Work Engagement and Turnover Intentions: 21st South African Infantry Battalion

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

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Employees’ work engagement and job commitment: The moderating role of career anchors

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v12i1.572 ◽

2014 ◽

Vol 14 (1) ◽

Cited By ~ 1

Author(s):

Melinde Coetzee ◽

Dries Schreuder ◽

Rebecca Tladinyane

Keyword(s):

South African ◽

Work Engagement ◽

Service Industry ◽

Career Anchors ◽

Cross Sectional ◽

Job Commitment ◽

Competitive Edge ◽

Managerial Implications ◽

Career Literature

Orientation: Organisations continue to focus on human resource initiatives for enhancingemployee commitment, satisfaction and engagement in order to gain a competitive edge in adynamic and fast-changing marketplace.Research purpose: The objective of the present study was to assess whether individuals’career anchors (measured by the career orientations inventory) significantly moderate therelationship between their work engagement (measured by the Utrecht work engagementscale) and job commitment (measured by the organisation-related commitment scale).Motivation for the study: Although the literature review suggests that people’s workengagement and job commitment may be influenced by their career anchors, there seems to bea paucity of research examining the interaction effects between these three variables.Research approach, design and method: A cross-sectional quantitative survey approach wasused. A non-probability purposive sample of adults (N = 318) employed in a human resourcecapacity in the South African service industry participated in the study. Stepwise hierarchicalmoderated regression analysis was performed to achieve the objective of the study.Main findings: The results showed that the work engagement-job commitment relationshipwas generally stronger for high career anchor preferences than for low career anchorpreferences.Practical/managerial implications: The results of the study can be useful when human resourceinterventions for enhancing employees’ engagement and commitment are developed.Contribution: The results of the study add new insights to the career literature by showing thatpeople’s career self-concepts (as reflected by their career anchors) are important to consider inenhancing their work engagement and job commitment.

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The engagement and retention of non-profit employees in Belgium and South Africa

SA Journal of Human Resource Management ◽

10.4102/sajhrm.v14i1.795 ◽

2016 ◽

Vol 15 ◽

Author(s):

Michelle Renard ◽

Robin J. Snelgar

Keyword(s):

South Africa ◽

Work Engagement ◽

Qualitative Data ◽

Turnover Intentions ◽

Full Time ◽

Non Profit ◽

Managerial Implications ◽

Part Time ◽

Time Basis ◽

Depth Interviews

Orientation: A lack of qualitative research exists that investigates work engagement and retention within Belgium and South Africa, particularly within the non-profit sector.Research purpose: The study aimed to gather in-depth qualitative data pertaining to the factors that promote work engagement and retention amongst non-profit employees working within these two countries.Motivation for the study: Because of scarce funding and resources, non-profit organisations are pressured to retain their talented employees, with high levels of turnover being a standard for low-paid, human-service positions. However, when individuals are engaged in their work, they display lower turnover intentions, suggesting the importance of work engagement in relation to retention.Research design, approach and method: Non-probability purposive and convenience sampling was used to organise in-depth interviews with 25 paid non-profit employees working on either a full-time or a part-time basis within Belgium and South Africa. Thematic analysis was used to analyse the qualitative data produced.Main findings: Participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.Practical/managerial implications: Non-profit organisations should develop positive work environments for their employees to sustain their levels of work engagement, as well as place significance on intrinsic rewards in order to retain employees.Contribution: This study provides insights into the means by which non-profit employees across two nations demonstrate their enthusiasm, pride and involvement in the work that they perform. It moreover sheds light on the factors contributing to such employees intending to leave or stay within the employment of their organisations.

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The Effects of Ageism Climates and Core Self-Evaluations on Nurses' Turnover Intentions, Organizational Commitment, and Work Engagement

10.15760/etd.50 ◽

2000 ◽

Author(s):

David Cadiz

Keyword(s):

Organizational Commitment ◽

Work Engagement ◽

Turnover Intentions ◽

Core Self

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Burnout and Paths to Turnover Intentions among South African Sport Coaches

Montenegrin Journal of Sports Science and Medicine ◽

10.26773/mjssm.180907 ◽

2018 ◽

Vol 7 (2) ◽

Author(s):

Alliance Kubayi ◽

Keyword(s):

South African ◽

Turnover Intentions ◽

Sport Coaches

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Job satisfaction, organisational commitment and work engagement in an insurance company

African Journal of Employee Relations (Formerly South African Journal of Labour Relations) ◽

10.25159/2520-3223/5875 ◽

2019 ◽

Vol 39 (2) ◽

pp. 123-144 ◽

Cited By ~ 3

Author(s):

Norah Sehunoe ◽

Rian Viviers ◽

Claude-Helene Mayer

Keyword(s):

Job Satisfaction ◽

South African ◽

Work Engagement ◽

Knowledge Worker ◽

Medium Effect ◽

Insurance Company ◽

Organisational Commitment ◽

Utrecht Work Engagement Scale ◽

Job Satisfaction Survey ◽

The Relationship

Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakkerâ€™s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

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How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England

BMJ Open ◽

10.1136/bmjopen-2019-035957 ◽

2020 ◽

Vol 10 (8) ◽

pp. e035957

Author(s):

Shannon Cheng ◽

Jeremy Dawson ◽

Julie Thamby ◽

Winston R Liaw ◽

Eden B King

Keyword(s):

National Health Service ◽

Health Service ◽

National Health ◽

Work Engagement ◽

Turnover Intentions ◽

Future Research ◽

Negative Effects ◽

Service Staff ◽

Employee Characteristics ◽

Healthcare Employees

ObjectivesTo examine the prevalence of aggression in healthcare and its association with employees’ turnover intentions, health and engagement, as well as how these effects differ based on aggression source (patients vs colleagues), employee characteristics (race, gender and occupation) and organisational response to the aggression.DesignMultilevel moderated regression analysis of 2010 National Health Service (NHS) survey.Setting147 acute NHS trusts in England.Participants36 850 participants across three occupational groups (14% medical/dental, 61% nursing/midwifery, 25% allied health professionals or scientific and technical staff).Main outcome measuresEmployee turnover intentions, health and work engagement.ResultsBoth forms of aggression (from patients and colleagues) have significant and substantial effects on turnover intentions, health and work engagement; however, for all three outcome variables, the effect of aggression from colleagues is more than twice the size of the effect of aggression from patients. Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables.ConclusionsAlthough aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.

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Burnout and engagement: A South African perspective

SA Journal of Industrial Psychology ◽

10.4102/sajip.v29i4.121 ◽

2003 ◽

Vol 29 (4) ◽

Cited By ~ 5

Author(s):

S. Rothmann

Keyword(s):

South Africa ◽

South African ◽

Work Engagement ◽

Causal Models ◽

Item Bias ◽

Measuring Instruments ◽

Factorial Validity ◽

Multicultural Context ◽

Construct Equivalence ◽

African Perspective

Work wellness, and more specifically burnout and engagement are important focus areas of research and intervention in South Africa. However, few studies have been conducted regarding the factorial validity, construct equivalence and item bias of measuring instruments of burnout and work engagement. Furthermore, few studies have been conducted regarding causal models of burnout as well as interventions to prevent and/or manage burnout in a multicultural context. Little is known about the causes of work engagement and interventions to increase it. Research should be conducted to validate measuring instruments of burnout, work engagement and predictors thereof in multicultural contexts. Research is also needed regarding the effectiveness of interventions to manage work engagement and to prevent and/or manage burnout. Opsomming Werkwelstand, en meer spesifiek psigiese uitbranding en begeestering is belangrike fokusareas vir navorsing en intervensie in Suid-Afrika. Tog is min studies onderneem rakende die faktorgeldigheid, konstrukekwivalensie en itemsydigheid van meetinstrumente van psigiese uitbranding en werksbegeestering. Verder is min studies onderneem ten opsigte van oorsaaklike modelle van psigiese uitbranding sowel as intervensies om uitbranding in ‘n multikulturele konteks te voorkom en/of te bestuur. Min is bekend oor die oorsake van werksbegeestering en intervensies om dit te verhoog. Navorsing moet onderneem word ten einde meetinstrumente van psigiese uitbranding, werksbegeestering en voorspellers daarvan in ‘n multikulturele konteks te valideer. Navorsing rakende die effektiwiteit van intervensies om werksbegeestering te bestuur en psigiese uitbranding te voorkom en/of te hanteer, is ook noodsaaklik.

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