Impacts of imposed polychronic behaviour upon performance and well being in academic work environments : a 90 point thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Management at Massey University, Turitea, Palmerston North, New Zealand
Loading...
Date
2009
DOI
Open Access Location
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Massey University
Rights
The Author
Abstract
In the contemporary workplace individuals differ considerably in the manner they
approach their work and achieve outcomes. This thesis examined the construct of
polychronicity (preference for undertaking multiple tasks simultaneously) within
two intellectually intensive academic work environments. The impacts of imposed
polychronicity on performance, job satisfaction, perceived stress and wellbeing were
explored. Data was collected from 116 lecturers, teachers, supervisors and
managers working in Northern Queensland, Australia. A quantitative approach was
taken to data collection. Existing scales were used to measure a range of variables
including preferred polychronicity, experienced work unit polychronicity,
organisational commitment, job satisfaction, and perceived stress. To provide a
qualitative perspective, respondents were asked for comments which were used to
add depth and breadth to the study. The findings indicated that preferred
polychronicity and experienced work unit polychronicity did not differ over genders
or occupations which suggests that polychronicity is likely to be a personal trait.
Responses were divided into polychronic, neutral or monochronic preference
categories. The findings indicated that when polychronicity was high organisational
commitment was high, but when monochronicity was high organisational
commitment was lower. Further the findings indicated that when organisational
commitment was high, job satisfaction was high and when organisational
commitment was low stress was high, although polychrons relationship with stress
was lower than that of monochrons. This may suggest that polychrons work better
in an imposed polychronic environment than monochrons which supports previous
research. The implication for employers is that through understanding the tasking
preferences of employees they may be able to tailor strategies to improve and
enhance personal wellbeing which in turn may increase job satisfaction,
performance, wellbeing and reduce turnover.
Description
Keywords
Polychronicity, Job satisfaction, Time management, Job performance