Abstract
The objective of this study was to investigate the relationship between job demands, job resources, sense of coherence and work-related well-being of employees at Sector Education Training Authorities (SETA). The sample consisted of 159 SETA employees in South Africa. The Maslach Burnout Inventory – General Survey, the Utrecht Work Engagement Scale, the Orientation to Life Questionnaire, and the Job Demands-Resources Scale. The results showed that overload predicted exhaustion. Cynicism was predicted by limited growth opportunities, a lack of organisational support, and a weak sense of coherence. Vigour and dedication were predicted by growth opportunities, organisational support and a strong sense of coherence.
Highlights
The South African National Skills Development Strategy (NSDS) was developed from the need to address the imbalances between skills required for the development of a successful economy that promotes job growth and skills currently available in South Africa
3 Study objective The objective of this study was to investigate the relationship between job demands, job resources, sense of coherence and work-related well-being of employees at Sector Education Training Authorities (SETA) in South Africa
The goodness-of-fit statistics for the one-factor model were as follows: χ2 = 102.87, p < 0.01; χ2/df = 3.81; Goodnessof-Fit Index (GFI) = 0.85; Adjusted Goodness-ofFit Index (AGFI) = 0.75; Comparative Fit Index (CFI) = 0.79; Normed Fit Index (NFI) = 0.74; TuckerLewis Index (TLI) = 0.72 and Root Means Square Error of Approximation (RMSEA) = 0.13
Summary
The overwhelming number of black people in particular who are illiterate and unskilled is a result of the former apartheid and job reservation policies in South Africa. By placing unemployed and employed young people into learnerships, the government aims to equip South Africans with the necessary skills and relevant experience to find permanent employment. These steps were identified as key objectives in achieving equity and empowering those groups previously marginalised by the apartheid policies. The National Skills Development Strategy (NSDS), underpinned by the Skills Development Act 1998, has entered its second five-year cycle (2005–2010). The problems as summarised under the three headings culminates in various stressors for both SETA employees and stakeholders
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