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Arbetsengagemang, personlighet och yttre incitament
University West, Department of Social and Behavioural Studies, Division of Psychology, Pedagogy and Sociology.
2019 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Work engagement, Personality and External Incentives (English)
Abstract [sv]

Att vara en engagerad medarbetare har i dagens arbetsmiljö blivit allt viktigare. Individer förväntas att både vara produktiva och närvarande i sina arbetsuppgifter. Men vad är det egentligen som predicerar arbetsengagemang?

Syftet med föreliggande studie var att undersöka i vilken grad personlighet och yttre incitament kan förklara hur engagerad en individ är i sitt arbete.

I studien användes validerade test som mätte arbetsengagemang (UWES9) och personlighet (TIPI). Ett eget utformat formulär framställdes i syfte att mäta yttreincitament. En enkät bestående av dessa tre frågeformulär sammanställdes. Insamlad data analyserades med hjälp av korrelations och regressionsanalyser. I Studien deltog 30 personer varav 6st (20%) var kvinnor och 24st (80%) var män. Alla deltagare hade olika bakgrunder, det enda inklusionskriteriet var att man hade en anställning på 100%.

Resultaten visade att personlighetsdimensionen samvetsgrann i störst utsträckning kunde förutse arbetsengagemang. Det visade sig också att yttreincitament i form av möjlighet att få feedback, lön, karriär samt nöjda kunder/patienter/elever osv i stor utsträckning kunde förutsäga arbetsengagemang.

Slutsatsen i föreliggande studie blev därmed att personlighet och yttreincitament är båda goda prediktorer för arbetsengagemang.

Abstract [en]

Being a committed coworker in today's work environment has become more and more important. Individuals are expected to be both productive and attendant in their duties. Yet, what is it actually that predicts work commitment?

The purpose of this study was to investigate the extent to which personality and external incitement can explain how committed an individual is in his employment.

The study used validated tests that measured labor commitment (UWES9) and personality (TIPI). A separate questionnaire form was prepared for measuring external incentives. A question sheet consisting of these three instruments was compiled. The collected data was analyzed using correlations and regression analyses. The study included 30 people, of whom 6 (20%) were women and 24 (80%) were men. All participants had different backgrounds, and the only inclusion criterion was full-time employment.

The results showed that the personality dimension conscientiousness was the personality that to the greatest extent predicted work commitment. It was also found that external incitement in the form of feedback, salary, careers and satisfied customers / patients / students, etc. widely could anticipate employment commitment. External incentive had the R-value 0.61.

The conclusion in the present study showed that personality and external incitement are both good predictors of employment commitment.

Place, publisher, year, edition, pages
2019. , p. 21
Keywords [en]
Work commitment, personality, external incitement, (UWES), (TIPI), quantitative method
Keywords [sv]
Arbetsengagemang, personlighet, yttreincitament, (UWES), (TIPI), kvantitativ metod
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-13454Local ID: EXP301OAI: oai:DiVA.org:hv-13454DiVA, id: diva2:1282596
Subject / course
Psychology
Educational program
Psykologi
Supervisors
Examiners
Available from: 2019-01-25 Created: 2019-01-25 Last updated: 2019-01-25Bibliographically approved

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CiteExportLink to record
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  • apa
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