Masters Degrees (Industrial Psychology)

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Browsing Masters Degrees (Industrial Psychology) by Subject "Burnout"

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    The influence of technostress and work life balance on Burnout among employees in the Banking sector in the Free State
    (University of the Free State, 2022) Akwa Nde, Agnes; Delport, Marthinus
    The growing concerns from employees regarding health challenges in the workplace especially in the banking sector post-pandemic in light of burnout, technostress and work-life balance challenges demands attention. The current study examines the effects of technostress and work-life balance on burnout among employees in the banking sector. The study, which also explores relationships, draws on data gathered through a cross-sectional technique and analysed using a statistical modelling approach (covariance-based structural equation modelling). Three questionnaires (Burnout Assessment Tool (BAT), Technostress Questionnaire (TSQ), and Work-Family Conflict Scale (WAFCS) were used to collect the data. All constructs had acceptable levels of reliability, as evident from the values obtained from Cronbach’s alpha. A convenient sampling method was used to recruit respondents for the study, and the sample comprised 245 employees from organisations in the banking sector. The study arrives at various findings and suggestions. The covariance-based structural equation modelling let to the finding by establishing that the structural model was a good fit i.e., SRMR is 0.0326 < 0.05, GFI is 0.998 > 0.95 and AGFI is 0.997 > 0.95. Also, the squared multiple correlation of 0.584 indicated that the structural model explained 58.4% of the variation in burnout. Furthermore, technostress had a statistically significant positive relationship with burnout (β = 0.316). This was also the case with the relationship between work-life balance and burnout (β = 0.315; p = 0.001), and the relationship between technostress and work-life balance (β = 0.697; p = 0.001). This thesis suggests several theoretical implications. The study expands our understanding of the combined effect of technostress and work-life balance on burnout. In terms of managerial implications, the study brings to light the influence of technostress and work-life balance as contributing factors to employees’ experience of burnout. Therefore, the interactions between the various constructs (technostress, work-life balance) experienced by employees will influence the extent to which they will experience various levels of burnout in the organisation. As a result, implementing coping strategies to assist employees in the banking sector deal with issues relating to technostress and work-life balance especially post-pandemic is imperative. One of the limitations of the study is that there is not sufficient research on the combined effect of technostress and work-life balance on burnout in South Africa. Thus, a challenge when testing the model as it was difficult to compare hypothesised directions for some of the proposed paths. One of the limitations of the current study was that it focused mostly on the banking sector and used a convenience sampling method. This implies that the findings can only be generalised in the banking industry. Therefore, to have a wider understanding of the interaction between the various variables, future research should consider adopting a multi-sample or use a probability sampling method that is more representative and can permit generalisation.
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    Personality traits and resilience as predictors of job stress and burnout among call centre employees
    (University of the Free State, 2009) Lamb, Shannon; Bester, C. L.; Kotze, M.
    Afrikaans: Navorsing het aangetoon dat personeellede van Oproepsentra hoë vlakke van werkstres en uitbranding ervaar as gevolg van die werksvereistes wat met hulle werk gepaard gaan. Werknemers het dikwels geen beheer oor hulle werkomgewings en eksterne faktore wat hulle werkprestasie en werkstevredenheid beïnvloed nie. Hulle kan egter bepaalde interne bronne soos spesifieke persoonlikheidsfaktore ontwikkel en benut wat hulle in staat kan stel om hulle werkstres meer effektief te bestuur. Die doelwitte van die studie was om die vlak van werkstre en uitbranding van werknemers van 'n oproepsentrum te bepaal en om spesifieke persoonlikheidsfaktore te identifiseer wat as geldige voorspellers van werknemers van 'n oproepsentrum se vermoë om werkstres en uitbranding effektief te bestuur, kan dien. Verskeie studies het gefokus op die verband tussen persoonlikheid, werkstres en uitbranding, maar die Groot Vyf persoonlikheidsfaktore en veerkragtigheid as voorspellers van werkstres en uitbranding het nie voldoende aandag geniet nie. Niewaarskynlikheidsteekproefneming en spesifiek toevallige steekproefneming in 'n oproepsentrum in Bloemfontein, Suid-Afrika is gebruik. Die betrokke oproepsentrum is 'n ongebonde, skuldinvorderingsoproepsentrum met kliënte in Suid-Afrika en aangrensende state. 'n Totaal van 187 werknemers van die oproepsentrum het aan die studie deelgeneem. Die respondente was hoofsaaklik swart, vroulik, alleenlopend, Suid-Sotho sprekend, tussen die ouderdomme 21 tot 25 jaar, beskik oor 'n graad 12-kwalifikasie en het vir minder as 'n jaar diens. Die meetinstrumente wat in die studie gebruik is, is die Internasionale Persoonlikheidsitempoel, die Veerkragtigheidskaal, die Maslach Uitbrandingsvraelys (Menslike diensopname) en die Ervaring van Werk- en Lewensomstandighede-vraelys. 'n Meerveranderlike stapsgewyse regressieontleding is as statistieke tegniek gebruik om die resultate te verwerk. Respondents exhibited a high level of job stress, an average level of emotional exhaustion, a high level of depersonalization and a low level of personal accomplishment. Die respondente het 'n hoë vlak van werkstres, 'n gemiddelde vlak van emosionele uitputting, en hoë vlak van depersonalisasie en en lae vlak van persoonlike prestasie getoon. en Beduidende lineêre verband is gevind tussen spesifieke Groot Vyf persoonlikheidsfaktore en werkstres, naamlik emosionele stabiliteit en openheid tot ervaring. enBeduidende lineêre verband is ook identifiseer tussen pligsgetrouheid en sekere dimensies van uitbranding, naamlik emosionele uitputting en depersonalisasie. Veerkragtigheid en meer spesifiek aanvaarding van self en die lewe is geïdentifiseer as en geldige voorspeller van depersonalisasie, endimensie van uitbranding. Pligsgetrouheid, inskiklikheid en veerkragtigheid is geïdentifiseer as geldige voorspellers van persoonlike prestasie, en dimensie van uitbranding. Toekomstige navorsing in hierdie verband moet gedoen word met enmeer verteenwoordigende steekproef van oproepsentra in Suid-Afrika sodat die resultate na oproepsentra oor die algemeen veralgemeen kan word. Die persoonlikheidsfaktore wat in hierdie studie as geldige voorspellers van die doeltreffende bestuur van werkstres en uitbranding geïdentifiseer is, kan kan gebruik word vir keurings- en opleidingsdoeleindes in oproepsentra.