Browsing by Author "Nell, Elzette"
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- ItemThe changing landscape in religious leadership : reflections from rural African faith communities(2014-05) Nell, Ian; Nell, Elzette"Religious leadership is a contested field of study in the process of finding a footing in the academic world. In Africa, a long history of hierarchical leadership is experienced - not only in the spheres of politics, economics and culture but also in the sphere of religion. Many factors influence the changing landscape in religious leadership. The purpose of this article is to present a descriptive-empirical investigation into some of the processes of leadership transformation by listening, amongst others, to the voices of rural African postgraduate students studying theology at the Faculty of Theology, Stellenbosch University, South Africa. The empirical results are read through the lenses of Social Identity Theory (SIT). As part of the interpretation of the data, four clusters of theories are used as heuristic tools, while different perspectives on leadership in Africa inform the discussion. Codes are used to analyse the data. The codes mould into themes. The themes that emerge are: 1. Uniqueness of faith communities. 2. Tensions between leadership images that exist. 3. New leadership identities are forming; they are … leadership is chosen, relational, in service of the community, and pedagogical. This is also done with a keen interest to see whether the concepts of leadership that are in use are still adequate, and to search for new understandings of religious leadership identities that might emerge."
- ItemTesting the Job Demands-Resources Model on nurses(Stellenbosch : Stellenbosch University, 2015-04) Nell, Elzette; Boonzaier, Billy; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions.