Work engagement among employees at a university in Norway
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Abstract paper 1: In this paper is a study of the relationship between job resources and work engagement. Is the relation positive? What effect do the job resources have when it comes to work engagement, and are they making it possible to predict work engagement? To answer these questions a literature study was conducted. The literature search resulted in 22 articles to assess the relationship in question. Literature search procedure is included in the paper. Positive relationships were found between job resources and autonomy, social support, supervisory feedback and work engagement. Engaged workers have a higher organizational commitment, and are more likely to experience personal growth and professional development, and job resources present predicts work engagement. Increases in job resources lead to an increase in work engagement. Abstract article 2: Universities are often thought of as workplaces for highly motivated, engaged and innovative people. The objective of this study was to investigate whether employees at a University in Norway felt engaged at work. Further to scrutinize whether they felt that the university is or offers an innovative work climate (IC), and finally if they experience a perceived investment in employee development (PIED). In this study it was also investigated weather this experience differs when it comes to gender, type of employment, position and age? The last objective was to see if there is a correlation between IC, PIED and work engagement among employees at the university. The instrument used was the KIWEST- Questionnaire, and the Oldenburg Burnout Inventory (OLBI) was applied to assess if employees feel engaged at work. Employees in the university in general feel engaged at work. They also experience being a part of an innovative climate. The scores for PIED is lower. It seems like leader (head of department, dean, principle etc.) rapport a higher level of WE, IC and PIED than the rest. There is a strong correlation between WE, IC and PIED. This is important when it comes to the organizational impact it has.