Hamfrey Sanhokwe
Biographic Data
| ID | 1053608 |
|---|---|
| NAME | Hamfrey Sanhokwe |
| GIVEN NAMES | Hamfrey |
| FAMILY NAME | Sanhokwe |
| SIGNATURE | SANHOKWE H |
| AFFILIATIONS | Midlands State University |
| ORCID | 0000-0002-0301-8674 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 3 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2022 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
Evaluating the Decent Work Scale Measurement Model in Zimbabwe
The Decent Work Agenda recognises the role of work and work-related contexts in giving meaning, fulfilment, opportunities for development and growth to the employed and those who aspire to work. The Decent Work Scale (DWS) is a commonly referenced measure to appreciate the experience of decent work in organizations. Limited research has examined the quality of the DWS measurement model in the developing countries, especially in sub-Saharan Africa…
The dimensionality of the Uwes-17 and Uwes-9
Extant research on the factor structure of the Utrecht Work Engagement Survey (UWES) across multiple study settings has consistently produced conflicting results. The study examined the dimensionality of the UWES-17 and UWES-9 using second-order and bifactor models. Cross-sectional data were collected from 213 employees in the private (n = 70), non-governmental (n = 73), and government (n = 70) sectors. The sample comprised more men (61%) than wo…
Impact of Covid-19 Induced Teleworking Arrangements on Employees in NGOs
The article sought to address real or perceived "teleworking hesitancy" by generating empirical evidence on employee exposure to teleworking in a global south context. The results of the empirical investigation were integrated with the growing body of research on the future of the post-pandemic workplace. The results depicted the opposite and significant effects of perceived workload and organizational teleworking support on employee teleworking …
Impact of Covid-19 Induced Teleworking Arrangements on Employees in NGOs
The article sought to address real or perceived "teleworking hesitancy" by generating empirical evidence on employee exposure to teleworking in a global south context. The results of the empirical investigation were integrated with the growing body of research on the future of the post-pandemic workplace. The results depicted the opposite and significant effects of perceived workload and organizational teleworking support on employee teleworking …
The dimensionality of the Uwes-17 and Uwes-9
Extant research on the factor structure of the Utrecht Work Engagement Survey (UWES) across multiple study settings has consistently produced conflicting results. The study examined the dimensionality of the UWES-17 and UWES-9 using second-order and bifactor models. Cross-sectional data were collected from 213 employees in the private (n = 70), non-governmental (n = 73), and government (n = 70) sectors. The sample comprised more men (61%) than wo…
Impact of Covid-19 Induced Teleworking Arrangements on Employees in NGOs
The article sought to address real or perceived "teleworking hesitancy" by generating empirical evidence on employee exposure to teleworking in a global south context. The results of the empirical investigation were integrated with the growing body of research on the future of the post-pandemic workplace. The results depicted the opposite and significant effects of perceived workload and organizational teleworking support on employee teleworking …
Evaluating the Decent Work Scale Measurement Model in Zimbabwe
The Decent Work Agenda recognises the role of work and work-related contexts in giving meaning, fulfilment, opportunities for development and growth to the employed and those who aspire to work. The Decent Work Scale (DWS) is a commonly referenced measure to appreciate the experience of decent work in organizations. Limited research has examined the quality of the DWS measurement model in the developing countries, especially in sub-Saharan Africa…
Psychology (3 works) · Employment and Welfare Studies (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Work engagement (2 works) · Workplace Health and Well-being (2 works) · Business (1 works) · Clinical Psychology (1 works) · Clinical Psychology (1 works) · Computer Science (1 works) · Confirmatory factor analysis (1 works)