wellness has largely been associated with organisational and environmental factors recent research suggests that perceptions of work wellness are equally influenced by employees‘ individual cognitive-affective tendencies (Bakker & Demerouti, 2007; Bakker & Derks, 2009). Work wellness can therefore be viewed as a function of the dynamic interaction between job characteristics and personal attributes, with personality potentially moderating the relationship between stressor and strain outcomes (Swider & Zimmerman, 2010; Van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010).
- Full Text:
- Authors: Becker, Jürgen Reiner
- Date: 2012-10-30
- Subjects: Quality of work life , Job stress , Job satisfaction , Personality and occupation
- Type: Thesis
- Identifier: uj:10474 , http://hdl.handle.net/10210/7946
- Description: Ph.D. , Most people‘s future aspiration and dreams are closely linked to the work activities that they engage in on a daily basis. Work is a central theme in human evolution and plays a key role in the social and economic spheres of human existence (Blustein, 2006; Donkin, 2001; Fouad & Bynner, 2008). However, the vocational landscape has undergone prolific changes in recent times and the way in which work is organised and performed has changed dramatically from preceding eras (Chipunza & Berry, 2010). These changes have contributed to the production of highly stressful and pressured working conditions that adversely impact employees‘ overall wellness (Blouin, Chopra, & Van der Hoeven, 2009; Marmot, Siegrist, & Theorell, 2006). Organisational responses to employee stress have historically been embedded in the pathogenic paradigm, which aims to minimise the direct financial cost of distressed and vulnerable employees through providing some form of prevention-based employee therapy (Wright, 2003). However, as organisations become increasingly dependent on employees who are willing to conduct multiple in-role and extra-role work activities they are shifting their focus towards the total wellbeing of their workers. Clearly, key organisational goals will not be achieved with a workforce that is simply healthy in the traditional sense of the word, implying that employees are symptom-free and do not suffer from physical illness (Ulrich, 1997). Instead, organisational goals will most likely only be achieved through the promotion of workforce wellness, which refers to not only counteracting the adverse impact of highly demanding work environments on employee health but also promoting engagement and flourishing at work. Research on occupational wellness has a rich tradition of describing and measuring the ways in which job characteristics external to the person (e.g. job design, technology, and organisational structure) impact on employees‘ well-being (Briner, Harris, & Daniels, 2004; Mark & Smith, 2010). Although occupational wellness has largely been associated with organisational and environmental factors recent research suggests that perceptions of work wellness are equally influenced by employees‘ individual cognitive-affective tendencies (Bakker & Demerouti, 2007; Bakker & Derks, 2009). Work wellness can therefore be viewed as a function of the dynamic interaction between job characteristics and personal attributes, with personality potentially moderating the relationship between stressor and strain outcomes (Swider & Zimmerman, 2010; Van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010).
- Full Text:
Stress amongst middle level managers in schools
- Authors: Buwalda, Richard Alan
- Date: 2014-07-29
- Subjects: High school teachers - Job stress , High school teachers - Job stress - South Africa , Job stress , Job stress - South Africa
- Type: Thesis
- Identifier: uj:11916 , http://hdl.handle.net/10210/11644
- Description: M.Ed. (Psychology of Education) , This research study originated from the belief that teachers in general, and secondary school teachers in particular, are under an inordinate amount of stress brought about largely as a result of their work as teachers and educators. Moving from that basic premise the research unfolded towards exploring at both theoretical and empirical level, the major causes and management of stress in education within a South African educational context. The study starts with a carefully structured Statement of the Problem, which provides valid reasons why this research is needed (i.e. the motivation for this study), it lists the key areas of concern under 'specific statement of problem', the details regarding the purpose and plan are made clear and finally the method of research is stated. The point is made in this chapter that the basic motive of this research study is to help teachers understand and manage stress in a far more efficient we. The second chapter introduces the challenges of Defining Stress and attempts to appraise several current definitions and approaches to this problem. After a consideration of the now classical General Adaptation Syndrome (GAS), some pertinent reactions to stress are listed, the experience of stress is discussed and the three current approaches, or definitions of stress, namely: response-based, stimulus-based and interaction, are defined and debated.
- Full Text:
- Authors: Buwalda, Richard Alan
- Date: 2014-07-29
- Subjects: High school teachers - Job stress , High school teachers - Job stress - South Africa , Job stress , Job stress - South Africa
- Type: Thesis
- Identifier: uj:11916 , http://hdl.handle.net/10210/11644
- Description: M.Ed. (Psychology of Education) , This research study originated from the belief that teachers in general, and secondary school teachers in particular, are under an inordinate amount of stress brought about largely as a result of their work as teachers and educators. Moving from that basic premise the research unfolded towards exploring at both theoretical and empirical level, the major causes and management of stress in education within a South African educational context. The study starts with a carefully structured Statement of the Problem, which provides valid reasons why this research is needed (i.e. the motivation for this study), it lists the key areas of concern under 'specific statement of problem', the details regarding the purpose and plan are made clear and finally the method of research is stated. The point is made in this chapter that the basic motive of this research study is to help teachers understand and manage stress in a far more efficient we. The second chapter introduces the challenges of Defining Stress and attempts to appraise several current definitions and approaches to this problem. After a consideration of the now classical General Adaptation Syndrome (GAS), some pertinent reactions to stress are listed, the experience of stress is discussed and the three current approaches, or definitions of stress, namely: response-based, stimulus-based and interaction, are defined and debated.
- Full Text:
Die hantering van werkstres deur protospanlede in die goudmynbedryf
- Van Rheede van Oudtshoorn, Sonja
- Authors: Van Rheede van Oudtshoorn, Sonja
- Date: 2014-09-30
- Subjects: Job stress , Gold miners - South Africa
- Type: Thesis
- Identifier: uj:12442 , http://hdl.handle.net/10210/12229
- Description: M.Phil. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
- Authors: Van Rheede van Oudtshoorn, Sonja
- Date: 2014-09-30
- Subjects: Job stress , Gold miners - South Africa
- Type: Thesis
- Identifier: uj:12442 , http://hdl.handle.net/10210/12229
- Description: M.Phil. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
'n Ondersoek na die persoonlike spanningsvlak van vlieëniers
- Authors: Muller, Carl Lindsay
- Date: 2014-11-20
- Subjects: Air pilots , Stress (Physiology) , Job stress
- Type: Thesis
- Identifier: uj:12978 , http://hdl.handle.net/10210/12867
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
- Authors: Muller, Carl Lindsay
- Date: 2014-11-20
- Subjects: Air pilots , Stress (Physiology) , Job stress
- Type: Thesis
- Identifier: uj:12978 , http://hdl.handle.net/10210/12867
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
The impact of occupational role stress on employees’ performance in the banking sector – a comparative study of two banks in Johannesburg
- Authors: Conduah, Joyce Ama
- Date: 2018
- Subjects: Bank employees - Job stress , Job stress , Bank employees - Rating of
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/284347 , uj:30703
- Description: Abstract: This comparative study explored the effects of occupational role stress on employees in two selected banks in Johannesburg with the aim of examining ways in which the banks’ operations and job performance requirements correlate with stress among their employees. The study intended to achieve four objectives: to survey the operational management activities of two selected banks, to examine the nature and the effects of occupational role stress on the employees’ performance and to identify the major stressors among the employees. A survey of hundred respondents from Bank A and Bank B was conducted using a closed-ended and open-ended questionnaire. Data analysis regarding factors of stress reveals that employees’ dissatisfaction with remunerations and pressure to perform promote stress. Employees’ good relationships with customers, colleagues, management, friends, and family members in secured, safe and clean environments prevent stress. Data analysis of fear of losing jobs, commitment to work and the need for salaries, concern about children and importance of a balance between work and social responsibilities and having enough time for themselves, indicated that most of the respondents in Bank A provided positive responses with a majority of the respondents in Bank B giving opposing responses or vice versa. Some results also indicated instances where some respondents in either Bank A or Bank B expressed divergent views. Data analysis of occupational role stress showed that relationships between expectations of respondents’ superiors and expectations of their juniors were causes of occupational role stress. Conversely, the respondents’ use of their training and expertise to work and a positive correlation between personal values and role demands hinder occupational role stress. The respondents also expressed ambivalent views regarding feeling overburdened in their role functions. Similarly, ambivalent responses emerged from data analysis of the following: occupational roles interfering with family lives; role functions having been re-assigned to entities or people; relationship between occupational role and personal interests and how the amount of work interfered with the quality of work. Data analysis regarding coping strategies concluded that time management, daily goal setting, prioritising work, preparation of action plans, talking with friends and family members and looking at issues from different perspectives were the most favoured strategies. Quitting jobs, writing stress diaries, complaining, smoking cigarettes or drinking alcohol and day dreaming were the five least preferred strategies. , M.Tech. (Operations Management)
- Full Text:
- Authors: Conduah, Joyce Ama
- Date: 2018
- Subjects: Bank employees - Job stress , Job stress , Bank employees - Rating of
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/284347 , uj:30703
- Description: Abstract: This comparative study explored the effects of occupational role stress on employees in two selected banks in Johannesburg with the aim of examining ways in which the banks’ operations and job performance requirements correlate with stress among their employees. The study intended to achieve four objectives: to survey the operational management activities of two selected banks, to examine the nature and the effects of occupational role stress on the employees’ performance and to identify the major stressors among the employees. A survey of hundred respondents from Bank A and Bank B was conducted using a closed-ended and open-ended questionnaire. Data analysis regarding factors of stress reveals that employees’ dissatisfaction with remunerations and pressure to perform promote stress. Employees’ good relationships with customers, colleagues, management, friends, and family members in secured, safe and clean environments prevent stress. Data analysis of fear of losing jobs, commitment to work and the need for salaries, concern about children and importance of a balance between work and social responsibilities and having enough time for themselves, indicated that most of the respondents in Bank A provided positive responses with a majority of the respondents in Bank B giving opposing responses or vice versa. Some results also indicated instances where some respondents in either Bank A or Bank B expressed divergent views. Data analysis of occupational role stress showed that relationships between expectations of respondents’ superiors and expectations of their juniors were causes of occupational role stress. Conversely, the respondents’ use of their training and expertise to work and a positive correlation between personal values and role demands hinder occupational role stress. The respondents also expressed ambivalent views regarding feeling overburdened in their role functions. Similarly, ambivalent responses emerged from data analysis of the following: occupational roles interfering with family lives; role functions having been re-assigned to entities or people; relationship between occupational role and personal interests and how the amount of work interfered with the quality of work. Data analysis regarding coping strategies concluded that time management, daily goal setting, prioritising work, preparation of action plans, talking with friends and family members and looking at issues from different perspectives were the most favoured strategies. Quitting jobs, writing stress diaries, complaining, smoking cigarettes or drinking alcohol and day dreaming were the five least preferred strategies. , M.Tech. (Operations Management)
- Full Text:
The moderating effect of core self-evaluative traits on the relationship between job demands and burnout
- Monareng, Kgonnye Palesa Debrah
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
The relationship between workplace conflict and psychological strain : the moderating role of social relational personality traits
- Authors: Vilakazi, Sesiyabonga
- Date: 2018
- Subjects: Job stress , Conflict management , Interpersonal relations , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402879 , uj:33735
- Description: Abstract : Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Vilakazi, Sesiyabonga
- Date: 2018
- Subjects: Job stress , Conflict management , Interpersonal relations , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402879 , uj:33735
- Description: Abstract : Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
- Full Text:
Stress and coping strategies among football coaches in Gauteng Province, South Africa
- Authors: Phetlhe, Lesego Terrance
- Date: 2019
- Subjects: Job stress , Stress (Physiology) , Stress management , Football - Coaching , Football coaches - South Africa - Gauteng
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/399578 , uj:33309
- Description: Abstract : Please refer to full text to view abstract. , M.Phil. (Sport Science)
- Full Text:
- Authors: Phetlhe, Lesego Terrance
- Date: 2019
- Subjects: Job stress , Stress (Physiology) , Stress management , Football - Coaching , Football coaches - South Africa - Gauteng
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/399578 , uj:33309
- Description: Abstract : Please refer to full text to view abstract. , M.Phil. (Sport Science)
- Full Text:
The relationship between person-environment fit and job stress : a vocational interest perspective
- Authors: Mashadza, Itseng Tlamelo
- Date: 2019
- Subjects: Job stress , Organizational change , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414789 , uj:34997
- Description: Abstract: The world of work has changed and continues to change and this, in turn, has changed the values, skills, and expectations of individuals. In order for individuals to survive and keep up with constantly changing trends, individuals may find themselves in jobs that are not in line with their vocational interests. Vocational interests have been investigated in the field of psychology and been used to predict various work related outcomes. One potential outcome of working in a job that does not match one’s interests is stress. The aim of this quantitative crosssectional design study was to investigate the relationship between person-environment fit from the perspective of vocational interests and work stress. More specifically, this study aimed to investigate the relationships between (a) person-environment fit and general work stress and (b) person-environment fit and eight different sources of work stress (role ambiguity, relationships, work-load, autonomy, tools and equipment, physical environment, career advancement, job security and work/home interface). The study also investigated the structural validity of Holland’s model in Botswana as a precursor to investigating the aforementioned relationships. This study used the South African Career Interest Inventory and the Sources of Work Stress Inventory. These questionnaires were administered to 210 employees from various sectors in Botswana. Person-environment fit was measured using three different congruence measures, namely (a) the Brown-Gore index, (b) Euclidean distances, and (c) profile similarity correlations. The correlation coefficients indicated that person-environment fit had a small albeit statistically significant negative relationship with general work stress. Lack of autonomy also showed a small statistically significant negative relationship with person-environment fit. The structure of Holland’s vocational/personality model was inspected using multidimensional scaling and the randomisation test of hypothesised order relations. The correct Realistic, Investigative, Artistic, Social, Enterprising, and Conventional ordering was identified within the obtained data, and satisfactory fit to a circumplex model was found. However, the location of the aforementioned interest types in this model was not in the shape of a perfect hexagon. These results hold implications for the use of Holland’s model in the work context and in Botswana. , M.Phil. (Industrial Psychology)
- Full Text:
- Authors: Mashadza, Itseng Tlamelo
- Date: 2019
- Subjects: Job stress , Organizational change , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414789 , uj:34997
- Description: Abstract: The world of work has changed and continues to change and this, in turn, has changed the values, skills, and expectations of individuals. In order for individuals to survive and keep up with constantly changing trends, individuals may find themselves in jobs that are not in line with their vocational interests. Vocational interests have been investigated in the field of psychology and been used to predict various work related outcomes. One potential outcome of working in a job that does not match one’s interests is stress. The aim of this quantitative crosssectional design study was to investigate the relationship between person-environment fit from the perspective of vocational interests and work stress. More specifically, this study aimed to investigate the relationships between (a) person-environment fit and general work stress and (b) person-environment fit and eight different sources of work stress (role ambiguity, relationships, work-load, autonomy, tools and equipment, physical environment, career advancement, job security and work/home interface). The study also investigated the structural validity of Holland’s model in Botswana as a precursor to investigating the aforementioned relationships. This study used the South African Career Interest Inventory and the Sources of Work Stress Inventory. These questionnaires were administered to 210 employees from various sectors in Botswana. Person-environment fit was measured using three different congruence measures, namely (a) the Brown-Gore index, (b) Euclidean distances, and (c) profile similarity correlations. The correlation coefficients indicated that person-environment fit had a small albeit statistically significant negative relationship with general work stress. Lack of autonomy also showed a small statistically significant negative relationship with person-environment fit. The structure of Holland’s vocational/personality model was inspected using multidimensional scaling and the randomisation test of hypothesised order relations. The correct Realistic, Investigative, Artistic, Social, Enterprising, and Conventional ordering was identified within the obtained data, and satisfactory fit to a circumplex model was found. However, the location of the aforementioned interest types in this model was not in the shape of a perfect hexagon. These results hold implications for the use of Holland’s model in the work context and in Botswana. , M.Phil. (Industrial Psychology)
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Managing job stress in teachers of children with autism : a rational emotive occupational health coaching control trial
- Ogba, Francisca N., Onyishi, Charity N., Victor-Aigbodion, Vera, Abada, Ifeanyichukwu M., Eze, Uchenna N., Obiweluozo, Patience E., Ugodulunwa, Christiana N., Igu, Ntasiobi C.N., Okorie, Cornelius O., Onu, JeanFrance C., Eze, Angela, Ezeani, Emmanuel O., Ebizie, Elizabeth N., Onwu, Alexandra O.
- Authors: Ogba, Francisca N. , Onyishi, Charity N. , Victor-Aigbodion, Vera , Abada, Ifeanyichukwu M. , Eze, Uchenna N. , Obiweluozo, Patience E. , Ugodulunwa, Christiana N. , Igu, Ntasiobi C.N. , Okorie, Cornelius O. , Onu, JeanFrance C. , Eze, Angela , Ezeani, Emmanuel O. , Ebizie, Elizabeth N. , Onwu, Alexandra O.
- Date: 2020
- Subjects: Children with autism , Job stress , Rational emotive occupational health coaching
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/453550 , uj:40045 , Citation: Ogba, F.N. et al. 2020. Managing job stress in teachers of children with autism A rational emotive occupational health coaching control trial.
- Description: Abstract: Background/Objective: Teaching has been found to be 1 of the most stressful occupations worldwide. Stress associated with teaching is more critical among teachers teaching children with special needs in general and those with autism specifically, partly due to the heterogeneous nature of the disorders. The purpose of this study was to investigate the effectiveness of Rational Emotive Occupational Health Coaching (REOHC) in minimizing job stress in teachers of children with autism (CWA). Methods: A group-randomized waitlist control-trial design was adopted. A sample of 87 teachers of CWA who participated in the study was randomized into the immediate intervention group (IIG) and waitlist group (WLG). Participants were evaluated on 3 occasions: pretest, post-test and follow-up. Three instruments (Occupational Stress Index, Perceived Occupational Stress Scale and Stress Symptom Scale) were used to measure dimensions of job stress. After the pretest exercise, the IIG participated in a 2- hour REOHC programme weekly for a period of 12 weeks. Post- and follow-up evaluations were conducted respectively at 2 weeks and 3 months after the REOHC programme. Those in WLG were exposed to the REOHC after the follow-up assessment. Data collected were analysed using t-test statistics, repeated measures analysis of variance and bar charts. Results: Results revealed that the perceived stress and stress symptoms of the REOHC group reduced significantly over WLG at post-test, and follow-up assessments. Changes in the occupational stress index scores across pre-, post- and follow-up measurements were minimal and could not account for a significant difference between the IIG and WLG. Conclusion: It was concluded that REOHC is effective in reducing subjective feelings and physiological symptoms of job stress, even when the objective stressors remain constant among teachers of CWA and other employees who work in stressful occupational environments. Abbreviations: ABCDE = activating event, beliefs, consequences, disputation and effective world view, CI = confidence interval, df = Degree of Freedom, IIG = immediate Intervention Group, ŋ2 = partial eta squared (effect size), OSI = occupational stress index, POSS = perceived occupational stress scale, REBT = Rational Emotive Behavioural Therapy, REOHC = Rational Emotive Occupational Health Coaching, SISQ = single-item stress questionnaire, SSS = Stress Symptom Scale, WLG = waitlist group.
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- Authors: Ogba, Francisca N. , Onyishi, Charity N. , Victor-Aigbodion, Vera , Abada, Ifeanyichukwu M. , Eze, Uchenna N. , Obiweluozo, Patience E. , Ugodulunwa, Christiana N. , Igu, Ntasiobi C.N. , Okorie, Cornelius O. , Onu, JeanFrance C. , Eze, Angela , Ezeani, Emmanuel O. , Ebizie, Elizabeth N. , Onwu, Alexandra O.
- Date: 2020
- Subjects: Children with autism , Job stress , Rational emotive occupational health coaching
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/453550 , uj:40045 , Citation: Ogba, F.N. et al. 2020. Managing job stress in teachers of children with autism A rational emotive occupational health coaching control trial.
- Description: Abstract: Background/Objective: Teaching has been found to be 1 of the most stressful occupations worldwide. Stress associated with teaching is more critical among teachers teaching children with special needs in general and those with autism specifically, partly due to the heterogeneous nature of the disorders. The purpose of this study was to investigate the effectiveness of Rational Emotive Occupational Health Coaching (REOHC) in minimizing job stress in teachers of children with autism (CWA). Methods: A group-randomized waitlist control-trial design was adopted. A sample of 87 teachers of CWA who participated in the study was randomized into the immediate intervention group (IIG) and waitlist group (WLG). Participants were evaluated on 3 occasions: pretest, post-test and follow-up. Three instruments (Occupational Stress Index, Perceived Occupational Stress Scale and Stress Symptom Scale) were used to measure dimensions of job stress. After the pretest exercise, the IIG participated in a 2- hour REOHC programme weekly for a period of 12 weeks. Post- and follow-up evaluations were conducted respectively at 2 weeks and 3 months after the REOHC programme. Those in WLG were exposed to the REOHC after the follow-up assessment. Data collected were analysed using t-test statistics, repeated measures analysis of variance and bar charts. Results: Results revealed that the perceived stress and stress symptoms of the REOHC group reduced significantly over WLG at post-test, and follow-up assessments. Changes in the occupational stress index scores across pre-, post- and follow-up measurements were minimal and could not account for a significant difference between the IIG and WLG. Conclusion: It was concluded that REOHC is effective in reducing subjective feelings and physiological symptoms of job stress, even when the objective stressors remain constant among teachers of CWA and other employees who work in stressful occupational environments. Abbreviations: ABCDE = activating event, beliefs, consequences, disputation and effective world view, CI = confidence interval, df = Degree of Freedom, IIG = immediate Intervention Group, ŋ2 = partial eta squared (effect size), OSI = occupational stress index, POSS = perceived occupational stress scale, REBT = Rational Emotive Behavioural Therapy, REOHC = Rational Emotive Occupational Health Coaching, SISQ = single-item stress questionnaire, SSS = Stress Symptom Scale, WLG = waitlist group.
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