3. Electronic Theses and Dissertations (ETDs) - All submissions

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Subject: search.filters.subject.Employee health promotion--South Africa

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    Knowledge translation methods of the Gauteng Provincial Government employee health and wellness programme
    (2017) Mtshengu, Vuyolwethu B R
    The integration of new discoveries in health programmes has been an integral part of improving their implementation and outcomes. However, there is an information gap that tends to exist between policy developers, decision makers, researchers, and implementers. This often results in misunderstanding and inconsistencies from ‘what is implemented’ versus ‘what should be implemented’ due to differences in interpreting and using the knowledge available. Using a qualitative research approach, this study set out to explore how the Gauteng Provincial Government’s (GPG) Employee Health and Wellness Programme (EHWP) translates knowledge into implementation. It considers the different designated Knowledge Translation (KT) roles in the programme as well as the hindrances that exist in executing the identified KT methods. Data was collected through reviewing relevant documents to the programme in the public sector, conducting two focus groups with ten participants as well as five in-depth individual interviews, using semi-structured questionnaires. The participants represented ten Gauteng provincial departments and two national departments. The data was analysed using the thematic analysis approach to establish contrasting and correlating information in the emerging themes. The themes were compared to the Knowledge to Action (KTA) model, to assess the correlation with the existing KT frameworks in literature. The significant finding of the study indicated that the established GPG EHWP KT methods, have taken on the steps of the KTA model. However, they did not adopt its process sequence, nor did they have a specified clear path that was practised in the programme. This resulted in a knowledge gap, misinterpretation, and confusion at implementation level. Therefore, the programme may benefit from having a systematic framework, which will be able to guide KT, assess barriers, and clarify roles at each stage of implementation.
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    Perceptions of health and wellness programme coordinators on the implementation of the programme in Gauteng government departments between 2012 and 2014
    (2017) Mashiane, Margaret Dimakatso
    In 2004 the Gauteng Provincial Government (GPG) introduced a health and wellness Programme to manage human risks that negatively influence work performance and the wellness of employees. A qualitative research study was conducted using phenomenology design to explore in-depth experiences of 13 EHWP Coordinators on the implementation of wellness management as one of the four pillars of the Department of Public Service and Administration (DPSA) integrated Employee Health and Wellness Strategic Framework (EHWSF), (2008). The EHWSF was created to rapidly transform the nature of holistic support to employees so as to mitigate individual and organisational risks within the public sector. The method of data collection utilised was face to face interviews, with the use of a semi-structured interview schedule as a tool to gather data. Purposive sampling was utilised and the sample selected from a population of twenty nine (29) GPG EHWP Coordinators based on an inclusion criteria. The collected data was analysed utilising thematic analysis to identify themes and patterns in the data, to contextualise and describe the findings. The main findings were the inconsistent understanding in terms of the implementation of the DPSA EHWSF wellness management among participants, which suggest that the programme is not fully implemented in GPG. The lack of capacity, dedicated budge, inconsistent structure and positioning of the programme as well as management support were some of the deterrents in implementing the full scope of the wellness management pillar. Although DPSA EHWSF promotes the integration of four pillars, the study found gaps with the practical implementation of the framework in particular the wellness management pillar which was the focus of the study, there was less emphasis on organisational wellness. The study concludes that the findings will contribute towards review of policy, framework and programme development.
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    Workplace productivity loss
    (2016) Dos Santos, Nadine.
    Linking health and productivity to organisational advantages, this study explores the benefits that health screening may provide organisations in South Africa. Health was evaluated in this research as the amount of lifestyle factors (physical inactivity, cigarette smoking, alcohol consumption and BMI) and biometric factors (high blood pressure, high cholesterol and high glucose) employees were at risk for. The study aimed to investigate whether increased health leads to the experience of negative health consequences, which may negatively impact on productivity in the workplace. Productivity was assessed firstly by a person’s ability to be at work, and secondly by their ability to significantly contribute to their organisation while they were at work. As such, workplace productivity loss was evaluated in terms of the direct, and indirect, organisational costs that ill-health results in. Workplace productivity loss was measured using the Work Productivity and Activity Impairment Questionnaire: General Health V2.0 (WPAI-GH). Participants were 409 employees from an organisation in the financial service sector (Mage = 41.86, SD = 9.3). Multiple regression analysis found one lifestyle factor (physical inactivity) and one biometric factor (cholesterol) to significantly predicted work productivity. Cigarette smoking, alcohol consumption, BMI and blood pressure did not significantly predict workplace productivity loss. Significant relationships were found between physical inactivity and BMI, blood pressure and cholesterol. Alcohol consumption was significantly related to cigarette smoking and blood pressure, while BMI and blood pressure had a significant relationship. The findings contribute to knowledge on how workplace productivity can be promoted through healthy lifestyle behaviours and biometric risk factors. Theoretical and practical implications were discussed in terms of how organisations can design, implement and evaluate appropriate workplace programmes that are related to the specific health needs of their employees. This was positioned as an essential business practice that positively relates to organisational effectiveness by increasing workplace productivity. Keywords: workplace productivity loss, lifestyle risk factors, biometric risk factors, organisational advantage, South Africa
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    Cashiers' and management's perceptions of the usefulness of EAPs with particular reference to wellness couselling
    (2016) Rakgokong, Phenolia Koketso
    The purpose of this study was to explore cashiers’ and management’s perceptions of the usefulness of a company-provided employee assistance programme (EAP) with particular reference to wellness counselling. This study focused specifically on the four principles governing EAPs, namely; confidentiality, referral system, helping process and handling of outcome. Fifteen participants were recruited for this study from a cash centre of a financial institution in Johannesburg. There were ten males and five females. A qualitative methodology was used to collect and analyse data. The instruments used to collect data were two participant-generated text schedules, one for cashiers and the other for managers. Data were analysed using thematic content analysis. The results of the study showed that both employees and management found the EAP useful in the workplace. The direction for future research in South Africa could focus on conducting a longitudinal study to evaluate the impact and effectiveness of wellness counselling
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