Browsing by Author "Du Preez, Tilani"

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    Determinants of work-life conflict and its role in burnout among nursing staff
    (Stellenbosch : Stellenbosch University, 2017-03) Du Preez, Tilani; Malan, Johan; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.
    ENGLISH SUMMARY : The occupation of nursing is a high risk, high pressure, and labour-intensive profession in the Health Care system. The Health Care system is important for the well-being of the society, therefore it is vital for nursing practitioners to provide quality care to the society. The nursing shortage in South Africa is a problem, in both the private and public health sectors. Some of the challenges that nurses may experience daily is a shortage of resources and staff, illegitimate tasks, emotional distress, poor co-worker performance and poor management. All these demanding factors may be linked to the burnout syndrome, which is especially evident in occupations that support people, like nursing. Nurses are consequently leaving SA to work overseas for better working conditions and pay. The Job Demands-Resources model was used as a model to identify the variables that contribute to work-life interference and burnout. This study considered certain job demands (role overload and emotional labour) and job resources (organisational support and work-life culture), as well as family demands (care-giving responsibilities) and a family resources (marital satisfaction), that may have an effect on the level of work-life interference and burnout among nurses. Psychological Capital was also considered as a personal resource that may have an effect on the levels of work-life interference and burnout experienced. All these variables were identified as possible factors that may explain why variance in work-life conflict exists and the impact it has on the levels of burnout among nurses. The ex post facto survey study took place in one of the largest private hospitals in South Africa, situated in Bloemfontein. Quantitative data was collected with a self-compiled and self-administrated questionnaire on all the variables that were hypothesised to have an effect on the variance in work-life conflict under the nurses. A non-probability sample of 106 nursing staff members, who were in a long-term relationship and/or married, participated in the study. The self-compiled questionnaire consisted of psychometric instruments that were selected for inclusion based on their psychometric properties. The following measurements were included: Survey Work-Home Interaction Nijmegen instrument; Job Demands-Resource Scale; Copenhagen Burnout Inventory; Psychological Capital Questionnaire; Emotional Labour Scale; ENRICH (Enriching and Nurturing Relationship Issues, Communication and Happiness) Marital Satisfaction Scale (EMS) and a work-life culture scale. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Of the eight main effect hypotheses, only four hypotheses were supported, namely hypotheses 1, 2, 3 and 12, whereas hypotheses 4, 5, 9 and 10 were not supported. In the case of the moderating effects only one hypothesis was supported, namely hypothesis 13, which dealt with PsyCap as a moderator of the relationship between role overload and work-life conflict. Hypotheses 15, 16 and 17 tested the mediating effects in this study, and only two of the three mediating paths were found to be significant. Work-life conflict mediated the relationship between role overload and burnout, and also between emotional labour and burnout. The findings of this study contribute to the body of knowledge regarding the antecedents of work-life interference and how it is related to burnout among nurses, as well as to the body of knowledge regarding the healthcare system. The results indicate that nurses do experience work-life conflict and burnout, and also elucidated the fact that their job resources, job demands, and personal resources should be regarded as malleable and appropriate targets of managerial interventions.