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Guarana, Cristiano Levi Oseliero. "The Moderator effect of Organizational Identification on the relationship between Work Context and Workforce Engagement/Burnout." The Ohio State University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=osu1274294278.
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Schwartz, Sara Laura. "Engaging Our Workforce: How Job Demands and Resources Contribute to Social Worker Burnout, Engagement and Intent to Leave." PDXScholar, 2007. https://pdxscholar.library.pdx.edu/open_access_etds/3090.
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Social worker stress and burnout are pervasive problems that harm workers, organizations, and clients. Past research has identified burnout, a psychological response to work stress, as an important predictor of intent to leave and ultimate turnover. An emerging body of research has examined work engagement, considered to be the opposite of burnout, as a predictor of retention. The problem of burnout and turnover within organizations employing social workers has been addressed in the literature for many years. This dissertation responded to a call in the literature for a greater emphasis on burnout prevention and enhancement of workforce engagement and retention. The three goals of the study were: (1) to measure levels of work engagement; (2) to examine the psychometric properties of two new instruments that measure burnout and engagement; and (3) to use the Job Demands-Resources model to test a hypothesized model of the unique relationships between job demands, resources, burnout, engagement and intent to leave.
Survey data were collected from 243 public child welfare workers employed with Oregon's Department of Human Services, Children, Adult and Families Division, Service Delivery Area 2 serving Multnomah County. Findings revealed that half of the workers were highly engaged and that engagement explained 18% of the variance of intent to remain employed. An alternative measure of burnout, the Oldenburg Burnout Inventory, demonstrated good internal consistency, convergent validity with the MBI, and explained 26% of the variance of intent to leave. A series of path analyses indicated support for a partially-mediated model. The findings demonstrate that burnout and engagement mediate the effects that demands and resources have on intent to leave. Supervisor support exerted both direct and indirect effects on intent to leave.
The results support the inclusion of work engagement in burnout research, demonstrate the psychometric soundness of two new instruments to measure engagement and burnout, and support the applicability of the Job Demands Resources Model to a sample of social service workers employed in public child welfare. The findings indicate that job demands and resources play an important role in worker intent to leave. Research, education, policy, and practice implications are addressed.
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Jackson-Martin, Jeannette. "Strategies for Catalyzing Workforce Engagement in Warehouse Operations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3787.
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In 2014, approximately 30% of the global workers viewed experiences in the workplace as positive and fulfilling, which results in increased productivity in the workplace. The purpose of this multiple case study was to explore strategies that some warehouse service center managers used to engage employees to higher levels of productivity. The population comprised of 7 warehouse service center managers in 2 companies located in the Riverport area in Louisville, KY. The conceptual framework for this study encompassed Kahn's employee engagement theory. Data were collected through semistructured interviews, organizational procedure handbooks, and direct observation to prompt detailed information about participants' experiences with employee engagement. The data collected was transcribed and member checking completed to validate the credibility and trustworthiness. Data collected from each source supported theme interpretation through triangulation. Three key themes developed: clear and concise communication, creating supportive manager-employee partnerships, and benefits to include incentives to promote employee engagement such as recognition awards, salary increases, additional time off work, flexibility with work schedules, and tuition reimbursement. The findings revealed warehouse service center managers used strategies to promote employee engagement in the workplace. The implications for positive social change include the potential to give managers new insights to promote employee involvement in the workplace through effective communication, partnership and incentives to create a sustainable organization while contributing to the economy and increasing involvement in the community.
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Zabuska, Anna Jasmina. "Burnout and engagement in music performance students." Thesis, Manchester Metropolitan University, 2017. http://e-space.mmu.ac.uk/619955/.
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This dissertation focuses on burnout and engagement in music performance students. While involvement in music can be detrimental to the health of those involved, it can also foster their well-being. There has been a growing interest in the experiences of music students but there is very little research on aspects of their music-related well-being such as burnout and engagement.1 Not so much is known about the degrees to which students feel burned-out and engaged, and whether their demographic characteristics influence their burnout and engagement. A quantitative study was therefore undertaken to establish the levels of burnout and engagement in this population, and explore potential differences with respect to them between music performance students in Australia, Poland and the UK, and men and women (N=331). With a view to understanding why performance students burn out or become engaged, and what characterises their experiences of burnout or engagement, the mixed-method approach was employed. The results from a quantitative longitudinal study carried out in Australia and the UK (N=124), and the interviews with students classed as burned-out (N=7) or engaged (N=7) were combined to identify the factors underpinning the development of burnout and engagement, and to explore how they are experienced by music performance students. The findings suggest that performance students display comparatively low levels of burnout (although one in 10 could be at risk), and moderate degrees of engagement. The study points to cross-national and sex differences in the levels of music-related well-being experienced by performance students. Burnout develops as a consequence of inadequate motivation underlying involvement in music or limited personal and social resources to support learning. Burned-out students experience problems with their physical health (but devaluation of music may be a protective factor) and their overall psychological well-being is negatively affected. Students are likely to become engaged when music represents their true values, and when they have personal and social resources facilitating their selfactualisation through music. Engagement further fuels students’ proactive approach to learning and resultant progress. The findings form the basis for practical advice for teachers, institutions and students themselves on how students’ music-related well-being could be protected and enhanced.
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Koobair, Leesha. "Management competencies to enhance employee engagement of a new generation workforce." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/68865.
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The rapid rise of Millennial workers has created complexity for leaders managing the younger cohort. However, there is a lack of academic literature to date that considers the new generation workforce within the context of evolving management competencies for promoting engagement in 21st century organisations. The purpose of this study is to expand the sparse empirical literature on employee engagement within the sphere of generational differences at work by examining (1) the behaviours line managers need to show in order to enhance employee engagement of Millennials, and (2) highlight both effective and ineffective management behaviours in this context.
A qualitative research methodology was selected for a more nuanced and theoretical study, aimed at gathering rich insights on manager behaviours, from the perspective of Millennials in the workforce. Data was collected from a diverse sample of 15 Millennial employees, through in-depth semi-structured interviews, using a cross-sectional research design. The data was analysed using thematic analysis to identify patterns which allowed for granular analysis and research on the content of the data. Furthermore, frequency analysis was applied as a statistical method to validate the resultant themes.
The research findings contribute to understanding valuable and important manager behaviours for promoting employee engagement of Millennial workers. These findings have practical implications for line managers. The management competency framework derived from the research study serves as an effective management tool that provides managers with guidance on behaviours to adopt and avoid in order to enhance employee engagement.Mini Dissertation (MBA)--University of Pretoria, 2018.
kr2019
Gordon Institute of Business Science (GIBS)
MBA
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Robinson, Schnarda R. "Engaging a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4094.
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The U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.
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Kramb, Michael. "How to Navigate in a Generationally Diverse Workforce: A Multi-Case Study on Leaders Who Manage a Multigenerational Team." Ashland University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1612517688539311.
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García, Sierra Rosa María. "Engagement en enfermería." Doctoral thesis, Universitat Autònoma de Barcelona, 2016. http://hdl.handle.net/10803/392685.
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El objetivo principal de la siguiente tesis fue profundizar en el engagement en el trabajo en enfermería planteando su abordaje desde tres vías, cada una de ellas representada por un artículo. Los tres procedimientos llevados a cabo fueron una revisión integrativa de la literatura, una investigación empírica de diseño cuantitativo de corte transversal y una investigación empírica de diseño cualitativo.
Los objetivos de la revisión integrativa fueron revisar de manera crítica la investigación empírica sobre work engagement en enfermería y sintetizar los hallazgos para una mejor comprensión del constructo engagement en el contexto enfermero. Los objetivos de la investigación cuantitativa fueron examinar las relaciones entre las demandas laborales, el control, el soporte social, el burnout y el engagement en enfermeras de hospitalización con el objetivo de profundizar en los procesos psicológicos que conducen a burnout y engagement respectivamente. El objetivo de la investigación cualitativa fue identificar aspectos comunes de las experiencias profesionales de las enfermeras con elevado engagement que nos permitieran desarrollar en profundidad el constructo centrado en la profesión enfermera, para poder aplicarlo así al colectivo contemplando todas sus particularidades.
El primer estudio concluyó que el engagement influía en el desempeño profesional de las enfermeras y tenía in impacto en los resultados de salud, no se relacionaba con rasgos de personalidad, y era el resultado de la interacción de factores disposicionales, el aprendizaje a lo largo de la carrera profesional, y los entornos laborales, por lo cual se mostraba susceptible de modificación. El clima laboral positivo, el soporte social por parte de la organización y los estilos de liderazgo de las supervisoras fueron factores que destacaban como potenciadores del engagement en enfermería.
La segunda investigación mostró resultados en línea con investigaciones anteriores, por ejemplo el apoyo social como predictor del engagement, y otros que contradecían hallazgos previos, como el control, que no se mostró significativo en una regresión jerárquica del engagement. En la regresión realizada para el burnout, las demandas se mostraron como antecedentes como cabía esperar, sin embargo el resultado más relevante fue el efecto moderador del engagement sobre la relación demandas-burnout.
Las conclusiones del tercer artículo fueron que las enfermeras con elevado engagement se manifestaban con energía y dedicación en el trabajo, sin embargo la absorción no parecía ser un aspecto relevante en enfermería. El hecho de tener un engagement elevado no significaba ignorar los aspectos negativos del trabajo y de las organizaciones, sin embargo, la apreciación de aspectos positivos como el disfrutar con el trabajo, el significado de ser enfermera, la recompensa y la autonomía permitían superar el proceso de desgaste del engagement. Esta investigación propuso una nueva definición del constructo engagement como punto de partida para el replanteamiento del constructo engagement en enfermería: “un estado mental positivo, satisfactorio y relacionado con la profesión, caracterizado por vigor, dedicación y recompensa intrínseca”The main objective of this thesis was to deepen the work engagement in nursing through its approach from three way, each of them represented by an article. The three procedures performed were an integrative review of the literature, an empirical investigation with quantitative cross-sectional design, and a qualitative research. The objectives of this integrative review were to critically review empirical research about work engagement in nursing and to synthesise the findings to better understand this construct within the nursing context. The objectives of quantitative research were to further investigate the engagement by delving into the relationship between the two psychological processes: one leading to engagement and one leading to burnout, by examining the relationship between job demands, control, social support, burnout and engagement in nurses. The objective of the qualitative research was to identify common aspects of professional experiences of nurses with high engagement, that allow us to further develop the construct focused on the nursing profession, and to apply in the collective contemplating all its peculiarities. The first study concluded that engagement influenced nurses’ performance, and therefore, it also had an impact on health-care outcomes. Engagement was not related to a personality trait, but it was a result of the interaction between dispositional factors, personal learning throughout their professional health-care providers’ careers and their work environments; as such, engagement was susceptible to modification. Positive work climate, social support from the organization and the influence of supervisors through leadership styles were factors that stand out as fostering engagement. The second study showed results in line with previous research, such as social support as predictor of engagement, and others that contradicted previous findings, such as control, which was not significant in a hierarchical regression of engagement. In the regression for burnout, demands were as antecedents as expected, however the most important result was the moderating effect of engagement on the demands-burnout relationship. The conclusions of the third article were that the fact of having a high engagement does not mean ignoring the negative aspects of work and organizations. Nurses who maintain high engagement are affected by the negative aspects, however the assessment of positive aspects as enjoy the work, the meaning of being a nurse, reward and autonomy allow to overcome the process of depletion of the engagement. A reconceptualization of the construct, considering the particularities of nursing is proposed, and it could be defined as "a positive, fulfilling state of mind related to the profession, characterized by vigor, dedication and intrinsic reward"
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Rucker, Larra. "The Inclusion of Training on Family Engagement in State-Level ECE Workforce Policy." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/secfr-conf/2019/schedule/32.
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The early childhood education (ECE) workforce provides care and education to young children, birth to age five. Little research examines how teachers are trained to interact with and support families. Policy is identified as a way to increase qualification attainment, however, how policy may best support qualification attainment is widely unstudied. The current study seeks to fill this gap to understand how states differ in order to best support policy advancement. This involves a qualitative policy analysis using emergent techniques for all 50 states. Policies regulating ECE teacher qualification attainment, specifically mentioning family engagement are examined. Results demonstrate that policies regulating family engagement in qualification attainment for the ECE are overall, minimal. Only 30 states include mention of family engagement in policy. This research provides insight into how family engagement is supported in the workforce at a national level, and subsequently, how family engagement is supported throughout individual states.
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Metin, Umit Baran. "The Antecedents And Consequences Of Burnout, Work Engagement And Workaholism." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612089/index.pdf.
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The purpose of the present study is to find the relationship between characteristics of working life such as job demands (e.g. workload), and job resources (e.g. colleague support) and job attachments of employees, such as burnout, work engagement, and workaholism. Moreover, the effects of work characteristics on physical health, organizational commitment and work-family balance are investigated. Additionally, the relationship between three major employee attachment styles to work, namely, burnout, workaholism and work engagement was examined. Psychometric qualities of the main study scales were established through a pilot study. Data for the main study were collected from 266 Turkish hotel and health care service employees. The results of regression analyses showed that job demands have effect on burnout and work engagementwhereas job resources are related to increased workaholism and decreased burnout. Work engagement predicted physical well-being, increased organizational commitment, and work-family harmony whereas burnout had a negative effect on these outcomes. Workaholism was related only to organizational commitment. Mediation analyses showed that burnout mediated between job demands, and resources and perceived health, organizational commitment and work-family harmony, whereas work engagement mediated only between job resources and the above consequences. A proposed job stress framework was tested through Job Demand and Resources (JD-R) Model. Structural Equation Modeling results exhibited good fit to the model, thus providing support for employee well-being aspect of JD-R Model. The analyses also showed that burnout, workaholism and work engagement are different constructs. Implications for managers, limitations of the study and suggestions for future studies were presented.
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De, Jager Heleen. "Burnout, engagement and stress of medical practitioners / Heleen de Jager." Thesis, North-West University, 2003. http://hdl.handle.net/10394/280.
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The environment in which medical practitioners in South Africa and elsewhere in the world
currently function demands more of them than did any previous period. Medical practitioners
have to cope with the demands that arise from fulfilling various roles - often with limited
resources. Tracking and addressing their effectiveness in coping with new demands and
stimulating their growth in areas that could possibly impact on individual well-being and
organisational efficiency and effectiveness are therefore crucial. Burnout and engagement of
medical practitioners are specific focus areas for research and intervention in this regard. The
objectives of this study were to conceptualise burnout and engagement from the literature and
to determine the association between job stress, burnout and engagement.
A survey design was used to reach the research objectives. The specific design is the cross-sectional
design, whereby a sample of medical practitioners was drawn from a population at
one time. An accidental sample (n = 68) was taken from medical practitioners in South
Africa. Three questionnaires were used in this study, namely the Maslach Burnout Inventory
- Human Services Survey (MBI-HSS), the Utrecht Work Engagement Scale (UWES) and the
Job Stress Indicator (JSS). Descriptive and multivariate statistics were used to analyse the
data. Effect sizes were used to determine the significance of findings.
The results showed that there is a correlation between vigour and personal accomplishment.
The medical practitioners tested proved to be absorbed in their work and have high levels of
vigour. It shows that stress because of a lack of resources and high job demands leads to
emotional exhaustion. Medical practitioners who do not have relevant resources seem to
become negative, callous and cynical. It also concluded that if medical practitioners do not
have relevant resources and high job demands, the results can be lower energy levels and a
lack of enthusiasm, inspiration and pride in their work. There was a practically significant
relationship between burnout and engagement.
Recommendations for future research are made.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Roothman, Brett. "Burnout and work engagement among South African psychologists / B. Roothman." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4992.
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Although numerous and divergent stressors are inherent to the professional life of a psychologist, research regarding burnout and its antipode, work engagement in psychologists is sparse. The current research sought to investigate the nature of and the relationship between job demands, job resources, burnout and work engagement in a group of South African psychologists.
The Job Demand-Resources (JD-R) model was employed as the foundation from which to understand and explain the process of burnout development, as well as the process of maintaining work engagement. Personal interviews were conducted and qualitatively analysed to determine occupation-specific themes which were used to develop the Job Demands-Job Resources Scale for Psychologists (JD-JRSP). A group of South African psychologists in private practice (N =105) completed the JD-JRSP, the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES).
The statistical analyses of these instruments reflected that the JD-R model provides a meaningful basis for research into burnout and work engagement. The participants in this study reported low to moderate job demands with moderate to high job resources. In accordance with the underpinnings of the JD-R model, burnout scores were shown to be low, whilst the participants retained high levels of work engagement.
The results suggest that job resources mitigate the debilitating effects of job demands and therefore protect against burnout, whilst promoting work engagement. The present study makes a unique contribution to the field as no other South African or international research has, to date, investigated these four constructs in psychologists.Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.
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Olwage, Danél. "Predictors of burnout and engagement of university students / Olwage D." Thesis, North-West University, 2012. http://hdl.handle.net/10394/8217.
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Student burnout and engagement have become more evident as a problem among students in higher education institutions. It is therefore very important to determine the various predictors that could cause students to experience burnout and engagement. The aim of this study is to establish whether core self–evaluation traits, career decision–making difficulty and social support have an impact on burnout and engagement of students. A limited number of research has been done on student burnout and engagement in the higher education institutions and the causal predictors of these occurrences. Therefore this study contributes toward the need for obtaining more information about student burnout and engagement and its predictors. The results could assist universities to obtain more knowledge and a greater understanding of possible predictors of burnout and engagement among students in South Africa.
The objectives of the study were to: (1) conceptualise student burnout and engagement according to the literature; (2) determine whether core self–evaluation traits (self–esteem and self–efficacy) are significant predictors of student burnout and engagement; (3) determine whether career decision–making difficulties are significant predictors of student burnout and engagement; (4) determine whether social support is a significant predictor of student burnout and engagement; and (5) to make recommendations for future research.
A non–probability quota sample (N = 782) was used to investigate the predictors of burnout and engagement in a sample of university students. Student burnout and engagement were measured by a self–report questionnaire. The results of this study indicated that self–efficacy, inconsistent information due to internal conflict and parental support were significant predictors for all four dimensions (exhaustion, cynicism, vigour and dedication). Self–esteem was also a significant predictor for the two engagement dimensions. In addition, lack of information about the self, lack of information about the occupations and inconsistent
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information due to external conflict predicted cynicism. Based on these results, this study can be an indication for students, parents and the higher education institutions on what the specific predictors are of student burnout and engagement.
Recommendations are made for practice as well as for future research.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.
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Shin, Kang-Hyun. "Job engagement and job burnout in a South Korean sample /." Search for this dissertation online, 2003. http://wwwlib.umi.com/cr/ksu/main.
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Alarcon, Gene Michael. "The Relationship between Burnout and Engagement: A Confirmatory Factor Analysis." Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1187021596.
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Willemse, Sharron Ann. "Burnout, coping and engagement in the hospitality industry / Sharron A. Willemse." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1285.
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Aliyeva, Sudaba. "Burnout in Relation to Depression, Engagement, and Personality in College Students." Thesis, Southern Illinois University at Edwardsville, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10792698.
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The purpose of this research is to explore similarities and differences of student burnout and student depression through educational (engagement in studying) and personal (personality traits) perspective. Due to the claims in literature considering burnout a popular word for depression, the main research question was whether burnout can be considered an independent nosological entity. The study included 135 undergraduate students in a Midwestern university, who filled out self-report questionnaires to measure burnout, depression, engagement, and Big Five personality traits. Correlational analyses showed moderate correlation between burnout and depression, and a similar correlation pattern of burnout and depression with engagement and personality traits. However, several regressional analyses indicated major burnout-depression differences in predicting engagement and personality. Based on these findings, the moderate relationship between the two constructs assumes that burnout belongs to the category of depressive disorders. At the same time, however, it was concluded that the significant differences in the way burnout and depression relate to engagement and personality may suggest that burnout can be differentiated from depression.
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Vidal, Burnette. "Stress and Burnout: Empathy, Engagement, and Retention in Healthcare Support Staff." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7090.
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Research on stress and burnout and their influence on empathy, engagement, and retention, in healthcare support staff is scarce in the literature. The theoretical framework for this study was the conservation of resources (COR) theory which claims that when people are stressed, emotionally exhausted, and experiencing burnout, they protect and preserve their physical and mental resources from becoming depleted by reducing their effort and withdrawing from work. The key research question was: Does burnout mediate the relationship between stress and empathy, engagement, and turnover intentions in healthcare support staff working in a Federally Qualified Health Center (FQHC)? This quantitative, non-experimental, mediation analysis included 83 female and 10 male healthcare support staff working in an FQHC. The variables were assessed using the Job Stress Survey (JSS), Oldenburg Burnout Inventory (OBI), Interpersonal Reactivity Index (IRI) – Brief Form, and the Behavioral Intentions to Withdraw Measure (BIWM). A path analysis was performed to estimate the magnitude of the relationships between the variables. The results indicate that burnout does not mediate the relationship between stress and empathy, but it does significantly predict engagement and turnover intentions. FQHCs serve vulnerable and medically complex patients in underserved communities, and when the negative impact of burnout in healthcare support staff is addressed, patients, providers, and staff can enable positive social change by achieving important clinical health outcomes for patients.
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Rabie, Gerhard Hendrik. "Experiences of work and life circumstances, burnout, work engagement and performance among military nursing students in Gauteng / Gerhard Hendrik Rabie." Thesis, North-West University, 2005. http://hdl.handle.net/10394/880.
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The global shortage of registered nursing practitioners is widely reported in the literature.
This shortage can be attributed to a decrease in enrolments for nursing studies, fewer students
graduating from nursing education programmes, more nurses leaving the profession shortly
after completion of their studies, and other factors. Burnout amongst registered nurses may
contribute to the above and can also serve as an indication of the reason these shortages in the
nursing profession occur.
The South African National Defence Force (SANDF) is also affected by the shortage of
registered nurses. This shortage is increased by the involvement of the SANDF in
peacekeeping missions outside South Africa. A need therefore exists for sufficient numbers
of registered nursing personnel to qualify from the South African Military Health Services
(SAMHS) Nursing College. In order to increase the number of students qualifying from this
college and, to retain them after qualifying, research is needed regarding the occurrence of
non-completion of studies at the college and the tendency to leave the SANDF shortly after
qualifying. The objective of this study was to identify possible stressors (job demands and/or
job resources) in the military nursing-student environment, to investigate their effects on
students (burnout or engagement), and to assess whether it has any influence on their
academic performance.
A cross-sectional survey design was used. A sample of 167 nursing students (completing the
four-year integrated nursing diploma) at second, third and fourth-year levels was obtained.
The Clinical Environmental Characteristics Scale (CECS), developed by the authors, and the
Wellness Survey (WS), together with a biographical questionnaire, were administered. The
Wellness Survey (WS) include scales from three inventories, namely the Maslach Burnout
Inventory - General Survey (MBI-GS - Maslach, Jackson & Leiter, 1996), Cognitive
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Weariness Scale (CWS - Van Horn, Taris, Schaufeli & Schreurs, in press) and Utrecht Work
Engagement Scale (UWES - Shaufeli, Salanova, Gonzalez-Romh, & Bakker, 2002).
Descriptive statistics, exploratory and confirmatory factor analysis, Pearson correlations and
structural equation modelling were used to analyse the results.
The results showed that job demands (consisting of overload, organisational influences and
work-life balance) had a strong relationship with burnout (consisting of exhaustion, cynicism
and cognitive weariness). A negative relationship was found between burnout and academic
performance. Job resources (consisting of social support, growth and advancement, contact
with others and organisational support) had a strong relationship with work engagement
(consisting of vigour and dedication) and a significant negative relationship with performance
(academic results). A negative relationship was also shown to exist between work
engagement and academic performance.
Recommendations for future research are made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Storm, Karina. "Burnout and work engagement in the South African Police Service / Karina Storm." Thesis, Potchefstroom University for Christian Higher Education, 2002. http://hdl.handle.net/10394/1569.
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Lopez, Gonzales Claudia Renatta. "Estilo motivacional docente, necesidades psicológicas básicas, engagement y burnout académico en universitarios." Bachelor's thesis, Pontificia Universidad Católica del Perú, 2020. http://hdl.handle.net/20.500.12404/15881.
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Basado en la Teoría de la Autodeterminación, el objetivo de la presente investigación fue
examinar las relaciones entre el estilo motivacional docente que percibe el estudiante (apoyo
a la autonomía y control psicológico), la satisfacción y frustración de las necesidades
psicológicas básicas, el burnout y el engagement académico. La muestra estuvo compuesta
por 252 estudiantes de los dos primeros años de formación de una universidad privada de
Lima. Los instrumentos utilizados para la medición de los constructos fueron el Cuestionario
de Clima de Aprendizaje, el Cuestionario de Control Psicológico Docente, la Escala de
Satisfacción y Frustración de Necesidades Psicológicas Básicas, la Escala Maslach Burnout
Inventory Students Survey (MBI-SS) y la Escala Utrecht Work Engagement Scale for
Students (UWES-S-9). Los instrumentos presentaron adecuadas evidencias de validez y
confiabilidad en la muestra. El análisis de senderos encontró que el estilo motivacional
docente de apoyo a la autonomía se relaciona de manera significativa y positiva con el
engagement académico mediado por la satisfacción de las necesidades psicológicas básicas
de los estudiantes. Por otra parte, halló la relación positivamente significativa entre el estilo
motivacional docente de control psicológico y el burnout académico mediado por la
frustración de las necesidades psicológicas básicas de los estudiantes. Además, encontró la
relación negativa entre la satisfacción de las necesidades psicológicas básicas y el burnout
académico, asimismo la relación negativa entre la frustración de las necesidades psicológicas
básicas y el engagement académico. Los resultados fueron discutidos y se plantearon
recomendaciones a partir de los hallazgos.Based on Self-Determination Theory, the aim of the present study was to examine the relationships between the motivational teaching style perceived by the student (autonomysupportive and psychological control), satisfaction and frustration of basic psychological needs, academic burnout and academic engagement. The sample was composed of 252 students of the two first years from a private university in Lima. The instruments used for the measurement of the constructs were the Learning Climate Questionnaire, the Psychologically Controlling Teaching Questionnaire, the Basic Psychological Need Satisfaction and Frustration Scale, the Maslach Burnout Inventory Students Survey (MBI-SS) and the Utrecht Work Engagement Scale for Students (UWES-S-9). The instruments presented optimum evidences of validity and reliability in the sample. The path analysis found that the motivational teaching style of autonomy-supportive is significantly and positively related to academic engagement mediated by the satisfaction of basic psychological needs of the students. On the other hand, was found the positively significant relationship between the motivational teaching style of psychological control and the academic burnout mediated by the frustration of the basic psychological needs of the students. In addition, was found the negative relationship between the satisfaction of basic psychological needs and academic burnout, as well as the negative relationship between the frustration of basic psychological needs and academic engagement. The results were discussed and the recommendations were made based on the findings.
Tesis
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Wolff, Angela Christine. "Do relational differences in demographics and work values result in conflict and burnout in the nursing workforce?" Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/13240.
Full textAbstract:
The consequences of diversity have not been formally considered as contributing to undesirable work environments in healthcare. I sought to address this gap by examining a conceptual model that explains how diversity within the nursing workforce gives rise to interpersonal conflict (relationship and task) within workgroups, which in turn, is linked to burnout (emotional exhaustion, depersonalization, and diminished personal accomplishment). Diversity was defined as the degree of relative difference or dissimilarity between an individual and other workgroup members on select attributes, which in this study were age, education, ethnicity/race, and work values.
Using a cross-sectional survey design, data were taken from a population-based sample of 603 nurses (registered nurses and licensed practical nurses) (80% response rate) in two acute care hospitals in British Columbia, Canada. At the individual level of analysis, a two-step approach to latent variable modelling was used: (a) factor analysis techniques to test and establish the validity of the measurement model and (b) structural equation modelling to test the hypothesized model.
Partial support for the proposed model was found for both the direct relationships between diversity and burnout as well as the mediating effects of interpersonal conflict. Overall, the results indicated that perceived diversity explained a greater percentage of the variance in burnout compared with the explanatory power of actual diversity. Specifically, perceived work values and educational diversity were the most important explanatory variables of depersonalization (Pratt index = 58% and 21%, respectively) and were similarly predictive of diminished personal accomplishment (Pratt index = 69% and 35%, respectively). Emotional exhaustion was solely (Pratt index = 100%) explained by perceived work values diversity; however, the total variance explained was very minimal. Both individuals’ involvement in relationship and task conflict were the predominant mediating variables of the relationships between perceived work values diversity and emotional exhaustion (59% and 76% total mediation, respectively), depersonalization (57% and 68% total mediation, respectively), and diminished personal accomplishment (28% and 32% total mediation, respectively). The implications of the study relate to nurses and decision-makers at the micro, meso, and macro level of practice to create a climate of support for, and acceptance of, diversity in healthcare workplaces.
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Bundschuh, Alan Lee. "Relationships Between Project Cost, Project Team Member Role, Project Schedule, and Burnout." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5171.
Full textAbstract:
Employees affected by burnout syndrome often experience reduced engagement and decreased
job performance, costing their organizations through lost productivity and profit. However, it is
not clear what causes employee burnout in working environments. The purpose of this
correlation study was to examine the relationships between project cost, project team member
role, project schedule, and project team member burnout. This study was grounded in the job
demands-resources theory, which states that all employees experience demands in their work that
may lead to long-term stress and eventually burnout syndrome if these demands are not mitigated
by job resources. The population for this study consisted of project management team members
located in the Southern United States. The research question for this study examined the
relationships among project cost, project team member role, project schedule, and burnout of
project team members. A survey provided the data for analysis (N = 159). Study data were
evaluated using correlational analysis. Multiple linear regression results indicated no significant
relationships existed between project cost, project team member role, project schedule, and the 3
constructs of burnout syndrome: cynicism, exhaustion, and professional efficacy. This study may
contribute to social change by increasing awareness of what contributes to employee burnout.
This research is relevant to project management team members and business leaders. Burnout
leads to reduced employee engagement, lost profit for the business, and health impairment for
burned out employees. Project teams and business leaders would benefit by incorporating
information from this study in programs designed to reduce, mitigate, or eliminate burnout
among project management personnel.
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Hernández, Vargas Clara Ivette. "From burnout to engagement at work: Multi-sample empirical results in healthcare professionals." Doctoral thesis, Universitat Jaume I, 2017. http://hdl.handle.net/10803/404332.
Full textAbstract:
El burnout es un tema de interés desde hace 35 años (desde 1974), desde entonces se han desarrollado medidas, modelos teóricos, e investigaciones de muchos países han contribuido a una mejor comprensión de las causas y consecuencias del mismo. Sin embargo, también es conveniente estudiar su teóricamente opuesto: el engagement. La investigación ha demostrado la relevancia de estudiar no sólo las condiciones negativas del trabajo que afectan a los empleados, sino también los aspectos positivos. Este estudio tiene como objetivo presentar los diferentes resultados que se han obtenido en el burnout y el engagement en diferentes estudios multi-muestra sobre profesionales de la salud y estudiantes de diferentes países (México, España y Portugal). Los médicos también son seres humanos con necesidades, como cualquier otra persona, y es por eso que tenemos que ayudarles a disfrutar de su trabajo, la vida y todo lo que contribuye a mantener su salud mental.Burnout, is a topic of interest from since 35 years ago (since 1974), thenceforth measures have been developed, as have various theoretical models, and research studies from many countries have contributed to a better understanding of the causes and consequences. While is also convenient study the other side based on Positive Psychology, that is, work engagement, its theoretically opposed. Research has shown the relevance of studying not only the working conditions affecting employees negatively, but also the positive aspects. This study aim to present the different results that on burnout and engagement have been obtained in different multi-sample studies on healthcare professionals and students from different countries (Mexico, Spain and Portugal). Doctors are also human beings with needs, just like anybody else, and that is why we have to help them enjoy their work, life, and everything that contributes to maintain their mental health and to make it long lasting.
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Eriksson, Hallberg Ulrika. "A thesis on fire : Studies of work engagement, Type A behavior and burnout." Doctoral thesis, Stockholm : Department of Psychology, Stockholm University, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-761.
Full text
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Cole, Beatrix. "The relationship between job demands, job resources, engagement, burnout and intention to quit." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86368.
Full textAbstract:
Thesis (MComm)--Stellenbosch University, 2014.ENGLISH ABSTRACT: The increasing demand for client-services in a highly competitive business environment has resulted in a substantial increase in the number of call centres in South Africa and worldwide (Carrim, Basson & Coetzee, 2006). Within the call centre industry, turnover intentions have been identified as one of the most pressing problems in terms of cost and productivity. This research suggests that the exploration and then the alteration of job resources and job demands will help elicit factors that foster engagement and will help lessen and/or alleviate burnout experiences. This in turn will help to decrease turnover intentions in the South African call centre industry. This research attempts to investigate the proposed relationships between the constructs in a structural model. The literature review defines turnover, turnover intention, engagement, burnout as well as job demands and job resources, using the Job Demands- Resources model. It also discusses the importance for organisations to understand employees’ turnover intentions. The literature review aims to portray that there are relationships between the five constructs. The current research was conducted in 5 inbound/outbound South African call centres. The sample was comprised of 122 participants and a non-probability sampling technique, convenience sampling was utilized. A self-developed Biographical Questionnaire, the Utrecht Work Engagement Scale (UWES) and the Maslach Burnout Inventory Questionnaire (MBI) were used as measuring instruments. Job demands and job resources using the Work Design Questionnaire (WDQ) by Morgeson and Humphrey (2006) were used as well as a Turnover Intentions Questionnaire developed by Roodt (2004) cited in Adam and Roodt (2008). A reliability analysis was done to assess the measurement properties of the respective measures, and all scales showed highly acceptable reliability. The data wereanalysed using the soft approach to Structural Equation Modeling that is Partial least squares path modeling. The results indicate that all of the relationships tested are significant. A model testing engagement and burnout as mediators were also investigated. Both relationships were insignificant hence engagement is a mediator between job resources and intention to quit and burnout a mediator between job demands and intention to quit. This was also confirmed by two separate Sobel tests (Sobel, 1982). This study adds to existing literature on job resources, job demands, engagement, burnout and intention to quit by providing insights into the relationships among these constructs. This study also provides call centres with valuable information for the development and/or alterations of working conditions aimed at mitigating turnover behavior and maximizing organizational outcomes through an engaged workforce.
AFRIKAANSE OPSOMMING: Die toenemende vraag na kliënt-dienste, in 'n hoogs mededingende sakeomgewing, het gelei tot 'n aansienlike toename in die aantal van oproep-diens sentrums in Suid-Afrika asook die wêreld (Carrim, Basson & Coetzee, 2006). Intensie om te bedank is geïdentifiseer as een van die mees dringende probleme in terme van koste en produktiwiteit, binne oproepsentrums. Hierdie navorsing dui daarop dat die eksplorasie en die verandering van werkbronne met betrekking tot die werksomgewing en werkvereistes; sal faktore ontlok wat kan aanleiding gee tot die verbintenis betrokkenheid van personnel, en sal ook help om uitbranding ervarings te verminder of om te verlaag. Dit op sy beurt sal meerbring dat intensie om te bedank dus verlaag word binne die Suid-Afrikaanse oproepsentrum-bedryf. Hierdie navorsing poog om die voorgestelde verwantskap tussen die konstrukte in 'n strukturele model te ondersoek. Die literatuuroorsig definieer omset, intensie om te bedank, verbetenis, uitbranding sowel as werkvereistes en werkbronne, met die hulp van die werk-eise model. Dit bespreek ook die belangrikheid vir organisasies om werknemer omset bedoelings te verstaan. Die literatuuroorsig poog om die verwantskap tussen die vyf konstrukte te illustreer. Die huidige navorsing was gedoen by 5 inkomende/uitgaande Suid- Afrikaanse oproepsentrums. Eenhonderd twee en twintig (122) deelnemers was in die navorsing gebruik en 'n nie-waarskynlikheidsteekproefneming tegniek, gerieflikheidsteekproef was benut. 'n Self-ontwikkelde biografiese vraelys, die Utrecht Werksbegeesteringskaal (UWES) en die Maslach Uitbrandingsvraelys (MBI) was as meetinstrumente gebruik. Werkvereiste en werkbronne was gemeet deur die werk Ontwerp vraelys (WDQ) wat deur Morgeson en Humphrey (2006) ontwikkel is, addisioneel tot die voorafgaande was omset bedoelings vraelyste wat deur Roodt (2004) ontwikkel is soos aangehaal in Adam en Roodt (2008). 'n Betroubaarheid analise is gedoen om die meting eienskappe van die onderskeie maatreëls te evalueer, en daar is bevind dat al die skale hoogs aanvaarbare betroubaarheid toon. Die data is ontleed met gebruik van die sagte benadering tot strukturele vergelykingsmodellering wat PLS modellering. Die resultate dui daarop dat al die verhoudings wat getoets was betekenisvol is. 'n Model toets verbintenis en uitbranding as bemiddelaar is ook ondersoek. Beide verhoudings was onbeduldende daarom is verbintenis ‘n bemiddelaar tussen werkbronne en voorneme om te bedank en uitbranding 'n bemiddelaar tussen werk eise en intensie om te bedank. Dit is ook bevestig deur twee afsonderlike Sobel toetse (Sobel, 1982). Hierdie studie dra by tot die bestaande literatuur oor werkbronne, werkwerkvereistes, uitbranding en intensie om op te bedank deur die verskaffing van insigte in die verhoudings tussen hierdie konstrukte. Hierdie studie bied ook vir oproepdiens-sentrums waardevolle inligting vir die ontwikkeling en/of verandering van werksomstandighede wat daarop gemik is om die veranderende opset van omset gedrag en om optimale uitkoms van verandering vir die organisasie deur 'n betrokke werksmag te benut.
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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.
Full textAbstract:
Thesis (MComm)--Stellenbosch University, 2015.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 is in this stage when attaining high levels of performance from employees is of critical importance. In this lies the key for building and growing a competitive advantage that would set one organisation apart from the other – where one organisation would survive the infancy stage and another would drown in the quest to match the demands posed by the relevant industry and its customers. There is minimal Industrial or Organisational Psychology research that has tested hypotheses in the e-commerce industry. This contributed to the decision to implement this research in the e-commerce industry. The e-commerce industry is growing rapidly, and performance therefore is a key factor for success in any e-commerce company in South Africa. The focus of this study was to review the Job Demands Resources model (JD-R model) within the e-commerce retail industry in South Africa in order to add to the knowledge base regarding human behaviour at work, with specific reference to engagement, burnout and performance. The research question of the study was formulated regarding which “state of wellbeing” would increase performance. The JD-R model makes provision for evaluating this question in a structured manner. The JD-R model indicates that performance is influenced by work engagement/burnout (wellbeing). It also indicates that there are certain job demands, job resources and personal resources that will influence wellbeing. The study was facilitated through the use of an ex post facto correlational research design. A sample of 117 workers was chosen from the e-commerce retail industry to participate in the study. Participation was voluntary, the data was collected specifically for the purpose of this study, and all responses were treated confidentially. The measurements that were used included key performance indicators (KPIs), the Utrecht Work Engagement Scale (UWES), the Maslach Burnout Inventory – General Survey (MBI-GS), the Job Characteristics Scale, and the HEXACO model. The literature review formed a logical argument that culminated in a theoretical Stellenbosch University https://scholar.sun.ac.za iii model as well as a set of hypotheses with reference to the various dimensions in the JD-R model. The results showed that: a) Engagement has a significant positive influence on performance. b) Job resources (advancement, personal growth and organisational support) have a significant positive influence on engagement. c) Job resources (advancement, personal growth and organisational support) have a significant negative influence on burnout. d) Personal resources (extraversion) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant positive influence on engagement. f) Personal resources (agreeableness) have a significant negative influence on burnout. The following hypotheses were not supported: a) Burnout has a significant negative influence on performance. b) Personal resources (extraversion) have a significant positive influence on engagement. c) Personal resources (emotionality) have a significant positive influence on engagement. d) Personal resources (emotionality) have a significant negative influence on burnout. e) Personal resources (conscientiousness) have a significant negative influence on burnout. f) Personal resources (agreeableness) have a significant positive influence on engagement. g) Job demands (job overload) have a significant negative influence on engagement. h) Job demands (job overload) have a significant positive influence on burnout. i) Job demands (job insecurity) have a significant negative influence on engagement. j) Job demands (job insecurity) have a significant positive influence on burnout. Attention was also paid to future research considerations, recommendations to the managers of employees and to the limitations of the study.
AFRIKAANSE OPSOMMING: Dit is die rol van die Bedryfsielkundige en die Menslike Hulpbronne funksie in maatskappye om 'n positiewe bydrae tot 'n organisasie se mededingende voordeel te maak. Menslike kapitaal moet beskou en bestuur word as ‘n kritiese sukses faktor in hierdie konteks. Die waarskynlikheid om sukses bo die kompetisie te behaal kan aangespreek word deur om fokus te plaas op die impak wat werknemersprestasie het op mededingings voordeel. Met verwysing na die organisatoriese lewenssiklus blyk die e-handelbedryf in Suid-Afrika om in sy beginstadium te wees. Dit is in hierdie stadium waar die bereiking van hoë vlakke van prestasie van werknemers van kritieke belang is. Hierin lê die sleutel vir die vordering en groei van 'n mededingende voordeel van een maatskappy bo ‘n ander - waar die een organisasie die beginstadium sou oorleef en die ander onder die druk van die versoeke/eise van die betrokke bedryf en sy kliënte sou swyk. Daar is ‘n beperkte hoeveelheid navorsing wat gevind kon word in die veld van Bedryfsielkunde wat hipoteses in die e-handelbedryf toets. Hierdie bevinding het bygedra tot die besluit om hierdie navorsingstudie oor die e-handelbedryf voort te sit. Die e-handelbedryf toon vinnige groei, en prestasie is dus tans 'n belangrike faktor vir sukses in enige e-handelmaatskappy in Suid-Afrika. Die fokus van hierdie navorsingstudie was om die “Job Demands Resources model (JD-R model)” in die e-kleinhandelbedryf in Suid-Afrika toe te pas om sodoende by te dra tot die huidige kennis beskikbaar ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbegeestering, uitbranding en prestasie. Die navorsingsvraag van die navorsingstudie is geformuleer rondom die aanname dat die "toestand van welsyn" prestasievlakke sal verhoog. Die primêre doel van die navorsingstudie was om deur middel van die toepassing van die JD-R model in die e-kleinhandelbedryf, by te dra tot die beskikbare kennis ten opsigte van menslike gedrag by die werk, met spesifieke verwysing na werksbetrokkenheid, uitbranding en prestasie. Die JD-R model maak op 'n gestruktureerde wyse voorsiening vir die evaluering van hierdie verhoudings. Die JD-R model dui aan dat prestasie beïnvloed word deur werksbetrokkenheid/uitbranding (welsyn). Dit dui ook dat daar sekere werksvereistes, werkshulpbronne en persoonlike hulpbronne is wat welstand beïnvloed. Stellenbosch University https://scholar.sun.ac.za v Die navorsingstudie is gefasiliteer deur die gebruik van 'n ex post facto korrelasie-ontwerp. 'n Steekproef van 117 werkers is uit die e-kleinhandelbedryf gekies om aan die studie deel te neem. Deelname was vrywillig, die data is spesifiek ingesamel vir die doel van hierdie navorsingstudie en alle data is as vertroulik hanteer. Die volgende metingsinstrumente is gebruik: kern prestasie aanwysers (KPA’s), die Utrecht Work Engagement Scale (UWES), die Maslach Burnout Inventory – General Survey (MBI-GS), die Job Characteristics Scale, en die HEXACO model. Die literatuuroorsig vorm 'n logiese argument wat lei tot 'n teoretiese model, sowel as 'n stel hipoteses met verwysing na die verskillende dimensies soos gevind in die JD-R model. Die resultate toon: a) Werksbetrokkenheid het ‘n beduidende positiewe invloed op prestasie. b) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Werkshulpbronne (bevordering, persoonlike groei en organisatoriese ondersteuning) het ‘n beduidende negatiewe invloed op uitbranding. d) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende negatiewe invloed op uitbranding. Die volgende hipoteses was nie aanvaar nie: a) Uitbranding het ‘n beduidende negatiewe invloed op prestasie. b) Persoonlike hulpbronne (ekstroversie) het ‘n beduidende positiewe invloed op werksbetrokkenheid. c) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende positiewe invloed op werksbetrokkenheid. d) Persoonlike hulpbronne (emosionaliteit) het ‘n beduidende negatiewe invloed op uitbranding. e) Persoonlike hulpbronne (pligsgetrouheid) het ‘n beduidende negatiewe invloed op uitbranding. f) Persoonlike hulpbronne (eenstemmigheid) het ‘n beduidende positiewe invloed op werksbetrokkenheid. Stellenbosch University https://scholar.sun.ac.za vi g) Werksvereistes (oorlading) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. h) Werksvereistes (oorlading) het ‘n beduidende positiewe invloed op uitbranding. i) Werksvereistes (werkonsekerheid) het ‘n beduidende negatiewe invloed op werksbetrokkenheid. j) Werksvereistes (werkonsekerheid) het ‘n beduidende positiewe invloed op uitbranding. Aandag is ook geskenk aan toekomstige navorsings oorwegings, aanbevelings aan die bestuurders van werknemers asook aan die beperkinge van die navorsinstudie.
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Sieberhagen, Charlotte. "Burnout and engagement of student leaders in a higher education institution / Charlotte Sieberhagen." Thesis, North-West University, 2004. http://hdl.handle.net/10394/175.
Full textAbstract:
Extensive research on burnout in different occupational fields has taken place internationally.
However, no studies on students at higher education institutions in South Africa have been
performed. The objective of this research was to standardise the Maslach Burnout Inventory-
Student Survey (MBI-SS) and the Utrecht Work Engagement Scale-Student Survey (UWESSS)
for student leaders in a South African university. Further objectives included empirically
determining the relationships between burnout and engagement on the one hand, and work
stress, optimism, individual and organisational commitment on the other. In so doing the
researchers would be able to advise higher education institutions on how they could help with
preventing burnout in student leaders, as well as enhancing the work engagement of these
student leaders.
A cross-sectional survey design was used. The entire population of student leaders were
involved (N=196). The population of student leaders consisted of student leaders of 22
different House Committees and the Students' Representative Council. The Maslach Burnout
Inventory-Student Survey and the Utrecht Work Engagement Scale-Student Survey, Life
Orientation Test Revised, Attitudes Towards Your Organisation Survey and Position
Characteristics Survey were administered. Descriptive and interferential statistics were used
to analyse the data.
The results obtained for MBI-SS proved this measuring instrument to be reliable and valid.
By using the structural equation modelling approach a three-dimensional factor structure for
burnout among student leaders emerged which supported earlier conceptions in this regard.
The same applies to the UWES-SS.
The results showed that for the Burnout model Emotional Exhaustion was best predicted by
Overload, Cynicism by Job Demands and Professional Eficacy by Resources. For the Engagement model Absorption was best predicted by Recources and Dedication and Vigour were best predicted by Optimism.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Fourie, Lukas Albertus. "Burnout and engagement of non-professional counsellors in South Africa / Lukas Albertus Fourie." Thesis, North-West University, 2004. http://hdl.handle.net/10394/424.
Full textAbstract:
Counselling services as provided by non-professional counsellors have been in place for a
number of decades. Counselling traumatised people demands a significant amount of
emotional investment from the counsellor. A neglected area as far as non-professional
counsellors in South Africa is concerned, is the well-being of the counsellors. Burnout as well
as its antithesis, work engagement, are two possible transactional outcomes impacting on the
well-being of these counsellors. The measurement of burnout and work engagement requires
valid and reliable measuring instruments. The dearth of research studies in the area of
burnout and work engagement, together with the unique contribution of non-professional
counsellors in organisational settings, has led to the primary focus of this study being the
exploration of the experience of this group of counsellors doing trauma counselling in
financial institutions in South Africa.
A lack of norms for the Maslach Burnout Inventory - Human Services Survey (MBI-HSS),
and the Utrecht Work Engagement Scale (UWES) for non-professional counsellors doing
trauma counselling makes the identification of burnout and work engagement within this
specialist environment difficult. Consequently, investigating the reliability and validity of the
MBI-HSS and the UWES would result in the standardisation of these specific measuring
instruments, therefore contributing to the identification of burnout and work engagement with
non-professional trauma counsellors. Some of the factors that could play a role in the
prevalence of burnout and work engagement are secondary traumatic stress, the demands of
counselling, lack of resources, personal consequences, social support and sense of coherence. The objectives of this research were to standardise the MBI-HSS and UWES for non-professional
counsellors as well as to develop and test a causal model of burnout and work
engagement for this specialist group.
The research method involved four separate articles, each consisting of a brief literature
overview and an empirical study. A cross-sectional design, whereby a sample is drawn from a
population at a particular point in time, was used. The data for this study was collected from
168 non-professional counsellors, employed by three of the major banks in South Africa. The
MBI-HSS, UWES, Orientation to Life Questionnaire (OLQ) as well as a Self-Report
Questionnaire (SRQ) and a biographical questionnaire were administered. Descriptive
statistics, analysis of variance, correlations, canonical analysis, and structural equation
modelling were used.
Structural equation modelling confirmed a three-factor model of burnout (emotional
exhaustion, depersonalisation and personal accomplishment). In contrast with research
findings confirming the three-factor model of the UWES (vigour, dedication and absorption),
a one-factor model for the UWES was confirmed for non-professional counsellors. The
internal consistency of the scales for the MBI-HSS and UWES was found to be satisfactory
and in line with reported findings in the literature.
Structural equation analysis showed that the lack of resources and job demands predicted the
core of burnout, namely emotional exhaustion and depersonalisation. The conflicts and
pressures that are already associated with the everyday work of non-professional counsellors
are likely to be magnified by the counselling role. Non-professional counsellors continually
face conflicts created by the fact that they are accountable to large organisations, but
professionally, ethically and morally devoted to their clients (the victims of trauma who are
being counselled by them). They must balance the competing, and sometimes opposing
demands of several parties such as trauma victims, employees, families and communities. To
add to these circumstances it is important to remember that counselling is not the main job
objective of the non-professional counsellors. Counselling is seen as an "add-on" to their job
description and is in most instances not part of their performance measurement/assessment.
Work engagement was related to low burnout scores, while personal accomplishment was
associated with work engagement. High sense of coherence had a mediating effect on burnout
and a positive effect on work engagement. This study seems to emphasise that job demands
have a more negative effect on engagement when sense of coherence is low than when sense
of coherence is high. Conversely, it is assumed that sense of coherence provides functions
such as increased perception of coping capacity or minimised stress appraised, which
decreases the effects of stress on an individual.
Recommendations for the organisations and future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Brand, Lelani. "Burnout, work engagement and workaholism among employees in the insurance industry / Lelani Brand." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1122.
Full textAbstract:
Over the last decade, numerous changes have occurred in the insurance industry due to
international expansions and stiff competitiveness. As a result of these changes, employees
are suffering from stressful work conditions such as pressure to perform and work-life
conflict, which lead to feelings of distrust, tension, strain in interpersonal relations,
interpersonal conflict and difficulty in coping with pressure to perform. Tracking and
addressing the work wellness of these employees are important to improve their work-related
performance, as well as the quality of their service. Burnout, work engagement and
workaholism are focal points in this regard. In order to measure these constructs it is
important to have valid and reliable instruments. However, there is a lack of research which
measures burnout, engagement and workaholism in the South African context.
The objective of this study was to determine the relationship between burnout, work
engagement and workaholism amongst employees in the insurance industry.
The research method consisted of a brief literature review and an empirical study. A cross-sectional
design was used. An availability sample (N = 153) from employees in the insurance
industry was taken. The Oldenburg Burnout Inventory (OLBI), Utrecht Work Engagement
Scale (UWES), an adapted version of the Work Addiction Risk Test (AWART), and a
biographical questionnaire were administered. The statistical analysis was conducted with the
aid of the SPSS program and AMOS program. The statistical method employed in the study
consisted of descriptive statistics, Cronbach alpha coefficients, Pearson product-moment
correlation coefficients and a structural equation modelling method. Multivariate analysis of
variance (MANOVA) was used to determine the significance of differences of workaholism
between demographic groups.
It was evident in this study that employees in the insurance industry experience workaholism
due to their tendency to work long hours overtime, to work weekends and to take work home.
Results indicated that work wellness of employees in the insurance industry does comprise
well-being (Burnout and Work Engagement) and Workaholism.
Recommendations for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Coetzer, Wilhelmina Johanna. "Burnout and work engagement of employees in an insurance company / Wilhelmina Johanna Coetzer." Thesis, North-West University, 2004. http://hdl.handle.net/10394/239.
Full textAbstract:
Continuous changes along with the increased pressure to perform may result in feelings of
distrust, strain in interpersonal relations, psychological strain, fatigue and tension, all
affecting the well-being of employees. Tracking and addressing the effectiveness of
employees in the work context in areas that could impact on the standard of their services is
important. Burnout and work engagement are specific focus areas in this regard. To measure
burnout and work engagement, it is important to use reliable and valid instruments. However,
there is a lack of empirical research systematically investigating burnout and work
engagement in South Africa, as well as serious limitations, including poorly designed studies,
a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, South
Africa is a multicultural society and therefore, when burnout and work engagement measures
are applied to different cultural groups, issues of equivalence become important.
The objectives of this study were to standardise the MBI-GS and UWES for employees in an
insurance company and to determine equivalence for each instrument, to determine the
occupational stressors experienced and demographic differences in terms of the experience of
occupational stressors and to test a causal model of work wellness consisting of burnout,
work engagement, job demands, job resources, health, optimism and intention to leave.
The research method for each of the three articles consists of a brief literature review and an
empirical study. A cross-sectional survey design was used. An availability sample (N = 613)
fiom employees in an insurance company was taken. The Maslach Burnout Inventory -
General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Life Orientation Test
- Revised (LOT-R), An Organisational Stress Screening Tool (ASSET), Job Characteristics
Scale (JCS) and a biographical questionnaire were administered. The statistical analysis was
carried out with the help of the SAS program and AMOS. The statistical methods utilised in
the three articles consisted of descriptive statistics, Cronbach alpha coefficients, inter-item correlations, Pearson product-moment correlation coefficients and structural equation
modelling methods. One-way analysis of variance (ANOVA) was also utilised to determine
differences between the subgroups of the sample.
Structural equation modelling confirmed a three-factor model of burnout, consisting of
exhaustion, cynicism and professional efficacy. The three-factor model of work engagement
represented the data quite well after certain items had been replaced due to semantic
differences. The MBI-GS and UWES both showed acceptable internal consistencies.
Construct equivalence for different language groups were confumed for the MBI-GS and
UWES.
The continuous exposure to things like change, competitiveness and rivalry may result in
feelings of stress. Stress may have a negative impact on the health and well-being of
individuals. Physical and psychological ill health was found to be the major outcome of stress
for employees. Commitment moderated the effect of occupational stress on ill health.
Specific occupational stressors indicated in an insurance company had to do with
performance management, job characteristics, redundancy of skills and remuneration.
Biographical factors (i.e. department, level, years' experience) had an impact on the
experience of occupational stressors.
A one-factor, four-factor and three-factor wellness model was tested. The three-factor model,
comprising exhaustion and cynicism loading on burnout and a combined work engagement
(vigour and dedication) dimension, provided the best fit with the data. The causal model of
work wellness provides support for the COBE model, assuming job demands and job
resources. A lack of job resources increases the levels of burnout of employees, as well as the
intention to leave the organisation. The availability of job resources increases the levels of
work engagement. Employees who experience excessive workloads are likely to develop high
levels of burnout which, in turn, may lead to health problems.
Recommendations for future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
32
Hallberg, Ulrika Eriksson. "A thesis on fire studies of work engagement, type A behavior and burnout /." Stockholm : Stockholms Universitet, 2005. http://su.diva-portal.org/smash/get/diva2:198686/FULLTEXT01.
Full text
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Santos, David. "Burnout e Engagement - As duas faces da mesma moeda no Destacamento Territorial da Guarda Nacional Republicana de Torres Vedras." Master's thesis, Academia Militar. Direção de Ensino, 2012. http://hdl.handle.net/10400.26/8569.
Full textAbstract:
Segundo Seyle (1980, cit. por Serra, 2002), o eustress está relacionado com
situações dinamizadoras que contribuem para a realização pessoal, enquanto que o distress representa situações desgastantes e improdutivas para o indivíduo.
Com o presente trabalho pretende-se contribuir para a clarificação do impacto de variáveis sociodemográficas relevantes sobre o processo de aumento do disstress em deterioração do eustress nos militares da Guarda pertencentes ao Destacamento Territorial de Torres Vedras. Para operacionalizar a variação do sentido eustress – distress, recorreuse aos conceitos engagement – burnout.
O modelo que seguimos ao longo do estudo considera a relação entre engagement –
burnout como um processo contínuo entre dois polos, levando o indivíduo a estar mais
perto do polo positivo – engagement ou do polo negativo – burnout, em função do impacto das variáveis sociodemográficas nesta relação.
A metodologia que empregamos neste estudo empírico foi a aplicação um
questionário sociodemográfico e de dois instrumentos de medida, um para o engagement e outro para o burnout, de seguida utilizou-se um programa de estatística (SPSS versão 17) para realizar o tratamento e análise dos dados obtidos.
De um modo geral, este estudo confirma a tridimensionalidade de ambos os instrumentos testados bem como as correlações existentes entre subescalas de acordo com os seus autores.
No caso das variáveis sociodemográficas relevantes, encontraram-se algumas
correlações que vão de encontro com a literatura, nomeadamente o interesse em mudar de função, as habilitações académicas e o estado civil. Contudo, devido às características da amostra, houve a necessidade de não correlacionar as subescalas de burnout e engagement com a variável “género” e com a variável “pretende mudar de profissão”. Posto isto, sobraram duas variáveis sociodemográficas que não apresentaram correlações com as subescalas em causa.
O modelo testado apresentou resultados de acordo com os autores dos modelos
originais, contudo, e apesar de se verificar que as variáveis sociodemográficas têm impacto no processo de deterioração da relação engagement – burnout, no presente estudo demostrou ser pouco significativa.
34
Lesoro, Shadrack McCarthy. "Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro." Thesis, North-West University, 2008. http://hdl.handle.net/10394/3742.
Full textAbstract:
In order to survive and to prosper in a continuously changing environment, organisations need energetic and motivated employees, i.e. employees who are psychologically well. Burnout and work engagement are important focus areas for research regarding the wellness of employees. In order to ensure work wellness (i.e. low burnout and high work engagement), it is necessary to assess the current level thereof. This assessment should be done on an individual level, and scores should also be aggregated to study patterns in specific occupations, sections, units, and organisations. However, before the levels of wellness can be assessed, a valid and reliable measuring instrument is needed. The objectives of the study were to to investigate the construct validity and reliability of the Maslach Burnout Inventory - General Survey, and Utrecht Work Engagement Scale for train drivers, and to test assess the relationship between burnout and work engagement.
A cross-sectional survey design was used, whereby a sample (JV= 332) was drawn from train drivers in Spoornet. The measuring instruments utilised in this study were The Maslach Burnout Inventory - General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES) and the Cognitive Weariness Scale (CWS). Principal components extraction was used prior to principal factor extraction to estimate the number of factors, presence of outliers and factorability of correlation matrices. Structural equation modelling was used to test the relationship between the constructs.
The results showed that burnout consisted of four factors, namely Exhaustion, Cognitive Weariness, Professional Efficacy and Cynicism. Work Engagement showed a one-factor structure. Structural equation modelling showed that work wellness consists of two factors, namely energy (including Exhaustion, Cognitive Weariness, and Cynicism), and motivation (Work Engagement and Professional Efficacy).
The results also showed that Exhaustion is practically significantly and positively related to Cynicism (large effect) and Cognitive Weariness (medium effect). Exhaustion is also practically significantly and negatively related to Work Engagement (large effect) and Professional Efficacy (medium effect). Cynicism is practically significantly and positively related to Cognitive Weariness (medium effect) and negatively related to Work Engagement (larger effect) and Professional Efficacy (medium effect). Work Engagement is practically significantly and positively related to Professional Efficacy (large effect).
The sten scores of the train drivers were low average on Exhaustion (4,02) and on Cynicism (4,38%). The sten scores were above average on Vigour (7,48%) and on Dedication (7,96%). About 52,l%o of the train drivers reported low on Exhaustion and 42,5% reported low on Cynicism. As as far as Vigour and Dedication are concerned, 57% showed high scores on Vigour and 63,9% of train drivers showed high scores on dedication. The structure of well-being was equivalent for Afrikaans and African language groups.
Recommendations for future research were made.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
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O'Day, Jessica Marie. "Predictors of Employee Engagement in Institutions of Higher Education." Thesis, North Dakota State University, 2020. https://hdl.handle.net/10365/31854.
Full textAbstract:
This study investigated predictors of employee engagement at a large public research university. Generally speaking, the typical employee is disengaged at work (Adkins, 2015), and previous research has identified burnout as a contributor to employee disengagement (Maslach et al., 2001). Full-time staff employees volunteered to participate in a four-part survey regarding their levels of employee engagement, burnout, anxiety, and physical activity. Burnout was found to be the most significant predictor of employee engagement or disengagement, however, the results of all four surveys used in the study further exposed the complicated nature of successful employee engagement strategy.
36
Eriksson, Emma. "Relationen mellan empati, engagemang och utbrändhet hos poliser." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-6845.
Full textAbstract:
Empati uppstår av flera anledningar och individen kan försöka reglera graden. Engagemang är ett positivt uppfyllande arbetsrelaterat tillstånd medan utbrändhet är en förlängd respons på interpersonella och kroniska emotionella stressorer i arbetet. Polismannens arbetsdag kantas av interpersonella stressorer som kan leda till utbrändhet, där engagemang och empati kan ha betydelse. Studiens syfte var att undersöka om hög empati tillsammans med högt engagemang kan relateras till utvecklande av utbrändhet hos poliser. Studien var kvantitativ med tillgänglighetsurval; 55 poliser deltog från en polismyndighet i Mellansverige. Resultatet visade att poliserna var empatiska och engagerade men inte påtagligt utbrända. Därav slutsatsen att empati och engagemang inte har en interaktiv effekt på förekomst av utbrändhet snarare att dessa faktorer kanske fungerar skyddande mot utbrändhet.
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Jackson, Leone Trodricht Basie. "Burnout and engagement of teachers in the North West Province / Leone Trodricht Basie Jackson." Thesis, North-West University, 2004. http://hdl.handle.net/10394/227.
Full textAbstract:
Continuous exposure to things like high job demands, lack of job resources, change,
competitiveness and rivalry, can result in stress and burnout. Stressful events may lead to ill health
and might impact negatively on the work-related well-being of employees. Because of
the emergence of positive (organisational) psychology, the study of positive aspects of health
and well-being are increasingly popular in Occupational Health Psychology. One of these
positive aspects is work engagement, which is considered to be the antipode of burnout.
Successful diagnoses of work stress, burnout and work engagement is the first step in
facilitating the work-related well-being of employees. To measure stress, burnout and work
engagement, it is important to use reliable and valid instruments. However, there is a lack of
empirical research systematically investigating burnout and work engagement in South
Africa, as well as serious limitations, including poorly designed studies, a lack of
sophisticated statistical analyses and poorly controlled studies. South Africa is a multicultural
society and therefore, when burnout and work engagement measures are applied to different
cultural groups, issues of construct equivalence becomes important. Furthermore, little
information exists regarding the causes and effects of work stress, burnout and work
engagement of teachers in South Africa.
The general objective of this research is to standardise the Maslach Burnout Inventory-
General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES) for teachers in
the North West Province, to determine causes of occupational stress for teachers, to assess the
relationship between occupational stress, organisational commitment and ill-health, and to
develop and test a causal model of work-related well-being for teachers in the North West
Province.
A cross-sectional survey design was used. Random, stratified samples of teachers in the
North West Province (N = 1177) were taken. An adapted version of the Maslach Burnout
Inventory - General Survey (MBI-GS), the Utrecht Work Engagement Scale (UWES), An
Organisational Stress Screening Tool (ASSET), the Affectometer 2, the Job Characteristics
Inventory (JCI), and a biographical questionnaire were administered. Descriptive statistics,
Cronbach alpha coefficients, inter-item correlations, exploratory and confirmatory factor
analyses, Pearson correlations, multivariate analysis of variance, one-way analysis of
variance and t-tests were used to analyse the data. Structural equation modelling was used to
test causal models of work-related well-being.
Structural equation modelling confirmed a three-factor model of burnout (Exhaustion, Mental
Distance and Professional Efficacy). All three factors showed acceptable internal
consistencies and construct equivalence for two language groups. Structural equation
modelling also confirmed a three-factor model of work engagement, consisting of Vigour,
Dedication and Absorption. Two of the sub-scales, namely Vigour and Dedication showed
acceptable internal consistencies. Both the MBI-GS and the UWES showed acceptable
construct equivalence. The results showed that practically significant differences exist
between demographic groups in their experience of burnout and work engagement.
The results confirmed the construct validity and internal consistency of the ASSET.
Occupational stress and low individual commitment to the organisation explained 3 1 % of the
variance in physical and psychological ill-health. Commitment from the individual to the
organisation moderated the effects of occupational stress on physical and psychological
health of teachers.
The results showed that role overload, unfavourable task characteristics, a lack of control and
low positive affect predicted exhaustion. Favourable task characteristics, positive affect and
low negative affect predicted professional efficacy. Burnout was related to physical and
psychological ill-health. Regarding a model of work-related well-being, the results showed
that job demands, a lack of job resources and low positive affect contributed to burnout.
Burnout mediated the relationship between job demands and ill-health, while positive affect
moderated the relationship between burnout and ill-health. Job resources predicted work
engagement. Work engagement mediated the relationship between job resources and
organisational commitment.
Recommendations for future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Van, der Merwe Margaret Elizabeth. "Burnout, engagement, coping and locus of control of postgraduate students / M. van der Merwe." Thesis, North-West University, 2003. http://hdl.handle.net/10394/249.
Full textAbstract:
Uitbranding as verskynsel was oorspronklik waargeneem by individue wat in hulpverlenings
beroepe gestaan het, soos byvoorbeeld verpleegsters. Vandag word dit erken dat individue in
enige beroep uitbranding kan ontwikkel. Dit is om hierdie rede dat navorsing oor die verband
tussen uitbranding, begeestering, coping en lokus van kontrole van nagraadse studente
toepaslik en noodsaaklik is, aangesien hulle die toekomstige werknemers van Suid Afrika is.
Die doe1 van die navorsing is om die verband tussen uitbranding, begeestering, coping en
lokus van kontrole van werkende nagraadse studente en nie-werkende nagraadse studente te
bepaal.
'n Opname-ontwerp is gebruik vir die navorsing. Die ondersoekgroep het bestaan uit (n=40)
nagraadse studente in die Ingenieursfakulteit asook @=SO) nagraadse studente in die MBA
klas van die Besigheidskool. Vier vraelyste is in hierdie empiriese navorsing gebruik,
naamlik die Maslach Uitbrandingsvraelys - Algemene Opname (MBI-GS), die Utrech Work
Engagement-Skaal (UWES), die COPE-Vraelys (COPE) en die Lokus van Kontrole-
Inventark (LOC). Beskrywende statistiek is gebruik om die data te analiseer.
Die resultate van die ondersoek dui daarop dat nagraadse studente 'n risiko loop vir
uitbranding. Die resultate wys verder daarop dat die meeste nagraadse studente intern
gemotiveer word en gebruik maak van aktiewe coping- strategieë om stres van die akademiese
lewe te kan hanteer. Die resultate dui verder ook daarop dat 'n eksterne lokus van kontrole
verband hou met hoe uitbrandingsimptome en passiewe coping- strategieë. Verdere
aanduidings is dat hoe uitputting met 'n eksterne lokus van kontrole en hoe vlakke van
sinisme korreleer. Toewyding en lewenskrag korreleer positief met interne lokus van kontrole
en outonomie, en voorspel ook lae vlakke van uitputting en sinisme.
Aanbevelings vir verdere navorsing is aan die hand gedoen.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
39
Ratshivhombela, Queen-Ann Sibongile. "Burnout and work engagement of South African packaging manufacturing managers / Queen-Ann Ratshivhombela (Maja)." Thesis, North-West University, 2005. http://hdl.handle.net/10394/807.
Full textAbstract:
Stress and burnout among workers are reaching epidemic proportions, resulting in loss of
millions in revenue due to absenteeism and corresponding reduction in productivity. The
question as to whether the participants of this study experience low levels of work wellness
(i.e., low burnout and high work engagement) or not, is not easy to answer. Therefore,
research is needed regarding the understanding of how burnout manifests itself, as well as
underlying factors contributing to the work engagement of managers and their relationship
with job demands and resources thereof. The objective of this study was to investigate which
job demands and job resources will predict burnout and work engagement of managers in the
packaging manufacturing sector and how different job characteristics will affect their levels
of engagement.
A cross-sectional survey design was used. The study population (N = 90) consisted of
managerial staff from various divisions of a national packaging manufacturing company in
South Africa. The Maslach Burnout Inventory - General Survey, the Utrecht Work
Engagement Scale, the Job-Demands-Resources Questionnaire and a biographical
questionnaire were administered. The reliability of the measuring instruments was assessed
with the use of Cronbach alpha coefficients. Descriptive statistics were used to analyse the
data. Pearson correlations and multiple regression analyses were used to assess the
relationships between burnout, job demands, job resources and work engagement.
The results showed that exhaustion was positively related to job demands (work overload).
Both exhaustion and cynicism were negatively related to a lack of job resources such as
organisational support and growth opportunities. Managers with low opportunities to learn,
little work independence, poor relationship with colleagues, poor relationship with immediate
supervisor, limited access to information, poor communication, insufficient participation,
lack of contact possibilities, poor remuneration and limited career possibilities were found to
experience high burnout and less work engagement, presumably because stimuli from the
environment did not promote growth, self-development, personal accomplishment and
meaning for the manager. The results showed that both job demands and job resources
contributed to burnout and work engagement.
Recommendations for future research have been made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
40
Andrade, Paula Cristina da Costa. "" Promoção do Savoring em Equipas de Enfermagem: Aumento do Engagement e Prevenção do Burnout "." Dissertação, Instituto de Ciências Biomédicas Abel Salazar, 2010. http://hdl.handle.net/10216/57196.
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Simbula, Silvia <1980>. "Burnout and work engagement among teachers: an application of the job demands-resources model." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2009. http://amsdottorato.unibo.it/2150/.
Full textAbstract:
The present dissertation focuses on burnout and work engagement among teachers, with especial focus on the Job-Demands Resources Model:
Chapter 1 focuses on teacher burnout. It aims to investigate the role of efficacy beliefs using negatively worded inefficacy items instead of positive ones and to establish whether depersonalization and cynism can be considered two different dimensions of the teacher burnout
syndrome.
Chapter 2 investigates the factorial validity of the instruments used to measure work engagement (i.e. Utrecht Work Engagement Scale, UWES-17 and UWES-9). Moreover, because the current study is partly longitudinal in nature, also the stability across time of engagement can be
investigated. Finally, based on cluster-analyses, two groups that differ in levels of engagement are compared as far as their job- and personal resources (i.e. possibilities for personal development, work-life balance, and self-efficacy), positive organizational attitudes and behaviours (i.e., job satisfaction and organizational citizenship behaviour) and perceived health are concerned.
Chapter 3 tests the JD-R model in a longitudinal way, by integrating also the role of personal resources (i.e. self-efficacy). This chapter seeks answers to questions on what are the most important job demands, job and personal resources contributing to discriminate burned-out teachers
from non-burned-out teachers, as well as engaged teachers from non-engaged teachers.
Chapter 4 uses a diary study to extend knowledge about the dynamic nature of the JD-R model by considering between- and within-person variations with regard to both motivational and health impairment processes.
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Meyer, Nadia. "Job resources, job demands, burnout and work engagement of employees in the public sector." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4474.
Full textAbstract:
Magister Artium - MAThe variables in this study are explored from a positive psychology paradigm, which is largely concerned with effecting psychological health and well-being of employees. The aim of this study will be to examine the impact of job resources, job demands on work engagement and burnout of employees within the public sector.Both survey and data analysis will be employed to guide the investigation. Standardised questionnaires will be used for the two different constructs, using the responses of employees on a composite questionnaire. Pearson correlation analysis and analysis of variance will be used to determine the relationship between the constructs of the study.The contribution of this study to the existing theory and literature is the exploration and inclusion of job resources and job demands and its relationship with burnout and work engagement. Various studies have reported that work engagement is important for organisations because it is related to job satisfaction, organisational commitment, low turnover intention and employee performance.The strengths in conducting the research could assist organisations to determine the level of engagement of employees in their current jobs. It may also assist organisations to implement interventions to address and manage burnout of employees in order to deal more effectively with symptoms. Furthermore it may be useful for organisations in order to act timeously to prevent those employees who are already showing signs of burnout from becoming sick as well as to increase work engagement. In addition, support those who are suffering from ill-health or decreased well-being caused by chronic occupational stress.
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Jowett, Gareth Edward. "Perfectionism, engagement and burnout in youth sport and dance : a self-determination theory perspective." Thesis, University of Leeds, 2014. http://etheses.whiterose.ac.uk/6846/.
Full textAbstract:
Recently researchers have found that indicators of perfectionistic strivings and perfectionistic concerns share divergent relationships with athlete burnout. To extend this research the thesis examined whether self-determination theory could help to explain these divergent relationships. The first study suggested that the positive association between perfectionistic concerns and athlete burnout was explained, in part, by controlled motivation. In contrast, the inverse association between perfectionistic strivings and athlete burnout was explained, in part, by autonomous motivation. Building on study one, the second study of the thesis examined whether perfectionistic concerns and perfectionistic strivings also shared divergent associations with athlete engagement, and whether basic psychological needs could explain these associations. The study two findings suggested that perfectionistic concerns and perfectionistic strivings did share opposing associations with athlete engagement. Moreover, the positive perfectionistic strivings-engagement and inverse perfectionistic concerns-engagement associations were explained by basic psychological need satisfaction and thwarting. In addition, the positive perfectionistic concerns-burnout and inverse perfectionistic strivings-burnout associations were also mediated by basic psychological need satisfaction and thwarting. Study three built on the first two studies by examining how perfectionistic strivings and perfectionistic concerns predicted self-conscious emotions on a day-to-day basis. The study three findings suggested that perfectionistic concerns predicted reduced pride, increased shame and guilt, and greater emotional instability; whereas perfectionistic strivings did not significantly predict self-conscious emotions. The fourth study examined how parents and dance tutors moderate dancers’ perfectionism. The study four findings advanced previous research in sport and dance by demonstrating that parental conditional regard strengthened the positive association between perfectionistic concerns and ill being in youth dancers. Together the studies suggested that perfectionistic concerns and perfectionistic strivings share opposing relationships with well-being and ill-being outcomes in youth sport and dance and that self-determination theory provides a theoretical lens through which to understand these relationships.
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Andrade, Paula Cristina da Costa. "" Promoção do Savoring em Equipas de Enfermagem: Aumento do Engagement e Prevenção do Burnout "." Master's thesis, Instituto de Ciências Biomédicas Abel Salazar, 2010. http://hdl.handle.net/10216/57196.
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Fisher, Madeline. "Work based learning : the impact of higher education/employer engagement in North East England." Thesis, Teesside University, 2012. http://hdl.handle.net/10149/315539.
Full textAbstract:
This research (January 2009 to January 2012) described the impact of Work Based Learning (WBL) programmes on three large organisations involved in HE/employer engagement partnerships to up-skill experienced employees in NE England. A case study approach gathered rich qualitative data from public and private organisations, and their university partner which provided long-term, whole-day university-based master-class WBL programmes for University-accredited qualifications with the support of Higher Education Funding Council for England’s Strategic Development Funding. The public organisation delivered its own certificate-level sessions; and a Foundation Degree was delivered by the University and the organisation’s Directors. Modified action research observations of classes preceded a questionnaire profiling candidates, their motivations, and perspectives about WBL. Stakeholders’ semi-structured interviews (Wengraf, 2001) answered: “how, why and with what consequences does the Mode 2 learning of the individual impact the Mode 2 learning of the organisation”, premised on WBL using Mode 2 “how to” knowledge (Gibbons et al, 1994). Data, mainly collected from May to November 2010, was analysed using a modified grounded theory approach (Corbin and Strauss, 2008) with fractal concept analysis (Wasserman, Clair and Wilson, 2009). Rich descriptions of the impacts of WBL from the perspectives of those involved in HE/employer engagement partnerships resulted in models for developing new partnerships and incorporating employer engagement within a university. Original contributions to WBL knowledge included the Courtyard Model based upon findings including types of knowledge/concepts/values that emerged from the research which may potentially lead to new pedagogies. Impacts of WBL included networking that carried the organisation’s strategic vision into its culture to enhance its sustainability and possible growth. Candidates attributed valuing reputation, knowledge and people to universities as organisations. The Courtyard Model summarised the relationship between the impacts of WBL on the development of candidates and organisations in terms of reputation, knowledge, people, networks, culture and sustainability.
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Perkins, Milton Jones. "Organizational Leadership Activities That Positively Influence Virtual Employee Engagement." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5030.
Full textAbstract:
Considering the growing virtual workforce, it is important for people-managers to understand whether traditional management techniques produce increased engagement and greater productivity with a virtual population. Guided by James Heskett, W. Earl Sasser Jr., and Leonard Schlesinger's conceptual Service Profit Chain framework, this study focused on addressing the gap in contemporary literature related to management techniques that influence virtual employee engagement. Much of the current research provides a foundation for managing and engaging traditional office-based employees. To better understand which experientially-based management techniques influenced traditional employee engagement for a group of virtual employees, a qualitative descriptive phenomenological methodology was used to collect and analyze data to identify differences between traditional and virtual employee management techniques. Semi structured interviews with a criterion-based sample group of 13 study participants were conducted. Input from participants were analyzed using a thematic inductive approach to understand and categorize the experiential interactions between managers and their virtual employees, discover how those experiences were defined and whether those categorized experiences influenced engagement. The results of this study illustrated how increased communication, autonomy, development, clarity, and succinct goals can be employed as effective people-management strategies for this increasingly more diverse and growing population. The social implication of this research produced insight about how these experiences created a more engaged, better work/life-balanced, happier, and mentally healthier virtual workforce.
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van, Ittersum Kyle William. "The distinctiveness of engagement and flow at work." Diss., Kansas State University, 2015. http://hdl.handle.net/2097/18974.
Full textAbstract:
Doctor of PhilosophyDepartment of Psychological Sciences
Clive Fullagar
Within the literature on engagement at work there has traditionally been a focus on overall work engagement. However, in recent years there has been increasing research on applying a specific form of task engagement, called flow, to the world of work. The current project details two studies that serve to differentiate and understand the relationship between overall work engagement and flow. The first study collected data on engagement and flow from several hundred working adults and used confirmatory factor analysis to explore the factor structure of the two concepts. Results indicated that flow and engagement are separate constructs, albeit related. The second study again collected data from working adults, however, the goal was to show the differential relationships both flow and engagement have with the work outcomes of job satisfaction, commitment, citizenship behaviors, and burnout. Results indicated that both flow and engagement were significant predictors of these outcomes with engagement being the stronger predictor of the two. Theoretical and practical implications of these findings are also discussed in full.
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Van, der Colff Jacoba Johanna. "Work-related well-being of registered nurses in South Africa / Jacoba Johanna van der Colff." Thesis, North-West University, 2005. http://hdl.handle.net/10394/936.
Full textAbstract:
The nursing profession in South Africa currently faces a climate of uncertainty and change as
governments struggle to contain healthcare while improving access, equity and health
outcomes. These factors are placing an extra burden on people in a profession that is already
encapsulated by an above-average risk environment for burnout and occupational stress. This
research emerges from the need to enhance the work wellness of employees in an already
burdened profession.
Enhancement of work wellness depends on the successful diagnosis of burnout, work
engagement and occupational stress. To be able to measure these constructs, it is important to
use reliable and valid instruments, taking into account the cultural diversity in a multicultural
setting such as South Africa. No validated instruments in this regard exist for the nursing
profession in South Africa. Furthermore, little information is available regarding these
constructs and the relationship between them, including sense of coherence and coping
strategies.
The general aim of this study was to validate the Maslach Burnout Inventory (MBI), the
Utrecht Work Engagement Scale (UWES) and the Nursing Stress Indicator (NSI) for the
nursing profession in South Africa; to analyse the differences between the levels of burnout
and engagement of different biographical groups; to identify the major occupational stressors
and to investigate the relationships between occupational stress, sense of coherence, coping,
burnout and work engagement.
A cross-sectional survey design was used, with stratified random samples (N = 818) taken of
registered nurses in South Africa. The Maslach Burnout Inventory-Human Services Survey.
the Utrecht Work Engagement Scale, the Nursing Stress Indicator, the Orientation to Life
Questionnaire, the Coping Orientation for Problem Experienced Questionnaire, as well as a
biographical questionnaire, was administered for the purpose of data collection. Cronbach
alpha coefficients, exploratory factor analysis, Pearson product-moment correlations,
multivariate analysis of variance (MANOVA), one-way analysis of variance (ANOVA), t-tests,
descriptive statistics and multiple regression analysis were employed to analyse the
data.
Exploratory factor analysis with target rotations resulted in a three-factor model of burnout,
consisting of exhaustion, depersonalisation and personal accomplishment, and a one-factor
model of work engagement. The scales showed acceptable construct equivalence and internal
consistencies for all three language groups, except for one item in the engagement scale,
where a significant lower score was noticed for the African language speaking group.
Practically significant differences were found in the burnout and engagement levels of
registered nurses with regard to their age and rank, and in the case of work engagement, also
regarding the years spent in nursing. T-tests revealed that burnout and engagement levels
were influenced by the occurrence of a medical condition and a lack of specialised training,
and in the case of burnout, also by longer working hours (full-time employment).
Registered nurses reported significantly high levels of stress relating to staff shortage,
inadequate salaries and excessive administrative duties. Lack of organisational support and
job demands were the strongest predictors of burnout (emotional exhaustion and
depersonalisation), together with a weak sense of coherence. Focus on and ventilation of
emotions as a coping strategy was also related to emotional exhaustion. Low levels of
burnout were found to be related to high levels of engagement.
Multiple regression analysis revealed that occupational stress, a weak sense of coherence,
approach coping, focus on and ventilation of emotions, and low seeking of emotional/social
support predicted 33% of the variance in emotional exhaustion. Twenty-seven percent of the
variance in depersonalisation was predicted by occupational stress, a weak sense of
coherence, avoidance coping, focus on and ventilation of emotions, and a low turning to
religion. Occupational stress because of job demands, a weak sense of coherence, approach
coping strategies, focus on and ventilation of emotion, in the absence of avoidance as a
coping strategy, predicted 17% of the variance in personal accomplishment, while low levels
of occupational stress because of job demands, a weak sense of coherence, and approach
coping strategies predicted 24% of the variance in engagement.
Recommendations for future research were made.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.
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Lonsdale, Christopher Sean, and n/a. "Burning out or burning desire? : investigating athlete burnout and engagement in elite New Zealand athletes." University of Otago. School of Physical Education, 2006. http://adt.otago.ac.nz./public/adt-NZDU20070220.144258.
Full textAbstract:
This thesis examined the utility of Self-Determination Theory (SDT; Deci & Ryan, 1985; Ryan & Deci, 2002) as a framework for understanding athlete burnout and its hypothesized opposite - athlete engagement. Athlete burnout was defined as "a psychological syndrome of emotional/physical exhaustion, reduced sense of accomplishment, and sport devaluation" (Raedeke, 1997, p.398). Athlete engagement was defined as a persistent, positive, cognitive-affective experience in sport that is characterized by vigour, dedication, and confidence. Based on the predictions of Vallerand�s (1997; Vallerand & Losier, 1999) motivational model, it was hypothesized that elite New Zealand athletes with higher perceptions of competence, autonomy, and relatedness (i.e., basic psychological needs) would also report more self-determined motives to participate in sport and that individuals with higher self-determined motivation would experience lower athlete burnout and higher athlete engagement. Before testing these hypotheses four preliminary studies were necessary. First, because of the nomadic lifestyles of many elite athletes, it was decided that an online survey delivered via the Internet would be the most appropriate and effective method for collecting data to test the central hypotheses. However, a literature search revealed that no studies in sport psychology had compared online and traditional paper and pencil survey methods and therefore a preliminary study was needed to investigate potential survey format effects. Results of measurement invariance and latent mean structures analyses indicated that there were no differences on the Athlete Burnout Questionnaire for randomly assigned online (n=117) and paper and pencil (n=97) groups. Second, recent research (e.g., Martens & Webber, 2002; Riemer, Fink, & Fitzgerald, 2002) has indicated that the only published measure of behavioural regulations (i.e., motives) in sport (Pelletier, Fortier, Vallerand, Tuson, & Blais, 1995) has psychometric problems. Therefore, it was necessary to develop a reliable and valid measure of behavioural regulations in sport. Following rigorous scale development procedures that included expert review and pilot testing, results from two studies (n=382 and n=343) supported the reliability and validity of this new measure - the Behavioural Regulations in Sport Questionnaire.
Third, while researchers in organizational and educational psychology have examined engagement experiences, no research has investigated athlete engagement. Results of a qualitative inquiry with elite New Zealand athletes (n=15) indicated that vigour, dedication, and confidence were core athlete engagement dimensions. Fourth, items for a quantitative athlete engagement questionnaire were created using operational definitions from the qualitative study and then reviewed by athlete burnout and positive psychology experts. Analysis of data from two samples (n=382 and n=343) supported the reliability and validity of the Athlete Engagement Questionnaire. Results from the final study (n=343) investigating the relationships amongst basic needs, behavioural regulations, burnout, and engagement generally supported the main hypotheses of the thesis. Indeed, athletes with higher perceptions of autonomy and competence reported more self-determined regulations; however, relatedness was not a significant predictor. Athletes� levels of self-determined motivation accounted for substantial portions of variance in athlete burnout symptoms: emotional/physical exhaustion (R�=.13), sport devaluation (R�=.43) and reduced accomplishment (R�=.42). Behavioural regulations were also strong predictors of athlete engagement, accounting for 49% of the variance in vigour, 42% of the variance in dedication, and 30% of the variance in confidence. Implications of these results for researchers and practitioners are discussed. Directions for research concerning SDT, athlete burnout, and athlete engagement are also highlighted.
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Langenhoven, Anja. "How job demands and resources predict burnout, engagement and intention to quit in call centres." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/98070.
Full textAbstract:
Thesis (MCom)--Stellenbosch University, 2015ENGLISH ABSTRACT : The industrial psychology literature related to call centres highlights the negative aspects of call centre work environments and the resultant adverse impact on workers’ well-being. Call centres have been labelled the “coal mines of the 21st century”, “assembly lines in the head” and “satanic mills” (Janse van Rensburg, Boonzaier, & Boonzaier, 2013, p. 2). High levels of stress, high staff turnover and burnout are all factors that are often experienced by call centre agents (Banks & Roodt, 2011). However, Van der Colff and Rothman (2009) report that some call centre agents, regardless of the high job demands, do not develop burnout. These agents cope better than others under highly demanding and stressful work conditions. To build on these findings, the present study took a detailed look at factors affecting the well-being of employees working in call centres. Specifically, the question was asked, “Why is there variance in work engagement, job burnout and intention to quit amongst the employees in call centres?” The job demands-resources (JD-R) model (Bakker & Demerouti, 2014) was used as a framework to investigate the well-being of call centre agents employed in the outbound departments of two branches of a Cape Town call centre. The primary objective of this study was to develop and empirically test a structural model, derived from theory, explaining the antecedents of variance in work engagement, job burnout and intention to quit amongst call centre employees. The antecedents comprise transformational leadership (as a job resource), emotional intelligence and psychological capital (as employees’ personal resources), and emotional labour (as job demands) present in a call centre environment. An ex post facto correlational design was used to test the formulated hypotheses in this research study. Quantitative data was collected from 223 call centre agents by means of non-probability convenience sampling. A self-administered hard-copy survey was distributed to the two call centre branches, given that call centre agents agreed to participate in the research study. Measuring instruments consisted of (1) the Utrecht Work Engagement Scale (UWES-17) questionnaire (Schaufeli et al., 2002), (2) the Maslach Burnout Inventory General Survey (MBI-GS) (Maslach, Schaufeli & Leiter, 2001), (3) the Turnover Intention Scale (TIS) (Ding & Lin, 2006; Lee, 2000), (4) the Emotional Demands and Emotion-rule Dissonance scales (Xanthopoulou, Bakker, & Fischbach, 2013), (5) the adapted Multifactor Leadership Questionnaire (MLQ 5x short) (Van Aswegen & Engelbrecht, 2009), (6) the Genos Emotional Intelligence Inventory (Gignac, 2010) and (7) the Psychological Capital Questionnaire (Luthans, Avolio, Avey, & Norman, 2007). The data was analysed using item analyses and structural equation modelling (SEM). A PLS path analysis was conducted to determine the model fit. From the 21 hypotheses formulated in the study, six were found to be significant. It is noteworthy, however, that 12 of the non-significant paths were related to the moderating effects. Hypotheses 1, 3 and 8 were also found to be not significant. However, hypotheses 2, 4, 5, 6, 7 and 9 were all found to be statistically significant and therefore supported the JD-R theory (Bakker & Demerouti, 2014), which postulates that job demands are generally the most important predictors of job burnout, whereas job resources and personal resources are generally the most important predictors of work engagement. Also, it was found that call centre agents experiencing a high level of work engagement were less inclined to leave the organisation. The study’s findings shed light on the importance of developing interventions that can foster job and personal resources in the pursuit of optimising work engagement. In addition, the call centre agents can be bolstered in coping with existing job demands and cumulatively this also results in a decrease in the employees’ level of burnout and in their intention to leave the company.
AFRIKAANSE OPSOMMING : Bedryfsielkundige literatuur met betrekking tot inbelsentrums beklemtoon die negatiewe aspekte van die werkomgewing van inbelsentrums en die gevolglike nadelige effek op werkers se welsyn. Inbelsentrums is reeds beskryf as die “steenkoolmyne van die 21ste eeu”, ‘”monteerbande in die kop” en “sataniese meule” (Janse van Rensburg, Boonzaier, & Boonzaier, 2013, p. 2). Hoë vlakke van stres, hoë personeelomset en uitbranding is faktore wat gereeld deur inbelsentrum-agente ervaar word (Banks & Roodt, 2011). Van der Colff en Rothman (2009) rapporteer egter dat ten spyte van hulle hoë werkvereistes, sommige inbelsentrumagente nie uitbranding ervaar nie. Hierdie agente vaar beter as ander onder hoogs veeleisende en stresvolle werkomstandighede. Om verder te bou op die navorsing wat reeds onderneem is, kyk die huidige studie na die faktore wat moontlik die welsyn van werknemers in inbelsentrums affekteer. Met ander woorde, dit soek na die antwoord op die navorsingsinisiërende vraag: “Hoekom is daar verskille in die werksbegeestering, werksuitbranding en intensie om die organisasie te verlaat onder werknemers in inbelsentrums?” Om op hierdie navorsingsinisiërende vraag te kan reageer, is die job demands-resources (JD-R) model (Bakker & Demerouti, 2014) gebruik as raamwerk spesifiek om die welsyn van inbelsentrumagente wat in die uitbel-departemente binne twee takke van ‘n bekende uitbelsentrum, geleë in Kaapstad, te ondersoek. Die hoofdoelwit van hierdie studie was om ’n strukturele model te ontwikkel en te toets wat die antesedente van variansie in werksbegeestering, werksuitbranding en die intensie om die organisaie te verlaat, onder inbelsentrumwerknemers verklaar. Die spesifieke antesedente wat in hierdie studie getoets is, was transformasie-leierskap (as ’n werkshulpbron), emosionele intelligensie en sielkundige kapitaal (psychological capital) (as werknemers se persoonlike hulpbronne), en emosionele arbeid (as werkseise) wat in ‘n inbelsentrum-omgewing teenwoordig is. ʼn Ex post facto korrelasie-ontwerp is gebruik om die geformuleerde hipoteses in hierdie studie te toets. Kwantitatiewe data is by 223 inbelsentrumagente deur middel van nie-waarskynlikheids gerieflikheidsteekproeftrekking ingesamel. ’n Selfgeadministreerde hardekopie-opname is in die twee takke van die inbelsentrum versprei, aangesien hulle ingestem het om aan die studie deel te neem. Die opname het spesifieke latente veranderlikes gemeet wat op die studie van toepassing is deur gebruik te maak van betroubare en geldige meetinstrumente. Hierdie instrumente sluit in (1) die Utrecht Work Engagement Scale (UWES-17) vraelys (Schaufeli et al., 2002), (2) die Maslach Burnout Inventory General Survey (MBI-GS) (Maslach, Schaufeli & Leiter, 2001), (3) die Turnover Intention Scale (TIS) (Ding & Lin, 2006; Lee, 2000), (4) die Emotional Demands en Emotion-rule Dissonance skale (Xanthopoulou, Bakker, & Fischbach, 2013), (5) die aangepaste Multifactor Leadership Questionnaire (MLQ 5x kort) (Van Aswegen & Engelbrecht, 2009), (6) die Genos Emotional Intelligence Inventory (Gignac, 2010) en (7) die Psychological Capital Questionnaire (Luthans, Avolio, Avey, & Norman, 2007). Die versamelde data is deur middel van item-analise en strukturele vergelykingsmodellering geanaliseer. ’n PLS pad-ontleding is onderneem om modelpassing te bepaal. Vanuit die 21 hipoteses wat vir hierdie studie geformuleer is, is ses bevind om betekenisvol te wees. Dit is egter merkwaardig dat 12 van die nie-betekenisvolle bane verband gehou het met modererende effekte. Hipoteses 1, 3 en 8 is ook bevind om nie-betekenisvol te wees. Hierdie nie-betekenisvolle bane kan op grond van verskeie redes ontstaan. Hipoteses 2, 4, 5, 6, 7 en 9 is egter almal bevind om statisties betekenisvol te wees en ondersteun dus die JD-R teorie (Bakker & Demerouti, 2014). Hierdie teorie hou voor dat werksvereistes oor die algemeen die belangrikste voorspellers van werksuitbranding is, terwyl werkshulpbronne en persoonlike hulpbronne oor die algemeen die vernaamste voorspellers van werksbegeestering is. Dit is ook bevind dat inbelsentrumagente wat ’n hoë vlak van werksbegeestering ervaar, minder geneig is om die organisasie te verlaat. Die studie se bevindings werp lig op die belangrikheid daarvan om ingrypings te ontwikkel wat werks- en persoonlike hulpbronne kan kweek in die nastrewing van die optimering van begeestering en om inbelsentrumagente te help om die bestaande werkseise te hanteer. Gevolglik sal hierdie uitkoms lei tot ’n vermindering in die werknemers se vlakke van uitbranding en in hulle intensies om die organisasie te verlaat.