subject:(Utrecht Work Engagement Scale UWES )

1. Milojevič, Nataša. Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT).

Degree: 2018, Univerza v Mariboru

URL: https://dk.um.si/IzpisGradiva.php?id=69777 ; https://dk.um.si/Dokument.php?id=122288&dn= ; https://plus.si.cobiss.net/opac7/bib/8011539?lang=sl

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V današnjem času zavzetost zaposlenih predstavlja ključ do uspešnega delovanja vsake organizacije. V prvem delu magistrskega dela predstavljamo osnovne teoretične opredelitve in ugotovitve o zavzetosti… (more)

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V današnjem času zavzetost zaposlenih predstavlja ključ do uspešnega delovanja vsake organizacije. V prvem delu magistrskega dela predstavljamo osnovne teoretične opredelitve in ugotovitve o zavzetosti zaposlenih – predstavitev vprašalnikov, ki se uporabljata za merjenje zavzetosti, in sicer Gallup's Q12 in Utrecht Work Engagement Scale (UWES-17). Aktivna zavzetost zaposlenih zagotavlja večjo delovno in s tem poslovno uspešnost. Na zavzetost vplivajo različni dejavniki. Ob pomoči raziskave dokazujemo stopnjo zavzetosti za delo na Kliničnem oddelku za vaskularno nevrologijo in nevrološko intenzivno terapijo (KOVNINT), ob tem pa bo raziskava razkrila tudi, kolikšen delež zaposlenih je zavzetih, kolikšen nezavzetih in aktivno nezavzetih. V empiričnem delu tako predstavljamo lastno raziskavo o merjenju zavzetosti, ki je bila opravljena med zaposlenimi v zdravstveni negi na oddelku KOVNINT. Merili smo jo s pomočjo 5-stopenjske lestvice – z metodo Gallup Q12 in s pomočjo 7-stopenjske lestvice – z vprašalnikom UWES-17. Z ugotovitvami raziskave bomo poskušali oddelek KOVNINT opozoriti na pomembnost zavzetosti zaposlenih za delo, saj so zavzeti zaposleni učinkovitejši pri opravljanju in izvajanju nalog ter kakovostno izvajanje zdravstvene nege.

Nowadays, the employees’ work engagement represents the key to a successful performance of every organization. In the first part of the master’s thesis the basic theoretical definitions and observations regarding employees’ work engagement are presented. Presentation of the questionnaire, used for measuring commitment - that is Gallup Q12 and Utrecht Work Engagement Scale (UWES – 17). Active work engagement of the employees ensures greater job performance and consequently business performance. Work engagement is influenced by different factors. This research proves the level of work engagement for the work at the Department of Vascular Neurology and Neurological Intensive Therapy (KOVNINT). The research will, at the same time, reveal the part of work engaged employees, the part of those not engaged and of the actively not engaged. The empirical part thus presents our own research on work engagement measuring, carried out among the employed in nursing at the KOVNINT department. A 5-level Gallup Q12 scale was used, as well as the 7-level UWES – 17 questionnaire. The observations will be used to inform the KOVNINT department of the importance of the employees’ work engagement, since the engaged employees are much more effective at work and perform a more qualitative nursing.

Advisors/Committee Members: Ferjan, Marko.

Subjects/Keywords: zavzetost pri delu; zavzetost zaposlenih; merjenje zavzetosti; Gallup Q12; Utrecht Work Engagement Scale (UWES).; work engagement; employees’ work engagement; work engagement measuring; Gallup Q12; Utrecht Work Engagement Scale (UWES).

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Milojevič, N. (2018). Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT). (Masters Thesis). Univerza v Mariboru. Retrieved from https://dk.um.si/IzpisGradiva.php?id=69777 ; https://dk.um.si/Dokument.php?id=122288&dn= ; https://plus.si.cobiss.net/opac7/bib/8011539?lang=sl

Chicago Manual of Style (16^th Edition):

Milojevič, Nataša. “Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT).” 2018. Masters Thesis, Univerza v Mariboru. Accessed January 21, 2021. https://dk.um.si/IzpisGradiva.php?id=69777 ; https://dk.um.si/Dokument.php?id=122288&dn= ; https://plus.si.cobiss.net/opac7/bib/8011539?lang=sl.

MLA Handbook (7^th Edition):

Milojevič, Nataša. “Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT).” 2018. Web. 21 Jan 2021.

Vancouver:

Milojevič N. Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT). [Internet] [Masters thesis]. Univerza v Mariboru; 2018. [cited 2021 Jan 21]. Available from: https://dk.um.si/IzpisGradiva.php?id=69777 ; https://dk.um.si/Dokument.php?id=122288&dn= ; https://plus.si.cobiss.net/opac7/bib/8011539?lang=sl.

Council of Science Editors:

Milojevič N. Zavzetost medicinskih sester na Kliničnem oddelku za vaskularno nevrologijo in intenzivno nevrološko terapijo (KOVNINT). [Masters Thesis]. Univerza v Mariboru; 2018. Available from: https://dk.um.si/IzpisGradiva.php?id=69777 ; https://dk.um.si/Dokument.php?id=122288&dn= ; https://plus.si.cobiss.net/opac7/bib/8011539?lang=sl

2. Kušter, Irma. Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X.

Degree: 2018, Univerza v Mariboru

URL: https://dk.um.si/IzpisGradiva.php?id=70669 ; https://dk.um.si/Dokument.php?id=125273&dn= ; https://plus.si.cobiss.net/opac7/bib/8029971?lang=sl

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Pojem »zavzetost zaposlenih« se je pričel pojavljati pred približno dvajsetimi leti, najprej kot antipod pojmu »izgorelost zaposlenih«. Zavzetost opisuje, kako zaposleni racionalno razmišljajo o svoji… (more)

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Pojem »zavzetost zaposlenih« se je pričel pojavljati pred približno dvajsetimi leti, najprej kot antipod pojmu »izgorelost zaposlenih«. Zavzetost opisuje, kako zaposleni racionalno razmišljajo o svoji organizaciji, kako čutijo o njej ter v kolikšni meri so aktivni pri doseganju organizacijskih ciljev. V prvi vrsti pa predstavlja psihološko navezanost zaposlenih na organizacijo, v kateri so zaposleni in so najpomembnejši dejavnik uspešnosti organizacije. Cilj naše raziskave je bil izmeriti zavzetost na vzorcu zaposlenih v enem od sektorjev v Podjetju X ter na pridobljenih podatkih testirati zanesljivost teoretičnega modela za merjenje zavzetosti UWES – 17. Podatke smo pridobili s spletnim anketiranjem z že obstoječim vprašalnikom UWES -17. V teoretičnem delu smo predstavili zgodovino ter povzeli definicije zavzetosti, dejavnike zavzetosti in značilnosti zavzetih zaposlenih. Proučili smo metode merjenja zavzetosti nekaj največjih in najbolj znanih raziskovalnih podjetij, ki s svojimi modeli izvajajo merjenja in izobražujejo po vsem svetu. Zanimale so nas zadnje opravljene raziskave in rezultati merjenj. V empiričnem delu smo s statističnim programom SPSS analizirali podatke, predstavili opisne statistike ter nekaj bivariatnih analiz, s katerimi smo izmerili povprečno stopnjo skupne zavzetosti ter opravili primerjave stopnje zavzetosti med skupinami zaposlenih glede na nekatere demografske dejavnike. Nato smo s faktorsko analizo testirali naše raziskovalno vprašanje »Ali bo faktorska analiza na pridobljenih podatkih v Podjetju X pokazala enake rezultate, kot so klasificirani po metodi UWES – 17?«. Ugotovili smo zelo visoko korelacijo med faktorji, namesto treh dimenzij zavzetosti pa smo v našem modelu identificirali le dve kategoriji zavzetosti. V prvo kategorijo smo dobili združene vse dejavnike dveh kategorij zavzetosti teoretičnega modela UWES -17, predanost in vpletenost ( ang. Absorption in Dedication), naša druga kategorija pa je identična kategoriji teoretičnega modela in vsebuje vseh šest dimenzij kategorije vitalnost (ang. Vigor).

The concept of "employee engagement" began to appear about twenty years ago, first as an antipode to the term "burnout of employees". Engagement describes how employees rationally think about their organization, how they feel about it, and to what extent they are active in achieving organizational goals. In the first place, it represents the psychological attachment of employees to the organization in which they are employed and are the most important factor in the success of the organization. The aim of our research was to measure the commitment of a sample of employees in one of the sectors of the Company X and to test the reliability of the theoretical model for measuring the engagement of UWES - 17 on the acquired data. Data were obtained through online surveys with the existing questionnaire. In the theoretical part, we presented history and summarized the definitions of commitment, the factors of commitment and the characteristics of the engaged employees. We have studied…

Advisors/Committee Members: Ferjan, Marko.

Subjects/Keywords: zavzetost; dejavniki zavzetosti; model merjenja zavzetosti; Utrecht Work Engagement Scale (UWES); engagement; drivers of engagement; engagement model; Utrecht Work Engagement Scale (UWES)

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Kušter, I. (2018). Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X. (Masters Thesis). Univerza v Mariboru. Retrieved from https://dk.um.si/IzpisGradiva.php?id=70669 ; https://dk.um.si/Dokument.php?id=125273&dn= ; https://plus.si.cobiss.net/opac7/bib/8029971?lang=sl

Chicago Manual of Style (16^th Edition):

Kušter, Irma. “Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X.” 2018. Masters Thesis, Univerza v Mariboru. Accessed January 21, 2021. https://dk.um.si/IzpisGradiva.php?id=70669 ; https://dk.um.si/Dokument.php?id=125273&dn= ; https://plus.si.cobiss.net/opac7/bib/8029971?lang=sl.

MLA Handbook (7^th Edition):

Kušter, Irma. “Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X.” 2018. Web. 21 Jan 2021.

Vancouver:

Kušter I. Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X. [Internet] [Masters thesis]. Univerza v Mariboru; 2018. [cited 2021 Jan 21]. Available from: https://dk.um.si/IzpisGradiva.php?id=70669 ; https://dk.um.si/Dokument.php?id=125273&dn= ; https://plus.si.cobiss.net/opac7/bib/8029971?lang=sl.

Council of Science Editors:

Kušter I. Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X. [Masters Thesis]. Univerza v Mariboru; 2018. Available from: https://dk.um.si/IzpisGradiva.php?id=70669 ; https://dk.um.si/Dokument.php?id=125273&dn= ; https://plus.si.cobiss.net/opac7/bib/8029971?lang=sl

University of South Africa

3. Sonn, Chantel. Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry .

Degree: 2015, University of South Africa

URL: http://hdl.handle.net/10500/18804

► The aim of this study was to investigate the relationship between burnout and work engagement among employees in the pharmaceutical distribution industry. The research conducted… (more)

Subjects/Keywords: Burnout; Work engagement; Maslach Burnout Inventory - General Survey (MBI-GS); Utrecht Work Engagement Scale (UWES); Emotional exhaustion; Depersonalisation; Reduced personal accomplishment; Vigour; Dedication; Absorption; Identification

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Sonn, C. (2015). Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry . (Masters Thesis). University of South Africa. Retrieved from http://hdl.handle.net/10500/18804

Chicago Manual of Style (16^th Edition):

Sonn, Chantel. “Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry .” 2015. Masters Thesis, University of South Africa. Accessed January 21, 2021. http://hdl.handle.net/10500/18804.

MLA Handbook (7^th Edition):

Sonn, Chantel. “Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry .” 2015. Web. 21 Jan 2021.

Vancouver:

Sonn C. Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry . [Internet] [Masters thesis]. University of South Africa; 2015. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10500/18804.

Council of Science Editors:

Sonn C. Relationship between burnout and work engagement amongst employees within a pharmaceutical distribution industry . [Masters Thesis]. University of South Africa; 2015. Available from: http://hdl.handle.net/10500/18804

University of the Western Cape

4. Permall, Charne Lee. Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change .

Degree: 2011, University of the Western Cape

URL: http://hdl.handle.net/11394/1751

► Research (Sartain et al., 2006) indicates that engagement demands a more thoughtful way to address the everyday realities of organisational life. The current research endeavours… (more)

Subjects/Keywords: Emotional Intelligence; Emotions; Intelligence; Work Engagement; Leadership; Management; Emotional Competence; Social Competence; Swinburne University Emotional Intelligence Test; Swinburne University Emotional Intelligence Test (SUEIT); Utrecht Work Engagement Scale (UWES)

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Permall, C. L. (2011). Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change . (Thesis). University of the Western Cape. Retrieved from http://hdl.handle.net/11394/1751

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Permall, Charne Lee. “Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change .” 2011. Thesis, University of the Western Cape. Accessed January 21, 2021. http://hdl.handle.net/11394/1751.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Permall, Charne Lee. “Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change .” 2011. Web. 21 Jan 2021.

Vancouver:

Permall CL. Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change . [Internet] [Thesis]. University of the Western Cape; 2011. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/11394/1751.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Permall CL. Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change . [Thesis]. University of the Western Cape; 2011. Available from: http://hdl.handle.net/11394/1751

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Unitec New Zealand

5. Basra, Amit. Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland.

Degree: 2020, Unitec New Zealand

URL: http://hdl.handle.net/10652/4932

► RESEARCH QUESTIONS: As per the identified aim and objectives of this research study, the following research questions are formulated:  What is the profile of… (more)

▼ RESEARCH QUESTIONS: As per the identified aim and objectives of this research study, the following research questions are formulated:  What is the profile of Generation Z based on an Auckland, New Zealand sample population?  What is the level of work engagement of Generation Z and Generation Y based on an Auckland, New Zealand sample population?  What is the level of vigor, dedication and absorption of Generation Z and Generation Y based on an Auckland, New Zealand sample population?  Are some of the known profile characteristics of Generation Z true or false in an Auckland, New Zealand context? ABSTRACT: A new workforce (Generation Z born between 1995 and after) has started to enter the workforce which is going to increase their presence in the workplace with each passing year. There is a need to know what this generation prefers, needs and expects from their workplace. Their outlook towards the work-related aspects is also very important. An individual’s characteristics can influence his/her approach towards his/her work and the workplace. This can get reflected in their levels of work engagement. Though it is not always possible to delve deeper into the characteristics of each employee in the workplace on a regular basis, a need is to at least determine these aspects at the generational cohort level. This can help organizations and HR practitioners in formulating new workplace policies and in reviewing the current ones. This research study is attempting to identify the profile characteristics of Generation Z and their work engagement levels in Auckland, New Zealand. Though this research study is predominantly focusing on Generation Z, it is considered to compare work engagement of Generation Z (new generation) with work engagement of Generation Y (previous generation born between 1980 and 1994) as the latter is going to be in the workplace for many more years, they are relatively experienced and are not very far away from Generation Z in terms of age gap. A quantitative methodology approach is adopted to embark on a scientific enquiry. Both parametric and non-parametric statistical methods are used in understanding the data and for the hypothesis testing. Help is taken from descriptive and inferential statistical methods to analyse the data. Two separate questionnaires are used for the data collection. One questionnaire is used to determine the profile of Generation Z in Auckland and the other one i.e. Utrecht Work Engagement Scale (UWES) is used to determine the levels of work engagement of both generations. The data is collected by using self-reported questionnaires. The effect sizes and the confidence interval levels have also been computed to obtain practical relevance of the findings. Further, the analysis is extended to the gender level to find any significant statistical difference between the gender groups of both generations. The result findings allowed a deeper discussion by reviewing these findings in light of the literature. This deeper investigation and discussion further… Advisors/Committee Members: Unitec Institute of Technology.

Subjects/Keywords: Auckland, New Zealand; Generation Z; Post millennial generation; Generation Y; Millennials (Generation Y); work engagement; employee motivation; motivation factors; Utrecht Work Engagement Scale (UWES); questionnaires; surveys; 150305 Human Resources Management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Basra, A. (2020). Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland. (Thesis). Unitec New Zealand. Retrieved from http://hdl.handle.net/10652/4932

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Basra, Amit. “Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland.” 2020. Thesis, Unitec New Zealand. Accessed January 21, 2021. http://hdl.handle.net/10652/4932.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Basra, Amit. “Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland.” 2020. Web. 21 Jan 2021.

Vancouver:

Basra A. Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland. [Internet] [Thesis]. Unitec New Zealand; 2020. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10652/4932.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Basra A. Profile of Generation Z and work engagement levels of Generation Z and Generation Y in Auckland. [Thesis]. Unitec New Zealand; 2020. Available from: http://hdl.handle.net/10652/4932

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

6. Martins, Jaime Nelson Correia. Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários.

Degree: 2013, RCAAP

URL: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/6322

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Projecto / Classificações do JEL: I10, C10

O “Engagement” no trabalho é definido como um estado positivo da mente, realizador, relacionado com o trabalho e… (more)

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Projecto / Classificações do JEL: I10, C10

O “Engagement” no trabalho é definido como um estado positivo da mente, realizador, relacionado com o trabalho e caracterizado pelo vigor, dedicação e absorção. O “engagement” no trabalho apresenta relevância para a psicologia positiva, reconhecendo-se como construto do bem-estar e satisfação no trabalho, sendo útil ter instrumentos válidos para o medir. Este trabalho sublinha a importância de conhecer o nível de “Engagement” no trabalho dos profissionais de saúde, através da validação das versões portuguesas do questionário Utrecht Work Engagement (UWES 17 e 9), de Schaufeli e Bakker. Realizou-se um estudo transversal, observacional e analítico no Agrupamento de Centros de Saúde de Cascais com 280 respondentes que comprovou a validação dos questionários nos profissionais dos cuidados de saúde primários. Quanto à fiabilidade dos questionários UWES-17 e UWES-9, confirmou-se a sua consistência interna. A validade fatorial não foi verificada, mas ficou demonstrada, pela análise fatorial confirmatória, a vantagem da opção pela estrutura com três fatores. Na validade convergente, verificou-se correlação entre os três fatores (vigor, absorção e dedicação) do “Engagement” no trabalho, a existência de diferença de “Engagement” entre grupos de profissionais de saúde, a não existência de diferença do “Engagement” entre géneros e faixas etárias, a existência de correlação entre os três fatores do “Engagement” e os fatores do questionário de Satisfação no Trabalho, a existência de diferença de “Engagement” entre grupos de profissionais de saúde (Médicos, Enfermeiros, Técnicos) vs Outros (Secretários Clínicos e Assistentes Operacionais) e a não existência de diferença de “Engagement” entre Clínicos das USF vs Outras Unidades.

Work engagement is defined as a positive and fulfilling state of mind related to work, characterized by vigor, dedication and absorption. Work engagement has relevance in the field of positive psychology and is recognized as construct of well-being and work satisfaction, therefore is essential to have valid measure instruments. The present study stresses the importance of understanding the engagement of healthcare workers, through the validation of the Portuguese version of Utrecht Work Engagement (UWES 17 e 9) by Schaufeli and Bakker. A cross-sectional, observational, analytic study was performed in the “Agrupamento de Centros de Saúde de Cascais” (Primary Care Health Centers Group of Cascais) with 280 responders. Concerning the reliability of questionnaires UWES-17 and UWES-9, internal consistency was confirmed. Factorial validity was not verified although the advantage of factorial structure with three factors was established by confirmatory factorial analysis. By convergent validity analysis, there was (1) correlation between the three engagement factors (vigor, absorption and dedication), (2) existence of different work engagement between health professionals groups, (3) lack of different work engagement between genders and age groups, (4) correlation…

Advisors/Committee Members: Biscaia, André.

Subjects/Keywords: Engagement no trabalho; Satisfação no trabalho; Questionário de “Engagement no trabalho UWES”; Validade de construto; Work engagement; Job satisfaction; UWES Work Engagement Scale; Construct validity

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Martins, J. N. C. (2013). Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários. (Thesis). RCAAP. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/6322

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Martins, Jaime Nelson Correia. “Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários.” 2013. Thesis, RCAAP. Accessed January 21, 2021. https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/6322.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Martins, Jaime Nelson Correia. “Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários.” 2013. Web. 21 Jan 2021.

Vancouver:

Martins JNC. Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários. [Internet] [Thesis]. RCAAP; 2013. [cited 2021 Jan 21]. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/6322.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Martins JNC. Validação da versão portuguesa do questionário Utrecht Work Engagement no trabalho dos profissionais dos cuidados de saúde primários. [Thesis]. RCAAP; 2013. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/6322

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Louisiana State University

7. Gibeson, Glenn M., IV. Leveraging the Social Network to Support Engagement in an Academic Environment.

Degree: PhD, Higher Education, 2017, Louisiana State University

URL: https://digitalcommons.lsu.edu/gradschool_dissertations/4130

► The primary purpose of this study was to determine the relationship between selected social network characteristics and engagement among faculty at a research university… (more)

▼ The primary purpose of this study was to determine the relationship between selected social network characteristics and engagement among faculty at a research university (RU/VH). In 2013, a restructuring initiative targeted seven departments from different colleges at a public research university (RU/VH) located in the Gulf Coast region of the United States with a student population of more than 30,000. These departments were restructured to form a new academic college within the university. The archival sample for this study includes the faculty of the newly formed college who were in attendance at the initial college faculty meeting. Network data were collected using a roster-recall methodology and engagement data were collected using the Utrecht Work Engagement Scale (UWES-9). Of the 184 potential respondents, 71 responded to the survey, resulting in a response rate of 38.6%. Of those responding, the completion rate was 95.8%, yielding 67 usable cases. Network size and centrality were both highly variable. Size ranged from 3 to 47; with a mean of 21.54 (SD = 9.657). Centrality ranged from .461 to 2.699, with a mean of 1.552 (SD = .5446). A comparison of mean values for engagement found that the sample values were consistently and significantly higher than the published norms (Ego Engagement - t=8.39, df=66, p < .001 and Mean Alter Engagement - t=33.89, df=66, p < .001). Based on these findings the researcher concluded that the low response rate was most likely the result of deliberate non-participation on the part of some faculty members in the sample. The resulting selection bias appears to have affected the study variables in an assortment of ways: Social network size was decreased, ego engagement scores were increased, and Social network centrality was rendered unreliable by non-response. Non-participation could be reasonably interpreted as a sort of protest vote against the organizational change and the paradoxically high engagement scores would then indicate that the organizational change was highly unpopular. Thus, decision making based on the raw data would have grossly over-estimated the popularity of the restructuring.

Subjects/Keywords: Social network connections; Utrecht Work Engagement Scale; faculty engagement

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APA (6^th Edition):

Gibeson, Glenn M., I. (2017). Leveraging the Social Network to Support Engagement in an Academic Environment. (Doctoral Dissertation). Louisiana State University. Retrieved from https://digitalcommons.lsu.edu/gradschool_dissertations/4130

Chicago Manual of Style (16^th Edition):

Gibeson, Glenn M., IV. “Leveraging the Social Network to Support Engagement in an Academic Environment.” 2017. Doctoral Dissertation, Louisiana State University. Accessed January 21, 2021. https://digitalcommons.lsu.edu/gradschool_dissertations/4130.

MLA Handbook (7^th Edition):

Gibeson, Glenn M., IV. “Leveraging the Social Network to Support Engagement in an Academic Environment.” 2017. Web. 21 Jan 2021.

Vancouver:

Gibeson, Glenn M. I. Leveraging the Social Network to Support Engagement in an Academic Environment. [Internet] [Doctoral dissertation]. Louisiana State University; 2017. [cited 2021 Jan 21]. Available from: https://digitalcommons.lsu.edu/gradschool_dissertations/4130.

Council of Science Editors:

Gibeson, Glenn M. I. Leveraging the Social Network to Support Engagement in an Academic Environment. [Doctoral Dissertation]. Louisiana State University; 2017. Available from: https://digitalcommons.lsu.edu/gradschool_dissertations/4130

North-West University

8. Gauche, Carina. Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché .

Degree: 2006, North-West University

URL: http://hdl.handle.net/10394/1077

► In recent years, the concept of burnout has been expanded and is currently a concern in all professions and occupational groups. Nowadays it is widely… (more)

Subjects/Keywords: Burnout; Engagement; Students; Learners; University; Tertiary institution; Maslach Burnout Inventory; Student Survey (MBI-SS); Utrecht Work Engagement Scale; Student Survey (UWES-S); Previous validation studies

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APA (6^th Edition):

Gauche, C. (2006). Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/1077

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Gauche, Carina. “Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché .” 2006. Thesis, North-West University. Accessed January 21, 2021. http://hdl.handle.net/10394/1077.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Gauche, Carina. “Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché .” 2006. Web. 21 Jan 2021.

Vancouver:

Gauche C. Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché . [Internet] [Thesis]. North-West University; 2006. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10394/1077.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Gauche C. Burnout and engagement in a South African university student sample : a psychometric analysis / Carina Gauché . [Thesis]. North-West University; 2006. Available from: http://hdl.handle.net/10394/1077

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Penn State University

9. Baumgardner, Catherine Zavatsky. Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania .

Degree: 2014, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/20203

► The purpose of this study was to identify the critical demographic and workplace factors that influence work engagement in nursing practice in Pennsylvania. This study… (more)

▼ The purpose of this study was to identify the critical demographic and workplace factors that influence work engagement in nursing practice in Pennsylvania. This study represents descriptive, correlational research (Morgan, Gliner, & Harmon, 2006, pp. 69-72). The definition of work engagement used for this research was “a positive work-related state of mind that is characterized by a three-factor structure characterized by vigor, dedication and absorption” (Schaufeli, & Bakker, 2004, p. 295). The Utrecht Work Engagement Scale (UWES-17) was used to measure these factors. The Michigan Organizational Assessment Questionnaire (MOAQ) was used to measure job satisfaction and turnover intention. Short-answer questions were used to gather information about job resources that positively and negatively affect work engagement, as well as the perceived availability of those resources. The dependent variable was work engagement, as defined by vigor, dedication, and absorption. The independent variables were demographics, factors related to the nursing position, and job satisfaction. Data were gathered online from nurses in the Pennsylvania State Nurses’ Association (PSNA) database using a 42-question survey, self-response questionnaire. Quantitative measures were analyzed using the SPSS explore program. Grounded theory qualitative analysis methods were used for short-answer responses (Auerbach & Silverstein, 2003). Two types of analysis were used to answer the research questions: (a) block multiple regression, and (b) grounded theory qualitative analysis. The results suggested that (a) job satisfaction is the single most important variable (based on beta values) in explaining variability in scores for the three dimensions of work engagement. Nurses reporting higher levels of job satisfaction also reported higher levels of absorption, vigor, and dedication. The regression analysis in this case showed that age is a significant independent variable for overall work engagement (β=.234), and specifically for the factors of absorption (β=.249) and dedication (β=.294). Because the significance figures are positive, they show that the older the respondent, the stronger the relationship between age and work engagement. The factors that respondents believed increase engagement were having an impact, team (strong relationship with their immediate peers, physicians and leadership), and variety (expanded job opportunities, uniqueness of the types of patients). The factors that decreased engagement were workload, lack of impact, and politics (internal). The resources most important for performing the job effectively were effective management, information/data, and continuing education. Respondents reported that these resources were only available about 50% of the time. Sixty percent of the respondents do not intend to leave their jobs in the coming year, while 40% were either unsure or definitely seeking a new position. The findings have implications for employers, educators, policy makers and scholars as ideas are… Advisors/Committee Members: Judith Ann Kolb, Dissertation Advisor/Co-Advisor, Judith Ann Kolb, Committee Chair/Co-Chair, Wesley Edward Donahue, Committee Member, Deirdre Mccaughey, Committee Member, Edgar Paul Yoder, Committee Member.

Subjects/Keywords: nursing; work engagement; nursing practice; job satisfaction; UWES

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Baumgardner, C. Z. (2014). Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania . (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/20203

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Baumgardner, Catherine Zavatsky. “Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania .” 2014. Thesis, Penn State University. Accessed January 21, 2021. https://submit-etda.libraries.psu.edu/catalog/20203.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Baumgardner, Catherine Zavatsky. “Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania .” 2014. Web. 21 Jan 2021.

Vancouver:

Baumgardner CZ. Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania . [Internet] [Thesis]. Penn State University; 2014. [cited 2021 Jan 21]. Available from: https://submit-etda.libraries.psu.edu/catalog/20203.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Baumgardner CZ. Critical Demographic and Workplace Factors that Influence Work Engagement in Nursing Practice in Pennsylvania . [Thesis]. Penn State University; 2014. Available from: https://submit-etda.libraries.psu.edu/catalog/20203

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Penn State University

10. Park, Mary Jane. The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania.

Degree: 2015, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/26824

► Successful change efforts are critical to an organization’s strategy and growth and, therefore, an understanding of how to best manage these change efforts is of… (more)

▼ Successful change efforts are critical to an organization’s strategy and growth and, therefore, an understanding of how to best manage these change efforts is of interest to innovative and forward-looking organizations. The goal of this study was to determine if the employees’ level of work engagement was related to the organization’s level of readiness for the change effort. As no empirical studies were found which examined this relationship, this research adds to the existing literature on both topics. To explore the multiple variables and inter-relationships posed in the four research questions, a cross-sectional survey was conducted with a sample of manufacturing employees in south-central Pennsylvania. Work engagement was measured via the three subscales of vigor, dedication, and absorption of the nine item Utrecht Work Engagement Scale (UWES-9). Organizational readiness for change was measured with the reflexivity, and innovation and flexibility subscales of the Organizational Climate Measure (OCM). Methods to analyze the data included descriptive statistics, bivariate analyses, and hierarchical multiple regression, factorial ANOVA, and coding of qualitative data. The results of bivariate analyses demonstrate the moderate positive strength of the relationship for the seven study variables. Therefore, this study provides the first empirical evidence of the importance of employee work engagement to an organization’s readiness for change and adds to the existing literature on both constructs. Results of the hierarchical multiple regression analysis demonstrates (a) dedication was the only work engagement variable with a significant influence in explaining differences in the change readiness scores of innovation and flexibility, and (b) dedication and absorption had very similar influences in explaining score differences in reflexivity. The importance of the employee’s dedication on an organization’s readiness for change strengthened the significance of the moderate to strong correlation measured between dedication and overall RFC. Finally, three methods were used, including factorial ANOVA, to investigate the influence of position and years in the organization on overall EWE, overall RFC, and the subscales of each construct. Results demonstrate only an employee’s position is significantly related to their overall level of engagement and the vigor, dedication, and absorption with their work. However, no influence was found for position or years in the organization on overall RFC, innovation and flexibility, or reflexivity. Advisors/Committee Members: William J Rothwell, Dissertation Advisor/Co-Advisor, Edgar Paul Yoder, Committee Member, Wesley Edward Donahue, Committee Member, Judith Ann Kolb, Committee Member.

Subjects/Keywords: employee work engagement; organizational readiness for change; change management; personal resources; UWES-9; manufacturing

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Park, M. J. (2015). The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/26824

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Park, Mary Jane. “The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania.” 2015. Thesis, Penn State University. Accessed January 21, 2021. https://submit-etda.libraries.psu.edu/catalog/26824.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Park, Mary Jane. “The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania.” 2015. Web. 21 Jan 2021.

Vancouver:

Park MJ. The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania. [Internet] [Thesis]. Penn State University; 2015. [cited 2021 Jan 21]. Available from: https://submit-etda.libraries.psu.edu/catalog/26824.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Park MJ. The Relationship of Change Readiness and Work Engagement in Manufacturing Organizations in South Central Pennsylvania. [Thesis]. Penn State University; 2015. Available from: https://submit-etda.libraries.psu.edu/catalog/26824

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Linnaeus University

11. Hörberg, Angelica. Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen..

Degree: Psychology, 2016, Linnaeus University

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52659

►

Studien syftade till att undersöka psykologers arbetsengagemang och upplevelse av ett utvecklande ledarskap hos chefen i relation till psykologernas upplevda stress. Vidare undersöktes vilken… (more)

▼

Studien syftade till att undersöka psykologers arbetsengagemang och upplevelse av ett utvecklande ledarskap hos chefen i relation till psykologernas upplevda stress. Vidare undersöktes vilken av variablerna som bäst påverkade utfallet av stress. En enkätundersökning genomfördes på 75 psykologer från olika verksamheter. Frågeformuläret bestod av PSS-14, UWES-9 samt delar av ULL. Resultatet visade signifikanta negativa samband mellan utvecklande ledarskap och stress respektive mellan arbetsengagemang och stress. Det fanns däremot inget signifikant samband mellan utvecklande ledarskap och arbetsengagemang. Resultatet visade även att utvecklande ledarskap var en signifikant prediktor för stress. Sammanfattningsvis visade resultaten att utvecklande ledarskap tycks vara det som påverkade stress hos psykologer mest. Studien är den första i sitt slag som undersöker dessa variabler på gruppen psykologer och belyser vikten av ytterligare forskning inom området.

The aim of this study was to examine work engagement amongst psychologists and their perceived developmental leadership of the manager in relation to the psychologists perceived stress. Furthermore, the study examined which of the variables that had the most influence on the outcome of stress. A survey was conducted on 75 psychologists from various work places. The questionnaire consisted of PSS-14, UWES-9 and parts of DLQ. The results showed a significant negative correlation between developmental leadership and stress, and also between work engagement and stress. There was no significant correlation between developmental leadership and work engagement. The results also showed that developmental leadership was a significant predictor to stress. In summary, developmental leadership seems to have the greatest impact on stress amongst psychologists. The study is the first in its kind to examine these variables on psychologists, highlighting the importance of further research within the field.

Subjects/Keywords: Psychologists; stress; developmental leadership; leadership; work engagement; PSS-14; DLQ; UWES-9; Psykologer; stress; utvecklande ledarskap; ledarskap; arbetsengagemang; PSS-14; ULL; UWES-9; Psychology; Psykologi

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Hörberg, A. (2016). Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen.. (Thesis). Linnaeus University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52659

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Hörberg, Angelica. “Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen..” 2016. Thesis, Linnaeus University. Accessed January 21, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52659.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Hörberg, Angelica. “Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen..” 2016. Web. 21 Jan 2021.

Vancouver:

Hörberg A. Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen.. [Internet] [Thesis]. Linnaeus University; 2016. [cited 2021 Jan 21]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52659.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Hörberg A. Utvecklande ledarskap som buffert mot stress : En kvantitativ studie om relationen mellan stress hos psykologer, deras arbetsengagemang och det utvecklande ledarskapet hos chefen.. [Thesis]. Linnaeus University; 2016. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-52659

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Oklahoma State University

12. Abercrombie, Barbara A. Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement.

Degree: Education (all programs), 2014, Oklahoma State University

URL: http://hdl.handle.net/11244/14675

► Generational issues in the workplace have been compounded recently due to the increase in the number of generational cohorts working together in higher education. Analysis… (more)

Subjects/Keywords: employee engagement; generational cohorts; higher education; uwes

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APA (6^th Edition):

Abercrombie, B. A. (2014). Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement. (Thesis). Oklahoma State University. Retrieved from http://hdl.handle.net/11244/14675

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Abercrombie, Barbara A. “Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement.” 2014. Thesis, Oklahoma State University. Accessed January 21, 2021. http://hdl.handle.net/11244/14675.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Abercrombie, Barbara A. “Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement.” 2014. Web. 21 Jan 2021.

Vancouver:

Abercrombie BA. Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement. [Internet] [Thesis]. Oklahoma State University; 2014. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/11244/14675.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Abercrombie BA. Multigenerational Workforce Satisfaction: Relationship Between Generational Cohorts and Employee Engagement. [Thesis]. Oklahoma State University; 2014. Available from: http://hdl.handle.net/11244/14675

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

13. Hočevar, Tea. Analiza zavzetosti zaposlenih v finančnem sektorju.

Degree: 2018, Univerza v Mariboru

URL: https://dk.um.si/IzpisGradiva.php?id=72786 ; https://dk.um.si/Dokument.php?id=131469&dn= ; https://plus.si.cobiss.net/opac7/bib/8080403?lang=sl

►

Delovna zavzetost ali zavzetost zaposlenih je nov model ocenjevanja, ovrednotenja ali upravljanja s kadri na delovnih mestih. Podjetja vse več pozornosti namenjajo ugotavljanju zadovoljstva zaposlenih,… (more)

▼

Delovna zavzetost ali zavzetost zaposlenih je nov model ocenjevanja, ovrednotenja ali upravljanja s kadri na delovnih mestih. Podjetja vse več pozornosti namenjajo ugotavljanju zadovoljstva zaposlenih, malo pa je bilo opravljenih raziskav na temo zavzetosti zaposlenih v delovnih okoljih. Zavzetost je več kot samo sreča, motivacija in zadovoljstvo. Je v bistvu stanje zaposlenega, ki s svojim znanjem, čustvi, izkušnjami in vedenjem pripomore k doseganju pozitivnih rezultatov podjetja. V teoretičnih osnovah smo pregledali definicije zavzetosti zaposlenih, ali obstajajo ločnice med zadovoljstvom in zavzetostjo, kako bi dosegali višjo zavzetost med zaposlenimi, kako zavzetost vpliva na uspešnost podjetij in kakšna je korelacija med zaposlenimi in kupci ter kako lahko managerji poskrbijo za dvig zavzetosti v svojih podjetjih. V empiričnem delu magistrske naloge smo raziskovali zavzetost zaposlenih na delovnem mestu v finančnem sektorju. Zavzetost zaposlenih smo ocenjevali po dveh svetovno znanih metodah merjenja zavzetosti zaposlenih in sicer Gallup Q12 in UWES (»Utrecht Work Engagement Scale«).

Work engagement or employee engagement is a new model of evaluating and managing employees at the workplace. Companies pay more and more attention to assessing employee satisfaction, but little research has been done on employee engagement in working environments. Engagement is more than just happiness, motivation, and satisfaction. It is a mental state of employees, whose knowledge, emotions, experience, and behaviour help companies achieve positive business results. In the theoretical part we take a look at different employee engagement definitions and examine differences between satisfaction and engagement, how to achieve higher employee engagement, how engagement impacts business success, what is the correlation between employees and customers, and how managers can boost engagement in their companies. In the empirical part we examine employee engagement at the workplace in the financial sector. We assess employee engagement with two widely known methods of measuring employee engagement, Gallup Q12 and UWES (»Utrecht Work Engagement Scale«).

Advisors/Committee Members: Šprajc, Polona.

Subjects/Keywords: zavzetost; zaposleni; finančni sektor; Gallup Q12; UWES; Engagement; Employees; financial sector; Gallup Q12; UWES

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Hočevar, T. (2018). Analiza zavzetosti zaposlenih v finančnem sektorju. (Masters Thesis). Univerza v Mariboru. Retrieved from https://dk.um.si/IzpisGradiva.php?id=72786 ; https://dk.um.si/Dokument.php?id=131469&dn= ; https://plus.si.cobiss.net/opac7/bib/8080403?lang=sl

Chicago Manual of Style (16^th Edition):

Hočevar, Tea. “Analiza zavzetosti zaposlenih v finančnem sektorju.” 2018. Masters Thesis, Univerza v Mariboru. Accessed January 21, 2021. https://dk.um.si/IzpisGradiva.php?id=72786 ; https://dk.um.si/Dokument.php?id=131469&dn= ; https://plus.si.cobiss.net/opac7/bib/8080403?lang=sl.

MLA Handbook (7^th Edition):

Hočevar, Tea. “Analiza zavzetosti zaposlenih v finančnem sektorju.” 2018. Web. 21 Jan 2021.

Vancouver:

Hočevar T. Analiza zavzetosti zaposlenih v finančnem sektorju. [Internet] [Masters thesis]. Univerza v Mariboru; 2018. [cited 2021 Jan 21]. Available from: https://dk.um.si/IzpisGradiva.php?id=72786 ; https://dk.um.si/Dokument.php?id=131469&dn= ; https://plus.si.cobiss.net/opac7/bib/8080403?lang=sl.

Council of Science Editors:

Hočevar T. Analiza zavzetosti zaposlenih v finančnem sektorju. [Masters Thesis]. Univerza v Mariboru; 2018. Available from: https://dk.um.si/IzpisGradiva.php?id=72786 ; https://dk.um.si/Dokument.php?id=131469&dn= ; https://plus.si.cobiss.net/opac7/bib/8080403?lang=sl

Queensland University of Technology

14. De Lacy, Jonnie C. Task engagement at work: Characteristics, antecedents and consequences.

Degree: 2016, Queensland University of Technology

URL: http://eprints.qut.edu.au/95623/

► In this thesis existing theory is extended by combining work engagement and flow research to generate the concept of task engagement, which focuses on episodes… (more)

Subjects/Keywords: work engagement; employee engagement; task engagement; flow at work; job engagement

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

De Lacy, J. C. (2016). Task engagement at work: Characteristics, antecedents and consequences. (Thesis). Queensland University of Technology. Retrieved from http://eprints.qut.edu.au/95623/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

De Lacy, Jonnie C. “Task engagement at work: Characteristics, antecedents and consequences.” 2016. Thesis, Queensland University of Technology. Accessed January 21, 2021. http://eprints.qut.edu.au/95623/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

De Lacy, Jonnie C. “Task engagement at work: Characteristics, antecedents and consequences.” 2016. Web. 21 Jan 2021.

Vancouver:

De Lacy JC. Task engagement at work: Characteristics, antecedents and consequences. [Internet] [Thesis]. Queensland University of Technology; 2016. [cited 2021 Jan 21]. Available from: http://eprints.qut.edu.au/95623/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

De Lacy JC. Task engagement at work: Characteristics, antecedents and consequences. [Thesis]. Queensland University of Technology; 2016. Available from: http://eprints.qut.edu.au/95623/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Liberty University

15. Hosley, Pamella Tracy. Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder.

Degree: 2019, Liberty University

URL: https://digitalcommons.liberty.edu/doctoral/2130

► The purpose of this quantitative study is to determine the relationship between perceived self-efficacy and work engagement among teachers of students diagnosed with autism spectrum… (more)

Subjects/Keywords: Self-efficacy; Work Engagement; Autism Spectrum Disorder; Special Education; Likert Scale; Curriculum and Instruction; Special Education and Teaching

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Hosley, P. T. (2019). Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder. (Doctoral Dissertation). Liberty University. Retrieved from https://digitalcommons.liberty.edu/doctoral/2130

Chicago Manual of Style (16^th Edition):

Hosley, Pamella Tracy. “Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder.” 2019. Doctoral Dissertation, Liberty University. Accessed January 21, 2021. https://digitalcommons.liberty.edu/doctoral/2130.

MLA Handbook (7^th Edition):

Hosley, Pamella Tracy. “Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder.” 2019. Web. 21 Jan 2021.

Vancouver:

Hosley PT. Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder. [Internet] [Doctoral dissertation]. Liberty University; 2019. [cited 2021 Jan 21]. Available from: https://digitalcommons.liberty.edu/doctoral/2130.

Council of Science Editors:

Hosley PT. Self-efficacy among Special Education Teachers Who Teach Students Diagnosed with Autism Spectrum Disorder. [Doctoral Dissertation]. Liberty University; 2019. Available from: https://digitalcommons.liberty.edu/doctoral/2130

University of Namibia

16. Hamukang'andu, Lukondo. Meaning of work and work engagement among educators in Choma district, Zambia.

Degree: 2013, University of Namibia

URL: http://hdl.handle.net/11070/928

► Aim The promotion of happiness is an important goal for psychology and most studies of happiness focus on the three routes to happiness that have… (more)

Subjects/Keywords: Work engagement ; Work ; Psychology, Industrial

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APA (6^th Edition):

Hamukang'andu, L. (2013). Meaning of work and work engagement among educators in Choma district, Zambia. (Thesis). University of Namibia. Retrieved from http://hdl.handle.net/11070/928

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Hamukang'andu, Lukondo. “Meaning of work and work engagement among educators in Choma district, Zambia. ” 2013. Thesis, University of Namibia. Accessed January 21, 2021. http://hdl.handle.net/11070/928.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Hamukang'andu, Lukondo. “Meaning of work and work engagement among educators in Choma district, Zambia. ” 2013. Web. 21 Jan 2021.

Vancouver:

Hamukang'andu L. Meaning of work and work engagement among educators in Choma district, Zambia. [Internet] [Thesis]. University of Namibia; 2013. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/11070/928.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Hamukang'andu L. Meaning of work and work engagement among educators in Choma district, Zambia. [Thesis]. University of Namibia; 2013. Available from: http://hdl.handle.net/11070/928

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Penn State University

17. Kim, Hong Min. The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context.

Degree: 2012, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/15612

► The primary purpose of this research was to reveal the relationships of work engagement with its proposed antecedent and consequent variables in the context of… (more)

▼ The primary purpose of this research was to reveal the relationships of work engagement with its proposed antecedent and consequent variables in the context of Korean business organizations. In the research framework, work engagement was specified as a main variable. Six variables in three categories were proposed as antecedent variables of work engagement: job-related variables (job characteristics and task interdependence), psychological condition variables (self-efficacy and trust), and environmental variables (perceived organizational support and group cohesion). The proposed consequent variables of work engagement were cooperation intention, organizational commitment, proactive behavior, and turnover intention. A web-based survey questionnaire with adopted measures for the research variables systematically translated into Korean was developed and used in collecting data from seven Korean for-profit business organizations. A total of 612 valid responses were identified as the final set of data. The collected data were analyzed with two statistical programs (SPSS and LISREL) and several analytical methods such as basic descriptive statistics, correlation analysis, Cronbach alpha coefficient test, inter-item correlation test, multiple regression analysis, measurement model analysis, and structural mediation model analysis. The data analyses yielded the following results: (a) the adopted measures for work engagement (UWES-17) has acceptable reliability and construct validity in the Korean business organization context; (b) work engagement is influenced by the levels of the proposed antecedent variables; (c) work engagement influences all the proposed consequent variables; and (d) the casual relationships between the antecedent and consequent variables are significant through the mediating role of work engagement. Advisors/Committee Members: William J Rothwell, Dissertation Advisor/Co-Advisor, William J Rothwell, Committee Chair/Co-Chair, David Lynn Passmore, Committee Member, Judith Ann Kolb, Committee Member, Edgar Paul Yoder, Committee Member.

Subjects/Keywords: work engagement; organization development

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APA (6^th Edition):

Kim, H. M. (2012). The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/15612

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Kim, Hong Min. “The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context.” 2012. Thesis, Penn State University. Accessed January 21, 2021. https://submit-etda.libraries.psu.edu/catalog/15612.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Kim, Hong Min. “The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context.” 2012. Web. 21 Jan 2021.

Vancouver:

Kim HM. The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context. [Internet] [Thesis]. Penn State University; 2012. [cited 2021 Jan 21]. Available from: https://submit-etda.libraries.psu.edu/catalog/15612.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Kim HM. The structural relationships of work engagement with its antecedents and consequences in the Korean business organization context. [Thesis]. Penn State University; 2012. Available from: https://submit-etda.libraries.psu.edu/catalog/15612

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of South Africa

18. Naidoo, Pervashnee. The relationship between organisational culture and work engagement .

Degree: 2014, University of South Africa

URL: http://hdl.handle.net/10500/14189

► In this quantitative study, undertaken in a South African information and communications technology (ICT) company, dimensions of organisational culture (measured by the South African Culture… (more)

Subjects/Keywords: Work engagement; Antecedents; Organisational culture

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APA (6^th Edition):

Naidoo, P. (2014). The relationship between organisational culture and work engagement . (Masters Thesis). University of South Africa. Retrieved from http://hdl.handle.net/10500/14189

Chicago Manual of Style (16^th Edition):

Naidoo, Pervashnee. “The relationship between organisational culture and work engagement .” 2014. Masters Thesis, University of South Africa. Accessed January 21, 2021. http://hdl.handle.net/10500/14189.

MLA Handbook (7^th Edition):

Naidoo, Pervashnee. “The relationship between organisational culture and work engagement .” 2014. Web. 21 Jan 2021.

Vancouver:

Naidoo P. The relationship between organisational culture and work engagement . [Internet] [Masters thesis]. University of South Africa; 2014. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10500/14189.

Council of Science Editors:

Naidoo P. The relationship between organisational culture and work engagement . [Masters Thesis]. University of South Africa; 2014. Available from: http://hdl.handle.net/10500/14189

Open Universiteit Nederland

19. Theije de, E. Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties .

Degree: 2014, Open Universiteit Nederland

URL: http://hdl.handle.net/1820/5929

► Introduction: This thesis investigates the relationship between transformational leadership and work engagement of employees from different generations. More specifically, it is investigated whether being from… (more)

Subjects/Keywords: work engagement; transformational leadership; generations

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APA (6^th Edition):

Theije de, E. (2014). Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties . (Masters Thesis). Open Universiteit Nederland. Retrieved from http://hdl.handle.net/1820/5929

Chicago Manual of Style (16^th Edition):

Theije de, E. “Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties .” 2014. Masters Thesis, Open Universiteit Nederland. Accessed January 21, 2021. http://hdl.handle.net/1820/5929.

MLA Handbook (7^th Edition):

Theije de, E. “Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties .” 2014. Web. 21 Jan 2021.

Vancouver:

Theije de E. Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties . [Internet] [Masters thesis]. Open Universiteit Nederland; 2014. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/1820/5929.

Council of Science Editors:

Theije de E. Leiderschap voor bevlogen generaties. Onderzoek naar de invloed van leiderschap op de bevlogenheid van werknemers uit jonge versus oude generaties . [Masters Thesis]. Open Universiteit Nederland; 2014. Available from: http://hdl.handle.net/1820/5929

North-West University

20. Lesoro, Shadrack McCarthy. Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro .

Degree: 2008, North-West University

URL: http://hdl.handle.net/10394/3742

► 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… (more)

Subjects/Keywords: Burnout; Work engagement; Reliability; Validity

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APA (6^th Edition):

Lesoro, S. M. (2008). Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/3742

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lesoro, Shadrack McCarthy. “Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro .” 2008. Thesis, North-West University. Accessed January 21, 2021. http://hdl.handle.net/10394/3742.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lesoro, Shadrack McCarthy. “Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro .” 2008. Web. 21 Jan 2021.

Vancouver:

Lesoro SM. Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro . [Internet] [Thesis]. North-West University; 2008. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10394/3742.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lesoro SM. Wellness of train drivers in a railway transportation industry / Shadrack McCarthy Lesoro . [Thesis]. North-West University; 2008. Available from: http://hdl.handle.net/10394/3742

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Colorado State University

21. Drake, Travis J. Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale.

Degree: MS(M.S.), Psychology, 2012, Colorado State University

URL: http://hdl.handle.net/10217/68003

► Two employee engagement measures were compared and contrasted to determine if one is better than the other, or if both are required to adequately assess… (more)

Subjects/Keywords: comparison; employee; engagement; measure; organizational; scale

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APA (6^th Edition):

Drake, T. J. (2012). Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale. (Masters Thesis). Colorado State University. Retrieved from http://hdl.handle.net/10217/68003

Chicago Manual of Style (16^th Edition):

Drake, Travis J. “Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale.” 2012. Masters Thesis, Colorado State University. Accessed January 21, 2021. http://hdl.handle.net/10217/68003.

MLA Handbook (7^th Edition):

Drake, Travis J. “Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale.” 2012. Web. 21 Jan 2021.

Vancouver:

Drake TJ. Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale. [Internet] [Masters thesis]. Colorado State University; 2012. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10217/68003.

Council of Science Editors:

Drake TJ. Assessing employee engagement: a comparison of the Job Engagement Scale and the Utrecht Work Engagement Scale. [Masters Thesis]. Colorado State University; 2012. Available from: http://hdl.handle.net/10217/68003

AUT University

22. Ababneh, Omar Mohammed Ali. Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes .

Degree: AUT University

URL: http://hdl.handle.net/10292/9651

► Employee engagement has received wide attention over the last twenty years from the practitioner community and research scholars. It is claimed that organizations that focus… (more)

▼ Employee engagement has received wide attention over the last twenty years from the practitioner community and research scholars. It is claimed that organizations that focus on creating an engaging environment will reap significant benefits in terms of employee productivity, achievement of organizational goals, customer satisfaction, and talent retention (Kim, Kolb, and Kim, 2013; Kuntz and Roberts, 2014). However, fundamental issues revolving around the meaning, measurement, and key antecedents of employee engagement still require further research attention (Saks and Gruman, 2014). In response to these issues, this research aimed to examine the definitions of the engagement construct, develop a reliable and valid engagement scale, and, based on the definitional analysis, examine two key potential antecedents (leadership styles and personality attributes) of employee engagement. An intensive review of the engagement literature was undertaken to identify the conceptual themes shared by the existing approaches to the construct. From this, a working definition of employee engagement was produced guiding the development of a measurement tool to tap each component of the proposed definition. Study I of the research examines the factorial structure, reliability, and discriminant validity of the newly developed engagement scale, using data from 449 employees in New Zealand. The results revealed that employee engagement is a multidimensional construct and internal consistency and discriminant validity of the newly developed instrument reported satisfactory levels. Once the internal consistency, the factorial structure, and validity of the engagement scale had been tested and the final items for the engagement scale had been set (Study I), the second stage of collecting data (Study II) took place. Data gathered in this phase were used to do test-retest reliability, where using the same measurement tool and the same sample under the same response conditions is seen necessary to establish repeatability (Allen and Yen, 1979). Thus, data of Study II were collected from 106 employees who had participated in Study I of the research. The results of Study II revealed that the internal consistency of the engagement scale, developed in Study I, was stable over the two studies. In Study II, grounded in social exchange theory, it was hypothesized that leadership styles (transformational and transactional) and certain personality attributes (conscientiousness, extroversion, proactive, positive affect, and autotelic) are antecedents of employee engagement. The results of Study II also revealed that the hypotheses proposing relationships between transformational leadership, conscientiousness, and positive affect were supported. However, the hypotheses that propose associations between transactional leadership, extroversion, proactive, autotelic, as antecedents of employee engagement were not supported. This research contributes to the existing theory surrounding employee engagement by providing empirical evidence about the… Advisors/Committee Members: Le Fevre, Mark (advisor), Bentley, Tim (advisor).

Subjects/Keywords: Employee engagement; Engagement scale

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APA (6^th Edition):

Ababneh, O. M. A. (n.d.). Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes . (Thesis). AUT University. Retrieved from http://hdl.handle.net/10292/9651

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ababneh, Omar Mohammed Ali. “Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes .” Thesis, AUT University. Accessed January 21, 2021. http://hdl.handle.net/10292/9651.

Note: this citation may be lacking information needed for this citation format:
No year of publication.
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ababneh, Omar Mohammed Ali. “Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes .” Web. 21 Jan 2021.

Note: this citation may be lacking information needed for this citation format:
No year of publication.

Vancouver:

Ababneh OMA. Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes . [Internet] [Thesis]. AUT University; [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10292/9651.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

Council of Science Editors:

Ababneh OMA. Conceptualizing and measuring employee engagement, and examining the antecedents of leadership styles and personality attributes . [Thesis]. AUT University; Available from: http://hdl.handle.net/10292/9651

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
No year of publication.

University of South Africa

23. Mdhluli, Nthabeleng Innocentia. Personality traits, work-family conflict, stress and work engagement of working women .

Degree: 2019, University of South Africa

URL: http://hdl.handle.net/10500/26756

► The objectives of the research were: (1) to conceptualise work-family conflict, stress, work engagement and personality from a theoretical perspective, exploring definitions, theoretical models and… (more)

Subjects/Keywords: Personality; Work-family conflict; Stress; Work engagement

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APA (6^th Edition):

Mdhluli, N. I. (2019). Personality traits, work-family conflict, stress and work engagement of working women . (Masters Thesis). University of South Africa. Retrieved from http://hdl.handle.net/10500/26756

Chicago Manual of Style (16^th Edition):

Mdhluli, Nthabeleng Innocentia. “Personality traits, work-family conflict, stress and work engagement of working women .” 2019. Masters Thesis, University of South Africa. Accessed January 21, 2021. http://hdl.handle.net/10500/26756.

MLA Handbook (7^th Edition):

Mdhluli, Nthabeleng Innocentia. “Personality traits, work-family conflict, stress and work engagement of working women .” 2019. Web. 21 Jan 2021.

Vancouver:

Mdhluli NI. Personality traits, work-family conflict, stress and work engagement of working women . [Internet] [Masters thesis]. University of South Africa; 2019. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10500/26756.

Council of Science Editors:

Mdhluli NI. Personality traits, work-family conflict, stress and work engagement of working women . [Masters Thesis]. University of South Africa; 2019. Available from: http://hdl.handle.net/10500/26756

24. Cabral, Valeriano Kangundja. O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho.

Degree: 2012, RCAAP

URL: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/5474

►

Mestrado em Gestão de Recursos Humanos

O presente estudo tem por objectivo analisar o papel da Idade no work engagement , na Satisfação no Trabalho… (more)

▼

Mestrado em Gestão de Recursos Humanos

O presente estudo tem por objectivo analisar o papel da Idade no work engagement , na Satisfação no Trabalho e na Proactividade. Partindo do factor Idade, investigámos as suas relações com o trabalho, comparando dois grupos etários (dos mais jovens e dos mais velhos), analisando as vantagens da idade no trabalho para o individuo e para a organização. Participaram neste estudo 212 indivíduos, sendo que 25,5% trabalham em pequenas empresas e 20,3% em empresas com mais de 26 trabalhadores. A maioria é do género masculino (n=144, 67,9%). Os colaboradores desta investigação preencheram um questionário que lhes foi enviado directamente e que media o work engagement , a Proactividade e a Satisfação no Trabalho. Os resultado empíricos evidenciam os colaboradores mais velhos como uma vantagem para as organizações, devido aos níveis altos de proactividade e satisfação no trabalho, comparando com outras faixas etárias. Os resultados revelam ainda que o work engagement é mediador (mediação parcial) da relação entre idade e satisfação no trabalho. O contributo deste estudo consiste no facto de ser uma nova abordagem a considerar sobre a compreensão da idade no contexto de trabalho, com vista a retirar sugestões de intervenção ou recomendações para os gestores das organizações, assentes em bases empíricas e com suporte na literatura, no sentido de promover condições ainda melhores de bem estar individual e organizacional nas relações de trabalho. E desta forma travar a pressão económica dos mercados que potencial a redução de talentos, pressão sobre os indivíduos mais velhos, no que diz respeito a permanência ou saídas das organizações por períodos previstos na lei laboral. Essas questões têm grandes implicações para o estudo do comportamento organizacional.

It is the purpose of the present study to analyse the role of ' age ' in work , labour satisfaction and proactivity. Starting with the ' age factor ', we have examined its relationships with the ' labour' by comparing two age groups ( the younger and older ones), and analysing the advantages of age in labour both for the individual and the organisation. Two hundred and twelve people took part in this study being 25,5% work for small enterprises and 20,3% in enterprise with more than twenty-six workers. The majority of them are males (n=144, 67,9%). The participants in this research have filled in a questionnaire which was sent to them directly and which mediates the work engagement , the proactivity and labour satisfaction. Therefore, the results of this study point to other facets about the work behaviour which should be explored when we evaluate the role of age and its impact in the work relationships. The empirical outcomes are evidence of older collaborators as advantage in the organisations, due to high level of proactivity and labour satisfaction, in comparison with other age bands. The contribution of this study lies in the fact that it is a new approach to be considered in the understanding of age in the work context, in…

Advisors/Committee Members: Passos, Ana Margarida.

Subjects/Keywords: Idade subjectiva; Work engagement; Proactividade; Satisfação no trabalho; Subjective age; Work engagement; Proactivity; Work engagement satisfaction

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APA (6^th Edition):

Cabral, V. K. (2012). O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho. (Thesis). RCAAP. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/5474

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Cabral, Valeriano Kangundja. “O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho.” 2012. Thesis, RCAAP. Accessed January 21, 2021. https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/5474.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Cabral, Valeriano Kangundja. “O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho.” 2012. Web. 21 Jan 2021.

Vancouver:

Cabral VK. O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho. [Internet] [Thesis]. RCAAP; 2012. [cited 2021 Jan 21]. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/5474.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Cabral VK. O envelhecimento no contexto organizacional: o papel da idade e análise do seu impacto nas relações de trabalho. [Thesis]. RCAAP; 2012. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/5474

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Georgia

25. Sung, Moonju. Antecedents of job engagement:.

Degree: 2018, University of Georgia

URL: http://hdl.handle.net/10724/37872

► The purpose of this study was to examine the factors that influence job engagement, with a specific focus on the roles of psychological conditions that… (more)

Subjects/Keywords: Engagement; Antecedents of engagement; Predictors of engagement; Human resource development; Organization development; Work motivation

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APA (6^th Edition):

Sung, M. (2018). Antecedents of job engagement:. (Thesis). University of Georgia. Retrieved from http://hdl.handle.net/10724/37872

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Sung, Moonju. “Antecedents of job engagement:.” 2018. Thesis, University of Georgia. Accessed January 21, 2021. http://hdl.handle.net/10724/37872.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Sung, Moonju. “Antecedents of job engagement:.” 2018. Web. 21 Jan 2021.

Vancouver:

Sung M. Antecedents of job engagement:. [Internet] [Thesis]. University of Georgia; 2018. [cited 2021 Jan 21]. Available from: http://hdl.handle.net/10724/37872.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Sung M. Antecedents of job engagement:. [Thesis]. University of Georgia; 2018. Available from: http://hdl.handle.net/10724/37872

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Jönköping University

26. Rossel, Felix. The influence of explanations in recommender systems on user engagement.

Degree: Computer Science and Informatics, 2020, Jönköping University

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50373

► Recommender systems are without a doubt a staple of the modern internet. Services like Amazon, Netflix, YouTube and Spotify rely on them. What makes… (more)

Subjects/Keywords: recommender system; user engagement; user engagement scale; user experience; Human Computer Interaction; Människa-datorinteraktion (interaktionsdesign)

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Rossel, F. (2020). The influence of explanations in recommender systems on user engagement. (Thesis). Jönköping University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50373

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Rossel, Felix. “The influence of explanations in recommender systems on user engagement.” 2020. Thesis, Jönköping University. Accessed January 21, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50373.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Rossel, Felix. “The influence of explanations in recommender systems on user engagement.” 2020. Web. 21 Jan 2021.

Vancouver:

Rossel F. The influence of explanations in recommender systems on user engagement. [Internet] [Thesis]. Jönköping University; 2020. [cited 2021 Jan 21]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50373.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Rossel F. The influence of explanations in recommender systems on user engagement. [Thesis]. Jönköping University; 2020. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-50373

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

27. Pereira, Cláudia Mendes. Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade.

Degree: 2010, Universidade de Évora

URL: http://www.rcaap.pt/detail.jsp?id=oai:dspace.uevora.pt:10174/15431

► Procurámos neste estudo compreender a relação entre dois construtos presentes na nossa vida profissional: o engagement no trabalho que é visto como um estado de… (more)

▼ Procurámos neste estudo compreender a relação entre dois construtos presentes na nossa vida profissional: o engagement no trabalho que é visto como um estado de espírito positivo, de preenchimento, relacionado com o trabalho, caracterizado por vigor, dedicação e absorção; e a personalidade, a qual permite que os gestores possam alocar ou posicionar melhor os talentos da empresa, traduzindo-se num maior engagement dos seus recursos humanos. Este estudo foi realizado com 145 sujeitos em emprego activo, pertencentes a diferentes grupos ocupacionais. Os resultados apresentam-se concordantes com a revisão bibliográfica efectuada: o engagement no trabalho correlaciona-se negativamente com o neuroticismo e, positivamente com as outras dimensões distinguindo-se a extroversão. No entanto, a regressão linear revelou que a personalidade não é um forte preditor do engagement no trabalho. As variáveis sóciodemográficas não mostraram serem factores determinantes do engagement no trabalho, apenas os grupos ocupacionais apresentaram alguma significância; ABSTRACT: In this study we searched to understand the relationship between two subjects of our professional life: the work engagement which is seen as positive state of mind, of filling, related with work, characterized by vigor, dedication and absorption; and personality which allows the managers to allocate better the company talents, translating in a bigger engagement of their human resources. This study was performed with 145 employees from different occupational groups. The results are concordant with the bibliographic revision made: the work engagement correlates negatively with neuroticism and, positively with other dimensions distinguishing the extroversion. However, the linear regression revealed that the personality is not a strong predictor of work engagement. The socio-demographic variables have not shown being determinating factors of work engagement, only the occupational groups have shown some significance. Advisors/Committee Members: Santos, Nuno Rebelo dos, Semedo, Carla Sofia S..

Subjects/Keywords: Psicologia positiva; Engagement no trabalho; Personalidade; Positive psychology; Work engagement; Personality

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Pereira, C. M. (2010). Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade. (Thesis). Universidade de Évora. Retrieved from http://www.rcaap.pt/detail.jsp?id=oai:dspace.uevora.pt:10174/15431

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Pereira, Cláudia Mendes. “Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade.” 2010. Thesis, Universidade de Évora. Accessed January 21, 2021. http://www.rcaap.pt/detail.jsp?id=oai:dspace.uevora.pt:10174/15431.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Pereira, Cláudia Mendes. “Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade.” 2010. Web. 21 Jan 2021.

Vancouver:

Pereira CM. Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade. [Internet] [Thesis]. Universidade de Évora; 2010. [cited 2021 Jan 21]. Available from: http://www.rcaap.pt/detail.jsp?id=oai:dspace.uevora.pt:10174/15431.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Pereira CM. Diz-me quem és, dir-te-ei se estás engaged: relação entre o engagement no trabalho e a personalidade. [Thesis]. Universidade de Évora; 2010. Available from: http://www.rcaap.pt/detail.jsp?id=oai:dspace.uevora.pt:10174/15431

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

28. Wen Wu, Yu. The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement.

Degree: Master, Human Resource Management, 2016, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0718116-130751

► The transformational leadership means a leader will offer a vigorous vision and challenged goal to his/her subordinators to encourage them to make their extra effort… (more)

Subjects/Keywords: Transformational Leadership; Voice Behavior; Work Engagement

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Wen Wu, Y. (2016). The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0718116-130751

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Wen Wu, Yu. “The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement.” 2016. Thesis, NSYSU. Accessed January 21, 2021. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0718116-130751.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Wen Wu, Yu. “The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement.” 2016. Web. 21 Jan 2021.

Vancouver:

Wen Wu Y. The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement. [Internet] [Thesis]. NSYSU; 2016. [cited 2021 Jan 21]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0718116-130751.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Wen Wu Y. The Influence of Transformational Leadership on Employee Voice Behavior: The Mediating Effect of Work Engagement. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0718116-130751

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

San Jose State University

29. Yeosock, Addison. The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention.

Degree: MS, Psychology, 2020, San Jose State University

URL: https://scholarworks.sjsu.edu/etd_theses/5117

► The purpose of the current study was to examine the mediating role of work engagement on the relationship between perceived supervisor support and turnover… (more)

Subjects/Keywords: Perceived supervisor support; Turnover intention; Work engagement

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Yeosock, A. (2020). The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/5117

Chicago Manual of Style (16^th Edition):

Yeosock, Addison. “The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention.” 2020. Masters Thesis, San Jose State University. Accessed January 21, 2021. https://scholarworks.sjsu.edu/etd_theses/5117.

MLA Handbook (7^th Edition):

Yeosock, Addison. “The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention.” 2020. Web. 21 Jan 2021.

Vancouver:

Yeosock A. The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention. [Internet] [Masters thesis]. San Jose State University; 2020. [cited 2021 Jan 21]. Available from: https://scholarworks.sjsu.edu/etd_theses/5117.

Council of Science Editors:

Yeosock A. The Mediating Role of Work Engagement on the Relationship Between Perceived Supervisor Support and Turnover Intention. [Masters Thesis]. San Jose State University; 2020. Available from: https://scholarworks.sjsu.edu/etd_theses/5117

Penn State University

30. Bast, Ruth. THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES.

Degree: 2019, Penn State University

URL: https://submit-etda.libraries.psu.edu/catalog/17231ral10

► The strategic importance of employee turnover is well-documented; it leads to losses of efficiency and effectiveness, higher expenses, decreasing service quality levels and loss of… (more)

▼ The strategic importance of employee turnover is well-documented; it leads to losses of efficiency and effectiveness, higher expenses, decreasing service quality levels and loss of sustainable competitive advantage. Especially in times of low unemployment, turnover becomes one of the most pressing employee-related problems in organizations. The hospitality industry is characterized by its emphasis on customer service and therefore by the relatively large number of people it employs. At the same time, its wages and salaries tend to be lower than in other industries, especially at the hourly levels, and employee turnover rates are double the rates found in other industries. Whereas employee turnover is a big problem in the economy overall, it is especially pressing in the hospitality industry at the moment; finding ways to reduce turnover, both in theory and in practice, has taken on an increased sense of urgency. Scholars have investigated the antecedents of turnover and found that the majority of them are mediated by employee work engagement: the higher employee work engagement, the lower intentions to leave their positions voluntarily are. Work engagement is affected by job demands: in general, the higher the job demands, the lower the work engagement. This study of hotel front-office employees investigated whether this relationship between job demands, work engagement and turnover intentions could be moderated by a hopeful career state. It found that employees exhibiting a high level of hopeful career state and saw long-term career perspectives with the organization, exhibited higher levels of work engagement and were less inclined to leave their positions. Based on the results of this study, a next step would determine how to improve employees’ hopeful career state and for practitioners and scholars to create effective interventions. Advisors/Committee Members: William J Rothwell, Dissertation Advisor/Co-Advisor, Hyung Joon Yoon, Committee Chair/Co-Chair, Wesley Edward Donahue, Committee Member, Hubert Van Hoof, Outside Member, Susan Mary Land, Program Head/Chair, William J. Rothwell, Committee Chair/Co-Chair, Hyung Joon Yoon, Dissertation Advisor/Co-Advisor.

Subjects/Keywords: turnover; work engagement; hopeful career state; hospitality

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Bast, R. (2019). THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES. (Thesis). Penn State University. Retrieved from https://submit-etda.libraries.psu.edu/catalog/17231ral10

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Bast, Ruth. “THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES.” 2019. Thesis, Penn State University. Accessed January 21, 2021. https://submit-etda.libraries.psu.edu/catalog/17231ral10.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Bast, Ruth. “THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES.” 2019. Web. 21 Jan 2021.

Vancouver:

Bast R. THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES. [Internet] [Thesis]. Penn State University; 2019. [cited 2021 Jan 21]. Available from: https://submit-etda.libraries.psu.edu/catalog/17231ral10.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Bast R. THE MODERATING ROLE OF A HOPEFUL CAREER STATE AND THE MEDIATING ROLE OF WORK ENGAGEMENT IN THE RELATIONSHIP BETWEEN JOB DEMANDS AND TURNOVER INTENTIONS OF HOTEL FRONT OFFICE EMPLOYEES IN THE UNITED STATES. [Thesis]. Penn State University; 2019. Available from: https://submit-etda.libraries.psu.edu/catalog/17231ral10

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

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Open Access Theses and Dissertations