scholarly journals Demands–abilities fit, work beliefs, meaningful work and engagement in nature-based jobs

2018 ◽  
Vol 44 ◽  
Author(s):  
Nellie De Crom ◽  
S. Rothmann
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Meaning Making ◽  
Meaningful Work ◽  
Large Percentage ◽  
Life Questionnaire ◽  
Cross Sectional Survey ◽  
Convenience Sample ◽  
Management Interventions ◽  
Personal Engagement

Orientation: Meaningful work and personal engagement are important dimensions of flourishing of employees, especially when individuals work in challenging jobs.Research purpose: This study aimed to investigate the relationship between demands–abilities fit, work beliefs, meaningful work and engagement in individuals in nature-based jobs.Motivation for the study: Individuals working in nature often work under challenging circumstances without the necessary resources. A research gap exists regarding the effects of demands–abilities fit and work beliefs on meaningful work. It is also not clear how these antecedents and meaningful work will impact the engagement of individuals working in nature.Research approach, design and method: A cross-sectional survey was used with a convenience sample of 161 nature-based employees. Data were collected using a structured online questionnaire consisting of items from the demands–abilities fit scale, work–life questionnaire, work and meaning Inventory, work engagement scale and a biographical questionnaire.Main findings: Work beliefs (calling, career and job) and demands–abilities fit predicted a large percentage of the variance in meaning making. Work beliefs (calling and job) and demands–abilities fit also predicted a large percentage of the variance in greater good motivations. Demands–abilities fit and a calling work orientation indirectly affected work engagement via meaningful work. The scales which measured calling and job orientations showed insufficient discriminant validity in relation to the scales which measured positive meaning and work engagement.Practical and managerial implications: Managers should consider implementing interventions to affect the demands–abilities fit (through human resource management interventions) and work beliefs of individuals working in nature (through job crafting). Promoting perceptions of meaningful work might contribute to higher personal engagement.Contribution or value-add: This study contributes to scientific knowledge regarding the effects of meaningful work and its antecedents on personal engagement.

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 Investigating positive leadership, psychological empowerment, work engagement and satisfaction with life in a chemical industry

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Tersia Nel ◽  
Marius W. Stander ◽  
Juraida Latif
Keyword(s):  
Work Engagement ◽  
Chemical Industry ◽  
Indirect Effect ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Psychological Empowerment ◽  
Cross Sectional Survey ◽  
Convenience Sample ◽  
Positive Leadership ◽  
Leadership Behaviour

Orientation: The predominant theme of this research attends to the role of perceived positive leadership behaviour in relation to employee outcomes (psychological empowerment, work engagement, and satisfaction with life).Research purpose: The objective of this study was to investigate whether perceived positive leadership behaviour could predict psychological empowerment, work engagement, and satisfaction with life of employees in a chemical organisation in South Africa and whether positive leadership behaviour has an indirect effect on employees work engagement and satisfaction with life by means of psychological empowerment. Motivation for the study: The motivation for this study arose from the evident gap in academic literature as well as in terms of practical implications for the chemical industry regarding positive leadership behaviour, psychological empowerment, work engagement and satisfaction with life of employees. Research design, approach and method: A cross-sectional survey design was used with a convenience sample (n = 322). Structural equation modelling (SEM) was used to examine the structural relationships between the constructs. Main findings: Statistically significant relationships were found between positive leadership behaviour, psychological empowerment, work engagement and satisfaction with life of employees. Positive leadership has an indirect effect on work engagement and satisfaction with life via psychological empowerment.Practical/managerial implications: This study adds to the lack of literature in terms of positive leadership, psychological empowerment, work engagement and satisfaction with life within a chemical industry. It can also assist managers and personnel within the chemical industry to understand and perhaps further investigate relationships that exist between the above mentioned concepts.Contribution/value-add: It is recommended that leadership discussions, short training programs and individual coaching about positive leadership and particularly psychological empowerment take place.

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 Occupational stress, sense of coherence, coping, burnout and work engagement of registered nurses in South Africa

2009 ◽  
Vol 35 (1) ◽  
Author(s):  
Johanna J. Van der Colff ◽  
Sebastiaan Rothmann
Keyword(s):  
South Africa ◽  
Registered Nurses ◽  
Occupational Stress ◽  
Work Engagement ◽  
Sense Of Coherence ◽  
Survey Design ◽  
Maslach Burnout Inventory ◽  
Life Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional

The aim of this study was to assess the relationship between the occupational stress, sense of coherence, coping, burnout and work engagement of registered nurses in South Africa. A cross-sectional survey design was used. The study population consisted of 818 registered nurses. The Nursing Stress Inventory, the Orientation to Life Questionnaire, the COPE, the Maslach Burnout Inventory-Human Services Survey, and the Utrecht Work Engagement Scale were administered. The results show that the experience of depletion of emotional resources and feelings of depersonalisation by registered nurses were associated with stress due to job demands and a lack of organisational support, focus on and ventilation of emotions as a coping strategy, and a weak sense of coherence. Work engagement was predicted by a strong sense of coherence and approach-coping strategies.

scholarly journals Job crafting and its impact on work engagement and job satisfaction in mining and manufacturing

2016 ◽  
Vol 19 (3) ◽  
pp. 400-412 ◽  
Author(s):  
Leon T De Beer ◽  
Maria Tims ◽  
Arnold B Bakker
Keyword(s):  
Job Satisfaction ◽  
Factor Structure ◽  
Work Engagement ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Job Demands ◽  
Job Crafting ◽  
Job Resources ◽  
Primary Data ◽  
Cross Sectional Survey

The purpose of this study was to investigate job crafting and its relationship with work engagement and job satisfaction within the South African context. This research is important as job crafting has been shown to have a positive influence on employee motivation. A cross-sectional survey design was used to collect primary data from organisations in the mining and manufacturing industries of South Africa (N = 470). The results of multi-group structural equation modelling showed that the original four-factor structure of the job crafting scale was supported by the data, but that a three-factor structure was necessary due to a discriminant validity concern regarding two job crafting dimensions. Regression results revealed that increasing structural job resources with challenging job demands, and increasing social job resources were significant predictors of work engagement in both groups. Contrary to expectations decreasing hindering job demands was a negative predictor of job satisfaction in the mining group. Furthermore, increasing social job resources was also a significant predictor of job satisfaction in both groups. This study indicates the importance of job crafting for work engagement and job satisfaction in organisations.

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.

Maternal Postpartum Quality of Life Questionnaire

2006 ◽  
Vol 14 (3) ◽  
pp. 205-220 ◽  
Author(s):  
Pamela D. Hill ◽  
Jean C. Aldag ◽  
Barbara Hekel ◽  
Gina Riner ◽  
Pamela Bloomfield
Keyword(s):  
Quality Of Life ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Negative Mood ◽  
Internal Consistency Reliability ◽  
Poor Sleep ◽  
Life Questionnaire ◽  
Convenience Sample ◽  
Maternal Quality Of Life

This article summarizes the development and psychometric properties of the first self-administered, paper-and-pencil instrument that measures maternal quality of life during the early postpartum period. The definition, domains, and conceptual model by Ferrans and Powers (QLI) were used to develop the Maternal Postpartum Quality of Life (MAPP-QOL) tool. A convenience sample of 184 mothers completed the MAPP-QOL at week 1 and 3 postpartum. Component analysis revealed five domains: psychological/baby; socioeconomic; relational/spouse-partner; relational/family-friends; and health & functioning. Internal consistency reliability for the five subscales resulted in Cronbach’s alpha coefficients ranging from .82 to .96. Stability reliability ranged from .66 to .76. The MAPP-QOL and a single-item measure of life satisfaction correlated (r = .69), suggesting convergent validity; discriminant validity was supported by negative correlations with the three negative mood states of the Multiple Affect Adjective Check List–Revised (MAACL–R) as well as poor sleep and fatigue scores. Acceptable reliability and construct validity suggest that the MAPP-QOL may be used in research. Further testing with larger and more diverse samples is recommended.

scholarly journals Towards happiness: Experiences of work-role fit, meaningfulness and work engagement of industrial/organisational psychologists in South Africa

2010 ◽  
Vol 36 (1) ◽  
Author(s):  
Llewellyn E. Van Zyl ◽  
Elmari Deacon ◽  
Sebastiaan Rothmann
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Role Models ◽  
Work Role ◽  
Life Questionnaire ◽  
Primary Role ◽  
Meaning Of Work ◽  
Convenience Sample ◽  
Psychological Meaningfulness ◽  
The Relationship

Orientation: The work of industrial/organisational (I/O) psychologists presents an interesting and relevant context for studying meaning and engagement as components of happiness.Research purpose: The aim of this study was to determine how I/O psychologists experience the meaning of their work and to investigate the relationships between their experiences of work-role fit, meaning of work, psychological meaningfulness and work engagement, utilising the happiness framework proposed by Seligman (2002).Motivation for the study: I/O psychologists spend more than 88% of their working day with people, and they are primary role models for happiness in the workplace. Information about their work engagement and experiences of meaning is therefore needed.Research design, approach and method: A survey design was used. A convenience sample (n = 106) was taken of I/O psychologists in South Africa. A biographical questionnaire, the Work-Role Fit Scale, the Work-Life Questionnaire, the Psychological Meaningfulness Scale, the Work Engagement Scale and a survey measuring the actual and desired time spent on six broad categories of work were administered.Main findings: Work-role fit predicted psychological meaningfulness and work engagement. The calling orientation to work predicted both psychological meaningfulness and work engagement. Work-role fit mediated the relationship between the meaning of work and psychological meaningfulness. Work-role fit partially mediated the relationship between a calling orientation to work and work engagement.Practical implications: A calling orientation to work should be fostered in I/O psychologists because it contributes to experiences of work-role fit, psychological meaningfulness and work engagement.Contribution/value-add: The results of this study contribute to scientific knowledge about work-role fit, engagement and meaning as components of happiness of I/O psychologists.

scholarly journals Trust Profiles: Associations With Psychological Need Satisfaction, Work Engagement, and Intention to Leave

2021 ◽  
Vol 12 ◽  
Author(s):  
Marita Heyns ◽  
Sebastiaan Rothmann
Keyword(s):  
Work Engagement ◽  
Need Satisfaction ◽  
The Other ◽  
Cross Sectional Survey ◽  
Satisfaction Scale ◽  
Convenience Sample ◽  
Intentions To Leave ◽  
Psychological Need ◽  
Behavioral Trust ◽  
Psychological Need Satisfaction

The study aimed to identify trust profiles in the work domain and to study how these patterns related to psychological need satisfaction, work engagement, and intentions to leave. A cross-sectional survey with a convenience sample (N = 298) was used. The Behavioral Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale, and the Turnover Intention Scale were administered. The results showed four trust profiles: skeptic, reliance-based, moderately cautious, and optimistic trustors represented participants' responses on behavioral trust. Skeptic and optimistic trustors (who represented about 50% of the sample) differed primarily regarding their reliance and disclosure intensity. The other two trust profiles (representing the other 50% of the sample) reflected higher reliance and lower disclosure or lower reliance and higher disclosure. Psychological need satisfaction (comprised of autonomy, competence, and relatedness satisfaction) and work engagement were the strongest and intentions to leave the weakest for optimistic trustors (compared to skeptic trustors).

Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

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