Things develop quickly in today's internet-linked global economy and competition is intense. Speed, cost, and quality are no longer the trade-offs they once were. Today's consumers demand immediate access to high-quality products and services at a reasonable price. Thus, Managers are challenged to speed up the product creation and delivery cycle, while cutting costs and improving quality. Regardless of the size and purpose of the organisation and the technology involved, people are the common denominator when facing this immense challenge. Success or failure depends on the ability to attract, develop, retain, and motivate the employees. The human-resource employee is the drive behind all these voice-to-voice and face-to-face interactions, attempting to represent the emotions, attitudes, and behaviours required by the organisation. The objective of this research study was to determine the relationship between Emotion Work and Well-being among human-resource employees in the chrome industry. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from human-resource employees in the chrome industry. The Utrecht Work Engagement Scale, Oldenburg Burnout Inventory, the Frankfurt Emotion Work Scales, Greek Emotional Intelligence Scale, Emotional Labour Scale, and Social Support Scale were used as measuring instruments. The data was analysed by making use of descriptive statistics, Cronbach alpha coefficients, factor-analysis, Pearson product-moment correlation coefficients, and multiple regression analyses of variance (multivariate analysis of variance and ANOVA), calculated using SPSS. Compared to the the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), all of the scales of the measuring instruments have normal distributions except for Engagement where the kurtosis was positively skewed. Compared to the guidelines of a > 0,07 (Nunnally & Bernstein, 1994), the Cronbach alpha coefficient of all the constructs is considered to be acceptable. A factor analysis confirmed four factors of Emotion Work, consisting of Emotional Dissonance, the Display of Positive/Pleasant Emotions, the Display of Empathy, and the Display of Negative/Unpleasant Emotions. Emotional Intelligence also consists of four factors namely the Use of Emotion, Caring Empathy, the Control of Emotions, and Expression Recognition. Well- being consists of two factors namely Exhaustion and Engagement. Finally, Social Support consists of three factors Co-worker Support, Supervisor Support, and Family Support. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant. The Display of Positive/Pleasant Emotions and the Display of Empathy is positively related to Emotional Dissonance. The Display of Empathy is positively related to Emotional Dissonance as well as to the Display of Positive/Pleasant Emotions. The Display of Negative/Unpleasant Emotions is negatively related to the Display of Positive/Pleasant Emotions and the Display of Empathy. Exhaustion is negatively related to Engagement, the Use of Emotions, and the Control of Emotions. Engagement is positively related to Co-worker Support, the Use of Emotion as well as to the Control of Emotions. Family Support is positively related to both Supervisor Support and Co-worker Support. Supervisor Support is positively related to Co-worker Support. The Use of Emotion is positively related to Caring Empathy and the Control of Emotions. Caring Empathy is positively related to the Control of Emotions, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while it in turn is negatively correlated to the Display of Negative/Unpleasant Emotions. The Control of Emotions is negatively related to the Display of Negative/Unpleasant Emotions. Emotional Dissonance is positively related to both the Display of Positive/Pleasant Emotions and the Display of Empathy. Finally, the Display of Positive/Pleasant Emotions is positively related to the Display of Empathy.
In a multiple regression analysis with Emotional Dissonance as dependant variable and with demographic variables, as independent variable a statistically significant model was produced. More specifically, 11% of the variance predicted in Emotional Dissonance was explained by gender, age and ethnicity. In a multiple regression analysis indicated that Emotional Intelligence (specifically the Use of Emotion), Emotion Work (specifically Emotional Dissonance), and Social Support (specifically Co-worker Support) predicted 31% of the total variance in Engagement. Emotional Intelligence (specifically the Use of Emotion and the Control of Emotions), Emotion Work (specifically Emotional Dissonance and the Display of Negative/Unpleasant Emotions), and Social Support (specifically Co-worker Support) predicted 43% of the total variance in Exhaustion A multivariate analysis of variance, which was used to determine differences between ethnic, age, and gender groups with regard to Emotion Work, indicated that participants in the African ethnic group experienced higher levels of Emotional Dissonance than participants in the White ethnic group. Female participants display higher levels of Emotional Dissonance, the Display of Positive/Pleasant Emotions, and the Display of Empathy, while male participants experienced higher levels of the Display of Negative/Unpleasant Emotions. The age group of 42 to 51 experienced lower levels of Emotion Work owing to the experience of Emotional Dissonance, than participants in the age groups of 21 to 31, 32 to 41, and 52 to 66. / Thesis (M.A. (Human Resource Management))--North-West University, Potchefstroom Campus, 2009.
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/2637 |
| Date | January 2008 |
| Creators | Du Preez, Arenda |
| Publisher | North-West University |
| Source Sets | North-West University |
| Detected Language | English |
| Type | Thesis |
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