Development and empirical testing of a structural model of presenteeism with job insecurity as a focal variable

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dc.contributor.advisorGorgens, Ginaen_ZA
dc.contributor.authorRose, Courtneyen_ZA
dc.contributor.otherStellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.en_ZA
dc.date.accessioned2024-02-29T12:14:56Z
dc.date.accessioned2024-04-26T13:51:57Z
dc.date.available2024-02-29T12:14:56Z
dc.date.available2024-04-26T13:51:57Z
dc.date.issued2024-03
dc.descriptionThesis (MCom)--Stellenbosch University, 2024.en_ZA
dc.description.abstractENGLISH SUMMARY: The labour market in South Africa has been subjected to numerous changes over the past few decades (Dachapalli & Parumasur, 2012). These changes included globalisation, technological developments and changes in the economic sector (Dachapalli & Parumasur, 2012). Although these changes rendered several advantages, they too presented numerous challenges to South African industries. The already fragile economic state was further exacerbated by the COVID-19 pandemic. According to the World Bank (2023), South Africa’s unemployment rate remains high post the pandemic. The official unemployment rate in South Africa in quarter two of 2023 was 32.9% (Statistics South Africa, 2023). This is significantly higher than the global average unemployment rate of 5.1.% (International Labour Organisation, 2023), making it increasingly difficult to find secure employment. These factors may greatly impact employees’ job insecurity. This research argued that the effect of job insecurity on presenteeism (defined as attending work while ill and the effect of health problems on individual performance), should best be unpacked by focusing on a nomological net of variables (i.e. cognitive and affective job insecurity, occupational coping self-efficacy, negative affect, and perceived organisational support) resembling the complexity of the relationship between these variables. Therefore, the main aim of this study was to develop a structural model that explicates how job insecurity influenced the presenteeism of employees when accounting for certain moderating and mediating variables in this psychological process. The study followed a non-experimental research design and the sample (n = 234) contained employees from a higher education institution in the Western Cape, as well as employees employed in other formal sectors in South Africa. The constructs included in the research were measured using the Survey of Perceived Organisational Support (SPOS) (Eisenberg et al.,1986), the Stanford Presenteeism Scale (SPS) (Koopman et al., 2002), the COPE Inventory (Carver & Scheier, 1989), the International Positive and Negative Affect Schedule Form (I- PANAS-SF) (Thompson, 2007) and the Job Security Index (JIS) and Job Satisfaction Scale (JSS) (Probst, 2003). The results of the PLS analyses revealed a positive relationship between cognitive job insecurity and affective job insecurity. The study further revealed statistical support for the mediating effect of affective job insecurity in the cognitive job insecurity and presenteeism relationship, whilst the results also showed that affective job insecurity is negatively related to presenteeism. Furthermore, it was revealed that perceived organisational support is negatively related to cognitive job insecurity. Moreover, the results revealed statistical support for the notion that both cognitive job insecurity and affective job insecurity mediated the effect of perceived organizational support on presenteeism.en_ZA
dc.description.abstractAFRIKAANSE OPSOMMING: Die arbeidsmark in Suid-Afrika is oor die afgelope paar dekades aan talle veranderinge onderwerp (Dachapalli & Parumasur, 2012). Hierdie veranderinge het globalisering, tegnologiese ontwikkelings, en veranderinge in die ekonomiese sektor ingesluit (Dachapalli & Parumasur, 2012). Alhoewel hierdie veranderinge verskeie voordele meegebring het, het hulle ook talle uitdagings aan Suid-Afrikaanse nywerhede gestel. Die reeds brose ekonomiese toestand is verder vererger deur die COVID-19 pandemie. Volgens die Wereldbank (2023) bly Suid-Afrika se werkloosheidskoers hoog na die pandemie. Die amptelike werkloosheidskoers in Suid-Afrika in kwartaal twee van 2023 was 32.9% (Statistieke Suid-Afrika, 2023). Dit is aansienlik hoer as die globale gemiddelde werkloosheidskoers van 5.1.% (Internasionale Arbeidsorganisasie, 2023), wat dit toenemend moeilik maak om sekere werksgeleenthede te vind. Hierdie faktore mag werknemers se werksonsekerheid sterk beinvloed. Hierdie navorsing het geargumenteer dat die effek van werksonsekerheid op werkbetrokkenheid (gedefinieer as werksbywoning terwyl siek, sowel as die effek van gesondheidsprobleme op individuele prestasie) die beste ontleed kan word deur te fokus op 'n nomologiese netwerk van veranderlikes (dit wil se kognitiewe en affektiewe werksonsekerheid, beroepsmatige hanterings-selfdoeltreffendheid, negatiewe affektiwiteit, en waargenome organisatoriese ondersteuning) wat die kompleksiteit van die verhouding tussen hierdie veranderlikes naboots. Gevolglik was die hoofdoel van hierdie studie om 'n strukturele model te ontwikkel wat verduidelik hoe werksonsekerheid die werkbetrokkenheid van werknemers beinvloed, met inagneming van sekere modererende en medierende veranderlikes in hierdie sielkundige proses. Die studie het 'n nie-eksperimentele navorsingsontwerp gevolg, en die steekproef (n = 234) het werknemers van 'n instelling vir hoer onderwys in die Wes-Kaap ingesluit, sowel as werknemers wat in ander formele sektore in Suid-Afrika werk. Die konstrukte wat in die navorsing ingesluit is, is gemeet met behulp van die Opname van Waargenome Organisatoriese Ondersteuning (SPOS) (Eisenberg et al.,1986), die Stanford Teenwoordigheidsskaal (STS) (Koopman et al., 2002), die COPE-inventaris (Carver & Scheier, 1989), die Internasionale Positiewe en Negatiewe Affektiewe Skedule Vorm (I-PANAS-SF) (Thompson, 2007) en die Werksekerheidsindeks (WSI) en Werkstevredenheidsskaal (WSS) (Probst, 2003). Die resultate van die PLS-analises het 'n positiewe verhouding tussen kognitiewe werksonsekerheid en affektiewe werksonsekerheid getoon. Die studie het verder statistiese ondersteuning gevind vir die medierende effek van affektiewe werksonsekerheid in die verhouding tussen kognitiewe werksonsekerheid en werkbetrokkenheid, terwyl die resultate ook getoon het dat affektiewe werksonsekerheid inderdaad negatief verband hou met werkbetrokkenheid. Verder is dit onthul dat waargenome organisatoriese ondersteuning negatief verband hou met kognitiewe werksonsekerheid. Bovendien het die resultate statistiese ondersteuning getoon vir die idee dat beide kognitiewe werksonsekerheid en affektiewe werksonsekerheid die effek van waargenome organisatoriese ondersteuning op werkbetrokkenheid medieer.af_ZA
dc.description.versionMasters
dc.format.extentvii, 92 pages : illustrations, includes annexures
dc.identifier.urihttps://scholar.sun.ac.za/handle/10019.1/130335
dc.language.isoen_ZAen_ZA
dc.publisherStellenbosch : Stellenbosch University
dc.rights.holderStellenbosch University
dc.subject.lcshEmployee health promotion -- South Africaen_ZA
dc.subject.lcshAbsenteeism (Labor) -- South Africaen_ZA
dc.subject.lcshOrganizational behavior -- Employees -- Performance -- South Africaen_ZA
dc.subject.lcshWork-life balance -- Employees -- South Africaen_ZA
dc.subject.lcshSick leave -- Employees -- South Africaen_ZA
dc.subject.lcshPersonnel management -- South Africaen_ZA
dc.subject.nameUCTD
dc.titleDevelopment and empirical testing of a structural model of presenteeism with job insecurity as a focal variableen_ZA
dc.typeThesisen_ZA
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