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

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work./
Author:	Peatross, Nicole.
Description:	1 online resource (111 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 82-01, Section: B.
Contained By:	Dissertations Abstracts International82-01B.
Subject:	Organizational behavior. -
Online resource:	click for full text (PQDT)
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. - 1 online resource (111 pages)

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

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

Includes bibliographical references

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), Λ = .914, F(6, 392) = 3.000, p = .007, partial η2 = .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.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798662399785Subjects--Topical Terms:

557544
Organizational behavior.
Subjects--Index Terms:

GenderIndex Terms--Genre/Form:

554714
Electronic books.

Differences in Work Engagement, Organizational Commitment, and Job Satisfaction as a Function of Gender and Spillover Work.
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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), Λ = .914, F(6, 392) = 3.000, p = .007, partial η2 = .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.
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650 4 $a Occupational psychology. $3 1179639
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653 $a Organizational Commitment
653 $a Remote work
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653 $a Work engagement
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