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Job insecurity, job satisfaction, organisational commitment, burnout and work engagement of personnel after an incorporation of tertiary educational institutions / Gloria ThinaneThinane, Sedibeng Gloria January 2005 (has links)
Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.
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Psychological empowerment, job insecurity and wellness of employees in selected organisations / Marius Wilhelm StanderStander, Marius Wilhelm January 2007 (has links)
Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.
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A thesis on fire : Studies of work engagement, Type A behavior and burnoutEriksson Hallberg, Ulrika January 2005 (has links)
The overall address of the present thesis is the relationship between being ‘on fire’ and burning out. More specifically, the thesis focused largely on two representations of involvement in work (work engagement and Type A behavior) and their respective relationships to burnout. Another pervasive theme was construct validity in assessing burnout and work engagement. These themes were addressed in four empirical studies, conducted in a sample of health-care workers (Study I) and a sample of information communication technology consultants (Studies II, III, and IV). Study I aimed to extend the previously preliminary support for the construct validity of the Swedish version of the Maslach Burnout Inventory (MBI). The objective of Study II was the discriminant validity of the Utrecht Work engagement Scale (UWES) against the theoretically adjacent constructs job involvement and organizational commitment. Another objective was the translation and evaluation of a Swedish version of the UWES. In Study III, the aim was to investigate (cross-sectional) association between Type A behavior, work engagement and burnout. Study III had two foci: 1) whether Type A behavior interacts with job factors to affect burnout and work engagement, and 2) the associations between the main components of Type A behavior (achievement-striving and irritability/impatience) and burnout as well as work engagement. Study IV concerned the longitudinal relationships between Type A behavior and burnout, and between work engagement and burnout. The results presented in this dissertation supported the construct validity of Swedish versions of the MBI and the UWES. It was further indicated that emotional exhaustion and depersonalization (or cynicism) constitute the core aspects of burnout, and that work engagement was more prominently associated with lack of health complaints than job involvement and organizational commitment. Type A behavior was found to be associated with burnout and work engagement in cross-sectional data, however different aspects of Type A behavior appeared to have somewhat different association with burnout and work engagement respectively. The achievement-striving aspect of Type A behavior was related primarily to work engagement, whereas irritability was associated with less engagement and more burnout complaints. No indications of an interaction between Type A behavior and job stress were found. The most important finding of Study IV was that change in Type A behavior was unrelated to change in burnout across time (one-year interval). Furthermore, Study IV supported the notion that work engagement and burnout are bipolar opposites and constitute a work well-being continuum. To conclude, the present thesis suggests that burnout should be viewed as an erosion of intrinsic, affective engagement in work occurring when intrinsic motivation is frustrated by job stress. To avoid conceptual confusion, burnout should be distinguished form exhaustion syndrome however it should be acknowledged that burnout may have negative impact on health. The present study indicated that Type A behavior is unrelated to the specific burnout reaction, a finding that needs to be replicated before generalizability can be assumed. However, it was assumed that Type A behavior represents an instrumental approach to work, further corroborating that burnout is a specific construct referring to the draining of a specific energetic and affective state. This does not imply that Type A behavior is unrelated to health deterioration – most plausibly, Type A behavior generates exhaustion and fatigue from over-exertion of energy. Both research and practice would benefit from exploring how work engagement may best be enhanced using job redesign.
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The Relationship of Work Engagement, Work-life Balance, and Occupational Commitment on the Decisions of Agricultural Educators to Remain in the Teaching Profession.Crutchfield, Nina R. 2010 May 1900 (has links)
The purpose of this study was to identify and describe agriculture teachers on factors related to career retention and to explore the relationships between agriculture teachers? work engagement, work-life balance, occupational commitment, and personal and career factors as related to the decision to remain in the teaching profession. The target population for this study was defined as experienced agricultural educators who had completed a minimum of four years of teaching experience, who were currently employed in a secondary agricultural education classroom for the 2009-2010 school calendar. The accessible population consisted of those experienced agricultural educators in the southern region of the United States: Alabama, Arkansas, Florida, Georgia, Louisiana, Mississippi, North Carolina, South Carolina, and Tennessee. The study sought responses from a stratified random sample of those teachers to ensure geographical and gender representation equivalent that of the target population.
This study employed descriptive-correlational research procedures. The instrument was constructed utilizing portions of the four studies to measure the variables of interest. Independent samples t-tests revealed there were no statistical differences between genders on any responses. A regression analysis revealed a 25% variance in occupation commitment attributed to work-life balance and work engagement.
Note: This student obtained a joint doctoral degree from Texas A&M University and Texas Tech.
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Antecedents of work engagement in a chemical industry / Dezelle RasRas, Dezelle January 2006 (has links)
Organisations across the world are faced with the same challenges of how to get employees
to be totally immersed in their role at work. People occupy roles at work. There is no sense in
engaging employees if management is not going to invest in the effort of placing these
employees in appropriate roles and supporting them to be engaged in their work. There are
generalised states that employees occupy: people are to some degree job involved, committed
to organisations, or alienated at work in the form of self-estrangement. These concepts
suggest that employees can use varying degrees of themselves, physically, cognitively and
emotionally, in the roles they perform.
The primary objective of this research was to explore the three psychological processes,
meaningfulness, safety and availability to be determinants of work engagement. Another
objective was also to explore the influence of the antecedent conditions, namely work role fit,
co-worker relations, supervisor relations, co-worker norms, self-consciousness and resources
on work engagement. The study also investigated whether the psychological processes
mediate the relationships between antecedent conditions and work engagement.
A survey design was used to reach the research objectives. The specific design used was the
cross-sectional design. Employees across all levels (N=165)i n a chemical industry in the
Vaal Triangle were targeted for this research. Four standardised questionnaires were used in
the empirical study, namely the Psychological Processes Questionnaire, Antecedent
Conditions Questionnaire, Work Engagement Questionnaire as well as a Biographical
Questionnaire.
Multiple regression analyses showed that psychological meaningfulness mediated the
relationship between work role fit and work engagement. A total of 32% of the variance in
psychological meaningfulness was predicted by work role fit. Psychological meaningfulness
predicted 29% of the variance in work engagement. Psychological availability mediated the
relationship between available resources and work engagement. The analysis indicated that 11% of the variance in engagement was predicted by resources. Psychological availability
predicted 3 1 % of the variance in engagement.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Expectations of and satisfaction with the South African Police Service in the Klerksdorp area / Carin MaraisMarais, Carin January 2002 (has links)
To effectively consult with the community, police managers should have a good
understanding of what the public thinks that the police currently do and what they would
prefer the police to do. Citizen satisfaction is jointly used with job satisfaction, job stress, the
possibility of burnout and work engagement within the police as a performance measure of
police-citizen encounters. The objectives of this study were to determine the expectations and
satisfaction of the community and the police as well as the congruence between the
community's expectations and the police's perceptions regarding policing in the Klerksdorp
area of the North West Province. A further objective was to determine if there were any
differences between Afrikaans-, English- and Tswana- speaking members of the community.
The relationship between job satisfaction, stress, burnout and engagement of police members
was also investigated.
A cross-sectional survey design was used. The study population (N = 597) includes samples
of uniformed police personnel in the Klerksdorp area (n = 109), as well as a sample of the
community (n = 488). Two different measuring batteries were compiled, the one for
community members consisted mainly of the Public Attitude survey (PAS), and the one for
police members of the Public Attitude Survey (PAS), Job Satisfaction Survey (MSQ), Police
Stress Survey (PSS), Maslach Burnout Inventory - General Survey (MBI-GS) and Utrecht
Work Engagement Scale (UWES). Descriptive and inferential statistics were used to analyse
the data.
The results indicate that both the SAPS and the community perceive the present and preferred
priorities of the police to be the investigation of crime, with the exception that the public
expect the police to make the giving of advice a higher priority. Correlations were found
between police members' intrinsic job satisfaction, and extrinsic job satisfaction and
professional efficacy; police stressors and exhaustion; and between the dimensions of
engagement. It appears that the community experienced the SAPS as neat and respectful but
not really trustworthy. Accordingly, the police do not truly trust the community to co-operate
with them.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Work wellness at a higher education institution in South Africa / Susanna Elizabeth CoetzeeCoetzee, Susanna Elizabeth January 2004 (has links)
With the introduction of positive psychology the aim with organisational psychology shifted
to finding the 'happy/productive' worker and focusing more on work wellness. Historically,
working in a higher education institution has generally been considered relatively stress-free
and highly satisfying. However, recently the world of work has started to change drastically,
which also holds true for higher education institutions. Since 1994, the democratic post apartheid
government of South Africa has attempted to redress the injustices of the apartheid
era. One of the focus areas of redress is the educational system. This has resulted in a
restructuring of the broad higher education system, which implies consequences for the
governance of all tertiary institutions.
This research focused on the total spectrum of wellness - from unwell-being (e.g. burnout
and stress) to well-being (e.g. work engagement). The moderating effects of organisational
commitment and affectivity were investigated in order to establish a work wellness profile
that will serve as basis for a wellness programme within the work environment. The
objectives of this research were to standardise the MBI-GS, UWES and ASSET for
employees of higher education institutions as well as to develop and test a causal model of
work wellness for this specific group.
The research findings are set out as four separate articles, each consisting of a brief literature
overview and an empirical study. A cross-sectional design, whereby a sample is drawn from
a population at a particular point in time, was used. The data for this study were collected
from 372 academic and administrative employees at a higher education institution in South
Africa. The Maslach Burnout Inventory (MBI-GS), Cognitive Weariness Scale (CWS),
Utrecht Work Engagement Scale (UWES), An Organisational Stress Screening Tool
(ASSET), Job Characteristics Scale (JCS), Affectometer 2 (AFM) and a biographical
questionnaire were administered. Descriptive statistics, correlations, analysis of variance,
canonical analysis, multiple regression analysis and structural equation modelling were used.
Structural equation modelling confirmed a four-factor model of burnout consisting of
exhaustion, cynicism, professional efficacy, and cognitive weariness. The scales showed
acceptable internal consistencies. Analysis of variance revealed differences in burnout for
groups with different languages and different years of experience at the institution. A three-factor
model of the three UWES dimensions of vigour, dedication and absorption was
confirmed. Practically significant differences were found in engagement levels of employees
in different language groups, those with different years of experience at the institution and
between academic and administrative employees. Acceptable construct validity and internal
consistency were found for the ASSET. Compared to normative data, the participants
reported significantly high levels of physical ill health, psychological outcomes of stress, and
perceived lack of commitment from the organisation. Analysis of variance revealed
differences in occupational stress levels for all the biographical variables tested.
Multiple regression analysis was used to determine the factors that predict burnout and work
engagement. The results showed that engagement can be considered a positive indicator of
employee wellness and that job resources and positive affectivity contribute to engagement.
Work engagement was related to low burnout scores, while professional efficacy was
associated with work engagement. Burnout and physical and emotional strain are negative
indicators of employee wellness, while overload, negative affectivity and low levels of
primitive affectivity contribute to burnout.
Recommendations for the organisations and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004
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Work-related well-being of engineers in South Africa / Marna MalanMalan, Marna Magdalena January 2004 (has links)
With the introduction of positive psychology the aim with organisational psychology
shifted to finding the 'happy/productive' worker and focusing more on work wellness.
Working as an engineer has generally been considered challenging, but tough demands
on today's engineers can cause exhaustion, which is due to a combination of personal
stressors, job and organisational stressors. However, recently the world of work has
started to change drastically - which also holds true for the engineering profession. One
of the focus areas of redress is the work-related well-being of engineers, and specifically
burnout, stress and work engagement.
This research focused on the total spectrum of wellness - from unwell-being (e.g.
burnout and stress) to well-being (e.g. work engagement). The moderating effects of
organisational commitment and dispositional optimism were investigated in order to
establish a causal model for burnout and engagement. The objectives of this research
were to standardise the MBI and the UWES for engineers, to determine the occupational
stressors of engineers and to develop and test a causal models of work-related well-being
of engineers.
The research findings are set out as four separate articles, each consisting of a brief
literature overview and an empirical study. A cross-sectional research design with a
survey as technique of data collection was used to achieve the objectives of this research.
The study population consisted of 369 engineers. A biographical questionnaire, the
Maslach Burnout Inventory - General Survey WI-GS), the Utrecht Work Engagement
Scale (UWES), the Job Characteristics Scale (JCS), the Organisational Stress Screening
Tool (ASSET), the Health subscales of the ASSET, the Organisational Commitment
subscale of the ASSET, and the Life Orientation Test-Revised (LOT-R) were used.
Descriptive statistics, correlations, analysis of variance, factor analyses, multiple
regression analysis and structural equation modelling were used to analyse the data.
A three-factor model of burnout, comprising exhaustion, cynicism and professional
efficacy was confirmed. The internal consistencies of the scales were acceptable. The
results obtained from comparing burnout levels of various demographic groups showed
that practically significant differences existed between burnout of engineers with
different levels of job satisfaction, age, years of experience and self-rated performance.
Compared to normative data, participants reported lower levels of physical ill-health and
psychological outcomes of stress. The most important stressors identified were work-life
balance, work demands and work overload. The results do not support previous findings
that commitment has a protective effect against the negative consequences of workplace
stress. The buffer hypothesis of organisational commitment is not supported by the data.
Structural equation modelling confirmed a model of work engagement, consisting of
Vigour, Dedication and Absorption. These three factors had acceptable internal
consistencies. The results showed that the self-rated performance and job satisfaction of
engineers varied depending on their levels of work engagement. No demographic
differences regarding engagement levels could be found between the different age
groups, engineering environments, job levels and years of experience.
A good fit was found for a model in which exhaustion mediated the relationship between
job demands and ill-health, and work engagement (vigour and dedication) mediated the
relationship between job resources and organisational commitment. The results
suggested that the effect of a lack of job resources on exhaustion and the effect of job
resources on work engagement depends on the level of dispositional optimism.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work wellness, sense of coherence and health of protection services members / René van der LindeVan der Linde, René January 2004 (has links)
The impact of change on organisations and the transforming role of the protection services
member means that protection services members perform under more stress than members of
almost any other profession. They are human and experience the same or sometimes more
severe forms of depression, anxiety and other symptoms than other people.
The objectives of this study were to determine the construct validity and internal consistency
of the MBI-GS, UWES, OTLQ and Health subscales of the ASSET for protection services
members. The relationship between work wellness, sense of coherence and health and the
development of a model of work wellness for protection services members was determined.
The research method consists of a literature review and an empirical study using a cross-sectional
survey design to collect data. An availability sample (N = 341) from protection
services members was taken. The Maslach Burnout Inventory - General Survey (MI-GS),
Utrecht Work Engagement Scale (UWES), Orientation to Life Questionnaire (OTLQ),
Health subscales of the ASSET and a Biographical questionnaire were administered. The
statistical analysis was carried out with the help of the SPSS-programme and AMOS. The
statistical methods utilised in the article consisted of descriptive statistics, Cronbach alpha
coefficients, exploratory factor analysis, Pearson product-moment correlation coefficients
and structural equation modelling methods.
Exploratory factor analysis confirmed a two-factor model of work engagement, consisting of
vigour/dedication and absorption. In previous research of protection services members, two
factors in the MBI-GS could also be extracted, namely, burnout and professional efficacy.
The MBI-GS and UWES both showed acceptable internal consistencies. Construct
equivalence for different language groups was confirmed for the MBI-GS and UWES.
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Product-moment correlation coefficients showed significant negative correlations between
Burnout and Vigour/Dedication, Burnout and Sense of Coherence, Sense of Coherence and
Physical Health, Sense of Coherence and Psychological Health.
There were significant positive correlations between Physical Health and Psychological
Health, Professional Efficacy and Vigour/Dedication, Professional Efficacy and Absorption,
Vigour/Dedication and Absorption and lastly Physical Health and Psychological Health.
A causal model of work wellness was developed. The first two hypothesis were accepted:
Work Wellness consists of Burnout and Work Engagement and high levels of burnout may
result in either physical of psychological health problems. The third hypothesis was only
partially accepted: the path coefficient from Sense of Coherence to Work Wellness and I11
Health is significant. Sense of Coherence partially mediated the impact of Burnout as part of
Work Wellness on Ill Health. The path coefficient from Sense of Coherence to Ill Health was
also found to be significant, indicating that higher levels of Sense of Coherence can result in
fewer health problems.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Job demands, job resources, emotional intelligence and work-related well-being in a call centre / L. ErasmusErasmus, Linda January 2006 (has links)
Call centre employees in the insurance industry constantly interacts and negotiates with
strangers, and are confronted with the unknown, unfamiliar and the unpredictable. They use
interactive display terminals during telephone calls and thus perform multiple-tasks with
frequent interruptions. Their jobs are also characterised by repetitive movements, while
complex information is processed. In addition, call centre employees often work in noisy
environments under time pressure, and their performance is usually monitored on line. Job
demands and job resources can influence the well-being of call centre employees. Emotional
intelligence is deemed to aid in the conceptualisation of psychological well-being and can be
applied as a means to successfully cope with daily demands and pressures.
The objective of this research was to determine the relationship between job demands, job
resources, emotional intelligence (EQ) and work-related well-being of call centre employees.
A cross-sectional survey design was used. The study population (n = 141) consisted of call
centre employees in a corporate insurance environment in Gauteng. The Bar-On EQ-i,
Maslach Burnout Inventory-General survey, UWES, Job characteristics scale and a
biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients,
inter-item correlation coefficients, factor analysis, Pearson product moment correlation
coefficients and structural equation modelling were used to analyse the data.
Principal component analysis resulted in a fifteen factor model of emotional intelligence
namely emotional self-awareness, assertiveness, self-regard, self-actualisation, independence,
empathy, interpersonal relationship, social responsibility, problem-solving, reality testing,
flexibility, stress tolerance, impulse control, happiness and optimism. Regarding the Job
Characteristics Scale, eight factors were extracted, namely role clarity, supervision, pay and
benefits, workload, job security, colleague support, opportunity to grow and social contact
between the call centre agents. For the MBI-GS two factors were extracted namely:
exhaustion and cynicism and for the UWES one factor was extracted, namely
vigour/dedication.
The correlation coefficients indicated that exhaustion was statistically a significant positive
correlation (practically significant, large effect) with cynicism and a statistically significant
positive correlation (practical1y significant, medium effect) with workload. Exhaustion was
also a statistically significant negative correlation (practical1y significant, large effect) with
engagement and a statistically significant negative correlation (practically significant,
medium effect) with role clarity, col1eague support, self-regard, self-actualisation, flexibility,
stress tolerance, impulse control, and happiness. Cynicism showed a statistically significant
negative correlation (practical significant, large effect) with engagement and a statistically
significant negative correlation (practical significant, medium effect) with role clarity,
supervision, opportunity to grow, engagement, emotional self-awareness, self-regard, self actualisation,
flexibility, and happiness.
The results indicated that EQ directly influences the experience of burnout (main effect),
however, no results could be obtained supporting the moderating effect of EQ between
emotional demands and burnout.
Recommendations were made for cal1 centre management in the insurance industry and for
future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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