A longitudinal diary study on work engagement, work-family culture, work-home interaction, and psychological availability of women
- Authors: Laba, Karolina
- Date: 2016
- Subjects: Women employees , Women employees - Family relationships , Dual-career families , Work and family - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/225725 , uj:22804
- Description: D.Com. (Industrial Psychology) , Abstract: Work engagement has become a topical concern for the 21st century workplace. The reality of the workforce is such that a growing number of dual-career marriages, single parents, co-parenting individuals and individuals who have care responsibilities at home have brought about a dramatic shift in the allocation of time and energy devoted to the work and home domains. The participation of women in the global workplace outnumbers home-centered mothers, and traditional careers that provided economic security through loyalty to the employer. These arrangements are now replaced by time-demanding, often insecure jobs. These dynamics contribute to women disengaging or opting out entirely from the workforce, particularly when faced with the decision of starting a family. As women play a pivotal role in social growth and stability, understanding what contributes to their engagement adds to the productive power of the country’s economy. Mixed reviews have been received about initiatives adopted by organisations to retain and develop women. Supportive work-family cultures as well as positive work and home initiatives have their place in assisting women with the multiple roles and responsibilities that they face. However, organisations still struggle to combine work and home successfully. The purpose of this study was to identify predictors of work engagement for women. The study not only included the work-family culture support, positive work-home interaction and positive home-work interaction constructs as possible predictors for women’s work engagement, but also considered the construct of psychological availability. Studies have documented the benefits of psychological availability, which include being more productive, positive health outcomes and its contribution to employee engagement. The absence of psychological availability could cause disengagement from work...
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- Authors: Laba, Karolina
- Date: 2016
- Subjects: Women employees , Women employees - Family relationships , Dual-career families , Work and family - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/225725 , uj:22804
- Description: D.Com. (Industrial Psychology) , Abstract: Work engagement has become a topical concern for the 21st century workplace. The reality of the workforce is such that a growing number of dual-career marriages, single parents, co-parenting individuals and individuals who have care responsibilities at home have brought about a dramatic shift in the allocation of time and energy devoted to the work and home domains. The participation of women in the global workplace outnumbers home-centered mothers, and traditional careers that provided economic security through loyalty to the employer. These arrangements are now replaced by time-demanding, often insecure jobs. These dynamics contribute to women disengaging or opting out entirely from the workforce, particularly when faced with the decision of starting a family. As women play a pivotal role in social growth and stability, understanding what contributes to their engagement adds to the productive power of the country’s economy. Mixed reviews have been received about initiatives adopted by organisations to retain and develop women. Supportive work-family cultures as well as positive work and home initiatives have their place in assisting women with the multiple roles and responsibilities that they face. However, organisations still struggle to combine work and home successfully. The purpose of this study was to identify predictors of work engagement for women. The study not only included the work-family culture support, positive work-home interaction and positive home-work interaction constructs as possible predictors for women’s work engagement, but also considered the construct of psychological availability. Studies have documented the benefits of psychological availability, which include being more productive, positive health outcomes and its contribution to employee engagement. The absence of psychological availability could cause disengagement from work...
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Engagement and meaningfulness at work : the moderating roles of life satisfaction and gender
- Authors: Williamson, Jillian Carolyn
- Date: 2012-10-30
- Subjects: Work engagement , Meaningfulness , Well-being , Quality of life , Quality of work life , Satisfaction , Meaning (Psychology) , Sex differences (Psychology)
- Type: Mini-Dissertation
- Identifier: uj:10490 , http://hdl.handle.net/10210/7987
- Description: M.Comm. , Orientation: Scientific knowledge relating to the field of positive psychology within the South African workplace is required. Purpose: The objectives of this study were (1) to investigate the relationships between work engagement, psychological meaningfulness, life satisfaction and gender and (2) to test whether life satisfaction and gender had a moderating effect on the amount of psychological meaningfulness and engagement put forth by employees at work. Motivation: Although research on life satisfaction is abundant within the field of psychology, research within the work environment is limited. Furthermore, research is needed within South Africa to promote well-being of employees. Method: Survey designs were used to capture a sample from various South African organisations (n = 800). The Satisfaction with Life Scale, the Work Engagement Scale and the Psychological Meaningfulness Scale were administered. Results: Firstly, life satisfaction, work engagement and psychological meaningfulness were significantly correlated. Secondly, psychological meaningfulness was a significant predictor of work engagement. Thirdly, life satisfaction significantly moderated psychological meaningfulness on work engagement. Fourthly, gender significantly moderated psychological meaningfulness on work engagement. Lastly, psychological meaningfulness and work engagement were significant predictors of life satisfaction. Contribution: This research created an understanding of employee wellness at work through the combination of employee’s personal and work lives. Future research could focus on identifying what behaviours promote such constructs to enhance individual and organisational success.
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- Authors: Williamson, Jillian Carolyn
- Date: 2012-10-30
- Subjects: Work engagement , Meaningfulness , Well-being , Quality of life , Quality of work life , Satisfaction , Meaning (Psychology) , Sex differences (Psychology)
- Type: Mini-Dissertation
- Identifier: uj:10490 , http://hdl.handle.net/10210/7987
- Description: M.Comm. , Orientation: Scientific knowledge relating to the field of positive psychology within the South African workplace is required. Purpose: The objectives of this study were (1) to investigate the relationships between work engagement, psychological meaningfulness, life satisfaction and gender and (2) to test whether life satisfaction and gender had a moderating effect on the amount of psychological meaningfulness and engagement put forth by employees at work. Motivation: Although research on life satisfaction is abundant within the field of psychology, research within the work environment is limited. Furthermore, research is needed within South Africa to promote well-being of employees. Method: Survey designs were used to capture a sample from various South African organisations (n = 800). The Satisfaction with Life Scale, the Work Engagement Scale and the Psychological Meaningfulness Scale were administered. Results: Firstly, life satisfaction, work engagement and psychological meaningfulness were significantly correlated. Secondly, psychological meaningfulness was a significant predictor of work engagement. Thirdly, life satisfaction significantly moderated psychological meaningfulness on work engagement. Fourthly, gender significantly moderated psychological meaningfulness on work engagement. Lastly, psychological meaningfulness and work engagement were significant predictors of life satisfaction. Contribution: This research created an understanding of employee wellness at work through the combination of employee’s personal and work lives. Future research could focus on identifying what behaviours promote such constructs to enhance individual and organisational success.
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Exploring the effects of job crafting on subjective well-being amongst South African high school teachers
- Authors: Peral, Sergio Luis
- Date: 2016
- Subjects: High school teachers - Job satisfaction - South Africa , Quality of work life - South Africa , Educational psychology - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83281 , uj:19071
- Description: Abstract: Job crafting refers to the process of shaping one’s job characteristics to bring about greater satisfaction, engagement, and meaningfulness. Teachers need to craft their work continuously to effectively deal with the highly complex and demanding nature of their work. The study’s aim was to investigate the relationship between job crafting and subjective well-being amongst South African high school teachers, where subjective well-being comprised psychological meaningfulness and work engagement. The potential mediating effect that psychological meaningfulness had on the relationship between job crafting and work engagement amongst teachers was further explored. Using random sampling, a quantitative, cross-sectional survey design was used and administered to a sample of South African teachers situated in the Gauteng province (N = 251). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Meaningfulness Scale (PMS), and the Job Crafting Scale (JCS) were employed. Structural equation modelling was utilised to assess the interrelationships between the main research constructs. In addition, standardised regression was used to test the mediating role of psychological meaningfulness. Results confirmed a positive relationship between job crafting, psychological meaningfulness, and work engagement. Furthermore, psychological meaningfulness mediated the relationship between job crafting and work engagement. The study’s findings highlight the necessity for teachers to engage in job crafting behaviours. Limitations and recommendations for future research are presented. Keywords: Job crafting, teachers, subjective well-being, work engagement, psychological meaningfulness, South Africa. , M.Com. (Industrial Psychology)
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- Authors: Peral, Sergio Luis
- Date: 2016
- Subjects: High school teachers - Job satisfaction - South Africa , Quality of work life - South Africa , Educational psychology - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83281 , uj:19071
- Description: Abstract: Job crafting refers to the process of shaping one’s job characteristics to bring about greater satisfaction, engagement, and meaningfulness. Teachers need to craft their work continuously to effectively deal with the highly complex and demanding nature of their work. The study’s aim was to investigate the relationship between job crafting and subjective well-being amongst South African high school teachers, where subjective well-being comprised psychological meaningfulness and work engagement. The potential mediating effect that psychological meaningfulness had on the relationship between job crafting and work engagement amongst teachers was further explored. Using random sampling, a quantitative, cross-sectional survey design was used and administered to a sample of South African teachers situated in the Gauteng province (N = 251). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Meaningfulness Scale (PMS), and the Job Crafting Scale (JCS) were employed. Structural equation modelling was utilised to assess the interrelationships between the main research constructs. In addition, standardised regression was used to test the mediating role of psychological meaningfulness. Results confirmed a positive relationship between job crafting, psychological meaningfulness, and work engagement. Furthermore, psychological meaningfulness mediated the relationship between job crafting and work engagement. The study’s findings highlight the necessity for teachers to engage in job crafting behaviours. Limitations and recommendations for future research are presented. Keywords: Job crafting, teachers, subjective well-being, work engagement, psychological meaningfulness, South Africa. , M.Com. (Industrial Psychology)
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Job crafting and work engagement as antecedents of person-job-fit
- Authors: Viviers, Lizanne
- Date: 2017
- Subjects: Work environment , Job satisfaction , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246452 , uj:25552
- Description: M.Com. (Industrial Psychology) , Abstract: The objective of this study was to determine whether work engagement, job crafting and person-job-fit are related; also, to determine whether job crafting indirectly affects personjob- fit through work engagement. The study used a cross-sectional research design with a quantitative research approach on a South African working sample (n=150). A biographical questionnaire, the Person-job-fit (PJF), Job crafting (JCQ) and Utrecht Work Engagement (UWES-9 item) instruments were used. The R program was used to carry out the statistical analysis where structural equation modelling (SEM) was employed to assess the research constructs. Moreover, regression analysis was applied in order to investigate the mediating role of work engagement. The findings suggest that a relationship exists between the main constructs of the study. The results also confirmed that work engagement mediated the relationship between job crafting and person-job-fit. This study contributes to the literature by emphasising the importance of using job crafting and work engagement to predict personjob- fit in the South African context. The implication of the study is that job crafting can be used as an effective intervention to increase work engagement, thus improving the perception of person-job-fit among employees.
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- Authors: Viviers, Lizanne
- Date: 2017
- Subjects: Work environment , Job satisfaction , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246452 , uj:25552
- Description: M.Com. (Industrial Psychology) , Abstract: The objective of this study was to determine whether work engagement, job crafting and person-job-fit are related; also, to determine whether job crafting indirectly affects personjob- fit through work engagement. The study used a cross-sectional research design with a quantitative research approach on a South African working sample (n=150). A biographical questionnaire, the Person-job-fit (PJF), Job crafting (JCQ) and Utrecht Work Engagement (UWES-9 item) instruments were used. The R program was used to carry out the statistical analysis where structural equation modelling (SEM) was employed to assess the research constructs. Moreover, regression analysis was applied in order to investigate the mediating role of work engagement. The findings suggest that a relationship exists between the main constructs of the study. The results also confirmed that work engagement mediated the relationship between job crafting and person-job-fit. This study contributes to the literature by emphasising the importance of using job crafting and work engagement to predict personjob- fit in the South African context. The implication of the study is that job crafting can be used as an effective intervention to increase work engagement, thus improving the perception of person-job-fit among employees.
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The antecedents of job satisfaction among academic staff
- Authors: Loock, Petrus Johannes
- Date: 2013-07-18
- Subjects: Professional employees - Job satisfaction , Universities and colleges - Professional staff - Job satisfaction
- Type: Thesis
- Identifier: uj:7614 , http://hdl.handle.net/10210/8484
- Description: M.Com. (Industrial Psychology) , The study examines the antecedents of job satisfaction, focusing on the influence of co-worker relations (work role fit, co-worker support, supervisor support, norm adherence and self- consciousness), and psychological safety. The primary research objective was to examine the levels of job satisfaction experienced by academics. Respondents from a higher education institution were asked to complete an online survey containing, the Minnesota Job Satisfaction Questionnaire and an extract from the Workplace Characteristics Questionnaire compiled by May, Harter, & Gilson (2004). The results report relatively high levels of job satisfaction for both intrinsic and extrinsic satisfaction. Significant differences in perceived job satisfaction were obtained for age, qualification type and staff classification. Psychological safety and co-worker relations reported a predictive relationship with job satisfaction (intrinsic and extrinsic). Work role fit, co-worker support and supervisor support were positively associated with psychological safety; adherence to co-worker norms and self-consciousness were negatively associated. The mediation analysis revealed that psychological safety mediates the relationship between co-worker relations and job satisfaction. Psychological safety mediates the influence of co-worker relations’ variables (co-worker support and self-consciousness) and intrinsic job satisfaction fully. Work role fit had a strong effect on both intrinsic and extrinsic satisfaction. Psychological safety partially mediated the relationship for both co-worker support and supervisor support, and extrinsic job satisfaction.
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- Authors: Loock, Petrus Johannes
- Date: 2013-07-18
- Subjects: Professional employees - Job satisfaction , Universities and colleges - Professional staff - Job satisfaction
- Type: Thesis
- Identifier: uj:7614 , http://hdl.handle.net/10210/8484
- Description: M.Com. (Industrial Psychology) , The study examines the antecedents of job satisfaction, focusing on the influence of co-worker relations (work role fit, co-worker support, supervisor support, norm adherence and self- consciousness), and psychological safety. The primary research objective was to examine the levels of job satisfaction experienced by academics. Respondents from a higher education institution were asked to complete an online survey containing, the Minnesota Job Satisfaction Questionnaire and an extract from the Workplace Characteristics Questionnaire compiled by May, Harter, & Gilson (2004). The results report relatively high levels of job satisfaction for both intrinsic and extrinsic satisfaction. Significant differences in perceived job satisfaction were obtained for age, qualification type and staff classification. Psychological safety and co-worker relations reported a predictive relationship with job satisfaction (intrinsic and extrinsic). Work role fit, co-worker support and supervisor support were positively associated with psychological safety; adherence to co-worker norms and self-consciousness were negatively associated. The mediation analysis revealed that psychological safety mediates the relationship between co-worker relations and job satisfaction. Psychological safety mediates the influence of co-worker relations’ variables (co-worker support and self-consciousness) and intrinsic job satisfaction fully. Work role fit had a strong effect on both intrinsic and extrinsic satisfaction. Psychological safety partially mediated the relationship for both co-worker support and supervisor support, and extrinsic job satisfaction.
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The impact of a servant leadership intervention on work engagement and burnout
- Authors: Coetzer, Michiel Frederick
- Date: 2018
- Subjects: Servant leadership
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/283161 , uj:30532
- Description: Ph.D. (Leadership in Performance and Change) , Abstract: Background: Low employee engagement, ineffective organisational cultures, high levels of stress-related ill health, and insufficient leadership capability seem to be global human capital issues that influence organisational performance negatively. Possible reasons for these problems might be ineffective leadership and leadership development. A potential solution might be to apply a more philanthropic leadership practice, such as servant leadership, which focusses primarily on serving people and secondarily on producing the best returns for multiple stakeholders. However, research on the application of servant leadership is scarce. A framework to implement servant leadership in organisations is not yet available. Empirical evidence on the relationships between servant leadership, job demands, job resources, work engagement, and burnout is also limited. The antecedents of and barriers to developing serving leaders are, furthermore, not clearly defined in literature, and a servant leadership intervention has not yet been validated. Research Purpose: The general aim of this study was to evaluate the effectiveness of a servant leadership intervention, and to explore the impact of servant leadership on work engagement and burnout in the construction industry. The objectives of this study were (1) to establish a framework to operationalise servant leadership, (2) explore the relationship between servant leadership and work engagement, (3) explore the relationship between servant leadership and burnout, (4) explore the relationship of servant leadership with job demands and job resources, (5) determine personal and organisational barriers and antecedents for developing servant leaders, and (6) to evaluate the effectiveness of a servant leadership intervention...
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- Authors: Coetzer, Michiel Frederick
- Date: 2018
- Subjects: Servant leadership
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/283161 , uj:30532
- Description: Ph.D. (Leadership in Performance and Change) , Abstract: Background: Low employee engagement, ineffective organisational cultures, high levels of stress-related ill health, and insufficient leadership capability seem to be global human capital issues that influence organisational performance negatively. Possible reasons for these problems might be ineffective leadership and leadership development. A potential solution might be to apply a more philanthropic leadership practice, such as servant leadership, which focusses primarily on serving people and secondarily on producing the best returns for multiple stakeholders. However, research on the application of servant leadership is scarce. A framework to implement servant leadership in organisations is not yet available. Empirical evidence on the relationships between servant leadership, job demands, job resources, work engagement, and burnout is also limited. The antecedents of and barriers to developing serving leaders are, furthermore, not clearly defined in literature, and a servant leadership intervention has not yet been validated. Research Purpose: The general aim of this study was to evaluate the effectiveness of a servant leadership intervention, and to explore the impact of servant leadership on work engagement and burnout in the construction industry. The objectives of this study were (1) to establish a framework to operationalise servant leadership, (2) explore the relationship between servant leadership and work engagement, (3) explore the relationship between servant leadership and burnout, (4) explore the relationship of servant leadership with job demands and job resources, (5) determine personal and organisational barriers and antecedents for developing servant leaders, and (6) to evaluate the effectiveness of a servant leadership intervention...
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The moderating role of emotional intelligence on the process of workplace conflict, job crafting and job performance
- Authors: Sloan, Monique
- Date: 2018
- Subjects: Emotional intelligence , Performance - Psychological aspects , Conflict management , Industrial psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402968 , uj:33746
- Description: Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ. , M.Com. (Industrial Psychology)
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- Authors: Sloan, Monique
- Date: 2018
- Subjects: Emotional intelligence , Performance - Psychological aspects , Conflict management , Industrial psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402968 , uj:33746
- Description: Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ. , M.Com. (Industrial Psychology)
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The positive consequences of work identity
- Authors: Brazzoli, Mario
- Date: 2018
- Subjects: Occupations - South Africa , Work , Identity (Psychology)|zSouth Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271971 , uj:28936
- Description: Abstract: Orientation: The emphasis of this study is on understanding the work identity construct and the constructs relationship with work engagement and meaningful work. Work identity is a multi-identity, multi-faceted and multi-layered construct of the self which contributes to our understanding “who am I at work” and how individual behaviors are influenced in the workplace. Research purpose: This study seeks to assess the validity and reliability of the work-based identity scale (WBI-28) and to investigate the relationship between work identity, work engagement and meaningful work. Based on reported research findings, work identity has shown benefits to both the individual and the organisation, so has work engagement and meaningful work. Although all three variables achieve a similar... , M.Com.
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- Authors: Brazzoli, Mario
- Date: 2018
- Subjects: Occupations - South Africa , Work , Identity (Psychology)|zSouth Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271971 , uj:28936
- Description: Abstract: Orientation: The emphasis of this study is on understanding the work identity construct and the constructs relationship with work engagement and meaningful work. Work identity is a multi-identity, multi-faceted and multi-layered construct of the self which contributes to our understanding “who am I at work” and how individual behaviors are influenced in the workplace. Research purpose: This study seeks to assess the validity and reliability of the work-based identity scale (WBI-28) and to investigate the relationship between work identity, work engagement and meaningful work. Based on reported research findings, work identity has shown benefits to both the individual and the organisation, so has work engagement and meaningful work. Although all three variables achieve a similar... , M.Com.
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The relationship between sex roles and preferred leadership
- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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- Authors: Watters, Carrie-Lyn
- Date: 2017
- Subjects: Leadership , Sex role in the work environment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246455 , uj:25553
- Description: M.Com. (Industrial Psychology) , Abstract: Leadership contributes to the success or failure of any organisation. Good leaders are often said to be masculine in their leadership style and approach, which resulted in the assertion that sex roles (i.e. masculine, feminine, and androgynous) are an influencing factor in leader preference. The present study’s main aim was to investigate the relationship between sex roles and preferred leaders by testing whether an individual’s self-rated sex role has a relationship with his/her preferred leader’s sex role. The study also aimed to confirm previous research stating that femininity is related to a transformational leadership style, and that masculinity is related to a transactional leadership style. Finally, the study aimed to test whether sex was a moderator of the relationship between masculinity, femininity, or androgyny with a transformational or a transactional leadership style. A convenience, non-probability sampling technique was used, resulting in a sample of 243 respondents from car dealerships within and around Gauteng and Cape Town. The Bem Sex-Role Inventory and the Multifactor Leadership Questionnaire (MLQ-5X) were utilised in this study. Correlational analysis was used to determine whether an individual’s self-rated sex role was related to that of his/her preferred leader, as well as to determine whether femininity, masculinity, or androgyny is related to a transformational or a transactional leadership style. Regression analysis was used to identify whether an individual’s self-rated sex role can predict that of his/her preferred leader, as well as to identify whether a preferred leader sex role can predict a preference for a transformational or a transactional leadership style. Finally, regression analysis was used to determine whether sex had a moderating effect on the relationship between preferred leader sex role and leadership style. Contrary to the stereotype of car dealerships being a male-dominated environment, the findings indicate that, on average, respondents, through self-rating, identified with the feminine sex role, regardless of their sex (i.e. being born a man or a woman). The findings indicate that an individual’s self-...
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The relationship between sex roles and psychological availability
- Authors: Mageza, Masase Eve
- Date: 2016
- Subjects: Psychology, Industrial , Masculinity , Femininity , Gender identity - Psychological aspects , Sex role - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124540 , uj:20929
- Description: Abstract: Every culture emphasises roles and behaviours that are linked to expectations about men and women respectively and that cultures are influenced by socioeconomic factors such as status and/or education. Sex roles focus on the ways of socialisation that culminate in individuals displaying more masculine, feminine, and/or androgynous roles, while psychological availability can contribute to how well people engage at work. Individuals remain in their work roles because they engage in the designated work post. These employees become cognitively observant, physically involved in individual or team tasks, and empathetically connected to others during the performance of their tasks. The objectives of this study are to identify whether the masculine and feminine sex roles that men and women display have an impact on the level of psychological availability they display at work. Furthermore, this study will aim to determine how gender (man and woman) influences the relationship between sex roles and psychological availability. For the purpose of this study, a quantitative cross-sectional approach was selected. The convenience sample of 753 employees (n = 753) were from South African organisations in Gauteng. Participants completed The Biographical questionnaire, The Bem Sex Inventory and Psychological Availability questionnaire. The findings of this study revealed that masculine and feminine sex roles predict psychological availability. In addition, gender moderated the relationship between the feminine sex role and psychological availability. The relationship between femininity and psychological availability was stronger for women compared to men. However, gender did not impact the masculine sex role and psychological availability. Key Words: Masculinity, femininity, androgynous, gender, psychological availability. , M.Com. (Industrial Psychology)
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- Authors: Mageza, Masase Eve
- Date: 2016
- Subjects: Psychology, Industrial , Masculinity , Femininity , Gender identity - Psychological aspects , Sex role - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124540 , uj:20929
- Description: Abstract: Every culture emphasises roles and behaviours that are linked to expectations about men and women respectively and that cultures are influenced by socioeconomic factors such as status and/or education. Sex roles focus on the ways of socialisation that culminate in individuals displaying more masculine, feminine, and/or androgynous roles, while psychological availability can contribute to how well people engage at work. Individuals remain in their work roles because they engage in the designated work post. These employees become cognitively observant, physically involved in individual or team tasks, and empathetically connected to others during the performance of their tasks. The objectives of this study are to identify whether the masculine and feminine sex roles that men and women display have an impact on the level of psychological availability they display at work. Furthermore, this study will aim to determine how gender (man and woman) influences the relationship between sex roles and psychological availability. For the purpose of this study, a quantitative cross-sectional approach was selected. The convenience sample of 753 employees (n = 753) were from South African organisations in Gauteng. Participants completed The Biographical questionnaire, The Bem Sex Inventory and Psychological Availability questionnaire. The findings of this study revealed that masculine and feminine sex roles predict psychological availability. In addition, gender moderated the relationship between the feminine sex role and psychological availability. The relationship between femininity and psychological availability was stronger for women compared to men. However, gender did not impact the masculine sex role and psychological availability. Key Words: Masculinity, femininity, androgynous, gender, psychological availability. , M.Com. (Industrial Psychology)
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The relationship between workplace conflict and psychological strain : the moderating role of social relational personality traits
- Authors: Vilakazi, Sesiyabonga
- Date: 2018
- Subjects: Job stress , Conflict management , Interpersonal relations , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402879 , uj:33735
- Description: Abstract : Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Vilakazi, Sesiyabonga
- Date: 2018
- Subjects: Job stress , Conflict management , Interpersonal relations , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402879 , uj:33735
- Description: Abstract : Please refer to full text to view abstract. , M.Com. (Industrial Psychology)
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Work engagement, psychological meaningfulness and psychological safety : a leadership perspective
- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
- Full Text:
- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
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