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A psychometric analysis of the Survey Work-home Interaction - Nijmegen (SWING) in the South African earthmoving equipment industry / M. PietersePieterse, Michel January 2004 (has links)
In an ever-changing world, people are constantly faced with the challenge of simultaneously
managing multiple roles in their work as well as their home-sphere. It therefore becomes
increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap
exists between the positive and negative side of work-home balance as most research focuses on
the negative side. Recently, a much needed instrument was develop in the Netherlands, namely
the Survey Work-Home Interaction - Nijmegen (SWING), which measures both the direction of
influence (work→home and vice versa) and the quality of influence (negative vs. positive).
The objectives of this study were to validate the Survey Work-Home Interaction - Nijmegen
(SWING) for workers of the earthmoving equipment industry in a South African context, to
determine its construct equivalence and bias for different language groups, and to determine
differences regarding work-home interaction between different demographic groups. A cross-sectional
survey design was used. Random samples (n = 330) were taken of workers in the
earthmoving equipment industry across South Africa. The SWING and a biographical
questionnaire were administered. Item bias analyses, exploratory factor analysis, Cronbach
alpha coefficients, MANOVAs, ANOVAs and T-tests were used to analyse the data.
Exploratory factor analysis showed that the SWING consists of four factors, namely Negative
Work-Home Interference, Negative Home-Work Interference, Positive Work-Home Interference
and Positive Home-Work Interference. All four factors showed acceptable internal
consistencies. No evidence was found for uniform or non-uniform bias of the items of the
SWING for different language groups. Exploratory factor analysis with target rotations
confirmed the construct equivalence of the work-home interface construct. There were also no
differences regarding work-home interaction between different demographic groups, except for a
practically significant difference (medium effect) between males and females with respect to
negative Work-Home Interaction levels.
Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Work-home interaction and wellbeing in the South African Police Service / Carin MaraisMarais, Carin January 2006 (has links)
There is an apparent lack of in-depth knowledge about the processes that may underlie the
interaction between work and home life, and their relationships with employee health and
well-being. Work and home has traditionally been considered as separate domains, but during
the past decade of democracy, transformation developments (eg, Affirmative Action,
Employment Equity) changed the nature of the labour market and economy. This facilitated
the increase in the number of working single-parent, dual-earner families, and of women
participating in the workforce, which in turned influenced the work-home interaction of
employed individuals. Furthermore, various researchers regard burnout and engagement as
important constructs to consider in the well-being of employees. The level of a person's wellbeing
subsequently affects his/her functionality in both the work and home spheres. Thus,
there is a need to identify ways which both the individual and the organisation can apply to
increase personal well-being and the balance between work and home life.
South Africa has 11 different national languages, and only 8,3% of the population actually
speak English at home. Language differences should therefore be taken into account when
administering questionnaires. Studies in South Africa generally report race, education,
language, and understanding of English as the main factors which impact on construct and
item comparability of psychometric tests. There is consequently an obvious need to translate
research instruments before they are administered to individuals from different language
groups. If language differences are not taken into account, invalid conclusions regarding the
constructs under study could be made, with serious implications for culturally diverse settings
such as in South Africa.
The objectives of this research were to translate the Survey Work-Home Interaction
Nijmegen (SWING), Maslach Burnout Inventory-General Survey (MBI-GS) and Utrecth
Work Engagement Scale (UWES) into Afrikaans and Setswana, and to investigate the
construct validity, construct equivalence and reliability of these instruments. Furthermore,
differences between demographic groups regarding work-home interaction and well-being
were investigated. Finally, a structural model was tested, which included job characteristics,
negative and positive work-home interference (WHI) and well-being (burnout and
engagement).
A cross-sectional survey design was used. Random samples (N = 685) were taken from police
stations in the North West province. Structural equation modelling (SEM) was used to
determine the construct validity and equivalence of the measuring instruments and to test the
structural model.
The results indicated that work-home interaction can be described as a four-dimensional
construct consisting of negative WHI, positive WHI, negative home-work interference
(HWI), and positive HWI. This factor structure was equivalent across all three language
groups and all the scales were reliable. A four-factor model was confirmed for burnout and
included exhaustion, cognitive weariness, cynicism and professional efficacy. A one-factor
model was found for engagement. Both translated instruments were found to be equivalent
for the three language groups. Furthermore, a second order factor analysis revealed that the
underlying structure of well-being consists of two negatively related and equivalent factors,
namely burnout (exhaustion, cognitive weariness and cynicism) and an enlarged engagement
construct (engagement and professional efficacy).
Members reported more negative WHI than negative HWI, and more positive HWI than
positive WHI. Statistically significant differences exist between demographic groups
regarding work-home interaction based on language, gender, marital status. parental status
and education. Statistically significant differences of wellness exist between demographic
groups based on language and educational level.
The results of the structural equation modelling revealed that job demands were directly and
positively associated with negative WHI and burnout, while job resources were directly and
positively associated with positive WHI and work engagement. This also indicates the partial
mediating effect of WHI between job characteristics and wellness. In addition, a lack ofjob
resources was associated with higher levels of burnout.
Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Work wellness of employees in the earthmoving equipment industry / Izel RostRost, Izel January 2006 (has links)
Major changes that emphasise the importance of a balanced work and family life have
occurred within organisations. Inability to manage this integration between the work and
home domains can affect the performance of organisations and the wellbeing of their
employees. In order to measure work-home interaction and wellbeing, it is important to use
valid, equivalent and reliable instruments. However, there is a lack of empirical research
when investigating work-home interaction, burnout and work engagement in the earthmoving
equipment industry in South Africa. Furthermore, the earthmoving equipment industry is a
multicultural environment and construct equivalence across subgroups therefore becomes
important when measuring work-home interaction, burnout and work engagement across
different cultural or language groups.
It also seems relevant to consider differences in the work-home interaction and work wellness
levels between important demographic groups in the earthmoving equipment industry. It
appears as if burnout and engagement can be seen as part of the total wellness continuum;
and that job characteristics may be related to burnout and engagement through negative and
positive work-home interaction. However, little information was found that included these
factors in a structural model for the earthmoving equipment industry.
The objectives of this research were to test the psychometric properties of the Survey Work-
Home Interaction - Nijmegen (SWING), the Maslach Burnout Inventory - General Survey
(MBI-GS) and the Utrecht Work Engagement Scale (UWES); to determine if various
demographic groups differ with regard to work-home interaction and wellbeing; and to test a
structural model that includes job characteristics, work-home interaction and wellbeing for
employees in the earthmoving industry.
A cross-sectional survey design was used. Random samples (n = 528) were taken from
employees in the earthmoving equipment industry in Gauteng, the Limpopo Province,
Mpumalanga, the Northern Cape, the Western Cape, the Eastern Cape, Kwa-Zulu Natal and
the North West Province.
Structural equation modelling confirmed a four-factor model of work-home interaction which
measures negative work-home interference, positive work-home interference, negative homework
interference and positive home-work interference. This factor structure was equivalent
across language, ethnicity, gender, education, marital status and parental status. All four
factors were reliable. The participants reported more negative WHI than negative HWI, and
more positive HWI than positive WHI. It was found that statistically significant differences
that are based on age, gender, language, ethnicity, a partner's contribution to household
income and the different business units exist between the demographic groups.
The results confirmed a four-factor structure of burnout (exhaustion, cognitive weariness,
cynicism and professional efficacy) and a two-factor structure of work engagement
(including vigour and dedication). These structures were equivalent across language and
education groups, and all scales were reliable. SEM analyses supported a two-factor structure
for the wellness construct, consisting of burnout (exhaustion, cognitive weariness and
cynicism) and engagement (vigour, dedication and professional efficacy), which was
equivalent for the language and education groups. Statistically significant differences that are
based on age, gender, language and the different business units were found between the
demographic groups.
Structural equation modelling showed that job demands are associated with negative WHI
and consequently with burnout, providing support for a full-mediation effect of negative
WHI. Job resources were associated with negative WHI and consequently with burnout,
providing support for partial mediation of negative WHI between job resources and burnout.
Job resources were also associated with positive WHI and consequently with engagement,
providing support for partial mediation of positive WHI between job resources and
engagement.
Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Flourishing of employees in a fast moving consumable goods environmentRautenbach, Cindy-Lorraine January 2015 (has links)
The Fast Moving Consumable Goods industry is characterized by competitiveness, on going
change and high turnover. To stay competitive, retain talent and keep up with these fast paced
systems, organisations have to capitalise on the potential of their workforce to
outperform the rest. Giving the increasing demand on both employer and employee regarding
innovation, creativity and shared knowledge, increased importance of employee well-being
being viewed as sources of “prosperity” for organisations, are critical. Organisations must
find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing
in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being
refers to the levels of positive and negative affect and the overall satisfaction with life.
Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing
relates to individuals’ evaluation of their functioning on a public and social level.
Individuals spend a large part of their adult life at work in organisational environments that
are dynamic and ever-changing. The domain of work is a critical part of existence and plays a
dynamic role in the development, expression and maintenance of well-being. Globally the
workplace is recognised as a key setting for focusing on improving the well-being of
employees due to its compelling impact on a variety of organisational outcomes. Flourishing
is thus not only relevant in everyday life, but also occurs in the work and organisational
environment. Limited studies regarding flourishing in work and organisational contexts exist and
central to studying, understanding, and explaining flourishing at work, are valid and reliable
instruments. The aim of this study was to develop and validate a multidimensional scale that
measures work flourishing. Furthermore, to investigate the impact of various factors in the
work and organisational environment on flourishing in the FMCG industry.
A cross-sectional survey design was used to gather data regarding the flourishing of
employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was
iv
taken of employees in an alcoholic beverage company in South Africa. The measuring
instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work
Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership
Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor
analysis, descriptive statistics, regression analysis and latent class analysis were applied.
Structural equation modelling was used to test a structural model of work flourishing and its
relation to organisational antecedents and outcomes.
The results of study 1 showed the validity of a multidimensional scale that measures
flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale)
includes the three dimensions of emotional well-being, psychological well-being, and social
well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007)
regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and
social well-being (Keyes, 1998) into a unified structure. The results of the latent class
analysis also showed that different classes of well-being were evident due to the interplay
between the various dimensions.
Study 2 showed that work-related antecedents impact on work flourishing. A short form of
the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results
confirm that career advancement, authentic leadership and work-life interference predict
work flourishing. Advancement and authentic leadership positively relate to flourishing while
negative work-life interference impacts flourishing negatively. The Conservation of
Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an
individual is dependent on the maintenance or gain of resources, is therefore supported. The
job demands workload and job insecurity did not predict flourishing in the organisational
environment.
Study 3 showed that positive organisational practices (positive emotions, support, and
inspiration) predict work flourishing. Furthermore, career advancement was a positive
predictor of flourishing in the work and organisational context.
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Flourishing of employees in a fast moving consumable goods environmentRautenbach, Cindy-Lorraine January 2015 (has links)
The Fast Moving Consumable Goods industry is characterized by competitiveness, on going
change and high turnover. To stay competitive, retain talent and keep up with these fast paced
systems, organisations have to capitalise on the potential of their workforce to
outperform the rest. Giving the increasing demand on both employer and employee regarding
innovation, creativity and shared knowledge, increased importance of employee well-being
being viewed as sources of “prosperity” for organisations, are critical. Organisations must
find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing
in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being
refers to the levels of positive and negative affect and the overall satisfaction with life.
Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing
relates to individuals’ evaluation of their functioning on a public and social level.
Individuals spend a large part of their adult life at work in organisational environments that
are dynamic and ever-changing. The domain of work is a critical part of existence and plays a
dynamic role in the development, expression and maintenance of well-being. Globally the
workplace is recognised as a key setting for focusing on improving the well-being of
employees due to its compelling impact on a variety of organisational outcomes. Flourishing
is thus not only relevant in everyday life, but also occurs in the work and organisational
environment. Limited studies regarding flourishing in work and organisational contexts exist and
central to studying, understanding, and explaining flourishing at work, are valid and reliable
instruments. The aim of this study was to develop and validate a multidimensional scale that
measures work flourishing. Furthermore, to investigate the impact of various factors in the
work and organisational environment on flourishing in the FMCG industry.
A cross-sectional survey design was used to gather data regarding the flourishing of
employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was
iv
taken of employees in an alcoholic beverage company in South Africa. The measuring
instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work
Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership
Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor
analysis, descriptive statistics, regression analysis and latent class analysis were applied.
Structural equation modelling was used to test a structural model of work flourishing and its
relation to organisational antecedents and outcomes.
The results of study 1 showed the validity of a multidimensional scale that measures
flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale)
includes the three dimensions of emotional well-being, psychological well-being, and social
well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007)
regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and
social well-being (Keyes, 1998) into a unified structure. The results of the latent class
analysis also showed that different classes of well-being were evident due to the interplay
between the various dimensions.
Study 2 showed that work-related antecedents impact on work flourishing. A short form of
the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results
confirm that career advancement, authentic leadership and work-life interference predict
work flourishing. Advancement and authentic leadership positively relate to flourishing while
negative work-life interference impacts flourishing negatively. The Conservation of
Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an
individual is dependent on the maintenance or gain of resources, is therefore supported. The
job demands workload and job insecurity did not predict flourishing in the organisational
environment.
Study 3 showed that positive organisational practices (positive emotions, support, and
inspiration) predict work flourishing. Furthermore, career advancement was a positive
predictor of flourishing in the work and organisational context.
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A model of personality traits and work-life balance as determinants of employee engagementMoshoeu, Abigail Ngokwana 02 1900 (has links)
Employee engagement has been conceived as one of the “hottest topics in management” (De Cieri, Holmes, Abbott, & Pettit, 2002; Saks, 2006). Therefore, the need to further understand factors that enhance the level of employee engagement is of utmost importance if organisations are to successfully increase their competitive edge. The purpose of the present study was to develop a model of personality traits and work-life balance as determinants of employee engagement among employees in the various industries in South Africa. In particular, the present study investigated relationships between personality traits adapted by Martins (2000) which include five robust factors: agreeableness, extraversion, conscientiousness, resourcefulness and emotional stability and work-life balance as measured by the Survey Work-home Interaction/NijmeGen (SWING) which consists of four dimensions, namely, negative work-home interaction, positive work-home interaction negative home-work interaction and positive home-work interaction. The study utilised Schaufeli’s (2002) Utrecth Work Engagement Scale (UWES) which consists of three interrelated dimensions: vigour, dedication and absorption. A quantitative cross-sectional survey was followed and the data was collected from a population of 1 063 working adults through a Web-based survey. The results revealed significant relationships between the variables. Specifically, the results revealed that positive work-home interaction and positive home-work interaction appeared to be stronger correlated to engagement than the five dimensions of personality traits. For instance, a Pearson correlation analysis revealed that positive work-home interaction (r = .33) and positive home-work interaction (r = .30) had the highest correlation with employee engagement. In the same vein, the canonical correlation analysis revealed that positive work-home interaction, positive home-work interaction, agreeableness, conscientiousness and emotional stability exhibited the highest correlation with the canonical employee engagement construct variate.
The results of the structural equation modelling further confirmed that the interaction of three personality traits, namely, agreeableness, conscientiousness and emotional stability and two of the work-life balance constructs, which are positive work-home interaction and positive home-work interaction, significantly and positively predicted employee engagement. The outcomes can be useful in informing employee engagement strategies, particularly in the recruitment, selection and retaining of highly skilful talents. Specifically, the study provided practical recommendations for employee engagement practices, based on the literature review and empirical results. This study highlighted the manner in which the personality traits and work-life balance variables impacted on employee engagement behavior. / Industrial and Organisational Psychology / D. Litt. et. Phil. (Industrial and Organisational Psychology)
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