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1

Ruddy, Nadine. "The impact of work engagement and work dedication on digital burnout among highly educated employees within the research industry." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65601.

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Working environments have seen a radical transformation, from office bound working hours to flexible working hours and remote locations. Being connected and contactable only during working hours and at the office has become a thing of the past and a double-edged sword. While employees in high pressured client service working environments rely on their digital devices in an attempt to gain a competitive edge, it is this constant connectivity causing exasperated exhaustion levels. The overuse of digital devices to access emails and workrelated documents results in little “down time”, causing stress and anxiety for employees. This state of exhaustion coupled with burnout has brought about the phenomenon, digital burnout. Digital burnout sufferers are continuously tired and less productive as they struggle to focus on the task at hand while continuously multitasking. Left feeling demotivated, these individuals commonly associate their work with negative emotions. Thus, the study aimed to assess the impact of work engagement and work addiction on digital burnout. A sequential explanatory mixed methods design was utilised which yielded a final sample of 69 quantitative and six qualitative interviews with highly educated research employees. The results revealed intensified levels of exhaustion and absorption. Further, the results identified signs of over-engagement, leaning more towards work addiction than positive work engagement. These findings coupled with the augmented use of their digital devices and long working hours poses a risk of digital burnout. Further research on digital burnout is required, with a focus on a longitudinal study is proposed for future research.<br>Mini Dissertation (MA)--University of Pretoria, 2017.<br>Psychology<br>MA<br>Unrestricted
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Goosen, Christian Johan. "The impact of job and organisational characteristics on engagement at work in a petrochemical company / Christian Johan Goosen." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4614.

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In today's tough economic environment, companies are forced to work more efficiently and effectively with the resources they have at their disposal. At the same time companies are struggling to attract and retain good people with the necessary attributes and skills in order for them to remain competitive. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organisational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value. The purpose of this study is to determine whether job and organisational characteristics have an impact on work engagement. Weak correlation was found between the four aspects of Job and organisational characteristics namely: the Position the company holds in the industry, Own and company objectives, Environmental factors and Commitment or social responsibility position the company takes and the three aspects of Engagement namely Vigour, Dedication and practically significant correlation coefficients of large effect between Vigour on the one hand and Dedication and Absorption on the other hand. Practically significant correlation coefficients of large effect between Dedication on the one hand and Absorption on the other hand. Practically significant correlation coefficients of medium effect between Absorption on the one hand and Own and company objectives was found. After controlling for work engagement at baseline, only four of the dimensions tested between Job and organisational characteristics and Engagement were statistically significant. No positive association could be found between Job and organisational characteristics and Work Engagement. The findings are noteworthy in that all the aspects of Job and organisational characteristics do not lead to Engagement thus no evidence was found that Job and organisational characteristics could stimulate Work Engagement.<br>Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Coetzer, Michiel Frederick. "Job demands, job resources, and work engagement of employees in a manufacturing organisation / Michiel Frederick Coetzer." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1312.

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4

Moalusi, Odirile. "The perceived organizational support and employee engagement in the context of flexible working arrangements." Diss., University of Pretoria, 2021. http://hdl.handle.net/2263/81689.

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The work environment has vastly become more demanding and organizational practises have required have needed to be cognisant of methods to keep employees engaged. The topic of flexible working arrangements (FWA) has grown in popularity by research scholars and business practitioners. Considerable research has been conducted on the various dynamics of FWA and the influence of employee engagement. This research however aims to explore emerging themes in perceived organizational support (POS) and employee engagement in the context of flexible work arrangements, to gain in-depth understanding of the relationship between POS and employee engagement, in addition to what has been contributed to literature. The research study was conducted through qualitative methodology of exploratory obtained by the researcher. 14 semi-structured interviews were largely conducted through virtual communication platform, Zoom; and where possible interviews were conducted face-to-face, through open-ended questions. Respondents consisted of 7 Managers and 7 Employees from different organisations across three different industries. The analysis of the interviews was conducted through the six-stage thematic analysis. The research found four emerging themes FWA associated with flexible working schedules, enabling infrastructure, work life balance and adapting to a new way of working. The research also found a positive relationship between employee engagement and POS through common themes such as trust between managers and employees, decision making and dedication to work tasks. The perspectives and views from the participants were commonly affected by the outbreak of the COVID-19 pandemic and therefore the researcher made every attempt to gain perspectives prior the pandemic and during the pandemic from the participants. The research was limited to medium to large sized organisations operating in South Africa.<br>Mini Dissertation (MBA)--University of Pretoria, 2021.<br>Gordon Institute of Business Science (GIBS)<br>MBA<br>Unrestricted
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Lekutle, Olebogeng Martin. "Psychometric evaluation of the UWES and OLBI within the cement industry / Olebogeng Martin Lekutle." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4472.

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In order to be sustainable, companies have to adapt in the ever–changing market and economic conditions which are often unpredictable. The adaptation to these challenges rests with employees who have to stay motivated and psychologically well. The environmental working conditions are often undesirable The objective of this study was to evaluate the psychometric performance of the Utrecht Work Engagement Scale (UWES) and the Oldenburg Burnout inventory (OLBI) within the cement factory. A random sampling approach was adopted by distributing a questionnaire for the purposes of achieving the general research objective with an availability sample (N = 187). The UWES and OLBI were administered. Exploratory factor analysis, descriptive statistics, Cronbach alpha coefficients, Pearson product–moment correlations and MANOVA's were used to analyse the data. The outcome of the study through literature review confirmed that work engagement and burnout are two important components of employee wellbeing. The factor loadings of the UWES and OLBI resulted in a two–factor structure for both the UWES and OLBI. The two factor structure for the UWES were labelled as Vigour/Dedication and Absorption. The twofactor structure for the OLBI was labelled Disengagement and Exhaustion. A small number of items were retained for the OLBI. The internal consistency of the UWES was found to be well above the acceptable level with the alpha coefficients exceeding 0,70. The internal consistency for the OLBI was found to be lower than the 0,70 level. Data analysis further showed that correlations between engagement and burnout were statistically insignificant. Data analysis also showed that there were no vi significant differences for age and gender for both engagement and burnout, however there is a significant difference in race and language with regard to engagement but none for burnout. Limitations within the study were identified and recommendations for future research were made.<br>Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.
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Venter, Johanna Maria. "The relationship between psychological career resources and engagement at a South African software and services organisation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/24017.

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One of the challenges imposed by the 21st century is to retain talented staff by keeping employees engaged in their work. Engagement in itself is a complex construct, which still requires much clarification. One of the gaps in the literature is the link between engagement and the competencies required by individuals to craft a career in the 21st century. These competencies are referred to as psychological career resources (Coetzee, 2008). This study was conducted in a medium-sized South African software and services organisation using a random sample of 111 consultants. The primary objective of the study was to investigate the relationship between psychological career resources (career preferences, career values, career enablers, career drivers and career harmonisers) and engagement (dedication, vigour and absorption). The second and third objectives were to find whether there were any significant differences between individuals who differed as to gender, age, marital status, occupational field, occupational level and department in which employed with regard to engagement and psychological career resources. A further objective was to establish the dominant psychological career resources and engagement constructs of the consultants in the sample. The data was collected using the 9-item U-WES (Utrecht Work Engagement Scale) and the PCRI (Psychological Career Resources Inventory). The study found that behavioural adaptability and self-esteem have a significant impact on vigour and dedication, while behavioural adaptability also has a significant impact on absorption. This study could contribute meaningful information to the field of well-being and career development, allowing professionals to assist individuals in developing career competencies that contribute to engagement and ultimately to well-being.<br>Dissertation (MCom)--University of Pretoria, 2012.<br>Human Resource Management<br>unrestricted
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7

De, Beer Leon Tielman. "Job demands-resources theory, health and well-being in South Africa / Leon Tielman de Beer." Thesis, North-West University, 2012. http://hdl.handle.net/10394/8663.

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Work stress has a substantial impact on employees, organisations and economies; especially in the fragile economic environment since the ‘Great Recession’ of 2008; which has seen employment levels drop and employees willing to endure more stress at work to avoid retrenchment. These impacts include serious health and financial consequences. Attempts should therefore be made to effectively manage and address work stress to lessen these dire consequences. Many models have been developed and theorised to assist in explaining work stress, the pinnacle of these being the job demands-resources (JD-R) model. In JD-R theory, the dual process explains that work-related well-being follows the following processes: An energetic, also called the health impairment process, in which job demands leads to ill health outcomes through burnout; and then a motivational process which presents that job resources leads to positive organisational outcomes, e.g. organisational commitment, through engagement. The main objectives of this research were 1) to investigate a JD-R model in a large South African sample with a categorical estimator; 2) to investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time; 3) to investigate the likelihood of reporting treatment for health conditions based on burnout and engagement, and 4) to investigate the link between burnout and objective financial outcomes, i.e. by medical aid provider expenditure. To achieve the first objective a cross-sectional design was used (n = 15 633) covering numerous sectors in South Africa. A dual process model was specified with job demands (work overload) leading to ill health through burnout, and job resources (colleague and supervisor support, communication, growth opportunities and role clarity) leading to organisational commitment through engagement. Results of structural equation modelling indicated that the proposed JD-R model was a good fit to the sample. Furthermore, burnout was found to mediate the relationship between job demands and ill health with a medium effect. Engagement was found to mediate the relationship between job resources and organisational commitment with a large effect. The second objective, concerning reversed causality, was achieved with a longitudinal design (n = 593). The hypothesized model included burnout and engagement at time one, and at time two work overload as indicator of job demands, and colleague and supervisor support, communication, growth opportunities and role clarity as indicators of job resources. Results indicated that burnout had a significant negative reversed causal effect to supervisor support and colleague support. Engagement showed only one significant result, i.e. a small negative reversed causal relationship with supervisor support. To achieve the third objective, a cross-sectional design was used (n = 7 895). Results for logistic regression analyses showed that an increase in burnout was associated with a significant increase in the estimated odds for reporting an affirmative answer for receiving treatment for any of the health conditions, i.e. cardiovascular conditions, cholesterol, depression, diabetes, hypertension and irritable bowel syndrome. In contrast, an increase in engagement was associated with a decrease in affirmative reporting for cardiovascular conditions, cholesterol and depression; but not for diabetes, hypertension or irritable bowel syndrome. Addressing the link between burnout and financial outcomes was the fourth objective; and met with a cross-sectional design (n = 3 182). Participants were divided into a high and low burnout group based on the comorbidity of exhaustion and cynicism Analysis of covariance (ANCOVA) was implemented, controlling for age and gender, to investigate the difference in medical aid provider expenditure of the two groups. Results revealed that expenditure in the high burnout group was consistently more in all cases, compared to the low burnout group. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made.<br>Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013
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8

Fraser, James A. "'The drama of dedication and betrayal' : betrayal in the life and works of James Joyce." Thesis, University of York, 2013. http://etheses.whiterose.ac.uk/5766/.

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This thesis offers an account of the role of betrayal in the works of poet, playwright, novelist, and occasional journalist, James Joyce. Moving away from pathologizing conceptions of Joyce as “obsessed” with betrayal, I follow the development of this theme throughout a range of Joyce’s writings. Joyce came to an understanding of the workings of this narrative as a young child, experiencing the national trauma of the downfall of Irish politician Charles Stewart Parnell and the fallout of this affair in his own household. At his father’s promptings, Joyce learned to experience betrayal as an active, though invisible force in Irish affairs, from the quotidian to the grandiose. This thesis contends, however, that this early understanding of betrayal as an “immanent” force gives way to a highly self-aware investigation into the dramatic and narrative potential of betrayal as a structuring principle in human relationships. Looking in detail at three of Joyce’s literary works—A Portrait of the Artist as a Young Man, Exiles, and Ulysses—as well as a selection of Joyce’s Triestine journalism and criticism, I attempt to offer a narrative account of how the theme of betrayal operates in and is operated on by Joyce’s texts. In Joyce’s non-fiction we find a reliance on betrayal as a means to introduce a note of melancholic pathos to nominally journalistic pieces. But in betrayal Joyce also finds a way to critique Irish constructions of heroic failure and to support the healthy antagonism necessary to his principled exile. In Portrait, Joyce studies the positive potential of betrayal as a tool of self-narration. Stephen is seen to achieve a narratively satisfying break with his community that is made possible by his imputation of Irish betrayal. In Exiles, the central dynamic of betrayal—that it is present as a possibility in any relationship—is taken to its extremity and ultimately rejected. In Ulysses, Joyce denies Stephen the narratives he had formerly relied on and studies instead the pathos of his painfully incomplete severance. In the same book, Joyce turns his attention once again to adultery. Molly’s sexual affair with Hugh “Blazes” Boylan offers Joyce a way of critiquing accepted conventions of the cuckold and the “adulteress” in favour of a far more nuanced understanding of the human impact of betrayal. Ultimately, the idea of betrayal is itself destabilized to the point that Molly’s act of extramarital sex can no longer be maintained as in any simple sense a betrayal.
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9

HUANG, GUAN-JIE, and 黃冠傑. "The Influence of Sincere Leadership on the Dedication of Work Engagement - Expressed as Submediary Variable." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ywa286.

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碩士<br>銘傳大學<br>企業管理學系碩士在職專班<br>107<br>The mission of national army is to safeguard the country and defend the people. In order to effectively achieve this mission, the unity of the army members and the leader’s leadership are two important factors. This study believes that authentic leader’s unbiased treatment, balance information, and lead by example, not only can improve the morale of the teams, but also make the subordinates more willing to put forward suggestions for the work, and have a higher level of work engagement. Therefore, this study aims to investigate the influence of authentic leadership on subordinate’s voice behavior and work engagement. An empirical research and a questionnaire survey method was adopted in this research. Data was collected from several units of the Northern Army; 300 participants took part in this study. The results of the study show that authentic leadership improve the subordinates’ work engagement through increasing subordinates' voice behavior and reducing their silent behavior. The results of this study not only provide advice on how to improve subordinates’ work engagement, but also provide suggestions for improvement on the issues of leaders and subordinates for consideration by the military or future researchers.
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10

Davids, Anees. "The relationship between work engagement, self-efficacy and optimism among call centre." Thesis, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3592_1383894787.

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<p><font size="3"> <p>The costs of occupational health and well-being are increasingly being considered as sound &lsquo<br>investments&rsquo<br>as healthy and engaged employees yield direct economic benefits to the company. The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee&rsquo<br>s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs, optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.</p> </font></p>
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11

JI, LI SHI, and 李仕吉. "Research on the Influence of Dedication and Work Enthusiasm of Employees in High-tech Industry on Employees' Innovative Behaviors." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/a74m59.

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碩士<br>國立雲林科技大學<br>企業管理系<br>107<br>Abstract The purpose of this study was to investigate the correlation between employees’ work engagement, work passion, and innovation behavior. In this study, a total of 300 questionnaires are delivered to employees from Taiwan's largest TFT-LCD manufacturer as the sampling objects. A total of 248 effective questionnaires are collected (the effective recovery rate is 82.67%). The results showed that: (1) employees’ work engagement has a significant impact on innovation behavior. (2) The work passion of employees in high-tech industry has a significant influence on innovation behavior. According to the results, it is believed that the high-tech industry should try to improve its work engagement and innovation behavior. Meanwhile, employees of such industries should pay more attention to their workplace behaviors, so that they could find a sense of achievement in their work to maintain their own work passion as well as enhance their innovation behaviors. Keyword: work engagement, work passion, innovation behavior
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Chung, Po Huang, and 黃柏鐘. "A study of police marital status especially in a long distance regarding their family relationship, marriage satisfaction, work dedication and satisfaction from Taipei City police perspective." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/02524434024559401868.

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13

Pillay, Kogie. "Sense of coherence, work engagement and organisational commitment within an automotive development institution." Diss., 2008. http://hdl.handle.net/10500/3168.

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This research explores the relationship between sense of coherence, work engagement and organisational commitment in an automotive development institution in South Africa. The study was conducted through quantitative research. The study used the Orientation to Life Questionnaire (OLQ) to measure sense of coherence, the Utrecht Work Engagement Scale (UWES) to measure work engagement and the Organisational Commitment Scale (OCS) to measure organisational commitment. A biographical questionnaire was also used. The questionnaires were administered to a sample of 46 employees, 37 of whom were based in the company’s Pretoria office and nine at their Eastern Cape office. In view of the fact that the sample was small, 100 % of the population was included in the study. A theoretical relationship between the constructs was determined and an empirical study provided evidence of the degree of relationship that existed between them. The results reveal significant relationships to exist between some sub-scales, however, statistical significance could not be reached for some correlations.<br>Psychology<br>M. Admin. (Industrial and Organisational Psychology)
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14

Sonn, Chantel. "Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry." Diss., 2015. http://hdl.handle.net/10500/18804.

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The aim of this study was to investigate the relationship between burnout and work engagement among employees in the pharmaceutical distribution industry. The research conducted on these concepts was geared towards adding to the knowledge base in the field of industrial and organisational psychology, to enable the current organisation from which the sample was chosen and other organisations in South Africa to focus on the effect that burnout has on employees, which directly affects the company. A quantitative survey using primary data was conducted on a convenience sample (N = 204) of full-time employees in a South African pharmaceutical distribution company. The Maslach Burnout Inventory – General Survey model (MBI-GS) and the Utrecht Work Engagement Scale (UWES) model were used to gather data. The work engagement-burnout continuum has received a great deal of research attention (Maslach, Schaufeli, & Leiter, 2001; Schaufeli & Bakker, 2003; Schutte, Toppinen, Kalimo, & Schaufeli, 2000) that has produced contradicting results. One viewpoint regards the core constructs of work engagement and burnout as opposite poles of two continua (vigour-exhaustion and dedication-cynicism), labelled energy and identification, respectively (González-Romá, Schaufeli, Bakker, & Lloret, 2006). Work engagement is ”characterized by a high level of energy and strong identification with one’s work”, while burnout is ”characterized by the opposite: A low level of energy combined with poor identification with one’s work” (Schaufeli & Bakker, 2003, p. 5; Bakker, Schaufeli, Leiter, & Taris, 2008). Hence work engagement and burnout can be recognised as inseparable and co-dependent constructs that share more or less 10 to 25% of their variance and are moderately negatively related (Schaufeli & Bakker, 2004; Schaufeli, Salanova, González-Romá, & Bakker, 2002). The second viewpoint regards work engagement and burnout as being strongly related, but fundamentally different in their separation in the work experience. They are therefore not opposite poles of a continuum (Denton, Newton, & Bower, 2008; Huhtala & Parzefall, 2007; Rothmann & Joubert, 2007; Schaufeli & Bakker, 2004; Schaufeli et al., 2002). Work engagement is defined as a ”positive, fulfilling, work-related state of mind that is characterised by vigour, dedication, and absorption” (Schaufeli & Bakker, 2004, p. 295). Burnout, however, is defined by Maslach and Jackson (1981, p. 99) as a ”syndrome of emotional exhaustion and cynicism that occurs frequently amongst individuals who do ‘people-work’ of some kind”. The statistical results of this study confirmed the hypothesis. It was found that there is a significant relationship between burnout and work engagement. Burnout is indeed negatively related to work engagement in the contact centre. However, a definitive relationship between burnout and work engagement in the distribution centre was not established.<br>Industrial & Organisational Psychology<br>M. Comm. (Industrial Psychology)
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Maturure, Talent. "Burnout, work engagement and sense of coherence in nurses working at a central hospital in KwaZulu Natal." Diss., 2016. http://hdl.handle.net/10500/20159.

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The key objective of this study was to determine the relationship between burnout (measured by the Maslach Burnout Inventory – Human Services Survey (MBI-HSS)), work engagement (measured by the Utrecht Work Engagement Scale), and sense of coherence (measured by the Orientation of Life Questionnaire developed by Antonovsky (1987)). A quantitative study using a cross-sectional survey research design was conducted on a randomly selected sample (N = 178) of nurses at a central hospital in Kwa-Zulu Natal. A theoretical relationship was established between the variables. The empirical relationship revealed statistically significant negative relationship between burnout and work engagement. A statistically significant negative relationship was also established between burnout and SOC. The findings add valuable knowledge to industrial and organisational psychology and can be applied to promote employee and organisational wellness.<br>Industrial and Organisational Psychology<br>M. Com. (Industrial and Organisational Psychology)
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Roux, David Johannes. "An assessment of the invariance of work-related well-being in selected South African sectors / David Johannes Roux." Thesis, 2013. http://hdl.handle.net/10394/10586.

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The current work environment demands a lot from employees. Organisations implement strategies to reduce cost and increase productivity, often ignoring the well-being and needs of employees. Factors such as virtual offices are becoming a reality as cell phones, laptops, tablets and other technology make availability a reality 24 hours a day. This leads to employees being confronted with work wherever and whenever it is required. These factors can lead to distress or eustress or both. Some employees experience symptoms of burnout due to all these demands placed on them, yet others experience eustress. Work well-being is crucial to ensure that employees are engaged and committed to their job and contribute to the success of the organisation they are employed with. In the model of work-related well-being of Nelson and Simmons (2003), which will be discussed in this research, burnout is regarded as distress, while work engagement is regarded as eustress. The objective of this study is to determine whether a relationship exists between the dimensions of work-related well-being within selected sectors in South Africa – whether it leads to either burnout or work engagement and whether it is similar in different sectors. Various models can be used to explain these effects but for the purposes of this study the following models were consulted, namely the Comprehensive Model of Burnout and Engagement (COBE), the Effort-Recovery (E-R) Model and the Job Demand / Resources (JD-R) model. The participants in this study are educators and administrative personnel from tertiary education institutions (n = 1324), secondary schools (n = 1177), employees from the insurance industry (n = 613), and correctional services (n = 892). The measurement vii instruments used are the Maslach Burnout Inventory, the Utrecht Work Engagement Scale and the Job Demands-Resources Scale and the Organisational Stress Screening Tool (ASSET). The results indicate that there is a relationship between the dimensions of work-related well-being in different sectors and that it has great predictive value in different sectors.<br>MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2013
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Welthagen, Christa. "Depressed, not depressed or unsure : prevalence and the relation to well-being across sectors in South Africa / Christa Welthagen." Thesis, 2011. http://hdl.handle.net/10394/11100.

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Depression is one of the most debilitating, widespread and costly health problems worldwide and has a high prevalence in almost every society. Research suggests that depression affects an individual‟s work engagement levels, burnout levels and the occurrence of stress-related ill health symptoms. However, it is unclear whether these findings would differ among individuals who reported that they suffer from depression and receive medical treatment for it, individuals who reported that they are unsure whether they suffer from depression, and individuals who reported that they do not suffer from depression. This study is quantitative in nature and a cross-sectional design was used. The study population consisted of 15 664 participants from several sectors in South Africa. The participants also differed in terms of gender, age, race, marital status, educational level, language and the province where they reside. The sample population was thus representative of the diverse population of South Africa. The SAEHWS, a self-report instrument based on the dual-process model of work-related well-being, was used to measure all constructs. The participants were divided into three groups, i.e. individuals who reported that they suffer from depression and are currently receiving medical treatment for depression, individuals who reported that they are uncertain whether they suffer from depression, and individuals who reported that they do not suffer from depression. Frequencies were used to determine the prevalence of depression in the three different groups and MANOVA (multivariate analysis of variance) was used to determine the significance of differences between the levels of work engagement, burnout and stress-related ill health symptoms of the three different groups (individuals who reported that they suffer from depression, individuals who reported that they are uncertain whether they suffer from depression, and those who reported that they do not suffer from depression). The results showed that 18,3% of the population reported that they suffer from depression and receive medical treatment for depression, 16,7% of the population reported that they are unsure whether they suffer from depression and 65% reported that they do not suffer from depression. Furthermore, it was found that depression significantly influences work engagement levels negatively and that it significantly influences burnout levels and the occurrence of stress-related ill health symptoms positively. This study will make organisations aware of the effect of depression on an individual‟s well-being and of the fact that depression is a factor to be reckoned with. Employers should consider ways to assist employees who suffer from depression and should learn how to act preventatively to decrease any further occurrence.<br>Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011
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