Spelling suggestions: "subject:"work engagement"" "subject:"york engagement""
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Technostress and work wellness / Marelize van EckVan Eck, Marelize January 2005 (has links)
Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.
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Job insecurity, burnout, work engagement, general health and job satisfaction in selected organisations in the Vaal Triangle / Yolandé van ZylVan Zyl, Yolandé January 2005 (has links)
Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.
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Job insecurity and wellness of workers in a local government organisation / Tiana van GreunenVan Greunen, Tiana January 2004 (has links)
Thesis (M.A.)--North-West University, Vaal Triangle Campus, 2005.
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Job insecurity, psychological empowerment and work engagement in a government organisation / Edith ReyndersReynders, Edith Francina January 2005 (has links)
Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2006.
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Occupational stress, burnout, job satisfaction, work engagement and organisational commitment of educators on senior level in the Sedibeng West district / Yolandé van ZylVan Zyl, Yolandé January 2003 (has links)
Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.
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Identifying predictors of work engagement: An example from a management consultancy companyPersson, Andreas January 2010 (has links)
Empirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leadership to be of vital importance for work engagement. Other work-related attitudes identified that seemed to be reliable predictors of work engagement were employee development, communication and innovation. In addition, the demographic variables of age and status pointed towards a correlation with work engagement, however the gender variable did not show significance.
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Organisational politics, sense of coherence and work wellness of protection services members / Petra Helena Elizabeth MullerMuller, Petra Helena Elizabeth January 2004 (has links)
Continuous changes in the security systems around the world, along with the increased
pressure to perform may result in feelings of distrust, strain in interpersonal relations,
psychological strain, fatigue and tension, all affecting the well-being of employees, especially
among protection services members. Work wellness becomes an important aspect when
focusing on the safety of people to whom the protection services delivers a service, as well as
when the focus is on the safety of these members. Burnout and work engagement are specific
focus areas in this regard. To measure burnout and work engagement, it is important to use
reliable and valid instruments. Along with burnout and work engagement there are other
focus areas that can have a direct influence on these dimensions, namely the perception of
organisational politics. The impact of perceptions of organisational politics on burnout and
work engagement can be moderated or mediated by sense of coherence.
The objective of this study was to determine the relationship between work wellness,
organisational politics and sense of coherence through the development of a model of work
wellness for protection services members comprising of burnout, work engagement,
organisational politics and sense of coherence.
The research method consists of a literature review and an empirical study. A cross-sectional
survey design was used to collect the data. An availability sample (N = 341) from protection
services members was taken. The Maslach Burnout Inventory - General Survey (MBI-GS),
Utrecht Work Engagement Scale (UWES), Perceptions of Organisational Politics (POPS),
Orientation to Life Questionnaire (OTLQ) 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.
vii
Exploratory factor analysis confirmed a two factor model of burnout, consisting of burnout
(exhaustion and cynicism) and professional efficacy which represented the data quite well
after certain items were left out. In previous research among protection services members two
factors in the UWES could also be extracted namely vigour/dedication and absorption. The
MBI-GS and UWES both showed acceptable internal consistencies.
The analysis of Pearson correlations in this study showed that burnout is negatively related to
Vigour/dedication and sense of coherence. Professional efficacy is positively related to
Vigour/dedication and absorption. Vigour/Dedication is positively related to absorption and
sense of coherence.
Prolonged exposure to things like criminal aspects, life-and-death decision making and
general political behaviour at organisational level, can result in feelings of burnout. Negative
perceptions of organisational politics resulted in higher levels of burnout experienced by
protection services members. Sense of coherence mediated the effect of organisational
politics on work wellness.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work engagement of academic staff in higher education institutions in South Africa / Girtie JordaanJordaan, Gertruida Magrietha Elizabeth January 2005 (has links)
Academics in South Africa are being confronted with a work environment accumulated with
job demands, often without corresponding increases in job resources. Job demands and job
resources might affect the levels of work engagement of academics in higher education
institutions. Therefore, research is needed regarding work engagement of academics and the
relationship thereof with job demands and resources. The objectives of this study were to
investigate whether the UWES is a reliable and valid measure of work engagement for
academic staff in universities in South Africa and to assess the relationships between work
engagement, job demands and job resources.
A cross-sectional survey design was used. The study population (N = 471) consisted of
academic staff of the following universities: North-West University, University of Port
Elizabeth and University of the Orange Free State. The UWES, Job-Demands-Resources
Questionnaire and a biographical questionnaire was administered. The reliability and validity
of the measuring instruments were assessed with the use of Cronbach alpha coefficients, and
exploratory factor analysis. Descriptive statistics (e.g. means and standard deviations) were
used to analyse the data. Pearson correlations and multiple regression analyses were used to
assess the relationships between job demands, job resources and work engagement.
Principal component analysis resulted in a one-factor model of work engagement, consisting
of Vigour/Engagement. This factor showed an acceptable alpha coefficient. Regarding the
Job Demands-Resources Scale, five reliable factors were extracted, namely Organisational
Support, Growth Opportunities, Communion, Overload and Job Insecurity. The correlation
coefficients indicated that engagement is positively related to growth opportunities,
organisational support and communion. A regression analysis with engagement as dependent
variable indicated that organisational support and growth opportunities in the job were the
best predictors of work engagement. Job resources predicted 46% of the variance in work
engagement, but only two job resources, namely organisational support and growth
opportunities showed statistically significant regression coefficients.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Organisational politics, sense of coherence and work wellness of protection services members / Petra Helena Elizabeth MullerMuller, Petra Helena Elizabeth January 2004 (has links)
Continuous changes in the security systems around the world, along with the increased
pressure to perform may result in feelings of distrust, strain in interpersonal relations,
psychological strain, fatigue and tension, all affecting the well-being of employees, especially
among protection services members. Work wellness becomes an important aspect when
focusing on the safety of people to whom the protection services delivers a service, as well as
when the focus is on the safety of these members. Burnout and work engagement are specific
focus areas in this regard. To measure burnout and work engagement, it is important to use
reliable and valid instruments. Along with burnout and work engagement there are other
focus areas that can have a direct influence on these dimensions, namely the perception of
organisational politics. The impact of perceptions of organisational politics on burnout and
work engagement can be moderated or mediated by sense of coherence.
The objective of this study was to determine the relationship between work wellness,
organisational politics and sense of coherence through the development of a model of work
wellness for protection services members comprising of burnout, work engagement,
organisational politics and sense of coherence.
The research method consists of a literature review and an empirical study. A cross-sectional
survey design was used to collect the data. An availability sample (N = 341) from protection
services members was taken. The Maslach Burnout Inventory - General Survey (MBI-GS),
Utrecht Work Engagement Scale (UWES), Perceptions of Organisational Politics (POPS),
Orientation to Life Questionnaire (OTLQ) 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.
vii
Exploratory factor analysis confirmed a two factor model of burnout, consisting of burnout
(exhaustion and cynicism) and professional efficacy which represented the data quite well
after certain items were left out. In previous research among protection services members two
factors in the UWES could also be extracted namely vigour/dedication and absorption. The
MBI-GS and UWES both showed acceptable internal consistencies.
The analysis of Pearson correlations in this study showed that burnout is negatively related to
Vigour/dedication and sense of coherence. Professional efficacy is positively related to
Vigour/dedication and absorption. Vigour/Dedication is positively related to absorption and
sense of coherence.
Prolonged exposure to things like criminal aspects, life-and-death decision making and
general political behaviour at organisational level, can result in feelings of burnout. Negative
perceptions of organisational politics resulted in higher levels of burnout experienced by
protection services members. Sense of coherence mediated the effect of organisational
politics on work wellness.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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40 |
Work engagement of academic staff in higher education institutions in South Africa / Girtie JordaanJordaan, Gertruida Magrietha Elizabeth January 2005 (has links)
Academics in South Africa are being confronted with a work environment accumulated with
job demands, often without corresponding increases in job resources. Job demands and job
resources might affect the levels of work engagement of academics in higher education
institutions. Therefore, research is needed regarding work engagement of academics and the
relationship thereof with job demands and resources. The objectives of this study were to
investigate whether the UWES is a reliable and valid measure of work engagement for
academic staff in universities in South Africa and to assess the relationships between work
engagement, job demands and job resources.
A cross-sectional survey design was used. The study population (N = 471) consisted of
academic staff of the following universities: North-West University, University of Port
Elizabeth and University of the Orange Free State. The UWES, Job-Demands-Resources
Questionnaire and a biographical questionnaire was administered. The reliability and validity
of the measuring instruments were assessed with the use of Cronbach alpha coefficients, and
exploratory factor analysis. Descriptive statistics (e.g. means and standard deviations) were
used to analyse the data. Pearson correlations and multiple regression analyses were used to
assess the relationships between job demands, job resources and work engagement.
Principal component analysis resulted in a one-factor model of work engagement, consisting
of Vigour/Engagement. This factor showed an acceptable alpha coefficient. Regarding the
Job Demands-Resources Scale, five reliable factors were extracted, namely Organisational
Support, Growth Opportunities, Communion, Overload and Job Insecurity. The correlation
coefficients indicated that engagement is positively related to growth opportunities,
organisational support and communion. A regression analysis with engagement as dependent
variable indicated that organisational support and growth opportunities in the job were the
best predictors of work engagement. Job resources predicted 46% of the variance in work
engagement, but only two job resources, namely organisational support and growth
opportunities showed statistically significant regression coefficients.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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