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Item Barriers to the provision of smoking cessation intervention/services: A mixed-methods study among health care workers in Zambezi region, Namibia(Journal of Public Health in Africa 2023, 2023) Mahoto, Silvia K.; Mitonga, Kabwebwe H.; Oladimeji, O.Over the past few years, several surveys have been conducted regarding smoking in Namibia; 9,10,15–19 however, there has been lack of information on the barriers towards the provision of SC intervention in Zambezi region, therefore increasing the challenges associated with developing prevention interventions. Knowledge of the barriers towards the provision of SC intervention would be essential in the design and implementation of SC strategies. Therefore, the aim of the current study was to contribute to knowl edge gaps on the identification of barriers which prevent HCWs from delivering SC therapy and treatment to patients in Zambezi region, Namibia. To our knowledge, this is the only study explor ing the barriers that prevent HCWs in Zambezi region from engag ing in SC with patients. The study outcomes presented an understanding of the regular perceived barriers that prevent HCWs in Zambezi from delivering SC intervention to their patients who smoke. The main outcomes of this study were divided into three separate categories namely; structural, healthcare workers and patient-based barriers.Item Prevalence and risk factors of smoking among healthcare workers and non-healthcare workers in Zambezi region, Namibia: A cross-sectional study(Southern African Journal of Public Health, 2021) Mahoto, Silvia K.; Mitonga, Kabwebwe H.; Oladimeji, O.Background. Smoking is a major risk factor for non-communicable diseases, and remains a significant public health challenge in many low- and middle-income countries, including Namibia. Objective. To estimate the prevalence of smoking and its associated risk factors among healthcare workers (HCWs) and non-HCWs in Zambezi region, Namibia. Methods. An exploratory cross-sectional survey was conducted between March and October 2020 among residents of the eight constituencies of Zambezi region. A total of 461 respondents who had been residents of the selected constituencies for over 5 years and were aged between 17 and 60 years were selected for the study. The main outcome measure was current cigarette smoking status. Descriptive statistics were used to summarise the sociodemographic characteristics of the respondents. We stratified data analysis according to whether individuals were health workers or non-health workers. A bivariate Pearson χ2 test was used to determine the association between sociodemographic characteristics and smoking status. Statistically significant variables in the bivariate analysis were used as predictors in the univariate and multivariate models. Results. The response rate of potential participants was 95% (n=434). The mean (standard deviation) age of participants was 32.5 (11.34) years. Significant relationships were observed between smoking status and area of residency (constituency), gender, age category, level of education, age of onset of smoking and daily smoking frequency. The majority of smokers (n=108) were non-HCWs, with males the majority (n=62). Age (p=0.001), education levels (p=0.001) and area of residency (p=0.022) were highly associated with smoking among non-HCWs, while marital status was associated with smoking among HCWs (p=0.013). In the final multivariate model, the odds of smoking among female non-HCWs were significantly lower (odds ration (OR) 0.386; 95% confidence interval (CI) 0.228 - 0.655). Furthermore, the odds of smoking among this same group were lower among those who had secondary-level education (OR 0.178; 95% CI 0.0659 - 0.483), post-secondary (OR 0.117; 95% CI 0.0412 - 0.330) and first-stage tertiary (OR 0.306; 95% CI 0.106 - 0.881) compared with those who had primary school education. Conclusion. The smoking prevalence among non-HCWs and HCWs working in Zambezi included in the study was similar to that of the general Namibian population, but higher than that in neighbouring countries within the Southern African Development Community. The results showed a need for the establishment of specific smoking-related strategies that target HCWs to address smoking use parallel to the running strategies of non-HCWs, which would ultimately decrease smoking prevalence and improve health.Item Factors affecting lecturers’ decision to stay or leave academia, Namibia(SA Journal of Human Resource Management, 2022) Pieters, Wesley R.; Van Zyl, Ebben; Nel, PetrusOrientation: Attracting and retaining academic staff needs to become a priority for tertiary institutions. Research purpose: Instead of spending funds on replacing staff members, tertiary institutions need to invest in interventions to keep staff committed to and embedded into the organisation. Motivation for the study: Lecturing staff are valuable resources that need to be nurtured, taken care of, and retained to keep tertiary institutions functioning effectively. This study focused on factors that impact lecturing staff’s decision to stay at or leave the University of Namibia. Research approach/design and method: Making use of quantitative research (a questionnaire), data was collected from lecturing staff (n = 242) to investigate the relationship between organisational commitment, job embeddedness and turnover intention. Main findings: Affective commitment, normative commitment, organisational fit and organisational sacrifices reported significant negative relationships with turnover intention. Affective commitment, organisational fit and organisational sacrifice were found to be significant predictors of turnover intention. Practical/managerial implications: Including lecturing staff in the decision-making process, ensuring that there is an equitable exchange for their labour and being fair during interactions enhances psychological meaningfulness and affective commitment. Providing career development opportunities enhances organisational fit, effectiveness of staff and reduces turnover intention. Assessing the job demands-resources relationship remains of cardinal importance. Contributions/value-add: Provision of benefits, employees identifying with the organisation and having the needed resources mitigate the demands of the job, reduce exhaustion, enhance levels of commitment and decrease turnover intention.Item The Impact of personal and work resources on work stress of staff members during the Covid-19 pandemic, Khomas region(African Journal of Sociological and Psychological Studies, 2021) Chitambu, Sharon; Pieters, Wesley R.High job demands, limited resources, work role conflict, uncertainty, organisational transformation, increase in student intake and diversity of the student population amplify the work stress that staff members at the University of Namibia (UNAM) are required to withstand. Work stress results in disengagement of employees, negative job attitudes, poor service delivery, poor health and well-being, burnout and eventually turnover. Emotional intelligence enhances employees’ coping ability and increases resilience, stress responsiveness as well as improve organisational commitment, work engagement and higher levels of health and well-being. This study collected data from UNAM staff members in the Khomas region on emotional intelligence (self-awareness; social skills), job demands-resources (growth; advancement) and work stress (lack of autonomy, workload, job insecurity) during the Covid-19 pandemic in 2020. Self-awareness and social skills reported a negative relationship with work stress; growth and advancement reported a positive relationship with work stress. It is recommended that emotional intelligence training, team-building activities and social skills training be prioritised; additional social and administrative support could be provided to allow senior employees to cope better with work stress; the salaries and benefits should be re-evaluated against national and international standards but also to ensure internal and external fairness/equity.Item Investigating the Impact of general health and psychological well-being on posttraumatic growth of Malawian defence force members previously on UN peacekeeping missions(African Journal of Sociological and Psychological Studies, 2022) Cheonga, Faith; Pieters, Wesley R.Navigating peace in conflicting and war ridden countries can have both positive and negative impacts on the general health and psychological well-being of peacekeepers. This study investigated the impact of general health (GH) and psychological well-being on the posttraumatic growth (PTG) of Malawi Defence Force (MDF) members who served as UN peacekeepers. A quantitative cross-sectional research approach (questionnaires) was used to collect data on the biographical details, general health (GH), psychological well-being (PWB) and posttraumatic growth (PTG) of n=126 employees of the Malawi Defence Force. A negative relationship was recorded between Somatic symptoms; Anxiety/Insomnia (GH) with Appreciation of Life (PTG); however, a positive relationship was reported with Personal Strength (PTG) and Posttraumatic growth (Total). Implementing stress management or wellness programs can enhance Personal Strength (PTG) and Positive relationships (PWB). Offering resilience training may enhance coping mechanisms and assist with challenges at work and in life. This study will assist organisations in developing interventions aimed at nurturing posttraumatic growth (PTG) of employees through programs that foster resilience, coping, positive relationships and ultimately, increase psychological well-being.Item Investigating the impact of leadership on work engagement of employees within the Khomas region, Namibia.(Namibian Journal for Research, Science and Technology, 2021) Hough, M.N.; Gaomas, M.K.; Tibinyane, C.V.; Pieters, Wesley R.Leadership has an effect on constructive or deviant behaviour and the work engagement levels of employees. Considering the current economic and social climate of Namibia, it is of utmost importance that leaders initiate and identify ways in which work engagement can be enhanced. Making use of an electronic survey (survey research), this study investigated the effects of different leadership styles on work engagement of employees in the Khomas region (n=157). An analysis of the data was done with SPSS (version 24), making use of Pearson’s correlation and Stepwise multiple regression. Work engagement reported a negative relationship with transactional (r = -0.43, p < 0.05; medium effect) and laissez-faire leadership (r = -0.37, p < 0.05; medium effect); a positive relationship was reported with transformational leadership (r = -0,27; t = -2.85; p < 0.01) and transformational leadership (B = 0.45; t = 0.488; p< 0.00) were found to be significant predictors of work engagement. Leaders need to avoid compulsive focus on the mistakes or failures of employees. Focusing constantly on mistakes, problems and failures may cause anxiety amongst employees and halt work engagement. Work engagement can be enhanced when leaders clearly and confidently communicate performance standards and expectations; provide praise and recognition; involve employees in decision making whilst discussing different approaches to task completion; and help to develop employees based on their individual strengths and abilities. This study may add to existing knowledge within Industrial/Organizational Psychology, leadership and interventions to improve work engagement and performance of employees.Item Investigating the role of emotional intelligence to mitigate the impact of burnout on employees in the Khomas region, Namibia(Namibian Journal for Research, Science and Technology, 2021) Ingo, S; Fernandes, A; Ndove, E; Pieters, Wesley R.Employees are faced with constant changes and those with higher emotional intelligence are likely to remain calm and be less affected by these changes. The aim of this study was to investigate whether emotional intelligence has an influence on burnout of employees in the Khomas Region. The Emotional Intelligence Questionnaire (EQQ) was used to measure emotional intelligence and the Maslach Burnout Inventory (MBI) was used to measure burnout. Making use of SPSS, the data was analysed to assess the relationship. The study made use of availability sampling and a total of 191 employees participated in the study. The results showed that a negative correlation exists between emotional intelligence and burnout (r= - ds organisations to host seminars and workshops which can equip their employees with ways on how to cope with stress and challenges, ensuring that the employees workload id reasonable and have regular health check-ups. Using emotional assessment as part of the recruitment process may ensure that the workforce is able to handle stressful work and be resilient despite experiencing difficult working conditions.Item Job demands and burnout: The moderating effect of psychological capital amongst call centre employees in Windhoek, Namibia(African Journal of Inter/Multidisciplinary Studies, 2020) Fernando, Reena; Hlatywayo, Clifford Kendrick; Amukwaya, Ester; Pieters, Wesley R.The call centre industry has been growing each year. Growth in the industry puts pressure on call centre employees as the job becomes highly demanding and their tasks increase. Introducing the positive aspects of psychological capital allows for someone to better deal with the daily challenges of a highly demanding job. The relationship between job demands and psychological capital is lacking in literature as it has not been extensively studied. The paper explores the moderating effect of psychological capital on the relationship between burnout and job demand amongst a selection of call centre employees in Windhoek, Namibia. Questionnaires were distributed to call centre employees and n=156 employees participated in the study. Results showed that job demand was significantly negatively correlated to burnout (r= -1.79; p= 0.028); Psychological Capital (PsyCap) was significantly positively related to job demands (r= 0.425; p= 0.000); psychological capital and burnout (r= 0.013; p= 0.873) did not yield a significant difference; the linear regression model yielded a significant level of F statistics (F= 2.888; df= 2; P=.046; R2=0.39.). The researchers recommend that organisations and human resource managers invest in these intangible resources in order to enhance employee coping mechanisms to counter burnout in highly demanding occupations.Item An investigation of the relationship between job satisfaction, organizational citizenship behaviour and satisfaction with life of employees in Windhoek, Namibia(Namibian Journal for Research, Science and Technology, 2020) Ingo, S; Pieters, Wesley R.When employees are satisfied with their lives, the satisfaction spill over to their work life and help them to engage in helping behaviour. This study investigated the relationship between job satisfaction, organisation citizenship behaviour and satisfaction with life of employees in the Khomas Region. The sample consisted of n=151 secondary school teachers and n=150 NamPower employees. The questionnaire consisted of the Job Satisfaction Survey (JSS), the Organizational Citizenship Behaviour Checklist (OCB-C) and the Satisfaction with Life (SWL) scale. The findings revealed a negative relationship between job satisfaction and OCB-I (individual). A positive relationship was reported between job satisfaction and OCB-O (organisation). Job satisfaction reported a positive relationship with satisfaction with life. OCB-I and OCB-O reported positive relationships with satisfaction with life. This study recommends the need to focus on enhancing job satisfaction since it will increase satisfaction with life, OCB-I and OCB-O of employees. This can be done by implementing team building to strengthen relationships between supervisors and co-workers. Decision making, rewards, promotion and supervision should be fair and adequate. Possible interventions could focus on the increase of incentives, salaries or benefits, and recognition through employee of the month initiatives. It is further recommended that supervisors receive leadership training to enhance effective leadership at the workplace.Item Investigating the factors that affect academic performance of first year psychology and sociology students at the University of Namibia(2019) Mukonga, Lenah; Pieters, Wesley R.; Hlatywayo, CliffordStress is inevitable; it has become part of students’ lives as they work hard and compete at every stage of their academic careers. Students’ academic performance at tertiary institutions is affected by stress and their levels of motivation. The purpose of this study was to explore the effect of stress, motivation and teaching styles of lecturers on first year students’ academic performance. This is because reducing students’ stress levels and finding ways to increase their levels of motivation would result in better academic performance; a greater understanding of factors underlying academic stress is believed to lead to improved stress management strategies and academic success; and this understanding would facilitate the development of effective counselling modules and intervention strategies by student counsellors to help students alleviate stress. The sample consisted of students from the University of Namibia’s main campus in Windhoek (n=321). The study questionnaire collected data on the biographical details, motivation, perceived stress, teaching style experienced and academic performance of first year Psychology and Sociology students of 2018. This study found that extrinsic motivation, amotivation and perceived stress negatively affected academic performance. Teaching style (facilitating expert style) positively affected motivation to know, motivation to achieve and extrinsic motivation. Motivation to know and motivation to achieve reported a positive effect on academic performance.Item LGBTQI rights are human rights: A Namibian perspective(2019) Pieters, Wesley R.The Namibian Constitution has been noted to be modern, progressive and internationally exemplary but fails to include and recognise the rights of the Lesbian, Gay, Bisexual, Transgender, Queer and Intersex (LGBTQI) community. Chapter III of the Namibian Constitution, which is based on the Universal Declaration of Human Rights, focuses on “Fundamental Human Rights and Freedoms” and these rights were the “very principles Namibians had fought for” (Geingob, 2004, p. 135). During the apartheid regime, many Namibians were not privileged to enjoy these basic human rights since oppression and discrimination against “different” people was the order of the day. Even though the fight for political independence is over, the fight for equality and inclusivity still continues. This paper explores the Fundamental Human Rights and Freedoms in the Namibian Constitution; extracting key information from other legal instruments to highlight the inherent contradictions in the protection of certain rights. It specifically focuses on the right to be free from discrimination of any kind and the right to assembly and association (marriage). This paper recommends that sodomy be decriminalised, same-sex marriages and joint adoption (same sex) be legalised in Namibia since the criminalisation and illegality of these add to extreme intolerance of differences, discrimination, exclusion and societal divide.Item Authentic leaders needed to enhance organisational commitment of teachers in Namibia(2022) Pieters, Wesley R.The education sector in Namibia experiences challenges such as imbalanced learner-teacher ratios, poor working conditions, lack of resources and criticisms from the Ministry of Education, Arts and Culture and parents because of high failure rates. Organisational commitment is the psychological link that employees have in wanting to remain with and exert significant efforts on behalf of an organisation. Relationships have been confirmed between authentic leadership (leaders who are genuine and stand up for their followers), perception of fairness and equity within the workplace, psychological conditions and organisational commitment. A cross-sectional survey design was used to collect data on authentic leadership, organisational justice, psychological conditions and organisational commitment of teachers from the Omaheke, Oshana and Oshikoto regions in Namibia (n=288). The data were analysed using SPSS (24.0) with Pearson product moment correlation and multiple regression analyses to assess the impact of these variables on organisational commitment of teachers. The significant predictors of organisational commitment were the openness and transparency of leaders; how they share information freely; their engagement in moral and ethical behaviour; and when teachers experience interactional justice and psychological meaning in their work. This study proposes leadership development to enhance transparency of leaders, development and implementation of policies ensuring just and fair interactions between superiors and subordinates as well as re-evaluation of remuneration and compensation packages to enhance the level of meaningfulness experienced by teachers.Item The relation between psychological empowerment and turnover intention, Windhoek(2016) Mushuna, G.; Pieters, Wesley R.Finding ways to reduce turnover within organisations is challenging, especially during economically difficult times and with high levels of skill shortages. The main aim of this study is to investigate the relation between psychological empowerment and turnover intention. Instead of using money only to retain employees, managers and organisations can find ways to reduce turnover intention of employees. Psychological empowerment is a set of cognitions regarding an individual’s job orientation in relation to meaning, competence, self-determination and impact. Psychological empowerment is linked to identifying and removing conditions from an organisation that increases powerlessness amongst the employees. Turnover intention is the subjective probability that an employee will leave his/her work within a certain period of time. Turnover intention was found to be the strongest predictor of actual turnover. It was found that when employees experience higher levels of psychological empowerment they will also experience lower levels of turnover intention and increased levels of productivity within the organisation. A cross-sectional survey was used to assess the correlation between psychological empowerment and turnover intention at a parastatal in Windhoek (n=101). Making use of Spearman’s rank order correlation, psychological empowerment was negatively related to turnover intention (r = -0.46, p < 0.05; medium effect). Removing disempowering practices from the organisation will reduce employees’ level of turnover intention. The unique nature of this study, especially within the Namibian context, paves the way for future research on a large scale but also adds to the existing body of knowledge within industrial/organisational psychology and to aspects of employee retention within the world of work.Item Psychological empowerment and how it impacts job satisfaction and organisational commitment of staff members at the University of Namibia (UNAM)(2016) Pieters, Wesley R.The ability of organisations to be innovative and to empower their employees would lead to the organisation gaining that competitive edge. Psychological empowerment can be defined as the understanding about your work with regards to meaning, competence, self-determination and impact (Thomas & Velthouse, 1990). Job satisfaction can be defined as the positive/negative feelings based on the interaction an employee has with the working environment and organisation in relation to his/her expectations. Robbins (2003) defined organisational commitment as a state in which an employee identifies with a particular organisation and its goals, and wishes to be part of that organisation. A cross-sectional survey design was used, employing questionnaires to collect data on the biographical antecedents of employees, psychological empowerment, job satisfaction and organisational commitment. The aim of this study was to assess the relation between psychological empowerment, job satisfaction and organisational commitment. This study found that PE- 2 (Impact) predicted SAT- 1 (Autonomy), SAT-2 (Social), and SAT- 4 (Advance). PE- 1 (Attitude) and PE- 2 (Impact) predicted SAT- 3 (Intrinsic), PE- 2 (Impact) and SAT-1 (Autonomy) predicted Normative commitment, SAT- 2 (Social) and SAT- 4 (Advance) predicted Affective Commitment. This study found that when employees become more psychologically empowered, they would also experience higher levels of job satisfaction and become more committed towards the organisation and this will help organisations thrive instead of trying to survive in a competitive environment. If managers are empowered they are able to build capacities, resources, competencies and strategies to respond pro-actively to the environmental pressures caused by economic liberalisation.Item Psychological factors to retain teachers in education in Namibia(2019) Pieters, Wesley R.Teachers are resigning at an alarming rate. It is feared that this will disrupt the education system, economic growth and development of Namibia. Considering the critical importance of education in any country, teacher attrition needs to be investigated and vital recommendations presented to prevent an economic collapse. The purpose of this study was to investigate the relationship between psychological conditions, sense of calling, organisational commitment and turnover intention of teachers in Namibia. Due to the lack of qualified teachers, work stress increases and high learner failure rates continue. When teachers experience a sense of calling, meaning in their work, become more committed, they would want to stay, work hard, reducing work stress and reducing learner failure rates. This study made use of a questionnaire to collect data on the biographical details, psychological conditions, sense of calling, organisational commitment and turnover intention of teachers at schools in Namibia. The sample consisted of teachers from the Omaheke, Oshana and Oshikoto regions (n=288). These variables recorded significant relationships with turnover intention. Affective commitment, sense of calling (prosocial orientation search; transcendent summons search; purposeful work presence; purposeful work search), and psychological meaningfulness significantly predicted turn-over intention. These positive psychological states can improve teachers productivity, work engagement and learners performance. Schools and teach-ers need to engage in job crafting and job enrichment, enhancing affective commitment, enhancing the meaning and purpose of teaching in Namibia, and ensuring that teachers remain in the teaching profession.Item Assessing organisational justice as a predictor of job satisfaction and employee engagement in Windhoek(AOSIS, 2018) Pieters, Wesley R.Orientation: Working in the service industry with similar products and services requires organisations to be proactive and efficient. Enhancing employees’ levels of organisational justice is likely to influence job satisfaction and employee engagement. Research purpose: The purpose of this study was to investigate the dimensions of organisational justice that best predict job satisfaction and employee engagement among employees in Windhoek, Namibia. Motivation for the study: Poor service delivery is a concern within the service industry and this includes the banks and universities that operate in Windhoek. Having engaged employees is most likely going to improve the quality of service and customer satisfaction. Research approach/design and method: A cross-sectional survey design was used, employing a questionnaire to collect data on the biographical details, organisational justice, job satisfaction and employee engagement of employees at a bank and university in Windhoek. The sample consisted of employees from a bank, Bank A (n = 106), and administrative staff at a university (n = 97). Main findings: Significant predictors of employee engagement (work energy) were interpersonal organisational justice and intrinsic job satisfaction. Regarding employee engagement (work focus), intrinsic job satisfaction and extrinsic job satisfaction were the significant predictors. Practical/managerial implications: Managers and supervisors need to regularly assess, monitor and enhance employees’ perception of organisational justice, job satisfaction and employee engagement. Improving organisational justice within the workplace is likely to result in an increase in job satisfaction and employee engagement, resulting in increased productivity and customer satisfaction. Contribution/value-add: The novelty of this study in Namibia will add to already existing knowledge within industrial and organisational psychology, pave the way for future research and guide the development of interventions aimed at keeping employees satisfied and engaged in their work.Item Investigating the Relationship between Workload-Resources and Exhaustion of Nurses and Police Officers in Namibia(2018) Pieters, Wesley R.; Van Heerden, A.A.A lot has been published on burnout within the service industry; however, an in-depth investigation of job stressors and burnout in both the safety and health sectors of Namibia has been left unexplored. This study investigated the relationship between job demands-resources and burnout. Burnout occurs when an individual is exposed to emotional and interpersonal stressors on the job (exhaustion, cynicism and professional efficacy). Job demands require continuous efforts and job resources are aspects of the organisation that are helpful in achieving goals, reducing costs of job demands and stimulating growth and development. The sample is made up of police officers (n=482) and nursing staff (n=672) from various regions within Namibia (n=1154). Results were analysed using the SPSS (version 24) to assess the relationships between the variables. The results revealed exhaustion had a relationship with the workload, resources and organisational support. Lower levels of workload, accompanied with higher levels of resources and organisation support would reduce exhaustion. The workload can be managed by making using of time-management training, improving delegation, and by ensuring the employees have mentors and supervisory support. Training opportunities improve work resources and reduce work stress. Healthy coping strategies, like being active and meditation help to alleviate stress (exhaustion). Having healthy work relations enhances organisational support and improves coping mechanisms of employees.Item Assessing the predictors of satisfaction with life of employees in Windhoek, Namibia(2019) Rodriques, Imelda; Pieters, Wesley R.Orientation: Service delivering organisations are required to deliver quality services. It is of utmost importance to improve employees’ satisfaction with life which is consistent with an organisation’s effectiveness and efficiency. Research purpose: This study investigated the impact of psychological capital (PsyCap) and general health on the satisfaction with life of employees of a parastatal and police officers in Windhoek, Namibia. Motivation for the study: Poor service delivery and little regard for customer service are a result of unhealthy and dissatisfied employees spiralling into poor service delivery and customer dissatisfaction. Research approach, design and method: A quantitative research approach (questionnaire) was used to collect data on the biographical details, PsyCap, general health and employees’ satisfaction with life. The sample consisted of (n = 129) employees from a parastatal and (n = 152) employees of the Namibian Police Force. Main findings: Psychological capital reported a positive relationship with satisfaction with life. General health reported a negative relationship with satisfaction with life. Hope and social dysfunction were found to be significant predictors of satisfaction with life. Practical and managerial implications: Offering praise and recognition to hardworking employees enhances their self-efficacy, making them want to take on more challenging tasks while getting the needed guidance. Implementing stress management or wellness programmes helps employees cope better with job demands and improves employees’ general health. Contribution or value-add: Based on the literature, this is the first study carried out in Namibia on this topic, and it adds to existing knowledge within the customer service industry and paves the way for future researchers. This study will assist organisations in developing interventions aimed at keeping employees satisfied with life.Item Job attitudes as a predictor of work engagement of the lecturing staff at the University of Namibia(AOSIS, 2019) Pieters, Wesley R.; Van Zyl, Ebben; Nel, PetrusOrientation: Engaged employees contribute to the success and productivity of an organisation. Satisfaction of basic psychological needs and organisational commitment (job attitudes) impact positively on work engagement of the lecturing staff. Research purpose: The purpose of this study was to investigate the effect of basic psychological need satisfaction and organisational commitment on work engagement of the lecturing staff. Motivation for the study: Organisations realise their objectives through their employees. When employees are not satisfied or committed at work, it can result in low levels of work engagement, absenteeism, exhaustion, cynicism, low productivity and turnover. Research approach/design and method: A cross-sectional survey design was used to collect data of the lecturing staff at the University of Namibia (n = 242). Cronbach’s alpha coefficients, Pearson correlation coefficient and multiple regression analyses were used to analyse the data. Main findings: This study found a positive relationship between basic psychological need satisfaction, organisational commitment and work engagement. Normative and affective commitment was found to be significant predictors of vigour, dedication and absorption (work engagement). Practical/managerial implications: Organisations need to include staff members in the decision-making process, allow employees to direct work-related activities, conduct team building activities, provide training and development activities and regularly assess job satisfaction of the employees. Contribution/value-add: The novelty of this study in Namibia will add to knowledge within industrial or organisational psychology, encourage future research and guide the development of interventions.Item Improving general health and reducing burnout of nurses in Namibia(AOSIS, 2020) Pieters, Wesley R.; Matheus, LetishaOrientation: Nurses make up 80% of Namibia’s healthcare workforce, and they are considered as the backbone of the industry. Because of the lack of other healthcare providers nurses are exposed to high levels of job stress. Research purpose: This study investigated how job demands-resources and psychological capital impact general health and burnout of nurses in Oshikoto, Kavango East, Oshana, Omaheke and Khomas regions. Motivation for the study: Improving the work environment by balancing the relationship between job demands and job resources will result in lower levels of burnout, improved healthcare services, improved employee performance and patient satisfaction. Research design/approach and method: Using questionnaires, this study investigated the perceptions of nurses within selected regions of Namibia to understand the relationship amongst these variables. The results were analysed using the SPSS (version 24), Pearson’s product–moment correlation and multiple regression analyses. Main findings: Emotional exhaustion was found to have a positive relationship with general health and workload. Social dysfunction and anxiety and insomnia were found to be significant predictors of cynicism. Anxiety and insomnia, workload and social dysfunction were found to be significant predictors of emotional exhaustion. Practical/managerial implications: Healthcare sector needs to invest in health education and stress management programmes for nurses on how to take care of their own health and emotional well-being. Providing training and development opportunities and coping strategies increases nurses’ psychological capital, general health, skills and abilities. Contribution/value-add: This ground breaking study in Namibia will pave the way for future research regarding the health and well-being of health professionals, add to the already existing knowledge within industrial and organisational psychology and guide interventions to improve the health and well-being.