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Dissertations / Theses on the topic 'Job employee engagement'

Author: Grafiati

Published: 11 December 2022

Last updated: 31 July 2025

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1

Ganewatta, Ganewatta Kankanamge Hemamali. "Multiple foci of employee engagement." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/209676/1/Ganewatta%20Kankanamge%20Hemamali_Ganewatta_Thesis.pdf.

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The dissertation expands our knowledge of employee engagement through the lens of a multiple foci perspective. The studies extended employee engagement understanding by demonstrating that employees may be simultaneously engaged to different extents with multiple foci in the workplace. The research, underpinned by the target similarity model, provided a framework to identify target similar antecedents and consequences of multiple foci of employee engagement. A mixed-method design with three cross-sectional studies of public sector employees in Sri Lanka demonstrated that job and organisational

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2

Garza, Christine. "Leadership Strategies to Increase Employee Engagement." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6028.

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Sixty-five percent of small business leaders indicated a lack of workforce engagement practices as an administrative strategy to mitigate the adverse effects of employee disengagement. Guided by Weber's organizational theory, the purpose of this multiple case study was to explore strategies some leaders used to increase employee engagement. Five small business leaders in the southwestern United States participated in semistructured interviews. The participants employed successful strategies to increase employee engagement. Data collection included the review of company documents, face-to-face

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Jones, Rebecca. "The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4860.

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Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson's social exchange theory and Bakker and Demerouti's job demands-reso

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Clifford, Melanie Kacho. "Employee Engagement: Antecedents and Consequences." NSUWorks, 2010. http://nsuworks.nova.edu/hsbe_etd/19.

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This dissertation examined the relationship between the antecedents and consequences of employee engagement in a defense acquisition organization. The objective of this study as to determine whether or not the eight satisfaction facets of the Index of Organizational Reactions (IOR) (1976) could be used as antecedents, engagement and consequences constructs in place of the antecedents, engagement and consequences constructs of the Saks (2006) model of employee engagement. This study used the following three research questions: 1) Are the antecedents of the IOR (kind of work, amount of work, phy

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Zobal, Cheryl. "Employee Engagement: The Impact of Spiritual, Mental, Emotional and Physical Elements on the Relationship Between Employee Engagement and Behavioral Outcomes." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799489/.

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Data were collected by an external company for a healthcare service firm interested in learning the job-related attitudes of their employees. Thus, archival data from 1,287 employees were collected for a different purpose. The survey consisted of 117 questions covering a broad range of constructs. Consequently, the items were used to derive effective measures of employee engagement and behavioral outcomes, as well as the emotional, mental, spiritual and physical dimensions. Exploratory and confirmatory factor analysis procedures were used to create scales reflecting these four factors. Interes

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6

De, La Rosa Gabriel M. "Job Demands, Control, and Support: Looking at Engagement." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1206042156.

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Beijer, Sofia, and Jeanette Gruen. "Employee Engagement During An Organisational Change." Thesis, Stockholms universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-135262.

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The changing nature of organisation life becomes more and more intense as organisations are constantly striving to adjust to serve the needs of an ever-changing environment. At the same time, the importance of keeping employees engaged is essential to organisations. The aim of this thesis was to contribute with a deeper understanding of employee engagement during an organisational change process. A deeper insight of how individuals perceive a changing work environment on an emotional level will help managers to go through the process while they are ensuring engagement of their employees. Our f

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Koenig, Nick. "Employee Engagement, Job Attitudes, and Work Behavior: A Meta-Analytic Test of the Incremental Validity of Employee Engagement." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5800.

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Although the commercially-popular construct of employee engagement has gained attention in scholarly work in recent years, several questions about the construct remain unresolved. In the current paper, I addressed several issues with previous engagement research by (a) meta-analyzing the relationship between employee engagement, task performance, contextual performance, absenteeism, and turnover, (b) using these meta-analytic estimates to fit a series of models in which engagement predicts both specific and broadly-defined work behaviors, and (c) estimating the unique predictive validity of e

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Calecas, Kristina J. "Job Satisfaction, Employee Engagement, and Turnover Intention in Federal Employment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6978.

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The U.S. Federal Government had a turnover of more than 3.6 billion employees in 2018. The purpose of this secondary data analysis was to use data drawn from the Federal Employee Viewpoint Survey to determine if there were a statistically significant relationship between job satisfaction, employee engagement, and turnover intention among U.S. Federal Government employees. The population for this study consisted of 598,003 individuals surveyed in 2018. The multiple linear regression results revealed a statistically significant relationship between job satisfaction, employee engagement, and turn

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BESNAULT, Camille, and Han Cordova Maria-Claudia Sun. "Employee Engagement : Sporting goods retail stores in Gävle." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14852.

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Title: Employee Engagement - Sporting goods retail stores in Gävle. Level: Second cycle, Final assignment for Master Degree in Business Administration Author: Maria Claudia Sun Han Cordova and Camille Besnault Supervisor: Maria Fregidou-Malama and Pär Vilhelmson Date: 2013 - May Purpose: This study examines employee engagement. For that matter, we investigate the factors that influence employee engagement in sporting goods retail stores, and the impact of relationships interactions between the team and the manager. Method: This study was conducted through a deductive approach. The data

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11

Lee, JungHoon. "Antecedents and consequences of employee engagement: empirical study of hotel employees and managers." Diss., Kansas State University, 2012. http://hdl.handle.net/2097/13653.

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Doctor of Philosophy<br>Department of Hospitality Management and Dietetics<br>Chihyung Ok<br>Employee engagement has received a great deal of attention in the last decade in the popular business press and among consulting firms and the practitioner community. They claim employee engagement is a new human resource practice that business organizations can use in order to cope with the uncertainty of turbulent industry conditions. However, in the academic community, the concept remains new, and therefore, the concept requires rigorous seminal studies to validate it. Given that practical interest

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Akinfemisoye, Tolulope Motunrayo. "Employee engagement practices and job satisfaction in Britain : theoretical and empirical contributions." Thesis, University of Leeds, 2015. http://etheses.whiterose.ac.uk/12558/.

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Lancaster’s (1966a) consumer theory approach extended and tested in this thesis by including the demand-control model shows that individual forms of employee engagement practices are better predictors of various forms of job satisfaction than collective forms. In the context of employees’ engagement practices, the dominance of the collective forms of these practices in the job satisfaction literature raises the question of whether individual forms are better predictors of job satisfaction than collective forms since job satisfaction is about the individual’s appraisal of the job. The nature of

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Patel, Sheetal. "Race and employee engagement in a diversified South African retail group." Thesis, University of Western Cape, 2014. http://hdl.handle.net/11394/3364.

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Magister Commercii - MCom<br>Background: Many South African companies are faced with the challenge of integrating a racially-diverse workforce into a white-dominated environment. This research sets out to assess the relationship between race and engagement activities within the workplace. Significance/Objective of the Research: This study aims to explore employee engagement and how employees of different races perceive their work environment, and in so doing, enhance the employer's ability to respond. Research Methodology: The analysis made use of confirmatory and exploratory factor analysis

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Pieterse-Landman, Elzette. "The relationship between transformational leadership, employee engagement, job characteristics and intention to quit." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20259.

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Thesis (MComm)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: In the current recessive times, in which the war for talent is rife, organisations and researchers are increasingly taking interest in how not only to retain their talent, but also to optimise their leadership and engagement practices to maximise organisational outcomes through their talent. However, research on the dynamics of the relationships between specific leadership behaviours, employee engagement, work-related factors and employee intention to quit is limited to investigating single constructs, or only the relationship

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AL-Sheyab, Ola Nader. "THE RELATIONSHIP BETWEEN RETENTION, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTRINSIC MOTIVATION AMONG NURSES." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1560.

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This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation

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De, Lacy Jonnie C. "Task engagement at work: Characteristics, antecedents and consequences." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/95623/4/Jonnie_De%2520Lacy_Thesis-1.pdf.

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In this thesis existing theory is extended by combining work engagement and flow research to generate the concept of task engagement, which focuses on episodes of peak performance at work. Using a critical incident methodology in Study 1, task engagement was found to have three key characteristics (i.e., distortion of time; complete absorption in the task; and is a state of high cognitive efficiency). Both situational (i.e., high challenge/high skills, control, and proximal feedback) and psychological antecedents (i.e., safety, availability, meaning and self-efficacy) were also identified. In

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Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.

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The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8

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Warneke, Kirsten Ruth. "Perceptions of internal rewards equity, equity sensitivity, psychological capital and work engagement." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4193.

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Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and

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Boyd, Jesse J. "Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.

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Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 he

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Silva, Patricia Ann. "Midlevel Manager Strategies to Improve Employee Engagement in Small Businesses." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2761.

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The ability to improve employee engagement in small businesses is critical, not only to workers but also to midlevel managers who want to retain productive employees in the workplace. Supervisors who lack efficient managerial practices also risk decreases in productivity, profitability, and sustainability. The conceptual framework for this qualitative, exploratory single-case study was Kahn's theory of personal engagement and disengagement. The population consisted of 2 midlevel managers from a single, small, franchise company in metropolitan Alabama, both of whom used engagement practices, an

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Tauetsile, Joy Oletetswe. "Employee engagement : extension of the job demands resource (JD-R) model with the Ubuntu construct." Thesis, Bournemouth University, 2016. http://eprints.bournemouth.ac.uk/24979/.

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This study contributes to our understanding of the moderation and mediation processes through which job demands, job resources and employee engagement are linked with desired organizational behavioural outcomes [intention to turnover (IT) and affective commitment (AC)]. The study extends the JD-R model with a typical culturally specific African construct, Ubuntu, in order to increase its relevance to the African context. Mediation and moderation analysis were used to test the hypothesised relationships in two cross sectional samples of 175 public sector and 263 private sector employees. Result

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Holston-Okae, Bettye L. "Employee Turnover Intentions in the Hospitality Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3780.

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Employee turnover is detrimental to organizational performance and profitability, leading to loss of diverse financial and intellectual resources and assets. Grounded in the motivation-hygiene theory, the purpose of this correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. The population consisted of low- to mid-level hospitality employees residing in Western Georgia, Central Mississippi, and North Central Texas, over the age of 18, and employed in the

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D'Emiljo, Anle. "Job demands and resources as antecedents of work engagement : a diagnostic survey of nursing practitioners." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96748.

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Thesis (MCom)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: Health care is a key factor in the general health and wellbeing of any society. At the centre of any well-functioning healthcare system is sufficient, engaged and competent nursing staff. Access to proper health care is reliant on sufficient nursing staff levels, but unfortunately the global scarcity of nursing staff is proving to be a big challenge to the quality and service delivery that public and private healthcare organisations are providing. One of the many contributing factors to the shortage of nursing staff is the

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Thomas, Emmarentia Carol. "An evaluation of job crafting as an intervention aimed at improving work engagement." University of the Western Cape, 2018. http://hdl.handle.net/11394/6452.

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Magister Commercii (Industrial Psychology) - MCom (IPS)<br>The construction industry plays a crucial role in the South African economy. In this high-risk industry, a lack of engagement by employees can have serious and costly health and safety consequences. Because construction companies work under conditions of tight deadlines and stringent requirements, executives and managers are often unable to reduce the demands on their employees. Hence, if employees are to increase their own levels of work engagement (and so improve health, promote safety, and guard against burnout), they need to exert

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D'Costa, Aspen. "RESEARCH STUDY MEASURING EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTENTION TO TURNOVER IN UNIVERSITIES ACROSS THE UNITED STATES." OpenSIUC, 2017. https://opensiuc.lib.siu.edu/dissertations/1352.

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The purpose of this study was to discover the relationship between employee engagement with chosen engagement drivers (quality of life, company practices, total rewards, work, people, and opportunities) along with the consequence of intention to turnover and job satisfaction. An experimental survey was carefully designed to examine employee engagement, job satisfaction, and intention to turnover for full-time university employees across the United States. This study sought to identify the definitive relationship between the selected engagement drivers (quality of life, company practices, tot

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Örström, Jonathan, and Aram Said. "Investigating project-based engagement within the project-oriented organisation : A study on the influence of a project structure on the drivers of employee engagement and human issues within project management." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48483.

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Abstract Date: 2020-06-09 Level: Bachelor Thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: Jonathan Örström Aram Said (98/09/13) (97/01/19) Title: Investigating project-based engagement within the project-oriented organisation; a study on the influence of a project structure on the drivers of engagement and human issues within project management. Tutor: David Freund Keywords: Project structure, employee engagement, manager relationship, job demands, job resources, group dynamics. Resear

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Proctor-Matos, Peggy Teresa. "Strategies for Reducing Voluntary Employee Turnover in Public Schools." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7719.

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The oversight of systematic approaches to reducing voluntary employee turnover decreases educational institutions’ budgets and performance. In the United States, public schools spend over $2.22 billion annually in voluntary employee turnover costs. The purpose of this qualitative single case study was to explore strategies public school leaders use to reduce voluntary employee turnover. The population consisted of 3 leaders from 1 public school located in Georgia, with successful experience reducing voluntary employee turnover. The conceptual framework for this study was grounded in Vroom’s ex

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Oumwense, Nosayaba Ernest. "Correlates of Job Satisfaction Among Bank Employees in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6085.

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Job dissatisfaction among bank employees may adversely influence the financial performance of banks due to employee turnover, decreased productivity, poor service quality, decreased customer satisfaction, and negative employee attitudes in the workplace. The purpose of this correlational study was to examine how work on the present job, pay, opportunities for promotion, supervision, and coworker relationships predict job satisfaction among bank employees in Nigeria. The population of the study was 167 bank employees in 3 commercial banks in Nigeria. The 2-factor theory (TFT) served as the theo

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Jojo, Avela. "Occupational stress and intrinsic motivation as determinants of job engagement in the South African Police Service in Greater Kokstad Municipality." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/1995.

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Occupational stress, intrinsic motivation and job engagement are areas of importance for today’s management. The main objective of this study was to explore the combined effect of occupational stress and intrinsic motivation in determining job engagement in the South African Police Service. Moreover, the study investigated the relationship between occupational stress, intrinsic motivation and job engagement. The study also sought to enquire into the effects rank and gender has on the study variables. A quantitative approach was adopted. A structured self – administered questionnaire comprising

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Herman, Carl R. "Development emotional intelligence for increased work engagement, organisational commitment, and satisfaction with work life." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80133.

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Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at i

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Tan, Kim Lim. "Effects of Psychological Capital on the Relationship between Meaningful Work, Job Burnout and Employee Engagement of Social Workers in Singapore." Thesis, Curtin University, 2018. http://hdl.handle.net/20.500.11937/75386.

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Using the Partial Least Square - Structural Equation Modelling, the results of this thesis demonstrated that meaningful work alone was not a silver bullet in alleviating job burnout and enhancing engagement, but instead required a complementary resource of psychological capital to effectively address the issue. This thesis offered new perspectives on how personal and job resources leveraged on one another within the same ecosystem to maximise employee potential and supporting them in managing job demands in workplace.

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Harris, Chantel. "Relationships between psychological capital, work engagement and organisational citizenship behaviour in South African automative dealerships." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008059.

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Psychological capital (PsyCap), work engagement (WE) and organisational citizenship behaviour (OCB) are all positive constructs which research has indicated will have a positive impact on the bottom line. In light of Positive Organisational Behaviour, this has become increasingly important, particularly in the service industry where good service leads to satisfied customers and ultimately repeat purchases. This research took on the form of a cross- sectional design, using a composite questionnaire to measure PsyCap, WE and OCB. This was a self-report electronic questionnaire which was distribu

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Haney, Tracy. "Strategies to Reduce Employee Turnover in a National Grocery Chain." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5343.

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Retaining qualified employees is a problem for many organizations, which costs companies both monetary resources and hours of productivity. A contributing factor to the problem of employee retention is the lack of trained managers who are equipped to foster and increase employee job satisfaction. The purpose of this single case study, using a transformational leadership framework, was to explore managerial strategies to reduce turnover at 1 store in a national grocery store in the Midwestern United States. Methodological triangulation was achieved through the semistructured interviews of 5 man

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Jorgensen, Lené Ilyna. "Work-related well-being among police members in the North West Province / Lené Ilyna Jorgensen." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1139.

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Harsh realities exist in the South African Police Service (SAPS) that require concepts such as burnout and work engagement to be studied in the context of work-related well-being. Although these difficulties relate to police officials experiencing work-related trauma, more stressors seem to manifest on an organisational level, which in turn affects the psychological well-being of police officials. This study seeks to focus on the burnout and engagement of members of the Local Criminal and Record Centre (LCRC) in the SAPS. The members of the LCRC are exposed to severe occupational stressors rel

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Herholdt, Karin. "Determinants of work engagement and organisational citizenship behaviour amongst nurses." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96987.

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Thesis (MCom)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: South Africa has a population of just over 50 million people. However, there are only approximately 260 698 nurses according to the register of the South African Nursing Council. The nursing shortage is not only limited to South Africa, but is a global phenomenon, and this shortage is getting worse every day. Various factors can be blamed for the increasing nursing shortage. Every day nurses face demanding working hours, stressful work environments and a large shortage of resources. Nurses from private hospitals regard themselv

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Ellis, Allison Marie. "Building Resources at Home and at Work: Day-Level Relationships between Job Crafting, Recovery Experiences, and Work Engagement." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2320.

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Work engagement is an increasingly popular construct in organizational and occupational health psychology. However, despite substantial advances in our understanding of work engagement at the between-person level, scholars have argued for increased investigation into what drives engagement on a daily level for individual employees. In the current study, a within-person, day-level design was employed to examine the relationships between nonwork mastery experiences, job crafting behaviors, and daily work engagement. Drawing on Conservation of Resources (Hobfoll, 1989) theory, nonwork mastery exp

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Eduful, John, and Nare Shahnazarian. "Transformational Leadership and Employees Performance: : An investigation in SMEs." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-15411.

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In the fast changing and increasingly competitive world market environment, leadership plays a vital role in bringing out the best of employees and steering an organization to success. Among the many leadership theories developed over the years, transformational leadership (TL) has proven among others to have a positive impact on subordinate satisfaction, motivation, and performance of workers. However, the phenomena of transformational leadership and its effect on jobs satisfaction (JB), work engagement (WE) and employees’ performance (EP) as a whole have not received much research attention

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Rattrie, Lucy T. B. "The role of demands and resources in the international work context : conceptual approach and empirical analysis." Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/20229.

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The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framewor

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Wildermuth, Cristina de Mello e. Souza. "Engaged to Serve: The Relationship Between Employee Engagement and the Personality of Human Services Professionals and Paraprofessionals." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1225734665.

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Fouche, Erica. "The relationships between engagement, burnout and performance in an e-commerce retail company." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96792.

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Thesis (MComm)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: It is the role of the Industrial Psychologist and the Human Resources function within a company to contribute positively to an organisation’s competitive advantage. Human capital should be viewed and managed as a critical success factor within this context. The probability of attaining success over competitors could be addressed through focussing on the impact of employee performance on competitive advantage. With reference to the organisational life cycle, the e-commerce industry in South Africa seems to be in its infancy. It

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De, Waal Johannes Joachim Prinsloo. "The role of positive organisational behaviour in employee self–development and organisational outcomes / de Waal J.J.P." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8162.

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Businesses are operating in extremely turbulent and dynamic environments – globally and nationally – and have to adapt to ever–increasing changing circumstances, as well as cope with severe pressure to increase profit margins in an attempt to ensure their economic survival. Adding to this challenge is the changing employment relationship characterised by diversity, complexity and high levels of work stress which contribute to poor physical and mental health and employee disengagement. Individuals are strongly influenced by their work environments, and the well–being of employees is therefore c

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Mbeba, Roland Darlington. "Job engagement and locus of control in relation to organizational citizenship behaviour among academic and non-academic staff of a South African university." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/1633.

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This study investigated the relationship between job engagement and locus of control on the one hand, and organisational citizenship behaviour on the other among non-academic and academic employees of the University of Fort Hare. Job engagement and locus of control were the independent variables and organisational citizenship behaviour was the dependent variable. Data was drawn from a sample of 300 participants. A questionnaire was used to collect the data. It consisted of four sections including biographical and occupation data questionnaire. To measure job engagement, the 18-item Rich et al.

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Beraldin, Andrea Roberto. "L'effetto del lean manufacturing sul benessere dei lavoratori: il ruolo delle pratiche lean soft The effect of lean manufacturing on employee weel-being: the role of soft lean practices." Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3422325.

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Il lean è oggi un approccio gestionale ampiamente diffuso nelle aziende manifatturiere grazie al suo comprovato impatto positivo sulle performance operative in termini di efficienza, qualità , flessibilità e reattività . Un aspetto che tuttavia rimane scarsamente compreso dalle aziende attive nell'implementazione del lean è l'impatto delle pratiche lean sul benessere dei lavoratori. In particolare, la presente tesi di dottorato si sviluppa a partire da un'analisi della letteratura sul tema del lean e del benessere organizzativo. Tale analisi ha permesso di rilevare la posizione non ancora chi

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Lindmark, Tomas. "Span of Control’s Significance for Public Sector Employees’ Working Conditions and Well-Being." Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-157141.

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The reforms in the public sector, as consequence of New Public Management, have led to flattened organizational structure, increasing the span of control(SOC) width for managers. The aim of the study was to investigate the association between SOC width, working conditions (job demands, job resources and engaged leadership), employee health and engagement. SOC was measured as predictor for employee health and engagement, where mediation of working conditions effect on the relation was examined. Self-administrated surveys were collected from 1551 employees working under 109 managers in four publ

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Davidson, Ransford George. "Leadership Strategies to Reduce Employees' Occupational Stress." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5849.

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Job-related aspects of the work environment, such as work pressure, workload, leadership, and management support cause occupational stress and increase costs to organizations. Grounded in the job demands-resources model theory, the purpose of this single case study was to explore strategies some bank managers use to reduce employees' occupational stress. The interview process included 5 managers employed at a bank in the Caribbean who successfully implemented strategies that reduced employees' occupational stress. The data collection and analysis process involved face-to-face, semistructured i

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Dumisani, Mathumbu. "Perceived organisational support (POS), Job engagement (JE) and their effect on organisational citizenship behaviour (OCB) among nurses at the Victoria Hospital, Alice, Nkonkobe Municipality." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007032.

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Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means be

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Koláčková, Jana. "Fluktuace a retence zaměstnanců ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416808.

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The diploma thesis is focused on employee turnover and retention in a selected company. The theoretical part defines terms that are related to this issue. This part focuses on the causes and consequences of employee turnover, on people resourcing and retention of current employees. This theoretical knowledge is used in the analytical part during analyzing and evaluating the current state of the company. Based on the findings, recommendations that would support effective recruitment and selection process of suitable employees, support retention and reduce employee turnover in the company are pr

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Lönnback, Yilma Rebecca, and Tara Nabavi. "Coachning i arbetslivet : - och dess effekt på medarbetares upplevda autonomi, motivation och utveckling." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-139074.

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Arbetslivscoachning har etablerat sig på arbetsmarknaden som utvecklingsmetod av medarbetares arbetsprestation. Denna studie syftade till att undersöka coachade medarbetares upplevelser av arbetslivscoachning, i förhållande till autonomi, motivation och utveckling. Respondenterna arbetade på ett kommunalt äldreboende i Stockholmsregionen. Totalt utgjorde tio semistrukturerade medarbetarintervjuer studiens huvudsakliga datamaterial. Dessutom genomfördes en semistrukturerad intervju med medarbetarnas enhetschef, som även coachade medarbetarna. Data analyserades via empiristyrd tematisk analys, m

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Sha, Nadine. "The Role of Change-oriented leadership in a selected South African organisation." University of the Western Cape, 2017. http://hdl.handle.net/11394/6510.

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Philosophiae Doctor - PhD<br>Modern day leaders are faced with a complex globalised environment that has resulted in intense competition, ever-changing government rules and regulations, stakeholder demands, environmental policies and much more. In order to not only survive but thrive, they need to lead and motivate a diversified group of employees with different economic, cultural, and socio-political values. Today’s leaders need to develop effective managerial strategies, learn to inspire those both inside and outside of the organisation, and guide change. This study aimed to provide i

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Chu, Hsiu-Wen, and 儲秀文. "The Relationships among Employee Engagement,Job Satisfaction and Job Performance of Hospitality Employees." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/64952652139882569382.

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碩士<br>淡江大學<br>企業管理學系碩士在職專班<br>101<br>The service sector has reached 68.8% of Taiwan’s GDP and 58.6% of the proportion of employment in 2011. The service sector has become the main economic subject and a major source of job creation. Take overall revenues of the restaurant industry for example, the stable growth trend in the recent five years has become Taiwan’s present and future emphasis of economic development. Many studies have pointed out that companies could enhance their performances by raising employee satisfaction. But there is also more and more research shows that employee satisfacti

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