Dissertations / Theses on the topic 'Workplace wellbeing'
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1
Summers, Elisabeth. "Psychological practitioner workplace wellbeing." Thesis, Cardiff University, 2018. http://orca.cf.ac.uk/114995/.
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There is extensive research detailing the strong link between healthcare professional wellbeing and the delivery of dignified, safe patient care. While a career as a psychological practitioner is often perceived as fulfilling, it is thought to also generate professional and personal strains which may impact on wellbeing. Paper 1 presents a systematic review examining the prevalence of burnout among practitioner psychologists and the relationship between burnout and specific personal demographic and work-related variables: age, years in service, working hours, gender and work setting. This yielded eight studies meeting the inclusion criteria. Study quality was assessed and data was extracted. Due to inconsistencies with defining and assessing burnout, the overall prevalence of burnout in this population could not be validly determined. However, findings suggest that younger, less experienced individuals and those working longer hours appear to be at increased risk of burnout and/or associated dimensions. Paper 2 presents the development and validation of a new measure to assess psychological practitioner workplace wellbeing. The measure was developed in five stages, followed by an examination of the psychometric properties of the measure utilising a sample of 400 psychological practitioners. The measure was shown to have high internal consistency, high test-retest reliability and high construct validity. Exploratory factor analysis produced a set of six factors explaining 62.1% of the variance in the measure. Results indicate the measure has favourable psychometric properties for the effective assessment of the workplace wellbeing of psychological practitioners. Paper 3 presents a critical appraisal of the research process. This paper includes a reflection on the methodologies used and conclusions drawn, implications of the findings and suggestions for future research. Aspects of personal and professional competency development are also considered.
2
Qu, Jingjing. "Self-employment and workplace wellbeing." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21806/.
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By introducing psychological theories into entrepreneurship research field, this thesis aims to investigate the relationship between self-employment and workplace wellbeing. The thesis consists of three empirical studies, which set out to answer the followingquestions: 1) What are the differences of workplace wellbeing between the self-employed and employees? 2) What factors contribute to workplace wellbeing in both direct and indirect ways? 3) What is the relationship between negative workplace wellbeing and positive wellbeing, 4) How does coping mechanism reduce negative workplace wellbeing and enhance positive wellbeing? Moreover, this thesis also examines the specific issues of self-employment, such as workplace wellbeing of the self-employed under the poverty line and the differences between the self-employed with hiring employees and the self-employed without hiring any employee. This quantitative and comparative thesis has employed the matching approach to overcome selection bias and combined with other statistical methods such as CFA, SEM and moderating hierarchy regression to test the conceptual models empirically. The data used for this research is sourced from the Understanding Society, the largest household panel data in the UK. This thesis found that the self-employed experience higher positive workplace wellbeing than employees. The self-employed with hiring employees experience a significantly higher level of negative workplace wellbeing than employees. However, the self-employed without hiring any employee experience significant lower negative workplace wellbeing. Moreover, this thesis found that job demand and job control contribute to negative workplace wellbeing directly, and the relationship can be partly moderated by social support. In addition, the thesis has tested the relationship between the positive workplace wellbeing and negative workplace wellbeing, which has been verified as negative correlations. Lastly, the results showed self-efficacy is an effective coping factor to reduce negative wellbeing and enhance positive wellbeing.
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Barnard, Patrick Christian. "The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14532.
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Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
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Kunter, Aylin. "Counter-cultural and new age capitalist ideas : wellbeing and the contemporary workplace." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/567.
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This thesis examines the concept of wellbeing at work. It outlines a new type of organisation, that uses intellectual, immaterial and communicative labour power in order to provide a work ethic for both the production and consumption of their products. The thesis argues that the promotion and production of wellbeing in the workplace is in fact the production of the symbolic order of hegemonic powers in play. The thesis investigates a shift in the treatment of wellbeing in the field of organisation studies, as a concept considered as being in the social realm, to one that now has an increasingly prevalent place in the corporate realm. This thesis approaches the concept of wellbeing from a critical perspective, in contrast to the prescriptive management theory currently presented in the mainstream organisation studies literature. The analysis approaches the concept of ‘wellbeing at work’ as written and visual, and so a multi-media analysis is carried out. The fieldwork was undertaken within a single case study organization (i.e. Innocent Drinks) which was perceived to explicitly embrace the concept of well being. The general research approach used a critical ethnographic methodology and the data analysed in the thesis includes written field notes, self-made photographs, existing images, workplace and product design, colour use and typography. The analysis of data considered the ways in which ideas about wellbeing are appropriated and consumed within the workplace, and outside of this formal workspace, and what this means for the individuals and for society in general. To this end, and based upon insights that emerged from the scrutiny of data, five interrelated themes were used to classify and explore these issues (namely: home and family; play and humour; nature, environment and society; non-business/nonbureaucratic activity; and, the idea of love). The findings of this thesis identify that discourses about political and social wellbeing made through the construction of a culture both for employees and consumers alike, serve not to further the wellbeing of those people, but in fact to hijack the space once available for an alternative to the capitalist system. The research also reveals a new and emerging type of organization, that promotes wellbeing through consumption. Communication related to this type organisation not only expresses, but also organises the movement of globalisation. This form of legitimization rests on nothing outside of itself. The primary contribution of this thesis is that it provides an alternative way of conceptualizing wellbeing within organizations and within the organization studies literature. More specifically, it offers an articulation of how ‘new type’ organisations appropriate countercultural values and ideas into the realm of consumption, as a form of control over labour.
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Brown, Robert. "Adopting a 'high road’ employee reward strategy improves workplace productivity and wellbeing." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-45302.
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Recent research suggests that democratising the workplace is an effective way of improving productivity and wellbeing. But few studies have focussed on how to democratise the workplace. This study aims to explore how organisations can democratise the workplace via employee reward strategy, and how this impacts productivity and wellbeing. I hypothesised that a ‘high road strategy’ to employee reward – maximising value rather than minimising cost – would be the most effective way of improving workplace productivity and wellbeing. I also hypothesised that reward strategies in the Nordic countries, which tend to resemble a high road strategy, would be more effective than reward strategies in the UK. I used quantitative analyses on the European Company Survey 2019 data set, exploring different components of a high road reward strategy as predictors of productivity and wellbeing. My results suggested that a high road strategy to employee reward does improve workplace productivity and wellbeing. The strategy consists of maximising employee representative influence (via frequent meetings with management) and reward system comprehensiveness (via emphasis on pay based on company performance); it does not require broad collective bargaining coverage. Nordic reward strategies were more effective than UK strategies: perhaps due to Nordic two-tier bargaining systems facilitating employee representative influence and an emphasis on pay based on company performance. Future research should explore other ways of maximising employee representative influence, as well as other components of a high road reward strategy.
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Barlow, Elizabeth. "The relationship between workplace social capital and employee subjective wellbeing, stress and job satisfaction." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.599572.
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This study aimed to investigate the perceptions of the social networking site 'Facebook' amongst its users. Quantitative research on this topic has tended to focus on campus-based student samples, and a qualitative approach and a non-student sample was selected here in order to generate richer data for analysis within a wider group of Facebook users. Semi-structured interviews were carried out with four participants, and data was analysed using a Thematic Analysis approach. Four major themes emerged from the data: 'communication', 'knowledge of others', ' change in use over time', and 'the 'dark side' of Facebook'. Participants noted the utiJity of Facebook in enhancing communication and increasing knowledge of others, both close and distant friends. A general trend for fluctuating use of Facebook over time was reported. Concerns were raised over the possible addictive and psychologically or socially damaging impact of using Facebook. Differences also emerged between the constructions of how Facebook could be used, and the ways in which participants actually felt they used the site. Implications for the role of Facebook in both individual and wider social contexts are discussed, and directions for further research are suggested.
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De, Koker Dudley Gustav. "Adverse acculturation conditions and wellbeing in the workplace : the mediating role of separation / Dudley Gustav de Koker." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7350.
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Objectives: To assess the mediating role of ethnic separation in the relationship
between adverse acculturation conditions and wellbeing in the workplace. The
analysis entails establishment of how acculturation conditions, such as segregation
demands, racism and discrimination, affect employees’ intentions to quit and their
physical and psychological health. In addition, it aims to determine the mediating role
of ethnic separation between adverse conditions and wellbeing.
Design: The convenient sample covers most sectors, such as the retail sector,
banking sector, mining sector, police service, municipality, and individuals between
18 and 60 years living in South Africa. A total of 327 participants were eligible to
complete an acculturation questionnaire during 2011.
Results: The study showed that racism, discrimination, segregation and separation,
affect acculturation outcomes, with intentions to quit having a particularly adverse
effect. Racism and discrimination affect people’s physical and psychological health.
Furthermore, results showed that employees, who experience some sort of
mainstream segregation, racism and discrimination, are more likely to choose to
distance themselves and prefer separation.
Conclusions: The article concludes that racism, discrimination, segregation and
separation affect acculturation outcomes adversely. As a result, employees’
preferred acculturation strategy is to separate from those who discriminate and/or
are racist.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
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Lewis, Thomas Frederick. "Special Educational Need Coordinator (SENCO) wellbeing : a mixed methods exploration of workplace demands and effective coping actions." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7781/.
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Occupational stress (OS) presents a significant threat to teachers’ wellbeing. High levels of OS can impact multiple areas, including teachers’ health, job-performance, schools’ financial resources, and pupils’ wellbeing. Special Educational Needs Coordinators (SENCOs) play a critical role in coordinating provision for pupils with special educational needs, and represent a group that have received little research attention in relation to OS and wellbeing. This research adopted a sequential exploratory mixed-methods design to explore the extent, causes, and means of effectively managing OS in the SENCO role. The role that educational psychologists (EPs) can play in supporting SENCOs to manage OS was also explored. 38 practicing SENCOs from a local authority in the West Midlands, England, participated in the study. Participant views were gathered using questionnaires and semi-structured interviews, and were analysed via descriptive statistics and thematic analysis. 84% of participants reported to find the role ‘moderately stressful’, ‘very stressful’ or ‘extremely stressful’. Factors which were perceived to cause OS a.) most frequently, and b.) to the greatest extent were identified. These were diverse and included those related to workload and resource availability, as well as those related to the status of the role, and relational and emotional factors. Approaches that enabled participants to cope well with OS, despite facing high workplace demands were also identified, as were means through which educational psychologists could support SENCOs in managing OS. Participants’ beliefs about the role, relationships, cognitive resources, and the culture and systems within their school were instrumental in coping with OS. It was perceived that EPs could support SENCOs in managing OS through contact, working in a child and school-centred manner, and through facilitating problem-solving. Findings are discussed in relation to extant literature, and implications for theory and educational psychology practice are also highlighted.
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Coutinho, James. "Workplace democracy, well-being and political participation." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/workplace-democracy-wellbeing-and-political-participation(8caf3766-fc92-4a7c-8f55-fb09457b4cf1).html.
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A democratic workplace is one where workers as a body have the right to determine the internal organization and future direction of the firm. Worker co-operatives are a type of democratic firm. In a worker co-operative employees are joint-owners of the firm and participate democratically in workplace governance. Much has been written about the supposed benefits of worker co-operatives for workers and for society. One thread of this research, originating with Carole Pateman’s theoretical work (Pateman 1970), argues that worker co-operatives act as sites of political learning for workers. By participating democratically in workplace decisions, individuals are thought to learn the skills and psychological dispositions needed to participate in political democracy. A second thread argues that co-operatives will improve worker well-being. Democratic governance will give workers control over work organization, increasing autonomy in their daily lives, and leading to an increase in non-material work rewards such as job satisfaction. Worker ownership will equalize the material rewards from work and improve job security. These arguments are premised on the idea that democratic governance structures and worker ownership will lead to widespread, effective worker participation in decision-making and the equalization of power at work. However, insufficient attention is given to the contextual factors beyond formal governance and ownership structures that shape the internal dynamics of workplace democracy. I conduct an in-depth, mixed-methods case study of a worker co-operative with 158 employees in the UK cycling retail industry. Using survey research, social network analysis, in-depth interviews and direct observation, I show how individual differences, firm-level contextual factors such as the social composition of the organization, and macro-level factors such as economic and cultural context, lead to unequal participation opportunities and different outcomes for different groups of workers within the firm. My research leads to three conclusions. First, the outcomes of workplace democracy for workers are highly context-dependent. They will differ across groups of workers within co-operatives, across different democratic firms, and across cultures. Second, the relationship between workplace democracy and political participation is more complex than the Pateman thesis suggests. It is contingent on the political identities of workers, which are themselves shaped by wider political economic context. Political identity affects both participation behaviour at work, and how workplace experience shapes political views. Third, the subjective well-being outcomes of workplace democracy depend on workers’ expectations about work. Expectations are shaped by the same forces that mould political identity. Workplace democracy raises expectations for certain groups of workers, leading to well-being harms when expectations are not met. Overall, the benefits of workplace democracy for workers and for society are overstated. In the UK context, co-ops are unlikely to realize the benefits attributed to them without large-scale public policy interventions.
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Peters, Fiona. "Mindfulness at work: Assessing the impact of practising mindfulness in the workplace on engagement, wellbeing, happiness and positivity." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2018. https://ro.ecu.edu.au/theses/2138.
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Aim: The purpose of this study carried out in Perth, Western Australia was to examine the effect of mindfulness training on workers in a university setting, by assessing the impact of mindfulness training on their sense of wellbeing, happiness, positivity and level of engagement in their jobs.
Method: Participants (n = 54) were recruited through the Edith Cowan University staff Health and Wellness Program, Live Life Longer and randomly allocated into two groups of 27. Both groups were invited to take part in 6 weeks of mindfulness training with staggered starts, group 2 began once group 1 had completed the training. There were no exclusion criteria. The training was adapted from the Mindfulness Based Stress Reduction program, and was delivered for one hour each week. The program included a 4-hour retreat on the penultimate Saturday. Quantitative testing was carried out at six week intervals: (T1) at baseline before either group received training; (T2) after group 1 finished the training and group 2 was about to commence; (T3) immediately after group 2 had completed which was a 6 week follow-up for group 1; and (T4) 6 weeks later as a follow up for both groups.
Results: The program suffered from high drop-out, with less than half of the original cohort (n=25) participating in four or more sessions of the 6-week program. This is likely to have impacted upon the statistical power of the study and no statistically significant differences were observed between groups: Wellbeing (F (1) = 2.142, p = 0.157); Happiness (F (1) – 1.152, p = .294); Positivity (F (1) = .625 p = .437); Engagement (F (1) = 2.380, p = .137) and Mindfulness (F (1) = .790, p = .383).
Conclusion: This study did not show any significant differences in the variables of: wellbeing, happiness, positivity or engagement in work. However other studies have shown significant benefits for organisations and employees in mindfulness interventions in the workplace. A small sample size was a limitation of this study. To validate results and be able to generalise findings larger longitudinal studies should be carried out. Retention rate was an issue in this study and in future, strategies need to be employed to ensure sustainability of the training program and reduce attrition rate. Other modes of delivery of intervention such as using an online platform may increase participation rates. Being able to carry out mindfulness training at convenient times may be more attractive to employees
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Eaves, Stephanie. "Building and maintaining healthy construction workers for longer working lives through better workplace design." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21185.
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Globally, there is an ageing population resulting in an older workforce; in the UK it is predicted that by 2050 over one third of the workforce will be aged over 50. Construction involves heavy manual labour where working into later life may be difficult and natural, age-related decline is exacerbated by working conditions. Co-developing ideas with workers using participatory approaches can facilitate positive, healthy change in the workplace. The aim of this thesis is to explore ways in which construction workers jobs and workplaces can be made healthier, easier and safer to facilitate healthy ageing and longer working lives. An in-depth interview study with 80 construction workers explored their understanding of their health and wellbeing at work and ideas for improvement. The Nordic Musculoskeletal Questionnaire identified a high prevalence of symptoms in workers of all ages in the knees, lower back, wrists and hands. Many of these symptoms were considered to be work related; interestingly, this did not affect Work Ability Index ratings. Workers had good ideas to improve their health and wellbeing at work; over 400 changes had been made or were being sustained by workers around improving manual handling, PPE, tools and machinery and health and wellbeing. A further 265 new suggestions were made concerned with education and supervision, facilities and human resources. In-depth focus groups with senior stakeholders (n=18) in three construction organisations explored barriers and opportunities for change. They were concerned about the health and wellbeing of their workers; were keen to hear their ideas; and identified poor communication within the whole workforce as a barrier to change. Opportunities to improve the situation included better feedback to workers, and interactive toolbox talks to encourage idea generation and sharing experiences. Finally, participatory workshops with senior stakeholders and trades workers (n=23) captured ideas for the development of a resource for the industry to facilitate longer working lives. Participants strongly suggested that the resource should facilitate communication between the workforce and supervisors by being visually engaging, strongly health-related and interactive, to capture and maintain the attention and involvement of the workforce.
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Matsveru, Florence. "Wellbeing and work performance of Christians in managerial positions : a Namibian case study." Thesis, University of Pretoria, 2018. http://hdl.handle.net/2263/66138.
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This study sought to find out if there is a correlation between the wellbeing and work performance of Christian managers and support from their families. Based on Don Browning’s revised correlation approach to practical theology, the study employed a mixed methods research design (quantitative and qualitative). This study involved an empirical study with thirty-two (32) Christian managers in Ohangwena Region, Namibia. The participants in the empirical study either completed a questionnaire or participated in an interview. Additionally, six biblical leaders and other key scriptures were selected to draw theological principles related to Christian managers’ wellbeing and work performance in relation to family support.
The results revealed that Christian managers’ experiences at work, at home and at church affect their physical, emotional, psychological, social and spiritual wellbeing; wellbeing affects the work performance of Christian managers, family support plays a significant role in the wellbeing and work performance of Christian managers; most Christian managers do receive support from their families, but families can do much more; Christian managers have a role to play in gaining support from their families; the church has a part to play in enhancing family support to address the wellbeing needs and work performance of Christian managers.
Based on the findings, the study culminated in the designing of a model to enhance the wellbeing and work performance of Christian managers, which can be used by Christian managers, Christian managers’ families and Christian practitioners such as pastors and counsellors. Osmer’s four tasks of practical theology were found to be especially useful for pastoral intervention.Thesis (PhD)--University of Pretoria, 2018.
University of Pretoria
Practical Theology
PhD
Unrestricted
13
Ahsan, Rumana. "Association of self-reported different aspects of workplace environment and general wellbeing with maximum workload – A cross- sectional study." Thesis, Uppsala universitet, Internationell mödra- och barnhälsovård (IMCH), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-383592.
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Introduction Cardiovascular disease (CVD) is the leading cause of death globally and similarly in United Kingdom (UK), accounting for 31% and 45% annual deaths respectively. Workplace environment consists of different elements (e.g.- physical and psychosocial environment, intra and extra organizational settings) and interrelationship of employer and employee, playing an important role on workers’ health. Current study aims to identify the association of different aspects of workplace environment and general wellbeing with maximum workload (MW) in a working population in UK. Method A cross-sectional study has been done including a total of 77,781 working people aged 39 to 72 years old who participated voluntarily in the UK Biobank baseline assessment cohort study. Exposures were selfreported that included information about both physical and psychosocial aspects of workplace environment and general well-being. The outcome variable was maximum workload calculated during electrocardiogram (ECG) stress test. Three different statistical models were tested through ordinal logistic regressions using the SPSS software. Results No/low health satisfaction was associated with reduction in maximum workload and this association was constant in all analytical model, both in crude (B -0.786, 95% CI -0.825, -0.748) and adjusted models (B -0.866, 95% CI -0.910, -0.823). Other variables regarding different aspects of workplace environment and well-being showed no statistically significant result on the adjusted models. Conclusion Health satisfaction may be considered as an important determinant of CVD among middle and old-aged working population. Future research required to establish the result and to formulate preventive measures in workplace for better health outcome of workers.
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Croft, Philip B. "A MULTI-DIMENSIONAL COMPARISON OF WELL-BEING BETWEEN TELECOMMUTERS AND COMPANY WORKPLACE EMPLOYEES THROUGH THE PERMA FRAMEWORK." Ohio University Honors Tutorial College / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1524786715576058.
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Adeka, Saudat O. "The contributions of Sustainable Healthy Workplaces to the Achievement of the Millennium Development Goals in Nigeria." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/17389.
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The study aimed to examine the contributions of two corporate, non-health, transnational, Sustainable Healthy Workplaces (SHWs) to the achievement of the Millennium Development Goals (MDGS) in Nigeria.
The research questions in this study sought to determine the contributions made by SHWs to combating malaria and ‘other diseases’ and ensuring gender equality in health at work, thus ascertaining the contributions of the studied organisations to the MDGs 3 and 6 in Nigeria.
A qualitative, eclectic case study of two SHWs was carried out. Data were sourced through documentary analysis and the use of semi-structured interviews, with 22 and 13 purposive sampled participants at organisations ‘A’ and ‘B’ respectively. Also, descriptive and thematic data analyses were utilised for numerical and textual data respectively, and these analyses were then compared and interpreted.
The results showed that both organisations contributed to the achievement of the two MDGs studied with policies and practices that were available but inadequate. Both implemented relevant and gender-specific policies but conducted inadequate workplace health promotion programmes (WHPPs). Organisation ‘B’ had basic structural facilities to promote healthy lifestyle choices, which were missing at organisation ‘A’. Given this, there was no record of significant levels of non-communicable diseases (NCDs) at organisation ‘B’, unlike organisation ‘A’ with its remarkable record. A decline in reported cases of malaria (a communicable disease - CD) occurred throughout the study period at organisation ‘A’, with the highest recorded in 2012 (25.4%) and the lowest in 2014 (21.8%). No pattern was observed at organisation ‘B’ but the highest incidence of this disease was recorded in 2014 (75.6%) and the lowest in 2013 (30.7%).
At organisation ‘A’, there was a steady rise in sickness absences among male employees, contrary to the documented decline among that of female employees. No consistent pattern was observed regarding sickness absence for gender categories at organisation ‘B’. Deaths were recorded at organisation ‘A’ during the study period, except in 2014 when there were none. Organisation ‘B’ had no recorded mortality throughout the entire study period.
The findings from the literature review, using the Critical Appraisal Skills Programme (CASP) and Clearinghouse for Labour Evaluation and Research (CLEAR) checklists for quality assessment of the selected articles, showed that any effort aimed at preventing and combating diseases while ensuring gender equality in health among the workforce had a positive impact on stakeholders. This led to the most important element of the social and economic development agenda, including the MDGs, being addressed. Additionally, findings from organisations ‘A’ and ‘B’ revealed positive, but inadequate, and varied contributions to the attainment of the MDGs, with better performance recorded at organisation ‘B’. This implied the need for these organisations to have done more in order to make a better contribution to the MDGs. The MDGs had 2015 as their target date, but they have now been replaced by the Sustainable Development Goals (SDGs). Hence, the lesson learnt from MDGs can be transferred to the implementation of the current SDGs, which are termed the ‘Global Goals’.
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Wittgenstein, John. "The Moderating Role of Personality on Workplace Conflict and Outcomes." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/1548.
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The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.
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Miller, Noleen Bonita. "The impact of the workplace environment on the emotional and physical wellbeing of call centre agents in the Cape Metropole." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1004.
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Thesis submitted in fulfilment of the requirements for the degree
Master of Technology: Business Administration
in the Faculty of Business
at the Cape Peninsula University of Technology
2014Call centres have become an important source for organisations to provide efficient information to their customers through cost-effective communication channels. Call centres are defined as a work environment in which the main business is mediated by computer- and telephone-based technologies that allow the effective distribution of incoming calls to available staff, and permit customer–employee communication simultaneously with the use of display screen equipment (DSE) and instant access to information. Working in a call centre is often linked with high stress levels, difficult customers, shift work, high workload demand, absenteeism and high employee turnover rates. The work characteristics of call centres include performance targets where employees are required to achieve set targets, undergo close performance monitoring, performance appraisal systems, limited task variation, repetitive work and limited autonomy. The physical environment in the call centre is often associated with open-plan office layouts and booths where noise levels and workstations are positioned in close proximity to each other. Wellbeing in call centres has become a concern and the research was undertaken to establish what effects the working environment (physical environment and job characteristics) in call centres in the Cape Metropole has on the wellbeing of call centre agents. A quantitative research method was employed in the study. A structured questionnaire was distributed via SurveyMonkey® to call centre agents from four participating call centres in the Cape Metropole. The combined target population of the four call centres was 760. A sample size of 200 was determined by using the Raosoft Incorporated® calculation tool. Although the aforesaid sample size sufficed, a response rate of 275 was received. Questions relating to job characteristics and significance of the work were based on the Job Diagnostic Survey by Hackman and Oldham. Social support questions were based on the instrument developed by Caplan, Cobb, French, Van Harrison & Pinneau in 1975. Job demand questions were based on the instrument developed by Karasek in 1979, and only the section on job demand was used. Performance monitoring and physical work environment were measured by using the questions based on these variables by Sprigg et al in 2003. Emotional wellbeing questions relating to burnout were measured using the Oldenburg Burnout Inventory. The wellbeing questions relating to vocal health, optical health and auditory health were based on the questionnaires developed by Sprigg et al. in 2003. General health was measured using the “Somatic Complaints” section of the NIOSH Generic Job Stress Questionnaire. Musculoskeletal health problems were measured using the Cornell Musculoskeletal Discomfort Questionnaire (CMDQ) developed by Hedge in 1994. Research question 1 addressed the gender perceptions of job characteristics, physical work environment and emotional and physical wellbeing. A T-test was conducted to answer the research question and the results revealed that there was no significant difference in gender perception on job characteristics; however there was a significant difference in perception of the physical work environment and wellbeing. Research question 2 addressed whether there is a significant difference in emotional and physical wellbeing experienced by call centre agents from various industries. A MANOVA analysis was conducted to determine the significance in industries, p = .015, and an ANOVA analysis was conducted that revealed agents working in the online retail as well as financial service industries were more likely to experience disengagement, p = .035. Research question 3 addressed the factors in the workplace environment that contribute to emotional and physical wellbeing problems. An ANOVA analysis was conducted and the results revealed lack of skills variety, p = .014, contributes to exhaustion; lack of autonomy, p = .040, contributes to disengagement; lack of supervisor support, p = .009, contributes to exhaustion, job demands, p = .000, contribute to exhaustion, performance monitoring, p = .036, contributes to exhaustion; and workstation layout, p = .001, contributes to auditory health problems. Research question 4 addressed whether there is a significant relationship between job characteristics, physical work environment and wellbeing. A Pearson correlation analysis was conducted and the results revealed that there is a significant relationship between job characteristics, physical work environment, and wellbeing. It can be concluded that the workplace environment does have an impact on the wellbeing of call centre agents in the Cape Metropole. It is imperative that the management of call centres understand the nature of the job and how the physical environment contributes to job stress; burnout; vocal, auditory, and optical health problems; and musculoskeletal disorders. The researcher recognises that there are essential job characteristics associated with call centre work but that there are elements of the job that can be redesigned to improve the wellbeing of call centre agents. It is recommended that management implement interventions which will redesign those elements within the workplace environment that contribute to wellbeing issues. The findings of this study add to existing literature and knowledge of the workplace environment and wellbeing of call centre agents.
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Ross, Sheila. "Positive mental training : efficacy, experience and underlying mechanisms of a health promotion intervention for resilience and wellbeing in the workplace." Thesis, University of Edinburgh, 2015. http://hdl.handle.net/1842/11737.
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There is a growing interest in brief, low-cost workplace health promotion interventions for wellbeing, which target increasing resilience, mindfulness and positive appraisal. One such health promotion intervention is Positive Mental Training. Three linked studies set out to investigate the efficacy of Positive Mental Training in the workplace. Study 1 used a double blind, randomised control trial design, with healthy volunteer employees randomised to intervention or control conditions. Validated questionnaires measured wellbeing, resilience, mindfulness, burnout and emotional distress at 4 time intervals, over a 6 month period. Multi-level linear modelling showed significant effects of the intervention on wellbeing and depression. ANCOVA analysis revealed these benefits were not sustained at follow up (26 weeks). Study 2 expanded on study 1, with qualitative interviews of purposefully selected participants of study 1. A grounded theory approach was used to explore individual motivations, benefits and limitations of the programme. Study 3 adopted a component research design to investigate one possible underlying aspect of this multi-component health promotion intervention (positive appraisal suggestion) in a student population and examined whether relaxation increased this effect. Positive appraisal suggestions given with or without relaxation were both able to significantly increase levels of positive affect and self-esteem compared to a control. Positive cognitive bias was found to increase in both the active conditions and the control suggesting differential cognitive and emotional processes, in that an increase in positive CB was not associated with an increase in mood. Overall these studies indicated evidence for the efficacy of Positive Mental Training in workplace health promotion, explored experience of participants undertaking the study and investigated the underlying mechanisms of an active component of Positive Mental Training. Theoretical and clinical implications are discussed.
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Brown, Shuné. "Determining the exposure to and skills needed by Industrial – Organisational Psychologists in the Western Cape Province to counsel employees towards flourishing in the workplace." University of Western Cape, 2019. http://hdl.handle.net/11394/7420.
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Magister Commercii (Industrial Psychology) - MCom(IPS)According to literature, Industrial-Organisational psychology is mainly concerned with investigating the behaviour of humans within the work environment. It is stated that Industrial-Organisational psychology deals with well-adjusted working adults to improve well-being and efficiency by applying psychology principles (Health Professions Act, 2011). One of the roles of the Industrial-Organisational psychologist is to provide counselling in the workplace.
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Mihailescu, Mara. "How Early-Career Female Physicians Experience Workplace Mental Health and Leaves of Absence In Ontario." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42384.
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The intersection of gender and early-career stage on the mental health of physicians is emerging and evident. This qualitative, interview-based study explores the perspectives of early-career female physicians regarding their mental health in the context of their work, their experiences with taking a leave of absence from work, and promising practices and supports that can support early-career female physicians in the workplace with regards to mental health and leaves of absence. Nine interviews with female physicians in the first ten years of practice in Ontario were conducted and analyzed thematically. A conceptual framework borrowed from the Healthy Professional Worker (HPW) Partnership was employed and revised based on the findings. The findings suggest that increased awareness of the challenges faced by early-career female physicians may contribute to the destigmatization of mental health and leaves of absence and foster supports at work. Policy makers and regulatory bodies should consider developing equitable leave of absence policies for physicians and reframing how seeking mental health care is viewed to contribute to positive culture change.
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Markowski, Kelly Lorraine. "Identity, Networks, and Mental Health: The Relationship between Structures and Meaning on Distress and Subjective Wellbeing." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1555942428443257.
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Schanning, Caroline. "Hur inverkar organisationskulturen på personalen? : En kvalitativ intervjustudie av några medarbetares upplevelse i en medelstor organisation med fokus på hälsa och välmående." Thesis, Södertörns högskola, Pedagogik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-37732.
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Research shows that an increasing number of people in society is taking sick leave for psychological reasons connected to working life. The focus in this study lies on how the organizational culture influences some of the employees’ health and wellbeing. To find answers to these problems my research questions are how some of the employees experience the prevalent organizational culture and how this perceived culture influences these employees’ health and wellbeing. Four qualitative interviews were conducted in a medium size organization based in Sweden. Focus lied here on perceived norms regarding the organization, social life, work and health. Answers where analysed with the theoretical perspectives of organisational pedagogic, organizational culture, sociocultural theory and psychological contracts. Results show that organizational culture is perceived as mainly consistent for all informants. Findings give that satisfaction is high in many areas regarding health which is consistent with chosen theories and presented research based on their needs being met. The results indicate a smaller difference between managerand floor workers mainly in perceived stress and control and there is also signs of a difference between formal and informal culture regarding which behaviours are perceived as acceptable by the different working groups.
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Junuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.
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Denna empiriska studie ämnade till att undersöka hur äldreomsorgen inom kommun NN (påhittat namn) arbetar förebyggande mot etnisk diskriminering samt upplevelser kring detta arbete. Studien hade en kvalitativ ansats med en psykologisk utgångspunkt där semistrukturerade intervjuer genomfördes på både arbetstagare och enhetschefer för att sammanställa en helhetsbild av arbetet. Författarna genomförde ett målinriktat urval av organisation och därefter ett bekvämlighetsurval av respondenter. Detta resulterade i åtta deltagare (n=8) varav fyra av dessa var enhetschefer och fyra var undersköterskor, med en fördelning på tre män och fem kvinnor. En konstruerad intervjumall användes i genomförandet av intervjuerna och för resultatet användes en tematisk analysmetod. Studiens resultat visade att det förekommer brister i det förebyggande arbetet mot etnisk diskriminering på kommun NN. Information och kommunikation visade sig vara de huvudsakliga bristande faktorerna i det förebyggande arbetet mot etnisk diskriminering.This empirical study aimed to investigate how the care of the elderly in municipality NN (fictive name) works to prevent ethnic discrimination and the experiences with this work. The study was operationalized with a qualitative approach with a psychological point of view. Semi-structured interviews were conducted with both employees and unit managers to compile a holistic picture of the work. The authors conducted a targeted selection of organization and then a convenience sampling. This resulted in eight participants (n = 8) of whom four were unit managers and four were nurses, with a distribution of three men and five women. A constructed interview template was used when conducting the interviews, and for the result a thematic analysis method was used. The findings of the study showed that there is a lack of preventive efforts against ethnic discrimination in municipality NN. The inadequate factors in the preventive work against ethnic discrimination were shown to be information and communication.
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Karlsson, Emma, and Evelina Gudmundsson. "Släpper du inte ut mig, tar jag livet av mig! : En kvalitativ studie om vilken upplevelse socialsekreterare har av hot och våld i sin yrkesroll." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-39844.
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Forskning visar att hot och våldshandlingar mot socialsekreterare är vanligt förekommande. De som utsätts för hot- eller våldshandlingar upplever hoten eller våldet som något som hör till deras arbete som myndighetsutövare. Den här studien syftar till att undersöka upplevelsen av hot och våld hos socialsekreterare. Studien utgår från en kvalitativ metod där semistrukturerade intervjuer har använts, vilka är genomförda i ett län i södra Sverige. Studien har en fenomenologisk ansats då den syftar till att undersöka upplevda fenomen vilket i denna studie är hot och våld. Genom en fenomenologisk ansats kan vi fånga socialsekreterarnas upplevelse av hot- och våldssituationer. För att analysera arbetet har tidigare forskning inom området hot och våld mot socialarbetare använts tillsammans med valda teorier. Teorierna innefattar symbolisk interaktionism samt copingstrategin. Studiens resultat visar att det är hot i olika former som är mest förekommande bland de medverkande socialsekreterarna. Hot upplevs även olika beroende på om hoten riktas mot den enskilde socialsekreteraren eller om det riktas mot dennes familj. Det framkommer även att socialsekreterare ser hot som något som sker i situationen. Klienterna ses befinna sig i en påfrestande situation vilket bidrar till att socialsekreterarna inte upplever hoten som riktade mot dem som person.Research shows that threats and acts of violence against social workers are common. Those who are subjected to acts of threats or violence, sees these issues as something that belongs to their work as public authorities. This study aims to investigate the experience of threats and violence among social workers. The study is based on a qualitative method in which semi structured interviews have been used, which have been carried out in a county in southern Sweden. The study has a phenomenological approach as it aims to investigate the experiences of a phenomena, which in this study are threats and violence. Through a phenomenological approach, we can capture the social workers experience of threats and violent situations. In order to analyse the work, previous research in the field of threats and violence against social workers has been used together with selected theories. Theories includes symbolic interactionism and the coping strategy. The result of the study shows that various threats are the most common of threats and acts of violence. Threats are also experienced differently, depending on whether the threats are targeted directly against the individual social worker or if it is directed against his family. It also appears that the social workers’ experiences threats as something that happens in the situation. The clients are perceived to be in a stressful situation, which contributes to the social workers not experiencing the threats directed at them as a person.
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Frisk, Jennie. "Visa vem du är : En studie om att personifiera sin arbetsplats i en flexibel kontorsmiljö." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-40134.
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The thesis is in the field of information design and specializing on spatial design. The study explores how workplace personalization can take form in an activity-based workplace with flexi-desks. At the time of writing, Mälardalen University is planning to build a new campus in Eskilstuna. The new workplace for the teachers and researchers is planned to be an activity-based workplace with flexi-desks. Earlier studies have shown that in many cases activity-based workplaces have not been used in the way they were designed for. In those cases, there appears to be issues with employees interaction with the physical environment. The aim of the study has been to investigate what impact and need of workplace personalization have to the teachers in the academy of innovation, design and technology at Eskilstuna University, in order to avoid above named problems with the teachers new activity-based workplace. Early empirical data in this study is based on interviews, to get the overall picture and to understand how activity-based workplaces work in practice at other organizations. The interviews also defined the functions of the new campus in Eskilstuna, that lead to a mapping of activity zones in the blueprints of the new building. Through studies of literature, a method has been developed that identifies the underlying needs of workplace personalization for the users in this study. The empirical data, together with earlier studies and design theory that puts human behavior first, resulted in a design proposal that satisfies the users needs for storage and personalization. The design proposal is a complement to the flexible workplace.
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Norberg, Martin. "Kontoret; En framgångsfaktor : En utredning om kontorets påverkan på personal samt förslag på hur TM-Konsults kontor i Härnösand kan göras till en bättre arbetsplats." Thesis, KTH, Byggteknik och design, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-126080.
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TM-konsult är ett Norrlandsbaserat projekteringsföretag som verkar inom samtliga discipliner i tidiga skeden, projektering och projektledning. För att verka som ett konkurrenskraftigt företag inom projektering i Sverige krävs en rad ingredienser. Några av dessa är moderna arbetsmetoder, moderna verktyg och kompetent personal. TM-konsults kontor i Härnösand är företagets sydligaste säte och det kontor som konkurrerar om jobben i närområdet och Stockholmsregionen. Kontoret är ur en strategisk synpunkt viktigt för företaget. För att säkerställa att konkurrenskraften hos kontoret är i nivå med det som krävs behöver åtgärder tas. Ett kontor som lockar till sig den personal företaget söker är nödvändigt för att kontoret ska växa. Detta examensarbete utreder vilka möjligheter som finns beträffande en modernisering av TM-konsults lokaler i Härnösand. Utredningen pekar på vilka egenskaper som är viktiga för ett väl fungerande kontor. Resultatet av utredningen pekar på att en flytt till nya lokaler skulle innebära att kontoret ses som en mer attraktiv arbetsplats. En flytt skulle också innebära att företaget kan spegla sin vision genom kontoret och att nuvarande personal ges bästa förutsättningar för att leverera konkurrenskraftiga tjänster.TM Konsult is a Norrland-based architect and engineering company operating in all disciplines in the early stages and project management. To act as a competitive company in the field of projecting in Sweden, a series of ingredients is needed. Some of these are modern working methods, modern tools and skilled personnel. TM Konsults office in Härnösand is the company’s most southern office and the branch competing for the jobs in the local area and Stockholm. The office is from a strategic point of view important for the company. To ensure that the competitiveness of the office is in line with the required, actions needs to be taken. An office that attracts the staff needed is necessary for the office to grow. This thesis investigates the possibilities regarding a modernization of TM Konsults premises in Härnösand. The study points to the characteristics that is important for a well-functioning office. The results of the investigation indicate that a move to new premises would mean that the office is seen as a more attractive workplace. A move would also mean that the company vision can be reflected through the office and that the current staff is given the best conditions to deliver competitive services.
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"Designing for Wellbeing in the Workplace." Master's thesis, 2020. http://hdl.handle.net/2286/R.I.57333.
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abstract: Employee wellbeing is a top concern for many organizations as its been linked to job performance and organizational commitment (Colquit, LePine, & Wesson, 2019). Research suggests that overall wellbeing is important to employees as well. Organizations are significantly investing into upgrading workplace environments, and there is a need for a clear understanding of how those improvements truly impact employee wellbeing. Current workplace research reveals that the open-office floorplan accounts for more than 70% of office layouts in the United States and is most commonly used for the benefits of collaboration and efficiency (Gallup, 2017). However, the open office layout ranks poorly in current employee wellbeing studies with a number of office environment stressors such as noise, distractions, and privacy concerns noted to impact employee wellbeing (C. Bodin-Danielsson, 2016; Haynes, Suckley, & Nunnington, 2017). The knowledge work performed in office environments require high amounts of cognitive tasks and when combined with filtering distractions in the workplace it can increase strains caused by common office stressors, thereby impacting employee wellbeing (Bridger & Brasher, 2011). This study will examine common stressors from the open office environment and compare employee’s perceptions of their work environment before and after renovations, as well as observations and behavioral mapping that record how the built environment influences the behaviors of the occupants. This research seeks to understand how wellbeing in the open office is affected by its different physical environmental settings, and how this environment influences employee’s behaviors. The end research goal is to see if there is a significant correlation of physical work environment and workplace behaviors that are common in the open office to help understand how the designed interior workplace impacts the wellbeing of its users.Dissertation/Thesis
Masters Thesis Design 2020
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Mathabela, Mirriam. "Subjective wellbeing, engagement and support in the workplace." Thesis, 2013. http://hdl.handle.net/10210/8716.
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M.Phil. (Industrial Psychology)Orientation: Positive experiences in the workplace, such as support and work engagement, are essential for enhancing subjective wellbeing (happiness and satisfaction with life). Purpose: The aim of the study was to investigate the relationship between social support, supervisor support, work engagement, happiness, and satisfaction with life, as well as investigate whether work engagement mediates support on subjective wellbeing (happiness and satisfaction with life). Motivation: The presence of support (social and supervisor) and work engagement can spill over and affect non-work; specifically, subjective wellbeing (happiness and satisfaction with life). Individuals with high subjective wellbeing are successful across multiple life domains. Method: A cross-sectional survey was used with participants spanning across diverse organisations, ages, racial groups and occupational levels (N=789). The Work Engagement Scale (May, Harter, & Gilson, 2004), Job Demands-Resources Scale (Jackson & Rothmann, 2005), Satisfaction with Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 ) and Subjective Happiness Scale (Lyubomirsky & Lepper, 1999) were used to determine the objectives of this study. Results: The results show significant relationships between happiness, satisfaction with life, social support, organisational support, and work engagement. Additionally, work engagement predicted happiness and satisfaction with life; social support predicted work engagement and satisfaction with life. Supervisor supports predicted subjective wellbeing (happiness and satisfaction with life) but not work engagement. There is therefore partial mediation, as supervisor support did not predict work engagement. Contribution: This study seeks to highlight the concept of support (social and supervisor) and work engagement as constructs that are significant in enhancing subjective wellbeing (happiness and satisfaction with life). Through organisations promoting these positive outcomes at work, enhances productivity.
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Kelsey, Catherine. "Promoting Mental Health in the Workplace." 2017. http://hdl.handle.net/10454/15220.
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YesThe survey considered this was a greater burden compared to cancer (16%) and heart disease (16%), suggesting reducing mental ill health should be a priority for public health (Davies 2014). [...]the impact of stigma associated with poor mental health prevents individuals from accessing services that have the capacity to improve lives (Corrigan et al, 2014). To support organisations to reduce sickness absence, NICE published its "Workplace health: management practices" guidelines in 2016 (NICE, 2016), and the more recent "Healthy workplaces: improving employee mental and physical health and wellbeing" (NICE, 2017) shows workplace health now features high on the Government's agenda. [...]transformational programmes have sought to create a sea change in the way mental healthcare is delivered, from a mainly medical model approach, considered denigrating, paternalistic, inhumane and reductionist (Shah and Mountain, 2007), to that of a biopsychosocial model (Engel, 1977)With its emphasis on a more broad and integrated approach to human behaviour, this model requires the use of effectivecommunication skills in service delivery, to extend care beyond that of the individual to include family members and to emphasise the importance of illness prevention as well as treatment provsion (Dogar, 2007). The case for mental health promotion at work Considerable emphasis is now being placed on the importance of positive mental health and wellbeing as mental health is now considered a priority for the Government, with recent policies aiming to create a parity with physical health.
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Sham, Cara-Lisa. "The relationship between workplace bullying, social support and organisational and individual wellbeing." Thesis, 2012. http://hdl.handle.net/10539/11558.
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The research discussed here forth pertains most dominantly to the moderating effect demonstrated by four different sources of social support on individual and organisational wellbeing in the presence of workplace bullying. Given the turbulent tensions cemented within a South African Apartheid past, bullying, particularly within the workplace, is a likely outcome channelled by conflicting sensations towards diversity. The foundational framework of the presented research was derived from the individual level factors depicted in Einarsen’s conceptual framework of the study and management of workplace bullying, and was implicitly modelled according to Cox and Mackay’s (1978, as cited in Cox & Mackay, 1985) transactional model centred on stressor-strain relationships coupled with associated buffers that may ameliorate the outcomes thereof. A plethora of research suggests that social support serves to operate effectively as a moderator within such a relationship, sufficing thus as a deciding factor in the formulation of the present study, where the stressor was conceptualised as workplace bullying, and the strain took the form of the potential adverse effects imposed on psychological wellbeing (individual wellbeing) and intention to leave (organisational wellbeing). Research has further provided evidence for organisational support from supervisors and colleagues, and external support from friends and family to be common instruments of assistance; the current study thereby sought to assess whether colleague, supervisor, friend, and family support would moderate the relationship between perceptions of bullying, psychological wellbeing and intention to leave. The present study further aimed to examine direct effects by assessing the existence of a relationship between perceptions of bullying, psychological wellbeing, intention to leave and these four sources of social support. Additionally the associations that exist between psychological wellbeing, intention to leave and the sources of support under observation were examined.
Correlative analyses and moderated multiple regression analyses were conducted in order to decipher the nature of the relationships outlined above. Results yielded through moderated multiple regressions demonstrated that perceived social support from both colleagues and supervisors moderated the relationship between perceptions of bullying and intention to leave. It was additionally established that when analysed as a single variable, friends and family social support was able to demonstrate a significant inverse interaction effect on intention to leave in the presence of workplace bullying.
Correlative analyses revealed that perceptions of bullying demonstrated an inverse association with supervisor support, suggesting thus that higher levels of supervisor support are associated with lower perceptions of bullying, and simultaneously that higher perceptions of bullying are associated with lower levels of supervisor support. Both colleague and supervisor support appeared to demonstrate inverse main effects for psychological wellbeing and intention to leave. Perceptions of bullying predicted the degree of variance
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explained in intention to leave. Therefore higher levels of bullying were found to predict higher levels of intention to leave.
The present research therefore provided evidence for the buffering effect of social support, particularly support obtained from supervisors within the workplace, on psychological wellbeing and intention to leave, and colleagues for intention to leave in the presence of perceived workplace bullying. Additional individual-level factors worthy of future consideration, as detected by the current study included the function of childhood attachment, race, gender leadership, proximity, reciprocity, relational value and context specifity of the type and source support, propensity to seek support and coping.
In conjunction with individual-level factors, organisational-level factors such as such as company culture, climate, context and industry, are essential factors to consider in the attempt to grasp a holistic understanding of the complexities that may function as precedents of the workplace bullying and social support process. The current study consequently recommended that future research account for the suggestions provided with regard to the limitations, theoretical and practical implications and potential resources utilisable in the subsistence of this process. In so doing, future research may aid in expounding an understandings of the severe experiences to which ‘victimised’ individuals are exposed, alongside the nature and function of various forms of support most effective for workplace difficulties. The responsibility to ensure that an organisation is functioning at optimum levels of productivity rests in the hands of Human Resources practitioners and industrial psychologists working within the organisation. The implications of failing such responsibility are severe; therefore it is necessary for such practitioners to grasp a holistic perspective of the underlying relational elements that operate within the workforce, and to consequently ensure the cultivation of a positive and productive work environment that is conducive to the nurturing of positive and productive employees. This may be aptly achieved through perpetual monitoring of both internal and external environments so as to detect and eradicate negative acts such as bullying, and thereby prevent the escalation of such events.
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Isham, A., Simon Mair, and T. Jackson. "Worker wellbeing and productivity in advanced economies: Re-examining the link." 2021. http://hdl.handle.net/10454/18348.
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YesLabour productivity is a key concept for understanding the way modern economies use resources and features prominently in ecological economics. Ecological economists have questioned the desirability of labour productivity growth on both environmental and social grounds. In this paper we aim to contribute to ongoing debates by focusing on the link between labour productivity and worker wellbeing. First, we review the evidence for the happy-productive worker thesis, which suggests labour productivity could be improved by increasing worker wellbeing. Second, we review the evidence on ways that productivity growth may undermine worker wellbeing. We find there is experimental evidence demonstrating a causal effect of worker wellbeing on productivity, but that the relationship can also sometimes involve resource-intensive mediators. Taken together with the evidence of a negative impact on worker wellbeing from productivity growth, we conclude that a relentless pursuit of productivity growth is potentially counterproductive, not only in terms of worker wellbeing, but even in terms of long-term productivity.
UK Economic and Social Research Council (ESRC) in particular through grant no: ES/M010163/1 which supports the Centre for the Under-standing of Sustainable Prosperity and ES/S015124/1 which supported the project “Powering Productivity”.
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Mansell, Ella. "Balancing cultural and workplace values: Perceptions of Aboriginal and Torres Strait Islander employee wellbeing and best practice in the workplace." Thesis, 2018. http://hdl.handle.net/2440/129253.
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This item is only available electronically.Significant disparities exist between Indigenous people’s wellbeing and employment rates, and that of non-Indigenous people. Indigenous people are 2.6 times more likely to experience severe psychological distress and have an unemployment rate 4.2 times that of non-Indigenous people. Despite significant effort in the last decade, employment statistics have only improved minimally, and the wellbeing of Indigenous populations is of continued concern. Cultural competency training is considered a useful tool to improve employee wellbeing and retention rates, and is a common practice in many workplaces. Literature that explores Indigenous and non-Indigenous perceptions of wellbeing in the workplace and cultural competency training in the same context is limited. The aim of this study is to explore remote and urban, Indigenous and non-Indigenous perceptions of wellbeing, employment related issues, and cultural competency, and how these three concepts interact. Eight semi-structured interviews were conducted with Indigenous and non-Indigenous professionals; the data was analysed using thematic analysis. The main themes identified were: ‘implications of family, community, and culture’; ‘support’; ‘appropriate work’; ‘discrimination’; ‘confidence in the system; ‘competency versus awareness; and ‘practical barriers’. The findings of this study provide insight into the types of environments perceived to be most conducive to positive wellbeing and retention outcomes in the workplace, and how cultural competency training is perceived.
Thesis (B.PsychSc(Hons)) -- University of Adelaide, School of Psychology, 2018
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Chou, Chieh, and 周杰. "The relationships among Personality, Career Orientation, Job Self Efficacy and Workplace wellbeing for Office Ladies." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/61102674976785452782.
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碩士淡江大學
企業管理學系碩士在職專班
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For job market in Taiwan, the labor force participation rates of women have progressively increased year by year. Female employee is now a force that can not be ignored in overall workplace. This paper explores the relationships between Personality, Career Orientation, Job Self Efficacy and workplace wellbeing for office ladies. We are expected to gain more understanding on the factors that affect the workplace wellbeing, and further provide company suggestions to increase & pay attention to workplace wellbeing for female employees. The data analyzed for the current is collected randomly by female workers in Taipei. The surveys are conducted through an online google and paper based questionnaire. 312 valid questionnaires were obtained successfully. The collected data was analyzed with statistical software SPSS using descriptive statistical analysis, reliability and validity analysis, factory analysis & hierarchical regression analyses to verify the assumption. The results are summarized as follows: 1. Based on different sampling, they were significant relationships between age in job self efficacy and workplace wellbeing for office ladies. Different types of job were shown significant relationships in personality, career orientation, job self efficacy and workplace wellbeing for office ladies. Different job salary was showed significant relationships in job self efficacy for office ladies. 2. The Personality in office ladies has a positive influence on career orientation. 3. The Job Self Efficacy in office ladies have a positive influence on Career Orientation. 4. The Career Orientation mediates the relationships between personality, job self efficacy to workplace wellbeing.
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WU, CHIA-CHUN, and 吳佳純. "A Study of Relationship among Work Stress, JobBurnout and Workplace Wellbeing of Public Health Staffs." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/b9cm93.
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碩士南臺科技大學
企業管理系
107
The purpose of this study was to explore the correlation among work stress, job burnout and workplace wellbeing of public health staffs in Tainan City. The main purpose of this study was to conduct a sample questionnaire survey on the personnel of the Tainan Municipal Government Health Bureau. 300 questionnaires were distributed and 282 valid questionnaires were obtained, with an effective recovery rate of 94%. This study conducted empirical research on descriptive analysis, reliability and validity analysis, t-test and one-way analysis of variance (ANOVA), correlation analysis, and stepwise multiple regression analysis. The results were confirmed as follows: 1. The different genders, ages, education level, and marital status of public health staffs would not effect in “job burnout”, “work stress”, and “workplace wellbeing” significantly. 2. The public health staff with different service years would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing" 3. The public health staff with different working areas would have some significant differences in the various aspects of the "work stress" 4. Thepublic health staff with different service departments would have some significant differences in the various aspects of the "job burnout" and "workplace wellbeing". 5. The public health staff with different working hours would have some significant differences in the various aspects of the "job burnout", "work stress" and "workplace wellbeing". 6. The "job burnout", "work stress" and "workplace wellbeing" would affect public health staffs positively and negatively. 7. The public health staffs"job burnout", "colleague support", and "supervisor support" have a positive effect on the workplace wellbeing. Keywords: workplace wellbeing, work stress, job burnout, public health staffs
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Mayer, Silvia Carola. "Wellbeing in the workplace: a comprehensive model and best-practices from top-employers: adaption of PERMA(H)." Master's thesis, 2019. http://hdl.handle.net/10071/19676.
Full textAbstract:
Purpose - Leadership plays an essential part in providing direction, guidance and an encouraging environment. A key goal of leadership is the wellbeing of employees. Seligman’s recent PERMA model is one of the first comprehensive approaches to describe wellbeing (in the private sphere). The purpose of this project is to adapt this model to a corporate context and to validate with best practises from distinguished companies. Since the professional dynamics are more complex than the private environment, the model will be further differentiated in order to cover all aspects that enable employees to flourish at the workplace.
Design/methodology/approach - The chosen research method consists of a comprehensive literature review capturing a broader perspective as well as gaining a thorough understanding. Furthermore, interviews were conducted with seven employers that have been rated as top place to work at.
Findings – The research reveals that the PERMAH model appears to be a good base to describe wellbeing in general, and experts continuously improve it. Furthermore, the overlap between the adapted model in the first part of the paper and the outcomes from the expert interviews is remarkable. This already shows a certain validity of the adapted model.
Conclusion – Apart from personal resources, the influence of the structural/organizational framework of a company, as well as the experienced and lived leadership have the biggest impact on employee wellbeing at work. These two points of view have implications on aspects such as the companies’ feedback culture, a positive work environment, and many more.Propósito - A liderança desempenha um papel essencial no fornecimento de direcionamento, orientação e um ambiente encorajador. Um dos principais objetivos da liderança é o bem-estar dos funcionários. O recente modelo PERMAH da Seligman é uma das primeiras abordagens abrangentes para descrever o bem-estar (na esfera privada). O objetivo deste projeto é adaptar este modelo a um contexto corporativo. Uma vez que a dinâmica profissional é mais complexa do que o ambiente privado, o modelo será adaptado de modo a abranger todos os aspectos que permitem que os funcionários prosperem no local de trabalho. Design/metodologia/abordagem - O método de pesquisa escolhido consiste em uma revisão abrangente da literatura permitindo capturar uma perspectiva mais ampla, bem como ganhar uma compreensão completa sobre o tema. Foram realizadas entrevistas com sete empregadores classificados como melhores empresas para se trabalhar. Constatações - A pesquisa revela que o modelo PERMAH aparenta ser uma boa base para descrever o bem-estar em geral, e especialistas estão a melhorá-lo continuamente. Além disso, a sobreposição entre o modelo adaptado na primeira parte do artigo e os resultados das entrevistas com os especialistas é notável. Isso já mostra uma certa validade do modelo adaptado. Conclusão - Para além dos recursos pessoais, a influência do enquadramento estrutural/organizacional de uma empresa, bem como a experiência e maturidade da liderança têm o maior impacto no bem-estar dos colaboradores no trabalho. Estes dois pontos de vista têm implicações em aspectos como a cultura de feedback das empresas, um ambiente de trabalho positivo e muito mais.
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Mokgolo, Manase Morongoa. "Workplace bullying : a human resource practitioner perspective." Thesis, 2017. http://hdl.handle.net/10500/23848.
Full textAbstract:
Workplace bullying is a sensitive issue and a psychological terror in the workplace, with severe effects on employees’ and organisations’ health, dignity, employee relations, and wellbeing. As a vital link between different constituencies in the organisation, human resource (HR) practitioners face many challenges in their attempt to address and manage workplace bullying, while simultaneously striving to promote employee wellbeing and positive employee relations. This study endeavoured to explore workplace bullying from the point of view of HR practitioners tasked with identifying and dealing with bullying in the workplace, and to develop a substantive theory of workplace bullying from their perspectives. The empirical study, conducted in two tertiary institutions in South Africa, employed grounded theory as a methodological approach with nine HR practitioners selected by non-probability purposive sampling, which is congruent with a grounded theory methodology. Selection criteria were applied to sample participants on the basis of relevance and acceptability. A qualitative, constructivist grounded theory research design was used to explore HR practitioners’ perspectives on workplace bullying with data gathered by means of in-depth interviews and official documents to gain insight and understanding of their experiences of workplace bullying. In-depth interviews were audio-recorded and data transcribed verbatim, analysed and interpreted using grounded theory coding strategies, memo writing and theoretical sampling. Findings were supported by verbatim quotes and a literature review. The study proposes a substantive workplace bullying theory and a conceptual workplace bullying framework to guide organisations and highlight the practical value for empowering the HR practitioners. It addresses the need to manage workplace bullying in the organisation and help management be more knowledgeable about bullying, effectively fostering a zero-tolerance culture. The study revealed that the HR practitioner’s role is torn between a responsibility to the business goals and management, and to support and championing the case of the targets in potential bullying situations. It should contribute to the limited body of knowledge on HR practitioners’ perspectives on workplace bullying within the South African context.Psychology
D.Phil. (Philosophy)
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WU, CHIA-HUI, and 伍佳惠. "The Study of Effects of Job Demand and Workplace Wellbeing for Staff Nurses-the Mediating Effect of Teamwork Climate." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8988w4.
Full textAbstract:
碩士南臺科技大學
企業管理系
104
This research examined the relations between job demands of clinical nurses, team work and workplace well-being, and the mediating effect of team work climate between job demands and workplace well-being. Clinical nurses from two regional teaching hospitals were surveyed using systematic sampling and a cross-sectional design. Out of the 340 copies distributed, 320 valid copies were received, accounting for an effective response rate of 94.12%. Results of the statistical analysis demonstrated that: 1. The nurses showed a medium awareness towards job demands, workplace well-being and teamwork climate; 2. Nurses with different background variables showed significant variations in their job demands, workplace well-being and teamwork climate, i.e. cognitive demands were lower among nurses under age 30 than those over age 40; the unmarried had greater awareness towards workload and emotional demands than the married; managerial staff had greater awareness towards workload and cognitive demands than the others; and nurses working two shifts had greater awareness towards intrusion of work into their private life than their non-shift co-workers or those working three shifts. 3. The relations among job demands, teamwork and workplace well-being were significantly varied: the overall job demands of the nurses and the overall workplace well-being were negatively correlated; while the practice of teamwork climate and overall workplace well-being were positively correlated, indicating that the higher the team morale, the greater the workplace well-being. 4. Job demands and teamwork climate were powerful predictors of workplace well-being. 5. Teamwork produced mediating effects between job demands and workplace well-being. In particular, it had partial mediating effects on some independent variables, namely “workload demand”, “emotional demand” and “sensorial demands” implying that the practice of teamwork climate could influence the effects of job demands, emotional demands and sensorial demands on workplace well-being.
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張益真. "A Study of the Influence of Workplace Support and Wellbeing on Intention to Stay of the Optoelectronic Industry Employees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/4pzyh9.
Full textAbstract:
碩士南臺科技大學
企業管理系
107
Therefore, this study mainly discussed the relationship between workplace support, workplace wellbeing and intention to stayd. Optoelectronic industry employees were the object in this study. The research structure and statistical analysis are established through reviewing the related theory and documents. The recommendations are made based on the results of the study. Questionnaire survey method was used. A total of 300 formal questionnaires were sent and 278 valid questionnaires were collected. The self-change item of this study was “Workplace Support”; the mediation variable is “Workplace Wellbeing”; the change item was “Intention to Stay”. This research is based on SPSS 20. The effective questionnaires are used to certify the hypothesis through descriptive statistics, t-test, single-factor change analysis, and hierarchical regression statistics. The results were as listed below: 1. The optoelectronic industry practitioners support the colleagues in the workplace to support the organization with the highest perceived sense of well-being and workplace happiness. They had the highest level of respect and care for employees and have any willingness to stay. 2. Optoelectronic industry practitioners with different personal background variables had some significant differences in workplace support, workplace happiness, and willingness to stay. 3. The workplace support, workplace happiness and willingness to stay in the optoelectronic industry were directly related. 4. The workplace support, workplace happiness and willingness of the practitioners in the optoelectronic industry have a predicted situation. 5. Workplace happiness was fully mediated in the workplace support of the practitioners in the optoelectronic industry. The intermediary strength is 49.82%.
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Van, Dyk Jeannette. "The meditating effect of a psychological wellbeing profile in the bullying and turnover intention relation." Thesis, 2016. http://hdl.handle.net/10500/22265.
Full textAbstract:
The research focused on constructing a psychological wellbeing profile for employee wellness and talent retention practices by investigating employees’ psychological wellbeing-related attributes (constituting self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing), and whether these significantly mediate the relation between their experiences of bullying and their intention to leave the organisation when controlling for bullying, age, gender, race, tenure and job level. A quantitative survey was conducted on a convenience sample of employed adults (N = 373) of different age, gender, race, tenure and job level groups from various South African organisations.
The canonical statistical procedures indicated work engagement (vigour, dedication and absorption) and hardiness (commitment-alienation) as the strongest psychological wellbeing-related dispositional attributes in the workplace bullying and turnover intention relationship. The mediation modelling results showed that workplace bullying significantly predicted turnover intention, which in turn, significantly predicted either high/low levels of work engagement (vigour and dedication) in one’s work. Self-esteem, emotional intelligence or hardiness did not seem likely to influence the relationship between workplace bullying and turnover intention.
The multiple regression analysis indicated that participants’ biographical variables (age, gender, race and job level) significantly predicted workplace bullying, self-esteem, emotional intelligence, hardiness, work engagement and psychosocial flourishing, and turnover intention. The tests for significant mean differences indicated that participants from various biographical groups (age, gender, race, tenure and job level) statistically significantly differed regarding workplace bullying (independent variable), the psychological wellbeing-related variables, namely self-esteem, emotional intelligence, hardiness, employee engagement, psychosocial flourishing (mediating variables) and turnover intention (dependent variable). On a theoretical level, the study deepened understanding of the cognitive, affective and conative behavioural dimensions of the hypothesised psychological wellbeing profile. On an empirical level, the main findings were reported and interpreted in terms of an empirically derived psychological wellbeing profile based on the work engagement of the participants.
On a practical level, the findings provided valuable guidelines for the development of talent retention and wellness interventions, which might add to the body of knowledge relating to psychological wellbeing-related dispositional attributes that influenced workplace bullying and talent retentionIndustrial and Organisational Psychology
D. Com. (Industrial and Organisational Psychology)
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Lane, Deborah Nicola. "Improving workplace productivity and corporate culture : perceptions and experiences of the effects of workplace massage." Thesis, 2013. https://vuir.vu.edu.au/21896/.
Full textAbstract:
Australian workers’ compensation figures consistently reveal that physical and psychological injuries pose a costly burden to the Australian economy. Since the 1980s, many employers have increasingly been providing workplace massage programs to their staff as one initiative to redress this trend. Masseurs have promoted the effectiveness of this intervention for improving musculoskeletal disorders and reducing stress, and claim massage therapy contributes toward increased employee engagement with the workplace, thus resulting in increased productivity and reduced levels of absenteeism. Clearly, one of the underlying aims for employers in providing such facilities is to prevent and manage work-related injuries and stress.
However, notwithstanding these claims, there remains a paucity of scholarly literature investigating: (a) reasons why managers implement and subsidise workplace massage, (b) what employees feel are the work-related effects such programs, and, (c) the therapeutic intentions of masseurs who offer this therapy. Using three conceptually linked studies, this thesis explores the stories of managers, employees, and therapists in order to gain a greater understanding of their perceptions about the overall benefits of workplace massage.
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Vogel, Fergus Ruric. "Stress in the workplace : the phenomenon, some key correlates and problem solving approaches." Thesis, 2007. http://hdl.handle.net/2263/29470.
Full textAbstract:
In this study the researcher set out to determine the levels and the causes of workplace stress, as well as the consequences of stress in terms of witnessed and experienced aggression in the workplace, anxiety, depression, and worry for a sample of 205 subjects. To achieve this, the following tests were used: 1) Experience of Work and Life Circumstances Questionnaire, 2) the Aggression in the Workplace Questionnaire, 3) the IPAT Anxiety Scale,4) the Beck Depression Inventory, and 5) the Penn State Worry Questionnaire. The subjects’ ability to cope withexperienced stressors in relation to social problem solving was examined with the Social Problem-Solving Inventory-Revised. The raw data were analysed by means of the usual descriptivestatistics. In addition, inferential statistics including z-tests, t-tests, analysis of variance and posthoc analyses (Scheffé) were conducted for the following groups: total group, gender, marital status, age, organizational type, qualification and position level. Results indicate that most of the subjects in the sample experienced normal levels of stress, indicating that the participants generally experienced their circumstances within or outside the workplace as satisfactory. Generally, the results also indicated that their expectations regarding their work situation were met. With reference to the consequences of stress, the total sample reported low levels of witnessing and experiencing workplace aggression, normal levels of anxiety, low levels of depression and worry. Good overall social problem solving suggests the ability to cope with demands and stressors within and outside the workplace. Generally, Pearson correlations indicated significant relationships between a) levels of stress as experienced by subjects and b) witnessed and experienced workplace aggression, c) anxiety, d) depression, e) worry and f) social problem solving. That most of the subjects in this sample were able to deal effectively with the demands and stressors placed on them, from within and outside the workplace suggests the ability to use effective problem-focused coping involving social problem solving which for most participants, was due to a positive problem orientation and effective rational problem solving skills. These findings may be useful as part of a stress management programme to help employees deal with stress proactively by becoming more effective problem-solvers. In terms of a salutogenic paradigm, and consistent with recent developments in positive psychology, the findings indicate that more attention should be paid to possible reasons why some employees appear to cope with stress more effectively than others.Thesis (PhD (Psychology))--University of Pretoria, 2008.
Psychology
PhD
unrestricted
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蘇羿璇. "A Study of Relationship among Job Demand, Job Burnout and Workplace Wellbeing of Boarder Affairs Corps's Staffs in Taoyuan International Airport." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2n2mp9.
Full textAbstract:
碩士南臺科技大學
企業管理系
107
This study was to investigate the relationships among the job demand, job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. The research subjects were employees of Border Affairs Corps, National Immigration Agency working in Taoyuan International Airport. Questionnaireis used in this study. 230 questionnaires were distributed and the valid questionnaires were 205. Descriptive statistics analysis, reliability analysis, validity analysis, t-test analysis, one-way ANOVA, correlation analysis and mediated hierarchical regression analysis were used. Conclusions followed by the literature, the structure andthe empirical analysis were： 1. There were significant differences in job demand within different sexual and different marriage stauts of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in job burnout within different sexual and different marriage status of the employees of Border Affairs Corps, National Immigration Agency; there were significant differences in workplace wellbeing within different sexual, different marriage status, different years of working and different ages of the employees of Border Affairs Corps, National Immigration Agency. 2. There was a significant negative correlation between job demand and workplace wellbing of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job demand and job burnout of the employees of Border Affairs Corps, National Immigration Agency; there was a significant negative correlation between job burnout and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. 3. Job burnout showed a significant prediction effect on workplace wellbeing. 4. With working burnout as the mediator, there was a significant mediated effect between job demand and workplace wellbeing of the employees of Border Affairs Corps, National Immigration Agency. According to the results, it is suggested that more personnel be required so as to alleviate the hard work of the employees and relieve job burnout to increase the wellbing.
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Vorster, Dalene. "The relationship between social capital and health and wellbeing of academics at a South African Higher Education Institution / Dalene Vorster." Thesis, 2014. http://hdl.handle.net/10394/15649.
Full textAbstract:
The maintaining of health and well-being in the academic field of work is a widespread
challenge. The increased interest in social capital provides an opportunity for public health
coordinators in the academic field to advance their social agendas so that optimal
development within the relationship between social capital and health and well-being can
be constant that in turn enhance good working environments. This relationship between
social capital and health and well-being is embedded in networks of trust which lead to
coordination and cooperation in the academic field of work for mutual benefit. Provided by
social capital, there is a great opportunity for health coordinators, to flex their theoretical
muscles in coming to grips with the social elements of health determinants and health
promotions within the academic field of work. To understand the more progressive
interpretation of social capital, it calls for the creation of health promoting communities
through a process of mutual reinforcement of the social and the economic sector
(workplace). This study will distinguish between the micro, meso and macro levels of
social capital within health and well-being, within the academic field of work, with the
specific linking, bonding and bridging in their specific dimensions.Thesis (M.A.(Sociology) North-West University, Mafikeng Campus, 2014
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Roberson, Peter. "The role of spirituality in the wellbeing of community health care workers at Temba Community Development Services." Diss., 2016. http://hdl.handle.net/10500/22207.
Full textAbstract:
The research focused on employee wellness and explored and described the role of spirituality
in the wellbeing of CHCWs of HIV/AIDS patients. It was important to determine how CHCWs
dealt with the stress of caregiving, due to the increasing number of HIV infections and burden
on government resources. The approach was a phenomenological qualitative study using faceto-
face interviews to collect data from a purposive sample of eight CHCWs from a population
of 250 at Temba. The audio-recorded interviews were transcribed verbatim and analysed for
emerging themes using thematic analyses. The research findings provided evidence that
spirituality impacted positively on the wellbeing of the CHCWs by providing the coping
mechanism to deal with stress. The conclusions drawn were that personal and organisational
wellbeing operated at an optimal level due to the influence of spirituality.
Recommendations were that formalised spiritual programmes were offered as a tool to equip
CHCWs in their duties.Industrial and Organisational Psychology
M. Com.
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Horan, Christopher. "Resilience training in the workplace: The role of trainee motivation, transfer climate and practise in the prevention of psychological injuries." Thesis, 2016. http://hdl.handle.net/1885/117264.
Full textAbstract:
Chronic stress is a major problem in organisations and police are
at particular risk due
to regular exposure to traumatic stressors on the job. This
research was initiated by the New
South Wales Police Force (NSWPF) to address this problem. It
focuses on the development
and evaluation of resilience-training programs. Resilience
training aims to equip participants
with coping skills that can help them to “bounce back from
adversity” and be resilient. Key
research questions included: Can a brief training course enhance
the long-term resilience of
police recruits and prevent future psychological injuries? What
is the most appropriate
resilience training design? What factors are related to better
outcomes for resilience training?
Drawing on a broad literature review covering stress, policing,
coping, emotion
regulation, developmental psychopathology and occupational health
psychology, we
designed a resilience-training program that was universal (to be
provided to all officers),
preventative (designed to prevent future injuries), and targeted
to address transdiagnostic
factors that were related to the development of a range of
stress-related pathology (especially
PTSD and depression). The program was informed by an
understanding of risk and
protective mechanisms that shape the impact of stressors together
with the literature on stress
interventions. In order to reduce experiential avoidance and
promote coping flexibility, the
program incorporated content from Acceptance and Commitment
Therapy (ACT).
The research program involved three studies. Studies 1 and 2 were
conducted with
recruits at the NSWPF Academy while study 3 was conducted with
3rd year psychology
students. The program design was updated between the studies to
address issues that were
identified, and to explore study-specific hypotheses. In line
with the existing literature, in
study 1 we found that the targeted mechanisms of change accounted
for a large amount of
variance in the mental health outcome measures indicating that
the intervention was directed
at important factors that serve to build resilience. However,
findings of high levels of
attrition, poor training engagement and poor knowledge retention
demonstrated problems
with training transfer. Program changes were made to address
these problems in study 2,
with an emphasis on motivating practice through coaching calls
and a focus on stages of
change. Key findings were that participants who practised the
skills during the coaching
period experienced significant reductions in stress, t(14) =
3.25, p < .01, PTSD symptoms,
t(14) = 2.46, p < .05, and a significant increase in mindfulness,
t(14) = -3.05, p < .01.
Study 3 built on studies 1 and 2 with a particular focus on
homework, stages of
change and the replacement of coaching calls with performance
aids (in the form of both a
Smartphone App and traditional workbook). There were some
promising findings, with
improvements across time, including a reduction in experiential
avoidance, t(53) = -2.01, p =
.05, and increases in values progress, t(53) = 2.06, p < .05, and
instrumental support , t(53) =
2.09, p < .05. The participants’ change pathway was found to
significantly moderate the
impact of the training program on practice amount, F(2,49) =
7.17, p < .05, anxiety, F(2, 49)
= 4.04, p < .05, perceived stress, F(2,49) = 3.95, p < .05,
resilience, F(2,49) = 6.05, p < .01,
values progress, F(2,49) = 4.10, p < .05, with the biggest
improvements in wellbeing mainly
found for participants who were already in an action stage of
change for stress management,
followed by participants who moved into progress. While practice
method was not found to
impact on well-being scores, it was found to impact practice
quality, t(35.11) = -2.65, p < .05.
In conclusion, it appears as if a brief training course can have
positive outcomes but
more work needs to be done to investigate long-term resilience;
the resilience training design
needs to be focused on the core constructs of coping and emotion
regulation, protective
mechanisms and training transfer; and better outcomes are
achieved when the training
motivates participants to progress along the stages of change and
practice the skills. While
there is more work to be done the research outlined in this
thesis has contributed to moving
resilience training forward.
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Mendes, Ricardo Jorge Cardoso. "Espiritualidade no local de trabalho: influência nas equipas de trabalho fabril." Master's thesis, 2018. http://hdl.handle.net/10316/84420.
Full textAbstract:
Dissertação de Mestrado em Gestão apresentada à Faculdade de EconomiaContexto: Este trabalho académico procura dar continuidade, inserindo-se no estudo já desenvolvido sobre a espiritualidade no local de trabalho, tendo em consideração quer o trabalhador enquanto ser espiritual inserido na sua envolvência organizacional, quer os seus relacionamentos no seio da sua atividade profissional. Foram já divulgados vários estudos efetuados no contexto nacional, incluindo quer trabalhadores, quer outras formas de relacionamento em contexto de trabalho. Tendo esta dimensão do trabalhador e da sua relação com a organização em que está inserido começado a ser estudada, na segunda parte do século passado, a sua evidência, mas sobretudo a sua importância, obrigam ao progressivo e sustentado estudo desta temática. A motivação do presente estudo teve origem na necessidade sentida de fazer chegar os resultados destes estudos a cada vez mais possíveis interessados, nomeadamente ao mundo académico com forte sentido prático para o mundo empresarial, sobretudo para a indústria e os seus trabalhadores fabris.Objetivos: Partindo do conhecimento atual do “estado da arte”, este estudo tem por objetivo contribuir para o conhecimento científico da influência da espiritualidade no local de trabalho e das relações entre a liderança e os seus subordinados. Ou seja, o objetivo de estudo é corroborar a influência da espiritualidade no local de trabalho e das relações LMX em variáveis comportamentais que se relacionam e que sejam influenciadoras da intenção de saída, performance individual e satisfação com a vida.Método: Tendo por base estudos já desenvolvidos sobre esta temática, a elaboração do conteúdo do questionário foi feita recorrendo a variáveis significativas já anteriormente estudadas e validadas para o seu construto. Foi entendida como significativa para a obtenção de dados cientificamente mais credíveis, a obtenção das tendências de comportamento dos trabalhadores fabris comparadas com a perceção do respetivo supervisor. Tendo sido recolhidos dados de mais de 200 díades trabalhador fabril, supervisor.Resultados: Foi corroborado nos dois estudos, tanto na avaliação efetuada pelo supervisor como na autoavaliação realizada pelos trabalhadores fabris, a influência positiva da espiritualidade nas variáveis: comprometimento organizacional afetivo; na atitude afetiva perante a mudança; na superação no trabalho; e na satisfação com a vida. Por sua vez, de entre estes construtos que a espiritualidade influencia, o comprometimento afetivo para com a organização foi o construto com mais hipóteses corroboradas. Ou seja, a espiritualidade tem influência no comprometimento afetivo que por sua vez influencia positivamente a intenção de saída e a performance individual em ambos os estudos.Contribuições: Esta dissertação veio contribuir para o estudo da espiritualidade no local de trabalho não só ao aplicá-lo a trabalhadores fabris, como também ao recorrer à díade supervisor trabalhador para obter conclusões mais robustas, eliminando o common method bias e ainda ao corroborar as hipóteses propostas com uma nova dimensão de Equilíbrio Emocional e Paz Interior incorporada no construto espiritualidade no local de trabalho. Foram assim estudadas as nove variáveis intrinsecamente associadas à espiritualidade no local de trabalho, das suas interligações e influência, incidindo sobretudo nas variáveis: Intenção de saída, Performance individual e Satisfação com a vida.
Purpose: This academic work seeks to continue, including it self in the already developed study on spirituality in the workplace, taking into account both the worker as a spiritual being a part in its organizational environment and its relationships within the professional activity. Several studies have already been made in the national context, including both workers and other forms of relationship in the work context. Having this dimension of the worker and his relation to the organization in which he is part began to be studied in the second part of the last century, his evidence, but above all his importance, requires the progressive and sustained study of this theme. The purpose of the this study was based on the need to provide the results of these studies to more and more possible interested parties, namely the academic world with a strong practical sense for the business world, especially for industry and its factory workers.Objectives: Based on current knowledge of the state of the art, this study aims to contribute to the scientific knowledge of the influence of spirituality in the workplace and the relationships between leadership and subordinates. In other words, the objective of this study is to corroborate the influence of spirituality in the workplace and LMX relationships on behavioural constructs that are related and that influence the turnover, individual performance and subjective wellbeing.Methodology: Based on studies already developed on this subject, the construction of the of the questionnaire was made using constructs already studied and validated. It was understood as meaningful to achieve more credible data, collect the behavioural trends of factory workers compared to the perception of their supervisor. Having been collected data from over 200 dyads factory worker, supervisor.Findings: It was corroborated in both studies, both in the evaluation carried out by the supervisor and in the self-assessment carried out by the factory workers, the positive influence of spirituality on the constructs: affective organizational commitment; in the affective attitude towards change; in job resourcefulness; and subjective wellbeing. So, among these constructs that spirituality influences, the affective commitment to the organization was the construct with more corroborated hypotheses. In other words, spirituality has an influence on affective commitment, which positively influences the output turnover and individual performance in both studies.Conclusions: This study contributes to the study of spirituality in the workplace not only by studying it in factory workers, but also by applying it to the worker supervisor dyad to achieve more robust conclusions excluding the common method bias and also to corroborate the proposed hypotheses with a new dimension of Emotional Balance and Inner Peace embodied in the construct of spirituality in the workplace. The nine constructs intrinsically associated with spirituality in the workplace, their interconnections and influence were studied, focusing mainly on the following variables: Turnover intentions, Individual performance and Subjective wellbeing.
47
Van, Der Linde Bernadine Anine. "Exploring the employee wellness practices of SMMEs in the Gauteng region." Diss., 2018. http://uir.unisa.ac.za/handle/10500/25654.
Full textAbstract:
Abstracts in English, Afrikaans and SepediSmall businesses flourish when employees are happy, healthy and productive. This makes employees an important asset of a small business because its success depends on the performance of its employees. Employee wellness practices in small medium and micro enterprises (SMMEs) often focus on the physical aspects of wellbeing, despite employees wanting management to focus on their emotional needs. In view of the fact that employers do not realise that employee wellness significantly improves morale and increases retention rates, this research sought to explore the employee wellness experiences of managers and employees in SMMEs to develop an understanding of the need for employee wellness practices in these organisations. Accordingly, a qualitative study was conducted among 17 employees and four managers at three diverse industries operating in the Gauteng region of South Africa. The data were collected by means of focus groups interviews with employees and individual interviews with managers who work in SMMEs that employ less than 50 employees. The results indicated that employees consider employee wellness in terms of how well organisations treat them and take care of them. The findings demonstrated that employees depend on good working relationships to be happy and engaged in the workplace. Although management cited various financial and human resource constraints that limit employee wellness practices, the employees identified various activities and practices that were not dependent on financial resources for implementation. The results also showed there was insufficient evidence to support the notion that there is a link between unhealthy workplace conditions and higher absenteeism and staff turnover rates. The findings highlighted that employees need social interaction in order to feel valued and cared for and that this factor often outweighs the negative feelings employees have of working in unhealthy environments. Thus, employees were willing to work in unhealthy conditions as long as they felt valued by top management. The findings of the study contribute to the knowledge in the literature on employee wellness practices in SMMEs because limited studies have been conducted to demonstrate the impact of workplace conditions on employee wellness.
Klein ondernemings floreer wanneer werknemers gelukkig, gesond en produktief is. Dit maak werknemers ’n belangrike bate vir ’n klein onderneming, want die onderneming se sukses hang af van die werknemers se prestasie. Werknemerwelstandpraktyke in klein-, medium- en mikro-ondernemings (KMMO’s) fokus dikwels op die fisieke aspekte van welstand, ten spyte daarvan dat werknemers wil hê bestuur moet op hul emosionele behoeftes fokus. In die lig daarvan dat werkgewers nie besef dat werknemerwelstand moraal en behoudsyfers aansienlik verbeter nie, het hierdie navorsing gepoog om die werknemerwelstand-ondervindinge van bestuurders en werknemers in KMMO’s te ondersoek om ‘n begrip van die behoefte aan werknemerwelstand-praktyke in hierdie ondernemings te ontwikkel. Ooreenkomstig hiermee is ‘n kwalitatiewe studie onderneem onder 17 werknemers en vier bestuurders by drie diverse industrieë wat in die Gauteng-omgewing in Suid-Afrika sake doen. Die data is versamel deur middel van fokusgroeponderhoude met werknemers en individuele onderhoude met bestuurders wat by KMMO’s met minder as 50 werknemers werk. Die bevindinge toon dat werknemers werknemerwelstand beoordeel volgens hoe goed organisasies hulle behandel en na hulle omsien. Die bevindinge het uitgewys dat werknemers staatmaak op goeie werksverhoudings om gelukkig en betrokke te wees in die werkplek. Hoewel bestuur verskeie finansiële en menslike hulpbron-beperkings uitgewys het wat werknemerwelstandpraktyke beperk, het die werknemers verskeie aktiwiteite en praktyke geïdentifiseer wat onafhanklik van finansiële hulpbronne geïmplementeer kan word. Die studie het ook bevind dat daar nie genoegsame bewyse is om die idee te staaf dat daar ‘n verband is tussen ongesonde werkplekomstandighede en ‘n hoër afwesigheidsyfer en personeelomset nie. Die bevindinge lig dit uit dat werknemers sosiale interaksie nodig het om gewaardeerd en na omgesien te voel en dat hierdie faktor dikwels swaarder weeg as die negatiewe gevoelens wat werknemers in ‘n ongesonde werkomgewing ervaar. Werknemers is dus bereid om in ongesonde omstandighede te werk solank hulle gewaardeerd voel deur topbestuur. Die bevindinge van die studie dra by tot die kennis in die literatuur oor werknemerwelstandpraktyke in KMMO’s aangesien studies wat die impak van werkplekomstandighede op werknemerwelstand demonstreer tot dusver beperk is.
Dikgwebo tse nyane di tswella ka bokgabane ha basebetsi ba thabile, ba phetse hantle ebile ba sebelletsa ho beha ditholoana. Sena se etsa hore basebetsi e be bona ba bohlokwa haholo dikgwebong tse nyane hobane katleho ya dikgwebo tsena e dutse mahetleng a bokgabane ba basebetsi. Bophelo bo hantle ba basebetsi dikgwebong tse nyane le tse kgolwanyane (SMMEs) hangata bo tobane le bokgoni ba basebetsi ho tswellisa pele mosebetsi o behang ditholoana, empa basebetsi le bona ba batla hore ba nahanelwe ke bo ramesebetsi ka ditlhoko tsa bona tse ba amang moyeng. Bo nnete ba taba ke hore bo ramosebetsi ha ba elellwe hore bophelo bo hantle ba basebetsi bo bohlokwa hobane bo nyolla boitshwaro bo botle ba basebetsi, ebile ba dula dilemo mesebetsing ya bona. Dipatlisiso tsa pampiri ena di tlo sheba bophelo bo botle ba basebetsi ka ho lekola batshwari ba basebetsi le basebetsi mmoho dikgwebong tse nyane (SMMEs) hore bo ka tsela e jwang le ho re thusa ho utlwisisa bohlokwa ba bophelo bo hantle mesebetsing ka ho fapana. Ho fumana dintlha tsa dipatlisiso, ho kopuwe basebetsi ba leshome le metso e supileng (17) le batshwari ba basebetsi ba bane (4) mesebetsing e fapaneng Gauteng, Afrika Borwa. Ho bile le di hlopha tse fapaneng tse botsuweng dipotso hore ho tholahale dintlha ka taba ya bophelo bo hantle ba basebetsi, mme batshwari ba basebetsi ba botsuwe dipotso ka bonngwe ba bona. Dikgwebo tse nyane (SMMEs) tse nkileng phato di na le basebetsi ba ka tlase ho mashome a mahlano (50). Sephetho sa ditlatlobo tsa dipotso tse botsuweng basebetsi se bontsha hore basebetsi ba nahana hore boitshwaro bo hantle ba basebetsi bo ya ka hore mesebetsing e fapananeng batho ba hlokometswe jwang. Basebetsi ba boletse hore dikamano pakeng tsa basebetsi mmoho tse thabisang di ba loketse mesebetsing. Le ha batshwari ba Page viii basebetsi le bo radikgwebo ba lla ka hore disebediswa le ditjhelete ha di lekane hore ba tswellise pele boitshwaro bo botle ba basebetsi, basebetsi ba buile ka dintlha tse bontshang hore boitshwaro bo botle ha bo hloke tjhelete ka dinako tsohle. Sephetho se ile sa bontsha hore ha hona bopaki bo lekaneng ho bontsha hore basebetsi ba lofa mesebetsing kapa hona ho se dule dilemo mesebetsing ka lebaka la hore poleke ya bona ya mosebetsi ha e kgahlise. Dipatlisiso di bontshitse hore basebetsi ba hloka dikamano le basebetsi ba bang, ha mmoho le bo ramesebetsi hore ba ikutlwe ba kgathallwa. Dikamano tsena di etsa hore basebetsi ba phuthollohe ha ba le mesebetsing ebile ba lebale ka dintho tse sa lokang mesebetsing ya bona. Ka hoo, basebetsi ba tsotella dikamano tse ntle pakeng tsa bona le bo ramesebetsi, le ha poleke ya mosebetsi e sa thabise ha kalo. Dipatlisiso tsa pampiri ena di tlatselletsa tsebo e teng ho dithuto tsa bophelo bo hantle ba basebetsi le di tsamaiso tsa tsona dikgwebong tse nyane (SMMEs) hobane ha dingata dipampiri tse ngotsweng ka sehlooho sena ho re ruta hore boitshwaro bo botle ho basebetsi bo ama mesebetsi e fapaneng ka tsela tse jwang.
Human Resource Management
M. Com. (Human Resource Management)
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Dufour, Renaud. "Qualité de vie professionnelle et bien-être au travail en protection de la jeunesse : l’influence des rôles de genre sur la violence au travail et ses conséquences." Thesis, 2020. http://hdl.handle.net/1866/25141.
Full textAbstract:
L'exposition à la violence au travail peut avoir des conséquences professionnelles négatives pour les travailleurs en protection de la jeunesse. Bien que des études antérieures aient identifié des facteurs de protection et de risque en lien avec cet enjeu, les différences individuelles liées aux rôles de genre restent encore à être explorées. Allant au-delà du sexe, ce mémoire vise à examiner comment les rôles de genre influencent l'exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail chez les travailleurs en protection de la jeunesse. Un échantillon randomisé stratifié par sexe de 301 travailleurs en protection de la jeunesse canadiens (hommes: 15,6%, femmes: 84,4%) a été recruté afin que les participants remplissent des questionnaires validés portant sur l’exposition à la violence au travail, les rôles de genre, la qualité de vie professionnelle et le bien-être au travail. Les différences de moyennes pour l’exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail selon le rôle de genre ont ensuite été évalué à l’aide d’ANCOVA en contrôlant pour l'expérience clinique et le type de travail. L'effet modérateur des rôles de genre sur les autres variables a été évalué par le biais de régressions linéaires multiples hiérarchiques. L'androgynie (masculinité élevée et féminité élevée) était associée à des scores plus élevés sur les indicateurs positifs de la qualité de vie professionnelle et du bien-être au travail. Cependant, les rôles de genre n'ont montré aucun effet modérateur significatif sur la relation entre l'exposition à la violence et les indicateurs de bien-être psychologique au travail. Les résultats montrent comment les analyses comparatives entre les genres peuvent fournir davantage d’information sur les mécanismes entourant la qualité de vie professionnelle et le bien-être au travail. Ils suggèrent également que l'androgynie pourrait être liée à des avantages psychosociaux potentiels pour les travailleurs en protection de la jeunesse.Exposure to workplace violence puts child protection workers at risk for adverse occupational outcomes. While previous studies have identified protective and risk factors, individual differences in gender roles have yet to be explored. Moving beyond sex, the present thesis aims to examine the ways in which gender roles influence exposure to workplace violence, professional quality of life and wellbeing at work among child protection workers. A randomised sample stratified by sex of 301 Canadian child protection workers (Male: 15.6%, Female: 84.4%) completed validated questionnaires of exposure to workplace violence, gender roles, professional quality of life, and wellbeing at work. Mean differences in workplace violence, professional quality of life, and wellbeing at work according to gender role were then assessed using ANCOVAs controlling for clinical experience and type of work. The moderating effect of gender roles on other variables was assessed through hierarchical multiple linear regressions. Androgyny (high masculinity and high femininity) was associated with higher scores on positive indicators of professional quality of life and wellbeing at work. However, gender roles showed no significant moderating effect on the relationship between exposure to violence and indicators of psychological wellbeing at work. Results show how gender-based analyses can provide additional insights into the dynamics surrounding professional quality of life and wellbeing at work. They also suggest that androgyny could be related to potential psychosocial benefits for child protection workers.
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Kasperczyk, Richard T. "Barriers to systemic work stress prevention in Australian organisations." Thesis, 2015. https://vuir.vu.edu.au/29886/.
Full textAbstract:
This thesis addresses the question of why work stress prevention has not been
adopted systemically in organisations, despite some research findings that it is
effective, that it has been mandated by legislative regulations and that it has the
potential for significant cost savings. Work stress is recognised as an increasing and
global problem in terms of negative economic, health and social outcomes. Its
significant costs related to work injury compensation have resulted in growing
pressure from governmental health and safety jurisdictions for organisations to
manage and prevent stress through systemic risk management approaches.
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Van, Niekerk Adriana Martha Maria. "An ethnographic exploration of intrapersonal, interpersonal and intra-group conflict management interventions in an institution of higher education." Thesis, 2012. http://hdl.handle.net/10500/9365.
Full textAbstract:
This study explores the world of human conflict in the workplace, the workplace (in this case) being a South African university. Using the academic tools of ethnography and autoethnography, I investigate the dimensions of human conflict management, which include intrapersonal, interpersonal and intra-group conflict management, from a psychological perspective. In this thesis I refer, in particular, to examples and extractions taken from case studies that focus on conflicts between employees. In doing so I used an eclectic, psychodynamic theoretical frame of reference. The data was collected and processed over a period of fourteen years. Another focus of this thesis is my reflections on my personal development as a counselling psychologist specialising in intrapersonal, interpersonal and intra-group conflict management within an institutional organisation. The participants‟ stories revealed intense emotional experiences and I have put forward suggestions on how these experiences could be explored and dealt with by means of psychologically orientated techniques and interventions within the boundaries of the ethical codes and values of counselling psychology. My eclectic choice of brief psychotherapy, strengths-based counselling, and psychodynamic-based intrapersonal, interpersonal and intra-group interventions are included in my personal narrative. This study serves only as a guideline to other counselling psychologists who deal with human conflicts in similar situations. I have not tried to present a generalised theory. In this study, I argue strongly that there is indeed a place for counselling psychologists and the application of psychological knowledge in the world of human resources departments in organisations. I believe that counselling psychologists can operate, alternatively, as individual counselling psychologists, workshop facilitators and co-facilitators, as consultants, and as members of multidisciplinary teams to address, among other, conflict management in a tertiary institution.Psychology
D. Litt. et Phil. (Psychology)