No description available.

This study hypothesized body weight and eating patterns to be important discriminators of psychological characteristics among eating disordered groups. A total of 146 bulimic and non-bulimic women from underweight (anorexic), normal weight, and overweight (obese) categories were examined. Based upon the theoretical and research literature reviewed, this study hypothesized locus of control, personal potency, self-esteem, and psychopathology to be central psychological characteristics in anorexia nervosa, bulimia, and obesity. These variables were measured by Rotter's Internal-External Locus of Control Scale, the Semantic Differential Potency Scale, Rosenberg's Self-Esteem Scale, and the Minnesota Multiphasic Personality Inventory, respectively. The relative importance of these variables in the disorders was also addressed. Results showed women in the eating disordered groups examined to demonstrate the following psychological characteristics: (1) Non-bulimic anorexics--an external locus of control, low self-esteem, and hysteria; (2) Bulimic anorexics--the greatest external locus of control, the lowest self-esteem, psychopathic deviance, hysteria, thought disorder, depression, a preoccupation with somatic concerns, and hypofemininity; (3) Normal weight bulimics--an external locus of control, low self-esteem, psychopathic deviance, hysteria, thought disorder, and depression; (4) Non-bulimic obese--low self-esteem; and (5) Bulimic obese--low self-esteem, an external locus of control, thought disorder and depression. The primary conclusion drawn from this study is that bulimia is a better predictor of the psychological characteristics than body weight. Bulimia, across all weight categories, was associated with an external locus of control, low self-esteem, psychopathic deviance, hysteria, thought disorder, and depression. That there was little variability in personality characteristics associated with bulimia across weight categories emphasized the stability of the symptom constellation associated with this disorder. This study supported the view of the normal weight bulimic as psychologically similar to the bulimic anorexic. This study also supported the stance that simple obesity does not represent a unitary psychological disorder.

The face of the workplace has changed dramatically over the past decade and most organisations have to survive in a fiercely competitive global economy. The impact of the changing world of work is most evident in changes in the psychological contract (agreement) between employees and organisations. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas they receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area. in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. "Why do some employees stay engaged at work, even whilst being challenged with consistent change and greater job insecurity and why do others' disengage at work?" The objective of this study was to investigate the mediating effects of three psychological conditions, namely psychological meaningfulness, psychological safety, and psychological availability on employees' work engagement. A survey research design was used with a questionnaire as data-gathering instrument. Stratified random samples (N=171) were taken from employees of a multinational oil company. The Work Engagement Scale and the Work Experiences Scale were administered. Descriptive statistics (e.g. means and standard deviations) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study. The results confirmed that psychological meaningfulness and psychological availability were significant predictors of work engagement. Meaningfulness displayed the strongest positive relation with engagement. The relation of work role fit with engagement was fully mediated by the psychological condition of meaningfulness. Cognitive, emotional and physical resources had the strongest effect on psychological availability. Feelings of self- consciousness impacted on psychological availability, implying that someone who is less self-conscious is psychologically more available to engage at work. It was therefore confirmed that psychological meaningfulness fully mediated the effects of work role fit on engagement and psychological availability fully mediated the effects of resources and self-consciousness on engagement. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

published_or_final_version / Clinical Psychology / Master / Master of Social Sciences

The face of the workplace has changed dramatically over the past decade and most organisations have to survive in a fiercely competitive global economy. The impact of the changing world of work is most evident in changes in the psychological contract (agreement) between employees and organisations. Employees are expected to give more in terms of time, effort, skills and flexibility, whereas they receive less in terms of career opportunities, lifetime employment and job security. It is in view of the above work complexities that employee engagement has become a focus area. in particular, to understand the mediating effects of certain psychological conditions in relation to work engagement. "Why do some employees stay engaged at work, even whilst being challenged with consistent change and greater job insecurity and why do others' disengage at work?" The objective of this study was to investigate the mediating effects of three psychological conditions, namely psychological meaningfulness, psychological safety, and psychological availability on employees' work engagement. A survey research design was used with a questionnaire as data-gathering instrument. Stratified random samples (N=171) were taken from employees of a multinational oil company. The Work Engagement Scale and the Work Experiences Scale were administered. Descriptive statistics (e.g. means and standard deviations) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study. The results confirmed that psychological meaningfulness and psychological availability were significant predictors of work engagement. Meaningfulness displayed the strongest positive relation with engagement. The relation of work role fit with engagement was fully mediated by the psychological condition of meaningfulness. Cognitive, emotional and physical resources had the strongest effect on psychological availability. Feelings of self- consciousness impacted on psychological availability, implying that someone who is less self-conscious is psychologically more available to engage at work. It was therefore confirmed that psychological meaningfulness fully mediated the effects of work role fit on engagement and psychological availability fully mediated the effects of resources and self-consciousness on engagement. Limitations in the research are identified and recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Typescript. / Digitized by Kansas Correctional Industries

published_or_final_version / Sports Science / Master / Master of Science in Sports Science

No description available.

No description available.