1,720,982 research outputs found
Organisational commitment, work engagement and meaning of work of nursing staff in hospitals
Get PDFOrientation: Nursing is a noble profession but not always an easy job. Work overload, few resources, limited promotion and development opportunities have a negative impact on the sustainability of the profession.
Research purpose: The primary objective of this research was to investigate the relationship between organisational commitment, work engagement and meaning of work amongst nursing staff at various hospitals.
Motivation for study: It is important to understand how to optimise the work experience of nursing staff in order to ensure a committed and engaged workforce.
Research design, approach and method: A survey design with a cluster sample (n = 199) was used. The Organisational Commitment Questionnaire, Utrecht Work Engagement Scale, Work-Life Questionnaire and a biographical questionnaire were administered.
Main findings: The majority of the scales showed acceptable reliability. Results indicated that the majority of nursing staff view their work as either a job or a calling. This impacts the organisation in the sense that viewing work as a calling predicts 19% of the variance in organisational commitment and 30% of the variance in work engagement.
Practical/managerial implications: Viewing work as a calling will accompany higher levels of engagement and commitment to the organisation. Nurses who feel that they make a meaningful contribution to the hospital are more inclined to stay in the organisation.
Contribution/value-add: Strategies can be put in place to focus on experiencing work as a calling, rather than a job. Enhancing this experience and creating awareness could lead to higher levels of organisational commitment and work engagement
Pathways to flourishing of athletes: the role of team and individual strength use
No full textInformation is needed regarding the antecedents and outcomes of flourishing, particularly in sports contexts, where the study of this optimal well-being state has remained largely unexplored. This study examined the role of strength use to facilitate flourishing, enhance team embeddedness, and counter withdrawal behaviour of athletes. It further investigated the role of flourishing to retain athletes to their sport and teams and examined the role of team embeddedness in this relationship. A cross-sectional research design was utilised with structural equation modelling to assess model fit and examine postulated relationships. The sample comprised 235 student athletes. The results suggested that team strength use predicts flourishing. It further revealed positive paths to team embeddedness from both individual and team strength use. Flourishing was also positively related to team embeddedness. Lastly, a negative association was found between team embeddedness and withdrawal behaviour among the athletes
The role of teammate relationships, communication and self-efficacy in predicting athlete flow experience
No full textThis study aimed at testing a structural model of athlete flow in a sample of South African students. A quantitative, cross–sectional research design was implemented. Participants completed self–report measures at pre–arranged times that were in close proximity to the completion of athletic activity. Student athletes (n = 235) participating in South Africa s two major sports, football and rugby, were surveyed. The instruments utilised in this study included the Short Flow State Scale–2, the Questionnaire on Experience and Assessment of Work, and the Generalised Self–Efficacy Scale. The results indicated positive relationships between the variables and established predictor paths. Teammate relationships and self–efficacy were established to as the best predictors of flow experiences of athletes.http://www.tandfonline.com/doi/full/10.1080/14330237.2015.1124600http://dx.doi.org/10.1080/14330237.2015.112460
Person-environment fit, job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour
No full textThis study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit
Artisan retention in an organisation in South Africa
Get PDFOrientation: South Africa is facing a critical shortage of artisans. Therefore it is important to investigate which factors contribute to the retention of artisans by organisations.
Research purpose: The objective of this study was to investigate the factors that are important for artisan retention at a South African organisation.
Motivation for the study: Organisations that employ artisans need to understand what the main reasons are for keeping or losing artisans from the perspective of the artisans themselves. This information can be used to plan and implement interventions to deal with artisan retention in organisations.
Research design, approach and method: A qualitative design was used and a purposive sample was taken (n = 14). A biographical questionnaire was administered and semi-structured interviews were conducted to gather data from artisans.
Main findings: Remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunities. Other factors that were perceived as important for artisan retention included equality, recognition, management and the working environment, and working relationships.
Practical implications: Organisations that employ artisans should especially attend to their remuneration and development opportunities.
Contribution: The results of this study add to the knowledge of why artisans remain with a specific organisation
Leadership expectations, engagement and intention to leave
Get PDFMA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011Due to globalisation and resulting work mobility, organisations are forced to compete for talented people. As a result organisations are starting to realise the importance of their human capital, human capital is viewed as the greatest contributor to organisational success. This is evident through the war for talent throughout the world. All organisations are fighting to have the best people as it is believed that talented people add value to the bottom line of the business and give the business a competitive edge. In an attempt to retain talented people, the needs and expectations of these people must be taken seriously. The main research objective of the study was to investigate leadership expectations (what employees expect from their leaders), to what extent their expectations are met and the impact of these leadership expectations on work engagement and intention to leave. In the study, both qualitative and quantitative research methods were utilised to achieve the objectives. Focus groups in each department of the factory were utilised to gather information on what employees expect from their leaders. Employees were interviewed and open ended questions were utilised to give employees an opportunity to express themselves. The information gathered from the focus groups was utilised to design a new leadership expectations checklist. The aim of this checklist is to measure leadership expectations and the extent to which those expectations are met. A total sample of 156 (n =156) employees took part in the research. The result of the study indicated that employees consider the following expectations as important: Relationship with supervisor (ranked as first); Appreciation of good work and Regular feedback (both ranked second); Support from supervisor (ranked third); 2 Communication (ranked fourth) ; Studying further (ranked fifth) ; Independence (ranked sixth); and Coaching (ranked seventh). Results further indicate that leadership expectation met does predict engagement, the more the leadership expectations are met the more the engaged the employees become. Regarding turnover there was a negative relationship between leadership expectation and turnover. Recommendation to the organisation and for future research were made.Master
Job insecurity and self-efficacy in a chemical industry
No full textThesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.In order to stay competitive in an economic landscape characterised by constant turmoil and change, organisations in the chemical industry are engaging in various adaptive strategies like mergers, acquisitions and diversification. Adaptation strategies may vary but they all have similar results in common, one of which is the exposure of employees to feelings of uncertainty and job insecurity. Identifying factors that enable employees to effectively deal with job insecurity is becoming an increasingly important topic for research. The primary objectives of this research were to investigate the relationship between job insecurity, general health and organisational citizenship behaviour of employees in a chemical industry, as well as to determine whether self-efficacy mediates the relationship between job insecurity and general health on the one hand and between job insecurity and organisational citizenship behaviour on the other hand. The research method consists of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. An availability sample (N = 205) was taken from employees in a chemical industry. The Job Insecurity Questionnaire (JIQ), General Health Questionnaire (GHQ), Organisational Citizenship Behaviour Scale (OCB), General Perceived Self-Efficacy Scale (GPSES) and a biographical questionnaire were administered. The statistical analysis was carried out with the SPSS program. Principal component factor analysis confirmed a two factor structure for job insecurity consisting of affective job insecurity and cognitive job insecurity. Factor analysis resulted in three factors for general health, namely psychosomatic symptoms, severe depression and social dysfunction. The two factors of the OCB were confIrmed and were labeled altruism and compliance. The unidimensional structure of the GPSES could also be confirmed and was labeled self-efficacy. All scales indicated acceptable reliability with Cronbach alpha coefficients varying from 0,70 to 0,89. Spearman product-moment correlations indicated a statistically positive correlation (practically significant, medium effect) between cognitive job insecurity and affective job insecurity. Results further indicated that an increase in psychosomatic symptoms will lead to an increase in severe depression and social dysfunction, while an increase in severe depression will be associated with an increase in social dysfunction. It was found that when altruism increased, self-efficacy will also increase.
The hypothesised mediating effect of self-efficacy was only partially demonstrated for the relationship between affective job insecurity and general health, as demonstrated by severe depression. Self-efficacy was further shown to mediate the relationship between cognitive job insecurity and altruism. The relationship between cognitive job insecurity and affective job insecurity as dependent variables and compliance as an independent variable were partially mediated by self-efficacy. MANOVA analysis indicated that female employees experienced higher levels of cognitive job insecurity than male employees. White employees and employees with a degree exhibited more organisational citizenship behaviour, as demonstrated by compliance. Results further indicated that African employees and employees with a qualification of up to Grade 11 experienced higher levels of severe depression.
Recommendations for future research were made, as well as recommendations to the participating organisation.Master
Person-environment fit, job satisfaction and intentions to leave : the moderating effect of leader empowering behaviour
Get PDFMCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015South Africans are engaged in daily battles with work-related and non-work related issues. Although an organisation is not capable of addressing or changing all the issues experienced by the South African population, it can intervene in order to improve the quality of its employees’ working lives. A suggested starting point is person-environment fit (PE fit), due to its effect on job satisfaction and intentions to leave. Consequently, when an individual experiences low PE fit, it will contribute to job dissatisfaction, and intentions to leave as international research has shown. To possibly decrease the impact of these relationships, it is important for leader empowering behaviour to be evident throughout the organisation. The objectives of this study were to determine possible relationships, indirect effects, and moderating effects between PE fit, job satisfaction, intentions to leave, and leader empowering behaviour. A convenience sample of employees working under the guidance of a leader/manager/supervisor was taken from a retail company in Gauteng. Participation in the study was voluntary. A measuring battery measuring PE fit (i.e. person-organisation fit, needs-supplies fit, and demands-abilities fit), job satisfaction, intentions to leave, and leader empowering behaviour (i.e. delegation of authority, accountability, self-directed decision making, information sharing, skills development, and coaching for innovative performance) was used. Descriptive and inferential statistics, Raykov’s rho coefficients, Pearson product-moment correlations, measurement models, structural models, and goodness-of-fit statistics were used to analyse the data. The results indicate that PE fit has a positive relationship with job satisfaction. Job satisfaction has a negative relationship with intentions to leave. PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderates the relationship between job satisfaction and intentions to leave. Various recommendations were made for the selected retail company as well as for future research. The retail company and employees should comprehend the impact of PE fit on outcomes such as job satisfaction and intentions to leave, as both parties are equally affected by its implications. Therefore, both pro-active and re-active measures should be institutionalised to address PE fit. Additionally, the retail company should understand the importance of leader empowering behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research include longitudinal research designs, as well as the expansion of research beyond the selected company in the retail industry.Master
Job demands, authentic leadership, job satisfaction, and intention to leave in public healthcare
Get PDFMA (Industrial Psychology), North-West University, Vaal Triangle CampusThe public health sector faces major challenges to produce, recruit and retain skilled nurses and doctors. Budgetary constraints further exacerbate this situation affecting the healthcare environment and skills shortage. This leaves an already fragile health system even more vulnerable by adding to the pressure on the remaining workforce to meet the country’s ever-growing healthcare demands.
In a bid to retain brilliant medical professionals, nurses and doctors are often fast tracked into senior positions by management. This practice not only strips these capable individuals of clinical expertise and the opportunity to specialise, but it also thrusts them into leadership positions they are not appropriately skilled to manage. Poor leadership practices cause burnout and decrease job satisfaction, ultimately affecting quality of care, customer service, attrition, intention to leave, turnover and patient satisfaction. The need for authentic leadership is critical as it contributes to the growth and development of a healthy work environment through leaders who are transparent, support followers, are objective in decision-making and are guided by ethical values. An authentic leader-follower relationship allows followers to be inspired and develop due to the interaction with the leader, and is essential to increase job satisfaction levels and retention of nurses, doctors and other public healthcare workers. The objective of this study was to investigate the relationships between job demands, authentic leadership, job satisfaction, and intention to leave. A cross-sectional survey design with a non-probability convenient sample (n = 633) was obtained. The measuring instruments are the Questionnaire on Experience and Assessment of Work (QEEW), the Authentic Leadership Inventory, the Job Satisfaction Scale, and the Intention to Leave Scale. Structural equation modelling was used for developing measurement and structural models to test the study hypotheses. The measurement models were used to determine correlations and factor analysis, whilst the structural model was used to determine regression amongst the variables, as well as moderating and indirect effects.
The results confirm correlations in the expected directions between the variables. Authentic leadership did not have a moderating effect on the relationship between job demands and job satisfaction. Authentic leadership did not have a moderating effect on the relationship between job demands and intention to leave. The indirect effects were significant as job demands had a significant effect on intention to leave through job satisfaction.
Findings suggest that public healthcare institutions can focus on developing authentic leadership skills within the organisation, fostering a values-based climate and further, seek to understand those variables that promote employee motivation towards job satisfactionMaster
Exploring wellness among sales and marketing staff within a global automotive company
Get PDFMCom (Industrial Psychology), North-West University, Vaal Triangle Campus, 2017Employees should be regarded as the most important asset in an organisation. Even though machinery and technology has become an important resource in organisational functioning, human capital are vital in determining organisational success. Therefore, the important role of employees should not be overlooked in the organisation. Considering that employees spent most of their time at work, it is imperative for companies to provide them with the necessary support to ensure that they are not only productive, but also ‘well’. Often wellness initiatives are implemented in organisations, but show little positive returns. Employee stress is an inevitable factor in the workplace, and has many negative implications on the wellness of employees. The general objective of this study was to explore wellness among sales and marketing staff within a global automotive company. A qualitative research approach was utilised in the study with hermeneutic phenomenology as philosophical underpinnings. The study made use of semi structured interviews and recruited participants based on a quota sampling technique. The targeted sample consisted of employees who function in the sales and marketing department of a global automotive company (n=12). The results indicated that the sales and marketing environment can be regarded as highly stressful and fast paced, and as a result their wellness is perceived to be at a low. The participants highlighted that from the seven suggested dimensions, they regarded physical, mental and occupational wellness as most important. The results indicated that employees are prone to unhealthy coping habits in an attempt to manage workplace stress. Furthermore the participants expect the company to do more in terms of promoting their wellness, and that managers play an important role due to their authoritative positions. The participants expressed that managers can either promote or undermine wellness initiatives.Master
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