A psychometric evaluation of measures of effective well-being in an insurance company

Coetzer, Wentzel; Rothmann, Sebastiaan

doi:10.4102/sajip.v33i2.372

Cited by 12 publications

(15 citation statements)

References 30 publications

(32 reference statements)

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“…The insurance industry is highly competitive and rivalry between organisations is fierce (Chan 2002), which leads to decreased employee wellbeing, stress and ill-health (Coetzer & Rothmann 2007). The United States and other countries have indicated that there is expected to be a shortage of skilled insurance professionals in coming years, owing to the retirement of workers, with a potential talent gap (Cole & McCullough 2012).…”

Section: The Contextmentioning

confidence: 99%

“…The UWES measures three components of work engagement, namely vigour ("At my job I feel strong and vigorous"), dedication ("At my work I always persevere, even when things do not go well"), absorption ("I am immersed in my work"), on a seven-point Likert scale ranging from 1 ("Never") to 7 ("Always"). The UWES has been used extensively in the South African context and produced acceptable levels of internal consistency ranging from 0.65 to 0.96 on the various subscales (Coetzer & Rothmann 2007;Field & Buitendach 2011).…”

Section: Measuring Instrumentsmentioning

confidence: 99%

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Job satisfaction, organisational commitment and work engagement in an insurance company

Sehunoe¹,

Viviers²,

Mayer³

2019

AJER

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Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spectorâ€™s (1997) Job Satisfaction Survey, Allen and Meyerâ€™s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakkerâ€™s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.

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Section: The Contextmentioning

confidence: 99%

Section: Measuring Instrumentsmentioning

confidence: 99%

Job satisfaction, organisational commitment and work engagement in an insurance company

Sehunoe¹,

Viviers²,

Mayer³

2019

AJER

View full text Add to dashboard Cite

show abstract

“…Coetzer & Rothmann, 2007;Mills, Culbertson & Fullagar, 2011;Nerstad, Richardsen & Martinussen, 2010;Salanova, Agut & Peiro, 2005;Seppälä et al, 2009;Storm & Rothmann, 2003), and also for other versions of the scale (e.g. Balducci et al, 2010;Fong & Ng, 2011;Hallberg & Schaufeli, 2006;Xanthopoulou, Bakker, Kantas & Demerouti, 2012;Yi-Wen & Yi-Qun, 2005).…”

Section: Introductionmentioning

confidence: 99%

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

et al. 2013

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

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“…They referred to the relatedness between posttraumatic stress and post-traumatic growth. Other examples of this relatedness of positive and negative are found in the research on engagement and burnout (Coetzer & Rothmann, 2007; Van der Colff & Rothmann, 2009), hope and despair, love and hate (Snyder & Lopez, 2002). Although our analysis of the nature of Positive Psychology gave evidence of constructs that are studied in their positive-negative relatedness, in general there seems to be a denial of the negative which may create an illusion amongst academics, students and organisational consultants about what positive psychology is really about.…”

Section: What Happens With the Negative In Positive Psychology?mentioning

confidence: 93%

The popularisation of Positive Psychology as a defence against behavioural complexity in research and organisations

Cilliers

May

2010

SA j ind psychol

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Orientation: Positive Psychology’s focus on positive behaviour has resulted in research and organisational consultants to focus relatively more on positive behaviour, thus avoiding negative and often unconscious behaviour and its manifestations.Research purpose: The aim of the study was to explore the systems psychodynamic nature of the manifesting defensive structures operating in Positive Psychology.Motivation for the study: The study investigated the popularity of Positive Psychology amongst academics, students and organisational consultants and the tendency to avoid the complexity of the relatedness between positive and negative as part of the human condition.Research design, approach and method: Qualitative research by means of a Listening Post was used, consisting of six psychologists in their roles as lecturers and organisational consultants. Thematic analyses led to the formulation of various working hypotheses, integrated into a research hypothesis.Main findings: Four themes manifested – namely, the manifesting defence mechanisms, a reluctance to relinquish positive psychology as an object of hope, a need to guard against being too hasty in breaking down positive psychology and a need for a psychology that can engage us in a conversation about integrating the complexities of the human condition.Practical/managerial implications: The findings were linked to Deo Strümpfer’s work, indicating that Positive Psychology originated in early 20th century psychology, which is indeed not about simplification, but is imbedded in the complexity of various behavioural continua.Contribution/value-add: Academics, students and organisational consultants are encouraged to revisit Strümpfer’s work to ensure that this psychology is appreciated for its depth and quality.How to cite this article: Cilliers, F., & May, M. (2010). The popularisation of Positive Psychology as a defence against behavioural complexity in research and organisations. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(2), Art. #917, 10 pages. DOI: 10.4102/sajip.v36i2.917

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A psychometric evaluation of measures of effective well-being in an insurance company

Cited by 12 publications

References 30 publications

Job satisfaction, organisational commitment and work engagement in an insurance company

Job satisfaction, organisational commitment and work engagement in an insurance company

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

The popularisation of Positive Psychology as a defence against behavioural complexity in research and organisations

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