Work engagement in in-house operating HR Consultants
Sund, Tanja (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202404035628
https://urn.fi/URN:NBN:fi:amk-202404035628
Tiivistelmä
The purpose of this thesis was to study the prevalence of work engagement among in-house operating HR consultants in Company X and further to understand such role-specific factors that may decrease or limit the work engagement.
Theoretical framework consists of Job demands-resources (JD-R) model and Self-Determination Theory (SDT) which provide a comprehensive understanding of the dynamics of work engagement. The JD-R model highlights the interaction between job demands and resources, while SDT focuses on the role of intrinsic motivation in fostering engagement.
Study related to the thesis was conducted as quantitative study utilizing the shorter, 9 question version of Utrecht Work Engagement Scale (UWES-9). The UWES-9 questionnaire was complemented with background variables and an additional question of role-specific work engagement impediments.
The results revealed that work engagement of in-house operating HR consultants is higher than average in all three categories of work engagement: vigor, dedication and absorption, when compared to Finnish national reference values. In addition, positive correlation between the length of prior human resources work experience and work engagement was found. Factors limiting or decreasing work engagement include high time pressure, high workload and difficulties in interpersonal activity at the clients organization.
Work engagement of in-house HR consultants is influenced by a variety of factors, including the nature of their consulting roles, the diversity of clients, and the duration of their assignments. These elements play an important role in shaping the consultants' engagement levels, thereby affecting their overall job satisfaction and productivity.
Theoretical framework consists of Job demands-resources (JD-R) model and Self-Determination Theory (SDT) which provide a comprehensive understanding of the dynamics of work engagement. The JD-R model highlights the interaction between job demands and resources, while SDT focuses on the role of intrinsic motivation in fostering engagement.
Study related to the thesis was conducted as quantitative study utilizing the shorter, 9 question version of Utrecht Work Engagement Scale (UWES-9). The UWES-9 questionnaire was complemented with background variables and an additional question of role-specific work engagement impediments.
The results revealed that work engagement of in-house operating HR consultants is higher than average in all three categories of work engagement: vigor, dedication and absorption, when compared to Finnish national reference values. In addition, positive correlation between the length of prior human resources work experience and work engagement was found. Factors limiting or decreasing work engagement include high time pressure, high workload and difficulties in interpersonal activity at the clients organization.
Work engagement of in-house HR consultants is influenced by a variety of factors, including the nature of their consulting roles, the diversity of clients, and the duration of their assignments. These elements play an important role in shaping the consultants' engagement levels, thereby affecting their overall job satisfaction and productivity.