Magister Commercii (Industrial Psychology) - MCom(IPS) / In the 21st century the nature of work and life has become characterized by unavoidable changes. These changes are brought about by various environmental, social and technological developments or unforeseen occurrences. It has become more challenging for economies, countries and organizations to bounce back from these volatile fluctuations in all markets and industries (Martine & Alves, 2015). Examples of the above-mentioned changes is emphasized by Wales (2013) who identified that trends such as climate change, globalization and social inequality have created a significant challenge to the traditional business model. The “credit crunch”, corporate scandals and possible corruption have led to a loss of trust in business, and companies are facing pressures from governments, consumers, employees and investors to demonstrate that they are adopting ethical and sustainable business practices (Pfeffer, 2015). Similarly, Martine and Alves (2015) question whether the economy, society and environment in the 21st century are indeed the three pillars of sustainability. These factors highlight the importance of critically discussing factors surrounding economic growth and the sustainability thereof.

[pt] O principal objetivo desta dissertação consistiu em investigar os papéis das ações de redesenho do trabalho e da segurança psicológica na prevenção de sintomas do burnout. Para tanto, foram conduzidos dois estudos. O primeiro estudo consistiu em uma revisão teórica das relações entre redesenho do trabalho, segurança psicológica e burnout, considerando o impacto da interação entre profissionais de diferentes gerações no ambiente de trabalho. Já o segundo estudo, consistiu na proposição de um modelo no qual as ações de redesenho do trabalho exercem um papel de mediação na relação entre segurança psicológica e sintomas do burnout. Uma análise quantitativa foi conduzida, baseada na aplicação de escalas de avaliação de segurança psicológica, ações de redesenho do trabalho e sintomas do burnout e a partir de questionários respondidos por uma amostra de 179 trabalhadores dos setores químico, petroquímico e de óleo e gás. Através dos resultados obtidos, foi proposto um modelo no qual as ações de reformulação cognitiva desempenharam um papel de mediação parcial na relação entre segurança psicológica e os sintomas primários do burnout. Tais resultados reforçam a importância do desenvolvimento de ações direcionadas à capacitação de equipes e lideranças nos temas segurança psicológica e identificação de oportunidades de redesenho do trabalho. / [en] The main objective of this dissertation was to investigate the roles of job crafting actions and psychological safety in preventing burnout symptoms. For this, two studies were conducted. The first study consisted of a theoretical review of the relationships between job crafting, psychological safety and burnout, considering the impact of interaction between professionals from different generations in the work environment. The second study consisted of proposing a model in which job crafting actions play a mediating role in the relationship between psychological safety and burnout symptoms. A quantitative study was carried out, based on the application of assessment scales of psychological safety, job crafting actions and burnout symptoms and from questionnaires answered by a sample of 179 workers in the chemical, petrochemical and oil and gas sectors. Through the obtained results, a model was proposed in which the cognitive crafting actions played a partial mediation role in the relationship between psychological safety and the primary symptoms of burnout. Such results reinforce the importance of developing actions aimed at training teams and leaders in psychological safety issues and identifying opportunities for job crafting.

自《幼稚教育法》推動以來，我國幼兒園開始採用每班安置教師二人，由兩位教師共同經營一個班級的做法。過去不少研究發現，合班關係有其效能及其必要性。因此，合班的教師如何建立有效的合班關係，並從中得益自我實踐成為重要的研究課題。 　　因為幼兒園工作環境充滿變化性、不確定性與壓力，加上教師們皆具有專業的背景以及在工作執行上擁有許多的彈性與自主權，學者們認為幼兒園合班關係，可以採用協力工作塑造的概念，進一步昇華幼兒園合班關係。Leana,Appelbaum,& Shevchuk (2009)就提出，幼兒園教師的協力工作塑造，有助於確保幼教現場的教學品質，除了對生手教師來說，有助於提升其工作成效，對熟手教師來說，也能夠協助提升其工作附加價值。 　　因此，本研究以質性研究方法，立意取樣三對獲得「教學卓越獎」的合班教師搭檔進行半結構式訪談，了解幼兒教師在合班關係中協力工作塑造的樣貌，包含幼兒園面臨問題時的解決與創新、工作職責與人際溝通之間的協調，以及自我認同等實務及歷程；待回收研究相關資料後，運用質化資料分析軟體MAXQDA進行訪談資料的分析，並進行編碼、整理與分析，以了解並探究本研究之待答問題。最後，透由訪談內容以質性研究方式歸納剖析其協力工作塑造之歷程與實務內涵。 　　研究結果發現，在協力工作塑造的歷程，可以分為四階段，分別為第一階段關係塑造、第二階段團隊建立、第三階段職責塑造與創新階段、第四階段為認同塑造。各個階段皆有其關鍵要件，在關係塑造的關鍵有四（含歷程性），為相互尊重、了解、欣賞、互信與學習；團隊建立階段為從個人至協力合作；職責塑造與創新階段為一動態歷程，視幼兒、雙方與班級學習情況而萌發；認同塑造的關鍵為自我認同的再強化、從自我認同到團隊認同。進而討論，協力工作塑造之概念於組織、團隊及個人之關係。

Philosophiae Doctor - PhD / Modern day leaders are faced with a complex globalised environment that has resulted in intense competition, ever-changing government rules and regulations, stakeholder demands, environmental policies and much more. In order to not only survive but thrive, they need to lead and motivate a diversified group of employees with different economic, cultural, and socio-political values. Today’s leaders need to develop effective managerial strategies, learn to inspire those both inside and outside of the organisation, and guide change. This study aimed to provide insight into change-oriented leadership and examine its effect on psychological capital (PsyCap) and psychological empowerment as antecedents of work engagement and change-oriented organisational citizenship behaviour (changed-oriented OCB). For purposes of this study, a quantitative research design was employed using both paper and pencil and electronic questionnaires. Data was gathered by using a probability sample of employees within a manufacturing organisation in South Africa (N = 736). The measurement instruments were revalidated for the South African sample through both confirmatory factor analysis (CFA) and partial least squares structural equation modelling (PLS-SEM). All the measuring instruments retained its original factor structures and reported acceptable reliabilities of change-oriented leadership (α= .908), PsyCap (α= .848), psychological empowerment (α= .860), work engagement (α= .883) and changed-oriented OCB (α= .897).

Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company's social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization.

Submitted by SBI Biblioteca Digital (sbi.bibliotecadigital@puc-campinas.edu.br) on 2017-02-14T14:22:15Z No. of bitstreams: 1 RITA PIMENTA DE DEVOTTO.pdf: 4782655 bytes, checksum: 8a2b52204f5ddcd14488022a1724b387 (MD5) / Made available in DSpace on 2017-02-14T14:22:15Z (GMT). No. of bitstreams: 1 RITA PIMENTA DE DEVOTTO.pdf: 4782655 bytes, checksum: 8a2b52204f5ddcd14488022a1724b387 (MD5) Previous issue date: 2016-12-14 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / The central theme of this master thesis are the proactive behaviours at work called job crafting. Job crafting consists of informal individual initiatives to modify the work, in order to optimize resources and demands and or to make it more engaging and rewarding. Individuals shape their work experience through actions that redefine the tasks and relationships involved in the work, as well as through cognitive changes in the way they perceive work. The theoretical model of job crafting proposes that such actions take place at different organizational contexts and are independent of the degree of autonomy, complexity and authority involved in each work. Since its emergence in the qualitative research in 2001, the proactive approach of job crafting has attracted growing interest from researchers and practitioners, as an alternative that explains and highlights the energetic and daily efforts of the individual to change their working environment. In Brazil, research in job crafting is at an early stage. Five different interconnected studies were undertaken to deepen the theoretical and empirical knowledge about job crafting and to advance its research in Brazil. The first study presents a systematic review of the international scientific literature on job crafting. Evidences revealed an increase of scientific publications about the construct, driven by the development of measures. We found a lack of production in our context and the need to adapt measures to assess the construct and promote empirical research about job crafting in Brazil. The second study, which theoretically introduces the theme, aimed to meet the need to contribute to a chapter about job crafting for book to be published in Brazil. The chapter situates the job crafting approach, revises its conceptualization in the international literature, describes the state of the art in the evaluation of the construct, portrays the main antecedents and outcomes of job crafting according to recent empirical studies and discusses some benefits and practical implications. The third study presents the adaptation and validation of the Job Crafting Questionnaire to the Brazilian context. We conducted two studies with professionals in Brazil to investigate the internal structure of the instrument through exploratory and confirmatory techniques. The results indicated that the instrument presented adequate psychometric characteristics, being a valid measure for assessing job crafting in general populations in Brazil. The fourth study presents a systematic review and a meta-analysis on the relationship between job crafting and well-being. The positive relationship between both constructs was corroborated. We found that the job crafting has a greater effect on the positive dimension of the well-being. This study also brought evidences of a significant difference between the effect of job crafting on occupational and general well-being measures, indicating a better performance of the latter. Finally, we undertook an exploratory study about the job demands-resources model in the Brazilian context. Drawing on the network analysis technique, we investigated the relationships between the variables of working conditions, work engagement, job crafting and well-being, predicted by the job demands-resources model. Results supported some relationships predicted by the theoretical model. However, the job crafting, which predicted work engagement, did not happen at the expenses of the working conditions (resources and demands). This finding indicates the need to investigate other intrinsic precedents of job crafting. These five products of the master?s thesis advance research in job crafting in Brazil. / A tem?tica central da presente disserta??o s?o os comportamentos proativos no trabalho denominados de job crafting. Tais comportamentos consistem em iniciativas individuais informais que buscam modificar o trabalho, para otimizar seus recursos e demandas e ou para torn?-lo mais envolvente e gratificante. Os indiv?duos moldam sua experi?ncia de trabalho atrav?s de a??es que redefinem as tarefas e as rela??es envolvidas no trabalho, bem como por meio de mudan?as cognitivas na forma de perceber o seu trabalho. O modelo te?rico do job crafting prop?e que tais a??es acontecem em diferentes contextos organizacionais e s?o independentes do grau de autonomia, complexidade e autoridade envolvidos no trabalho. Desde o seu surgimento na pesquisa qualitativa em 2001, a perspectiva proativa do job crafting tem despertado crescente interesse de pesquisadores e profissionais, como uma alternativa que explica e salienta os esfor?os proativos e cotidianos do indiv?duo para alterar seu contexto de trabalho. No Brasil, a pesquisa em job crafting encontra-se em est?gio inicial. Foram empreendidos cinco estudos diferentes e interconectados que buscaram aprofundar o conhecimento te?rico e emp?rico sobre o job crafting e avan?ar sua pesquisa no Brasil. O primeiro estudo apresenta uma revis?o sistem?tica da produ??o cient?fica internacional sobre o job crafting. Verificou-se um crescimento de publica??es cient?ficas sobre o construto, impulsionado pelo desenvolvimento de medidas. Constatou-se a aus?ncia de produ??o no nosso contexto e a necessidade de adaptar medidas para aferir o construto e impulsionar a pesquisa emp?rica sobre o job crafting no Brasil. O segundo estudo introduz teoricamente a tem?tica e objetivou atender ? necessidade de contribuir com um cap?tulo sobre job crafting para um livro ainda in?dito no Brasil1. O cap?tulo situa a abordagem do job crafting, revisa sua conceptualiza??o na literatura internacional, descreve o estado da arte na avalia??o do construto, retrata os principais antecedentes e desfechos do job crafting de acordo com recentes estudos emp?ricos, e discute alguns benef?cios e implica??es pr?ticas. O terceiro estudo apresenta a adapta??o e valida??o do Job Crafting Questionnaire para o contexto brasileiro. Conduziu-se dois estudos com profissionais no Brasil para investigar a estrutura interna do instrumento por meio de t?cnicas explorat?rias e confirmat?rias. Os resultados indicaram que o instrumento apresentou caracter?sticas psicom?tricas adequadas, sendo uma medida v?lida para avalia??o do job crafting em popula??es gerais no Brasil. O quarto estudo apresenta uma revis?o sistem?tica e uma metan?lise sobre a rela??o do job crafting com o bem-estar. Corroborou-se a rela??o positiva entre ambos construtos. Constatou-se um maior efeito do job crafting sobre a dimens?o positiva do bem-estar. Verificou-se a exist?ncia de uma diferen?a significativa entre o efeito do job crafting nas medidas de bem-estar ocupacionais e gerais, indicando um melhor desempenho destas ?ltimas. Por fim, apresenta-se um estudo explorat?rio sobre o modelo de recursos e demandas no trabalho no contexto brasileiro. Valendo-se da t?cnica de an?lise de redes, foram investigadas as rela??es previstas no modelo de recursos e demandas no trabalho, entre as vari?veis de condi??es de trabalho, engajamento no trabalho, job crafting e bem-estar. Os resultados corroboram algumas rela??es previstas no modelo te?rico. Por?m o job crafting, apesar de preditor do engajamento no trabalho, n?o aconteceu em virtude das condi??es de trabalho (recursos e demandas). Este achado indica a necessidade de investigar outros precedentes de natureza intr?nseca do job crafting. Estes cinco produtos da disserta??o avan?am o conhecimento sobre a pesquisa em job crafting no Brasil.

No description available.

Thesis (MCom)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The South African health care system is tormented by various challenges ranging from income inequalities, extreme resource scarcities to discrimination and violence. This makes the health care industry a tough work environment for health care personnel to operate in. South Africa has experienced the loss of thousands of nurses over the past decade, either emigrating or leaving the nursing profession altogether (Tshitangano, 2013). Consequently, this trend drew the attention to the well-being of nurses in South Africa. The primary objective of this study was to investigate the level of work engagement among private sector nurses in the Western Cape, together with their levels of job demands, job resources, personal resources, performance and job crafting. This was done using the Job Demands-Resources model (JD-R) of work engagement. The comprehensive JD-R model was tested and the validity of the proposed relationships between the constructs was examined. Moreover, additional paths in the model were proposed and tested. Managerial implications along with practical interventions were derived from the results with the aim to increase nurse well-being and retention. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data were collected from 311 nurses employed by a private hospital group by means of non-probability convenience sampling. A self-administered paper copy survey was distributed to hospitals given that they agreed to participate in the research. The survey was voluntary, anonymous and confidential. The survey consisted of five sections and included questions from five existing questionnaires, namely, the Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), the Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), the Work Design Questionnaire (Morgeson & Humhprey, 2006), the Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), and the Job Crafting Scale (Tims, Bakker & Derks, 2012). In order to test the statistical significance of the hypotheses, the data were subjected to Structural Equation modelling and regression analyses. The results indicated that the nurses experienced a high level of work engagement, and elucidated the fact that job resources, job demands, and job crafting aspects of their jobs are in need of industrial psychologist or managerial interventions. / AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse gesondheidsisteem word geteister deur verskeie uitdagings wat onder andere inkomste ongelykhede, ekstreme hulpbron skaarshede, diskriminasie en geweld insluit. Dit maak die gesondheidsindustrie ʼn moeilike werksomgewing vir gesondheidspersoneel om in te werk. Suid-Afrika het duisende verpleegsters oor die laaste dekade verloor as gevolg van emigrasie, terwyl ander die professie in geheel verlaat het (Tshitangano, 2013). Gevolglik het hierdie tendens die aandag getrek na die welstand van verpleegsters in Suid-Afrika. Die primêre doel van hierdie studie was om die vlak van werksbetrokkenheid onder ʼn steekproef van privaatsektor verpleegsters in die Wes-Kaap te ondersoek, tesame met hulle vlakke van werkseise, werkshulpbronne, persoonlike hulpbronne, werksprestasie en posverryking. Die Job Demands-Resources model (JD-R) of work engagement is vir hierdie doel ingespan. Die omvattende model tesame met die geldigheid van die voorgestelde verhoudings tussen die konstrukte is getoets. Addisionele verhoudings is ook voorgestel en getoets. Bestuursimplikasies en praktiese intervensies is van die resultate afgelei en word aan bestuurders voorgelê as moontlike oplossings om verpleegsters se welstand en retensie te verhoog. ʼn Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is van 311 verpleegsters ingesamel wat deur ʼn private hospitaalgroep in diens geneem word. Nie-waarskynlikheid gerieflikheidsteekproeftrekking is gebruik om die steekproef te bepaal. ʼn Self-geadministreerde vraelys is ontwikkel en as harde kopie uitgestuur na dié hospitale wat ingestem het om aan die navorsing deel te neem. Die vraelys is vrywillig, anoniem en konfidensieel ingevul en het uit vyf seksies bestaan. Die vyf seksies se vrae is opgemaak uit verskeie bestaande vraelyste, naamlik, die Utrecht Work Engagement Scale (UWES-17) (Schaufeli & Bakker, 2003), die Job Demands-Resources Scale (Rothman, Mostert & Strydom, 2006), die Work Design Questionnaire (Morgeson & Humhprey, 2006), die Psychological Capital Self-Rated Version (PsyCap-24) (Luthans, Avolio, Avey & Norman, 2006), en die Job Crafting Scale (Tims, Bakker & Derks, 2012). Ten einde die statistiese beduidendheid van die hipoteses te toets, is die data deur strukturele vergelykingsmodellering en regressie-ontledings ontleed. Die resultate dui daarop dat die verpleegsters 'n hoë vlak van werksbetrokkenheid ervaar, en dat werkshulpbronne, werkseise en posverrykende aspekte van hulle werk bestuurs- of bedryfsielkundige intervensies verlang.

Abstracts in English, Afrikaans and Zulu / This research investigated work as a calling, the relationship with work engagement and the effect on burnout in the Namibian health care sector. A quantitative survey was conducted on a convenient sample of nurses (N = 261) employed by government and private hospitals in Namibia. Kendall's tau_b correlation analysis indicated a positive correlation between job/calling orientation and total work engagement, and a negative correlation with the burnout sub-dimensions of exhaustion and cynicism/ depersonalisation. The results of this study also suggest that both job/calling and work engagement are statistically related to the respondents’ positive world view, which is an important attribute for quality of life. Additionally, the study revealed that burnout had a partial mediation effect on the interaction between job/calling and work engagement. Selected demographic characteristics had a partial moderation effect on the relationship between job/calling orientation, work engagement and burnout. These findings may provide new knowledge for the design of workplace practices that assess calling orientation, and may enhance work engagement. The study provided a deepened understanding of the interrelationships between work as a calling, work engagement and burnout. On a practical level, the recommendations provided can be used by human resource management practitioners, nurse managers and health care providers to motivate health care workers to become more productive in the provision of quality health care, and to improve the management of employees throughout their employment life cycle. / In hierdie studie is werk as ʼn roeping en die verband tussen werkverbintenis en die uitwerking van ooreising in die Namibiese gesondheidsorgsektor ondersoek. ʼn Kwantitatiewe opname is onder ʼn geriefsteekproef van verpleegsters (N = 261) by private en staatshospitale in Namibië gedoen. Volgens Kandall se tau_b-korrelasieanalise is daar ʼn positiewe korrelasie tussen pos/roepingsgerigtheid en totale werkverbintenis, en ʼn negatiewe korrelasie met die ooreisingsubdimensies van uitputting en sinisme/ontpersoonliking. Die uitslag van hierdie studie dui daarop dat sowel pos/roeping as werkverbintenis statisties met die respondente se positiewe wêreldbeskouing, ʼn belangrike kenmerk vir lewenskwaliteit, verband hou. Afgesien hiervan dui die uitslag daarop dat ooreising ʼn gedeeltelike mediasie-effek op die wisselwerking tussen pos/roeping en werkverbintenis het. Die gekose demografiese kenmerke het ʼn gedeeltelik matigende effek op die verband tussen pos/roepingsgerigtheid, werkverbintenis en ooreising. Hierdie bevindings is nuwe kennis vir die ontwerp van werkplekpraktyke wat roepingsgerigtheid evalueer en dit kan werkverbintenis verbeter. Hierdie studie bied groter insig in die onderlinge verbande tussen werk as ʼn roeping, werkverbintenis en ooreising. Op ʼn praktiese vlak kan mensehulpbronbestuurders, verpleegsterbestuurders en gesondheidsorgverskaffers die aanbevelings gebruik om gesondheidsorgwerkers te motiveer sodat hulle produktiewer in die lewering van goeie gesondheidsorgdienste raak. Dit kan eweneens gebruik word om gesondheidsorgwerkers hulle hele werkslewensiklus deur beter te bestuur. / Lolu cwaningo beluphenya umsebenzi njengobizo lomsebenzi, ubudlelwano bokuzibandakanya emsebenzini kanye nomthelela wokukhathala kakhulu kwabasebenzi emkhakheni wezempilo eNamibia. Isaveyi eyencike kumanani iye yenziwa ngokuthi kuthathwe isampuli efanele yabahlengikazi (N = 261) abaqashwe yizibhedlela zikahulumeni kanye nezibhedlela zangasese eNamibia. Uhlaziyo lukaKendall lwe-tau_b luveze ubudlelwano obuhle obuphakathi kobizo/kokufundiswa umsebenzi kanye nokuzibandakanya ngokugcwele emsebenzini, kanye nobudlelwano obubi bokukhathala kwezigatshana ezincane zokudangala kanye nokwenza into ngesizathu sokuzinceda wena wedwa/ukuqeda ukuzibheka wena wedwa. Imiphumela yalolu cwaningo nayo iphakamisa ukuthi kokubili umsebenzi/nobizo lomsebenzi kanye nokuzibandakanya emsebenzini ngokwamanani kuhlobene nombono omuhle wabaphenduli bemibuzo mayelana nomhlaba, okungumthelela obalulekile kwizinga elihle lempilo. Ngaphezu kwalokho, ucwaningo luveze ukuthi ukukhathala kakhulu ngakolunye uhlangothi kunomphumela omuhle wokuxazulula kahle lapho kuhlangana khona umsebenzi/ubizo lomsebenzi kanye nokuzibandakanya emsebenzini. Izimpawu ezikhethiwe zedemografi ngakwenye ingxenye zinomthelela wozinzisa kahle ubudlelwano obuphakathi kohlelo lokungeniswa emsebenzi/obizweni lomsebenzi, kokuzibandakanya emsebenzini kanye nokukhathala kakhulu emsebenzini. Lolu lwazi olutholakele lungaletha ulwazi olusha olumayelana nedizayini yezingqubo zendawo yomsebenzi, okuyizingqubo ezihlola ukufundiswa ngobizo lomsebenzi kanti lokhu kungaqinisa ukuzibandakanya emsebenzini. Empilweni yangempela, izincomo zingasetshenziswa abasebenzi bomnyango wezokuqhashwa kwabasebenzi, abaphathi babahlengikazi kanye nabahlinzeki bezempilo ngesizathu sokukhuthaza abasebenzi bezempilo ukuba babe abasebenzi abaqotho mayelana nokunikezwa kwezinsiza zempilo zezinga eliphezulu, kanyenokuthuthukisa nohlelo lokuphathwa kwabasebenzi empilweni yabo yonke yokusebenza. / Business Management / D. Com. (Business Management)