dc.contributor.advisor | Rothmann, S | |
dc.contributor.author | De Crom, Engela Petronella | |
dc.date.accessioned | 2018-07-10T09:42:27Z | |
dc.date.available | 2018-07-10T09:42:27Z | |
dc.date.issued | 2018 | |
dc.identifier.uri | http://hdl.handle.net/10394/28302 | |
dc.identifier.uri | https://orcid.org/0000-0002-7274-3685 | |
dc.description | MA (Positive Psychology), North-West University, Vaal Triangle Campus, 2018 | en_US |
dc.description.abstract | Orientation: Meaningful work and work engagement are important dimensions of flourishing of
employees, especially when individuals work in challenging jobs.
Research purpose: This study aimed to investigate the relationship between demands-abilities fit,
work beliefs, meaningful work, and engagement in individuals in nature-based jobs.
Motivation for the study: Individuals working in nature often work under challenging
circumstances without the necessary resources. A research gap exists regarding the effects of
demands-abilities fit and work beliefs on meaningful work. It is also not clear how these antecedents
and meaningful work will impact the engagement of individuals working in nature.
Research approach, design and method: A cross-sectional survey was used with a convenience
sample of 161 nature-based employees. Data were collected using a structured online questionnaire
consisting of items from the Person-Environment Fit Scale, Work-Life Questionnaire, Work and
Meaning Inventory, Work Engagement Scale and a biographical questionnaire.
Main findings: The scales which measured calling and orientations showed insufficient discriminant
validity in relation to the scales which measured positive meaning and work engagement. Work
beliefs (calling, career and job) and demands-abilities fit predicted a large percentage of the variance
in meaning making. Work beliefs (calling and job) and demands-abilities fit also predicted a large
percentage of the variance in greater good motivations. Demands-abilities fit and a calling work
orientation indirectly affected work engagement via meaningful work.
Practical/Managerial implications: Managers should consider implementing interventions to affect
the demand-ability fit (through human resource management interventions) and work beliefs of
individuals working in nature (through job crafting). Promoting perceptions of meaningful work
might contribute to higher work engagement.
Contribution/value-add: This study contributes to scientific knowledge regarding the effects of
meaningful work and its antecedents on work engagement | en_US |
dc.language.iso | en | en_US |
dc.publisher | North-West University (South Africa), Vaal Triangle Campus | en_US |
dc.subject | Nature-based work | en_US |
dc.subject | Engagement | en_US |
dc.subject | Work beliefs | en_US |
dc.subject | Meaningful work | en_US |
dc.subject | Commitment | en_US |
dc.subject | Demands-ability fit | en_US |
dc.title | Demands-abilities fit, work beliefs, meaningful work and work engagement in nature-based jobs | en_US |
dc.type | Thesis | en_US |
dc.description.thesistype | Masters | en_US |