期刊名称：South African Journal of Economic and Management Sciences
印刷版ISSN：2222-3436
出版年度：2014
卷号：17
期号：4
页码：515-530
出版社：University of Pretoria
摘要：ABSTRACT The aim of this study was to investigate the relationships between work-home/home-work interaction, psychological conditions and employee engagement. A cross-sectional survey was used. The participants were 292 employees of a uranium mine in Namibia residing in towns distant from their workplace. The following measuring instruments were used: Survey Work-Home Interaction - Nijmegen, Psychological Conditions Scale and Work Engagement Scale. Positive work-home interaction and negative home-work interaction had direct positive and negative effects on psychological meaningfulness and psychological availability respectively. Psychological meaningfulness, psychological availability, positive work-home interaction and positive home-work interaction had direct effects on employee engagement. An analysis of the indirect effects showed that positive work-home interaction affected employee engagement via experiences of psychological meaningfulness and psychological availability. Negative home-work interaction affected employee engagement negatively via low psychological meaningfulness and low psychological availability. Implementing policies to promote meaningfulness and availability at work, to build positive work-home interaction and to protect employees against negative home-work interference, will contribute to personal engagement at work.
其他摘要：ABSTRACT The aim of this study was to investigate the relationships between work-home/home-work interaction, psychological conditions and employee engagement. A cross-sectional survey was used. The participants were 292 employees of a uranium mine in Namibia residing in towns distant from their workplace. The following measuring instruments were used: Survey Work-Home Interaction - Nijmegen, Psychological Conditions Scale and Work Engagement Scale. Positive work-home interaction and negative home-work interaction had direct positive and negative effects on psychological meaningfulness and psychological availability respectively. Psychological meaningfulness, psychological availability, positive work-home interaction and positive home-work interaction had direct effects on employee engagement. An analysis of the indirect effects showed that positive work-home interaction affected employee engagement via experiences of psychological meaningfulness and psychological availability. Negative home-work interaction affected employee engagement negatively via low psychological meaningfulness and low psychological availability. Implementing policies to promote meaningfulness and availability at work, to build positive work-home interaction and to protect employees against negative home-work interference, will contribute to personal engagement at work.
