scholarly journals Comprehensibility, manageability and meaningfulness at work: Construct validity of a scale measuring work-related sense of coherence

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Katharina Vogt ◽  
Gregor J. Jenny ◽  
Georg F. Bauer
Keyword(s):  
Construct Validity ◽  
Sense Of Coherence ◽  
Job Resources ◽  
Current Work ◽  
Economic Sectors ◽  
Potential Health ◽  
Work Related ◽  
Managerial Implications ◽  
Value Add ◽  
Context Specific

Orientation: Work-related sense of coherence (Work-SoC) is defined as the perceived comprehensibility, manageability and meaningfulness of an individual’s current work situation.Research purpose: The aim of the present study was to investigate the factorial invariance and the construct validity of a scale that measures Work-SoC.Motivation for the study: It might be useful to specifically apply the concept of sense of coherence to the work context.Research design, approach and method: Statistical analysis was performed on crosssectional (n = 3412) and longitudinal (n = 1286) questionnaire data collected in eight medium to large Swiss companies from diverse economic sectors (four industrialproduction companies, one food-processing company, one public-administration service and two hospitals). The dataset therefore covers a broad range of different occupational groups.Main findings: Multiple-group analyses indicated that the scale’s factor structure remains invariant across different employee groups and across time. High values in job resources were related to high values in Work-SoC whereas high values in job demands were related to low values in Work-SoC. Furthermore, Work-SoC acted as a partial mediator between job resources and work engagement.Practical/managerial implications: It can be concluded that Work-SoC might serve as a practical screening instrument for assessing an employee’s perception of the potential health-promoting qualities of his or her current work situation.Contribution/value-add: The study advances both the salutogenic theory and the field of positive occupational health psychology by redefining sense of coherence as an interactional and context-specific construct that is useful for intervention research.

scholarly journals Investigating strengths and deficits to increase work engagement: A longitudinal study in the mining industry

2018 ◽  
Vol 16 ◽  
Author(s):  
Pule Mphahlele ◽  
Crizelle Els ◽  
Leon T. De Beer ◽  
Karina Mostert
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Longitudinal Design ◽  
Mining Industry ◽  
Total Sample ◽  
Job Resources ◽  
Strengths Use ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add

Orientation: The motivational process of the Job Demands-Resources (JD-R) model indicates that job resources are the main predictors of work engagement. Previous research has found that the two job resources perceived organisational support (POS) for strengths use and POS for deficit correction are also positively related to work engagement. However, the causal relationships between these variables have not been investigated longitudinally.Research purpose: To determine if POS for strengths use and POS for deficit correction are significant predictors of work engagement over time.Motivation for the study: In the literature, empirical evidence on the longitudinal relationships between work engagement and specific job resources, namely POS for strengths use and POS for deficit correction, is limited.Research design, approach and method: A longitudinal design was employed in this study. The first wave elicited a total of 376 responses, while the second wave had a total sample size of 79. A web-based survey was used to measure the constructs and to gather data at both points in time. Structural equation modelling was used to investigate the hypotheses.Main findings: The results indicated that both POS for strengths use and POS for deficit correction are positively related to work engagement in the short term. However, only POS for deficit correction significantly predicted work engagement over time.Practical and managerial implications: The results provide valuable insights to organisations by providing knowledge regarding which approach influences work engagement levels of their employees in the short and long term.Contribution or value-add: The study contributes to the limited research on what job resources predict work engagement over time.

scholarly journals Sense of coherence, career adaptability and burnout of early-career Black staff in the call centre environment

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Nisha Harry ◽  
Melinde Coetzee
Keyword(s):  
Sense Of Coherence ◽  
Survey Design ◽  
Maslach Burnout Inventory ◽  
Early Career ◽  
Call Centre ◽  
Career Adaptability ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Years Of Service ◽  
Value Add

Orientation: The call centre is recognised as being a stressful work environment that affects the general wellbeing of call centre agents.Research purpose: This study explored whether call centre agents’ sense of coherence significantly influences their career adaptability and whether their burnout levels significantly moderate the sense of coherence–career adaptability relationship. The research also investigated whether age, gender and years of service (as control variables), along with sense of coherence, predicted career adaptability.Motivation for the study: The positive psychological construct of career adaptability and its association with call centre agents’ sense of coherence, burnout, age, gender and years of service have not yet been investigated in the call centre environment.Research design, approach and method: A cross-sectional quantitative survey design was used. The Orientation to Life, Career Adapt-Abilities Scale and Maslach Burnout Inventory General Scale were administered to a non-probability purposive sample of 409 early-career Black staff employed in three of the largest outsourced financial call centres in Africa.Main findings: Multiple regression analyses revealed that age, gender and meaningfulness significantly predicted call centre agents’ career adaptability, but that their burnout levels do not significantly moderate the sense of coherence–career adaptability relationship.Practical/managerial implications: Enhancing call centre agents’ sense of meaningfulness will increase their levels of career adaptability and career wellbeing.Contribution/value-add: This research is the first to investigate the construct of career adaptability in the call centre environment and adds new knowledge and insights to the existing wellness and positive psychology literature.

scholarly journals The combined influence of self-leadership and locus of control on the job performance of engineering workforce in a power generation utility: An empirical perspective

2018 ◽  
Vol 16 ◽  
Author(s):  
Patient Rambe ◽  
Disebo L. Modise ◽  
Crispen Chipunza
Keyword(s):  
Locus Of Control ◽  
Job Performance ◽  
Sense Of Self ◽  
Self Awareness ◽  
Combined Effects ◽  
Work Related ◽  
Internal Locus Of Control ◽  
Managerial Implications ◽  
Value Add ◽  
Individual Self

Orientation: The joint effects of self-leadership and locus of control within an engineering context have been under-explored because much research focused on self-leadership and locus of control as independent concepts, and studies on their combined effects on organisational performance remain hard to encounter in emerging economies.Research purpose: The aim of the study was to develop deeper empirical knowledge of the combined effects of self-leadership and locus of control on job performance of engineering workforce in Eskom Free State.Motivation for the study: The originality of the study lies in the reconstitution of individual self-leadership and locus of control concepts as they relate to job performance and its impact on prospective engineers who work at Eskom in Bloemfontein.Research approach/design and method: Drawing on a quantitative approach, a survey was conducted on 134 engineering personnel (comprising engineers, technologists and technicians). Of this workforce, a total of 107 engineers participated in the study representing a response rate of 79.8%. Correlation and multiple regression analysis were used to analyse the corpus of quantitative data.Main findings: The results demonstrate that self-leadership and locus of control are significant independent variables and when considered jointly, they have a positive significant impact on job performance of the Eskom engineering workforce.Practical/managerial implications: Implications for the initiation and fostering of self-leadership and locus of control to improve the job performance of Eskom Bloemfontein engineering workforce are discussed.Contribution/value-add: The study contributes to engineers’ task-focused behaviour through its expectations for the engineering workforce to be self-leaders who exercise internal locus of control in the execution of their jobs. This study also contributes to engineers’ work-related personality dimensions and sense of self-awareness through an exposition of individual personalities they were not conscious of.

scholarly journals Investigating the construct validity of an electronic in-basket exercise using bias-corrected bootstrapping and Monte Carlo re-sampling techniques

2019 ◽  
Vol 45 ◽  
Author(s):  
Jurgen Becker ◽  
Deon Meiring ◽  
Jan H. Van der Westhuizen
Keyword(s):  
Monte Carlo ◽  
Construct Validity ◽  
Model Parameters ◽  
Sampling Techniques ◽  
Convenience Sample ◽  
Use Of Technology ◽  
Ex Post ◽  
Managerial Implications ◽  
Computer Based ◽  
Value Add

Orientation: Technology-based simulation exercises are popular assessment measures for the selection and development of human resources.Research purpose: The primary goal of this study was to investigate the construct validity of an electronic in-basket exercise using computer-based simulation technology. The secondary goal of the study was to investigate how re-sampling techniques can be used to recover model parameters using small samples.Motivation for the study: Although computer-based simulations are becoming more popular in the applied context, relatively little is known about the construct validity of these measures.Research approach/design and method: A quantitative ex post facto correlational design was used in the current study with a convenience sample (N = 89). The internal structure of the simulation exercise was assessed using a confirmatory factor analytical approach. In addition, bias-corrected bootstrapping and Monte Carlo simulation strategies were used to assess the confidence intervals around model parameters.Main findings: Support was not found for the entire model, but only for one of the dimensions, namely, the Interaction dimension. Multicollinearity was found between most of the dimensions that were problematic for factor analyses.Practical/managerial implications: This study holds important implications for assessment practitioners who hope to develop unproctored simulation exercises.Contribution/value-add: This study aims to contribute to the existing debate regarding the validity and utility of assessment centres (ACs), as well as to the literature concerning the use of technology-driven ACs. In addition, the study aims to make a methodological contribution by demonstrating how re-sampling techniques can be used in small AC samples.

scholarly journals Factors and effects of work-related stress and burnout on the well-being of social workers in the Eastern Cape province, South Africa

2019 ◽  
Vol 45 ◽  
Author(s):  
Jabulani G. Kheswa
Keyword(s):  
Social Workers ◽  
Well Being ◽  
Study Data ◽  
Eastern Cape ◽  
Work Related Stress ◽  
Work Related ◽  
Study Results ◽  
Managerial Implications ◽  
Related Stress ◽  
Value Add

Orientation:Work-related stress and burnout among social workers are on the rise because of extensive workload, job dissatisfaction and exposure to traumatic situations. Therefore, one should determine how they impact the well-being.Research purpose: This study determined the factors and effects of work-related stress and burnout on the well-being of social workers.Motivation for the study: An alarming number of social workers show no compassion towards the clients owing to burnout. Therefore, more research is needed for social workers to enhance their purpose and work engagement.Research approach/design and method: This qualitative study was designed from an interpretivist perspective. Fourteen social workers, aged 35–59 years, from two Department of Social Development and Welfare offices (Alice and King Williams Town) selected through purposive sampling participated in the study. Data were gathered by means of focus group interviews and grounded theory was applied for data analysis.Main findings: The study results confirmed that social workers attributed their work-related stress to lack of resources such as transport, computers and inadequate emotional support from their supervisors. Thus, they demonstrated impaired personal strength and poor human relations.Practical/managerial implications: To achieve commitment and optimism, there should be recruitment of new staff and salary increase for social workers.Contribution/value-add: The study results should provide coping strategies for social workers when faced with secondary traumatic stress.

scholarly journals Depressed, not depressed or unsure: Prevalence and the relation to well-being across sectors in South Africa

2012 ◽  
Vol 38 (1) ◽  
Author(s):  
Christa Welthagen ◽  
Crizelle Els
Keyword(s):  
South African ◽  
Work Engagement ◽  
Well Being ◽  
Cross Sectional ◽  
Work Related ◽  
Prevalence Of Depression ◽  
Managerial Implications ◽  
Value Add ◽  
Proactive Measures ◽  
The Relationship

Orientation: Work engagement, burnout and stress-related ill health levels of individuals, suffering from depression, who are unsure whether or not they suffer from depression, or who do not suffer from depression, have not been investigated in South Africa.Research purpose: The main objectives of this study were to investigate the prevalence of depression amongst employees in South African organisations and the relationship of depression with specific well-being constructs.Motivation for the study: Organisations should know about the prevalence of depression and the effects this could have on specific well-being constructs.Research design, approach and method: A cross-sectional design was followed. The availability sample (n = 15 664) included participants from diverse demographics. The South African Employee Health and Wellness Survey was followed to measure constructs.Main findings: The results showed that 18.3% of the population currently receive treatment for depression, 16.7% are unsure whether or not they suffer from depression and 65% do not suffer from depression. Depression significantly affects the levels of work engagement, burnout and the occurrence of stress-related ill health symptoms.Practical/managerial implications: This study makes organisations aware of the relationship between depression and employee work-related well-being. Proactive measures to promote the work-related well-being of employees, and to support employees suffering from depression, should be considered.Contribution/value-add: This study provides insight into the prevalence of depression and well-being differences that exist between individuals, suffering from depression, who are unsure whether or not they suffer from depression, and who do not suffer from depression. 

scholarly journals Incremental validity of work-related sense of coherence in predicting work wellness

2018 ◽  
Vol 44 ◽  
Author(s):  
Sanet C. Van der Westhuizen
Keyword(s):  
Work Engagement ◽  
Sense Of Coherence ◽  
Incremental Validity ◽  
Research Approach ◽  
Specific Work ◽  
Life Questionnaire ◽  
Full Time ◽  
Convenience Sample ◽  
Work Related ◽  
Context Specific

Orientation: Sense of coherence and, more recently, work-related sense of coherence are regarded as significant variables in promoting the management of employees’ wellness in modern organisations. Research purpose: The aim of the present study was to investigate whether work-related sense of coherence, as a context-specific application of sense of coherence, provides incremental validity over and above sense of coherence in explaining indicators of work wellness. Motivation for the study: It is important to know if the context-specific, work-related sense of coherence is a better predictor of work wellness in comparison with general sense of coherence in order to guide interventions aimed at the development and enhancement of employees’ wellness. Research approach, design and method: A cross-sectional survey design was used with a convenience sample (N = 734) of part-time and full-time working adults completing an online module at a distance education institution. A biographical questionnaire, the Work-related sense of coherence (SoC) Questionnaire, the Orientation to Life Questionnaire, the Fatigue Scale and Work Engagement Scale were administered. Hierarchical multiple regression analyses were performed to achieve the objective of the study. Main findings: Work-related sense of coherence displayed incremental validity over and above that of sense of coherence in predicting work engagement and fatigue. However, sense of coherence was a stronger predictor of fatigue, while work-related sense of coherence was a stronger predictor of work engagement. Practical managerial implications: In planning interventions to address the work engagement or fatigue of employees, work-related sense of coherence could be used as a practical indicator of coherent work experiences, especially in predicting work engagement. Contribution: The results of the study should provide new insight into the shared variance between work-related sense of coherence and sense of coherence. The results indicated that the factors are interrelated but independent and that work-related sense of coherence adds incremental variance in predicting work engagement and fatigue in the context of work.

scholarly journals The psychometric relationship between career thinking and salutogenic functioning amongst unemployed adults

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Kirk Austin ◽  
Frans Cilliers
Keyword(s):  
Sense Of Coherence ◽  
Adult Population ◽  
Career Decisions ◽  
Career Indecision ◽  
Exploratory Research ◽  
Significant Relationships ◽  
Managerial Implications ◽  
Psychological Maturity ◽  
Value Add

Orientation: Corporate survival mechanisms, like mergers, downsizing, restructuring and outsourcing, contribute to unemployment levels amongst adults. Psychological maturity seems to influence the quality of the career decisions that people make in these difficult circumstances. However, we do not know what their behavioural strengths are.Research objectives: The objective of this study was to investigate the psychometric relationship between career thinking (negative and positive career thoughts) and salutogenic functioning (locus of control and sense of coherence) amongst unemployed adults.Motivation for study: Career decision research has consistently surveyed students to understand career indecision. Adults are not a homogenous group. Therefore, this trend may not reflect throughout the larger adult population. For this reason, the researchers conducted exploratory research into the nature of career indecision amongst non-student adults.Research design, approach and method: The researchers used a quantitative design that included a four-instrument survey on a purposive sample of 225 Canadian unemployed and non-student adults who had not decided on a career. They calculated correlations and regressions.Main findings: The researchers reported significant relationships between the four constructs. They found that a sense of coherence predicted career thinking.Contribution/value-add: A sense of coherence, which includes comprehension, meaningfulness and manageability, acts as a facilitator of effective career thinking.Practical/managerial implications: During career assessment and guidance, the role of sense of coherence as a strength factor will indicate the person’s readiness to make important career decisions.

scholarly journals The Job Demands-Resources model as predictor of work identity and work engagement: A comparative analysis

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Roslyn De Braine ◽  
Gert Roodt
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Target Population ◽  
Job Resources ◽  
Work Identity ◽  
Utrecht Work Engagement Scale ◽  
Multiple Regression Models ◽  
Managerial Implications ◽  
Value Add ◽  
Shed Light

Orientation: Research shows that engaged employees experience high levels of energy and strong identification with their work, hence this study’s focus on work identity and dedication.Research purpose: This study explored possible differences in the Job Demands-Resources model (JD-R) as predictor of overall work engagement, dedication only and work-based identity, through comparative predictive analyses.Motivation for the study: This study may shed light on the dedication component of work engagement. Currently no literature indicates that the JD-R model has been used to predict work-based identity.Research design: A census-based survey was conducted amongst a target population of 23134 employees that yielded a sample of 2429 (a response rate of about 10.5%). The Job Demands- Resources scale (JDRS) was used to measure job demands and job resources. A work-based identity scale was developed for this study. Work engagement was studied with the Utrecht Work Engagement Scale (UWES). Factor and reliability analyses were conducted on the scales and general multiple regression models were used in the predictive analyses.Main findings: The JD-R model yielded a greater amount of variance in dedication than in work engagement. It, however, yielded the greatest amount of variance in work-based identity, with job resources being its strongest predictor.Practical/managerial implications: Identification and work engagement levels can be improved by managing job resources and demands.Contribution/value-add: This study builds on the literature of the JD-R model by showing that it can be used to predict work-based identity.

scholarly journals Workplace bullying: A perspective from the Job Demands-Resources model

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Anja Van den Broeck ◽  
Elfi Baillien ◽  
Hans De Witte
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Job Demands ◽  
Point Of View ◽  
Job Resources ◽  
Interpersonal Behaviour ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual

Orientation: Workplace bullying is characterised as a counterproductive interpersonal behaviour, yielding severe consequences for both the individual and the organisation. The occurrence of workplace bullying is often attributed to a stressful work environment.Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying.Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data.Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749).Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially) mediated by emotional exhaustion.Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims.Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.

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