1. DEVELOPEMENT OF A HOLISTC WELLNESS MODEL FOR MANAGERS IN TERTIARY INSTITUTIONS Petrus Albertus Botha Tshwane University of Technology Polokwane Delivery site

2. Overview of presentation  Introduction  Problem statement & hypotheses  Literature review  Methodology  Findings  Conclusion & recommendations

3. INTRODUCTION  Restructuring higher education institutions  Change process impact well-being - occupational stress, lower job satisfaction, lack of trust, high levels of absenteeism & high mental and physical ill-health symptoms  Survival and longevity depend on well-being  Managers provide strategic direction – wellness crucial  Managers not healthy perception that organisations not healthy

4. Literature review  Development of a holistic wellness model – assessment of wellness behaviour of managers  Theoretical foundation six dimensions of wellness  Physical wellness Physical fitness and nutrition Medical self-care focus on immunization, TSE & BSE, tobacco smoking cessation, CAM, water, oral hygiene, skin protection, blood pressure, cholesterol Safety and lifestyle – driving under the influence of alcohol & drugs

5. Literature review cont  Social wellness Environmental wellness focus on solid waste, air & water pollution & global warming Social awareness (social capital)  Emotional wellness Emotional management focus on stress, burnout, anxiety & depression Emotional awareness and sexuality focus on STDs  Intellectual wellness  Occupational wellness focus on WLB  Spirituality and values

6. Literature review con Thus literature review focus on :  theoretical foundation  wellness behaviour risks associated with each sub- dimension  interventions

7. Problem statement & hypotheses  Problem statement: The wellness behaviour of managers at two higher education institutions increases their health risks and necessitates wellness interventions.  Hypotheses: H0: There is no correlation between the health risk scores and the wellness behaviour levels of managers. H1: There is a negative relationship between the wellness behaviour levels and the health risk scores of managers.

8. Problem statement & hypotheses con H0: There is no significant difference between the mean wellness behaviour levels and mean health risk scores of heads of academic departments and directors of support services. H1: There is a difference between the mean wellness behaviour levels and mean health risk scores of heads of academic departments and directors of support services. H0: There is no significant difference between the mean wellness behaviour levels and mean health risk scores of male and female managers. H1: There is a difference between the mean wellness behaviour levels and mean health risk scores of male and female managers.

9. Problem statement & hypotheses con H0: There is no significant difference between the mean wellness behaviour levels and mean health risk scores of post-graduate and PhD graduate managers. H1: There is a difference between the mean wellness behaviour levels and mean health risk scores of post- graduate and PhD graduate managers. H0: There is no significant difference between the mean wellness behaviour levels and mean health risk scores of the three age groups used in this study. H1: There is a difference between the mean wellness behaviour levels and mean health risk scores of the three age groups used in this study.

10. Problem statement & hypotheses cont H0: It is not possible to use a wellness prediction model, as a holistic dependent variable, to measure wellness against all possible independent variables. H1: A wellness prediction model can be used, as a holistic dependent variable, to measure wellness against all possible independent variables.

11. Research methodology  Research approach - survey research approach  Research design – single stage survey of the wellness behaviour levels of managers at two leading tertiary education institutions in Gauteng  Census on total population 324 (164 AC &160 TU)  Sample – 89 managers (academic sections heads, directors of support services & rectorate)  40.45% from AC & 59.55% from the TU  Females 31.5% & males 68.5%  Measuring instrument based on TestWell Wellness Inventory for Adults  Questionnaire included demographic information, a health risks assessment and perceived wellness of managers covering the ten sub-dimensions of wellness

12. Procedures for data analysis  Descriptive statistics – tables, graphs, means & standard deviations  Cronbach’s alpha coefficient – reliability of the ten sub-dimensions of the instrument Physical fitness and nutrition 0.69 Medical self-care 0.67 Safety 0.76 Environmental wellness 0.71 Social awareness 0.77 Sexuality and emotional awareness 0.81 Emotional management 0.84 Intellectual wellness 0.82 Occupational wellness 0.87 Spirituality and values 0.85 Full TestWell score 0.93

13. Procedures for data analysis  Pearson product moment correlation to determine the relationship between the heath risk scores and wellness behaviour levels of managers  T – tests to compare the mean wellness behaviour levels and mean health risks scores of managers at the AC & the TU, heads of academic departments and directors of support services, female and male managers, and post-graduate and PhD graduate managers  ANOVA to compare the mean wellness behaviour levels and mean health risk scores of the three age groups (35-45, 46-55 & 56-65)

14. Research findings  Research aims was to: Develop a holistic wellness model Measure wellness behaviour levels of managers Identify health risk factors Calculate health risk scores Propose interventions  To accomplish research aims – study designed to explore seven research questions  Research question 1: What is the correlation between the health risks scores and wellness behaviour levels of managers

15. Research findings con No significant correlation the mean physical fitness and nutrition, medical self-care, safety, environmental wellness, social awareness, intellectual wellness, spirituality and values sub- dimensions and the health risk scores of managers Significant negative relationship between sexuality and emotional awareness and the health risk scores Small negative relationship between emotional management and the health risk scores Negative relationship between occupational wellness and the health risk scores.

16. Research findings con With an increase in the sexuality and emotional awareness, emotional management and occupational wellness levels there will be in decrease in the health risk scores  Research questions 2 - 5: Is there a difference between the mean wellness behaviour levels and mean health risk scores of managers at the AC and the TU, heads of academic departments & directors of support services, female and male managers, and post-graduate and PhD graduate managers?

17. Research findings con The null hypotheses could not be rejected

18. Mean Scores of Wellness Behaviour Levels of Managers at the AC and the TU Research findings con

19. Mean Scores of Wellness Behaviour Levels of Heads of Academic Departments and Directors of Support Services

20. Research findings con Mean Scores of Wellness Behaviour Levels of Female and Male Managers

21. Research findings con Mean Scores of Wellness Behaviour Levels of Post-Graduate and PhD Graduate Managers

22. Research findings con  Research question 6: Is there a difference between the mean wellness behaviour levels and mean health risk scores of the three age groups (35-45, 46-55 & 56-65) The null hypothesis was maintained

23. Research findings con Mean scores of wellness behaviour levels of the three age groups

24. Research findings con  Research question 7: Can a wellness prediction model be used, as a holistic dependent variable, to measure wellness against all possible independent variables? Linear regression model could not be used

25. Research findings con  Combined health risk scores and wellness behaviour levels of managers at the sample universities 56% 61% 90% 67% 83% 86% 79% 84% 78% 84% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 1 Wellness sub-dimensions Average percentage Physical Fitness Medical Self-Care Safety Environmental Wellness Social Awareness Sexuality Emotional Management Intellectual Wellness Occupational Wellness Spirituality & Values

26. Research findings con  Combined health risk scores and wellness behaviour levels of managers at the two sample universities  Physical fitness and nutrition – 56%  Medical self-care – 61%  Safety – 90%  Environmental wellness – 67%  Social awareness – 83%  Sexuality and emotional awareness – 86%  Emotional management – 79%  Intellectual wellness – 84%  Occupational wellness – 78%  Spirituality and values – 84%  Health risk score -19.36%

27. Research findings con  The wellness behaviour levels ranged between 56% and 90% with an average score of 76.80%.  Two lowest scores - physical fitness and nutrition (56%) and medical self-care (61%), while, safety had obtained the highest score (90%).

28. Conclusion and recommendations  Contribute to growing literature on wellness and healthy lifestyle behaviour  Holistic wellness behaviour assessment indication of levels & areas improvement  Instrument valid & reliable  Low response rate (28%) indicative ignorance  Unwillingness to participate  Need education  Wellness - retention tool  Ageing workforce  Wellness behaviour and health risk model – theoretical framework

29. A wellness behaviour and health risk model for managers at South African Tertiary institutions Conclusion and recommendations

30.  Model – wellness (dependent variable) determined by 11 independent variables  Managers high wellness behaviour levels (76%) & low health risks (19.36%)  Physical fitness & nutrition (56%) & medical self- care (61%) wellness behaviour levels as weaknesses – interventions THANK YOU !!!!!!