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Job resources, positive work-home interaction and work engagement in a sample of police officers / S. CronjeCronje, Sherril January 2006 (has links)
The two most significant domains in the lives of employed individuals are work and home,
which can influence each other in both a negative and a positive way. However, there has
been a lack of empirical research investigating the positive interaction between the work and
home domains, as well as the possible antecedents and outcomes associated with it, including
job resources and work engagement.
The objectives of this study were to test a structural model that includes job resources,
positive work-home interaction (WHI) and work engagement, and to determine the mediating
role of positive WHI in the relationship between job resources and work engagement for
police officers in the North West Province. A cross-sectional survey design was used.
Random samples (n = 468) were taken of employees in the South African Police Service in
the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the
Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement
Scale (UWES) were administered.
Structural equation modelling showed that people who receive sufficient job resources
(including organisational support, possibilities for advancement, growth opportunities and
contact with colleagues) experience positive WHI that leads to work engagement. In
addition, job resources help to enhance work engagement. These results provided evidence
for the partial mediating role of positive work-home interaction in the relationship between
job resources and work engagement.
Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Job characteristics, coping and work-home interaction in a nursing environment / Bernard OosthuizenOosthuizen, Bernard January 2005 (has links)
Nurses make up the largest group of health workers in South Africa and are likely to play an
important role in the transformation of the health sector. Health caregivers, especially those
dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at
risk of developing work-related psychological disorders. Furthermore, long working hours,
pressure, role clarity and lack of support from colleagues are the four most common work
stressors reported. People are constantly faced with the challenge of simultaneously managing
multiple roles in their work as well as their home-sphere. It therefore becomes increasingly
important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the
positive and negative side of work-home interaction as most research focuses on the negative
side. It also seems that, despite the importance of work-home interaction of nurses, relatively few
studies investigate the role of specific job characteristics and coping strategies that could play a
role in negative and positive work-home interaction.
The objective of this study was to determine which job characteristics and coping strategies
predict negative and positive work-home interaction in the nursing environment. A cross-sectional
survey design was used. Stratified random samples (n = 300) were taken of registered
nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A
self-constructed questionnaire was used to measure job characteristics. The Coping Strategy
Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction-
NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses
and Cronbach alpha coefficients were used to determine the validity and reliability of the
questionnaires. Product-moment correlation coefficients were used to determine the relationship
between job characteristics, coping and work-home interaction. Multiple regression analyses
were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping
strategies).
The results showed that time demands, pressure, role clarity and colleague support are the main
job characteristics that predict negative work-home interference. Problem-solving coping was
associated with less negative work-home interference, while avoidance coping seems to predict
higher levels of negative work-home interference. Time demands, autonomy and role clarity
were the main predictors of positive work-home interference. Problem-solving coping was the
only coping strategy associated with positive work-home interference.
Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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Job characteristics, coping and work-home interaction in a nursing environment / B. OosthuizenOosthuizen, Bernard January 2005 (has links)
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Job resources, positive work-home interaction and work engagement in a sample of police officers / S. CronjeCronje, Sherril January 2006 (has links)
The two most significant domains in the lives of employed individuals are work and home,
which can influence each other in both a negative and a positive way. However, there has
been a lack of empirical research investigating the positive interaction between the work and
home domains, as well as the possible antecedents and outcomes associated with it, including
job resources and work engagement.
The objectives of this study were to test a structural model that includes job resources,
positive work-home interaction (WHI) and work engagement, and to determine the mediating
role of positive WHI in the relationship between job resources and work engagement for
police officers in the North West Province. A cross-sectional survey design was used.
Random samples (n = 468) were taken of employees in the South African Police Service in
the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the
Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement
Scale (UWES) were administered.
Structural equation modelling showed that people who receive sufficient job resources
(including organisational support, possibilities for advancement, growth opportunities and
contact with colleagues) experience positive WHI that leads to work engagement. In
addition, job resources help to enhance work engagement. These results provided evidence
for the partial mediating role of positive work-home interaction in the relationship between
job resources and work engagement.
Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Job characteristics, coping and work-home interaction in a nursing environment / Bernard OosthuizenOosthuizen, Bernard January 2005 (has links)
Nurses make up the largest group of health workers in South Africa and are likely to play an
important role in the transformation of the health sector. Health caregivers, especially those
dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at
risk of developing work-related psychological disorders. Furthermore, long working hours,
pressure, role clarity and lack of support from colleagues are the four most common work
stressors reported. People are constantly faced with the challenge of simultaneously managing
multiple roles in their work as well as their home-sphere. It therefore becomes increasingly
important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the
positive and negative side of work-home interaction as most research focuses on the negative
side. It also seems that, despite the importance of work-home interaction of nurses, relatively few
studies investigate the role of specific job characteristics and coping strategies that could play a
role in negative and positive work-home interaction.
The objective of this study was to determine which job characteristics and coping strategies
predict negative and positive work-home interaction in the nursing environment. A cross-sectional
survey design was used. Stratified random samples (n = 300) were taken of registered
nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A
self-constructed questionnaire was used to measure job characteristics. The Coping Strategy
Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction-
NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses
and Cronbach alpha coefficients were used to determine the validity and reliability of the
questionnaires. Product-moment correlation coefficients were used to determine the relationship
between job characteristics, coping and work-home interaction. Multiple regression analyses
were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping
strategies).
The results showed that time demands, pressure, role clarity and colleague support are the main
job characteristics that predict negative work-home interference. Problem-solving coping was
associated with less negative work-home interference, while avoidance coping seems to predict
higher levels of negative work-home interference. Time demands, autonomy and role clarity
were the main predictors of positive work-home interference. Problem-solving coping was the
only coping strategy associated with positive work-home interference.
Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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The mediating effect of positive work-home interaction between job resources, a strength-based approach and work engagement among South African employees / Cherí BothaBotha, Cherí January 2012 (has links)
It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement.
The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context.
A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI.
The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying
individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI.
The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]).
The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context.
Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013
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The mediating effect of positive work-home interaction between job resources, a strength-based approach and work engagement among South African employees / Cherí BothaBotha, Cherí January 2012 (has links)
It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement.
The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context.
A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI.
The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying
individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI.
The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]).
The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context.
Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013
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A model of personality traits and work-life balance as determinants of employee engagementMoshoeu, Abigail Ngokwana 02 1900 (has links)
Employee engagement has been conceived as one of the “hottest topics in management” (De Cieri, Holmes, Abbott, & Pettit, 2002; Saks, 2006). Therefore, the need to further understand factors that enhance the level of employee engagement is of utmost importance if organisations are to successfully increase their competitive edge. The purpose of the present study was to develop a model of personality traits and work-life balance as determinants of employee engagement among employees in the various industries in South Africa. In particular, the present study investigated relationships between personality traits adapted by Martins (2000) which include five robust factors: agreeableness, extraversion, conscientiousness, resourcefulness and emotional stability and work-life balance as measured by the Survey Work-home Interaction/NijmeGen (SWING) which consists of four dimensions, namely, negative work-home interaction, positive work-home interaction negative home-work interaction and positive home-work interaction. The study utilised Schaufeli’s (2002) Utrecth Work Engagement Scale (UWES) which consists of three interrelated dimensions: vigour, dedication and absorption. A quantitative cross-sectional survey was followed and the data was collected from a population of 1 063 working adults through a Web-based survey. The results revealed significant relationships between the variables. Specifically, the results revealed that positive work-home interaction and positive home-work interaction appeared to be stronger correlated to engagement than the five dimensions of personality traits. For instance, a Pearson correlation analysis revealed that positive work-home interaction (r = .33) and positive home-work interaction (r = .30) had the highest correlation with employee engagement. In the same vein, the canonical correlation analysis revealed that positive work-home interaction, positive home-work interaction, agreeableness, conscientiousness and emotional stability exhibited the highest correlation with the canonical employee engagement construct variate.
The results of the structural equation modelling further confirmed that the interaction of three personality traits, namely, agreeableness, conscientiousness and emotional stability and two of the work-life balance constructs, which are positive work-home interaction and positive home-work interaction, significantly and positively predicted employee engagement. The outcomes can be useful in informing employee engagement strategies, particularly in the recruitment, selection and retaining of highly skilful talents. Specifically, the study provided practical recommendations for employee engagement practices, based on the literature review and empirical results. This study highlighted the manner in which the personality traits and work-life balance variables impacted on employee engagement behavior. / Industrial and Organisational Psychology / D. Litt. et. Phil. (Industrial and Organisational Psychology)
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