Household food insecurity and its association with psychological well-being of pregnant women in Ghana: the role of selected psychosocial factors
- Authors: Addai, Prince
- Date: 2020
- Subjects: Food security -- Ghana Households -- Ghana Self-reliance
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12547 , vital:39286
- Description: The inability to get enough food has contributed immensely to dangers confronting pregnant women, especially in the developing countries. Food insecurity has been associated with a variety of negative consequences such as poor health and wellbeing. However, the impact of food insecurity on well-being has not received the needed attention by researchers in Sub-Saharan Africa where the state of food insecurity and its consequence is very pandemic. The objective of this study was to assess the impact of food insecurity on psychological well-being and its components among pregnant women in Northern Ghana and to assess the roles of self-esteem, locus of control, proactivity, and social support on the underlying relationship. The cross-sectional survey was adopted where 386 pregnant women were recruited to complete questionnaires on demographic, some psychological factors, psychological well-being and food insecurity. Dimensionality and Item analyses were conducted to detect complex and poor items and also to ensure unidimensionality. Regression analysis, MANOVA, Baron and Kenney Model of moderation and mediation, the multivariate ANOVA and the Two-way ANOVA were used to test the hypotheses. Results indicated that the measurement and the structural models showed a good fit with the observed data. Results showed that about 37.5% (n=144) out of the 384 pregnant women experienced severe food insecurity. Food insecurity was negatively significantly related with psychological well-being and all its components among pregnant women. Food insecurity elucidated 48.5% of the observed variance of food insecurity. Food insecurity correlated highly to personal growth (β = -.327) element of psychological well-being compared to autonomy (β = -.227), interpersonal relationship (β = -.207), environmental mastery (β = -.168), self-acceptance (β = -.117), and of purpose in life (β = -.107). Self-esteem and locus of control mediated the relationship between food insecurity and psychological well-being. Proactivity and social support also moderated the nexus between food insecurity and psychological well-being. 4 Final Submission of Thesis, Dissertation or Research Report/Project, Conference or Exam Paper Having higher income status and being employed were associated positively with higher psychological well-being. Support was not found for the nexus between marital status and age with psychological well-being. Recommendations are made for pregnant mothers to be supported and empowered to boost their self-esteem and make them proactive.
- Full Text:
- Date Issued: 2020
- Authors: Addai, Prince
- Date: 2020
- Subjects: Food security -- Ghana Households -- Ghana Self-reliance
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/12547 , vital:39286
- Description: The inability to get enough food has contributed immensely to dangers confronting pregnant women, especially in the developing countries. Food insecurity has been associated with a variety of negative consequences such as poor health and wellbeing. However, the impact of food insecurity on well-being has not received the needed attention by researchers in Sub-Saharan Africa where the state of food insecurity and its consequence is very pandemic. The objective of this study was to assess the impact of food insecurity on psychological well-being and its components among pregnant women in Northern Ghana and to assess the roles of self-esteem, locus of control, proactivity, and social support on the underlying relationship. The cross-sectional survey was adopted where 386 pregnant women were recruited to complete questionnaires on demographic, some psychological factors, psychological well-being and food insecurity. Dimensionality and Item analyses were conducted to detect complex and poor items and also to ensure unidimensionality. Regression analysis, MANOVA, Baron and Kenney Model of moderation and mediation, the multivariate ANOVA and the Two-way ANOVA were used to test the hypotheses. Results indicated that the measurement and the structural models showed a good fit with the observed data. Results showed that about 37.5% (n=144) out of the 384 pregnant women experienced severe food insecurity. Food insecurity was negatively significantly related with psychological well-being and all its components among pregnant women. Food insecurity elucidated 48.5% of the observed variance of food insecurity. Food insecurity correlated highly to personal growth (β = -.327) element of psychological well-being compared to autonomy (β = -.227), interpersonal relationship (β = -.207), environmental mastery (β = -.168), self-acceptance (β = -.117), and of purpose in life (β = -.107). Self-esteem and locus of control mediated the relationship between food insecurity and psychological well-being. Proactivity and social support also moderated the nexus between food insecurity and psychological well-being. 4 Final Submission of Thesis, Dissertation or Research Report/Project, Conference or Exam Paper Having higher income status and being employed were associated positively with higher psychological well-being. Support was not found for the nexus between marital status and age with psychological well-being. Recommendations are made for pregnant mothers to be supported and empowered to boost their self-esteem and make them proactive.
- Full Text:
- Date Issued: 2020
Human resources competencies, employability and career success in South Africa: reflections of a sample of senior human resource practitioners
- Hlatywayo, Clifford Kendrick
- Authors: Hlatywayo, Clifford Kendrick
- Date: 2019
- Subjects: Personnel management Career development
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13474 , vital:39671
- Description: Orientation: The research was a reflection on the careers of senior human resources (HR) personnel registered with the SABPP as master or chartered human resources practitioners. The study identified the human resources competencies in South Africa which are attributed to employability and subsequently career success; the study also tested the applicability of the competency model proposed by the SABPP. Purpose: The study explored human resource competencies, employability and career success in South Africa. It targeted participants registered as master or chartered practitioners with the SABPP. As human resource management is professionalising, there is a need to align the requirements of the profession to what the stakeholders (employers, universities, graduates and professional bodies) require. Without a set baseline for competencies which are instrumental to human resource employability and career success, it becomes challenging to identify human resource shortcomings in the workplace. Method: The study made use of an interpretive orientation. This interpretivist approach was adopted for two reasons – it could provide useful insight to human resource employability and secondly, to gain insight into the experiences of participants. Purposive sampling was used to solicit participants as the researcher decided to select practitioners registered as master or chartered HR professionals with the SABPP. In the study, 35 practitioner interviews were conducted. Thematic analysis was used to analyse data and themes were derived from this. Main findings: The study identified: Volunteering; Work experience; Internships; Networking; Recommendations; Easy access to job market; Extracurricular activities; Resilience; Research; Having the right qualification; Recruitment agencies; Creativity; Further education; Willingness to learn; Attitude; Work ethic; Equity legislation; Work readiness; Passion for the job; Emotional intelligence; Personality; Positive psychology; Critical thinking; Emotional maturity; Behavioural competencies; Emotional intelligence; Technology; Entrepreneurial orientation; Technology and Entrepreneurial orientation as the factors which make one employable. Lack of work experience, Lack of jobs, Expectations of the world of work, Flooded market and No right qualification for HR professionals were identified as factors which make one unemployable. The competencies which are essential for HR employability and career success were identified. The meaning of career success for human resource practitioners was identified as: contribution to strategy. Being entrepreneurial, enjoying what one does, support from organisation, mastering HR competencies, income, v career planning and career were the themes identified to infer the meaning of career success. Areas of dissatisfaction were also identified from practitioners as: being underutilised; lack of a concise career path; always greener ‘on the other side’; monetary dissatisfaction; glass ceiling; and lack of contribution to strategy. After the SABPP model had been introduced, it enhanced organisation efficiency and guidance to HR strategy. It was used by practitioners to meet organisation objectives and to set objectives for personal development; however, in some organisations, the model was yet to be implemented and the public sector was putting in place a framework to be in line with the SABPP competency model. Some had no model in place and thus there was no impact on such organisations’. With regards to the competency model, its applicability to the human resource context and its shortcomings were deliberated upon. Practitioners gave their opinions of the applicability of the SABPP competency model: Model lays a solid foundation for HR as the Model justifies HR to the boardroom; Model covers all essential HR competencies. However, the model was also criticised as it was: too academic, lacked personal characteristics; nothing new here and it is relatively unknown by other practitioners. Practitioners also identified competencies they regarded as key: these were classified as traditional, modern and behavioural. Lastly, practitioners suggested competencies they think must be added into the SABPP competency model: the human touch; work ethic; love for people, passion for the profession, personality, emotional intelligence, attitude, behavioural competencies, positive psychology and arithmetic numeracy were identified as key items to be added. Human resource practitioners were content with the state of the model; the general weakness was the omission of personal attributes which are crucial for effective performance within the HR profession. Contribution: The study is a step towards enhancing sector-specific employability. In attaining employability, the generic skills, which are crucial, have to be cemented by disciplinespecific knowledge. Attaining a mark of 65% and above is a reflection of trainability of a job seeker. The meaning of career success is derived from the areas of dissatisfaction and satisfaction of practitioners. HR practitioners value contribution to strategy and are acknowledged for what they are doing. The legal framework in South Africa hinders career progression. There are 12 traits (networking, positive psychology, interpersonal strength, human touch, work ethic, love for people, passion for the profession, personality, emotional intelligence, arithmetic competency, attitude, behavioural competencies and being vi entrepreneurial) which are essential for effective performance which must be incorporated in the SABPP competency model. From the study, HR must go back to basics, master the basics and in doing so, create a solid foundation for HR ascendancy to the boardroom Managerial implication The implications of the study are synonymous to universities and the HR curriculum, the professional body and the future HR professional. HR graduate employability links labour market requirements to higher education. Higher education offers HR degrees for candidates who are willing to work in HR. The study is a contribution to the global professionalisation of human resource management. South Africa is setting the trend as the SABPP is actively involved in the certification of human resource curricula, setting standards and providing a sound code of ethics.
- Full Text:
- Date Issued: 2019
- Authors: Hlatywayo, Clifford Kendrick
- Date: 2019
- Subjects: Personnel management Career development
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13474 , vital:39671
- Description: Orientation: The research was a reflection on the careers of senior human resources (HR) personnel registered with the SABPP as master or chartered human resources practitioners. The study identified the human resources competencies in South Africa which are attributed to employability and subsequently career success; the study also tested the applicability of the competency model proposed by the SABPP. Purpose: The study explored human resource competencies, employability and career success in South Africa. It targeted participants registered as master or chartered practitioners with the SABPP. As human resource management is professionalising, there is a need to align the requirements of the profession to what the stakeholders (employers, universities, graduates and professional bodies) require. Without a set baseline for competencies which are instrumental to human resource employability and career success, it becomes challenging to identify human resource shortcomings in the workplace. Method: The study made use of an interpretive orientation. This interpretivist approach was adopted for two reasons – it could provide useful insight to human resource employability and secondly, to gain insight into the experiences of participants. Purposive sampling was used to solicit participants as the researcher decided to select practitioners registered as master or chartered HR professionals with the SABPP. In the study, 35 practitioner interviews were conducted. Thematic analysis was used to analyse data and themes were derived from this. Main findings: The study identified: Volunteering; Work experience; Internships; Networking; Recommendations; Easy access to job market; Extracurricular activities; Resilience; Research; Having the right qualification; Recruitment agencies; Creativity; Further education; Willingness to learn; Attitude; Work ethic; Equity legislation; Work readiness; Passion for the job; Emotional intelligence; Personality; Positive psychology; Critical thinking; Emotional maturity; Behavioural competencies; Emotional intelligence; Technology; Entrepreneurial orientation; Technology and Entrepreneurial orientation as the factors which make one employable. Lack of work experience, Lack of jobs, Expectations of the world of work, Flooded market and No right qualification for HR professionals were identified as factors which make one unemployable. The competencies which are essential for HR employability and career success were identified. The meaning of career success for human resource practitioners was identified as: contribution to strategy. Being entrepreneurial, enjoying what one does, support from organisation, mastering HR competencies, income, v career planning and career were the themes identified to infer the meaning of career success. Areas of dissatisfaction were also identified from practitioners as: being underutilised; lack of a concise career path; always greener ‘on the other side’; monetary dissatisfaction; glass ceiling; and lack of contribution to strategy. After the SABPP model had been introduced, it enhanced organisation efficiency and guidance to HR strategy. It was used by practitioners to meet organisation objectives and to set objectives for personal development; however, in some organisations, the model was yet to be implemented and the public sector was putting in place a framework to be in line with the SABPP competency model. Some had no model in place and thus there was no impact on such organisations’. With regards to the competency model, its applicability to the human resource context and its shortcomings were deliberated upon. Practitioners gave their opinions of the applicability of the SABPP competency model: Model lays a solid foundation for HR as the Model justifies HR to the boardroom; Model covers all essential HR competencies. However, the model was also criticised as it was: too academic, lacked personal characteristics; nothing new here and it is relatively unknown by other practitioners. Practitioners also identified competencies they regarded as key: these were classified as traditional, modern and behavioural. Lastly, practitioners suggested competencies they think must be added into the SABPP competency model: the human touch; work ethic; love for people, passion for the profession, personality, emotional intelligence, attitude, behavioural competencies, positive psychology and arithmetic numeracy were identified as key items to be added. Human resource practitioners were content with the state of the model; the general weakness was the omission of personal attributes which are crucial for effective performance within the HR profession. Contribution: The study is a step towards enhancing sector-specific employability. In attaining employability, the generic skills, which are crucial, have to be cemented by disciplinespecific knowledge. Attaining a mark of 65% and above is a reflection of trainability of a job seeker. The meaning of career success is derived from the areas of dissatisfaction and satisfaction of practitioners. HR practitioners value contribution to strategy and are acknowledged for what they are doing. The legal framework in South Africa hinders career progression. There are 12 traits (networking, positive psychology, interpersonal strength, human touch, work ethic, love for people, passion for the profession, personality, emotional intelligence, arithmetic competency, attitude, behavioural competencies and being vi entrepreneurial) which are essential for effective performance which must be incorporated in the SABPP competency model. From the study, HR must go back to basics, master the basics and in doing so, create a solid foundation for HR ascendancy to the boardroom Managerial implication The implications of the study are synonymous to universities and the HR curriculum, the professional body and the future HR professional. HR graduate employability links labour market requirements to higher education. Higher education offers HR degrees for candidates who are willing to work in HR. The study is a contribution to the global professionalisation of human resource management. South Africa is setting the trend as the SABPP is actively involved in the certification of human resource curricula, setting standards and providing a sound code of ethics.
- Full Text:
- Date Issued: 2019
Male nurses’ occupational experiences and meaning ascribed to dirty work in a female-dominated profession: A case of a hospital in the Eastern Cape Province of South Africa
- Authors: Chikungwa-Everson , Tarisai
- Date: 2019
- Subjects: Quality of work life Occupational prestige
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13314 , vital:39633
- Description: Orientation: Work and individual pursuit for career development have become critical in modern society. Within this, new forms of work and categories of work have emerged. Given these new forms of work and categories of work, there is a need to understand individual sense-making and experiences of transition. Research Purpose: The study explores male nurses’ occupational experiences and meaning ascribed to dirty work in a female-dominated profession. Motivation of the Study: Calls exist within the extant literature to understand modern forms of work and individual transition. One such area is that of dirty work – classified as any form of work with physical, moral or emotional taint. Little research within an Industrial and Organisational Psychology context exists on dirty work. Research Approach, Design/Method: An interpretivist, qualitative research approach using the exploratory research design was utilised to explore male nurse's occupational experiences and meaning ascribed to dirty work in a female-dominated profession. Narrative analysis was used as a basis for analysis using 27 male nurses working within the Eastern Cape Province of South Africa. Main Findings: Based on the analysis of the 27 participants that took part in the study five main narratives emerged. These included: a) a career in nursing as framed as a recursive discourse; b) the experience of a nurse as oscillating as an agentic prowess and a communal assemblage of continued suspicion; c) striving more agentic domains ahead of communal domains in entering and surviving within dirty work; d) male nurses fulfilling a gendered utility role that female nurses cannot occupy and finally, e) male nurses’ ephemeral intention of being in the nursing profession influenced by the conditions of work. ii Practical/Managerial Implications: Based on the findings of the research, interventions are proposed with ramifications for the individual, organisation and career counselling. Contribution/Value-Add: Based on the findings of the research a theoretical framework of dirty work experiences and meaning of work amongst male nurses is proposed. The framework represents a departure away from traditional career theories espoused in the work of Holland and Super as it illustrates the role of intersectionality and marginality in shaping career development. Further, the proposed framework founded from the findings of the research (though supporting modern career models such as the Systems Theory Framework and the Career Construction Theory) uniquely show drivers towards dirty work, b) the processual work accompanying dirty work involvement and finally, c) the meaning ascribed to dirty work. The study becomes the first within a South African context.
- Full Text:
- Date Issued: 2019
- Authors: Chikungwa-Everson , Tarisai
- Date: 2019
- Subjects: Quality of work life Occupational prestige
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/13314 , vital:39633
- Description: Orientation: Work and individual pursuit for career development have become critical in modern society. Within this, new forms of work and categories of work have emerged. Given these new forms of work and categories of work, there is a need to understand individual sense-making and experiences of transition. Research Purpose: The study explores male nurses’ occupational experiences and meaning ascribed to dirty work in a female-dominated profession. Motivation of the Study: Calls exist within the extant literature to understand modern forms of work and individual transition. One such area is that of dirty work – classified as any form of work with physical, moral or emotional taint. Little research within an Industrial and Organisational Psychology context exists on dirty work. Research Approach, Design/Method: An interpretivist, qualitative research approach using the exploratory research design was utilised to explore male nurse's occupational experiences and meaning ascribed to dirty work in a female-dominated profession. Narrative analysis was used as a basis for analysis using 27 male nurses working within the Eastern Cape Province of South Africa. Main Findings: Based on the analysis of the 27 participants that took part in the study five main narratives emerged. These included: a) a career in nursing as framed as a recursive discourse; b) the experience of a nurse as oscillating as an agentic prowess and a communal assemblage of continued suspicion; c) striving more agentic domains ahead of communal domains in entering and surviving within dirty work; d) male nurses fulfilling a gendered utility role that female nurses cannot occupy and finally, e) male nurses’ ephemeral intention of being in the nursing profession influenced by the conditions of work. ii Practical/Managerial Implications: Based on the findings of the research, interventions are proposed with ramifications for the individual, organisation and career counselling. Contribution/Value-Add: Based on the findings of the research a theoretical framework of dirty work experiences and meaning of work amongst male nurses is proposed. The framework represents a departure away from traditional career theories espoused in the work of Holland and Super as it illustrates the role of intersectionality and marginality in shaping career development. Further, the proposed framework founded from the findings of the research (though supporting modern career models such as the Systems Theory Framework and the Career Construction Theory) uniquely show drivers towards dirty work, b) the processual work accompanying dirty work involvement and finally, c) the meaning ascribed to dirty work. The study becomes the first within a South African context.
- Full Text:
- Date Issued: 2019
Personality in relation to work-family conflict among employees in a mining company in South Africa
- Authors: Ruzungunde, Vongai Sarah
- Date: 2019
- Subjects: Job stress Role conflict Work and family
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/17007 , vital:40809
- Description: The study set out to investigate how the Big Five personality traits related to work family conflict, taking into consideration the different forms of work family conflict within the mining industry. The study made use of the quantitative design, with the sample consisting of 270 respondents from the selected mine in South Africa. Probability sampling was used to select respondents from the whole population. Data was analysed using descriptive statistical analysis. To examine the association between variables, linear regression analysis was used. Confirmatory analysis was used to measure validity for work-family conflict (WFC). To measure the validity for personality; face validity, construct and content validity were used. Reliability was measured using the Cronbach alpha. The results of the study showed a significant negative relationship between the personality traits and WFC except for the agreeableness trait. The results also showed significant negative correlations with the different forms of WFC, except for the agreeableness trait. Further, the results showed that, when combined, personality traits had greater variance on the experiences of WFC than each of them separately. The findings of this study are helpful to the mining industry as they assist in the implementation of procedures and policies that will help to reduce WFC and its consequences in the work environment.
- Full Text:
- Date Issued: 2019
- Authors: Ruzungunde, Vongai Sarah
- Date: 2019
- Subjects: Job stress Role conflict Work and family
- Language: English
- Type: Thesis , Doctoral , PhD (Industrial Psychology)
- Identifier: http://hdl.handle.net/10353/17007 , vital:40809
- Description: The study set out to investigate how the Big Five personality traits related to work family conflict, taking into consideration the different forms of work family conflict within the mining industry. The study made use of the quantitative design, with the sample consisting of 270 respondents from the selected mine in South Africa. Probability sampling was used to select respondents from the whole population. Data was analysed using descriptive statistical analysis. To examine the association between variables, linear regression analysis was used. Confirmatory analysis was used to measure validity for work-family conflict (WFC). To measure the validity for personality; face validity, construct and content validity were used. Reliability was measured using the Cronbach alpha. The results of the study showed a significant negative relationship between the personality traits and WFC except for the agreeableness trait. The results also showed significant negative correlations with the different forms of WFC, except for the agreeableness trait. Further, the results showed that, when combined, personality traits had greater variance on the experiences of WFC than each of them separately. The findings of this study are helpful to the mining industry as they assist in the implementation of procedures and policies that will help to reduce WFC and its consequences in the work environment.
- Full Text:
- Date Issued: 2019
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