[pt] O Modelo de Recursos e Demandas do Trabalho evidencia que as condições de trabalho são capazes de prever diferentes níveis de bem-estar no trabalho, como o Engajamento no Trabalho e a Adição ao Trabalho, duas formas de alto investimento de energia no trabalho. O Engajamento é a forma de funcionamento ótimo do trabalhador, marcado pelo prazer em trabalhar e a Adição é um sintoma de acometimento à saúde e o tempo investido no trabalho se deve a uma compulsão. Esta pesquisa teve como objetivo identificar a relação em rede entre o Engajamento e a Adição com variáveis apontadas pela literatura como antecedentes: recursos e de-mandas do trabalho, trabalho significativo, autoeficácia ocupacional, redesenho do trabalho, oportunidades de redesenho do trabalho e personalidade. Para isso, foram realizados dois estudos. O primeiro analisou os recursos pessoais e o segundo, os recursos do trabalho. Para análise dos dados, foram realizadas análises de redes com as respectivas variáveis. Sobre os recursos pessoais, o trabalho significativo foi a variável mais fortemente associada ao Engajamento e a extroversão, associada a altos níveis de neuroticismo, apresentou papel importante no desenvolvimento da Adição. Quanto aos recursos e demandas do trabalho, os recursos do trabalho foram os principais antecedentes do Engajamento enquanto as demandas do trabalho foram os principais antecedentes da Adição. O estudo sugere que a principal forma de promover o Engajamento no Trabalho e prevenir a Adição ao Trabalho é o investimento em recursos do trabalho e a redução das demandas de trabalho. / [en] The Job Resources and Demands Model shows that working conditions can predict different levels of well-being at work, such as Work Engagement and Work Addiction, two forms of high energy investment in work. Work Engage-ment is the optimal way of functioning for the worker, marked by pleasure in working, and Work Addiction is a symptom of health impairment, where the time invested in work is due to compulsion. This research aimed to identify the network relationship between Work Engagement and Work Addiction with var-iables pointed out by the literature as antecedents: job resources and demands, meaningful work, occupational self-efficacy, job redesign, job redesign opportunities, and personality. For this purpose, two studies were conducted. The first analyzed personal resources, and the second analyzed job resources. Network analysis was performed on the data with their respective variables. Regarding personal resources, meaningful work was the most strongly associated variable with Work Engagement, and extraversion, associated with high levels of neurot-icism, played an important role in the development of Work Addiction. As for job resources and demands, job resources were the main antecedents of Work Engagement, while job demands were the main antecedents of Work Addiction. The study suggests that the main way to promote Work Engagement and prevent Work Addiction is to invest in job resources and reduce job demands.

Background: Sudden change in work routine, as a response to the Covid-19 pandemic, disrupted the historic patterns and created phenomena where people were forced to work remotely for a long-term period. Even when the restrictions were eased after the pandemic, business-as-usual concerning workplace was challenged since employees did not want to return to their 9-5 jobs. Therefore, employers are forced to rethink their legacy approach concerning where and when work can be conducted. Research Problem: With both employees and employers mutually convinced about the need for redefining how work can be executed, in parallel with negative correlation existing between extensive remote work and employee engagement, calls for exploring alternative flexible working arrangements. Research Purpose: In the context where neither extensive remote work nor fully on-site setups are perceived as the optimal workplace solutions after the Covid-19 pandemic, a hybrid approach may provide middle-ground, ideally combing the positive elements from both home- and corporate office workplaces, resulting in an enhanced employee engagement. Hence, the purpose is to understand how hybrid workplace impacts employee engagement. Research Question: What are the implications of hybrid workplace on employee engagement? Research Method: This research is qualitative and inductive, following relativism ontology and social constructionism epistemology. Grounded Theory as methodology, and data collected through 12 semi-structured interviews, concluded with grounded analysis to conduct interpretation and analysis.  Conclusion: The outcome of this study confirms that employee engagement is affected by hybrid approach as a workplace arrangement, either positively or negatively, dependent on conditions how hybrid approach is configured and implemented. Hybrid workplace elements which impact employee engagement were identified and are presented in this paper.

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No description available.

[pt] Segundo o modelo de Demandas e Recursos, as demandas do ambiente de trabalho estão associadas a aspectos negativos do bem-estar relacionado ao trabalho, como a adição ao trabalho, e os recursos têm relação positiva com aspectos positivos. A interface família-trabalho pode impactar bem-estar relacionado ao trabalho, seja gerando novas demandas ou sendo uma fonte de recursos, por meio de estratégias de coping provenientes das relações interpessoais. O objetivo deste estudo foi ampliar evidências do modelo estendido de demandas e recursos do trabalho (JD-R) que considera as interações com outras áreas da vida nos desfechos do bem-estar relacionado ao trabalho. Dentro da interface família-trabalho, as estratégias de enfrentamento da díade romântica foram elencadas como foco dessa investigação (coping diádico – CD). Investigou-se as relações entre variáveis do relacionamento amoroso (CD e satisfação com o relacionamento) e variáveis organizacionais, como as características do ambiente organizacional e os desfechos do bem-estar relacionado ao trabalho - engajamento e satisfação com o trabalho. Participaram da pesquisa 226 adultos brasileiros em relacionamentos amorosos e com atividades profissionais, que responderam a um questionário online contendo perguntas sociodemográficas e instrumentos de medição das variáveis investigadas. Os resultados mostraram relações significativas entre o engajamento no trabalho, algumas caraterísticas organizacionais e CD. Além disso, a interação entre a dimensão Mudanças dos recursos do trabalho e o CD apresentou efeito significativo. Assim, discute-se a importância da busca amplificada por estratégias de enfrentamento para além da área de origem da demanda/estressor, considerando a complexidade das inúmeras interações humanas. / [en] According to the Job Demands-Resources (JD-R) model, workplace demands are associated with negative aspects of work-related well-being, such as work addiction, while resources are positively related to positive aspects. The family-work interface can impact work-related well-being by either generating new demands or serving as a source of resources through coping strategies derived from interpersonal relationships. The objective of this study was to extend the evidence of the expanded JD-R model, which considers interactions with other areas of life in work-related well-being outcomes. Within the family-work interface, the coping strategies of the romantic dyad were highlighted as the focus of this investigation (dyadic coping – DC).The study examined the relationships between romantic relationship variables (DC and relationship satisfaction) and organizational variables, such as organizational environment characteristics and work-related well-being outcomes—namely, work engagement and job satisfaction. A total of 226 Brazilian adults in romantic relationships and engaged in professional activities responded to an online questionnaire, which included sociodemographic questions and instruments measuring the investigated variables. The results indicated significant relationships between work engagement, certain organizational characteristics, and DC. Additionally, the interaction between the dimension of Change in job resources and DC exhibited a significant effect. Thus, this study underscores the importance of seeking enhanced coping strategies beyond the area of origin of the demand/stressor, considering the complexity of numerous human interactions.

This thesis investigates the correlation between passion and both work engagement and employee well-being among young professionals in the Swedish labor market. Given the significant economic losses attributed to low work engagement globally, this research aims to explore how fostering passion in the workplace relates to both productivity and human well-being. By integrating theories of motivational psychology and leadership, the study examines the nature of passion and its correlation to job performance and personal well-being. Utilizing a descriptive quantitative research methodology, data was collected from 74 young professionals aged 18 to 45, currently employed in various industries across Sweden. The research employed validated scales to measure passion, work engagement, and employee well-being and applied statistical analysis to test the hypothesized relationships. The findings reveal a positive correlation between passion and work engagement, indicating that individuals who are passionate about their jobs exhibit higher levels of engagement and job satisfaction. Additionally, the study finds that passion correlates with employee well-being, contributing to reduced stress and improved mental health. These results suggest that organizations can achieve sustainable productivity by fostering environments that nurture employee passion and engagement. The thesis contributes to the field of Human Resources (HR) by providing empirical evidence that supports the integration of passion-focused strategies in organizational practices. It offers practical recommendations for HR professionals and leaders to identify and cultivate passion within their workforce. The implications of this research underscore the importance of adopting a human-centric approach to leadership and organizational development in the contemporary workplace.

The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006). Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems. As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006). Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems. As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

The aim of the study was to measure the presence of work engagement and wellbeing among Gestalt play therapists in South Africa. A literature study was undertaken to examine the concepts of work engagement and well-being, and a conceptual framework was given of the Gestalt play therapist and the work that they do with traumatized children within the South African context. This literature study forms the theoretical framework in which the study was done. After completion of the literature study, the empirical study was conducted. The researcher made use of a biographical questionnaire and four psychometric instruments to compile research data; it is the Utrecht Work Engagement Scale, Satisfaction with Life Scale, Subjective Happiness Scale and Scales of Psychological Well-being. The data obtained was quantatively analysed, research findings were discussed and recommendations were made. The empirical data indicated work engagement and well-being to be statistically significant present in Gestalt play therapists in South Africa. / M. Diac. (Play Therapy) / Social Work

This research explores the relationship between job insecurity, organisational commitment and work engagement amongst staff in a tertiary institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. Of the total population (N=4460), a proportion of survey participants (n=260) were selected using a two-stage stratified probability sampling technique, proportional to size, across the different departments. Three instruments were administered among the survey participants, namely the Job Insecurity Scale (JIS), the Organisational Commitment Questionnaire (OCQ) and the Utrecht Work Engagement Scale (UWES). On the basis of the outcome of the study, a theoretical relationship was determined between job insecurity (JIS), organisational commitment (OCQ) and work engagement (UWES). An empirical study provided evidence on the relationship that exists between the three concepts. The results revealed that a statistically significant relationship exists between JIS and OQC as well as UWES, although the relationship is positive and weak (r=.286** for OCQ; r=.270** for UWES). These results are incongruent with previous studies and might suggest that previous studies failed to examine whether the nature and strength of the relationships between job security and its outcomes are different in situations with different levels of insecurity or threat. However, further analysis revealed a statistically significant relationship between some of the subscales. For instance, a positive statistically significant relationship was observed between perceived powerlessness and affective commitment (r=.304**), vigour (r=.346**), dedication (r=.350**) and absorption (r=.279**). The results imply that as participants feel insecure about the various job features and the job as a whole, they simultaneously express their commitment and energy as well as dedication to their work responsibilities and the organisation. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)