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Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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PERCEPÇÃO DE SUPORTE SOCIAL E BEM-ESTAR NO TRABALHO: UM ESTUDO COM PROFESSORES / Perceived social support and well-being in the workplace: a study with teachersFerraz, Carlos Renato Andrade 03 December 2009 (has links)
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Previous issue date: 2009-12-03 / Studies on the working conditions of education professionals have always had to identify negative factors, such as burnout and stress. But it is known that variables related to interpersonal relationships can provide improved well-being in the workplace in these professionals. The teacher, the protagonist of the teachinglearning can provide well-being in the workplace and play better if your letter
perception of support from those who make up their social network within your school. This paper aims to analyze the relationship between well-being in the workplace and perception of social support at work in elementary school teachers. The study included 209 teachers, elementary school in public schools and state schools, all female with mean age of 41.55 years (SD = 8.64) and the minimum level
of education corresponding to the school. These teachers completed a questionnaire containing self apply four measures: Range of Work Involvement Scale, Satisfaction
with Work Scale of Affective Organizational Commitment Scale and Perceived Social Support at Work. Calculated the mean, standard deviations, correlations and seven models of linear regression between the variables of the study. The results showed that satisfaction with colleagues, with the leadership and with the tasks, but little satisfaction with pay and promotions. Teachers presented affective commitment to
their schools and involvement with the work they do. It was revealed perception of social support, with a higher tendency to support the information received, then the
perception of emotional support and perceived instrumental support in that order. Were proven significant and positive relationships between the dimensions of wellbeing
in the workplace and perception of social support at work. Regression models revealed that the three dimensions of social support at work can positively impact the
three dimensions of well-being in the workplace, with greater ability tor explain to each other. It is suggested that further studies involving perception of social support
at work and well-being in the workplace with other professional groups to complement these poorly studied concepts.(AU) / Os estudos sobre as condições de trabalho de profissionais da educação sempre tiveram como objetivo identificar fatores negativos, como o burnout e o estresse. Porém, é sabido que variáveis relacionadas com as relações interpessoais podem
proporcionar melhora no bem-estar no trabalho nestes profissionais. O professor, protagonista do processo ensino-aprendizagem pode apresentar bem-estar no
trabalho e desempenhar melhor o seu ofício se tiver percepção de suporte daqueles que compõem sua rede social dentro de sua escola. Este trabalho tem como objetivo
analisar as relações entre bem-estar no trabalho e percepção de suporte social no trabalho em professores do ensino fundamental. Participaram do estudo 209 professores, do ensino fundamental da rede pública municipal e estadual de ensino, todos do sexo feminino com idade média de 41,55 anos (DP=8,64) e com o nível de instrução mínimo correspondente ao ensino médio. Esses professores responderam a um questionário auto aplicável contendo quatro medidas: Escala de Envolvimento com o Trabalho, Escala de Satisfação com o Trabalho Escala de Comprometimento Organizacional Afetivo e Escala de Percepção de Suporte Social no Trabalho. Calcularam-se as médias, desvios padrão, correlações e sete modelos de regressão linear stepwise entre as variáveis do estudo. Os resultados apontaram para satisfação com os colegas, com a chefia e com as tarefas, mas pouca satisfação
com salários e promoções. Os professores apresentaram comprometimento afetivo com suas escolas e envolvimento com o trabalho que realizam. Foi revelada
percepção de suporte social, com uma tendência mais elevada de suporte com as informações recebidas, seguida da percepção de suporte emocional e percepção de
suporte instrumental nesta ordem. Foram comprovadas relações positivas e significativas entre as dimensões de bem-estar no trabalho e percepção de suporte
social no trabalho. Modelos de regressão revelaram que as três dimensões de suporte social no trabalho impactam positivamente as três dimensões de bem-estar
no trabalho, com maior capacidade de explicação entre si. Sugere-se novos estudos envolvendo percepção de suporte social no trabalho e bem-estar no trabalho com
outras categorias profissionais para complementar estes ainda pouco estudados conceitos.(AU)
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Den digitala transformationen i välfärdssamhället : En kvalitativ studie om hur omsorgspersonal kan känna delaktighet i framtida organisationsförändring / The digital transformation in the welfare society : A qualitative study on how caregivers can feel involved in future organizational changeKamel Ejeel, Shahed, Fägersten, Cecilia, Paniagua Iacobi, Kajsa January 2018 (has links)
Sverige står inför stora välfärdsutmaningar när allt fler arbetsföra personer går i pension. Till följd av ojämn befolkningsutveckling kommer det inom kort finnas färre arbetare som skall ta hand om fler pensionärer. Lösningen på välfärdsutmaningen finns i digitaliseringen, där digitala verktyg skall kompensera för förlorad arbetskraft. Omsorgen är det område där behovet av kompetensförsörjning kommer visa sig först. Syftet med studien var att undersöka hur omsorgspersonal kan känna delaktighet i en lärandeprocess under en pågående organisationsförändring som fokuserar på ökad digitalisering i Hylte kommun. Metoden som tillämpades var en kvalitativ undersökningsmetod och studien antog en induktiv ansats. Det empiriska materialet inhämtades genom tre fokusgrupps-intervjuer där totalt 13 undersköterskor deltog. Materialet analyserades genom en konventionell innehållsanalys och resultatet utgjorde grunden för den teoretiska referensramen. Den hälsopedagogiska teoretiska referensramen utgjordes av förmedlingspedagogik, sociokulturellt lärande, lärande stilar, och kompetensutveckling samt dialog -och reflektions pedagogik, KASAM och delaktighet. Resultaten visar att omsorgspersonalen kan känna delaktighet genom att bli tillfrågade kring förändringar rörande deras arbete. Resultatet visade också att omsorgspersonalen själva vill välja sätt att genomgå utbildning. Rädslor att de mjuka värdena försvinner och ersättas av digitala verktyg är ytterligare ett väsentligt resultat som studien gett. Slutsatser som dragits av studien var att omsorgspersonalen vill vara delaktiga inför, under och efter verksamhetsförändringar, men de har svårt att se sin roll i dagsläget. Personalen lär på olika sätt och vill ha alternativa sätt till kompetensutveckling, än vad som erbjuds idag. / Sweden faces major welfare challenges as more and more workable people retire. As a result of uneven population development, there will soon be fewer workers to take care of more senior citizens. The solution to the welfare challenge is in digitization, where digital tools will compensate for lost labor. Heathcare is the area where the need for skills supply will appear first. The intent of this study was to investigate how caregivers can feel part of a learning process during an ongoing organizational change focusing on increased digitalization in Hylte county. The method applied a qualitative survey method and the study adopted an inductive approach. The empirical material was collected through three focus group interviews, where a total of 13 underscores participated. The material was analyzed by a conventional content analysis and the result was the basis for the theoretical reference framework. The theoretical references for health education consisted of mediation education, socio-cultural learning, learning styles, and competence development, as well as dialogue and reflection teaching, KASAM and participation. The results show that caregivers can feel involved by being asked about changes in their workplace. The result also showed that caregivers themselves want to choose ways to undergo education. Fears that the human contact disappears and will be replaced by digital tools are another important result that the study has given. Conclusions drawn from the study are that caregivers want to be involved in, during and after changes within the workplace, but they have difficulties to see their role for the time being. The staff learn in different ways and want alternative ways of developing skills than offered today.
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BEM-ESTAR NO TRABALHO: O IMPACTO DOS VALORES ORGANIZACIONAIS, PERCEPÇÃO DE SUPORTE ORGANIZACIONAL E PERCEPÇÕES DE JUSTIÇA / Well-Being in the workplace: the impact of organizational values, perceived organizational support, and perceptions of justice.Covacs, Jorge Miguel Luiz de Macedo 08 December 2006 (has links)
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Previous issue date: 2006-12-08 / The increasing complexity of the workplace has demanded adaptive capabilities from
employees including greater exigencies for more flexibility and creativity in dealing with and
overcoming presenting challenges. Shorter product life cycles in an increasingly aggressive
market have exerted tremendous pressure on employees, with subsequent health related side
effects, including psychosomatic diseases and stress. Treating such ailments, although
relevant in minimalizing individual human suffering, has proven insufficient in providing
alternatives for the work-place environment from the health care standpoint as to
include overall well-being and challenge-coping skills for employees. Positive psychology,
interested in people development studies, allows organizations, managers, and employees to
broaden options in dealing with people’s health issues in a way to positively impact
organizations. The objective of this study is to confirm whether organizational values,
perceived organizational support, and perceptions of (distributive and procedural) justice are
antecedents of well-being in the work place, as measured by a construct of distinct variables
of work-place satisfaction rates, job involvement, and affective organizational commitment.
The sampling involved 404 workers from the metropolitan area of São Paulo, including 209
males and 193 females. The sampling was split into two entrepreneurial fields, half of which
working in the financial market (composed of one single company corresponding for 243
subjects) and the other half not in the financial market (composed of 13 different companies
corresponding for 161 subjects). As data gathering tool the author used a composite sevenscale
questionnaire including three workplace well-being variables and four independent
variables studied as its antecedents. Results demonstrate that both the perceptions of
organizational support and distributive and procedural justice perception engendered
a correlated increase in job satisfaction and affective organizational commitment. The
organizational value autonomy have been confirmed as job involvement antecedent. The
organization value realization and procedural justice perception have been confirmed as a
organizational commitment antecedent for the non-financial and the financial samples
respectively. Results show that well-being in the workplace is promoted when organizations
implement supportive and dignifying treatment policies and practices towards
employees, where organizational values that sustain an innovation-and-creativity-friendly
environment and meritocracy are strengthened and where organization-employee relations are
encouraged by sincerity and honesty. Employees will, thusly, tend to develop healthy social
exchange based on trust and loyalty while investing their efforts for the organization / A complexidade crescente no ambiente de trabalho tem exigido capacidade de adaptação dos
empregados, com papéis exigindo maior flexibilidade e criatividade para superar os desafios
que se apresentam. Ciclos de vida de produtos cada vez menores num mercado muito
agressivo têm acarretado enormes pressões nos empregados, com efeitos colaterais na saúde,
como estresse e doenças psicossomáticas. O tratamento de doenças, embora relevante para
minimizar o sofrimento humano, não tem sido suficiente para dar respostas desejadas neste
ambiente de trabalho numa concepção de saúde que abranja o bem-estar e que permita aos
empregados enfrentar melhor os desafios que se apresentam. O campo da psicologia positiva,
voltada ao estudo dos fatores que propiciam o florescimento das pessoas, permite às
organizações, gestores e empregados ampliar o leque de alternativas possíveis para melhorar a
saúde das pessoas, com reflexos positivos para as organizações. O objetivo deste estudo visou
a confirmar se os valores organizacionais, percepção de suporte organizacional e percepções
de justiça (distributiva e de procedimentos) são antecedentes de bem-estar no trabalho, um
construto composto das variáveis de satisfação no trabalho, envolvimento com o trabalho, e
comprometimento organizacional afetivo. A amostra envolveu 404 trabalhadores atuando em
empresas na região da Grande São Paulo, sendo 209 do sexo masculino e 193 do sexo
feminino. Dividiu-se a amostra a partir de dois agrupamentos de empresas, o setor financeiro
(compreendendo uma empresa com 243 respondentes) e o setor não financeiro
(compreendendo 13 empresas com um total de 161 respondentes). Como instrumento para
coleta de dados utilizou-se de um questionário composto de sete escalas, abrangendo as três
variáveis de bem-estar no trabalho e as quatro variáveis independentes estudadas como seus
antecedentes. Os resultados deste estudo, nos dois setores estudados, confirmaram que a
percepção de suporte organizacional e a percepção de justiça distributiva acarretam maior
satisfação no trabalho. A justiça de procedimentos também mostrou capacidade preditiva de
satisfação no trabalho para o setor financeiro. O valor organizacional autonomia confirmou-se
como antecedente de envolvimento com o trabalho nos dois setores. O valor organizacional
realização e a percepção de justiça de procedimentos posicionaram-se como antecedentes de
comprometimento organizacional afetivo para os setores não financeiro e financeiro,
respectivamente. O valor organizacional preocupação com a coletividade e a percepção de
suporte organizacional mostraram capacidade preditiva de comprometimento organizacional
afetivo para os setores financeiro e não financeiro, respectivamente. Os resultados revelam
que se promove o bem-estar no trabalho quando, nas organizações, se adotam políticas e
práticas que dêem suporte e tratamento digno aos empregados, reforçando valores
organizacionais que promovam um ambiente propício à inovação e à criatividade, com maior
autonomia, onde os gestores valorizam a competência e o sucesso dos trabalhadores, e onde
se predomina a honestidade e a sinceridade nas relações entre as pessoas e a organização. Os
empregados tenderão a desenvolver transações típicas das trocas sociais, investindo seus
esforços para a organização, com base na confiança e na lealdade.
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