Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X

Kušter, Irma

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Title:	Zavzetost zaposlenih – testiranje zanesljivosti teoretičnega modela UWES -17 v Podjetju X
Authors:	ID Kušter, Irma (Author) ID Ferjan, Marko (Mentor) More about this mentor... ID Jerebic, Janja (Comentor)
Files:	MAG_Kuster_Irma_2018.pdf (2,11 MB) MD5: 6BB34956D3C5B1BF2759920D8ADB2345 PID: 20.500.12556/dkum/340b6dd9-3f5d-4411-9f0c-6d5ba4ed172d
Language:	Slovenian
Work type:	Master's thesis/paper
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Pojem »zavzetost zaposlenih« se je pričel pojavljati pred približno dvajsetimi leti, najprej kot antipod pojmu »izgorelost zaposlenih«. Zavzetost opisuje, kako zaposleni racionalno razmišljajo o svoji organizaciji, kako čutijo o njej ter v kolikšni meri so aktivni pri doseganju organizacijskih ciljev. V prvi vrsti pa predstavlja psihološko navezanost zaposlenih na organizacijo, v kateri so zaposleni in so najpomembnejši dejavnik uspešnosti organizacije. Cilj naše raziskave je bil izmeriti zavzetost na vzorcu zaposlenih v enem od sektorjev v Podjetju X ter na pridobljenih podatkih testirati zanesljivost teoretičnega modela za merjenje zavzetosti UWES – 17. Podatke smo pridobili s spletnim anketiranjem z že obstoječim vprašalnikom UWES -17. V teoretičnem delu smo predstavili zgodovino ter povzeli definicije zavzetosti, dejavnike zavzetosti in značilnosti zavzetih zaposlenih. Proučili smo metode merjenja zavzetosti nekaj največjih in najbolj znanih raziskovalnih podjetij, ki s svojimi modeli izvajajo merjenja in izobražujejo po vsem svetu. Zanimale so nas zadnje opravljene raziskave in rezultati merjenj. V empiričnem delu smo s statističnim programom SPSS analizirali podatke, predstavili opisne statistike ter nekaj bivariatnih analiz, s katerimi smo izmerili povprečno stopnjo skupne zavzetosti ter opravili primerjave stopnje zavzetosti med skupinami zaposlenih glede na nekatere demografske dejavnike. Nato smo s faktorsko analizo testirali naše raziskovalno vprašanje »Ali bo faktorska analiza na pridobljenih podatkih v Podjetju X pokazala enake rezultate, kot so klasificirani po metodi UWES – 17?«. Ugotovili smo zelo visoko korelacijo med faktorji, namesto treh dimenzij zavzetosti pa smo v našem modelu identificirali le dve kategoriji zavzetosti. V prvo kategorijo smo dobili združene vse dejavnike dveh kategorij zavzetosti teoretičnega modela UWES -17, predanost in vpletenost ( ang. Absorption in Dedication), naša druga kategorija pa je identična kategoriji teoretičnega modela in vsebuje vseh šest dimenzij kategorije vitalnost (ang. Vigor).
Keywords:	zavzetost, dejavniki zavzetosti, model merjenja zavzetosti, Utrecht Work Engagement Scale (UWES)
Place of publishing:	Maribor
Year of publishing:	2018
PID:	20.500.12556/DKUM-70669
COBISS.SI-ID:	8029971
NUK URN:	URN:SI:UM:DK:IM3ZNHH1
Publication date in DKUM:	22.06.2018
Views:	1957
Downloads:	373
Metadata:
Categories:	FOV
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	05.06.2018

Secondary language

Language:	English
Title:	Employee engagement – validation of the uwex reliability – 17 theoretical models in company x
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.
Keywords:	engagement, drivers of engagement, engagement model, Utrecht Work Engagement Scale (UWES)

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