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Job burnout, work engagement and self-reported treatment for health conditions in South Africa
(Wiley, 2016)
The purpose of the study being reported here was to investigate the relationship of job burnout and work engagement with self-reported received treatment for health conditions (cardiovascular condition, high cholesterol, ...
Comparing trust levels of male and female managers: measurement invariance of the behavioural trust inventory
(Sage, 2016)
Despite the widely acknowledged need for validated trust measurement instruments and the legal obligation to ensure that psychometric tests are unbiased towards different groups in South Africa, no attempt has ever been ...
Work overload, burnout, and psychological ill-health symptoms: A three-wave mediation model of the employee health impairment process
(Taylor & Francis, 2016)
BACKGROUND AND OBJECTIVES: The study reported here investigated the causal relationships in the health impairment process of employee well-being, and the mediating role of burnout in the relationship between work overload ...
Job insecurity, career opportunities, discrimination and turnover intention in post-apartheid South Africa: Examples of informative hypothesis testing
(Taylor & Francis, 2016)
The objective of this paper was to investigate differences in male employee experiences in the light of employment equity law and a strong affirmative action drive within present-day South African organizations. This ...
Strengths use and deficit correction in organizations: development and validation of a questionnaire
(Taylor & Francis, 2016)
Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose ...
The bidirectional relationship between person-job fit and work engagement
(Hogrefe & Huber Publishers, 2016)
Although theorized and generally accepted, research on the relationship (specifically the direction of the causal relationship) between person-job fit and work engagement is limited and not yet clear. Theoretical arguments ...