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Differences in Work Engagement, Orga...

Peatross, Nicole.

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Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work./
Author:	Peatross, Nicole.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	111 p.
Notes:	Source: Dissertations Abstracts International, Volume: 82-01, Section: B.
Contained By:	Dissertations Abstracts International82-01B.
Subject:	Organizational behavior. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28001726
ISBN:	9798662399785

Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work.
Peatross, Nicole.

Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 111 p.

Source: Dissertations Abstracts International, Volume: 82-01, Section: B.

Thesis (Ph.D.)--Capella University, 2020.

The present study used Fisher's framework combining 3 constructs-work engagement, organizational commitment, and job satisfaction-to measure workplace happiness. To understand mobile work habits, the present study defined the construct of spillover work to understand when employees self-elected to engage in mobile devices to complete work during personal time. Spillover work was measured by quantity of hours worked on a mobile device during personal time. The final construct the present study considered was gender. A literature review revealed little research devoted to explaining the way gender affects work engagement, organizational commitment, and job satisfaction. The research design was ex post facto, and the data were analyzed using a 2 x 3 multivariate analysis of variance. The study sample included 204 participants. The inclusion criteria required participants to be currently employed adults who worked traditional business hours (Monday-Friday, 8 a.m.-5 p.m.) primarily in an office building and who regularly engaged in spillover work. The participants were selected to equally fill orthogonal groups. The results of the multivariate analysis of variance revealed a significant difference in the combined linear variate scores for the Utrecht Work Engagement Scale-9, Organizational Commitment Questionnaire, and Job in General Scale-Abridged as explained by weekly spillover work (1-5 hours, 6-10 hours, or 11+ hours), {CE}{9B} = .914, F(6, 392) = 3.000,{A0}p{A0}= .007, partial {CE}{hardsign}2 = .044. There was not a significant main effect found for any of the individual scores or with gender. Companies can use this information to understand that a mobile technology strategy matters. Prioritizing a company mobile technology strategy may lead to an increase in employee work happiness and improve business outcomes.

ISBN: 9798662399785Subjects--Topical Terms:

516683
Organizational behavior.
Subjects--Index Terms:

Gender

Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work.
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245 1 0 $a Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2020
300 $a 111 p.
500 $a Source: Dissertations Abstracts International, Volume: 82-01, Section: B.
500 $a Advisor: Bruch, Angela.
502 $a Thesis (Ph.D.)--Capella University, 2020.
520 $a The present study used Fisher's framework combining 3 constructs-work engagement, organizational commitment, and job satisfaction-to measure workplace happiness. To understand mobile work habits, the present study defined the construct of spillover work to understand when employees self-elected to engage in mobile devices to complete work during personal time. Spillover work was measured by quantity of hours worked on a mobile device during personal time. The final construct the present study considered was gender. A literature review revealed little research devoted to explaining the way gender affects work engagement, organizational commitment, and job satisfaction. The research design was ex post facto, and the data were analyzed using a 2 x 3 multivariate analysis of variance. The study sample included 204 participants. The inclusion criteria required participants to be currently employed adults who worked traditional business hours (Monday-Friday, 8 a.m.-5 p.m.) primarily in an office building and who regularly engaged in spillover work. The participants were selected to equally fill orthogonal groups. The results of the multivariate analysis of variance revealed a significant difference in the combined linear variate scores for the Utrecht Work Engagement Scale-9, Organizational Commitment Questionnaire, and Job in General Scale-Abridged as explained by weekly spillover work (1-5 hours, 6-10 hours, or 11+ hours), {CE}{9B} = .914, F(6, 392) = 3.000,{A0}p{A0}= .007, partial {CE}{hardsign}2 = .044. There was not a significant main effect found for any of the individual scores or with gender. Companies can use this information to understand that a mobile technology strategy matters. Prioritizing a company mobile technology strategy may lead to an increase in employee work happiness and improve business outcomes.
590 $a School code: 1351.
650 4 $a Organizational behavior. $3 516683
650 4 $a Gender studies. $3 2122708
650 4 $a Occupational psychology. $3 2122852
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653 $a Job satisfaction
653 $a Organizational Commitment
653 $a Remote work
653 $a Spillover work
653 $a Work engagement
690 $a 0703
690 $a 0624
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710 2 $a Capella University. $b Harold Abel School of Psychology. $3 3432634
773 0 $t Dissertations Abstracts International $g 82-01B.
790 $a 1351
791 $a Ph.D.
792 $a 2020
793 $a English
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28001726