scholarly journals Meaningful work, work engagement and organisational commitment

2014 ◽  
Vol 40 (1) ◽  
Author(s):  
Madelyn Geldenhuys ◽  
Karolina Łaba ◽  
Cornelia M. Venter
Keyword(s):  
Work Engagement ◽  
Meaningful Work ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Psychological Meaningfulness ◽  
The Impact ◽  
Positive Work

Orientation: Meaningful work can yield benefits for organisations and lead to positive work outcomes such as satisfied, engaged and committed employees, individual and organisational fulfilment, productivity, retention and loyalty.Research purpose: The aim of the study was to investigate the relationships amongst psychological meaningfulness, work engagement and organisational commitment and to test for a possible mediation effect of work engagement on the relationship between psychological meaningfulness and organisational commitment.Motivation for the study: Managers have to rethink ways of improving productivity and performance at work, due to the diverse, and in some instances escalating, needs of employees (e.g. financial support) to uphold their interest in and enjoyment of working.Research approach, design and method: A quantitative approach was employed to gather the data for the study, utilising a cross-sectional survey design. The sample (n = 415) consisted of working employees from various companies and positions in Gauteng, South Africa.Main findings: The results confirmed a positive relationship between psychological meaningfulness, work engagement and organisational commitment. Further, psychological meaningfulness predicts work engagement, whilst psychological meaningfulness and work engagement predict organisational commitment.Practical/managerial implications: Employers identifying their employees’ commitment patterns and mapping out strategies for enhancing those that are relevant to organisational goals will yield positive work outcomes (e.g. employees who are creative, seek growth or challenges for themselves).Contribution/value-add: This study contributes to the literature through highlighting the impact that meaningful work has on sustaining employee commitment to the organisation.

scholarly journals Job insecurity, organisational commitment and work engagement among staff in an open distance learning institution

2019 ◽  
Vol 19 (1) ◽  
pp. 22-43 ◽  
Author(s):  
A N Moshoeu ◽  
D J Geldenhuys
Keyword(s):  
Distance Learning ◽  
Work Engagement ◽  
Significant Relationship ◽  
Survey Design ◽  
Job Insecurity ◽  
Measuring Instruments ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Alternative Employment

The objective of this study was to explore the relationship between job insecurity, organisational commitment and work engagement among staff in an open distance learning institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. A cross-sectional survey design was conducted among 260 employees in an open distance learning institution. The measuring instruments included the job insecurity scale, organisational commitment questionnaire and Utrecht Work Engagement Scale. The results demonstrated statistically significant relationships between job insecurity and organisational commitment, and between job insecurity and work engagement. A practically significant relationship between variables was also determined; however, the effect was too small to yield a practically significant relationship between the variables. The results revealed that a component of job insecurity (likelihood of loss of job features), together with a component of work engagement (vigour), explains 25% of the total variation of organisational commitment and that the remaining 75% was attributed to factors beyond the scope of this study. This study demonstrated that employees would not always reduce their commitment and work effort when confronted with uncertainty as suggested by several studies. Nevertheless, it could be assumed that the survey participants fear being unemployed and feel trapped because of a lack of alternative employment opportunities.

scholarly journals Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Janet C. Simons ◽  
Johanna H. Buitendach
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Survey Design ◽  
Measuring Instruments ◽  
Call Centre ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related ◽  
Managerial Implications

Orientation: The development of psychological capital amongst call centre employees could have an impact on positive work-related attitudes and behaviour; such as work engagement and organisational commitment.Research purpose: The purpose of the research was to determine the relationship between psychological capital, work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological capital and work engagement hold predictive value for the organisational commitment of call centre employees.Motivation for the study: There is a gap in research in understanding and enabling positive resource capacities in highly stressful work contexts such as call centres.Research design, approach and method: A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ), the Utrecht Work Engagement Scale (UWES) and the Organisational Commitment Questionnaire (OCQ).Main findings: Significant positive relationships were found between psychological capital, work engagement and organisational commitment. The results showed work engagement as being the only significant predictor of organisational commitment.Practical/managerial implications: Call centre employers need to develop and implement workplace interventions that would increase the psychological capital of call centre employees.Contribution/value-add: The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological capital in developing work engagement and organisational commitment amongst call centre employees.

scholarly journals Antecedents and outcomes of meaningful work among school teachers

2017 ◽  
Vol 43 (0) ◽  
Author(s):  
Elmari Fouché ◽  
Sebastiaan Rothmann ◽  
Corne Van der Vyver
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Meaningful Work ◽  
Intention To Leave ◽  
Well Being ◽  
Job Design ◽  
Life Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample

Orientation: Quality education is dependent on the well-being, engagement, performance and retention of teachers. Meaningful work might affect these employee and organisational outcomes.Research purpose: The aim of this study was to investigate antecedents and outcomes of meaningful work among school teachers.Motivation for the study: Meaningful work underpins people’s motivation and affects their well-being and job satisfaction. Furthermore, it is a significant pathway to healthy and authentic organisations. However, a research gap exists regarding the effects of different antecedents and outcomes of meaningful work.Research approach, design and method: A cross-sectional survey was used with a convenience sample of 513 teachers. The Work-Life Questionnaire, Revised Job Diagnostic Survey, Co-worker Relations Scale, Work and Meaning Inventory, Personal Resources Scale, Work Engagement Scale, Turnover Intention Scale and a measure of self-rated performance were administered.Main findings: A calling orientation, job design and co-worker relations were associated with meaningful work. A low calling orientation and poor co-worker relationships predicted burnout. A calling orientation, a well-designed job, good co-worker relationships and meaningful work predicted work engagement. Job design was moderately associated with self-ratings of performance. The absence of a calling orientation predicted teachers’ intention to leave the organisation.Practical/managerial implications: Educational managers should consider implementing interventions to affect teachers’ calling orientation (through job crafting), perceptions of the nature of their jobs (by allowing autonomy) and co-worker relations (through teambuilding) to promote perceptions of meaningful work. Promoting perceptions of meaningful work might contribute to lower burnout, higher work engagement, better self-ratings of performance and retention of teachers.Contribution/value-add: This study contributes to scientific knowledge regarding the effects of three antecedents, namely a calling orientation, job design and co-worker relationships on meaningful work. It also contributed to knowledge about the effects of meaningful work on employee and organisational outcomes.

scholarly journals Impact of transformational leadership on work performance, burnout and social loafing: a mediation model

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Hira Khan ◽  
Maryam Rehmat ◽  
Tahira Hassan Butt ◽  
Saira Farooqi ◽  
Javaria Asim
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Work Performance ◽  
Work Outcomes ◽  
Social Loafing ◽  
Cross Sectional Survey ◽  
Telecommunication Sector ◽  
Cross Sectional ◽  
Self Confidence ◽  
The Impact

AbstractThe aim of this research was to study the effect of transformational leadership on employees’ work outcomes which include their work performances and working burnout, and their working behavior such as social loafing at workplace. Also, it studies the impact of intrinsic motivation as a mediator between transformational leadership and other stated variables. A cross-sectional survey was conducted to collect data from 308 employees working in the telecommunication sector. To test the hypotheses, Model 4 of Process Hayes was used to test direct and mediating effects among transformational leadership and employees’ work outcomes and working behavior. The results showed that transformational leadership has a significant positive relationship with mediator intrinsic motivation. The results also concluded that work performance has positive significant relationship with transformational leadership. However, there is indirect and insignificant relationship of transformational leadership with working burnout and social loafing. Therefore, it can be stated that organizational leaders must have transformational attributes by getting informed of their employees well because transformational leader can inspire employees to achieve anticipated or significant outcomes. It gives employees self-confidence over specific jobs, as well as the power to make decisions once they have been trained.

Supervisor incivility and how it affects subordinates’ performance: a matter of trust

2018 ◽  
Vol 47 (3) ◽  
pp. 709-726 ◽  
Author(s):  
I.M. Jawahar ◽  
Bert Schreurs
Keyword(s):  
Work Engagement ◽  
Theory And Practice ◽  
Negative Effects ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Citizenship Performance ◽  
The Impact

Purpose To enhance the understanding of the mechanisms underlying the effects of incivility on outcomes, the purpose of this paper is to propose and test work engagement as a mediator of the impact of supervisor-initiated incivility on subordinates’ task and citizenship performance. Further, the authors propose that this mediated relationship would be conditional on the influence of trust in supervisor, such that the relationship would be exacerbated for subordinates who have high levels of trust in the supervisor. Design/methodology/approach Data came from a cross-sectional survey of 350 professionals employed in diverse occupations and organization types. Findings The authors found support for the mediating role of work engagement for citizenship performance, but not for task performance. As predicted, this explanation only held for employees who reported at least average levels of trust in their supervisors, supporting the “mediation is moderated” explanation. Originality/value Understanding how and for whom supervisor incivility affects task and citizenship performance is vital to advancing theory as well as for designing interventions to mitigate the negative effects. This manuscript is one of very few to pursue this line of research and makes important contributions to theory and practice.

scholarly journals The Impact of Demographic Influences on Work Engagement for Front of House Female Hotel Employees

2020 ◽  
pp. 843-855
Author(s):  
Palesa Mpkhine ◽  
Ita Geyser
Keyword(s):  
Work Engagement ◽  
Tertiary Education ◽  
Educational Status ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Utrecht Work Engagement Scale ◽  
Significant Relationships ◽  
Female Employees ◽  
The Impact ◽  
Resource Specialists

The demographic influences affecting the wellbeing of front of house (FoH) female employees who are employed in hotels. The work engagement subscales, vigour, dedication and absorption were measured against the participants’ age, level of education and marital status. A cross-sectional survey was done from a sample (n = 100) of female participants. A biographical questionnaire and The Utrecht Work Engagement Scale (UWES) were administered. Significant relationships were found on the vigour, dedication and absorption subscales. FoH female employees younger than 35, those with tertiary education and those without life partners displayed higher levels of wellbeing. Therefore work engagement levels vary with regards to age, marital and educational status. Human resource specialists for hotels could measure work engagement and apply it through in-house policies and supportive practices as well as defend these practices regarding their FOH female employees as female employees are the majority of employees within the hospitality industry. The workforce in South Africa is characterized by demographic diversity. The variances of work engagement are imperative as it enhances the guest experience and improves productivity and ultimately increases financial turnover for the hotels who operate in a very competitive market.

scholarly journals Job insecurity, burnout and work engagement: The impact of positive and negative affectivity

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
J Bosman ◽  
S Rothmann ◽  
J H Buitendach
Keyword(s):  
Work Engagement ◽  
Survey Design ◽  
Job Insecurity ◽  
Negative Affectivity ◽  
Measuring Instruments ◽  
Cross Sectional Survey ◽  
Positive Affectivity ◽  
Cross Sectional ◽  
Government Organisation ◽  
The Impact

The objective of this study was to investigate the relationship between job insecurity, affectivity, burnout and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. The Job Insecurity Questionnaire, Affectometer 2, Oldenburg Burnout Inventory, and Utrecht Work Engagement Scale were used as measuring instruments. Job insecurity as well as negative and positive affectivity had main effects on burnout and work engagement. Negative affectivity also interacted with job insecurity to influence the burnout and work engagement of employees. No interaction effects were found between positive affectivity and job insecurity. Opsomming Die doelstelling van hierdie studie was om die verband tussen werksonsekerheid, affektiwiteit, uitbranding en werksbegeestering van werknemers (N = 297) in ’n staatsorganisasie te ondersoek. Daar is gebruik gemaak van ’n dwarsdeursnee-opname-ontwerp. Die Werksonsekerheidsvraelys, Affectometer 2, die Oldenburg-Uitbrandingsvraelys en die Utrecht-Werksbegeesteringskaal is as meetinstrumente gebruik. Die resultate het daarop gedui dat werksonsekerheid, sowel as negatiewe en positiewe affektiwiteit hoofeffekte op uitbranding en werksbegeestering gehad het. Uitbranding en begeestering is ook deur die interaksie tussen negatiewe affektiwiteit en werksonsekerheid beïnvloed. Geen interaksie-effekte is tussen positiewe affektiwiteit en werksonsekerheid gevind nie.

scholarly journals Experiencing a sense of calling: The influence of meaningful work on teachers’ work attitudes

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Marietjie Willemse ◽  
Elmari Deacon
Keyword(s):  
South Africa ◽  
Structural Equation ◽  
Meaningful Work ◽  
Work Attitudes ◽  
Research Approach ◽  
Cross Sectional Survey ◽  
Work Attitude ◽  
The Impact ◽  
The Relationship ◽  
Positive Work

Orientation: Worldwide transformation and change in education has placed increased demands on teachers, which has resulted in teachers experiencing a potentially negative work attitude. Research purpose: The aim of this article was to expand the understanding of the relationship between a sense of calling, work attitude and meaningful work.Motivation for the study: The international community has rated the quality of education in South Africa as being substandard. Therefore, work attitudes and the impact of meaningful work in the current educational system was investigated. Research approach, design and method: A quantitative, cross-sectional survey was used with a representative sample of teachers in South Africa (N = 270). Data were gathered by means of questionnaires and analysed through structural equation modelling.Main findings: A significant positive relationship was found between a sense of calling and work attitude. Meaningful work was found to mediate the relationship between a sense of calling and positive work attitude.Practical/managerial implications: Retention of teachers displaying a positive work attitude as well as those finding meaning in their work is paramount. Communication pertaining to the broader mission and common goals of the Department of Education should transpire. Support and training should be provided and teachers should be allowed autonomy in a school atmosphere that is pleasant and disciplined. Contribution/value-add: Sufficient support to enhance meaningful work may contribute to the delivery of quality education.

Psychological Impacts of COVID-19 During the First Nationwide Lockdown in Vietnam: Web-Based, Cross-Sectional Survey Study (Preprint)

2020 ◽  
Author(s):  
Khanh Ngoc Cong Duong ◽  
Tien Nguyen Le Bao ◽  
Phuong Thi Lan Nguyen ◽  
Thanh Vo Van ◽  
Toi Phung Lam ◽  
...  
Keyword(s):  
Psychological Distress ◽  
General Population ◽  
Psychological Health ◽  
Online Survey ◽  
Survey Study ◽  
Limited Information ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Event Scale ◽  
The Impact

BACKGROUND The first nationwide lockdown due to the COVID-19 pandemic was implemented in Vietnam from April 1 to 15, 2020. Nevertheless, there has been limited information on the impact of COVID-19 on the psychological health of the public. OBJECTIVE This study aimed to estimate the prevalence of psychological issues and identify the factors associated with the psychological impact of COVID-19 during the first nationwide lockdown among the general population in Vietnam. METHODS We employed a cross-sectional study design with convenience sampling. A self-administered, online survey was used to collect data and assess psychological distress, depression, anxiety, and stress of participants from April 10 to 15, 2020. The Impact of Event Scale-Revised (IES-R) and the Depression, Anxiety, and Stress Scale-21 (DASS-21) were utilized to assess psychological distress, depression, anxiety, and stress of participants during social distancing due to COVID-19. Associations across factors were explored using regression analysis. RESULTS A total of 1385 respondents completed the survey. Of this, 35.9% (n=497) experienced psychological distress, as well as depression (n=325, 23.5%), anxiety (n=195, 14.1%), and stress (n=309, 22.3%). Respondents who evaluated their physical health as average had a higher IES-R score (beta coefficient [B]=9.16, 95% CI 6.43 to 11.89), as well as higher depression (B=5.85, 95% CI 4.49 to 7.21), anxiety (B=3.64, 95% CI 2.64 to 4.63), and stress (B=5.19, 95% CI 3.83 to 6.56) scores for DASS-21 than those who rated their health as good or very good. Those who self-reported their health as bad or very bad experienced more severe depression (B=9.57, 95% CI 4.54 to 14.59), anxiety (B=7.24, 95% CI 3.55 to 10.9), and stress (B=10.60, 95% CI 5.56 to 15.65). Unemployment was more likely to be associated with depression (B=3.34, 95% CI 1.68 to 5.01) and stress (B=2.34, 95% CI 0.84 to 3.85). Regarding worries about COVID-19, more than half (n=755, 54.5%) expressed concern for their children aged <18 years, which increased their IES-R score (B=7.81, 95% CI 4.98 to 10.64) and DASS-21 stress score (B=1.75, 95% CI 0.27 to 3.24). The majority of respondents (n=1335, 96.4%) were confident about their doctor’s expertise in terms of COVID-19 diagnosis and treatment, which was positively associated with less distress caused by the outbreak (B=–7.84, 95% CI –14.58 to –1.11). CONCLUSIONS The findings highlight the effect of COVID-19 on mental health during the nationwide lockdown among the general population in Vietnam. The study provides useful evidence for policy decision makers to develop and implement interventions to mitigate these impacts. CLINICALTRIAL

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