Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X
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| Title: | Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X |
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| Authors: | Kušter, Irma |
| Committee Members: | Ferjan, Marko |
| Summary: | The concept of "employee engagement" began to appear about twenty years ago, first as an antipode to the term "burnout of employees". Engagement describes how employees rationally think about their organization, how they feel about it, and to what extent they are active in achieving organizational goals. In the first place, it represents the psychological attachment of employees to the organization in which they are employed and are the most important factor in the success of the organization. The aim of our research was to measure the commitment of a sample of employees in one of the sectors of the Company X and to test the reliability of the theoretical model for measuring the engagement of UWES - 17 on the acquired data. Data were obtained through online surveys with the existing questionnaire. In the theoretical part, we presented history and summarized the definitions of commitment, the factors of commitment and the characteristics of the engaged employees. We have studied the methods of measuring the commitment of some of the largest and most well-known research companies, which carry out measurements around the world with their models. We were interested in the latest research done and the results of the measurements. In the empirical part, the SPSS statistical program analyzed data, presented descriptive statistics and some bivariate analyzes, with which we measured the average degree of engagement and made comparisons among the groups of employees with respect to some demographic factors. Then we tested our research question with the factor analysis: "Will the factor analysis on the data obtained in the Company X show the same results as are classified by UWES - 17?". We found a very high correlation between the factors, and instead of the three dimensions of engagement, only two categories of engagement were identified in our model. In the first category, we have united all the factors of the two categories of engagement of the theoretical model UWES-17, Absorption and Dedication, and our second category is identical to the category of the theoretical model and contains the six dimensions of the category Vigor. |
| URL: | https://plus.cobiss.net/cobiss/si/sl/bib/8029971 |
| Database: | OpenDissertations |
| Abstract: | The concept of "employee engagement" began to appear about twenty years ago, first as an antipode to the term "burnout of employees". Engagement describes how employees rationally think about their organization, how they feel about it, and to what extent they are active in achieving organizational goals. In the first place, it represents the psychological attachment of employees to the organization in which they are employed and are the most important factor in the success of the organization. The aim of our research was to measure the commitment of a sample of employees in one of the sectors of the Company X and to test the reliability of the theoretical model for measuring the engagement of UWES - 17 on the acquired data. Data were obtained through online surveys with the existing questionnaire. In the theoretical part, we presented history and summarized the definitions of commitment, the factors of commitment and the characteristics of the engaged employees. We have studied the methods of measuring the commitment of some of the largest and most well-known research companies, which carry out measurements around the world with their models. We were interested in the latest research done and the results of the measurements. In the empirical part, the SPSS statistical program analyzed data, presented descriptive statistics and some bivariate analyzes, with which we measured the average degree of engagement and made comparisons among the groups of employees with respect to some demographic factors. Then we tested our research question with the factor analysis: "Will the factor analysis on the data obtained in the Company X show the same results as are classified by UWES - 17?". We found a very high correlation between the factors, and instead of the three dimensions of engagement, only two categories of engagement were identified in our model. In the first category, we have united all the factors of the two categories of engagement of the theoretical model UWES-17, Absorption and Dedication, and our second category is identical to the category of the theoretical model and contains the six dimensions of the category Vigor. |
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