Academics in South Africa are being confronted with a work environment accumulated with
job demands, often without corresponding increases in job resources. Job demands and job
resources might affect the levels of work engagement of academics in higher education
institutions. Therefore, research is needed regarding work engagement of academics and the
relationship thereof with job demands and resources. The objectives of this study were to
investigate whether the UWES is a reliable and valid measure of work engagement for
academic staff in universities in South Africa and to assess the relationships between work
engagement, job demands and job resources.
A cross-sectional survey design was used. The study population (N = 471) consisted of
academic staff of the following universities: North-West University, University of Port
Elizabeth and University of the Orange Free State. The UWES, Job-Demands-Resources
Questionnaire and a biographical questionnaire was administered. The reliability and validity
of the measuring instruments were assessed with the use of Cronbach alpha coefficients, and
exploratory factor analysis. Descriptive statistics (e.g. means and standard deviations) were
used to analyse the data. Pearson correlations and multiple regression analyses were used to
assess the relationships between job demands, job resources and work engagement.
Principal component analysis resulted in a one-factor model of work engagement, consisting
of Vigour/Engagement. This factor showed an acceptable alpha coefficient. Regarding the
Job Demands-Resources Scale, five reliable factors were extracted, namely Organisational
Support, Growth Opportunities, Communion, Overload and Job Insecurity. The correlation
coefficients indicated that engagement is positively related to growth opportunities,
organisational support and communion. A regression analysis with engagement as dependent
variable indicated that organisational support and growth opportunities in the job were the
best predictors of work engagement. Job resources predicted 46% of the variance in work
engagement, but only two job resources, namely organisational support and growth
opportunities showed statistically significant regression coefficients.
Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nwu/oai:dspace.nwu.ac.za:10394/800 |
| Date | January 2005 |
| Creators | Jordaan, Gertruida Magrietha Elizabeth |
| Publisher | North-West University |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
Page generated in 0.0018 seconds