3. Electronic Theses and Dissertations (ETDs) - All submissions
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Item Job demands, job resources, safety behaviours, and burnout in air traffic management(2017) Kalaitzis, Eleni AnnaThe aim of the present study was to utilise a mixed methods design as a means of investigating the relation between job demands, job resources, safety, and burnout in Air Traffic Management (ATM) technicians. It was also of interest to determine participants’ perspectives on the job demands and resources that may be present in their occupational environment, their participation in safety behaviours, and their perceptions regarding their work and safety performance. Non-probability, convenience sampling was employed to acquire the participants of the present research study. Participants included 33 ATM technicians (50.77% response rate) who took part in the quantitative component of the research study and 14 ATM who took part in the interview process. Participants’ ages ranged from 27 to 55 years (M = 38.91; SD = 8.76) and 90.1% were male (n = 30). Jackson and Rothmann’s (2005) original Job Demands-Resources Scale was used for the assessment of the job demands and resources sixteen items were also added to the original JDRS scale. Sixteen items were added to incorporate the possible job resources and demands experienced by ATM technicians, which were separated into the following sub-scales: shifts, weather conditions, travel, and equipment. Schaufeli, Leiter, Maslach, and Jackson’s (1996) Maslach Burnout Inventory-General Survey (MBIGS) was used to assess ATM technicians’ burnout. Safety behaviours were assessed through the integration of items found within two safety behaviour scales developed by Neal and Griffin (2006) and Hofmann and Morgeson (1999). A semi-structured interview process consisting of open-ended questions was used to discuss the following issues: job tasks, job demands, job resources, burnout, job safety, work-family spillover, and job performance. The findings depicted a weak, positive correlation between the perception of job demands and the experience of burnout (r = .376, p < .05) and a weak, negative correlation between the perception of job resources and the experience of burnout (r = -.383, p < .05). Job resources significantly predicted the experience of burnout (β = -.494, p = .002), as did job demands (β = .489, p = .003). A moderate, positive correlation between the perception of job resources and safety behaviours was obtained (r = .514, p < .01). The participants’ perceptions of job resources explained 26.5% of the variance in safety behaviours, (R2= .265, F(1, 31) = 11.16, p < 0.05. ATM technicians took part in the following safety behaviours: they consistently communicated with both management and air traffic controllers as a way of knowing exactly what the problem is before they went to a site, they took part in training programs as a means of keeping up to date with the latest technological knowledge, attended safety meetings, always communicated with management on how to increase safety, and made sure that a first aid kit was always available. ATM technician’s safety and performance appeared to be heavily influenced by their own personal understanding of the occupation’s risks, the weather conditions that take place on each specific site, the safety equipment that is worn, the knowledge of the possible repercussions that may arise from making any mistakes, and their own individual mood or disposition.Item Job demands, resources and the propensity to comply with safety procedures and interventions associated with needlestick injuries(2017) Wing, Jenna AndreaA South African study, based on a sample of 208 medical personnel working in public and private institutions, was conducted in order to determine whether job demands and job resources led to differences in the propensity to comply with Needlestick Injury (NSI) intervention scores. Three self-report questionnaires were completed by the participants, namely the self-developed demographic questionnaire, the Job Demands-Resources Scale (JDRS) which measured job demands and resources, and thirdly the self-developed Propensity to Comply with Interventions for Needlestick Injuries Scale (PCINS) which measured the propensity to comply with interventions for NSIs. Accidental needle stick, as well as sharp, injuries occur frequently within the medical context and are associated with high risks for blood-borne infections (Adefolalu, 2014). Specifically within South Africa blood-borne infections such as HIV carry heavy significance. Needlestick injuries often go unreported by healthcare professionals, and these injuries are widely prevalent. The researcher aimed to explore the job demands and resources that contribute to and mitigate against these injuries. Therefore support for the analysis of job demands and resources and the propensity to comply with NSI interventions exists. The results of the study suggested that there were mostly no significant differences between Job Demands and Resources and the propensity to comply with NSI Interventions scores. However significant relationships were found between length of shift and the propensity to comply with NSI interventions and growth opportunities and the propensity to comply with NSI interventions. The findings did not follow the proposed hypotheses that job demands would lead to a decrease in the propensity to comply with NSI interventions and job resources would lead to an increase in the propensity to comply with NSI interventions as longer length of shift (job demand) led to an increase in propensity to comply with NSI interventions and an association between high levels of growth opportunity (job resource), and low levels of propensity to comply with NSI interventions, was found.Item Sex-role identity, workplace stress and thriving in South African employees(2017) Helfer, Kayla MerylThe present study aimed to explore levels of perceived stress and workplace thriving in a sample of 485 South African employees, within the framework of sex-role identity. A number of research to date has begun to explore the influence of sex-role identities on a number of different organisational outcomes; however few have explored both the positive and negative aspects of gendered personality traits and thus this study aimed to contribute to existing research through utilising a differentiated model of sex-role identity. Three self-report questionnaires were completed by participants, namely the EPAQ-R to assess sex-role identity, the Job Related Tension Index developed by Kahn et al. (1964) to establish levels of perceived stress and the thriving scale developed by Porath et al. (2012) was used to measure workplace thriving. The results of the study highlighted a number of statistically significant differences between sex-role identities and perceived stress and thriving respectively. A number of these results were in line with the proposed hypotheses; however, negative masculinity proved to be inconsistent with the proposed hypotheses as these individuals did not differ from the positive identities in terms of workplace stress. Furthermore, negative femininity did not experience statistically significant differences with the positive identities. The findings of the study provide support for a differentiated model of sex-role identity, as well as support for the Androgynous model of psychological well being. Practical and theoretical implications of this research are discussed in the study.Item Psychological well-being, job satisfaction, and organisational commitment among employees in Botswana(2017) Baruti, Thuso TsalonaThe aim of the study was to investigate associations of employee psychological well-being, job satisfaction, psychological well-being and organisational commitment among public service employees in Botswana. The study was cross-sectional in nature. A total of 138 participants were recruited but only the responses of 129 participants were used in the final analysis after excluding the responses of 9 participants due to missing data. Of the 129 participants, there were 73 female participants and 55 male participants. The participants were recruited from Gaborone, Botswana and they voluntarily participated in the study. The instruments that were used to collect data were the General Health Questionnaire 12 (GHQ-12), the Overall Job Satisfaction Scale, and the Organisational Commitment Scale. Data were analysed using Pearson‟s Product-Moment correlation, simple regression and chi-square test of association. The results of the study showed that significant relationships were between psychological well-being and job satisfaction, and between job satisfaction and organisational commitment. Additionally, psychological well-being significantly predicted job satisfaction but not organisational commitment. Directions for future studies could focus on investigating the intricate relationships between the variables to assess their impact on employee and organisational performance, and to guide the utilisation of wellness programmes in the workplace.Item The risk of psychological derailment in complex environments(2016) Minnie, AllayneStratified Systems Theory classifies roles within organisations according to varying discontinuous levels or layers of work (Stamp, 1981). These levels are differentiated according to the time frames within which employees typically see results, the level of responsibility they are expected to take on, as well as the complexity of the work they are engaged in (Jaques, 2007a). The aim of the current study was to contribute towards existing literature on managerial derailment by investigating whether there is an association between the level of work and the risk of derailing behaviour, and if the degree of fit between an individual’s level of work and their current and future cognitive capability is associated with the risk of derailing behaviour. Derailing behaviour is conceptualised as destructive actions that have a detrimental effect on the career progression or success of an individual (Freedman, 2005). Archival data was made available to the researcher from a single large, international telecommunications organisation based in South Africa. Participants who had been assessed using the Modified Career Path Appreciation (MCPA) as well as the Hogan Development Survey (HDS) were included in the study. The final sample (n=252) consisted of managers working at various levels of the organisation who had been assessed for the purposes of either selection or development during 2015. Overall, the research hypotheses were not supported. Contrary to what was expected, a higher level of work was not associated with a greater risk of derailing behaviour. In fact, a greater number of derailers were evident at a lower level of work when compared to a slightly higher level of work. Furthermore, contrary to what was hypothesised, those whose level of work exceeded their current or future capabilities did not display a greater risk of derailing behaviour than those who achieved fit with their environment. On the contrary, a greater risk of derailing behaviour was found for those whose current or future capabilities exceeded that required by their level of work. No differences in the types of derailing behaviour reported were found to be associated with the level of work an individual is operating at, the degree of fit they experience between their current capability and their work environment, or the degree of fit they experience between their future capability and their work environment. All the analyses conducted reinforced the same finding that participants in the sample were more likely to report a high risk of displaying derailers falling into the ‘moving against’ category, regardless of these factors.Item Lifestyle behaviours, psychological wellbeing and cardiovascular disease in women executives and senior management(2016) Crowhurst, RhiannonThis study investigated whether the lifestyle behaviours and psychological well-being of women executives and managers predicted their ten-year risk of developing cardiovascular disease. The sample of South African women executives and managers work in a variety of industries in the cities of Johannesburg, Durban and Cape Town. The study sought to determine the predictability of the women executives and managers’ risk of developing cardiovascular disease through examining their level of alcohol consumption, level of physical exercise and the nutritional and dietary choices that they made as well as their level of depression, anxiety and stress. The data was gathered through an executive health and wellness programme and logistic regression and Chi-squared tests of association were used in conducting the analyses. The results suggested that the level of alcohol consumption and the nutritional and dietary choices made were predictive of the individual’s ten-year risk of developing cardiovascular disease. Additionally, the level of anxiety was found to be associated with the risk of developing cardiovascular disease. The results suggest that both individuals and organisations should prioritise the changing of unhealthy lifestyle behaviours, specifically excessive alcohol consumption and daily dietary choices, in order to lower their risk of developing cardiovascular disease.Item The role of implicit person theories and psychological capital in workplace thriving(2016) Levy, RonitThe aim of the current study was to investigate two possible mechanisms that might facilitate thriving in the workplace, namely implicit person theories and psychological capital. These variables were chosen because of their potential to operate in accordance with Barbara Fredrickson’s broaden and build hypothesis, with implicit person theories working to broaden thought-action repertoires, and psychological capital working to build personal resources. The study employed a quantitative, non-experimental, correlational, and cross sectional design. A sample of 226 working adults living in South Africa volunteered to participate in the study. They completed four online questionnaires: a demographic questionnaire; the Thriving at Work Scale; the Implicit Person Theories Scale; and the Psychological Capital Questionaire-24 (PCQ-24). To test the hypothesis that implicit person theories and psychological capital jointly facilitate the experience of workplace thriving, a series of correlations, regressions, and mediation analyses were conducted. The results indicated that psychological capital does indeed mediate the relationship between implicit person theories and workplace thriving.