The relationship between employee wellness and gratitude
- Authors: Jordaan, Chrizelle
- Date: 2019
- Subjects: Employee health promotion -- South Africa , Work environment -- Psychological aspects Gratitude Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39984 , vital:35636
- Description: A lack of research studies and available literature on the relationship between employee wellness and gratitude revealed enormous potential for further exploration and investigation, especially within a South African context. This is a relatively new field with limited literature and research evidence available. From the commencement of the research it was evident that there is possibility to successfully research if a relationship between employee wellness and gratitude exists, which formed the primary objective of the current study. The current study therefore aims to contribute to the existing body of knowledge regarding the possible relationship that exists between employee wellness and gratitude within South African organisations. The researcher utilised a quantitative research technique by making use of a composite questionnaire measuring employee wellness and gratitude respectively. The results were then analysed in an attempt to establish if a relationship exists between employee wellness and gratitude, based on the responses gathered from the research population. The research sample consisted of 121 employees working in the waste collection industry. A combination of the Mental Health Continuum – Short Form, Gratitude Questionnaire (6-item form) as well as a demographic variable information page was utilised to gather data for the current study. The results indicated that significant findings between the demographic variables and the individual constructs respectively, however, the relationship between the dimensions of employee wellness and gratitude was lower than expected. Based on the results obtained within this study, it was concluded that a small relationship exists between employee wellness and gratitude. Chapter 5 includes a discussion on the recommendations for both the organisation as well as future researchers.
- Full Text:
- Date Issued: 2019
- Authors: Jordaan, Chrizelle
- Date: 2019
- Subjects: Employee health promotion -- South Africa , Work environment -- Psychological aspects Gratitude Psychology, Industrial
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: http://hdl.handle.net/10948/39984 , vital:35636
- Description: A lack of research studies and available literature on the relationship between employee wellness and gratitude revealed enormous potential for further exploration and investigation, especially within a South African context. This is a relatively new field with limited literature and research evidence available. From the commencement of the research it was evident that there is possibility to successfully research if a relationship between employee wellness and gratitude exists, which formed the primary objective of the current study. The current study therefore aims to contribute to the existing body of knowledge regarding the possible relationship that exists between employee wellness and gratitude within South African organisations. The researcher utilised a quantitative research technique by making use of a composite questionnaire measuring employee wellness and gratitude respectively. The results were then analysed in an attempt to establish if a relationship exists between employee wellness and gratitude, based on the responses gathered from the research population. The research sample consisted of 121 employees working in the waste collection industry. A combination of the Mental Health Continuum – Short Form, Gratitude Questionnaire (6-item form) as well as a demographic variable information page was utilised to gather data for the current study. The results indicated that significant findings between the demographic variables and the individual constructs respectively, however, the relationship between the dimensions of employee wellness and gratitude was lower than expected. Based on the results obtained within this study, it was concluded that a small relationship exists between employee wellness and gratitude. Chapter 5 includes a discussion on the recommendations for both the organisation as well as future researchers.
- Full Text:
- Date Issued: 2019
Workplace health promotion at Rhodes University: harmful use of alcohol
- Authors: Marara, Praise
- Date: 2019
- Subjects: Chronic diseases -- South Africa , Health education -- South Africa , Drinking of alcoholic beverages -- Health aspects -- South Africa , Employees -- Alcohol use -- South Africa , Employee health promotion -- South Africa , Rhodes University -- Employees -- Health and hygiene
- Language: English
- Type: text , Thesis , Masters , MPharm
- Identifier: http://hdl.handle.net/10962/67444 , vital:29088
- Description: Background: Non-communicable diseases (NCDs) are responsible for 38 million deaths annually, which translates to 68% of global deaths every year. Incidence and prevalence of NCDs are increasing rapidly and the poor bear a disproportionate burden. The increase in NCDs has been primarily due to a proliferation of modifiable risk factors, such as unhealthy diet, physical inactivity, tobacco use, and excessive alcohol consumption. Substance abuse, mainly of alcohol, is a common cause of health problems in almost all countries across the globe. Alcohol abuse is a major contributor to the global burden of diseases and accounts for 3.3 million deaths, approximately 5.9% of all global deaths, annually. Alcohol misuse is the fifth leading risk factor for premature death and disability and is the top risk factor among people between 15 and 49 years of age. The rise of harmful use of alcohol in South Africa contributes to the disease burden faced by the country, with alcohol-related disorders making up 44.6% of all alcohol-attributable disabilities. Strategies to reduce harmful use of alcohol include national policies and educational interventions including health promotion. Health promotion is a common practice in the prevention of NCDs, but workplace health promotion has not yet been well established in many workplaces. Identification of past workplace initiatives and exploring their facilitating and limiting factors is thus important to consider when planning future initiatives. Raising awareness on harmful use of alcohol through workplace health promotion projects can help to prevent and reduce alcohol-related problems. For these health promotion activities to succeed, they need to be developed with consideration of factors such as the environment, culture, and socio-economic standing of the intended target population. Method: This study, conducted at Rhodes University, followed a mixed methods research approach and consisted of two phases. The first phase of the current study was a needs assessment and involved working with the key stakeholders. Using the Community Based Participatory Research approach and the Centres for Disease Control and prevention workplace health model to guide the research, five semi-structured interviews were conducted with key stakeholders to identify factors affecting workplace health promotion, and their opinions on how to improve these initiatives were sought. The participants were asked to identify areas on which the intended intervention should focus, as well as to identify their preferred means of communicating health messages. During this phase, a group of peer educators who volunteered their involvement in the health promotion project focusing on harmful use of alcohol was also identified. The second phase of this project aimed to address concerns raised in the first phase through a health promotion initiative for support staff that focuses on the prevention of NCDs diseases through reducing alcohol related harm. During the educational health promotion phase of the study, three health information leaflets based on harmful use of alcohol were designed. These leaflets went through a series of evaluations by the researchers’ peers, support staff during a pilot study, peer educators and other health professionals to assess content validity, context specificity, and cultural appropriateness for the target group. The health information leaflets were then used as written materials in the educational intervention of the project and were also used to design a poster. Through participatory involvement, a facilitator’s manual on harmful use of alcohol was developed, which was used during the workshops in the implementation phase of the research. The facilitator’s manual was modified based on provided feedback on improving the content of the facilitator’s manual. The readability of the manual was also performed to make it suitable for the end users. The peer educators were also trained through workshops to enable them to promote and raise awareness on harmful use of alcohol to others in the workplace. Workshops were participatory in nature and were also equipped with the completed health information leaflets to distribute to their peers and to use as reference sources of information when needed. Results: Participants in the semi-structured interviews reported that some health promotion initiatives have previously been attempted and advertised to support staff, but there was poor participant participation. Peer educators reported that these initiatives were not communicated to them and venues and work commitments sometimes were barriers to participation in these projects. The peer educators suggested incentivising initiatives for better participation. Another key suggestion was to inform and to include their managers and supervisors in these initiatives so they are permitted to take time off work. Health education material like posters or leaflets were also proposed as modes of delivering health information. During the design of the material to be used for this project’s intended intervention, the health information leaflets were deemed readable, suitable, actionable, context-specific, and culturally appropriate. Workshops conducted during Phase 2 of the study proved to be valuable in training peer educators. Peer educators also deemed the workshops useful, and reported their readiness to be agents of change in the workplace. Conclusions: Based on the input of key stakeholders and peer educators, there is currently no health promotion policy at Rhodes University, especially with respect to NCDs health promotion policies and protocols for NCDs. Health promotion initiatives, especially for support staff, that address NCDs have previously been attempted at the university but were not successful. Factors affecting workplace health promotion were identified. Knowledge of these factors was useful when implementing the health promotion project on harmful use of alcohol. The health leaflets were deemed suitable for use by the target population. Peer educators who went through the workshops and were provided with the facilitators’ manuals concluded that the sessions were useful in their continued participation in the health promotion project. Continued involvement of the Wellness Office and peer educators can assist in ensuring the sustainability of this workplace health initiative.
- Full Text:
- Date Issued: 2019
- Authors: Marara, Praise
- Date: 2019
- Subjects: Chronic diseases -- South Africa , Health education -- South Africa , Drinking of alcoholic beverages -- Health aspects -- South Africa , Employees -- Alcohol use -- South Africa , Employee health promotion -- South Africa , Rhodes University -- Employees -- Health and hygiene
- Language: English
- Type: text , Thesis , Masters , MPharm
- Identifier: http://hdl.handle.net/10962/67444 , vital:29088
- Description: Background: Non-communicable diseases (NCDs) are responsible for 38 million deaths annually, which translates to 68% of global deaths every year. Incidence and prevalence of NCDs are increasing rapidly and the poor bear a disproportionate burden. The increase in NCDs has been primarily due to a proliferation of modifiable risk factors, such as unhealthy diet, physical inactivity, tobacco use, and excessive alcohol consumption. Substance abuse, mainly of alcohol, is a common cause of health problems in almost all countries across the globe. Alcohol abuse is a major contributor to the global burden of diseases and accounts for 3.3 million deaths, approximately 5.9% of all global deaths, annually. Alcohol misuse is the fifth leading risk factor for premature death and disability and is the top risk factor among people between 15 and 49 years of age. The rise of harmful use of alcohol in South Africa contributes to the disease burden faced by the country, with alcohol-related disorders making up 44.6% of all alcohol-attributable disabilities. Strategies to reduce harmful use of alcohol include national policies and educational interventions including health promotion. Health promotion is a common practice in the prevention of NCDs, but workplace health promotion has not yet been well established in many workplaces. Identification of past workplace initiatives and exploring their facilitating and limiting factors is thus important to consider when planning future initiatives. Raising awareness on harmful use of alcohol through workplace health promotion projects can help to prevent and reduce alcohol-related problems. For these health promotion activities to succeed, they need to be developed with consideration of factors such as the environment, culture, and socio-economic standing of the intended target population. Method: This study, conducted at Rhodes University, followed a mixed methods research approach and consisted of two phases. The first phase of the current study was a needs assessment and involved working with the key stakeholders. Using the Community Based Participatory Research approach and the Centres for Disease Control and prevention workplace health model to guide the research, five semi-structured interviews were conducted with key stakeholders to identify factors affecting workplace health promotion, and their opinions on how to improve these initiatives were sought. The participants were asked to identify areas on which the intended intervention should focus, as well as to identify their preferred means of communicating health messages. During this phase, a group of peer educators who volunteered their involvement in the health promotion project focusing on harmful use of alcohol was also identified. The second phase of this project aimed to address concerns raised in the first phase through a health promotion initiative for support staff that focuses on the prevention of NCDs diseases through reducing alcohol related harm. During the educational health promotion phase of the study, three health information leaflets based on harmful use of alcohol were designed. These leaflets went through a series of evaluations by the researchers’ peers, support staff during a pilot study, peer educators and other health professionals to assess content validity, context specificity, and cultural appropriateness for the target group. The health information leaflets were then used as written materials in the educational intervention of the project and were also used to design a poster. Through participatory involvement, a facilitator’s manual on harmful use of alcohol was developed, which was used during the workshops in the implementation phase of the research. The facilitator’s manual was modified based on provided feedback on improving the content of the facilitator’s manual. The readability of the manual was also performed to make it suitable for the end users. The peer educators were also trained through workshops to enable them to promote and raise awareness on harmful use of alcohol to others in the workplace. Workshops were participatory in nature and were also equipped with the completed health information leaflets to distribute to their peers and to use as reference sources of information when needed. Results: Participants in the semi-structured interviews reported that some health promotion initiatives have previously been attempted and advertised to support staff, but there was poor participant participation. Peer educators reported that these initiatives were not communicated to them and venues and work commitments sometimes were barriers to participation in these projects. The peer educators suggested incentivising initiatives for better participation. Another key suggestion was to inform and to include their managers and supervisors in these initiatives so they are permitted to take time off work. Health education material like posters or leaflets were also proposed as modes of delivering health information. During the design of the material to be used for this project’s intended intervention, the health information leaflets were deemed readable, suitable, actionable, context-specific, and culturally appropriate. Workshops conducted during Phase 2 of the study proved to be valuable in training peer educators. Peer educators also deemed the workshops useful, and reported their readiness to be agents of change in the workplace. Conclusions: Based on the input of key stakeholders and peer educators, there is currently no health promotion policy at Rhodes University, especially with respect to NCDs health promotion policies and protocols for NCDs. Health promotion initiatives, especially for support staff, that address NCDs have previously been attempted at the university but were not successful. Factors affecting workplace health promotion were identified. Knowledge of these factors was useful when implementing the health promotion project on harmful use of alcohol. The health leaflets were deemed suitable for use by the target population. Peer educators who went through the workshops and were provided with the facilitators’ manuals concluded that the sessions were useful in their continued participation in the health promotion project. Continued involvement of the Wellness Office and peer educators can assist in ensuring the sustainability of this workplace health initiative.
- Full Text:
- Date Issued: 2019
Evaluating the safety climate effects on employee safety behaviour in ESKOM distribution Eastern Cape operating unit
- Authors: Rondganger, Aron Dominique
- Date: 2017
- Subjects: Eskom (Firm) Industrial safety -- South Africa , Employee health promotion -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47755 , vital:40368
- Description: Work-related injuries have a significant social and economic impact on organisations and countries. Safety climate has been found to be the leading indicator to predict employee safety behaviour in an effort to reduce incidents and injuries. The organisation selected has implemented a health and safety strategy that includes a safety management system that defines safety practices. There has been an improvement seen at an organisation level, however this improvement is not wide spread. The aim of this study is to understand the role of safety climate and its effect on safety behaviour within the Eastern Cape Operating Unit. The sample only consisted of employees from the organisation selected for this study. A stratified sampling method was chosen and three hundred (300) questionnaires were distributed to managers (10), supervisors (20) and field workers (270). A total of two hundred and seventy eight employees (92.7% response rate) participated in the study consisting of nine managers (90% response rate), seventeen supervisors (85% response rate) and two hundred and forty-nine field workers (92.2% response rate). The empirical results show that organisational-level safety climate has a significant influence on team-level safety climate. The overall safety climate within the organisation was not high and the safety climate perceptions of managers, supervisors and field workers were not related. Organisation-level and team-level safety climate was found to influence safety behaviour. The results also revealed that the compliance and participation safety behaviours reported by managers, supervisors and field workers are high. It was further discovered that the safety behaviours of these three groups are related. The implementation of the recommendations that were highlighted from these results would have a significant improvement in the organisation’s safety climate and this would lead to reduced unsafe acts and safety related incidents in the workplace.
- Full Text:
- Date Issued: 2017
- Authors: Rondganger, Aron Dominique
- Date: 2017
- Subjects: Eskom (Firm) Industrial safety -- South Africa , Employee health promotion -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/47755 , vital:40368
- Description: Work-related injuries have a significant social and economic impact on organisations and countries. Safety climate has been found to be the leading indicator to predict employee safety behaviour in an effort to reduce incidents and injuries. The organisation selected has implemented a health and safety strategy that includes a safety management system that defines safety practices. There has been an improvement seen at an organisation level, however this improvement is not wide spread. The aim of this study is to understand the role of safety climate and its effect on safety behaviour within the Eastern Cape Operating Unit. The sample only consisted of employees from the organisation selected for this study. A stratified sampling method was chosen and three hundred (300) questionnaires were distributed to managers (10), supervisors (20) and field workers (270). A total of two hundred and seventy eight employees (92.7% response rate) participated in the study consisting of nine managers (90% response rate), seventeen supervisors (85% response rate) and two hundred and forty-nine field workers (92.2% response rate). The empirical results show that organisational-level safety climate has a significant influence on team-level safety climate. The overall safety climate within the organisation was not high and the safety climate perceptions of managers, supervisors and field workers were not related. Organisation-level and team-level safety climate was found to influence safety behaviour. The results also revealed that the compliance and participation safety behaviours reported by managers, supervisors and field workers are high. It was further discovered that the safety behaviours of these three groups are related. The implementation of the recommendations that were highlighted from these results would have a significant improvement in the organisation’s safety climate and this would lead to reduced unsafe acts and safety related incidents in the workplace.
- Full Text:
- Date Issued: 2017
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