Factors associated with employee engagement in South Africa

Sebastiaan Rothmann

155 citations0/0 files storedSA Journal of Industrial Psychology

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Job Satisfaction and Organizational Behavior Employee Performance and Management Workaholism, burnout, and well-being

Abstract

Orientation: Knowledge of the factors associated with employee engagement is important for practitioners and researchers in industrial/organisational psychology in South Africa.Research purpose: The objective of this study was to investigate the factors associated with employee engagement using two models, namely the personal engagement model of Kahn (1990), and the work engagement model of Schaufeli and Bakker (2004).Motivation for the study: Scientific knowledge is needed regarding the factors that are associated with employee engagement.Research design, approach and method: Survey designs were used with two samples taken from various South African organisations (n = 467 and n = 3775). The Work Engagement Scale, the Psychological Conditions Scale and the Antecedents Scale were administered for purposes of study 1. The Utrecht Work Engagement Scale and the Job Demands-Resources Scale were administered for purposes of study 2.Main findings: The results of study 1 showed that two psychological conditions, namely psychological meaningfulness and psychological availability, were positively associated with employee engagement. Work role fit was the best predictor of psychological meaningfulness and employee engagement. The results of study 2 showed that all job resources were positively associated with employee engagement. Organisational support and growth opportunities were the best predictors of vigour, dedication and absorption.Pratical/managerial implications: Interventions to increase employee engagement should focus on work role fit. Job resources, including an intrinsically rewarding job, organisational support and advancement opportunities should be made available to increase employees’ engagement.Contribution/value-add: This study isolated the most important factors associated with employee engagement in South Africa.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 155 citations exist upstream.

References

2000Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being.1989Conservation of resources: A new attempt at conceptualizing stress.1986Self-Reports in Organizational Research: Problems and Prospects 2001The job demands-resources model of burnout.1999Psychological Safety and Learning Behavior in Work Teams 2001On Happiness and Human Potentials: A Review of Research on Hedonic and Eudaimonic Well-Being 2000Positive psychology: An introduction.1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.

Cited by

2015Work engagement and meaningful work across generational cohorts 2013From Happiness to Flourishing at Work: A Southern African Perspective 2015Meaningful work and secondary school teachers’ intention to leave 2019The Effects of Job Crafting on Work Engagement and Work Performance: A Study of Vietnamese Commercial Banks 2019Fostering teachers’ experiences of well-being: A participatory action learning and action research approach

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.