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The experience of organisational commitment, work engagement and meaning of work of nursing staff in hospitals / Ilka BeukesBeukes, Ilka January 2011 (has links)
Nursing as a profession presents an interesting context for studying meaning of work, as it
centres on the care of patients; the motivation behind choosing such a profession.
Furthermore, taking into consideration the current economic situation and the shortage of
nurses in the country, it is important to investigate the kind of impact that the meaning they
receive from their work may have on their commitment to the hospital and their level of
engagement in their work. What nurses do and how well they do it relates directly to the
quality of care the patient receives. Therefore, the objective of this study was to investigate
the relationship between meaning of work, organisational commitment and work engagement among nurses of various hospitals in the Vaal Triangle. Also investigated were biographical factors such as gender, race, age, citizenship, qualification, years of service, job level and employment status. A survey design was used on a sample of nurses (N = 199) in hospitals. A biographical questionnaire, the Organisational Commitment Questionnaire, the Utrecht Work Engagement Scale and Work-Life Questionnaire were administered. The statistical analyses were carried out by means of SPSS (2009). Factor analyses were conducted to determine construct validity and Cronbach’s alphas and inter-item correlation coefficients assessed the internal consistency of the instruments. Cronbach’s alpha coefficients ranging from 0,94 to 0,62 were obtained for the above-mentioned questionnaires. Results showed that the majority of nurses viewed their work as either a job or a calling. More African nurses viewed their work as a calling than did any other race group. Younger workers, specifically those with a Grade 12 qualification, viewed their work as a career, while the more experienced nurses and those on management level viewed their work as either a career or a calling. Furthermore, nurses viewing their work as a calling are more committed to the organisation and more engaged in their work, whereas nurses viewing their work as a job are less committed and engaged. Lastly, a positive relationship exists between organisational commitment and work engagement. Therefore, the more strongly nurses view their work as a calling, the more committed they will be to the hospital and the more engaged they will be in their work. Based on the above findings, recommendations were made for the hospitals and future research. / MCom, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011
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Social support, psychological conditions and work engagement as predictors of intention to stay / Jeannè HiggsHiggs, Jeannè January 2011 (has links)
Education in South Africa plays an important role in the economy and in the future of the people of our country. There is a major shortage of suitably qualified teachers, not only in South Africa but worldwide. Other problems that exist within the teaching profession are teacher strikes, large number of learners in classes, violence, depression, anxiety, to name a few. Many teachers leave the profession as they are faced with all these different problems. It is therefore necessary to recruit and retain qualified teachers. Some teachers find pleasure from all these stressors and they can be described as engaged in their work. Hence, a shift towards a positive psychology mind-set is needed for teachers to stay in the teaching profession. Social support can be regarded as a positive mechanism between co-workers to show concern for each other's fee lings and to encourage good work performance. Social support is therefore a key factor in retaining teachers. The psychological conditions (psychological meaningfulness, psychological safety and psychological availability) are included in this study to examine how teachers experience themselves at the school and how psychological conditions influence their work engagement. The more social support colleagues receive, and the more engaged they are in their work, the more likely they are to stay in the profession. The general objective of this study was to investigate teachers' intention to stay in the teaching profession. A cross-sectional survey design was used in this study. A quantitative approach was followed by selecting a convenience sample of participants (N=233) in the Gauteng East di strict. The measuring instruments that were administered include the Work Experiences Scale and the Work Engagement Scale (May, Gilson & Harter, 2004), and the Intention to Stay Scale (Mayfield & Mayfield, 2007). The statistical analysis was carried out by using the SPSS programme (SPSS, 2009). Statistically significant relationships were found between social support, psychological conditions, work engagement and intention to stay. The results confirmed that social support and work engagement were significant predictors of intention to stay. The relationship between social support and work engagement was mediated by psychological conditions. Some of the recommendations include that schools should implement formal or informal support groups to maintain productivity as well as to create an environment that is safe. These support groups will make teachers more available to each other in order to discuss different challenges and initiatives. Regarding the recommendations for future research it came about that qualitative research would show the potential to identify vital factors that have not been recognised by this study where only certain questionnaires were used to find data amongst teachers. To conclude, this study suggests that social support and work engagement are vital constructs to consider when conducting research on the intention to stay of employees, and that psychological
conditions plays a role in the relationship between social support and work engagement. Therefore, these dimensions also seem to have an influence on teachers' work and their intention to stay in the teaching profession. / M.Com, North-West University, Vaal Triangle Campus, 2011
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Occupational stress, coping, burnout and work engagement of hospital pharmacists in South Africa / Agatha Madeleine MalanMalan, Agatha Madeleine January 2005 (has links)
The environment in which hospital pharmacists currently function demands more of them
than did any previous period. Employees in pharmacy companies have to cope with the
demands that arise from fulfilling various roles, as well as with increased pressures such as
managed health care and primary health care. Tracking and addressing their effectiveness in
coping with new demands and stimulating their growth in areas that could possibly impact on
the standard of pharmacy services are therefore of great importance. The first step in the
enhancement of the work-related well-being of hospital pharmacists is the successful
diagnosis of occupational stress, burnout and work engagement. However, in order to
measure these constructs, it is important to use reliable and valid instruments, and at the same
time take biographical differences into account.
The objectives of this study were to validate the Maslach Burnout Inventory - Human
Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES) and the Pharmacist
Stress Inventory (PSI) for hospital pharmacists in South Africa, to assess the effect of
biographical factors on the levels of burnout, engagement and occupational stress, and to
investigate the role of job stress and coping strategies in the work-related well-being (burnout
and work engagement) of hospital pharmacists in South Africa.
A cross-sectional survey design was used. The study population consisted of an accidental
sample (N = 187) of South African hospital pharmacists in both public and private hospital
facilities on a national basis. The MBI-HSS, UWES, PSI, the Coping Orientation for Problem
Experienced (COPE) as well as a biographical questionnaire were administered. Descriptive
statistics, Cronbach alpha coefficients, confirmatory and exploratory factor analyses,
multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests and multiple regression analysis were used to analyse the data Confirmatory factor analysis by means of structural equation modelling of the MBI-HSS, confirmed a three-factor model of burnout, consisting of Emotional Exhaustion, Depersonalisation and Personal Accomplishment. The scales showed acceptable reliabilities.
The results indicated that 35% of the hospital pharmacists showed high levels of emotional exhaustion, while 25% showed high levels of depersonalisation. Biographical factors such as age, years in pharmacy practice, home language, average number of hours worked per week, as well as the level of job satisfaction were related to the burnout levels of hospital pharmacists. Exploratory factor analysis of the UWES resulted in two factors, namely Vigour/dedication and Absorption. These factors showed acceptable Cronbach alpha coefficients. In the same sample (but in a different analysis where the two factors were used separately), it was indicated that compared to a South African norm, 38,5% and 48,9% of the hospital pharmacists showed low levels of vigour and dedication respectively. Position, home language, and the educational level were related to work engagement of hospital pharmacists. The PSI was developed as a measuring instrument for the purposes of this study. Three internally consistent factors, namely Job Demands, Pharmacy-Specific Stressors and Lack of Resources were extracted. The level of severity of the various stressors was calculated and the unavailability of medicine proved to be the most severe stressor. Other severe stressors included frequent interruptions, co-workers not doing their jobs, workload and insufficient salaries. Finally it was investigated whether job stress and coping strategies could predict the work related well-being of hospital pharmacists in South Africa. The results showed that job stress
(as a result of job demands and lack of job resources), as well as three coping strategies
(approach coping, avoidance coping and turning to religion) predicted burnout and work
engagement of South African hospital pharmacists. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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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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Work wellness in a university of technology in South Africa / Jozua Petrus ViljoenViljoen, Jozua Petrus January 2006 (has links)
Change and transformation in higher education institutions worldwide are advancing at a rate
that institutions and individual employees find hard to comprehend. During the past two
decades, complex changes challenging institutions' mandates, traditional practices, authority
and organisational structures have surfaced. It is widely acknowledged that stable and
productive higher education institutions are vitally important to any country in order to
ensure sustainable economic, social and political reconstruction and development.
In the South African context, higher education institutions have an additional duty to
contribute to the consolidation of democracy and social justice as well as the growth and
development of the economy and redress the imbalances institutionalised by apartheid. The
responsibility to execute the institutional strategies and plans to adapt to changes and to
transform rests primarily with the staff of these institutions. However, the above-mentioned
changes present major challenges for staff as it results in a multiplicity of roles, expectations
to make paradigm shifts, implementation of new policies and practices as well as constant
innovation. These challenges may be considered a healthy diversification leading to eustress
and engagement, or a toll. which may well be an important cause of distress and burnout.
Consequently. staffs' experience of distress/burnout and eustress/engagement, i.e. their work-related
well-being, is crucially important to the success of the institution.
The general objective of this research was to assess the work wellness of staff at a university
of technology, and to understand the relationships between factors contributing to the
experience of distress/burnout and eustress/engagement and how these relate to employees'
levels of commitment and ill health. Furthermore, the study aimed to develop and test a
comprehensive structural model of work related well-being to determine the effect of job
demands and (lack of) job resources on distress. eustress. ill health and commitment of
employees at a university of technology in South Africa.
The findings are presented in three research articles, each consisting of a brief literature
review and an empirical study. A cross-sectional survey design was used. The study included
353 participants (132 academic staff members and 221 support staff members). The
questionnaire used in the empirical study comprised the Maslach Burnout Inventory-General
Survey (MBI-GS), the Cognitive Weariness Scale (CWS). the Utrecht Work Engagement
Scale (UWES). An Organizational Stress Screening Tool (ASSET), the Life Orientation Test-
Revised (LOT-R), the Job Demands-Resources Scale (JDRS) and a biographical
questionnaire.
Structural equation modelling confirmed a four-factor structure of burnout, and a two-factor
structure of work engagement. Principal component analysis indicated that work-related wellbeing
consists of a dual bipolar structure namely Eustress/Engagement (vigour, dedication,
professional efficacy) and Distress/Burnout (exhaustion. cynicism, cognitive weariness). It
was found that language \vas the only reliable background variable to predict differences in
levels of distress/burnout and eustress/engagement between subgroups. Different
organisational stressors were found to contribute significantly to psychological and physical
ill health and low organisational commitment. The comprehensive structural model that was
tested showed that job demands lead to distress, which in turn leads to ill health. Furthermore.
job resources contributed to work wellness and organisational commitment whilst
dispositional optimism has a limited effect on staffs distress.
Recommendations for the institution and future research are made. / Thesis (Ph.D. Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Job demands, job resources, and work engagement of employees in a manufacturing organisation / Michiel Frederick CoetzerCoetzer, Michiel Frederick January 2006 (has links)
The manufacturing industry today is seen as a demanding world of work where employees
are constantly exposed to high demands. This may have an influence on their work
engagement levels and their organisational commitment. It seems that in these industries,
employee turnover and absenteeism levels are high, while employees also seem to be
demotivated in their work.
The objective of this study was to investigate the levels of work engagement among
employees in a manufacturing organisation and to assess which job demands and resources
would predict work engagement. A random sample of 83 employees in a manufacturing
organisation was taken. The Utrecht Work Engagement Scale (UWJ3S) and Job Demands-
Resources Scale (IDRS) were used as measuring instruments. Descriptive statistics were used
to explore the data Cronbach alpha coefficients were used to assess the internal consistency /
reliability of the measuring instruments. Pearson correlation coefficients were used to specify
the relationships between the variables. A multiple regression analysis was used to determine
the effects of job demands and job resources on work engagement.
The results of the Pearson Correlations showed that two job resources, namely organisational
support (i.e. relationship with supervisor, role clarity, information, communication, and
participation) and growth opportunities (i.e. variety in the job, opportunities to learn, and
autonomy) were strongly related to the levels of work engagement. Social support (from
colleagues) and advancement (i.e. remuneration, training and advawement opportunities)
were moderately related to work engagement. The results of the regression analyses further
indicated that an increase in two job resources, organisational support and growth
opportunities, will probably increase the overall work engagement level of employee in a
manufacturing organisation. The results also indicated that job demands (i.e. pace of work,
quantitative workload, and emotional load) had a weak relationship with work engagement. Recommendations for future research were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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The relationship between job characteristics, work wellness and work-related flow of call centre agents in an insurance company / Joline SwartSwart, Joline January 2006 (has links)
The technological era in which modern day organisations function, attempting to make every
aspect of service more efficient and customer friendly, has cultivated a need within organisations
to invent new ways of service. Call centres are one way in which organisations are trying to
improve their customer service. For this reason, telephone call centres are one of the fastest
growing segments of the service sector. The growth in call centres is attributable to the benefits
that they offer organisations. Call centres can improve service and retain customers, increase
sales and/or revenue and reduce costs and/or improve efficiency. For this reason, organisations
are placing an increasing emphasis on the role of call centres regarding the competitiveness of the
company and increased pressure on call centre agents. Research indicated that there are certain
stressors in the call centre industry. This is emphasised by the high turnover rate and by high
absenteeism levels in call centres. Although some studies seem to suggest that working in call
centres can be interesting, overall it seems that working in call centres is a stressful experience.
The objective of this research was to investigate the relationship between job characteristics,
work wellness and work-related flow of call centre agents in an insurance company. A cross-sectional
design was used with an availability sample (N = 176). A self-constructed instrument
(JDRS) was used to measure the unique job demands and job resources in the insurance industry.
Along with the JDRS, the Oldenburg Burnout Inventory, the Utrecht Work Engagement Scale
and the Work-Related Flow Scale were used as measuring instruments.
Results showed that the unique job demands in a call centre are pressure, working conditions,
workload, and job security. The unique job resources are supervision, resources availability, task
freedom, pay and benefits, opportunity for growth, and support. Work wellness was found to
comprise burnout, work engagement and work-related flow. Multiple regression analysis showed
that 6% of the variance in Mental Distance was predicted by Job Demands, with Working
Conditions being the only significant predictor. Within Exhaustion, 11% of the variance
explained was predicted by Job Demands, with Job Security and Working Conditions being the
only significant predictors. No statistically significant predictions were obtained for Work
Engagement and Work-Related Flow (i.e. Absorption and Flow).
Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007
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Work engagement of employees in the mining environment / Albert Dirk RathboneRathbone, Albert Dirk January 2006 (has links)
The mining industry is one of the largest employers in South Africa in an attempt to thrive in a
continuously changing environment and in line with the modem organisation's focus on the
various dimensions of employee well-being, mining organisations need the services of engaged
workers.
The objective of this research was to establish the relationship between work engagement and
demographic characteristics, job characteristics and work-home interaction of employees
working in the mining industry. A random sample of 320 employees was taken from various
mining companies in the Gauteng and North West Provinces. The job characteristics, UWES and
SWING questionnaires were used as measuring instruments. Cronbach alpha coefficients,
Pearson product-moment correlation coefficients, exploratory factor analysis, structural equation
modelling and logistic regression analysis were used to analyse the data
Exploratory factor analysis with target rotations confirmed the construct validity of the
measuring instruments. Chi-square and t-tests indicated positive relationships between work
engagement and race, autonomy, social support, instrumental support, task characteristics,
positive work-home interference and positive home-work interference. Logistic regression
analyses revealed that race, autonomy, task characteristics and positive home-work interference
were significant predictors of work engagement.
Recommendations were made for further research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007
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Job insecurity and wellness of employees in a government organisation / by Jacqueline BosmanBosman, Jacqueline January 2005 (has links)
The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.
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Predictors of Work Engagement Among University Teachers: The Role of Personality and Perceived Organisational Support.Machiha, Mutsa Marcia, Brew, Gladys January 2019 (has links)
The present study was conducted with the aim of investigating whether perceived organisational support or HEXACO personality traits: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness; was a better predictor of work engagement among university teachers. A sample size of 157 university teachers was conveniently drawn both online and in person. The HEXACO-PI, Survey of Perceived Organisational Support (SPOS) and the Utrecht Work Engagement Scale (UWES) were used to measure personality, perceived organisational support and work engagement respectively. Multiple Regression Analysis was used to examine the data. The study revealed that Extraversion, Conscientiousness and Perceived Organisational Support were significant predictors of work engagement. The similarities in beta values suggest that both personality traits and perceived organisational support were crucial to work engagement. Limitations, as well as suggestions for future research, are discussed.
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