|dc.description.abstract||The effect of globalisation and the changing world of work place demands on
organisations for better performance and competitiveness. The result is large-scale workforce reductions, outsourcing and unemployment, which is taking its toll on the emotional well-being of employees. In an attempt to reduce costs, organisations put pressure on employees who remain at work to modify their jobs, accept alternative employment conditions/positions, or to relocate, all of which are strengthening job insecurity, and leads to employees working harder in order to keep their jobs (Biking, 1999). These factors will lead to tired employees. Shirom (1989) claims that exhaustion is the most important dimension regarding burnout. Internationally, the changing work environment is causing people to experience higher levels of job insecurity. In South Africa we do not only have the impact of globalisation, but our country has also gone through major political changes. Celebrating 10 years of democracy the workers at government organisations are faced with numerous challenges that have an impact on job insecurity, burnout, job engagement and psychological well-being. The primary objective of this research was to examine the relationship between job insecurity, burnout, job engagement and psychological well-being of workers at a government organisation. The measuring instruments that were used are the Job Insecurity Survey Inventory (JISI), the Oldenburg Bumout Inventory (OLBI), the Utrecht Work Job engagement Scale (UWES), and the General Health Questionnaire (GHQ). A cross-sectional survey design was conducted among 500 employees of a government organisation. A response of 296 completed questionnaires was received Results demonstrated a practical significance between Job Insecurity and Job engagement as well as between Job Insecurity and General Health and between Job Insecurity and the exhaustion disengagement scale of the OLBI. It was found that increased job insecurity is associated with decreased work job engagement and poorer general health. Multiple regression analysis indicated that 22% of the variance in job engagement as measured by the OLBI was predicted by job insecurity and 8% of the variance in exhaustion as measured by the OLBI was explained by job insecurity. Further it indicated 14% of the variance in job engagement as measured by the UWES was predicted by job insecurity. A total of 17% of the variance in general health can be explained by job insecurity. Levels of job insecurity, as well as burnout were found to be average. Positive results for job engagement were found, measuring slightly above average. Results indicated good health as measured by this study.
Recommendations for the organisation and future research were made||