ETD Collection

Permanent URI for this collectionhttps://wiredspace.wits.ac.za/handle/10539/104


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2012 - 20192

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Subject: search.filters.subject.Depression, Mental

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    Job search anxiety, transition resources and wellbeing
    (2019) Britton, Thomas
    Multiple researchers have noted the impact of job search anxiety on the psychological wellbeing of individuals. This study sought to investigate whether the effects of job search anxiety are mitigated by the extent to which individuals possess particular transition resources. These resources, namely generalised self-efficacy, perceived control over finding employment, perceived social support, as well as the coping style a person finds most desirable to engage in when faced with a stress-inducing situation were utilised in accordance with Nancy Schlossberg’s transition model. The outcome variable, namely psychological wellbeing, looked at symptoms of generalised anxiety as well as depression. The sample within the current study included (n = 218) exit level students from the University of the Witwatersrand, Johannesburg, South Africa. Pearson’s Product Moment Correlations, multiple moderated regressions and Two-Way ANOVA’s were executed to assess the primary research questions within the study. A significant positive relationship was found between job search anxiety and psychological wellbeing. However, despite the assertions that the theorist Nancy Schlossberg made within her transition theory as well as the theoretical connections illustrated within previous research, the transition resources highlighted within this study did not significantly moderate the relationship between job search anxiety and psychological wellbeing. Significant main effects were found between a portion of the moderator variables and the psychological wellbeing variables. The findings within the study have suggested that more work is needed to completely support Schlossberg’s transition model.
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    Depression, dismissals and disability: depression is increasing in the South African workplace. Do the Labour Relations Act's dismissal categories provide depressed employees with adequate protection from unfair dismissals? [...]
    (2012-01-18) Carvalheira, Raquel
    South African law prohibits unfair discrimination against people with disabilities and the law recognizes mental illness as a form of disability. It follows that it is impermissible to discriminate against people on the basis of mental illness. In this essay, I unpack the philosophical and ethical underpinnings of this claim, specifically in regard to depression. What complicates the question of discrimination on the basis of mental illness is the fact that not all discrimination is unfair, and one can justly remove people from jobs when they cannot perform these jobs to a required level. This seems to imply that it might be fair to discriminate against depressed employees when they cannot do their jobs on account of depression. The duty not to discriminate against people on the basis of disability includes a positive duty to provide reasonable accommodations that will help them to do their jobs. Just as employers are obligated to help those who cannot walk to access their places of work, something similar is true of depression. But what does it mean to accommodate depression? In this research report, I go beyond the status quo and introduce positive suggestions for how reasonable accommodation can work for depressed employees. This will be to offer an account of how the workplace ought to be restructured in order for employers to fulfil their legal and moral duties not to discriminate against people with the disability of depression. In particular, I argue that a person who suffers with depression would be in a better position to fulfil his job role, on the same level as other employees, if employers drove a culture of inclusion and dismantled the stigma that surrounds mental illness