Service systems such as call centers and hospital inpatient wards typically feature multiple classes of customers and multiple types of servers. Not all customer-server pairs are compatible, and some types of servers may be more efficient at serving some classes of customers than others. In the queueing literature, the problem of matching customers and servers is known as skills-based routing. This thesis consists of two works I have done in this area. The first work, which is done jointly with Jing Dong and Pengyi Shi, considers the routing problem in the face of a demand surge such as a pandemic. It shows how future arrival rate information, which is often available through demand forecast models, can be used to route near-optimally, even when there may be prediction errors. The methods used involve fluid approximations and optimal control theory, and the policies obtained are intuitive and easy to implement. The second work, which is done jointly with Jing Dong, incorporates a staffing element in addition to routing. Asymptotically optimal staffing and scheduling policies are derived for an M-model, both with and without demand uncertainty. The methods used involve diffusion approximations and stochastic-fluid approximations.

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

Thesis (Ph. D.)--University of New South Wales, 2005. / Also available online.

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

The purpose of this study was to explore what effect manager involvement in the delivery of training has on employee learning (transfer of learning) and on student behavior after training (transfer of training). Study participants were randomly assigned to the experimental and control groups and a customer service training program was delivered with and without manager involvement. Quantitative and qualitative data were collected immediately after training using a retrospective pretest-then/posttest-now instrument developed to measure the participants' perceived transfer of learning. Quantitative and qualitative data were collected approximately 4 weeks after training also using a retrospective pretest-then/posttest-now instrument developed to measure the participants' perceived transfer of training. Quality assurance data generated by the organization for the first full month after the training program was completed were collected to measure the actual transfer of training. A 13-item version of the Marlowe-Crowne Social Desirability Scale (MC-C) was included with the perceived transfer of training survey to measure the potential for self-perception bias with the perceived transfer of learning and the perceived transfer of training data. ANOVA results for the perceived transfer of learning and perceived transfer of training data indicated that there were no statistically significant differences between the experimental and control groups. ANOVA results for the actual transfer of training data mirrored the results found for the perceived transfer of training. The possibility of self-perception bias in using the retrospective pretest-then/posttest-now instruments was recognized as a study concern with MC-C data indicating a much higher level of social desirability with the sample population than with reported non-forensic norms. A slight positive influence on the transfer of learning and on the transfer of training was found when a participant's direct manager was involved in the delivery of training.

Introdução: A exposição ao ruído ocupacional pode trazer consequências negativas para a saúde auditiva e extra-auditiva dos trabalhadores. Há, na literatura, escassez de estudos que avaliem as condições de trabalho dos operadores de telemarketing, bem como da principal fonte de ruído (headset), que, na maioria dos call centers, é monoaural. Objetivo: Avaliar a exposição ao ruído no trabalho de operadores de telemarketing, buscando relacioná-la aos sintomas auditivos e extra-auditivos referidos, bem como avaliar a aplicabilidade dos headsets mono e binaural. Métodos: Estudo transversal observacional. Participaram 79 operadores de telemarketing, normo-ouvintes, de uma empresa multinacional. Foi realizada medição do ruído, com um audiodosímetro, pela técnica de microfone em ouvido real, por 20 minutos (10 com cada headset), durante ligações diárias dos teleoperadores. Adicionalmente, os participantes responderam a questionário para caracterização dos sintomas auditivos/extraauditivos e relato de preferência entre os headsets. Para a análise dos dados, utilizou-se medidas descritivas e testes de hipótese (Qui-quadrado, Wilcoxon e Mann-Whitney), com nível de significância de 5%. Resultados: Dos 79 participantes (média 22±4,2 anos), 50,64% trabalhavam no período matutino e 49,36% no período vespertino/noturno, sendo a maioria do sexo feminino (78,5%). Mais da metade da amostra relatou: episódios de dor ou infecções de ouvido (55,7%); utilização de estéreo pessoal (70,9%), por mais de uma hora diária, com intensidade acima da metade da capacidade do equipamento; não realizar o controle da intensidade do headset individual (68%). Quanto aos sintomas, 98,7% relataram pelo menos um sintoma auditivo e 88,6% pelo menos um extra-auditivo, sendo os mais frequentes: plenitude auricular (15,2%) e zumbido (13,4%), ansiedade (65,8%), dor de cabeça (34,2%) e estresse (17,7%). Observou-se associação entre as variáveis: intensidade de uso do headset individual e quantidade de sintomas auditivos (p=0,044) e extraauditivos (p=0,026); aumento abrupto de som e zumbido (p=0,020). Os níveis de pressão sonora provenientes do headset monoaural foram maiores que os do binaural para as medidas de pico (p < 0,001), intensidade máxima (p < 0,001) e equivalente (p=0,006). Com relação aos níveis de pressão sonora equivalentes, a média foi de 85,54 dB(A) para o headset monoaural, e de 76,57 dB(A) para o ambiente externo. Quanto à preferência, a maioria dos indivíduos (84,8%) manifestou-se a favor do headset binaural, sendo o principal motivo, proporcionar maior atenção e concentração para as chamadas. Na comparação dos níveis de pressão sonora equivalentes entre os headsets mono e binaurais, de acordo com a preferência de headset dos operadores, para aqueles que preferiram o binaural, verificou-se níveis de pressão sonora dos headsets binaurais significantemente menores quando comparados aos monoaurais (p=0,017), o que não ocorreu para os que preferiram o monoaural (p=0,976). Conclusões: Os níveis de pressão sonora equivalentes produzidos pelo headset monoaural, que é o utilizado neste call center, atingiram valores médios de 85,54 dB(A), com variação de 52,9 a 98,1 dB(A). A quantidade de sintomas auditivos e extra-auditivos referidos pelos operadores de telemarketing, apesar dos limiares auditivos estarem dentro da normalidade, sugere que a exposição a qual estão submetidos pode oferecer riscos para a saúde. O headset binaural, avaliado no presente estudo, demonstrou ser uma alternativa viável para estes trabalhadores e ambiente de trabalho, por produzir menores intensidades sonoras e melhorar a qualidade das chamadas, na perspectiva dos teleoperadores, quando comparado ao headset monoaural / Introduction: Being exposed to occupational noise may result in negative consequences to auditory and extra-auditory health of workers. In the literature, studies that assess the working conditions of telemarketers are scarce, as well as regarding the main source of noise (headset), which, in most call centers, is monaural. Purpose: To assess the exposure to noise of telemarketers, aiming to relate it to the auditory and extra-auditory symptoms mentioned by them, as well as to assess the applicability of mono and binaural headsets. Methods: Crosssectional observational study in which seventy-nine telemarketers from a multinational company participated. Noise measurement was performed with an audiodosimeter using the real ear microphone technique for 20 minutes (10 minutes using each headset) during daily calls to telemarketers. Additionally, the participants answered a questionnaire to characterize auditory / extra-auditory symptoms and reported their most preferably headsets. For the analysis of the data, we used descriptive measures and hypothesis tests (Chi-square, Wilcoxon and Mann-Whitney), with significance level of 5%. Results: Among the 79 participants (mean 22 ± 4.2 years), 50.64% worked in the morning period and 49.36% in the afternoon / evening period, with a majority of females (78.5%). More than half of the sample reported: episodes of pain or ear infections (55.7%); use of personal stereo (70.9%), for more than one hour per day, with intensity above half of the equipment capacity; and lack of monitoring the intensity of the individual headset (68%). Concerning the symptoms, 98.7% reported at least one auditory symptom and 88.6% had at least one extra-auditory one, being the most frequent: auricular fullness (15.2%) and tinnitus (13.4%), anxiety (65.8%), headache (34.2%) and stress (17.7%). We observed an association between the variables: intensity of use of the individual headset and amount of auditory (p = 0.044) and extra-auditory symptoms (p = 0.026); abrupt increase in sound and tinnitus (p = 0.020). The sound pressure levels from the monaural headset were greater than those of the binaural for peak measurements (p < 0.001), maximum intensity (p < 0.001) and equivalent (p = 0.006). Regarding equivalent sound pressure levels, the mean was 85.54 dB (A) for the monaural headset, and 76.57 dB (A) for the external environment. Regarding preference, the majority of individuals (84.8%) expressed support for the binaural headset, being the main reason, the fact that it provides greater attention and concentration capacity for the calls. In comparison to the equivalent sound pressure levels between mono and binaural headsets, according to the headset preference of the telemarketers, for those who preferred binaural, sound pressure levels of binaural headsets were significantly lower when compared to monoaural ones (p = 0.017), which did not occur for those who preferred the monoaural (p = 0.976). Conclusions: Equivalent sound pressure levels produced by the monaural headset, which is the one used in this call center, achieved mean values of 85.54 dB (A), ranging from 52.9 to 98.1 dB (A). The amount of auditory and extra-auditory symptoms reported by telemarketers, even though the hearing thresholds are within normal range, suggests that the noise exposure to which they undergo may jeopardize health. The binaural headset, assessed in the present study, has been shown to be a viable alternative for these workers and work environment, because it produces lower sound intensities and improve the quality of calls, from telemarketers\' perspective, when compared to the monaural headset

Introdução: A exposição ao ruído ocupacional pode trazer consequências negativas para a saúde auditiva e extra-auditiva dos trabalhadores. Há, na literatura, escassez de estudos que avaliem as condições de trabalho dos operadores de telemarketing, bem como da principal fonte de ruído (headset), que, na maioria dos call centers, é monoaural. Objetivo: Avaliar a exposição ao ruído no trabalho de operadores de telemarketing, buscando relacioná-la aos sintomas auditivos e extra-auditivos referidos, bem como avaliar a aplicabilidade dos headsets mono e binaural. Métodos: Estudo transversal observacional. Participaram 79 operadores de telemarketing, normo-ouvintes, de uma empresa multinacional. Foi realizada medição do ruído, com um audiodosímetro, pela técnica de microfone em ouvido real, por 20 minutos (10 com cada headset), durante ligações diárias dos teleoperadores. Adicionalmente, os participantes responderam a questionário para caracterização dos sintomas auditivos/extraauditivos e relato de preferência entre os headsets. Para a análise dos dados, utilizou-se medidas descritivas e testes de hipótese (Qui-quadrado, Wilcoxon e Mann-Whitney), com nível de significância de 5%. Resultados: Dos 79 participantes (média 22±4,2 anos), 50,64% trabalhavam no período matutino e 49,36% no período vespertino/noturno, sendo a maioria do sexo feminino (78,5%). Mais da metade da amostra relatou: episódios de dor ou infecções de ouvido (55,7%); utilização de estéreo pessoal (70,9%), por mais de uma hora diária, com intensidade acima da metade da capacidade do equipamento; não realizar o controle da intensidade do headset individual (68%). Quanto aos sintomas, 98,7% relataram pelo menos um sintoma auditivo e 88,6% pelo menos um extra-auditivo, sendo os mais frequentes: plenitude auricular (15,2%) e zumbido (13,4%), ansiedade (65,8%), dor de cabeça (34,2%) e estresse (17,7%). Observou-se associação entre as variáveis: intensidade de uso do headset individual e quantidade de sintomas auditivos (p=0,044) e extraauditivos (p=0,026); aumento abrupto de som e zumbido (p=0,020). Os níveis de pressão sonora provenientes do headset monoaural foram maiores que os do binaural para as medidas de pico (p < 0,001), intensidade máxima (p < 0,001) e equivalente (p=0,006). Com relação aos níveis de pressão sonora equivalentes, a média foi de 85,54 dB(A) para o headset monoaural, e de 76,57 dB(A) para o ambiente externo. Quanto à preferência, a maioria dos indivíduos (84,8%) manifestou-se a favor do headset binaural, sendo o principal motivo, proporcionar maior atenção e concentração para as chamadas. Na comparação dos níveis de pressão sonora equivalentes entre os headsets mono e binaurais, de acordo com a preferência de headset dos operadores, para aqueles que preferiram o binaural, verificou-se níveis de pressão sonora dos headsets binaurais significantemente menores quando comparados aos monoaurais (p=0,017), o que não ocorreu para os que preferiram o monoaural (p=0,976). Conclusões: Os níveis de pressão sonora equivalentes produzidos pelo headset monoaural, que é o utilizado neste call center, atingiram valores médios de 85,54 dB(A), com variação de 52,9 a 98,1 dB(A). A quantidade de sintomas auditivos e extra-auditivos referidos pelos operadores de telemarketing, apesar dos limiares auditivos estarem dentro da normalidade, sugere que a exposição a qual estão submetidos pode oferecer riscos para a saúde. O headset binaural, avaliado no presente estudo, demonstrou ser uma alternativa viável para estes trabalhadores e ambiente de trabalho, por produzir menores intensidades sonoras e melhorar a qualidade das chamadas, na perspectiva dos teleoperadores, quando comparado ao headset monoaural / Introduction: Being exposed to occupational noise may result in negative consequences to auditory and extra-auditory health of workers. In the literature, studies that assess the working conditions of telemarketers are scarce, as well as regarding the main source of noise (headset), which, in most call centers, is monaural. Purpose: To assess the exposure to noise of telemarketers, aiming to relate it to the auditory and extra-auditory symptoms mentioned by them, as well as to assess the applicability of mono and binaural headsets. Methods: Crosssectional observational study in which seventy-nine telemarketers from a multinational company participated. Noise measurement was performed with an audiodosimeter using the real ear microphone technique for 20 minutes (10 minutes using each headset) during daily calls to telemarketers. Additionally, the participants answered a questionnaire to characterize auditory / extra-auditory symptoms and reported their most preferably headsets. For the analysis of the data, we used descriptive measures and hypothesis tests (Chi-square, Wilcoxon and Mann-Whitney), with significance level of 5%. Results: Among the 79 participants (mean 22 ± 4.2 years), 50.64% worked in the morning period and 49.36% in the afternoon / evening period, with a majority of females (78.5%). More than half of the sample reported: episodes of pain or ear infections (55.7%); use of personal stereo (70.9%), for more than one hour per day, with intensity above half of the equipment capacity; and lack of monitoring the intensity of the individual headset (68%). Concerning the symptoms, 98.7% reported at least one auditory symptom and 88.6% had at least one extra-auditory one, being the most frequent: auricular fullness (15.2%) and tinnitus (13.4%), anxiety (65.8%), headache (34.2%) and stress (17.7%). We observed an association between the variables: intensity of use of the individual headset and amount of auditory (p = 0.044) and extra-auditory symptoms (p = 0.026); abrupt increase in sound and tinnitus (p = 0.020). The sound pressure levels from the monaural headset were greater than those of the binaural for peak measurements (p < 0.001), maximum intensity (p < 0.001) and equivalent (p = 0.006). Regarding equivalent sound pressure levels, the mean was 85.54 dB (A) for the monaural headset, and 76.57 dB (A) for the external environment. Regarding preference, the majority of individuals (84.8%) expressed support for the binaural headset, being the main reason, the fact that it provides greater attention and concentration capacity for the calls. In comparison to the equivalent sound pressure levels between mono and binaural headsets, according to the headset preference of the telemarketers, for those who preferred binaural, sound pressure levels of binaural headsets were significantly lower when compared to monoaural ones (p = 0.017), which did not occur for those who preferred the monoaural (p = 0.976). Conclusions: Equivalent sound pressure levels produced by the monaural headset, which is the one used in this call center, achieved mean values of 85.54 dB (A), ranging from 52.9 to 98.1 dB (A). The amount of auditory and extra-auditory symptoms reported by telemarketers, even though the hearing thresholds are within normal range, suggests that the noise exposure to which they undergo may jeopardize health. The binaural headset, assessed in the present study, has been shown to be a viable alternative for these workers and work environment, because it produces lower sound intensities and improve the quality of calls, from telemarketers\' perspective, when compared to the monaural headset

Made available in DSpace on 2016-04-25T16:45:07Z (GMT). No. of bitstreams: 1 Rogerio Moreira.pdf: 1750030 bytes, checksum: 731d8143bcca419a4e7fed448cb9f36d (MD5) Previous issue date: 2008-06-25 / This dissertation is the report of a research work developed to study the causes of the high employee turnover in brazilian call centers. After a revisional work of the main aspects of call center management and employee turnover research, it was chosen to study the correlation with human resources management (HRM) practices, in the same research strategy chosen by Huselid(1995) and Batt(2002). The related data to reach research objectives were gotten from a survey developed by The Global Call Center Project. The sample is based on a survey administered to 114 call centers of 103 organizations from 200 associates of Associação Brasileira de Telesserviços (ABT). The same survey was applied in 16 other countries, allowing benchmarking, stretching analysis horizon. The data analysis was made in three steps: management model analysis, mean comparisons and multivariate analysis. The first step showed a strong emphasis in the services mass production model. The mean comparison showed that the brazilian call centers are extremely strait in use of scripts, monitoring and employee discretion practices. These practices contribute negatively to job quality, which has a strong correlation with employee turnover. The multivariate analysis ( logistic regression ) showed a good adjustment in the proposed model, both in the adjustment index ( R2 CS=0,549 e R2 N = 0,741) and in the discriminative capacity ( area of ROC curve =0,938) and also showed that the correlation between HRM practices and employee turnover are considerable. The main suggestion is to have as HRM objective the continuous improvement of job quality, which requires a tradeoff with firm expenses and service level, it also increases variability and represents a change in the call center management culture / Esta dissertação é o relatório de uma pesquisa desenvolvida para estudar as causas do alto índice de rotatividade de pessoal no setor de call centers brasileiros. Após uma revisão dos principais aspectos da gestão de call centers e da pesquisa sobre Rotatividade de Pessoal, optou-se por estudar a correlação com as práticas de gestão de pessoas, na mesma linha de pesquisa de Huselid(1995) e Batt (2002). Os dados necessários para alcançar os objetivos desta pesquisa foram obtidos através de um survey desenvolvido no âmbito da pesquisa The Global Call Center Project.A amostra é composta por 114 questionários respondidos por 103 organizações de 200 empresas consultadas entre as empresas associadas à Associação Brasileira de Telesserviços (ABT). A mesma pesquisa foi realizada em outros dezesseis países, permitindo análise comparativa dos resultados, ampliando o horizonte de análise. A análise dos dados foi efetuada em três etapas: a análise do modelo de gestão, a comparação das médias dos indicadores e, a análise multivariada. A primeira etapa mostrou uma demasiada ênfase no uso do modelo Produção em Massa de Serviços. A análise das médias mostra que os call centers brasileiros são extremamente rígidos no que se refere às práticas de uso obrigatório de scripts, monitoramento e autonomia. Estas práticas contribuem de forma negativa para a qualidade do trabalho, que mantém uma forte correlação a Rotatividade de Pessoal. Análise multivariada apresentou um bom ajustamento do modelo proposto, tanto do ponto de vista dos índices de ajustamento (R2 CS=0,549 e R2 N = 0,741) como pela capacidade discriminante (área da curva ROC=0,938), evidenciando que a correlação entre as práticas de gestão de pessoas e a Rotatividade Voluntária é considerável. Sugerimos como objetivo importante na gestão de pessoas a melhoria contínua da qualidade do trabalho, que é uma solução de compromisso, pois causa um impacto importante nos gastos da organização, no nível de serviço, aumenta a variabilidade e representa uma mudança na cultura gerencial em call centers

Thesis (MA.)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Worldwide call centres are being used by organisations to provide services and products to their clients in an immediate, interactive and cost-effective way. Taking into consideration the characteristics of call centres, the important contribution they make to the economical success of present day organisations, as well as the demands that this environment makes on employees, the question arises whether emotional intelligence is related to performance in call centres. A literature study of the nature and extent of emotional intelligence, with specific reference to the workplace, was carried out. Focus was further placed on call centres and the influence emotional competencies have on success in this environment. Emotional intelligence is conceptualised, as competencies that may enable individuals to use emotions to their advantage to achieve desired outcomes. In the literature emotional intelligence is regarded as a factor that influences an individual's performance. The primary goal of this study was to determine whether there is a relationship between emotional intelligence and performance in the call centre environment. The sample in this study is compiled of 135 call centre agents, working respectively in client service, sales and administrative environments, in a life assurance company. A questionnaire consisting of biographical items, the "Emotional Competency Inventory" and a performance rating, was used to obtain the necessary data from the subjects. rThe results of this study revealed that a statistically significant and positive correlation exists between emotional intelligence and performance in call centres. No statistical significant difference was found between the correlation of emotional intelligence and performance in the respective call centre environments of client service, sales and administration. A positive and statistically significant correlation was found between performance and the four areas of emotional intelligence, namely self-awareness, self-management, social awareness and social skills. With regard to the mean scores of emotional intelligence and performance, the results of the study suggest no statistically significant difference between the respective call centre environments. It was also established which combination of emotional competencies serves as best predictors of performance in the call centre environment. The main objectives of this study were successfully achieved. General conclusions and possible explanations for the above-mentioned findings are presented. Finally the implementation value of the study is discussed and recommendations for future research are made. / AFRIKAANSE OPSOMMING: Oproepsentrums word wereldwyd deur organisasies aangewend om hul kliente op 'n onmiddellike, interaktiewe en koste-effektiewe wyse van dienste en produkte te voorsien. Teen die agtergrond van die kenmerke van oproepsentrums, die betekenisvolle bydrae wat dit tot die ekonomiese sukses van vandag se organisasies lewer, asook die eise wat hierdie omgewing aan werknemers stel, ontstaan die vraag of emosionele intelligensie met werksprestasie in oproepsentrums verb and hou. 'n Literatuurstudie oor die aard en omvang van emosionele intelligensie, met spesifieke verwysing na die werksplek, is uitgevoer. Verder is op oproepsentrums en die invloed van emosionele bevoegdheid op die werksukses in hierdie omgewing gefokus. Emosionele intelligensie word gekonseptualiseer as bevoegdhede wat individue in staat mag stel om emosie tot hul voordeel aan te wend ten einde die verlangde uitkomste te bereik. Emosionele intelligensie word in die literatuur as 'n faktor wat 'n invloed op 'n persoon se werksprestasie kan he geidentifiseer. Die primere doelstelling van hierdie studie was om te bepaal of daar 'n verband tussen emosionele intelligensie en werksprestasie in die oproepsentrum-omgewing bestaan. Die steekproef in hierdie studie bestaan uit 135 oproepsentrum-agente in 'n lewensversekeringsmaatskappy wat onderskeidelik in klientediens, verkoops- en administratiewe omgewings werksaam is. Daar is van 'n vraelys bestaande uit biografiese items, die "Emotional Competency Inventory" en 'n werksprestasietelling, gebruik gemaak om die nodige inligting van die proefpersone te bekom. Die resultate van hierdie ondersoek toon dat daar 'n statisties beduidende en positiewe verband tussen emosionele intelligensie en werksprestasie in oproepsentrums bestaan. Geen statisties beduidende verskil is aangetref tussen die korrelasies van emosionele intelligensie en werksprestasie in die onderskeie oproepsentrum-omgewings, naamIik klientediens, verkope en administrasie, nie. 'n Positiewe en statisties beduidende verb and is gevind tussen werksprestasie en die vier areas van emosionele intelligensie, naamlik selfbewussyn, selfbestuur, sosiale bewussyn en sosiale vaardigheid. Ten opsigte van die gemiddelde tellings van emosionele intelligensie en werksprestasie dui die resultate van die studie op geen statisties beduidende verskille in die onderskeie oproepsentrurn-omgewings rue. Verder is vasgestel watter kombinasie van emosionele bevoegdhede as die beste voorspellers van werksprestasie in die oproepsentrum-omgewing funksioneer. Die vemaamste doelstellings van hierdie studie IS suksesvol bereik. Algemene gevolgtrekkings en moontlike verklarings vir bogenoemde bevindings word aangebied. Laastens word die implementeringswaarde van die studie bespreek en aanbevelings vir verdere navorsing gedoen.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The increasing demand for client-services in a highly competitive business environment has resulted in a substantial increase in the number of call centres in South Africa and worldwide (Carrim, Basson & Coetzee, 2006). Within the call centre industry, turnover intentions have been identified as one of the most pressing problems in terms of cost and productivity. This research suggests that the exploration and then the alteration of job resources and job demands will help elicit factors that foster engagement and will help lessen and/or alleviate burnout experiences. This in turn will help to decrease turnover intentions in the South African call centre industry. This research attempts to investigate the proposed relationships between the constructs in a structural model. The literature review defines turnover, turnover intention, engagement, burnout as well as job demands and job resources, using the Job Demands- Resources model. It also discusses the importance for organisations to understand employees’ turnover intentions. The literature review aims to portray that there are relationships between the five constructs. The current research was conducted in 5 inbound/outbound South African call centres. The sample was comprised of 122 participants and a non-probability sampling technique, convenience sampling was utilized. A self-developed Biographical Questionnaire, the Utrecht Work Engagement Scale (UWES) and the Maslach Burnout Inventory Questionnaire (MBI) were used as measuring instruments. Job demands and job resources using the Work Design Questionnaire (WDQ) by Morgeson and Humphrey (2006) were used as well as a Turnover Intentions Questionnaire developed by Roodt (2004) cited in Adam and Roodt (2008). A reliability analysis was done to assess the measurement properties of the respective measures, and all scales showed highly acceptable reliability. The data wereanalysed using the soft approach to Structural Equation Modeling that is Partial least squares path modeling. The results indicate that all of the relationships tested are significant. A model testing engagement and burnout as mediators were also investigated. Both relationships were insignificant hence engagement is a mediator between job resources and intention to quit and burnout a mediator between job demands and intention to quit. This was also confirmed by two separate Sobel tests (Sobel, 1982). This study adds to existing literature on job resources, job demands, engagement, burnout and intention to quit by providing insights into the relationships among these constructs. This study also provides call centres with valuable information for the development and/or alterations of working conditions aimed at mitigating turnover behavior and maximizing organizational outcomes through an engaged workforce. / AFRIKAANSE OPSOMMING: Die toenemende vraag na kliënt-dienste, in 'n hoogs mededingende sakeomgewing, het gelei tot 'n aansienlike toename in die aantal van oproep-diens sentrums in Suid-Afrika asook die wêreld (Carrim, Basson & Coetzee, 2006). Intensie om te bedank is geïdentifiseer as een van die mees dringende probleme in terme van koste en produktiwiteit, binne oproepsentrums. Hierdie navorsing dui daarop dat die eksplorasie en die verandering van werkbronne met betrekking tot die werksomgewing en werkvereistes; sal faktore ontlok wat kan aanleiding gee tot die verbintenis betrokkenheid van personnel, en sal ook help om uitbranding ervarings te verminder of om te verlaag. Dit op sy beurt sal meerbring dat intensie om te bedank dus verlaag word binne die Suid-Afrikaanse oproepsentrum-bedryf. Hierdie navorsing poog om die voorgestelde verwantskap tussen die konstrukte in 'n strukturele model te ondersoek. Die literatuuroorsig definieer omset, intensie om te bedank, verbetenis, uitbranding sowel as werkvereistes en werkbronne, met die hulp van die werk-eise model. Dit bespreek ook die belangrikheid vir organisasies om werknemer omset bedoelings te verstaan. Die literatuuroorsig poog om die verwantskap tussen die vyf konstrukte te illustreer. Die huidige navorsing was gedoen by 5 inkomende/uitgaande Suid- Afrikaanse oproepsentrums. Eenhonderd twee en twintig (122) deelnemers was in die navorsing gebruik en 'n nie-waarskynlikheidsteekproefneming tegniek, gerieflikheidsteekproef was benut. 'n Self-ontwikkelde biografiese vraelys, die Utrecht Werksbegeesteringskaal (UWES) en die Maslach Uitbrandingsvraelys (MBI) was as meetinstrumente gebruik. Werkvereiste en werkbronne was gemeet deur die werk Ontwerp vraelys (WDQ) wat deur Morgeson en Humphrey (2006) ontwikkel is, addisioneel tot die voorafgaande was omset bedoelings vraelyste wat deur Roodt (2004) ontwikkel is soos aangehaal in Adam en Roodt (2008). 'n Betroubaarheid analise is gedoen om die meting eienskappe van die onderskeie maatreëls te evalueer, en daar is bevind dat al die skale hoogs aanvaarbare betroubaarheid toon. Die data is ontleed met gebruik van die sagte benadering tot strukturele vergelykingsmodellering wat PLS modellering. Die resultate dui daarop dat al die verhoudings wat getoets was betekenisvol is. 'n Model toets verbintenis en uitbranding as bemiddelaar is ook ondersoek. Beide verhoudings was onbeduldende daarom is verbintenis ‘n bemiddelaar tussen werkbronne en voorneme om te bedank en uitbranding 'n bemiddelaar tussen werk eise en intensie om te bedank. Dit is ook bevestig deur twee afsonderlike Sobel toetse (Sobel, 1982). Hierdie studie dra by tot die bestaande literatuur oor werkbronne, werkwerkvereistes, uitbranding en intensie om op te bedank deur die verskaffing van insigte in die verhoudings tussen hierdie konstrukte. Hierdie studie bied ook vir oproepdiens-sentrums waardevolle inligting vir die ontwikkeling en/of verandering van werksomstandighede wat daarop gemik is om die veranderende opset van omset gedrag en om optimale uitkoms van verandering vir die organisasie deur 'n betrokke werksmag te benut.