scholarly journals Thinking of change in terms of gains or losses Promotion versus prevention focus as a moderator in the job demands-resources model

2010 ◽  
Vol 36 (2) ◽  
Author(s):  
Paraskevas Petrou ◽  
Evangelia Demerouti
Keyword(s):  
Emotional Exhaustion ◽  
Survey Design ◽  
Self Regulation ◽  
Job Demands ◽  
Organisational Change ◽  
Prevention Focus ◽  
Cross Sectional ◽  
Openness To Change ◽  
Managerial Implications ◽  
Value Add

Orientation: Promotion and prevention regulatory foci have been established as self-regulation systems with implications for the study of change.Research purpose: The study aimed to test moderating effects of promotion and prevention focus within the job demands-resources model in a context of organisational change. Predictors included job demands and resources whilst outcomes included emotional exhaustion, disengagement and openness to change.Motivation for the study: The study intended to understand whether individual differences in promotion and prevention focus play an important role during the experience of organisational change.Research design, approach and method: A sample of 164 teachers from the Netherlands participated in a quantitative survey design before a new governmental policy was implemented in their schools and 189 different teachers working in the same schools participated in the survey after the implementation of the policy. Cross-sectional moderated regression analyses were used to analyse the data.Main findings: Promotion focus moderated the relationship between job demands and openness to change, whilst both promotion and prevention focus moderated many of the relationships between job resources on the one hand and emotional exhaustion, disengagement and openness to change on the other hand.Practical/managerial implications: Knowing that organisational change can have different meanings for promotion and prevention focused employees, managers can facilitate employee adaptation to change.Contribution/value-add: This research provides a theoretical framework that incorporates self-regulation as a moderator in the job demands-resources model. At the same time, implications for organisational change were co-examined.

scholarly journals Job demands and resources of workers in a South African agricultural organisation

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Doris N. Asiwe ◽  
Carin Hill ◽  
Lené I. Jorgensen
Keyword(s):  
Agricultural Sector ◽  
Survey Design ◽  
Job Demands ◽  
Negative Consequences ◽  
Validity And Reliability ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Understanding the job demands and resources experienced by workers in an agricultural organisation.Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS) as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated.Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature.Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables.Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions.Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment).Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.

scholarly journals Sense of coherence, career adaptability and burnout of early-career Black staff in the call centre environment

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Nisha Harry ◽  
Melinde Coetzee
Keyword(s):  
Sense Of Coherence ◽  
Survey Design ◽  
Maslach Burnout Inventory ◽  
Early Career ◽  
Call Centre ◽  
Career Adaptability ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Years Of Service ◽  
Value Add

Orientation: The call centre is recognised as being a stressful work environment that affects the general wellbeing of call centre agents.Research purpose: This study explored whether call centre agents’ sense of coherence significantly influences their career adaptability and whether their burnout levels significantly moderate the sense of coherence–career adaptability relationship. The research also investigated whether age, gender and years of service (as control variables), along with sense of coherence, predicted career adaptability.Motivation for the study: The positive psychological construct of career adaptability and its association with call centre agents’ sense of coherence, burnout, age, gender and years of service have not yet been investigated in the call centre environment.Research design, approach and method: A cross-sectional quantitative survey design was used. The Orientation to Life, Career Adapt-Abilities Scale and Maslach Burnout Inventory General Scale were administered to a non-probability purposive sample of 409 early-career Black staff employed in three of the largest outsourced financial call centres in Africa.Main findings: Multiple regression analyses revealed that age, gender and meaningfulness significantly predicted call centre agents’ career adaptability, but that their burnout levels do not significantly moderate the sense of coherence–career adaptability relationship.Practical/managerial implications: Enhancing call centre agents’ sense of meaningfulness will increase their levels of career adaptability and career wellbeing.Contribution/value-add: This research is the first to investigate the construct of career adaptability in the call centre environment and adds new knowledge and insights to the existing wellness and positive psychology literature.

scholarly journals Management competencies in higher education: Perceived job importance in relation to level of training required

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Ingrid L. Potgieter ◽  
Melinde Coetzee
Keyword(s):  
Higher Education ◽  
Survey Design ◽  
Education Institution ◽  
Training Programme ◽  
Design Approach ◽  
Management Competencies ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Level Of Training ◽  
Value Add

Orientation: The increasing changes and demands placed on higher education institutions in the 21st century and resultant impact on the roles and responsibilities of heads of department (HODs) have led to an increasing emphasis on the development of core HOD management competencies.Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies.Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively.Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. The Management Competency Inventory (MCI) of Visser (2009) was applied as a measure.Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required.Practical/Managerial implications: Training needs of HODs should be formally assessed and the depth of training required in terms of the identified management competencies should be considered in the design of training programmes.Contributions/Value-add: The information obtained in this study may potentially serve as a foundation for the development of an HOD training programme in the South African higher education environment.

scholarly journals Performance appraisal as an antecedent to innovation: An analysis of its importance relative to other human resource practices

2019 ◽  
Vol 17 ◽  
Author(s):  
Navin G. Matookchund ◽  
Renier Steyn
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Survey Design ◽  
Human Resource Practices ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
General Managers ◽  
Managerial Implications ◽  
Value Add ◽  
Unique Predictor

Orientation: Innovation is essential to organisational survival, and several studies have shown that performance appraisals (PAs) contribute to innovation.Research purpose: The purpose of this study was to examine the importance of PA as an antecedent to innovation relative to other human resource practices (HRPs).Motivation for the study: The specific HRP drivers of innovation among employees and across organisations are not well specified, hindering appropriate resource allocation.Research approach/design and method: The PA–innovation link was investigated among 3180 employees across 53 South African organisations, utilising a cross-sectional survey design involving quantitative data, and focusing on correlation and regression analyses.Main findings: Human resource practices accounted for approximately 10% of the variance in innovation when considering individual employees. Performance appraisal was neither a common nor a unique predictor of innovation. When focusing on the link across organisations, a significant HRPs–innovation link was established in approximately 60% of organisations, with PA playing a significant role as the predictor of innovation in 10 (out of 53) organisations.Practical/managerial implications: Other HRPs, specifically supervisor support and staffing, played a much bigger role than PA in driving innovation of individuals, also across organisations. This specifies the relative importance of PA amongst other HRPs.Contribution/value-add: General managers, human resource practitioners and researchers can now use data-driven evidence to select specific HRPs which significantly enhance innovation among employees and across organisations.

scholarly journals Dimensionality of the UWES-17: An item response modelling analysis

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Deon P. De Bruin ◽  
Carin Hill ◽  
Carolina M. Henn ◽  
Klaus-Peter Muller
Keyword(s):  
Item Response ◽  
Work Engagement ◽  
Survey Design ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Conflicting Evidence ◽  
Managerial Implications ◽  
Information And Communication ◽  
Value Add ◽  
Individual Scores

Orientation: Questionnaires, particularly the Utrecht Work Engagement Scale (UWES-17), are an almost standard method by which to measure work engagement. Conflicting evidence regarding the dimensionality of the UWES-17 has led to confusion regarding the interpretation of scores.Research purpose: The main focus of this study was to use the Rasch model to provide insight into the dimensionality of the UWES-17, and to assess whether work engagement should be interpreted as one single overall score, three separate scores, or a combination.Motivation for the study: It is unclear whether a summative score is more representative of work engagement or whether scores are more meaningful when interpreted for each dimension separately. Previous work relied on confirmatory factor analysis; the potential of item response models has not been tapped.Research design: A quantitative cross-sectional survey design approach was used. Participants, 2429 employees of a South African Information and Communication Technology (ICT) company, completed the UWES-17.Main findings: Findings indicate that work engagement should be treated as a unidimensional construct: individual scores should be interpreted in a summative manner, giving a single global score.Practical/managerial implications: Users of the UWES-17 may interpret a single, summative score for work engagement. Findings of this study should also contribute towards standardising UWES-17 scores, allowing meaningful comparisons to be made.Contribution/value-add: The findings will benefit researchers, organisational consultants and managers. Clarity on dimensionality and interpretation of work engagement will assist researchers in future studies. Managers and consultants will be able to make better-informed decisions when using work engagement data.

scholarly journals Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

2011 ◽  
Vol 37 (2) ◽  
Author(s):  
Mohd A. Idris ◽  
Maureen F. Dollard ◽  
Anthony H. Winefield
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Job Demands ◽  
Population Based ◽  
Working Environment ◽  
Job Resources ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Job characteristics are well accepted as sources of burnout and engagement amongst employees; psychosocial safety climate may precede work conditions.Research purpose: We expanded the Job Demands and Resources (JD-R) model by proposing psychosocial safety climate (PSC) as a precursor to job demands and job resources. As PSC theoretically influences the working environment, the study hypothesized that PSC has an impact on performance via both health erosion (i.e. burnout) and motivational pathways (i.e. work engagement).Motivation for the study: So far, integration of PSC in the JD-R model is only tested in a Western context (i.e. Australia). We tested the emerging construct of PSC in Malaysia, an Eastern developing country in the Asian region.Research design, approach and method: A random population based sample was derived using household maps provided by Department of Statistics, Malaysia; 291 employees (response rate 50.52%) from the State of Selangor, Malaysia participated. Cross-sectional data were analysed using structural equation modelling.Main findings: We found that PSC was negatively related to job demands and positively related to job resources. Job demands, in turn, predicted burnout (i.e. exhaustion and cynicism), whereas job resources predicted engagement. Both burnout and engagement were associated with performance. Bootstrapping showed significant indirect effects of PSC on burnout via job demands, PSC on performance via burnout and PSC on performance via the resources-engagement pathway.Practical/managerial implications: Our findings are consistent with previous research that suggests that PSC should be a target to improve working conditions and in turn reduce burnout and improve engagement and productivity.Contribution/value-add: These findings suggest that JD-R theory may be expanded to include PSC as an antecedent and that the expanded JD-R model is largely valid in an Eastern, developing economy setting.

scholarly journals Dimensionality of trust: An analysis of the relations between propensity, trustworthiness and trust

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Marita Heyns ◽  
Sebastiaan Rothmann
Keyword(s):  
Survey Design ◽  
Point Of View ◽  
Dyadic Relationships ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Trust Formation ◽  
Managerial Implications ◽  
Value Add ◽  
Trust Propensity

Orientation: Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study.Research purpose: This study examined the dynamic interplay between trust propensity, trustworthiness beliefs and the decision to trust, as perceived within dyadic workplace relationships. Motivation for the study: No studies, as far as the authors are aware, have ever attempted to use a combination of Mayer and Davis’s well-known assessment of trustworthiness and Gillespie’s measure of behavioural trust within the same study. By including measures of main antecedents and the actual decision to trust in the same study, the multidimensionality of trust can be established more concretely.Research approach, design and method: A cross-sectional survey design with a convenience sample (N = 539) was used. The Behavioural Trust Inventory and the Organisational Trust Instrument were administered.Main findings: Results confirmed the distinctness of propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relationship between propensity and trust. The observed relations between propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy.Practical/managerial implications: Leaders should realise that their attitudes and behaviour have a decisive impact on trust formation processes: if they are being perceived as trustworthy, followers will be likely to respond by engaging in trusting behaviours towards them. Tools to assess followers’ perceptions of the trustworthiness of the leader may provide useful feedback that can guide leaders.Contribution/value-add: This study contributes to scientific knowledge regarding the influence of propensity to trust and trustworthiness on trust of leaders.

scholarly journals A temperature reading of COVID-19 pandemic employee agility and resilience in South Africa

2021 ◽  
Vol 47 ◽  
Author(s):  
Cristy Leask ◽  
Shaun Ruggunan
Keyword(s):  
South Africa ◽  
South African ◽  
Survey Design ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Temperature Reading ◽  
Managerial Implications ◽  
African Context ◽  
New Challenges ◽  
Value Add

Orientation: Employee agility and resilience are central to the flourishing of employee and organisational life. The coronavirus disease 2019 (COVID-19) pandemic amplified stressors and added new challenges for employees in South Africa. The study reported here provides a temperature reading of the agility and resilience of South African employees in the context of the pandemic.Research purpose: The aim of this study was to engage in a temperature reading of South African employees’ agility and resilience during the COVID-19 pandemic.Motivation for the study: The study was motivated by the need to understand how South African employees fare in terms of their agility and resilience levels in the context of profound social and economic disruptive events such as the COVID-19 pandemic.Research approach/design and method: A cross-sectional survey design was used employing quantitative methodologies. A total of 185 permanently employed respondents from South Africa were conveniently sampled. Descriptive and inferential statistics were used to analyse the data.Main findings: Whilst respondents reported high resilience and agility capacity, the findings also suggest that respondents’ gender, age, upskilling intentions, size of employer, organisational communication and individual renewal strategies influence their resilience and agility behaviours.Practical/managerial implications: The study prompts a discussion on how practitioners can better serve the wellness agenda of organisational life during sustained periods of organisational stress.Contribution/value-add: This study extends the theoretical and practical debate on employee agility and resilience in South African context.

scholarly journals Leadership empowering behaviour, psychological empowerment, organisational citizenship behaviours and turnover intention in a manufacturing division

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Janie Bester ◽  
Marius W. Stander ◽  
Llewellyn E. Van Zyl
Keyword(s):  
Turnover Intention ◽  
Psychological Empowerment ◽  
Survey Design ◽  
Intention To Leave ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Positive Effects ◽  
Managerial Implications ◽  
People Development ◽  
Value Add

Orientation: Employees’ perceptions of their leaders’ behaviour play a role in creating empowering environments where employees are willing to do more than what is expected, with retention of employees as a result.Research purpose: The aim of this study was to theoretically conceptualise and empirically determine the relationships between employees’ perception of their leaders’ empowering behaviour, psychological empowerment, organisational citizenship behaviours and intention to leave within a manufacturing division of an organisation.Motivation for the study: In the ever-changing work environment, organisations must capitalise on their human capital in order to maintain competitiveness. It is therefore important to identify the role of employees’ perception of leadership in contributing to the establishment of an environment where employees feel empowered, are willing to do more than what is expected and want to stay in the organisation.Research design, approach and method: A non-experimental, cross-sectional survey design was used. The total population (N = 300) employed at the manufacturing division was targeted. Two hundred completed questionnaires were obtained. The Leader Empowering Behaviour Questionnaire, Measuring Empowerment Questionnaire, Organisational Citizenship Behaviour Questionnaire and Intention to Leave Scale were administered.Main findings: Employees’ perception of their leaders’ empowering behaviour (keeping employees accountable, self-directed decision-making and people development), psychological empowerment (attitude and influence) and organisational citizenship behaviours (loyalty, deviant behaviour and participation) predict intention to leave the organisation.Practical/managerial implications: Organisations should foster the elements of a positive organisation, in this case leader empowering behaviours, if they want to retain their employees.Contribution/value-add: The results of this research contribute to scientific knowledge about the positive effects of employees experiencing their leaders as empowering.

scholarly journals Impact of positive practices on turnover intention, in-role performance and organisational citizenship behaviour

2021 ◽  
Vol 47 ◽  
Author(s):  
Kleinjan Redelinghuys
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Secondary School Teachers ◽  
Survey Design ◽  
Role Performance ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Positive Practices ◽  
Value Add

Orientation: The literature on positive organisational scholarship (POS) could offer valuable suggestions on how to rekindle a sense of positivity amongst teachers. Under the POS umbrella, the current study specifically focusses on positive practices, as the research study shows the importance of a positive school climate for teachers and learners.Research purpose: This study set out to inspect associations amongst positive practices, turnover intention, in-role performance and organisational citizenship behaviours (OCBs) (towards others and the organisation).Motivation for the study: Although positive practices is not a novel construct, scientific enquiry into the topic has been scarce.Research approach/design and method: A cross-sectional survey design with 258 secondary school teachers from the Sedibeng East and West districts was used. The Positive Practices, Turnover Intention, OCB and In-Role Behaviour scales were administered. Structural equation modelling was used for hypotheses testing.Main findings: The results of this study confirmed the negative association between positive practices and turnover intention, whereas positive associations were established amongst positive practices, in-role performance (to a lesser extent) and the two different types of OCBs used in this study.Practical/managerial implications: Organisations are faced with two options: create a respectful, supportive, caring, inspirational, meaningful and forgiving organisational environment for employees and see them prosper and take the organisation to greater heights, or treat them poorly and bear the consequences.Contribution/value-add: This study makes a valuable contribution to POS through the assessment of outcomes associated with positive practices that have not been studied previously.

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