Cara S. Jonker

Emotional intelligence and wellness among employees working in the nursing environment

This studys sought to establish the relationship of emotional intelligence, job characteristics and wellness within the nursing environment. A cross-sectional survey design was used. A random probability sample (N=511; females =96.70%; white =77.10%) was taken from hospitals in three South African provinces. Nurses (enrolled auxiliary (20.50%), enrolled staff (12.30%), registered (49.30%)), unit managers (7.60%), process managers (0.60%) and paramedics (0.20%) were included in the study. They completed the Emotional Intelligence Scale (EIS), Maslach Burnout Inventory—Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and Work Evaluation Scale (WES). The statistical analysis on the variables was conducted by the use of the SPSS and AMOS programs. Descriptive statistics and the Cronbach alpha coefficients for each variables were computed. Structural Equation Modelling (SEM) for the variables of emotional intelligence, job characteristics and wellness were conducted. The proposed structural model shows that there are clear paths between job demands and job resources; job demands, emotional intelligence and work wellness; job resources, emotional intelligence and work wellness. The study showed a clear indication that there is a relationship between emotional intelligence, job characteristics and work wellness within a nursing environment.

Confirming the Factor Structure of the 41-Item Version of the Schutte Emotional Intelligence Scale

The main aim of this study was to investigate the factor structure of the 41-item version of the Schutte Emotional Intelligence Scale within a South African nursing environment. An availability non-probability sample (N =290) of nurses from hospitals in the North-West and Gauteng Provinces of South Africa were taken. Participants completed the Schutte Emotional Intelligence Scale (SEIS). The data were analysed by employing Structural Equation Modelling (SEM) via AMOS. The data fitted the original model of Emotional Intelligence of Salovey and Mayer (1990), best explaining 58.52% of the variance. The results supported a five-factor structure of the SEIS. The five factors were named: Emotion Utilisation; Emotion Management; Emotion Awareness; Emotion Perceiving and Emotion Integration.

The Psychometric Properties of an Emotional Intelligence Measure within Non-Professional Counsellors in South Africa

This study examined the psychometric properties of the Emotional Intelligence Scale (SEIS) (Schutte et al., 1998) in a sample of non-professional counsellors in South Africa. The counsellors (N = 172) were employed within various counselling services, rehabilitation services, and trauma centres. The analysis reflected the factorial solution and internal consistency of the SEIS. The results indicated a two-factor solution for the SEIS (Emotion Appraisal and Emotion Utilisation). Both of the subscales showed moderately high internal consistency reliability indices.

The meaning of emotion in the white Afrikaans language group:a componential emotion theory approach

This study determined the meaning of emotion in a sample of white Afrikaans-speaking adults (n=120; males =32, females=88, age range =18–48+ years). Data were collected using the Meaning Grid (Scherer, 2005). The analysis examined the factor loadings of emotion words via a factor analysis and factor scores of 24 emotion terms were determined. Results indicated the following dimensions to characterize the meaning of emotion in the sample: activation-pleasantness, arousal/unpredictability and a power-control. The conclusion can be drawn that four dimensions are needed to satisfactory represent the meaning of emotion words in the white Afrikaans language group.

Black Jack: Do company benefits and feelings have an impact on my happiness?

The aim of this study was to determine whether casino employees’ benefits and their feelings about the company influence their experienced happiness. A total of 1 502 casino employees were surveyed (females = 57%; males = 43%). They completed a company benefits, feelings and happiness questionnaire within the work context. Data were analysed to predict what company benefits and whether feelings about the company impact on the casino employees’ happiness; and also to test the mediation effects of company benefits on their happiness experienced through feelings about the company. In addition, structural relations between happiness and feelings about the company, and happiness and company benefits were tested. Findings from the regression analyses and structural equation modelling suggest that feelings about the company and company benefits such as staff meals and pension funds do predict personal happiness and positive feelings about the company where they are employed. Moreover, feelings about the company mediated the effect of stay-in facilities, staff meals and a bonus on happiness. Positive feelings about their company seem to explain employee happiness, particularly with the availability of company benefits such as stay-in facilities, staff meals and a bonus scheme.

Adaptation of the GRID instrument in Setswana

This chapter explores how the application of the GRID instrument in black South-African samples was problematic. It generated data with very low reliabilities and a difficult to interpret structure. Through a process of focus groups and pilot studies, adaptations were made to the GRID instrument in terms of instructions and especially in terms of the response scale for the Setswana language group. The adapted instrument was applied in a Setswana student sample. Although still less reliable than most GRID data, the valence dimension could be reliably identified, and to some extent also the power dimension.