Psychological capital and work engagement of employees at a training academy
- Authors: Jacobs, Carel-Theron
- Date: 2020
- Subjects: Work environment -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/48169 , vital:40517
- Description: Having an engaged workforce gives an organisation a competitive advantage. Levels of work engagement are influenced by, amongst other factors, Psychological Capital (PsyCap). The main aim of this study is to determine the influence of PsyCap on the levels of work engagement of employees at a Technical Vocational Education and Training (TVET) college. This study employed a descriptive quantitative research approach with a cross-sectional correlational design. A composite paper-and-pencil questionnaire was distributed to all employees at the TVET college. The questionnaire consisted of the Utrecht Work Engagement Scale (UWES) and PsyCap Questionnaire (PCQ). Descriptive statistics were used to describe the sample (n =195). The relationship between the two variables was analysed using Pearson product-moment correlation coefficients, and multiple regression analysis predicted the value of engagement based on the value of PsyCap. The study confirms previous findings that indicate that PsyCap is positively related work engagement and that work engament can predict PsyCap.
- Full Text:
- Date Issued: 2020
- Authors: Jacobs, Carel-Theron
- Date: 2020
- Subjects: Work environment -- Psychological aspects
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/48169 , vital:40517
- Description: Having an engaged workforce gives an organisation a competitive advantage. Levels of work engagement are influenced by, amongst other factors, Psychological Capital (PsyCap). The main aim of this study is to determine the influence of PsyCap on the levels of work engagement of employees at a Technical Vocational Education and Training (TVET) college. This study employed a descriptive quantitative research approach with a cross-sectional correlational design. A composite paper-and-pencil questionnaire was distributed to all employees at the TVET college. The questionnaire consisted of the Utrecht Work Engagement Scale (UWES) and PsyCap Questionnaire (PCQ). Descriptive statistics were used to describe the sample (n =195). The relationship between the two variables was analysed using Pearson product-moment correlation coefficients, and multiple regression analysis predicted the value of engagement based on the value of PsyCap. The study confirms previous findings that indicate that PsyCap is positively related work engagement and that work engament can predict PsyCap.
- Full Text:
- Date Issued: 2020
System analysis of fatigue in pilots and co-pilots executing short-hall flight operations
- Authors: Bennett, Cleo Taylor
- Date: 2020
- Subjects: Air pilots -- Health and hygiene , Fatigue , Work environment -- Psychological aspects , Work environment -- Physiological aspects
- Language: English
- Type: text , Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10962/146622 , vital:38543
- Description: Background: This study was conducted as part of Denel’s South African Regional Aircraft (SARA) development project. Regional aircraft have a maximum flight time of 60 minutes. Hence, the study focuses on matters pertaining to the short-haul flight context. Pilot fatigue has been recognised as a safety concern in the aviation industry. It impacts on pilot performance across the board, not least in the short-haul context. However, the specific factors that lead to pilot fatigue in short-haul operations have not been well researched. Research Aim: To identify and examine the factors which influence pilot/co-pilot fatigue in short-haul aviation contexts. Method: Fatigue is multifaceted, and has multiple definitions and descriptions. It is acknowledged as a complex phenomenon, the development of which is dynamically influenced by various factors. Thus, a systems approach based on the work system model by Smith and Carayon-Sainfort (1989) was adopted for this study. A systems analysis was conducted in two parts: 1) a literature analysis, and 2) expert interviews. Results: Both the literature analysis and the interviews indicated that pilot fatigue in short-haul flight operations represent composite system outcomes influenced by various factors. The factors identified were structured (systematised) into categories, namely organizational factors, task-related factors, environmental factors, factors linked to technology and tools, and non-work-related factors specific to the individual pilot. An example of a task-related factor would be the performance by pilots of multiple take-offs and landings; organizational factors include work time arrangements and duty scheduling (e.g. unpredictable schedule, early starts/late finishes, number of flight sectors in a shift, extended working hours, numerous consecutive work days, standby duties, flight, duty and rest limitations (regulations and guidelines); and short turnaround periods); environmental factors might include the small pressurised cockpit environment, movement restriction, very low humidity, low air pressure, vibrations, high noise levels, low light intensity light, and inclement weather); there are many examples of how tools and technology utilized by pilots might affect their fatigue levels; and finally, pilot-specific non-work-related factors would include things like the pilot’s age, health (lifestyle), family stress, work experience and sleep environment. All of these factors were identified during the literature analysis and have a significant bearing on how fatigue could present in short-haul pilots/co-pilots. Other important fatigue-related factors revealed during the expert interviews included, organizational culture, time management, health implications of fatigue, and management of fatigue. Conclusions: Pilot fatigue is a complex and multi-factorial physiological condition. There are many interacting components which contribute to pilot fatigue in short-haul operations. These should be viewed from an integrated perspective and holistic, systems-based approaches should be taken to manage these issues, particularly in the context of short-haul operations. This would optimize pilot performance and well-being and, most importantly, improve the safety of the work environment to enhance overall operation safety. Limitations: The study does not quantify the contributions made to pilot fatigue by the various factors explored. Therefore, care needs to be taken when designing and implementing interventions based on this research.
- Full Text:
- Date Issued: 2020
- Authors: Bennett, Cleo Taylor
- Date: 2020
- Subjects: Air pilots -- Health and hygiene , Fatigue , Work environment -- Psychological aspects , Work environment -- Physiological aspects
- Language: English
- Type: text , Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10962/146622 , vital:38543
- Description: Background: This study was conducted as part of Denel’s South African Regional Aircraft (SARA) development project. Regional aircraft have a maximum flight time of 60 minutes. Hence, the study focuses on matters pertaining to the short-haul flight context. Pilot fatigue has been recognised as a safety concern in the aviation industry. It impacts on pilot performance across the board, not least in the short-haul context. However, the specific factors that lead to pilot fatigue in short-haul operations have not been well researched. Research Aim: To identify and examine the factors which influence pilot/co-pilot fatigue in short-haul aviation contexts. Method: Fatigue is multifaceted, and has multiple definitions and descriptions. It is acknowledged as a complex phenomenon, the development of which is dynamically influenced by various factors. Thus, a systems approach based on the work system model by Smith and Carayon-Sainfort (1989) was adopted for this study. A systems analysis was conducted in two parts: 1) a literature analysis, and 2) expert interviews. Results: Both the literature analysis and the interviews indicated that pilot fatigue in short-haul flight operations represent composite system outcomes influenced by various factors. The factors identified were structured (systematised) into categories, namely organizational factors, task-related factors, environmental factors, factors linked to technology and tools, and non-work-related factors specific to the individual pilot. An example of a task-related factor would be the performance by pilots of multiple take-offs and landings; organizational factors include work time arrangements and duty scheduling (e.g. unpredictable schedule, early starts/late finishes, number of flight sectors in a shift, extended working hours, numerous consecutive work days, standby duties, flight, duty and rest limitations (regulations and guidelines); and short turnaround periods); environmental factors might include the small pressurised cockpit environment, movement restriction, very low humidity, low air pressure, vibrations, high noise levels, low light intensity light, and inclement weather); there are many examples of how tools and technology utilized by pilots might affect their fatigue levels; and finally, pilot-specific non-work-related factors would include things like the pilot’s age, health (lifestyle), family stress, work experience and sleep environment. All of these factors were identified during the literature analysis and have a significant bearing on how fatigue could present in short-haul pilots/co-pilots. Other important fatigue-related factors revealed during the expert interviews included, organizational culture, time management, health implications of fatigue, and management of fatigue. Conclusions: Pilot fatigue is a complex and multi-factorial physiological condition. There are many interacting components which contribute to pilot fatigue in short-haul operations. These should be viewed from an integrated perspective and holistic, systems-based approaches should be taken to manage these issues, particularly in the context of short-haul operations. This would optimize pilot performance and well-being and, most importantly, improve the safety of the work environment to enhance overall operation safety. Limitations: The study does not quantify the contributions made to pilot fatigue by the various factors explored. Therefore, care needs to be taken when designing and implementing interventions based on this research.
- Full Text:
- Date Issued: 2020
A framework for managing the impact of information communication technology on employee well-being
- Authors: Ackerman, Richard
- Date: 2018
- Subjects: Work environment -- Psychological aspects , Work -- Technological innovations Employees -- Mental health Job stress Flextime
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21449 , vital:29523
- Description: Employees who work with Information Communication Technology (hereafter referred to as ICT) face a risk in a rise of portable work. This in turn provides a means for employees to be connected to work, even when at home. Flexible work solutions and ability to work any hour of the week creates non-standard work schedules, which in turn can lead to a condition of work-a-holism. In most cases, this phenomena is driven by the belief that being constantly available to work demonstrates a devotion to one’s career and employer. The higher demands placed on employees, are in most cases at the expense of employees’ health, work-life balance and overall well-being. The primary objective of this study is therefore to establish whether the use of ICT outside of normal working hours affects employee well-being, as measured in terms of work-life balance. The second objective of this study is to provide the Target Company within the automotive component supply industry located in Port Elizabeth, in the Republic of South Africa, with a framework for managing the impact of ICT on employee well-being. The research paper has been prompted by the Target Company having recently introduced flexible working solutions for its employees. Research on the topic of alternative forms of work schedules, has shown flexible working arrangements gives employees more choice and control over where, when and by how much they work. Flexibility allows employees to actively shape their working conditions which helps them solve the demands of integrating personal life and work commitments. Whether management should encourage or permit the use of ICT amongst its employees to extend beyond normal working hours however remains unclear. In order to answer the research questions, this study has applied a quantitative, positivistic and deductive research based methodology. The approach applied within this study included conducting an extensive literature review on the effects of ICT use after hours on employee well-being. Thereafter using literature as a foundation, a measuring instrument was constructed in the form of an online questionnaire. The questionnaire was emailed to respondents to collect primary data, in order to measure the dependent and independent variables in terms of the hypothesised relationships. Testing of the variables followed, in order to establish whether the use of ICT use after hours negatively impacts employee well-being as measured in terms of work-life balance and stress. Secondly, the study set out to establish whether flexible working conditions linked to ICT use after hours negatively impacts on employee work-life balance. Thirdly, the relationship between physiological aspects such as age, gender and ethnicity were interrogated to establish an employees’ ability to adapt to changing work conditions, brought about as a direct result of ICT. Lastly, this study set out to establish which ICT tool (email, cellular phone, smartphone or other) has the highest impact on employee wellness. The data collection process yielded a sample of 103 respondents in middle and senior management levels of the Target Company, with 97% being recipients of employer provided ICT tools. These respondents represented the employees who are most likely to be affected by the phenomena under investigation. The survey data was captured and analysed using descriptive statistical techniques. The interpretation revealed aspects which formed the basis for managerial recommendations in the form of a proposed framework to manage the impact of ICT on employee well-being. The findings of the study found that the use of ICT outside of normal working hours has a negative influence on employee well-being as measured in terms of work-life balance and stress. The literature review findings were confirmed as supporting the statement that flexible working conditions linked to ICT use after hours having a positive influence on employee work-life balance. A further finding of the study was the confirmation of physiological aspects affects an employees’ ability to adapt to changing working conditions, thereby having a negative influence on employee work-life balance. Lastly, to the question of which ICT tool has the biggest impact on well-being, it was found that differing ICT tools (email, cellular, smartphone, or other) do not have a negative influence on employee wellness. These findings formed the basis for the recommendations in the form of a framework which has been proposed to manage the impact of ICT on employee well-being. The most pertinent aspect of the framework includes the employer communicating a well-defined ICT usage policy, which clearly outlines a standard operating procedure in relation to ICT use to all its employees. The findings furthermore propose that the employer should take the time to explain and train its employees as to what is considered acceptable and non-acceptable use of ICT devices, especially in relation to after hour use and leave absences from work. To ensure employee well-being, employees should be encouraged to implement defined time blocks for when they are available for work and when they are not. This can be applied through the act of switching off their ICT devices, which constitutes a boundary work tactic as an action in order to prevent work-related interruptions in the private sphere. While the employer can take described measures, it should also be noted that there is responsibility on the part of the employee to ensure personal wellness, including regular exercise, relaxation, and taking appropriate breaks when necessary. Moreover, employees can apply work and life boundary management techniques through the selective use of devices. By not applying automatic work email updates on ICT devices such as smart phones is yet another boundary management technique which can be utilised by employees. There are a range of practical suggestions which are proposed as a method to minimize the risk of ICT use on employee well-being within this research document. The above proposals have only served to highlight a select few aspects. While it is acknowledged that there are important advantages associated with the development and use of ICT, it is equally important to allow employees to recharge their batteries in the form of appropriate downtime to regain perspective, thus allowing the organisation to maintain its competitive advantage, with the well-being of its employees taken to heart.
- Full Text:
- Date Issued: 2018
- Authors: Ackerman, Richard
- Date: 2018
- Subjects: Work environment -- Psychological aspects , Work -- Technological innovations Employees -- Mental health Job stress Flextime
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/21449 , vital:29523
- Description: Employees who work with Information Communication Technology (hereafter referred to as ICT) face a risk in a rise of portable work. This in turn provides a means for employees to be connected to work, even when at home. Flexible work solutions and ability to work any hour of the week creates non-standard work schedules, which in turn can lead to a condition of work-a-holism. In most cases, this phenomena is driven by the belief that being constantly available to work demonstrates a devotion to one’s career and employer. The higher demands placed on employees, are in most cases at the expense of employees’ health, work-life balance and overall well-being. The primary objective of this study is therefore to establish whether the use of ICT outside of normal working hours affects employee well-being, as measured in terms of work-life balance. The second objective of this study is to provide the Target Company within the automotive component supply industry located in Port Elizabeth, in the Republic of South Africa, with a framework for managing the impact of ICT on employee well-being. The research paper has been prompted by the Target Company having recently introduced flexible working solutions for its employees. Research on the topic of alternative forms of work schedules, has shown flexible working arrangements gives employees more choice and control over where, when and by how much they work. Flexibility allows employees to actively shape their working conditions which helps them solve the demands of integrating personal life and work commitments. Whether management should encourage or permit the use of ICT amongst its employees to extend beyond normal working hours however remains unclear. In order to answer the research questions, this study has applied a quantitative, positivistic and deductive research based methodology. The approach applied within this study included conducting an extensive literature review on the effects of ICT use after hours on employee well-being. Thereafter using literature as a foundation, a measuring instrument was constructed in the form of an online questionnaire. The questionnaire was emailed to respondents to collect primary data, in order to measure the dependent and independent variables in terms of the hypothesised relationships. Testing of the variables followed, in order to establish whether the use of ICT use after hours negatively impacts employee well-being as measured in terms of work-life balance and stress. Secondly, the study set out to establish whether flexible working conditions linked to ICT use after hours negatively impacts on employee work-life balance. Thirdly, the relationship between physiological aspects such as age, gender and ethnicity were interrogated to establish an employees’ ability to adapt to changing work conditions, brought about as a direct result of ICT. Lastly, this study set out to establish which ICT tool (email, cellular phone, smartphone or other) has the highest impact on employee wellness. The data collection process yielded a sample of 103 respondents in middle and senior management levels of the Target Company, with 97% being recipients of employer provided ICT tools. These respondents represented the employees who are most likely to be affected by the phenomena under investigation. The survey data was captured and analysed using descriptive statistical techniques. The interpretation revealed aspects which formed the basis for managerial recommendations in the form of a proposed framework to manage the impact of ICT on employee well-being. The findings of the study found that the use of ICT outside of normal working hours has a negative influence on employee well-being as measured in terms of work-life balance and stress. The literature review findings were confirmed as supporting the statement that flexible working conditions linked to ICT use after hours having a positive influence on employee work-life balance. A further finding of the study was the confirmation of physiological aspects affects an employees’ ability to adapt to changing working conditions, thereby having a negative influence on employee work-life balance. Lastly, to the question of which ICT tool has the biggest impact on well-being, it was found that differing ICT tools (email, cellular, smartphone, or other) do not have a negative influence on employee wellness. These findings formed the basis for the recommendations in the form of a framework which has been proposed to manage the impact of ICT on employee well-being. The most pertinent aspect of the framework includes the employer communicating a well-defined ICT usage policy, which clearly outlines a standard operating procedure in relation to ICT use to all its employees. The findings furthermore propose that the employer should take the time to explain and train its employees as to what is considered acceptable and non-acceptable use of ICT devices, especially in relation to after hour use and leave absences from work. To ensure employee well-being, employees should be encouraged to implement defined time blocks for when they are available for work and when they are not. This can be applied through the act of switching off their ICT devices, which constitutes a boundary work tactic as an action in order to prevent work-related interruptions in the private sphere. While the employer can take described measures, it should also be noted that there is responsibility on the part of the employee to ensure personal wellness, including regular exercise, relaxation, and taking appropriate breaks when necessary. Moreover, employees can apply work and life boundary management techniques through the selective use of devices. By not applying automatic work email updates on ICT devices such as smart phones is yet another boundary management technique which can be utilised by employees. There are a range of practical suggestions which are proposed as a method to minimize the risk of ICT use on employee well-being within this research document. The above proposals have only served to highlight a select few aspects. While it is acknowledged that there are important advantages associated with the development and use of ICT, it is equally important to allow employees to recharge their batteries in the form of appropriate downtime to regain perspective, thus allowing the organisation to maintain its competitive advantage, with the well-being of its employees taken to heart.
- Full Text:
- Date Issued: 2018
- «
- ‹
- 1
- ›
- »