Exploring occupational-related fatigue stratergies as perceived by middle managers in Gauteng
Abstract
This study aimed to identify specific factors that may cause occupational related fatigue (ORF) among middle managers in professional careers within a South African metropolis. The problem is that ORF among middle managers in professional careers in South African organisations is under-researched with limited available information regarding the phenomenon’s prevalence and preventative strategies to justify the development of ORF management programmes for middle managers. Furthermore, this study aimed to develop organisational strategies that could prevent or provide relief regarding ORF among professional middle managers in a cost-effective and reasonably practicable manner. The primary objective of this study was to explore and describe the factors contributing to and the strategies preventing ORF among middle managers in professional careers within the consulting sector of the Tshwane metropolis. Various definitions of fatigue in the workplace as well as the limited research that relates to white-collar workers and ORF were outlined. The possible causes, effects and potential management strategies were identified from literature. A qualitative research approach was adopted in order to explore and describe the ORF factors as experienced by middle managers as individuals and/or groups. Non-probability snowball sampling was used during this study. 13 middle managers were interviewed during three online focus group discussions which acted as the primary data collection method to document the diverse experiences of participants and to seek a deeper understanding of the phenomenon amongst middle managers in a South African metropolis. This process enabled data collection on how ORF is experienced in the office environment and to identify possible mitigating strategies. The fundamental limitation of the study was the small sample size of 13 middle managers. The most prevalent themes that relate to the participants’ perception and experiences of ORF causes and mitigation strategies were identified after which it was evaluated whether these themes are supported by literature, using data triangulation. The main findings of ORF in answering the research questions are as follows: ORF among middle management are perceived as having an adverse effect on their mental health; resulting in reduced productivity, resulting in increased conflict and irritability and which is not alleviated by sleep. Participants also found the phenomenon as complex and found it difficult to clearly describe. Participants acknowledged that ORF adversely affects their motivational levels which also may result in failures in their ethical evaluation Long work periods and high workload; unclear work expectations; lack of support; inactivity; and inadequate remuneration were identified as contributing factors which increase the risk for the development of ORF. It has been identified that the defining of clear roles and responsibilities, the provision of training, communication, physical activity, support and compassion, work-life balance and monitoring of fatigue levels may be implemented to reduce the occurrence of ORF. This study was concluded by highlighting recommendations and managerial implications. The following specific recommendations were made in order to reduce the prevalence of ORF in middle management: Defining clear roles and responsibilities for middle management positions versus other positions in lower and higher management; reducing periods of high workload and long work hours as far as practicable; promotion of physical activity during and after work hours among middle management; promotion of work-life balance practices among middle management; provision of training on the importance of physical activity, work-life balance, and other skills required for persons in middle management positions; and providing better support to middle managers by means of feedback sessions between themselves and senior management.