Electronic Theses and Dissertations (Masters)

Permanent URI for this collectionhttps://hdl.handle.net/10539/37990

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    Exploring the relationship between job demands, resource, and psychological well-being: A study in the hospitality and tourism industries
    (University of the Witwatersrand, Johannesburg, 2024) Marks, Joshua Blaine; Donald, Fiona
    Identified as a key factor contributing to elevated levels of individual performance and thus organisational performance, ensuring ideal levels of individual psychological well-being has grown increasingly important within organisations, especially following the onset and recession of the COVID-19 pandemic. Despite the pandemic having receded, its initial impact left lasting effects on various industries, particularly the tourism and hospitality industries as these industries saw a drastic reduction in workforce size and revenue generated. This has prompted the implementation of nationwide recovery efforts; however, these have been found to be primarily aimed at addressing the financial and economic impacts of the pandemic with minimal consideration for addressing the psychological impacts of the pandemic. This study aimed at evaluating the current state of individual psychological well-being of individuals working in the tourism and hospitality industries in South Africa. Given the broad nature of the psychological well-being construct, attempts to evaluate it in the work context have proved difficult. Hence it is for this reason that this study evaluated psychological well-being with reference to the experience of work engagement and burnout, as these constructs have been conceptualised as indicators of psychological well-being. Therefore individual psychological well-being was assessed through the exploration of the potential relationships between various job characteristics and the experience of work engagement and burnout. The sample consisted of 65 participants from organisations within the tourism and hospitality industries in South Africa. Participants were required to complete a questionnaire that comprised of a demographic information section, the Job-Demands Resources Scale (JDRS), the Maslach Burnout Inventory-Health Services Survey (MBI-HSS), and the 9-item Utrecht Work Engagement Scale (UWES-9). The results generated indicated the presence of significant, weak to moderate relationships between the variables of interest, with few exceptions. Furthermore, the significant regression models generated by the analysis provided insight into the relative contributions of the chosen job characteristics to the experience of work engagement and burnout. The results were discussed within the broader literature on the concepts of job demands and job resources, and the experience of work engagement and burnout.
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    Does it matter where I work? Examining the effect of Remote Work on employees’ Work Engagement and Burnout
    (University of the Witwatersrand, Johannesburg, 2023-08) Tau, Lebogang Tlotlo; Pitman, Michael
    The global COVID-19 pandemic caused a significant shift in how and where work is conducted. Governments around the world initiated national lockdowns to enforce certain restrictions to curb the spread of infection and keep society functioning as normal. Businesses and institutions had to adopt flexible, remote working arrangements to achieve their ends during the pandemic. This study examined if remote work had any effect on employees’ work engagement and burnout, and if this relationship would be moderated or mediated by work overload and organisational support in South African organisations. A cross-sectional questionnaire design was utilized to obtain data from the sample. A sample of 103 employees from different organisations in South Africa participated in the study. Work overload and organisational support was measured using their respect subscales on the Job Demands-Resource scale. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory were used to measure the work engagement and burnout respectively. The results indicate that remote work does not predict both work engagement and burnout, nor was this relationship moderated by work overload and organisational support.