Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study recognised the importance of well-being of employees in today’s turbulent working environment. It departed from the notion that the sustainability of organisations is determined by the quality of its workforce and therefore employee well-being is a major priority. The well-being of employees is not a random occurrence, but rather a complex phenomenon. Any attempt to influence or change the well-being of employees should be grounded in a firm understanding of the complexity of the well-being phenomenon. Steyn (2011) developed a Salotogenic Model of Occupational Well-being in an attempt to depict how positive psychological variables can be combined in a dynamic depiction of the nomological net of variables underlying the phenomenon of well-being in the workplace. The rationale for her study was that state-like Optimism and Self-efficacy will have a significant and direct positive effect on their Occupational Well-being, partly because of these psychological resources’ ability to foster positive expectations about the future, and partly because of the heightened sense of Organisational Commitment and Work Engagement facilitated by higher levels of Optimism and Self-efficacy. As a first adaption to the Steyn (2011) study, this study attempted to explicate the arguments that motivated the adaption and expansion of the original Steyn (2011) Salutogenic Model of Occupational Well-being, into the Steyn-Boers Structural Model of Psychological Well-being at Work. Set within the theoretical frameworks of Positive Organisational Behaviour (POB), the Broaden-and-Build theory (Fredrickson, 2001), as well as Hobfoll’s (1989) Conservation of Resource (COR) theory, the focus in this study was on explicating the nomological net ofariables underlying Subjective Well-being (SWB) and Psychological Well-Being at Work (PWBW), as two contemporary constructs well integrated into the Occupational Well-being literature. SWB was defined as both Hedonic Well-being (HWB) and Eudaimonic Well-being (EWB). HWB was further defined as Positive Affect (PA) and Negative Affect (NA). Well-being was contextualised in the work domain with Dagenais-Desmarais and Sovoie’s (2012) Psychological Well-being at Work (PWBW) construct. Hope, Resilience and Gratitude were included as additional psychological resources. Work Engagement was retained in the current study due to its central role in well-being. It was argued that Perceived Organisational Support (POS) and Psychological Ownership should further translate into better well-being and were therefore included in this study. A non-experimental research design (i.e. survey study) was used to explore the relationships between the various constructs. A convenience sample of 199 respondents was recruited via a social media network platform, Facebook, (i.e. non probability sampling technique). The measurement instruments included were the Positive and Negative Affect Schedule (PANAS) (Watson, Clark & Tellegen, 1988); Ryff’s (1989) Psychological Well-being Scale; and the Index of Psychological Well-Being at Work, developed by Dagenais-Desmarais and Savoie (2012). The four constructs that constitute Psychological Capital (Hope, Optimism, Self-efficacy and Resilience) were measured with the Psychological Capital Questionnaire (Luthans, Avey & Avolio 2007a). Gratitude was measured with the Gratitude Questionnaire-Six-Item form (GQ-6), (McCullough, Emmons & Tsang, 2002) and Work Engagement was measured with the 9-item Utrecht Work Engagement Scale (UWES-9) (Schaufeli & Bakker, 2003). Perceived Organisational Support was measured by the Perceived Organisational Support Scale, (Eisenberger, Huntington, Hutchinson & Sowa, 1986) and Psychologocal Ownership was measured with the Psychological Ownership Questionnaire (Pierce, O’Driscoll & Coghlan, 2004). Confirmatory factor analysis (CFA) and item analysis were conducted to evaluate the reliability and validity of the measurement instruments. SEM was used to fit the structural model to the data to investigate the extent to which the abovementioned constructs were significant predictors of SWB and PWBW. The results of the study revealed that different positive psychological resources predicted different aspects of well-being. For example, Hope had an indirect effect on both PA and PWBW, whilst Optimism had a direct effect on EWB and NA, with an indirect effect on PA and PWBW. Self-efficacy had a direct effect on EWB and Resilience a direct effect on PA. Optimism, as found in the Steyn (2011) study, thus played a very central role in overall well-being. Gratitude, although it had no direct effect on any of the well-being constructs, affected NA, PA, EWB and PWBW indirectly by working mainly through Optimism. Strong support that Work Engagement and Perceived Organisational Support contribute to the well-being of employees emerged. Psychological Ownership was the only construct that had no direct or indirect effect on well-being. It was argued that a possible explanation for this may be that Psychological Ownership might not be an antecedent to well-being, but rather a dimension thereof. The importance of this study was thus condensed in the knowledge that there are certain important antecedents to the management of PWBW. The results provide a probable explanation of the complex nomological net of variables and their interrelationships with each other, which influence Psychological Well-being at Work. / AFRIKAANSE OPSOMMING: Hierdie studie herken die belangrikheid van werknemer welstand in vandag se ontwrigtende werksomgewing. Dit het vertrek vanaf die idee dat die volhoubaarheid van organisasies bepaal word deur die gehalte van sy werksmag en dus is werknemer welstand ‘n belangrike prioriteit. Die welstand van werknemers is nie ‘n ewekansige gebeurtenis nie, maar eerder ‘n komplekse verskynsel. Enige poging om die welstand van werknemers te beïnvloed of te verander, moet gegrond wees in ‘n ferm begrip van die kompleksiteit van die welstand verskynsel. Steyn (2011) het ‘n Salutogeniese Model van Beroepswelstand ontwikkel in ‘n poging om uit te beeld hoe positiewe sielkundige veranderlikes gekombineer kan word in ‘n dinamiese voorstelling van die nomologiese net van veranderlikes, onderliggend aan die verskynsel van welstand in die werksplek. Die rasionaal vir haar studie was dat Optimisme en Self-doeltreffendheid ‘n beduidende en direkte positiewe effek op Beroepswelstand sou hê, deels as gevolg van die sielkundige hulpbronne se vermoë om positiewe verwagtinge vir die toekoms te bevorder, en deels as gevolg van die verhoogte gevoel van Organisasieverbintenis en Werksbetrokkenheid wat gefasiliteer word deur hoër vlakke van Optimisme en Self-doeltreffenheid. As ‘n eerste aanpassing tot die Steyn (2011) studie, het hierdie studie gepoog om die argumente wat die aanpassing en uitbreiding van die oorspronklike Steyn (2011) Salutogeniese Model van Beroepswelstand tot die Steyn-Boers Strukturele Model van Sielkundige Welstand by die Werk, te verduidelik. Met inagneming van die teoretiese raamwerke van Positiewe Organisasie Gedrag (POG), Uitbrei-en-Bou teorie (Fredrickson, 2001) en Hobfoll (1989) se Bewaring van Hulpbronne (BH) teorie, was die fokus van die studie op die uitspel van die nomologiese net van veranderlikes onderliggende aan Subjektiewe Welstand (SW) en Sielkundige Welstand by die Werk (SWW) as twee kontemporêre konstrukte goed geïntegreer in die Beroepswelstand literatuur. SW was omskryf as beide Hedoniese Welstand (HW) en Eudimoniese Welstand (EW). HW was verder gedefinieer in terme van Positiewe Affek (PA) en Negatiewe Affek (NA). Welstand is gekontekstualiseerd in die werk domein met Dagenais-Desmarais en Savoie (2012) se konstruk van Sielkundige Welstand by die Werk (SWW). Hoop, Veerkragtigheid en Dankbaarheid is ingesluit as addisionele Sielkundige Kapitaal. Werksbetrokkenheid is in die huidige studie behou oor sy sentrale rol tot welstand. Dit is aangevoer dat Waargenome Organisasie Ondersteuning (WOO) en Sielkundige Eienaarskap werkers se welstand verder sal bevorder en was dus ingesluit in die studie. ‘n Nie-eksperimentele navorsingsontwerp (d.w.s. ‘n vraelys studie) was gebruik om die verwantskappe tussen die verskillende konstrukte vas te stel. ‘n Gerieflikheidsteekproef van 199 respondente was gewerf via ‘n sosiale media netwerk platvorm, Facebook (d.w.s. ‘n nie waarskynlikheidsteekproefneming tegniek). Die meetinstrumente het ingesluit die Positiewe en Negatiewe Affek Skedule (PANAS) (Watson et al., 1988); Ryff (1989) se Sielkundige Welstand Skaal en die Indeks vir Sielkundige Welstand by die Werk wat ontwikkel is deur Dagenais-Desmarais en Savoie (2012). Die vier konstrukte waaruit Sielkunidge Kapitaal bestaan (Hoop, Optimisme, Self-doeltreffendheid en Veerkragtigheid) was gemeet met die Sielkundige Kapitaal Vraelys-24 (Luthans et al., 2007a). Dankbaarheid was gemeet met die Dankbaarheid Vraelys–Ses-Item vorm (DV-6) (McCullough et al., 2002) en Werksbetrokkenheid was gemeet met die 9-item Utrecht Werksbetrokkenheid Skaal (UWBS-9) (Schaufeli & Bakker, 2003). Waargenome Organisasie Ondersteuning is gemeet deur die Waargenome Organisasie Ondersteuning Skaal (Eisenberger et al., 1986) en Sielkundige Eienaarskap is gemeet met die Sielkundige Eienaarskap Vraelys (Pierce et al., 2004). Bevestigende faktorontleding en item analise is gebruik om die betroubaarheid en geldigheid van die meetinstrumente te evalueer. Strukturele vergelyking modellering was gebruik om die strukturele model op die data te pas om vas te stel tot watter mate die bogenoemde konstrukte beduidende voorspellers van SW en SWW is. Die resultate van die studie het getoon dat die verskillende positiewe sielkundige hulpbronne, verskillende aspekte van welstand voorspel. Hoop het, byvoorbeeld, ‘n indirekte uitwerking op beide PA en SWW gehad; terwyl Optimisme n direkte invloed op EB en NA, met ‘n indirekte effek op PA en SWW getoon het. Self-doeltreffendheid het ‘n direkte invloed op EB, en Veerkragtigheid ‘n direkte invloed op PA, gehad. Optimisme, soos gevind in die Steyn (2011) studie, het ‘n baie sentrale rol in algehele welstand gespeel. Alhoewel Dankbaarheid geen direkte invloede op enige van die welstand konstrukte gehad het nie, het dit wel ‘n indirekte effek op PA, NA, EB en SWW gehad, meestal deur Optimisme. Sterk steun het na vore gekom dat Werksbetrokkenheid en Waargenome Organisasie Ondersteuning tot die welstand van werknemers bydra. Sielkundige Eienaarskap was die enigste konstruk wat geen direkte of indirekte invloed op welstand gehad het nie. Dit was geargumenteer dat ‘n moontlike verduideliking hiervoor mag wees dat Sielkundige Eienaarskap moontlik nie ‘n voorspeller van welstand is nie, maar eerder ‘n dimensie daarvan. Die belangrikheid van hierdie studie is dus gekonsentreerd in die wete dat daar sekere belangrike voorspellers tot die bestuur van SWW is. Die resultate verskaf ‘n moontlike verduideliking van die komplekse nomologiese net van veranderlikes en hul onderlinge verbande met mekaar, wat sodoende Sielkundige Welstand by die Werk beïnvloed.

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

This study investigated the relationship between turnover and personality measures through the application of discriminant analysis in a split sample cross validation design. Four personality tests measuring 34 dimensions of personality were administered to 300 Caucasian male job applicants. The tests were the Fundamental Interpersonal Relations Orientation-Behavior, the Vocational Preference Inventory, a shortened version of the DF-Opinion Survey, and the Guilford Zimmerman Temperament Survey. Ten of the dimensions were initially found to be significantly related to turnover. The shrinkage of the coefficient after cross validation was enough for the loss of statistical significance. It is suggested that personality measures are moderately associated with turnover and that investigations examining methods to reduce turnover should focus on other variables.

In the present organisational climate characterised by intense competition, the success of an organisation is increasingly dependent on its employees' expertise and knowledge (Carrel, Elbert, Hatfield, Grobler, Marx & Van der Schyf, 1997). Employees need to be motivated to contribute to the organisation's goals, for their knowledge and expertise to benefit an organisation (Lawler III, 1994). Organisations need to foster a situation in which employees have a positive attitude towards work and are able to benefit personally through directing their effort towards organisational goals. (Robbins, 2000) This study focuses on an organisation that has managed to link job satisfaction with organisational gain, and explores the link between these two subjects. A case study of a South African mining operation is reported on, and examined in-depth. The mine, a successful operation in terms of productivity, is recognised by its holding company as exemplary and is competing with the best base metal producers in the world. The research was conducted in two stages. The first stage consisted of 20 semi-structured individual interviews. Ten employees were selected from both the lower employee-levels and the higher employee-levels. The individual interviews focused on the experience of working at the mine with particular reference to interpersonal dynamics, job satisfaction, leadership style, and reward systems. During the second stage of the research, focus groups were conducted with two groups of seven employees each, one group from the lower-levels and one from the higher-levels. The focus groups aimed at obtaining a deeper understanding of the issues that emerged from the individual interviews. Grounded theory analysis was used during both the first, and second phase of the study. The results indicated that the mine's employees experience a high level fulfilment of higher-order needs, and that this experience is a reaction to the mine's performance enhancing culture. It is further shown that the same factors that create job satisfaction, when applied in excess, or in certain circumstances may lead to dissatisfaction within the same context.

In this quantitative study, undertaken in a South African information and communications technology (ICT) company, dimensions of organisational culture (measured by the South African Culture Instrument) were correlated with the dimensions of work engagement (measured by the Utrecht Work Engagement Survey), to determine whether employees’ perceptions of organisational culture are related to their levels of work engagement. Structural equation modelling confirmed the factorial model of both measuring instruments, with most fit indices indicating the data to be a good or acceptable fit to the hypothesised model. Correlational analyses revealed a statistically significant positive relationship between each of the dimensions of organisational culture and work engagement respectively. Regression analyses showed that leadership, management processes, and goals and objectives make the strongest statistically unique contribution in predicting the dimensions of work engagement. Since work engagement has been shown to relate to several positive work outcomes, it makes sense for organisations to increase levels of work engagement by improving their organisational culture. / Industrial & Organisational Psychology / MCom (Industrial and Organisational Psychology)

Thesis (MA) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: The effects that a traumatic event can have on an individual and the high crime rate in South Africa (SA) were grounds for this two-phase study investigating Posttraumatic Stress Disorder (PTSD) symptom severity within the South African Police Service (SAPS). Two aims of the study were to investigate the relationship of six variables with the outcome variable (PTSD symptom severity) and to construct a regression model that could be used to predict levels ofPTSD symptom severity amongst SAPS members. A third aim was to construct a current list of duty-related stressors that SAPS members face. Phase one comprised 19 officers compiling a duty-related stress list that would form the basis of the stressor questionnaire in phase two. Phase two comprised 97 officers in 12 stations in the West Metropol completing a battery of questionnaires, including the PTSD Symptom Scale: Self-Report Version (Foa, Riggs, Dancu, & Rothbaum, 1993), the Ways of Coping Questionnaire (Folkman & Lazarus, 1988), the Multidimensional Scale of Perceived Social Support (Zimet, Dahlem, Zimet, & Farley, 1988), an extent of service experience questionnaire, and the duty-related stress list. The results from the regression model showed perceived social support to have significant beneficial effects on PTSD symptom severity as did emotion-focused coping. Problem-focused coping was found to exacerbate PTSD symptom severity. Regression model 1 and regression model 2 were found to not significantly predict the outcome variable and the model of best fit was suggested. / AFRIKAANSE OPSOMMING: Die uitwerking wat 'n traumatiese gebeurtenis op 'n individu kan he en die hoe misdaadsyfer in Suid-Afrika (SA) was die beweegredes agter 'n tweefasige studie na die ernstigheid van die simptome van posttraumatiese stresversteuring (PTSV) in die Suid- Afrikaanse Polisiediens (SAPD). Die doel van die studie was om die verwantskap van ses veranderlikes met die uitkomsveranderlike te ondersoek en om 'n regressiemodel te skep wat gebruik kan word om die vlak van ernstigheid van PTSV-simptome by SAPD-Iede te voorspel. 'n Derde doel was om 'n bygewerkte lys van die werksverwante stressors wat SAPD-Iede in die gesig staar, saam te stel. In fase een het 19 polisiebeamptes 'n werksverwante streslys saamgestel wat as grondslag vir die stressorvraelys van fase twee gedien het. Fase twee het die voltooiing van 'n reeks vraelyste deur 97 beamptes van 12 stasies in die Wes-Metropool behels. Vraelyste het die volgende ingesluit: die PTSVsirnptoomskaal: self-aanmeldingsweergawe (Foa, Riggs, Daneu & Rothbaum, 1993), die maniere-van-hantering-vraelys (Folkman & Lazarus, 1998), die multidimensionele skaal van waargenome sosiale ondersteuning (Zimet, Dahlem, Zimet & Farley, 1998), 'n vraelys oor die mate van dienservaring, en die stresvraelys. Die uitslae van die regressiemodel het getoon dat waargenome sosiale ondersteuning, asook emosioneelgefokusde hantering, 'n betekenisvolle voordelige uitwerking op die ernstigheid van PTSV -sirnptome het. Daar is gevind dat probleemgefokusde hantering die ernstigheid van PTSV-simptome vererger. Regressiemodel 1 en die gewysigde regressiemodel 2 het nie die uitkomsveranderlike betekenisvol voorspel nie en die model wat die meeste van pas was, is aanbeveel.

Tang Taryn. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaves 52-59). / Abstracts in English and Chinese. / ACKNOWLEDGEMENTS --- p.ii / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.v / LIST OF TABLES --- p.vii / LIST OF FIGURES --- p.viii / Chapter CHAPTER 1 --- INTRODUCTION --- p.1 / Multiple Roles --- p.2 / From Scarcity and Enhancement to Balance --- p.2 / Scarcity Theory --- p.2 / Expansion Theory --- p.3 / Role Quality --- p.4 / Moderators and Mediators --- p.7 / Identifying the Ambiguity --- p.9 / Gender Role Socialization --- p.12 / Changing Gender Roles --- p.12 / A New Synthesis --- p.15 / Chapter CHAPTER 2 --- STUDY1 --- p.17 / Purpose --- p.17 / Method --- p.17 / Participants and Procedures --- p.17 / Measures --- p.18 / Item Development of Gender Role Socialization --- p.18 / Gender Role Stress --- p.18 / Gender Role Orientation --- p.19 / Results --- p.20 / Exploratory Factor Analyses --- p.20 / Relationship to Other Constructs --- p.22 / Discussion --- p.23 / Chapter CHAPTER 3 --- STUDY2 --- p.25 / Purpose --- p.25 / Method --- p.25 / Procedures --- p.26 / Participants --- p.27 / Measures --- p.28 / Gender Role Socialization Scale --- p.28 / General Health Questionnaire --- p.29 / Role Quality --- p.29 / Analysis Plan --- p.30 / Results --- p.32 / Confirmatory Factor Analyses --- p.32 / Differences between the Three Role Combinations --- p.33 / Correlational Analyses --- p.34 / Regression Analyses --- p.36 / Discussion --- p.41 / Conclusion and Future Directions --- p.49 / REFERENCES --- p.52 / APPENDIX A Gender Role Socialization Questionnaire --- p.85 / APPENDIX B Role Quality Questionnaire --- p.88

This study examined the relationships among organizational identification,work-group identification and intent to leave of online volunteers in a nonprofit organization—OCEF. A total of 245 participants completed the online questionnaire. Consonant with previous research findings, organizational identification and work-group identification has positive relationships; however, the hypothesis that both organizational identification and work-group identification negatively predict intent to leave of online volunteers was not supported in the present study. Furthermore, the level of organizational identification and work-group identification of online volunteers were high, but did not have difference in this study.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The increasing demand for client-services in a highly competitive business environment has resulted in a substantial increase in the number of call centres in South Africa and worldwide (Carrim, Basson & Coetzee, 2006). Within the call centre industry, turnover intentions have been identified as one of the most pressing problems in terms of cost and productivity. This research suggests that the exploration and then the alteration of job resources and job demands will help elicit factors that foster engagement and will help lessen and/or alleviate burnout experiences. This in turn will help to decrease turnover intentions in the South African call centre industry. This research attempts to investigate the proposed relationships between the constructs in a structural model. The literature review defines turnover, turnover intention, engagement, burnout as well as job demands and job resources, using the Job Demands- Resources model. It also discusses the importance for organisations to understand employees’ turnover intentions. The literature review aims to portray that there are relationships between the five constructs. The current research was conducted in 5 inbound/outbound South African call centres. The sample was comprised of 122 participants and a non-probability sampling technique, convenience sampling was utilized. A self-developed Biographical Questionnaire, the Utrecht Work Engagement Scale (UWES) and the Maslach Burnout Inventory Questionnaire (MBI) were used as measuring instruments. Job demands and job resources using the Work Design Questionnaire (WDQ) by Morgeson and Humphrey (2006) were used as well as a Turnover Intentions Questionnaire developed by Roodt (2004) cited in Adam and Roodt (2008). A reliability analysis was done to assess the measurement properties of the respective measures, and all scales showed highly acceptable reliability. The data wereanalysed using the soft approach to Structural Equation Modeling that is Partial least squares path modeling. The results indicate that all of the relationships tested are significant. A model testing engagement and burnout as mediators were also investigated. Both relationships were insignificant hence engagement is a mediator between job resources and intention to quit and burnout a mediator between job demands and intention to quit. This was also confirmed by two separate Sobel tests (Sobel, 1982). This study adds to existing literature on job resources, job demands, engagement, burnout and intention to quit by providing insights into the relationships among these constructs. This study also provides call centres with valuable information for the development and/or alterations of working conditions aimed at mitigating turnover behavior and maximizing organizational outcomes through an engaged workforce. / AFRIKAANSE OPSOMMING: Die toenemende vraag na kliënt-dienste, in 'n hoogs mededingende sakeomgewing, het gelei tot 'n aansienlike toename in die aantal van oproep-diens sentrums in Suid-Afrika asook die wêreld (Carrim, Basson & Coetzee, 2006). Intensie om te bedank is geïdentifiseer as een van die mees dringende probleme in terme van koste en produktiwiteit, binne oproepsentrums. Hierdie navorsing dui daarop dat die eksplorasie en die verandering van werkbronne met betrekking tot die werksomgewing en werkvereistes; sal faktore ontlok wat kan aanleiding gee tot die verbintenis betrokkenheid van personnel, en sal ook help om uitbranding ervarings te verminder of om te verlaag. Dit op sy beurt sal meerbring dat intensie om te bedank dus verlaag word binne die Suid-Afrikaanse oproepsentrum-bedryf. Hierdie navorsing poog om die voorgestelde verwantskap tussen die konstrukte in 'n strukturele model te ondersoek. Die literatuuroorsig definieer omset, intensie om te bedank, verbetenis, uitbranding sowel as werkvereistes en werkbronne, met die hulp van die werk-eise model. Dit bespreek ook die belangrikheid vir organisasies om werknemer omset bedoelings te verstaan. Die literatuuroorsig poog om die verwantskap tussen die vyf konstrukte te illustreer. Die huidige navorsing was gedoen by 5 inkomende/uitgaande Suid- Afrikaanse oproepsentrums. Eenhonderd twee en twintig (122) deelnemers was in die navorsing gebruik en 'n nie-waarskynlikheidsteekproefneming tegniek, gerieflikheidsteekproef was benut. 'n Self-ontwikkelde biografiese vraelys, die Utrecht Werksbegeesteringskaal (UWES) en die Maslach Uitbrandingsvraelys (MBI) was as meetinstrumente gebruik. Werkvereiste en werkbronne was gemeet deur die werk Ontwerp vraelys (WDQ) wat deur Morgeson en Humphrey (2006) ontwikkel is, addisioneel tot die voorafgaande was omset bedoelings vraelyste wat deur Roodt (2004) ontwikkel is soos aangehaal in Adam en Roodt (2008). 'n Betroubaarheid analise is gedoen om die meting eienskappe van die onderskeie maatreëls te evalueer, en daar is bevind dat al die skale hoogs aanvaarbare betroubaarheid toon. Die data is ontleed met gebruik van die sagte benadering tot strukturele vergelykingsmodellering wat PLS modellering. Die resultate dui daarop dat al die verhoudings wat getoets was betekenisvol is. 'n Model toets verbintenis en uitbranding as bemiddelaar is ook ondersoek. Beide verhoudings was onbeduldende daarom is verbintenis ‘n bemiddelaar tussen werkbronne en voorneme om te bedank en uitbranding 'n bemiddelaar tussen werk eise en intensie om te bedank. Dit is ook bevestig deur twee afsonderlike Sobel toetse (Sobel, 1982). Hierdie studie dra by tot die bestaande literatuur oor werkbronne, werkwerkvereistes, uitbranding en intensie om op te bedank deur die verskaffing van insigte in die verhoudings tussen hierdie konstrukte. Hierdie studie bied ook vir oproepdiens-sentrums waardevolle inligting vir die ontwikkeling en/of verandering van werksomstandighede wat daarop gemik is om die veranderende opset van omset gedrag en om optimale uitkoms van verandering vir die organisasie deur 'n betrokke werksmag te benut.

In this quantitative study, undertaken in a South African information and communications technology (ICT) company, dimensions of organisational culture (measured by the South African Culture Instrument) were correlated with the dimensions of work engagement (measured by the Utrecht Work Engagement Survey), to determine whether employees’ perceptions of organisational culture are related to their levels of work engagement. Structural equation modelling confirmed the factorial model of both measuring instruments, with most fit indices indicating the data to be a good or acceptable fit to the hypothesised model. Correlational analyses revealed a statistically significant positive relationship between each of the dimensions of organisational culture and work engagement respectively. Regression analyses showed that leadership, management processes, and goals and objectives make the strongest statistically unique contribution in predicting the dimensions of work engagement. Since work engagement has been shown to relate to several positive work outcomes, it makes sense for organisations to increase levels of work engagement by improving their organisational culture. / Industrial and Organisational Psychology / MCom (Industrial and Organisational Psychology)