Faculty of Humanities (ETDs)

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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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    A Systematic Review Examining the use of Neurofeedback as an Intervention in the Management of Burnout
    (University of the Witwatersrand, Johannesburg, 2024-05-30) Patron, Daniella; Besharati, Sahba; Beukes, Johanna
    Background: Burnout is highly prevalent and has a long-lasting impact on health and well-being. However, a lack of formal diagnosis and standardised definition criteria has resulted in vague measurement standards and uncertainty regarding appropriate interventions. Neurofeedback training has shown the potential to modulate patterns of stress and produce long -lasting changes in the brain. However, the efficacy of neurofeedback training and its application to burnout is still in question. Work related stress is highly prevalent and has a serious and long-lasting impact on health and well-being. One ‘occupational phenomenon’ known as burnout has affected people in a multitude of professions and across a variety of societal domains. However, burnout is not currently recognised as a formal diagnosis and has no universally applied definition criteria. Aim: This systematic review aimed to determine if neurofeedback training is an appropriate intervention for the management of burnout. The secondary aim of the study was to evaluate the methodological, procedures and practical standards by which the neurofeedback training intervention was implemented as well as how the various burnout measures and populations were represented. Methods: This review (pre-registered on PROSPERO CRD42023448860) adhered to the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA). Six databases (Web of Science, Scopus, Medline, ProQuest, PsycINFO and Ebscohost) and one search engine (Google Scholar) were searched according to inclusion and exclusion criteria. Exclusion criteria: unpublished material, studies published before 2003, published in languages other than English, comorbidities with other disorders, use of other EEG interventions, no mention of burnout characteristics. Findings: The search strategy yielded a total of N = 6 studies included in the final review. Study results showed neurofeedback training improved negative characteristics associated with burnout, especially when combined with other intervention methods. However, vag ueness and omission were found in most study designs and intervention protocols with inconsistent burnout measures and sampling bias. Conclusion: In conclusion, neurofeedback training has shown the potential for managing certain burnout characteristics. However, due to the inconsistent study designs and vague methodological protocols, it remains uncertain whether it is entirely effective as an intervention for burnout. Thus, there is a need for more studies to be conducted in this area with the employment of stringent and standardised study designs, clearer reporting of methodological protocols, universally applied burnout definitions and regulated measures, more ethnically diverse samples, and a focus on more representative populations from diverse domains other than adults in healthcare professions
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    The Impact of a Psychological Capital Micro-Intervention on Academic Burnout amongst First-year University Students
    (University of the Witwatersrand, Johannesburg, 2023-10-23) Bonga, Bulelani; Siemers, Ian
    Purpose – the aim of this study is to probe into whether psychological capital micro interventions impact upon burnout amongst first-year university students, in the psychology department, at the University of the Witwatersrand. Research Design and Methodology - This study used a quasi-experimental design, because it did not include random assignment, but did include a comparison group, and manipulation of the DV variables. The research was quantitative in nature, with a sample size of 319 first year students from Wits University.. Findings – There was an insignificant interaction effect between group and time on all the variables. Thus, the intervention was not successful. However, Psychological capital was significantly and negatively related to burnout, and it’s components. Research limitations/implications – The sampling approach may limit the generalizability of the study’s findings as the data was collected from just one South African university, where the primary focus was first-year students. Another limitation includes the 1% given to those who participated in the intervention. Although this is departmental policy, an allocation of this nature can be interpreted as an attempt to persuade or provide an incentive, which may have affected the way the students responded. The current study has highlighted the value and importance of administering psychological capital interventions, not only in universities, but South Africa at large.
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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.
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    Occupational Stress and Burnout among Clinical Officers at Public Hospitals in Malawi: Impact Shifting to the General Public
    (University of the Witwatersrand, Johannesburg, 2023-08) Chinguwo, Paliani; Kenny, Bridget; Matshiditsho, Rajohane; Scully, Ben
    In Malawi, there is a cadre of mid-level health workers called clinical officers who undertake duties conventionally designated for medical doctors in the wake of an acute shortage of the latter. The use of clinical officers as substitutes for medical doctors is one example of a strategy called task shifting that is implemented as a temporary remedy for the shortage of human resources in healthcare. This is a study on the experiences of clinical officers with occupational stress and burnout at public hospitals in Malawi. The study adopted a qualitative research design with a case study as a research strategy. The study was conducted at four district hospitals and one central hospital, all of which are state-owned. One shortcoming of the framing of occupational safety and health in Malawi is the narrow scope and coverage of the regulation on occupational safety and health. This narrow scope of the regulation of occupational safety and health is limited to physical, chemical, and biological hazards. The psychosocial hazards are therefore neglected by the regulation on occupational safety and health. Another shortcoming of the framing of occupational safety and health in Malawi is that the coverage of the regulation on occupational safety and health exempts service sectors like healthcare. This exemption, therefore, gives the impression that healthcare in Malawi is immune to occupational safety and health hazards. This study challenges the narrow scope and coverage of the regulation on occupational safety and health in Malawi that neglects psychosocial hazards and exempts healthcare. The overall aim of the study was to expose the impacts on public health that can be associated with the neglect of psychosocial hazards and the exclusion of healthcare from the regulation of occupational safety and health. This study demonstrates that there are psychosocial hazards at public hospitals that predispose clinical officers to occupational stress and burnout. These are excessive workload, long hours of work, poor interprofessional relations, restructuring, COVID-19 responses, and the absence of occupational and safety management systems. The study further illustrates that psychosocial hazards at public hospitals are a breeding ground for various health problems among clinical officers that emanate from occupational stress and burnout. These health problems include emotional and cognitive effects; injuries; high blood pressure (hypertension); muscle tension or pain; and severe headaches. These health problems negatively affect the quality of life among clinical officers and their performance on the job. The study, therefore, concludes that occupational stress and burnout among clinical officers ultimately affect health outcomes in the broader population. For instance, the study demonstrates how the consequences of OS and burnout among clinical officers are consequently externalised to patients and the general public through the poor quality of healthcare services. In this study, the externalisation of the negative effects of occupational stress and burnout on clinical officers to the patients and the general public, is referred to as impact shifting. This study conceptualises and proposes a theoretical framework for analysing occupational safety and health in Malawi, with a particular focus on psychosocial hazards at public hospitals. The theoretical framework comprises three theoretical perspectives, namely: attribution theory, job demands-resources model, and fundamental cause theory. This study, therefore, offers a theoretical foundation and empirical evidence drawn from the experiences of clinical officers with occupational stress and burnout. The theoretical foundation and empirical evidence can inform the reframing of the scope and coverage of the regulation on occupational safety and health. Finally, this study also conceptualises and proposes a framework for the formulation of a comprehensive policy on occupational safety and health for public health facilities in the context of Malawi.