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[pt] Segundo o modelo de Demandas e Recursos, as demandas do ambiente de trabalho estão associadas a aspectos negativos do bem-estar relacionado ao trabalho, como a adição ao trabalho, e os recursos têm relação positiva com aspectos positivos. A interface família-trabalho pode impactar bem-estar relacionado ao trabalho, seja gerando novas demandas ou sendo uma fonte de recursos, por meio de estratégias de coping provenientes das relações interpessoais. O objetivo deste estudo foi ampliar evidências do modelo estendido de demandas e recursos do trabalho (JD-R) que considera as interações com outras áreas da vida nos desfechos do bem-estar relacionado ao trabalho. Dentro da interface família-trabalho, as estratégias de enfrentamento da díade romântica foram elencadas como foco dessa investigação (coping diádico – CD). Investigou-se as relações entre variáveis do relacionamento amoroso (CD e satisfação com o relacionamento) e variáveis organizacionais, como as características do ambiente organizacional e os desfechos do bem-estar relacionado ao trabalho - engajamento e satisfação com o trabalho. Participaram da pesquisa 226 adultos brasileiros em relacionamentos amorosos e com atividades profissionais, que responderam a um questionário online contendo perguntas sociodemográficas e instrumentos de medição das variáveis investigadas. Os resultados mostraram relações significativas entre o engajamento no trabalho, algumas caraterísticas organizacionais e CD. Além disso, a interação entre a dimensão Mudanças dos recursos do trabalho e o CD apresentou efeito significativo. Assim, discute-se a importância da busca amplificada por estratégias de enfrentamento para além da área de origem da demanda/estressor, considerando a complexidade das inúmeras interações humanas. / [en] According to the Job Demands-Resources (JD-R) model, workplace demands are associated with negative aspects of work-related well-being, such as work addiction, while resources are positively related to positive aspects. The family-work interface can impact work-related well-being by either generating new demands or serving as a source of resources through coping strategies derived from interpersonal relationships. The objective of this study was to extend the evidence of the expanded JD-R model, which considers interactions with other areas of life in work-related well-being outcomes. Within the family-work interface, the coping strategies of the romantic dyad were highlighted as the focus of this investigation (dyadic coping – DC).The study examined the relationships between romantic relationship variables (DC and relationship satisfaction) and organizational variables, such as organizational environment characteristics and work-related well-being outcomes—namely, work engagement and job satisfaction. A total of 226 Brazilian adults in romantic relationships and engaged in professional activities responded to an online questionnaire, which included sociodemographic questions and instruments measuring the investigated variables. The results indicated significant relationships between work engagement, certain organizational characteristics, and DC. Additionally, the interaction between the dimension of Change in job resources and DC exhibited a significant effect. Thus, this study underscores the importance of seeking enhanced coping strategies beyond the area of origin of the demand/stressor, considering the complexity of numerous human interactions.

This thesis investigates the correlation between passion and both work engagement and employee well-being among young professionals in the Swedish labor market. Given the significant economic losses attributed to low work engagement globally, this research aims to explore how fostering passion in the workplace relates to both productivity and human well-being. By integrating theories of motivational psychology and leadership, the study examines the nature of passion and its correlation to job performance and personal well-being. Utilizing a descriptive quantitative research methodology, data was collected from 74 young professionals aged 18 to 45, currently employed in various industries across Sweden. The research employed validated scales to measure passion, work engagement, and employee well-being and applied statistical analysis to test the hypothesized relationships. The findings reveal a positive correlation between passion and work engagement, indicating that individuals who are passionate about their jobs exhibit higher levels of engagement and job satisfaction. Additionally, the study finds that passion correlates with employee well-being, contributing to reduced stress and improved mental health. These results suggest that organizations can achieve sustainable productivity by fostering environments that nurture employee passion and engagement. The thesis contributes to the field of Human Resources (HR) by providing empirical evidence that supports the integration of passion-focused strategies in organizational practices. It offers practical recommendations for HR professionals and leaders to identify and cultivate passion within their workforce. The implications of this research underscore the importance of adopting a human-centric approach to leadership and organizational development in the contemporary workplace.

The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006). Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems. As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS©) was used during the gathering of the data (Rothmann & Rothmann, 2006). Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and work engagement. Organisational support was found to moderate the effect of burnout and engagement on both turnover intention and organisational commitment and seems to negate diversity problems. As conclusion, recommendations for future research are made. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2014

The aim of the study was to measure the presence of work engagement and wellbeing among Gestalt play therapists in South Africa. A literature study was undertaken to examine the concepts of work engagement and well-being, and a conceptual framework was given of the Gestalt play therapist and the work that they do with traumatized children within the South African context. This literature study forms the theoretical framework in which the study was done. After completion of the literature study, the empirical study was conducted. The researcher made use of a biographical questionnaire and four psychometric instruments to compile research data; it is the Utrecht Work Engagement Scale, Satisfaction with Life Scale, Subjective Happiness Scale and Scales of Psychological Well-being. The data obtained was quantatively analysed, research findings were discussed and recommendations were made. The empirical data indicated work engagement and well-being to be statistically significant present in Gestalt play therapists in South Africa. / M. Diac. (Play Therapy) / Social Work

This research explores the relationship between job insecurity, organisational commitment and work engagement amongst staff in a tertiary institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. Of the total population (N=4460), a proportion of survey participants (n=260) were selected using a two-stage stratified probability sampling technique, proportional to size, across the different departments. Three instruments were administered among the survey participants, namely the Job Insecurity Scale (JIS), the Organisational Commitment Questionnaire (OCQ) and the Utrecht Work Engagement Scale (UWES). On the basis of the outcome of the study, a theoretical relationship was determined between job insecurity (JIS), organisational commitment (OCQ) and work engagement (UWES). An empirical study provided evidence on the relationship that exists between the three concepts. The results revealed that a statistically significant relationship exists between JIS and OQC as well as UWES, although the relationship is positive and weak (r=.286** for OCQ; r=.270** for UWES). These results are incongruent with previous studies and might suggest that previous studies failed to examine whether the nature and strength of the relationships between job security and its outcomes are different in situations with different levels of insecurity or threat. However, further analysis revealed a statistically significant relationship between some of the subscales. For instance, a positive statistically significant relationship was observed between perceived powerlessness and affective commitment (r=.304**), vigour (r=.346**), dedication (r=.350**) and absorption (r=.279**). The results imply that as participants feel insecure about the various job features and the job as a whole, they simultaneously express their commitment and energy as well as dedication to their work responsibilities and the organisation. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

In this quantitative study, undertaken in a South African information and communications technology (ICT) company, dimensions of organisational culture (measured by the South African Culture Instrument) were correlated with the dimensions of work engagement (measured by the Utrecht Work Engagement Survey), to determine whether employees’ perceptions of organisational culture are related to their levels of work engagement. Structural equation modelling confirmed the factorial model of both measuring instruments, with most fit indices indicating the data to be a good or acceptable fit to the hypothesised model. Correlational analyses revealed a statistically significant positive relationship between each of the dimensions of organisational culture and work engagement respectively. Regression analyses showed that leadership, management processes, and goals and objectives make the strongest statistically unique contribution in predicting the dimensions of work engagement. Since work engagement has been shown to relate to several positive work outcomes, it makes sense for organisations to increase levels of work engagement by improving their organisational culture. / Industrial & Organisational Psychology / MCom (Industrial and Organisational Psychology)

In recent years, the concept of burnout has been expanded and is currently a concern in all professions and occupational groups. Nowadays it is widely acknowledged that people in almost any occupation could develop burnout. To-date, only two studies have examined students' experiences of burnout. Therefore, research regarding this phenomenon in students seems warranted. The objective of this study was to firstly investigate the psychometric properties of adapted versions of the Maslach Burnout Inventory and Utrecht Work Engagement Scale in a sample of students from a tertiary institution, and secondly to consider the role of biographical variables in relation to burnout and engagement levels. A cross-sectional survey design was used to attain the research objectives. For the purposes of this study, an availability sample of students (N=353) majoring in Organisational Behaviour was drawn at one point in time. The adapted Maslach Burnout Inventory - Student Survey (MBI-SS) and the Utrecht Work Engagement Scale - Student Survey (UWES-S) as well as a biographical questionnaire were administered. Structural equation modelling confirmed two-factor models of Burnout (consisting of Exhaustion and Cynicism) and Engagement (consisting of Vigour and Dedication). Biographical variables which appear to be predictive of differences in levels of student burnout are home language, overall health status and consideration given to quitting their studies, while engagement is related to home language, academic year of study and consideration given to quitting studies. Recommendations for future research were also made / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.