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dc.contributor.advisorDu Plooy, J.
dc.contributor.authorVan Heerden, Willem Frederick
dc.date.accessioned2017-03-24T05:58:13Z
dc.date.available2017-03-24T05:58:13Z
dc.date.issued2003-11
dc.identifier.urihttp://hdl.handle.net/11660/5985
dc.description.abstractEnglish: Since 1994 many changes occurred in South Africa and especially in the educational system. A great number of teachers left the profession and fewer graduates made an entrance into the teaching profession. A possible cause lies in the absence of job satisfaction and stress in teaching. Many factors which play a role in job stress and job satisfaction in general were identified in the literature study. Article 1 is a literature study on stress in general and article 2 an empirical study about the relation between the experience of work and life circumstances and stress of secondary educators in the Cradock district. To determine the levels of jobstress and jobsatisfaction of educators in the Cradock district, the questionnaire (WLQ) for the experience of work and life circumstances was used. It was developed to determine the level and causes of stress in respect of an employee. Information about a person's level and causes of stress can be applied for diagnostic purposes; firstly to determine whether the respondent experiences normal, high or very high levels of stress, and secondly to establish the factors that cause the level of stress that are experienced (i.e. to identify problem areas). From the empirical data, it became evident that certain factors like physical working conditions and job equipment, career opportunities, remuneration, fringe benefits and personal policy tested high or very high stress levels. About 33% of all respondents tested with very high stress levels. The Department of Education can make a remarkable difference if they fill all existing vacant posts, provide and develop developmental skills like computer and computer literacy courses. Proposed staff developmental courses will result in a better equipped educator in class with better performance and learner results. Performance based remuneration will furthermore motivate educators and also better results which will secure job satisfaction.en_ZA
dc.description.abstractAfrikaans: Baie veranderinge het sedert 1994 in Suid-Afrika plaasgevind en veral in die onderwys. Baie leerkragte het die professie verlaat en minder gegradueerdes wend hulle tans tot die professie. Stres en 'n moontlike gebrek aan werksbevrediging kan as moontlike oorsaak dien. Verskeie faktore wat 'n rol speel by werkstres en werksbevrediging in die algemeen het vanuit die literatuurstudie na vore gekom. Art ikeI I is 'n literatuurstudie oor stres in die algemeen en artikel 2 'n empiriese studie oor die verband tussen die ervaring van werk, lewensomstandighede en stresbelewing van sekondêre onderwysers in die Cradock distrik. Ten einde vas te stel wat die vlak van werkstres van opvoeders in sekondêre skole van die Cradock distrik is, is gebruik gemaak van die ervaring van werk- en lewensomstandighede vraelys (WVL). Die vraelys is opgestel om die vlak en oorsake van stres te bepaal ten opsigte van die werknemer (in hierdie geval die opvoeder). Hierdie inligting kan vir diagnostiese doeleindes aangewend word deur eerstens te bepaal of die persoon( e) normale, hoë of baie hoë stres ervaar en tweedens om vas te stel wat tot die vlak van stres wat die persoon ervaar, aanleiding gee (met ander woorde om probleemareas te identifiseer). Vanuit die empiriese gegewens het dit geblyk dat sekere faktore soos fisiese werksomstandighede en werkstoerusting, loopbaangeleenthede, vergoeding, byvoordele en personeelbeleid hoë of uitermate hoë stresvlakke tot gevolg het. Ongeveer 330/0 van alle respondente het hoë of uitermate hoë stresvlakke getoets. Die Departement van Onderwys kan 'n verskil maak as aandag gegee sal word aan die vul van vakante poste en die ontwikkeling van vaardigheidstegnieke soos rekenaar en rekenaargeletterdheid. Voorgestelde personeelontwikkelingskursusse sal beter toegeruste opvoeders in klasse plaas met gevolglike beter resultate, terwyl prestasiegeoriënteerde vergoeding as motivering sal dien om resultate verder te verbeter en noodwendig werksbevrediging tot gevolg sal hê.af
dc.language.isoafaf
dc.publisherUniversity of the Free Stateen_ZA
dc.subjectEducation -- South Africa -- Cradocken_ZA
dc.subjectTeachers -- Job stressen_ZA
dc.subjectTeachers -- Job satisfactionen_ZA
dc.subjectDissertation (M.Ed. (Psychology of Education))--University of the Free State, 2003en_ZA
dc.title'n Psigo-opvoedkundige ondersoek na die stresbelewing van onderwysers in die Cradock-Distrikaf
dc.typeDissertationen_ZA
dc.rights.holderUniversity of the Free Stateen_ZA


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