Flow and quality of work life in a diverse workforce.
- Anderson, D.R., Crous, F., Schepers, J.M.
- Authors: Anderson, D.R. , Crous, F. , Schepers, J.M.
- Date: 1996
- Subjects: Quality of work life , Flow of work life , Diverse workforce , Work life factors
- Type: Article
- Identifier: uj:6326 , http://hdl.handle.net/10210/1072
- Description: The principal aim of the study was to determine the relationship between flow (optional experience) and quality of work life in a diverse workforce. The sample comprised 307 managers, middle-managers and junior officials from a private company. The sample was drawn from all organisational functions and cultural groups within the organisation. questionnaire was developed to measure flow experience. The flow factors correlated statistically significantly with the quality of work life factors. The implications of these findings are discussed.
- Full Text:
- Authors: Anderson, D.R. , Crous, F. , Schepers, J.M.
- Date: 1996
- Subjects: Quality of work life , Flow of work life , Diverse workforce , Work life factors
- Type: Article
- Identifier: uj:6326 , http://hdl.handle.net/10210/1072
- Description: The principal aim of the study was to determine the relationship between flow (optional experience) and quality of work life in a diverse workforce. The sample comprised 307 managers, middle-managers and junior officials from a private company. The sample was drawn from all organisational functions and cultural groups within the organisation. questionnaire was developed to measure flow experience. The flow factors correlated statistically significantly with the quality of work life factors. The implications of these findings are discussed.
- Full Text:
'n Empiriese ondersoek na die impak van deelname aan gehaltekringe op die ervaarde gehalte van werklewe
- Authors: Badenhorst, Lieselotte
- Date: 2014-11-25
- Subjects: Quality circles , Quality of work life
- Type: Thesis
- Identifier: uj:13131 , http://hdl.handle.net/10210/13104
- Description: M.Com. , Please refer to full text to view abstract
- Full Text:
- Authors: Badenhorst, Lieselotte
- Date: 2014-11-25
- Subjects: Quality circles , Quality of work life
- Type: Thesis
- Identifier: uj:13131 , http://hdl.handle.net/10210/13104
- Description: M.Com. , Please refer to full text to view abstract
- Full Text:
The moderating role of personality in the job strain process : a latent interaction approach
- Authors: Becker, Jürgen Reiner
- Date: 2012-10-30
- Subjects: Quality of work life , Job stress , Job satisfaction , Personality and occupation
- Type: Thesis
- Identifier: uj:10474 , http://hdl.handle.net/10210/7946
- Description: Ph.D. , Most people‘s future aspiration and dreams are closely linked to the work activities that they engage in on a daily basis. Work is a central theme in human evolution and plays a key role in the social and economic spheres of human existence (Blustein, 2006; Donkin, 2001; Fouad & Bynner, 2008). However, the vocational landscape has undergone prolific changes in recent times and the way in which work is organised and performed has changed dramatically from preceding eras (Chipunza & Berry, 2010). These changes have contributed to the production of highly stressful and pressured working conditions that adversely impact employees‘ overall wellness (Blouin, Chopra, & Van der Hoeven, 2009; Marmot, Siegrist, & Theorell, 2006). Organisational responses to employee stress have historically been embedded in the pathogenic paradigm, which aims to minimise the direct financial cost of distressed and vulnerable employees through providing some form of prevention-based employee therapy (Wright, 2003). However, as organisations become increasingly dependent on employees who are willing to conduct multiple in-role and extra-role work activities they are shifting their focus towards the total wellbeing of their workers. Clearly, key organisational goals will not be achieved with a workforce that is simply healthy in the traditional sense of the word, implying that employees are symptom-free and do not suffer from physical illness (Ulrich, 1997). Instead, organisational goals will most likely only be achieved through the promotion of workforce wellness, which refers to not only counteracting the adverse impact of highly demanding work environments on employee health but also promoting engagement and flourishing at work. Research on occupational wellness has a rich tradition of describing and measuring the ways in which job characteristics external to the person (e.g. job design, technology, and organisational structure) impact on employees‘ well-being (Briner, Harris, & Daniels, 2004; Mark & Smith, 2010). Although occupational wellness has largely been associated with organisational and environmental factors recent research suggests that perceptions of work wellness are equally influenced by employees‘ individual cognitive-affective tendencies (Bakker & Demerouti, 2007; Bakker & Derks, 2009). Work wellness can therefore be viewed as a function of the dynamic interaction between job characteristics and personal attributes, with personality potentially moderating the relationship between stressor and strain outcomes (Swider & Zimmerman, 2010; Van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010).
- Full Text:
- Authors: Becker, Jürgen Reiner
- Date: 2012-10-30
- Subjects: Quality of work life , Job stress , Job satisfaction , Personality and occupation
- Type: Thesis
- Identifier: uj:10474 , http://hdl.handle.net/10210/7946
- Description: Ph.D. , Most people‘s future aspiration and dreams are closely linked to the work activities that they engage in on a daily basis. Work is a central theme in human evolution and plays a key role in the social and economic spheres of human existence (Blustein, 2006; Donkin, 2001; Fouad & Bynner, 2008). However, the vocational landscape has undergone prolific changes in recent times and the way in which work is organised and performed has changed dramatically from preceding eras (Chipunza & Berry, 2010). These changes have contributed to the production of highly stressful and pressured working conditions that adversely impact employees‘ overall wellness (Blouin, Chopra, & Van der Hoeven, 2009; Marmot, Siegrist, & Theorell, 2006). Organisational responses to employee stress have historically been embedded in the pathogenic paradigm, which aims to minimise the direct financial cost of distressed and vulnerable employees through providing some form of prevention-based employee therapy (Wright, 2003). However, as organisations become increasingly dependent on employees who are willing to conduct multiple in-role and extra-role work activities they are shifting their focus towards the total wellbeing of their workers. Clearly, key organisational goals will not be achieved with a workforce that is simply healthy in the traditional sense of the word, implying that employees are symptom-free and do not suffer from physical illness (Ulrich, 1997). Instead, organisational goals will most likely only be achieved through the promotion of workforce wellness, which refers to not only counteracting the adverse impact of highly demanding work environments on employee health but also promoting engagement and flourishing at work. Research on occupational wellness has a rich tradition of describing and measuring the ways in which job characteristics external to the person (e.g. job design, technology, and organisational structure) impact on employees‘ well-being (Briner, Harris, & Daniels, 2004; Mark & Smith, 2010). Although occupational wellness has largely been associated with organisational and environmental factors recent research suggests that perceptions of work wellness are equally influenced by employees‘ individual cognitive-affective tendencies (Bakker & Demerouti, 2007; Bakker & Derks, 2009). Work wellness can therefore be viewed as a function of the dynamic interaction between job characteristics and personal attributes, with personality potentially moderating the relationship between stressor and strain outcomes (Swider & Zimmerman, 2010; Van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010).
- Full Text:
Job resources as moderators of the relationship between job demands and well-being
- Authors: Claassens, Hilana
- Date: 2018
- Subjects: Employees - Mental health , Well-being , Quality of work life , Anxiety , Depression, Mental , Locus of control , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282937 , uj:30498
- Description: Abstract: Depression and anxiety are considered two of the most common mental health issues in the workplace. Mental ill health is felt widely by the employee, employer and the economy and therefore the promotion of mental health is crucial. Two personality factors, namely sense of coherence and locus of control seem to improve mental health. The theoretical framework of this study was based on the Job-Demands Resources Model, however, instead of job demands and resources, personal demands and resources, were added and operationalised. Depresssion and anxiety were operationalised as personal demands, and sense of coherence and locus of control as personal resources. The aim of this study was to determine significant relationships among the study variables (depression, anxiety, locus of control, sense of coherence, work engagement and burnout). The second aim was to establish whether locus of control and sense of coherence (personal resources) played a moderating role in the relationship between anxiety and depression (personal demands) on the one hand, and work engagement and burnout (organisational health outcomes) on the other. A quantitative cross-sectional research design was utilised and data was obtained from accessible adults in various workplaces and industries across South Africa (N=346). The findings showed that there are significant main effects for locus of control on work engagement and burnout, and sense of coherence on work engagement and burnout. Direct effects were also found for anxiety and depression, who both had significant direct effects on work engagement and burnout. The results however indicated that neither locus of control, nor sense of coherence acted as a moderator between depression and work engagement, depression and burnout, anxiety and work engagement, or between anxiety and burnout. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Claassens, Hilana
- Date: 2018
- Subjects: Employees - Mental health , Well-being , Quality of work life , Anxiety , Depression, Mental , Locus of control , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282937 , uj:30498
- Description: Abstract: Depression and anxiety are considered two of the most common mental health issues in the workplace. Mental ill health is felt widely by the employee, employer and the economy and therefore the promotion of mental health is crucial. Two personality factors, namely sense of coherence and locus of control seem to improve mental health. The theoretical framework of this study was based on the Job-Demands Resources Model, however, instead of job demands and resources, personal demands and resources, were added and operationalised. Depresssion and anxiety were operationalised as personal demands, and sense of coherence and locus of control as personal resources. The aim of this study was to determine significant relationships among the study variables (depression, anxiety, locus of control, sense of coherence, work engagement and burnout). The second aim was to establish whether locus of control and sense of coherence (personal resources) played a moderating role in the relationship between anxiety and depression (personal demands) on the one hand, and work engagement and burnout (organisational health outcomes) on the other. A quantitative cross-sectional research design was utilised and data was obtained from accessible adults in various workplaces and industries across South Africa (N=346). The findings showed that there are significant main effects for locus of control on work engagement and burnout, and sense of coherence on work engagement and burnout. Direct effects were also found for anxiety and depression, who both had significant direct effects on work engagement and burnout. The results however indicated that neither locus of control, nor sense of coherence acted as a moderator between depression and work engagement, depression and burnout, anxiety and work engagement, or between anxiety and burnout. , M.Com. (Industrial Psychology)
- Full Text:
Organisasie-doeltreffendheid en gehalte van werklewe
- Authors: Coetsee, L. D.
- Date: 2009-03-31T09:02:39Z
- Subjects: Organizational effectiveness , Quality of work life , Productivity and effectiveness
- Type: Inaugural
- Identifier: uj:14995 , http://hdl.handle.net/10210/2329
- Description: Inaugural lecture--Department of Industrial Psychology, Rand Afrikaans University, 21 September 1982 , It is of the utmost importance in South Africa today to create organizations which are effective and which simultaneously provide circumstances for employees in order to experience a high quality of work life. Organizational effectiveness comprises more than mere productivity. Productivity primarily refers to an organization's outputs whilst effectiveness encompasses the output/input ratio, that is outputs weighed against availability of resources, wasting of resources -including the manpower resource as well as stress placed upon employees. It is increasingly being required from personnel practitioners, trainers, labour relations experts, and consultants from the personnel consulting business to give clear evidence of their contributions to organizational effectiveness. The danger always exists that organizational effectiveness could be overemphasized at the cost of important, more humanistic considerations. Although we have sufficient proof today that job satisfaction does not lead to improved job performance, we do know that job satisfaction is related to mental health and even sosio-political attitudes of workers. Evidence exists that quality of work life, which is primarily determined by an employee's job satisfaction, is a more valid indicator of longevity than even a comprehensive medical diagnosis. Indications also exist that employees' negative attitudes and insufficient managerial interest in their quality of work life are precursors of declining future economic performance of organizations. The result of this is that a strong movement exists, especially noticeable in the USA, which is advocating that organizations should be forced by legislation to publish information on the quality of work life which their employees enjoy. The creation of functionally effective organizations in South Africa, which provide for the needs of society and simultaneously guarantee an acceptable quality of work life to employees, are challenges which are going to require much effort from behavioral scientists and especially industrial psychologists, in the near future. To achieve this in a rapidly changing South African environment, the development of approaches and techniques to diagnose and improve organizational effectiveness and quality of work life, is a prerequisite. The flourishing personnel consultancy business in South Africa should be carefully scrutinised. Although there are many of these consultancies providing professional services above reproach, there is a number which market especially management and organizational development packages, which do not fit South African organizations and conditions and which are implemented by insufficiently trained consultants. These consultants are very seldom in a position to give proof of the effectiveness of their consulting efforts, as very little research work is undertaken by them to evaluate the effectiveness of their programmes and techniques.The fact that the personnel consultancy business is so active in this country indicates the serious need for professional knowledge on manpower and labour problems such as organizational effectiveness and quality of work life. To provide in these and other needs, the training of industrial psychologists at universities should be directed much more at basic skills-training, for example human relations and conflict management skills. This, together with in-depth attention to specified topics and practical training in organizations, will provide manpower and labour experts capable of adapting to the specific demands of a great variety of South African organizations. Multi-disciplinary research in which the knowledge and skills of industrial psychologists, economists, business economists, industrial engineers, anthropologists and political scientists are pooled, will provide a scientific justifiable basis to address the labour-and manpower problems in South Africa.
- Full Text:
- Authors: Coetsee, L. D.
- Date: 2009-03-31T09:02:39Z
- Subjects: Organizational effectiveness , Quality of work life , Productivity and effectiveness
- Type: Inaugural
- Identifier: uj:14995 , http://hdl.handle.net/10210/2329
- Description: Inaugural lecture--Department of Industrial Psychology, Rand Afrikaans University, 21 September 1982 , It is of the utmost importance in South Africa today to create organizations which are effective and which simultaneously provide circumstances for employees in order to experience a high quality of work life. Organizational effectiveness comprises more than mere productivity. Productivity primarily refers to an organization's outputs whilst effectiveness encompasses the output/input ratio, that is outputs weighed against availability of resources, wasting of resources -including the manpower resource as well as stress placed upon employees. It is increasingly being required from personnel practitioners, trainers, labour relations experts, and consultants from the personnel consulting business to give clear evidence of their contributions to organizational effectiveness. The danger always exists that organizational effectiveness could be overemphasized at the cost of important, more humanistic considerations. Although we have sufficient proof today that job satisfaction does not lead to improved job performance, we do know that job satisfaction is related to mental health and even sosio-political attitudes of workers. Evidence exists that quality of work life, which is primarily determined by an employee's job satisfaction, is a more valid indicator of longevity than even a comprehensive medical diagnosis. Indications also exist that employees' negative attitudes and insufficient managerial interest in their quality of work life are precursors of declining future economic performance of organizations. The result of this is that a strong movement exists, especially noticeable in the USA, which is advocating that organizations should be forced by legislation to publish information on the quality of work life which their employees enjoy. The creation of functionally effective organizations in South Africa, which provide for the needs of society and simultaneously guarantee an acceptable quality of work life to employees, are challenges which are going to require much effort from behavioral scientists and especially industrial psychologists, in the near future. To achieve this in a rapidly changing South African environment, the development of approaches and techniques to diagnose and improve organizational effectiveness and quality of work life, is a prerequisite. The flourishing personnel consultancy business in South Africa should be carefully scrutinised. Although there are many of these consultancies providing professional services above reproach, there is a number which market especially management and organizational development packages, which do not fit South African organizations and conditions and which are implemented by insufficiently trained consultants. These consultants are very seldom in a position to give proof of the effectiveness of their consulting efforts, as very little research work is undertaken by them to evaluate the effectiveness of their programmes and techniques.The fact that the personnel consultancy business is so active in this country indicates the serious need for professional knowledge on manpower and labour problems such as organizational effectiveness and quality of work life. To provide in these and other needs, the training of industrial psychologists at universities should be directed much more at basic skills-training, for example human relations and conflict management skills. This, together with in-depth attention to specified topics and practical training in organizations, will provide manpower and labour experts capable of adapting to the specific demands of a great variety of South African organizations. Multi-disciplinary research in which the knowledge and skills of industrial psychologists, economists, business economists, industrial engineers, anthropologists and political scientists are pooled, will provide a scientific justifiable basis to address the labour-and manpower problems in South Africa.
- Full Text:
Kwaliteit in die werkplek
- Griessel, Johannes Lodewikus
- Authors: Griessel, Johannes Lodewikus
- Date: 2015-03-18
- Subjects: Quality of work life , Labor productivity , Employee motivation , Industrial sociology
- Type: Thesis
- Identifier: uj:13463 , http://hdl.handle.net/10210/13499
- Description: M.Com. (Business Management) , The question of quality in the workplace is considered within a framework where structural and process variables, leadership, personal filters and behavioural patterns are addressed. Viewpoints regarding quality of work by Rosow, Piskurich, Bennet, Fulmer, Callahan and Drucker, amongst others, were examined. Problems associated with the feasibility of measuring quality is briefly analysed in the light of viewpoints of writers such as Tuttle and Romanowski...
- Full Text:
- Authors: Griessel, Johannes Lodewikus
- Date: 2015-03-18
- Subjects: Quality of work life , Labor productivity , Employee motivation , Industrial sociology
- Type: Thesis
- Identifier: uj:13463 , http://hdl.handle.net/10210/13499
- Description: M.Com. (Business Management) , The question of quality in the workplace is considered within a framework where structural and process variables, leadership, personal filters and behavioural patterns are addressed. Viewpoints regarding quality of work by Rosow, Piskurich, Bennet, Fulmer, Callahan and Drucker, amongst others, were examined. Problems associated with the feasibility of measuring quality is briefly analysed in the light of viewpoints of writers such as Tuttle and Romanowski...
- Full Text:
Spiritual fulfilment in the corporate world : a phenomenological study
- Authors: Kotzee, Elmarie
- Date: 2012-09-11
- Subjects: Spirituality , Quality of work life , Work -- Psychological aspects
- Type: Thesis
- Identifier: uj:10049 , http://hdl.handle.net/10210/7438
- Description: M.Phil. , People are living in a stressful world, which is characterised by materialism, narrow self-centeredness, lack of meaning and dearth commitment (1.1). This results in people loosing touch of their spiritual core. They are searching for meaning and purpose in their lives, both at home and at work. Furthermore, companies seem not to take into account that people are more than just mind and body, with unique and special gifts. Companies treat people as numbers and not as people (1.2). The purpose of this study was to create an understanding of the concept spirituality and secondly to understand how employees experience spiritual fulfilment in the workplace and if the employer addresses their spiritual needs (as per 1.3). The study consequently aimed to describe the key elements of the concept spirituality in the workplace (as per Chapter 2), in an attempt to identify and disclose the current experience of spiritual fulfilment in the workplace (described in Chapter 3) — which might aid us in increasing employee productivity. The research has been done from a Personal and Professional Leadership perspective (1.6). This perspective is based on the assumption that human beings have an ongoing commitment and accompaniment to growth and dev'elopment, through self-knowledge and self-awareness, finding a purpose, realising one's full potential and co-operation with and adding value to other people's lives. In endeavoring to address the study's problem, the researcher subsequently decided to make use of a hermeneutic phenomenological research strategy, and to conduct an extensive literature review, word and concept analysis as well as focus group and individual interviews in order to meet the research objectives. The result of the literature study has consequently been described in Chapter 2 in an attempt to: meet the research objective (1.4) of what can be seen as the spiritual needs of workers, as well as to establish the link between the productivity of the workers and their spiritual fulfilment.
- Full Text:
- Authors: Kotzee, Elmarie
- Date: 2012-09-11
- Subjects: Spirituality , Quality of work life , Work -- Psychological aspects
- Type: Thesis
- Identifier: uj:10049 , http://hdl.handle.net/10210/7438
- Description: M.Phil. , People are living in a stressful world, which is characterised by materialism, narrow self-centeredness, lack of meaning and dearth commitment (1.1). This results in people loosing touch of their spiritual core. They are searching for meaning and purpose in their lives, both at home and at work. Furthermore, companies seem not to take into account that people are more than just mind and body, with unique and special gifts. Companies treat people as numbers and not as people (1.2). The purpose of this study was to create an understanding of the concept spirituality and secondly to understand how employees experience spiritual fulfilment in the workplace and if the employer addresses their spiritual needs (as per 1.3). The study consequently aimed to describe the key elements of the concept spirituality in the workplace (as per Chapter 2), in an attempt to identify and disclose the current experience of spiritual fulfilment in the workplace (described in Chapter 3) — which might aid us in increasing employee productivity. The research has been done from a Personal and Professional Leadership perspective (1.6). This perspective is based on the assumption that human beings have an ongoing commitment and accompaniment to growth and dev'elopment, through self-knowledge and self-awareness, finding a purpose, realising one's full potential and co-operation with and adding value to other people's lives. In endeavoring to address the study's problem, the researcher subsequently decided to make use of a hermeneutic phenomenological research strategy, and to conduct an extensive literature review, word and concept analysis as well as focus group and individual interviews in order to meet the research objectives. The result of the literature study has consequently been described in Chapter 2 in an attempt to: meet the research objective (1.4) of what can be seen as the spiritual needs of workers, as well as to establish the link between the productivity of the workers and their spiritual fulfilment.
- Full Text:
Quality of work life : a Generation Y perspective
- Mazibuko, Thembalethu Pretty
- Authors: Mazibuko, Thembalethu Pretty
- Date: 2014-10-20
- Subjects: Quality of work life , Generation Y - Employment , Young adults
- Type: Thesis
- Identifier: uj:12628 , http://hdl.handle.net/10210/12448
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to explore and gain perspective on the quality of work life of Generation Y employees through investigating their experiences within the workplace, specifically focusing on the enhancing and inhibiting factors. Enhancing factors are those that are made readily available by the organisation so as to ensure a productive and satisfied Generation Y cohort. Hindering factors are those that, when absent, may impede productivity and the generation’s need to reach their full potential. Consistent with the objectives of the study the data-gathering technique used was a semi-structured interview; the interviews were conducted with seven participants who were considered to have come from a knowledge environment. Thematic analysis was utilised to create abstract themes from the participants’ narratives on their experiences in the workplace, and the data was interpreted through an interpretive stance. The study results indicated 12 main themes that are indicative of the factors that the participants perceive as enhancing and inhibiting within the organisation. In addition, this study aims to be of value to human resource practitioners, managers and the organisation as a whole, and to implement suitable policies and management styles that will help retain, motivate and accommodate this generation.
- Full Text:
- Authors: Mazibuko, Thembalethu Pretty
- Date: 2014-10-20
- Subjects: Quality of work life , Generation Y - Employment , Young adults
- Type: Thesis
- Identifier: uj:12628 , http://hdl.handle.net/10210/12448
- Description: M.Com. (Industrial Psychology) , The main objective of this study was to explore and gain perspective on the quality of work life of Generation Y employees through investigating their experiences within the workplace, specifically focusing on the enhancing and inhibiting factors. Enhancing factors are those that are made readily available by the organisation so as to ensure a productive and satisfied Generation Y cohort. Hindering factors are those that, when absent, may impede productivity and the generation’s need to reach their full potential. Consistent with the objectives of the study the data-gathering technique used was a semi-structured interview; the interviews were conducted with seven participants who were considered to have come from a knowledge environment. Thematic analysis was utilised to create abstract themes from the participants’ narratives on their experiences in the workplace, and the data was interpreted through an interpretive stance. The study results indicated 12 main themes that are indicative of the factors that the participants perceive as enhancing and inhibiting within the organisation. In addition, this study aims to be of value to human resource practitioners, managers and the organisation as a whole, and to implement suitable policies and management styles that will help retain, motivate and accommodate this generation.
- Full Text:
Antecedents to job crafting and self-undermining behaviour : implications for person‒job fit and job performance
- Authors: Peral, Sergio Luis
- Date: 2019
- Subjects: Quality of work life , Labor discipline , Performance standards , Employees - Rating of
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/403065 , uj:33758
- Description: Abstract : The manner in which employees approach their work and carry out their particular job tasks can have serious implications for both their wellbeing and performance at work, and, in turn, affect the overall functioning of the organisations for which they work. Moreover, the types of behaviours that employees engage in may be a function of who they are as individuals, that is, their unique personality traits. In the current study, an investigation was undertaken to explore two specific employee behaviours that have shown to differentially affect important work outcomes such as job performance, namely job crafting and self-undermining behaviour. Job crafting is a self-initiated type of employee behaviour that involves employees proactively shaping their job, whereby they may change both the physical and cognitive boundaries of the job. Self-undermining, on the other hand, is a type of maladaptive employee behaviour (e.g., purposefully working slow, creating conflict with colleagues) that creates obstacles for the individuals at work and which subsequently hinders their job performance. To date, there has been limited research that has investigated the individual antecedents and outcomes of these two particular employee behaviours, especially in the South African working context. Furthermore, the instruments (i.e. scales) used to measure these behaviours have predominantly been applied in European (e.g., Netherlands) and Western (e.g., USA) parts of the world, leaving important questions unanswered regarding the psychometric soundness of these instruments in the South African work context. Accordingly, the overarching aim of the current research was to explore individual personality as an antecedent to job crafting and self-undermining behaviour, and the subsequent effects on important workplace outcomes, such as job performance, person‒job fit and basic needs satisfaction. , D.Phil. (Industrial Psychology)
- Full Text:
- Authors: Peral, Sergio Luis
- Date: 2019
- Subjects: Quality of work life , Labor discipline , Performance standards , Employees - Rating of
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/403065 , uj:33758
- Description: Abstract : The manner in which employees approach their work and carry out their particular job tasks can have serious implications for both their wellbeing and performance at work, and, in turn, affect the overall functioning of the organisations for which they work. Moreover, the types of behaviours that employees engage in may be a function of who they are as individuals, that is, their unique personality traits. In the current study, an investigation was undertaken to explore two specific employee behaviours that have shown to differentially affect important work outcomes such as job performance, namely job crafting and self-undermining behaviour. Job crafting is a self-initiated type of employee behaviour that involves employees proactively shaping their job, whereby they may change both the physical and cognitive boundaries of the job. Self-undermining, on the other hand, is a type of maladaptive employee behaviour (e.g., purposefully working slow, creating conflict with colleagues) that creates obstacles for the individuals at work and which subsequently hinders their job performance. To date, there has been limited research that has investigated the individual antecedents and outcomes of these two particular employee behaviours, especially in the South African working context. Furthermore, the instruments (i.e. scales) used to measure these behaviours have predominantly been applied in European (e.g., Netherlands) and Western (e.g., USA) parts of the world, leaving important questions unanswered regarding the psychometric soundness of these instruments in the South African work context. Accordingly, the overarching aim of the current research was to explore individual personality as an antecedent to job crafting and self-undermining behaviour, and the subsequent effects on important workplace outcomes, such as job performance, person‒job fit and basic needs satisfaction. , D.Phil. (Industrial Psychology)
- Full Text:
Generation-Y knowledge workers’ experience of work demands
- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
- Full Text:
Exploring the levels of job satisfaction among recent graduate educational psychologists in Gauteng
- Authors: Vellacott, Catherine
- Date: 2017
- Subjects: Educational psychologists - Training of - South Africa , Psychology, Applied , Quality of work life
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/286465 , uj:30997
- Description: M.Ed. (Education) , Abstract: The educational psychology profession in South Africa is experiencing challenges regarding the efficacy of its Scope of Practice and its less than harmonious relationship with medical aid schemes. In the South African context, the Board of Psychology, which falls under the Health Professions Council of South Africa, might have used a more robust approach in supporting EPs and in the delineation of their Scope of Practice. Furthermore, the recognition of the value of Educational Psychologists (EPs) inside and outside the profession is under scrutiny at present, creating further pressure to revisit the professional identity of EPs. In light of this situation, this research report aimed to explore the levels of job satisfaction of recently graduated EPs in Gauteng, South Africa. A sequential, exploratory mixed-methods design was followed for the study. The choice of this design is that it allowed for the development of an appropriate and comprehensive survey on factors relating to job satisfaction. The qualitative phase of this study constituted an exploration of the participants’ pertaining to the relevance and expression of the questions contained in the job satisfaction survey. This was achieved by purposeful sampling: three semi-structured interviews of which two were conducted face-to-face and one via e-mail. The qualitative analysis involved a deductive approach using transcriptions of interviews and identifying the feedback pertaining to the respondents’ assessment of the survey questions. The quantitative phase involved the major portion of the data-collection method. Data comprised of a job satisfaction survey, administered via the online SurveyMonkey software tool. Consequently, the data was gathered and generated via the same software tool. In total, fifteen respondents with five or less years work experience completed the survey. Limitations to this study include the select number of EPs interviewed; the limited demographic profile of respondents and participants, namely only urban females; and the defined geographic location, as the study was only conducted in Gauteng. The data collection procedure, namely the e-mailed survey, was another limitation of the study. E-mail surveys tend to yield low return rates...
- Full Text:
- Authors: Vellacott, Catherine
- Date: 2017
- Subjects: Educational psychologists - Training of - South Africa , Psychology, Applied , Quality of work life
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/286465 , uj:30997
- Description: M.Ed. (Education) , Abstract: The educational psychology profession in South Africa is experiencing challenges regarding the efficacy of its Scope of Practice and its less than harmonious relationship with medical aid schemes. In the South African context, the Board of Psychology, which falls under the Health Professions Council of South Africa, might have used a more robust approach in supporting EPs and in the delineation of their Scope of Practice. Furthermore, the recognition of the value of Educational Psychologists (EPs) inside and outside the profession is under scrutiny at present, creating further pressure to revisit the professional identity of EPs. In light of this situation, this research report aimed to explore the levels of job satisfaction of recently graduated EPs in Gauteng, South Africa. A sequential, exploratory mixed-methods design was followed for the study. The choice of this design is that it allowed for the development of an appropriate and comprehensive survey on factors relating to job satisfaction. The qualitative phase of this study constituted an exploration of the participants’ pertaining to the relevance and expression of the questions contained in the job satisfaction survey. This was achieved by purposeful sampling: three semi-structured interviews of which two were conducted face-to-face and one via e-mail. The qualitative analysis involved a deductive approach using transcriptions of interviews and identifying the feedback pertaining to the respondents’ assessment of the survey questions. The quantitative phase involved the major portion of the data-collection method. Data comprised of a job satisfaction survey, administered via the online SurveyMonkey software tool. Consequently, the data was gathered and generated via the same software tool. In total, fifteen respondents with five or less years work experience completed the survey. Limitations to this study include the select number of EPs interviewed; the limited demographic profile of respondents and participants, namely only urban females; and the defined geographic location, as the study was only conducted in Gauteng. The data collection procedure, namely the e-mailed survey, was another limitation of the study. E-mail surveys tend to yield low return rates...
- Full Text:
Spiritual fulfilment in a utility company of the City of Johannesburg : a phenomenological study
- Authors: Verrier, Derek Robert
- Date: 2012-09-06
- Subjects: Spirituality , Quality of work life , Work -- Psychological aspects
- Type: Mini-Dissertation
- Identifier: uj:9659 , http://hdl.handle.net/10210/7075
- Description: M.Phil. , This study is not a religious quest attempting to either explore or inculcate any form of religious beliefs, rituals or dogma in the workplace. It is however, about exploring what "designers", who usually represent between 1% and 2% of an entire organisation, need to build premier organisations and institutions, such that all their employees feel they are part of something different, special and better. It is also about nurturing the ethos and qualities that produce true organisational success, true effectiveness in both the short- and long-terms, and which respects the interests of all stakeholders. Furthermore, it is about building an organisational culture which is strong, viable and resilient, because it is firmly based upon timeless, enduring values and principles, and not upon quick-fix cosmetics. Many current organisations are plagued by disgruntled and demotivated employees, who lack a deep commitment towards their company's strategic purposes, goals and ideologies, which make it increasingly difficult for organisations to remain competitive in the rapidly emerging global marketplace. Many employees simply come to work because they have to in order to eat and to live. One of the major basic reasons for this is that the current motivational paradigm and its ensuing beliefs, do not incorporate the "spiritual" dimension of employees, and this "missing link" in the current understanding of many leaders and managers is the key to addressing the problems of low employee motivation and both inadequate organisational success and effectiveness. The dominant paradigm which is held by so many managers is therefore incomplete or partial, in that they fail to see people in a whole sense — that is "body", "heart", "mind", and "spirit" — and by failing to understand the true nature of people, they ignore the deeper needs of the whole person. This study is therefore an exploration of that dimension which can perhaps best be captured by the phrase "spirituality at work" (not "religion at work"), and of how this dimension affects the sense of well-being of individuals and materially influences and improves service delivery and the competitiveness of an organisation. Einstein once said, "The significant problems we face cannot be solved at the same level of thinking we were at when we created them." In other words, our present problems are a product of our past and present paradigms. Therefore, in order to solve the truly significant challenges, problems and opportunities that organisations face, it is essential that they move to a new and deeper level of thinking. It is hoped that this study will assist managers and leaders to make the necessary paradigm shift and to move into an innovative and necessary level of thinking, in order to address the problem of low employee motivation and consequent organisational ineffectiveness (Covey, 1992b).
- Full Text:
- Authors: Verrier, Derek Robert
- Date: 2012-09-06
- Subjects: Spirituality , Quality of work life , Work -- Psychological aspects
- Type: Mini-Dissertation
- Identifier: uj:9659 , http://hdl.handle.net/10210/7075
- Description: M.Phil. , This study is not a religious quest attempting to either explore or inculcate any form of religious beliefs, rituals or dogma in the workplace. It is however, about exploring what "designers", who usually represent between 1% and 2% of an entire organisation, need to build premier organisations and institutions, such that all their employees feel they are part of something different, special and better. It is also about nurturing the ethos and qualities that produce true organisational success, true effectiveness in both the short- and long-terms, and which respects the interests of all stakeholders. Furthermore, it is about building an organisational culture which is strong, viable and resilient, because it is firmly based upon timeless, enduring values and principles, and not upon quick-fix cosmetics. Many current organisations are plagued by disgruntled and demotivated employees, who lack a deep commitment towards their company's strategic purposes, goals and ideologies, which make it increasingly difficult for organisations to remain competitive in the rapidly emerging global marketplace. Many employees simply come to work because they have to in order to eat and to live. One of the major basic reasons for this is that the current motivational paradigm and its ensuing beliefs, do not incorporate the "spiritual" dimension of employees, and this "missing link" in the current understanding of many leaders and managers is the key to addressing the problems of low employee motivation and both inadequate organisational success and effectiveness. The dominant paradigm which is held by so many managers is therefore incomplete or partial, in that they fail to see people in a whole sense — that is "body", "heart", "mind", and "spirit" — and by failing to understand the true nature of people, they ignore the deeper needs of the whole person. This study is therefore an exploration of that dimension which can perhaps best be captured by the phrase "spirituality at work" (not "religion at work"), and of how this dimension affects the sense of well-being of individuals and materially influences and improves service delivery and the competitiveness of an organisation. Einstein once said, "The significant problems we face cannot be solved at the same level of thinking we were at when we created them." In other words, our present problems are a product of our past and present paradigms. Therefore, in order to solve the truly significant challenges, problems and opportunities that organisations face, it is essential that they move to a new and deeper level of thinking. It is hoped that this study will assist managers and leaders to make the necessary paradigm shift and to move into an innovative and necessary level of thinking, in order to address the problem of low employee motivation and consequent organisational ineffectiveness (Covey, 1992b).
- Full Text:
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.
- Full Text:
- 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.
- Full Text:
- «
- ‹
- 1
- ›
- »