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Job Demands, Job Resources, Work Ide...

Van Rensburg, Linda,

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Job Demands, Job Resources, Work Identity and PsyCap in a Clinical Research Environment /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Job Demands, Job Resources, Work Identity and PsyCap in a Clinical Research Environment // Linda Van Rensburg.
Author:	Van Rensburg, Linda,
Description:	1 electronic resource (148 pages)
Notes:	Source: Masters Abstracts International, Volume: 83-05.
Contained By:	Masters Abstracts International83-05.
Subject:	Emotions. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28381559
ISBN:	9798744440381

Job Demands, Job Resources, Work Identity and PsyCap in a Clinical Research Environment /
Van Rensburg, Linda,

Job Demands, Job Resources, Work Identity and PsyCap in a Clinical Research Environment /Linda Van Rensburg. - 1 electronic resource (148 pages)

Source: Masters Abstracts International, Volume: 83-05.

Orientation: Clinical research organisations, like all other companies, also have their own set of job demands, job resources and challenges that influences workplace outcomes. Clinical trials are essential for the improvement of public health, however various internal factors have been found to slow down clinical trials, including employee turnover, workload, conditions of employment and management.Companies are becoming conscious of the importance of employees in achieving organisational outcomes and over the past few decades, research into the factors that influence workplace productivity for example job demands and job resources, work identity and psychological capital and related outcomes have increased,It is beneficial for organisations to understand the intricate correlations and relationships between these constructs that influence workplace productivity, as it allows the organisations to use the information to strategies and plan for optimal human resource management and interventions to improve workplace outcomes.Research purpose: This study aims to explore the relationships between job demands and work identity; job resources and work identity and to determine if PsyCap mediates the relationship between job demands and work identity; and job resources and work identity in a clinical research environment.Motivation for the study: This quantitative study is motivated by the need to understand the factors that drive positive employee behavior and commitment in the workplace, more specifically in the clinical research environment. "A plethora of research exists on various constructs linked to employee behavior and ultimately workplace outcomes. Job demands, job resources and work identity are related to workplace outcomes, such as turnover intentions, workload, organisational support and productivity. We do, however, not understand the possible relationship that PsyCap may have with job demands and job resources and work identity. Each of these constructs have been researched extensively in various research settings, however no research exists in the clinical research environment in South Africa.Main findings:Job demands: The study results show that the relationship between work overload and work identity; emotional demands and work identity; and job demands, and work identity were not significant. PsyCap did not mediate the relationship between work overload and work identity; emotional demands and work identity; and job demands,and work identity. Job resources: The study results show that the relationship between organisational support and work identity; growth opportunities and work identity; and job resources, and work identity was significant, the relationship between advancement and work identity is not significant. PsyCap mediated the relationship between organisational support and work identity; growth opportunities and work identity; and job resources, and work identity, however PsyCap did not mediate the relationship between advancement and work identity.Practical/managerial implications:Resources in the workplace are finite and employers have to balance available resources to ensure continuity of the company. It is therefore not always possible to reward employees financially in a way that seems fair and adequate or to provide additional financial or other resources. Management, with the help of HR therefore need to develop strategies to retain valuable employees and to create an environment that is conducive to happy and productive employees. Having a practical understanding of the factors that influence positive workplace behavior provides management with insight on how to get the best out of employees, optimise human resource management and interventions to improve workplace outcomes.

English

ISBN: 9798744440381Subjects--Topical Terms:

524569
Emotions.

Job Demands, Job Resources, Work Identity and PsyCap in a Clinical Research Environment /
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500 $a Source: Masters Abstracts International, Volume: 83-05.
500 $a Advisors: De Braine, Roslyn Tania; Praneschen.
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520 $a Orientation: Clinical research organisations, like all other companies, also have their own set of job demands, job resources and challenges that influences workplace outcomes. Clinical trials are essential for the improvement of public health, however various internal factors have been found to slow down clinical trials, including employee turnover, workload, conditions of employment and management.Companies are becoming conscious of the importance of employees in achieving organisational outcomes and over the past few decades, research into the factors that influence workplace productivity for example job demands and job resources, work identity and psychological capital and related outcomes have increased,It is beneficial for organisations to understand the intricate correlations and relationships between these constructs that influence workplace productivity, as it allows the organisations to use the information to strategies and plan for optimal human resource management and interventions to improve workplace outcomes.Research purpose: This study aims to explore the relationships between job demands and work identity; job resources and work identity and to determine if PsyCap mediates the relationship between job demands and work identity; and job resources and work identity in a clinical research environment.Motivation for the study: This quantitative study is motivated by the need to understand the factors that drive positive employee behavior and commitment in the workplace, more specifically in the clinical research environment. "A plethora of research exists on various constructs linked to employee behavior and ultimately workplace outcomes. Job demands, job resources and work identity are related to workplace outcomes, such as turnover intentions, workload, organisational support and productivity. We do, however, not understand the possible relationship that PsyCap may have with job demands and job resources and work identity. Each of these constructs have been researched extensively in various research settings, however no research exists in the clinical research environment in South Africa.Main findings:Job demands: The study results show that the relationship between work overload and work identity; emotional demands and work identity; and job demands, and work identity were not significant. PsyCap did not mediate the relationship between work overload and work identity; emotional demands and work identity; and job demands,and work identity. Job resources: The study results show that the relationship between organisational support and work identity; growth opportunities and work identity; and job resources, and work identity was significant, the relationship between advancement and work identity is not significant. PsyCap mediated the relationship between organisational support and work identity; growth opportunities and work identity; and job resources, and work identity, however PsyCap did not mediate the relationship between advancement and work identity.Practical/managerial implications:Resources in the workplace are finite and employers have to balance available resources to ensure continuity of the company. It is therefore not always possible to reward employees financially in a way that seems fair and adequate or to provide additional financial or other resources. Management, with the help of HR therefore need to develop strategies to retain valuable employees and to create an environment that is conducive to happy and productive employees. Having a practical understanding of the factors that influence positive workplace behavior provides management with insight on how to get the best out of employees, optimise human resource management and interventions to improve workplace outcomes.
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710 2 $a University of Johannesburg (South Africa). $e degree granting institution. $3 3759059
720 1 $a De Braine, Roslyn Tania $e degree supervisor.
720 1 $a Praneschen $e degree supervisor.
773 0 $t Masters Abstracts International $g 83-05.
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792 $a 2020
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28381559