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Psychological empowerment, job satisfaction and work engagement of employees in a surface coatings manufacturer / Lenard DurandDurand, Lenard January 2008 (has links)
While innovation, individualisation, human rights and quality of life are acknowledged and
valued by modern society, changes in the workplace such as a focus on efficiency,
globalisation, restructuring, downsizing, acquisitions and merges impact, often negatively, on a
workforce. A better understanding ofthese forces, as well as understanding the deeper needs of
employees in organisations, should be pursued in order to optimise the workplace.
South Africa is currently experiencing a skills shortage while the unemployment figures are
well above 40 percent. As it is often said, the distinguishing economic resource in the
twenty-first century is not commodities, but the human resource that organisations need to
attract, develop and motivate in order to retain the correct type of employees. An approach
is needed where both positive outcomes for the individual worker and the organisation may
be achieved, including organisational performance, effective management of change, greater
employee engagement and commitment, and effective talent management. Thus, the
objective of this study was to identify any relationship that might exist between
psychological empowerment, job satisfaction and work engagement and to determine
whether psychological empowerment may predict job satisfaction and work engagement.
A cross-sectional survey design was used in the study. One-hundred-and-fifty- three (N =
153) employees participated in the study in a surface coatings manufacturing organisation in
Gauteng. The Psychological Empowerment Scale (MEQ), Revised Job Satisfaction Scale
(JSQ), and the Utrecht Work Engagement Scale (UWES) were used.
The results indicated that a statistically significant positive correlation between intrinsic
motivation and work engagement (practically significant, medium effect) and meaning,
correlated positively (practically significant, medium effect) with intrinsic motivation and
work engagement. Extrinsic motivation correlated statistically significantly (practically
significant, large effect) with work engagement.
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The regresslOn analysis indicated that 34 percent of the variance explained in work
engagement is predicted by psychological empowerment (i.e. influence (impact and self-detennination),
meaning, and competence) and job satisfaction (i.e. extrinsic motivation and
intrinsic motivation). No statistically significant differences regarding psychological
empowerment could be found between tenure and educational levels. However, statistically
significant differences were found for gender and language groups.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.
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A model of work-related well-being in the chemical industry / Yvette NiemandNiemand, Yvette January 2008 (has links)
Organisations in the chemical industry face many demands. They have to distinguish themselves from their competitors in the market through technological advancement, market changes and the constant drive to be the best. Other demands include political pressures, e.g. employment equity and diversity management. Furthermore they have to attempt to reduce costs as well as to increase productivity. These pressures may have either a negative or positive effect on employees which could in turn impact on their energy and motivation. Higher job demands and a lack of job resources could result in high levels of exhaustion, demotivation, dissatisfaction and disengagement. Job demands refer to those physical, psychological or organisational aspects of the job that require specific effort and are associated with physiological and psychological costs. Job resources refer to the aspects of the job that may be functional in meeting task requirements and may reduce the physiological and psychological costs; they may also stimulate growth as well as the development of an individual.
The objective of this study was to test a structural model of work-related well-being showing the relationships amongst the variables of job demands, job resources, exhaustion, mental distance, vitality, work devotion, health and organisational commitment. A cross-sectional survey design was used. The participants (JV=265) included employees working for a business within the chemical industry. The South-African Employee Health and Wellness Survey (SAEHWS) was used to gather data on the work-related well-being of employees. Descriptive statistics, Cronbach's alpha coefficients, correlation coefficients and structural equation modelling were used to analyse the data.
The results indicated that high job demands and insufficient job resources resulted in high levels of burnout (exhaustion and mental distance), which led to physical and psychological ill health. Adequate job resources on the other hand resulted in work-related well-being (low burnout and high work engagement), which in turn resulted in organisational commitment.
Growth opportunities within the job and organisational support played an important role in the well-being of the employees.
Recommendations for future research were made. / Thesis (M.A. (Industrial psychology))--North-West University, Potchefstroom Campus, 2009.
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The impact of job demands and job resources on work engagement and turnover intentions within the information technology division of a South African bankVan Heerden, Jana January 2015 (has links)
Magister Commercii (Industrial Psychology) - MCom(IPS) / The primary objective of the study was to gain a deeper understanding of the impact of job resources and job demands on work engagement and employee turnover intentions within the IT division of a South African bank. The Job Demands-Resources (JD-R) model was applied as theoretical framework to identify the unique job resources and job demands driving work engagement and turnover intentions of employees within this highly specialised section of the South African banking industry. Quantitative data was collected from 239 IT professionals via a self-administered, web-based survey comprising of four sections. Participation in the survey was voluntary, anonymous and confidential. The first section of the survey consisted of gathering of the participants’ biographical and employment information. The subsequent sections provided a measurement of the specific latent variables using valid and reliable measuring instruments, including the the Utrecht Work Engagement Scale (UWES-17) designed by Schaufeli, Salanova, González-Romá and Bakker (2002), the Job Demands- Resources Scale (Jackson & Rothmann, 2005), and Roodt’s (2004) Turnover Intentions Scale (TIS).
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Work Engagement as a Mediator Between Personality and Citizenship BehaviorMatamala, Alejandra 25 May 2011 (has links)
This study examined individual differences as precursors to engagement, then assessed whether engagement was a mechanism through which the personality variables led to organizational outcomes. Specifically, this study assessed how the relationships between select personality dimensions and citizenship behavior (OCB), both individual (OCB-I) and organizational (OCB-O), were mediated by work engagement using two distinct measures. Undergraduate working students at Florida International University completed surveys that measured their personalities, levels of work engagement, and citizenship behaviors in the work setting. Correlations and multiple regressions were used to assess the relationships between variables. Results confirmed several of the hypotheses, including the effects of personality on engagement and engagement on OCB. Select hypotheses involving mediation were supported, of which further support was found for the UWES measure over the MBI-GS. Results from a coworker sample contribute to the literature by complementing these results linking personality, work engagement, and OCB.
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Análisis de la relación entre los componentes de los boletines internos y el work engagement en la Fuerza de Ventas de una aseguradora peruanaCasas Haro, Analía Arellis, Fuentes Mariños, Maria Fernanda 16 March 2020 (has links)
En el escenario actual se presencian diversos cambios coyunturales, uno de ellos es el aumento de la competitividad, factor que incide directamente en el personal de la Fuerza de Ventas, colaboradores con una alta tasa de rotación y que no se encuentran dentro de una oficina permanentemente.
Ante ello, las organizaciones deben ser creativas para lograr la retención de su personal, generando work engagement a través de herramientas organizacionales como la gestión de los canales internos, específicamente para la presente investigación, los boletines internos.
Ante esto, la presente investigación tiene como pregunta de investigación analizar si existe o no relación entre la gestión de contenido, diseño y frecuencia de envíos de los boletines internos y el work engagement en la Fuerza de Ventas de una aseguradora peruana.
Se encontró evidencias teóricas que indicaban la posible relación entre ambas variables, por lo que se planteó la siguiente hipótesis: la gestión de contenido, diseño y frecuencia de envíos de los boletines internos y el work engagement se relacionan en el caso de una aseguradora peruana.
Para ello, se aplicó un diseño metodológico no experimental de tipo correlacional con un enfoque cuantitativo concluyente, utilizando el método de investigación de caso de estudio. Se obtuvo que ambas variables poseen diversas tendencias entre sí, concluyendo que algunas variables sí guardan relación directa fuerte, pero otras no; lo que demuestra que no existe relación entre las dos variables analizadas. / In the current scenario, there are several short-term changes, one of them is the increased competitiveness, factor that directly affects the Sales Force, employees with a high turnover rate and who are not permanently in an office.
Given this, organizations must be creative to achieve the retention of their staff, generating work engagement through organizational tools such as the management of internal channels, specifically for this research, internal newsletters.
Given this situation, this research aims to analyze whether or not there is a relationship between content management, design and frequency of publishment of internal newsletters and work engagement in the Sales Force of a Peruvian insurer.
Theoretical evidence was found, that indicates the possible relationship between both variables, so the following hypotheses were raised: content management, design and frequency of publishment of internal newsletters and work engagement are related in the case of a Peruvian insurer.
A non-experimental methodological design of a correlational type was applied, with a conclusive quantitative approach, using the case study research method. It was found that both variables have several tendencies among themselves, concluding that some variables do have a strong direct relationship, but others do not; which shows that there is no relationship between the two variables analyzed. / Tesis
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The influence of polychronic time use on job satisfaction, work engagement, and turnover intention: a study of non-supervisory restaurant employeesZhang, Wenhao January 1900 (has links)
Master of Science / Hospitality Management and Dietetics / Kevin R. Roberts / The present study examined polychronicity, an individual’s preference on engaging in multiple activities simultaneously as opposed to one at a time. In the restaurant setting, it is critical to understand whether a server prefers to engage in and switch among multiple tasks because it directly impacts the level of job satisfaction and work engagement the server experiences. The purpose of the study was to present a comprehensive view on relationships among time use preference, job satisfaction, work engagement, and turnover intention within a restaurant context. It was hypothesized that polychronicity positively predicted employee job satisfaction and work engagement and negatively predicted employee turnover intention. The sample of 251 respondents were full-time food and beverage servers working at full-service restaurants in the United States. A principle component factor analysis with varimax rotation was conducted to identify the factor structure of polychronicity, job satisfaction, work engagement, and turnover intention. Multiple regression analysis was utilized to empirically test the proposed hypotheses. The result of the analysis supported that polychronicity positively predicted job satisfaction and work engagement. In addition, both job satisfaction and work engagement negatively predicted turnover intention. However, the result did not support the hypothesized negative relationship between polychronicity and turnover intention. The findings of the study will assist restaurant managers in selecting candidates that best fit their organization. It will also assist employees in determining which career path best matches their personality traits. Managerial implications, limitations of this study, and direction for future study were discussed.
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The influence of perceived office politics on stress, turnaround intent and work engagement of employees in law firms / Elzabie MaréMaré, Elzabie January 2014 (has links)
The aim of this study was to determine the relationship between office politics and selected performance outcomes namely stress, turnaround intent and work engagement, as perceived by employees working in law firms.
A literature study indicated the relationship between perceptions of office politics and these selected job outcomes. As an empirical analysis, a measuring instrument consisting of five structured questionnaires was distributed via a non-probability, convenience sampling technique. Spearman’s correlation coefficient indicated the relationships between the variables.
The results indicated a positive relationship between perceptions of office politics, job stress, burnout and turnaround intent but a negative relationship between perceptions of office politics and work engagement as well as its antecedents. / MBA, North-West University, Potchefstroom Campus, 2015
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Authentic leadership, trust and work engagement : the mediating role of psychological safety / Natasha MaximoMaximo, Natasha DeJesus Damas January 2015 (has links)
The ever-changing global business environment of today is presenting organisations with numerous challenges and in some instances result in economic and ethical meltdowns. The mining industry, in particular, is faced with a volatile market and consequently mining companies are experiencing increasing financial turmoil coupled with human capital problems resulting in labour unrest and often inoperativeness. As these challenges gain momentum, the mining industry will need to respond through a restructure of operations. Although the mining industry has been faced with a need to restructure before, it has not been faced with this challenge recently. Therefore, only a small portion of management teams holds the skills to respond effectively. For the mining industry in South Africa to adequately address these challenges, leadership will play a pivotal role. Consequently, organisations need a new kind of business leader and leadership should be examined from an authentic perspective.
Authentic leadership has been associated with various positive outcomes such as trust in supervisor, psychological safety and work engagement. Both employees and organisations should support one another in order to remain viable. Trust is an important component of effective leadership and building relationships. In order for employees to feel secure and able to adapt to change, organisations should develop an environment which fosters trust and psychological safety and which, in turn, will lead to increased work engagement. The objectives of this study were to examine the relationship between authentic leadership, trust in supervisors, psychological safety and work engagement. In addition, another objective was to examine if trust in supervisor and psychological safety had an effect on the relationship between authentic leadership and work engagement.
An available sample of 244 employees was taken from the mining industry in the Free State province. The questionnaires were distributed to employees across all levels in a mining organisation. All of these employees were given the choice to participate in the research. The
measuring instruments utilised were the Authentic Leadership Questionnaire, Utrecht Work Engagement Scale, Workplace Trust Survey and Psychological Safety Questionnaire. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations coefficients, Mplus and bootstrapping were used to analyse the data. The results indicated that authentic leadership had a statistically significant positive relationship with trust in supervisor as well as psychological safety. Authentic leadership did not have a statistically significant positive relationship with work engagement. The results indicated that authentic leadership had a statistically significant indirect effect on work engagement via trust in supervisor. Authentic leadership did not have a statistically significant indirect effect on psychological safety via trust in supervisor. Furthermore, authentic leadership did not have a statistically significant indirect effect on work engagement via psychological safety.
Various recommendations were made for the mining industry as well as for future research. Organisations should understand the impact of authentic leadership on outcomes such as trust, psychological safety and work engagement. Organisations should select leaders who display the four dimensions of authentic leadership as well as implement structured leadership programmes or interventions. Recommendations for future research included utilising longitudinal research designs or diary studies as well as expanding the study to other organisations, industries, and provinces; also including additional sources of data over and above supervisors and subordinates. Future research may also employ a mixed method approach and include other related leadership constructs in the data collection. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.
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The influence of perceived office politics on stress, turnaround intent and work engagement of employees in law firms / Elzabie MaréMaré, Elzabie January 2014 (has links)
The aim of this study was to determine the relationship between office politics and selected performance outcomes namely stress, turnaround intent and work engagement, as perceived by employees working in law firms.
A literature study indicated the relationship between perceptions of office politics and these selected job outcomes. As an empirical analysis, a measuring instrument consisting of five structured questionnaires was distributed via a non-probability, convenience sampling technique. Spearman’s correlation coefficient indicated the relationships between the variables.
The results indicated a positive relationship between perceptions of office politics, job stress, burnout and turnaround intent but a negative relationship between perceptions of office politics and work engagement as well as its antecedents. / MBA, North-West University, Potchefstroom Campus, 2015
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Authentic leadership, trust and work engagement : the mediating role of psychological safety / Natasha MaximoMaximo, Natasha DeJesus Damas January 2015 (has links)
The ever-changing global business environment of today is presenting organisations with numerous challenges and in some instances result in economic and ethical meltdowns. The mining industry, in particular, is faced with a volatile market and consequently mining companies are experiencing increasing financial turmoil coupled with human capital problems resulting in labour unrest and often inoperativeness. As these challenges gain momentum, the mining industry will need to respond through a restructure of operations. Although the mining industry has been faced with a need to restructure before, it has not been faced with this challenge recently. Therefore, only a small portion of management teams holds the skills to respond effectively. For the mining industry in South Africa to adequately address these challenges, leadership will play a pivotal role. Consequently, organisations need a new kind of business leader and leadership should be examined from an authentic perspective.
Authentic leadership has been associated with various positive outcomes such as trust in supervisor, psychological safety and work engagement. Both employees and organisations should support one another in order to remain viable. Trust is an important component of effective leadership and building relationships. In order for employees to feel secure and able to adapt to change, organisations should develop an environment which fosters trust and psychological safety and which, in turn, will lead to increased work engagement. The objectives of this study were to examine the relationship between authentic leadership, trust in supervisors, psychological safety and work engagement. In addition, another objective was to examine if trust in supervisor and psychological safety had an effect on the relationship between authentic leadership and work engagement.
An available sample of 244 employees was taken from the mining industry in the Free State province. The questionnaires were distributed to employees across all levels in a mining organisation. All of these employees were given the choice to participate in the research. The
measuring instruments utilised were the Authentic Leadership Questionnaire, Utrecht Work Engagement Scale, Workplace Trust Survey and Psychological Safety Questionnaire. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations coefficients, Mplus and bootstrapping were used to analyse the data. The results indicated that authentic leadership had a statistically significant positive relationship with trust in supervisor as well as psychological safety. Authentic leadership did not have a statistically significant positive relationship with work engagement. The results indicated that authentic leadership had a statistically significant indirect effect on work engagement via trust in supervisor. Authentic leadership did not have a statistically significant indirect effect on psychological safety via trust in supervisor. Furthermore, authentic leadership did not have a statistically significant indirect effect on work engagement via psychological safety.
Various recommendations were made for the mining industry as well as for future research. Organisations should understand the impact of authentic leadership on outcomes such as trust, psychological safety and work engagement. Organisations should select leaders who display the four dimensions of authentic leadership as well as implement structured leadership programmes or interventions. Recommendations for future research included utilising longitudinal research designs or diary studies as well as expanding the study to other organisations, industries, and provinces; also including additional sources of data over and above supervisors and subordinates. Future research may also employ a mixed method approach and include other related leadership constructs in the data collection. / MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015.
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