The relationship between employee well-being and organisational effectiveness in a bond origination company in South Africa

Abstract

The well-being of employees influenced the way in which they performed and ultimately impacted the effectiveness of an organisation. The interdependent and mutually beneficial relationship between an organisation and its employees needs to be addressed to adequately adapt to the increased change, competition and volatility within today’s world of work. The overall objective of this study was to determine the relationship between the concepts of Employee Well-being (EWB) and Organisational Effectiveness (OE) in a bond origination company in South Africa. More specifically, the relationship between the constructs of EWB (namely Job satisfaction, Work engagement, Burnout and Workaholism) and a Composite OE Score. The measuring instruments used included the Job Satisfaction Questionnaire (JSQ), the Utrecht Work Engagement Scale (UWES), the Dutch Workaholism Scale (DWS), the Oldenburg Burnout Inventory (OBI) and the Organisational Performance Questionnaire (OPQ). A convenience sample of 203 respondents was achieved and included employees of all genders and managerial and non-managerial positions. Results indicated that three of the four constructs of EWB, namely Burnout (r = -.452, p < .001), Job satisfaction (r = .667; p < .001) and Work Engagement (r = .587; p < .001) were found to be statistically significantly related to a Composite OE Score. The relationship between Workaholism and OE (r = -.060, p = .394) was weak, negative and not statistically significant. Furthermore, three of the four constructs of EWB are statistically significant predictors of a Composite OE Score, accounted for 99.3% of the variance of a Composite OE Score.

Die welstand van werknemers beïnvloed hoe hulle presteer en uiteindelik die doeltreffendheid van 'n organisasie. Die interafhanklike en wedersydse voordelige verhouding tussen 'n organisasie en sy werknemers moet aangespreek word om genoegsaam aan te pas by die toenemende verandering, mededinging en onbestendigheid in die huidige wêreld van werk. Die algehele doel van hierdie studie was om die verhouding tussen die beginsels van werknemerwelstand en organisatoriese doeltreffendheid in 'n verbandmakelaarmaatskappy in Suid-Afrika te bepaal. Meer spesifiek, om die verhouding te bepaal tussen die konstrukte van werknemerwelstand (naamlik werkbevrediging, werksbetrokkenheid, uitbranding en werkholisme) as 'n saamgestelde telling vir organisatoriese doeltreffendheid. Die meetinstrumente wat gebruik is sluit die werkbevredigingvraelys (JSQ), die Utrecht-werksbetrokkenheidskaal (UWES), die Nederlandse werkholismeskaal (DWS), die Oldenburg-uitbrandinginventaris (OBI) en die organisatoriese prestasievraelys (OPQ) in. 'n Gerieflikheidsteekproef van 203 respondente is bereik en sluit werknemers van alle geslagte en bestuurders en nie-bestuurders in. Resultate toon dat drie van die vier konstrukte van werknemerwelstand, naamlik uitbranding (r = -.452; p < .001), werkbevrediging (r = -.667; p < .001) en werksbetrokkenheid (r = -.587; p < .001) bevind is om statisties beduidend te wees. Die verhouding tussen werkholisme en organisatoriese doeltreffendheid (r = -.060, p = .394) was swak, negatief en statisties nie beduidend nie. Verder is drie van die vier konstrukte van werknemerwelstand statisties beduidende voorspellers van 'n saamgestelde telling vir organisatoriese doeltreffendheid en is verantwoordelik vir 99.3% van die afwyking van 'n saamgestelde telling vir organisatoriese doeltreffendheid.

Impilonhle yabasebenzi inomthelela kwindlela abasebenza ngayo kanye nokuba nomthelela ekusebenzeni kahle kwenhlangano. Ukuxhumana kanye nenzuzo kwinhlangothi zombili kubudlelwane phakathi kwenhlangano kanye nabasebenzi bayo kudinga ukuthi kubhekwane nakho ukwenza kuhambelana noshintsho olwenyukayo, ukuqhudelana kanye nezinguquko ezinkulu kumhlaba womsebenzi wanamuhla. Injongo enkulukazi yalolu cwaningo bekuwukubona ubudlelwane phakathi kwemiqondo ye-Employee Well-being (EWB) kanye ne-Organisational Effectiveness (OE) kubumbano lobusunguli bezinkampani eNingizimu Afrika. Ikakhulukazi ukubona ubudlelwane phakathi komqondo we-EWB (okusho ukuneliseka ngomsebenzi, ukuzibandakanya emsebenzini, ukukhathala okukhulu kanye nokusebenza njalo ngokuzimisela okukhulu - workaholism) kanye ne-Composite OE Score. Ama-instrumenti okukala asetshenzisiwe abandakanya okubizwa nge-Job Satisfaction Questionnaire (JSQ) i-Utrecht Work Engagement Scale (UWES) kanye ne-Dutch Workaholism Scale (DWS), i-Oldenburg Burnout Inventory (OBI) kanye ne-Organisational Performance Questionnaire (OPQ). Kufinyelwe abaphendulu abangu 203 ngesampuli elula kanye nokubandakanya abasebenzi babo bonke ubulili kanye nabasebenzi emkhakheni wamamininjela (abaphathi) nabasebenzi abangebona abaphathi. Imiphumela ikhombisa ukuthi imiqondo emithathu kwemine ye-EWB, okuyi-burnout (r = -.452, p < .001), i-job satisfaction (r = .667; p < .001) kanye ne-work engagement (r = .587; p < .001) kutholakale kuhambelana ne-Composite OE Score. Ubudlelwane phakathi kwe-Workaholism kanye ne-OE (r = -.060, p = .394) bebungaqinile kakhulu, ku-negative kanti futhi kungabalulekile kakhulu ngokwamanani. Okunye futhi, imiqondo emithathu kwemine ye-EWB ibaluleke kakhulu kwi-Composite OE Score kanti ibonise amanani ka 99.3% kwi-variance ye-Composite OE Score.