This study aims to understand the relationship between work engagement and the dark side of work engagement. The dark side includes stress and burnout, which are the points of focus of this study. The purpose of this study is to examine what a company can do in order to prevent the negative effects of work engagement. To understand the relationship between work engagement and stress/burnout, this study is built on the job-demand resource model.   The data collection was done by interviewing seven individuals. The results showed that the respondents were engaged in their work. On the other hand, the data also showed that even though the interviewees said that they were engaged in their work, they also experienced stress and burnout. Furthermore, the answer to what the company can to in order to prevent stress and burnout was diffuse. The majority believed that there is not much the company can do to prevent such situation and that it is your own responsibility to be able to handle stress at work.   One difficulty this study faced was that stress and burnout is to many people a personal subject that people are not comfortable speaking openly about. Therefore, it was often hard to get detailed answers. / Denna uppsats handlar om relationen mellan ”work engagemang” och ”the dark side” av det. ”The dark side” inkluderar bland annat stress och utbrändhet, vilket är vad denna uppsats har valt som sin huvudfokus. Uppsatsen kommer undersöka vad företag kan ta för åtgärder för att kunna minska stress och utbrändhet i största mån på arbetsplatsen. För att kunna uppfylla undersökningens syfte kommer uppsatsen att använda sig av Job-demand- resource modellen. Undersökningen har samlat in sin data genom att intervjua sju personer. Dataanalysen har visat att det finns en tydlig relation mellan ”work engagemang”, stress och utbrändhet. Alla sju personer påstår att de är engagerade till sitt arbete och sex av sju personer menar att de trots sitt engagemang till sitt arbete upplever stress, där även fyra av sju har medgett att de upplevt utbrändhet på sin arbetsplats. Vidare när man frågade respondenterna hur de anser att deras företag kan hjälpa de att reducera stress och utbrändhet på arbetsplatsen var svaren diffusa. Många tyckte att det inte finns mycket ett företag kan göra för att hjälpa till i en sådan situation och att det mer handlar om eget ansvar, att man själv ska kunna hantera stress och om man känner att det går överstyr är det ditt eget ansvar som anställd att gå till din chef eller respektive för att söka hjälp eller lösning. Problematiken med denna uppsatsen har varit att detta är ett personligt ämne där alla inte är bekväma med att prata öppet om sina upplevelser kring stress och utbrändhet. I vissa fall har det varit svårt att få detaljrika svar från respondenterna.

Syftet med studien var att undersöka om feedback och arbetsengagemang predicerade arbetstillfredsställelse. Syftet var även att undersöka om det förekom en skillnad i hur kontors- respektive industrianställda predicerar arbetstillfredsställelse. En kvantitativ metod användes där en enkät distribuerades ut via sociala medier. Enkäten baserades på tre redan validerade skalor, Feedback Orientation Scale (FOS), Ultrecht Work Engagement Scale (UWES) och Minnesota Satisfaction Questionnaire (MSQ). En multipel regressionsanalys genomfördes där prediktorerna yrkestillhörighet, feedback och arbetsengagemang ställdes mot arbetstillfredsställelse. Resultatet visade att arbetsengagemang signifikant predicerade arbetstillfredsställelse men att feedback inte gjorde det. Resultatet visade ingen signifikant skillnad i hur kontors- respektive industrianställda predicerade arbetstillfredsställelse. Slutsatsen var att organisationer behöver se över hur de arbetar med att engagera sina medarbetare. Hittar de rätt strategier kan det leda till en ökad arbetstillfredsställelse hos medarbetarna. / The purpose of the present study was to investigate whether feedback and work engagement predicted job satisfaction. The purpose was also to investigate whether there was a difference in how office and industrial employees predict job satisfaction. A quantitative method was used where a questionnaire was distributed via social media. The survey was based on three already validated scales, the Feedback Orientation Scale (FOS), the Ultrecht Work Engagement Scale (UWES) and the Minnesota Satisfaction Questionnaire (MSQ). A multiple regression analysis was performed in which the predictors profession, feedback and work engagement were set against job satisfaction. The results showed that work engagement significantly predicted job satisfaction whereas feedback did not. The results showed no significant difference in how office and industrial employees predicted job satisfaction. The conclusion was that organizations need to review how they work with engaging their employees. Finding the right strategies can lead to increased job satisfaction among employees.

Onboarding is about giving new employees a good foundation to stand on in order to be able to do their work in the best way. Through a structured and systematized introduction process, organizations can make employees feel motivation and joy in their work, driving forces that help the business to develop and remain productive. The aim of the study is to gain a better understanding of the onboarding process by investigating new employees' experiences of onboarding at a construction company, by answering the research questions: Does the organization have an introductory approach and if so how do the informants describe their experience of it? How can the introduction process be understood based on theories of onboarding and organizational culture? Through a qualitative method, empiricism has been collected through eight semistructured interviews. The analytical tools used in the framework of this study are Bauer's (2010) theory regarding successful onboarding, Lindelöw's (2016) theory of introduction and Granberg's (2011) theory of leaders as cultural bearers within organizations. The results show that the organization has a formal character in its introduction process, but that this is not systematized and formalized to the extent that would be desirable, which means that new employees have different conditions to complete their work. / Onboarding handlar om att ge nya medarbetare en bra grund att stå på i syfte att kunna utföra sitt arbete på bästa sätt. Organisationer kan genom en strukturerad och systematiserad introduktionsprocess få medarbetare att känna motivation och glädje i sitt arbete, drivkrafter som hjälper verksamheten att utvecklas och förbli produktiva. Studiens syfte är att få en ökad förståelse för onboardingprocessen genom att undersöka nyanställdas upplevelser av onboarding på ett företag inom bygg-och anläggningsbranschen, genom att besvara forskningsfrågorna: Har organisationen ett introduktionsupplägg och i så fall hur beskriver informanterna sin upplevelse av den? Hur kan introduktionsprocessen förstås utifrån teorier om onboarding och organisationskultur? Genom en kvalitativ metod har empiri samlats in genom åtta semistrukturerade intervjuer. De analysverktyg som nyttjats inom ramen för denna studie är Bauers (2010) teori gällande en lyckosam onboarding, Lindelöws (2016) teori om introduktion samt Granbergs (2011) teori om ledare som kulturbärare inom organisationer. Resultatet visar att organisationen har en formell karaktär på sin introduktionsprocess men att denna ej är systematiserad och formaliserad i den omfattning som vore eftersträvansvärt, vilket gör att nya medarbetare får olika förutsättningar för att klara sitt arbete.

U.S. volunteer-dependent organizations continue to look for more effective ways to support their volunteer recruitment, training, and retention efforts. No prior research has evaluated what variables support sustained volunteerism for CASA volunteers. The purpose of this study was to investigate sustained volunteerism by evaluating the relationships between trait emotional intelligence (trait EI) measured using the Trait Emotional Intelligence Questionnaire, motivation to volunteer using the Volunteers Functional Inventory, volunteer work engagement using the Utrecht Work Engagement Scale, and intended retention of CASA volunteers. One hundred fifty five CASA volunteers from different CASA organizations responded to an on-line survey. Correlational and regression analysis of survey data showed global trait EI to be significantly related to volunteer's intent of finishing their current case and their intent to take a new case within six months after completing their current case. Trait EI and functional motivations to volunteer were significantly related to volunteer work engagement. High values and understanding motives to volunteer were significantly and negatively related to the volunteer considering quitting their current case. Social motivation to volunteer was significantly and positively related to the intent of taking another case within six months after completing the current case. This research is designed to benefit CASA organizations in moving closer to their goal of having a CASA volunteer for each child in the challenging state child welfare foster care systems.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Organisations spend copious time and resources recruiting and selecting the best candidates to fill a vacancy. In the modern-day work environment, high-performing and engaged employees are the key drivers of organisational success. Organisations spend considerable time and resources to ensure that employees with the proper skills are selected into the organisation. More recently, companies shifted their focus from technical skills to competencies that advance teamwork and collaboration. Agile organisational structures dependent on a flexible and collaborative workforce to adapt to changing market conditions. This study focused on the role of emotional intelligence, mediated through emotional regulation on leader-member exchange (LMX).

No description available.

Abstract Title: Unveiling the Power of Self-Leadership - A Qualitative Exploration of its Role as a Resource Across Hierarchical Levels and its Influence on Stress Management and Work Engagement.  Authors: Catharina Hämäläinen and Markus Melin Abrahamsson Supervisor: Jean-Charles Languilaire Background: Companies all over the world have been experiencing changes in the industries they are operating. It is previously shown that adapting to change is crucial for an organization to stay competitive and survive long-term. To adapt to change it has been shown by previous research that creating awareness, providing training, and setting favorable conditions for employees is important. Studies have also shown the occurring changes to impact employees' mental health, such as increased stress. A recent event that showed the impact of organizational change on employees' mental health was Covid-19. Studies have also shown the importance of stress management capabilities in changing organizations. One way to handle change and mitigate its negative impact on an organization’s employee, is by working with resources and capabilities. One resource that has been shown in studies to help manage stress and increase work engagement is self-leadership.  Purpose: Explore to which extent the resource self-leadership is organized in the hierarchical positions of members within an organization and how self-leadership can affect the capabilities of stress management and work engagement within these hierarchical positions.  Research question: How is self-leadership as a resource organized within the hierarchical levels of an organization, and how does it affect the capabilities of stress management and work engagement within these hierarchical positions?  Method: This thesis is based on a qualitative approach conducted through a collective case study where six interviews have been conducted, split equally between two organizations. One top manager, one middle manager, and one Non-managerial employee within each organization. The study’s research approach is of inductive nature with some deductive elements, therefore, the study’s research approach as a whole is considered abductive.  Conclusions: The conclusion of this study shows that self-leadership is organized at the top and middle managerial levels but not supported at the non-managerial level. It was also shown that when self-leadership as a resource is organized, it leads to stress management capabilities, however, it did not affect work engagement capabilities. This resulted in the conclusion that since self-leadership is organized at the top and middle managerial level it helps them in managing stress, but the lack of support for non-managerial employees resulted in limited stress management capabilities.

No description available.

No description available.

The objective of this thesis is to investigate the incorporation of work engagement theory into the design process of an IT system. This is accomplished through the development of a web interface that facilitates data visualization and analysis for radar surveillance operations at Saab. The incorporation of work engagement in the design process is rare in previous research but holds the potential to enhance employee engagement, promoting greater enthusiasm for their daily tasks and alleviating stress and burnout. This, in turn, can foster a workforce that is both more productive and successful. The thesis has been divided into two core parts; the development of a design framework used for theoretical analysis of work engagement, and the practical implementation of the framework in the development and evaluation process. The design framework, crafted through an extensive literature review, integrates work engagement theory complemented by other relevant theories, all supported by a user-centered design methodology, thus ensuring a comprehensive and consistent approach to capturing engagement. The practical implementation of the framework consisted of developing and evaluating the web interface in three iterations. In each iteration the users' needs were defined as functional requirements, a prototype was developed and a user evaluation was conducted. Following these interviews, modifications were made to the functional requirements, guiding the subsequent iteration.  The final evaluation revealed that users saw potential in the proof-of-concept tool, praising its innovative design process, ease of use, and visualization techniques. They believed these aspects could inspire future development of existing tools and enhance engagement. After the iterations, it became evident that adhering to the proposed design framework, based on user-centered design principles and UX theory, especially emphasizing UX goals, allows for effective integration of work engagement within an IT system in a highly technological context. It holds the potential for creating engaging interfaces and thus capturing quiet quitters, amplifying well-being and increasing organizational success.