The aim of this dissertation is to examine gender differences in salutogenic functioning in military deployment. Salutogenisis focuses on the origin of health and wellness, and the salutogenic constructs sense of coherence (SOC), hardiness (PVS) and self-efficacy (SES) which were conceptualised focus on how individuals handle stressors positively and still remain healthy. Gender differences in military deployment were discussed, focusing on different stressors that impact on individuals' functioning when deployed. Empirically the salutogenic constructs: SOC, PVS and SES were measured. The population consisted of males and females working at 7 SAI Phalaborwa who were deployed in Kwa-Zulu Natal. Statistical techniques were applied to determine differences between males and females. The data was analysed statistically using the SPSS programme. Statistical significance was found in the SOC sub-scale "meaningfulness" and the PVS sub-scales "commitment" and "challenge". / Industrial and Organisational Psychology / M. Admin (Industrial and Organisational Psychology)

The general aim of this study was to investigate whether a relationship exists between employee wellness (specifically sense of coherence, burnout, sources of job stress and work engagement) and career anchors, and to determine whether gender, race, employment and age groups differed in terms of the employee wellness and career anchors variables. The study was conducted among a random sample of 90 employees in a typical South African work context. The data was collected by means of the Orientation to Life Questionnaire (OLQ), Maslach’s Burnout Inventory (MBI), Sources of Job Stress, the Utrecht Work Engagement Scale (UWES) and the Career Orientations Inventory (COI). Supporting evidence indicates significant associations between employee wellness and the career anchors variables. The results also showed significant differences between the career anchors of males, females, blacks, whites, permanent staff, contract staff and age groups. The findings contribute valuable new knowledge to the wellness and career literature and organisational practices related to employee wellness and career decision making. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

This study aimed at investigating the relationship between Salutogenic constructs (Sense of Coherence, Locus of Control and Self-Efficacy) and Interpersonal Styles. In addition it sets out to examine whether there are any differences between both aforementioned variables and selected individual and organisational variables, specifically, gender, race, age and tenure. A significant positive relationship was found to exist between Salutogenic constructs and Interpersonal Styles classified as Friendly, while significant negative relationships were found between Salutogenic constructs and Interpersonal Styles classified as Hostile and Hostile-Submissive. Salutogenic constructs were found to have no significant relationships with the remaining five Interpersonal Styles namely Dominant, Dominant-Friendly, FriendlySubmissive, Submissive and Hostile-Dominant. Salutogenic constructs showed no significant differences with regards gender and race, but significant differences with regards age and tenure. Interpersonal Style showed significant differences with regard to race, age and tenure, but not with gender with the exception of the Hostile-Submissive, Hostile and Friendly styles / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This study investigates whether a relationship exists between two constructs, namely sense of coherence (SOC) and organisational commitment, and their relationship with specific biographical attributes of consultants working in the enterprise resource and planning (ERP) industry. The results of the study indicate that, overall, a relationship at a significant level could not be established between the two constructs. However, some of the correlations in this study showed that a few relationships could be established at a significant level between age and tenure and some of the subscales of the two constructs. On the basis of the results of the study, recommendations could be made that apply in the ERP industry. Suggestions were also made for possible further research in other areas such as recruitment, employee development, employee reward, compensation and recognition, employee retention, succession planning, employee wellbeing and talent management. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The objective of this study was to: (1) assess the overall wellness climate profile of a sample of higher education call centre employees for national benchmarking purposes; (2) explore the relationship between the participants‟ sense of coherence, affective wellbeing and burnout; and (3) determine how the participants differ regarding these variables in terms of socio-demographic contextual factors such as gender, race, age, and marital status. The South African Employee Health and Wellness Survey was used as a measuring instrument. Compared to the national norm, the results indicated a risky wellness climate reflecting a burnout propensity, lower morale (affective wellbeing) and lower resilience (sense of coherence). Significant relations existed between the participants‟ sense of coherence, affective wellbeing and burnout levels. Significant differences regarding these variables were also detected between males and females and the various marital status groups regarding the participants‟ sense of coherence, affective wellbeing and burnout. The findings of this study contributed new knowledge that may be used to inform employee wellness programmes within a higher education call centre environment. The study concluded with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

The objective of this study was to: (1) assess the overall wellness climate profile of a sample of higher education call centre employees for national benchmarking purposes; (2) explore the relationship between the participants‟ sense of coherence, affective wellbeing and burnout; and (3) determine how the participants differ regarding these variables in terms of socio-demographic contextual factors such as gender, race, age, and marital status. The South African Employee Health and Wellness Survey was used as a measuring instrument. Compared to the national norm, the results indicated a risky wellness climate reflecting a burnout propensity, lower morale (affective wellbeing) and lower resilience (sense of coherence). Significant relations existed between the participants‟ sense of coherence, affective wellbeing and burnout levels. Significant differences regarding these variables were also detected between males and females and the various marital status groups regarding the participants‟ sense of coherence, affective wellbeing and burnout. The findings of this study contributed new knowledge that may be used to inform employee wellness programmes within a higher education call centre environment. The study concluded with recommendations for future research and practice. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

Geen opsomming beskikbaar nie / No summary available / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

This research has utilised Antonovsky's SOC construct and explored its role in a group relations training event. A quantitative and qualitative design was used. A sample of eight (N = 8) human resources practitioners was recruited through convenience sampling. The qualitative analysis of the group relations training event was facilitated by split mean procedure analysis of the SOC results. The research demonstrated that the SOC is a pervasive disposition in determining the way in which one appraises and copes with group relations· training. All participants experienced anxiety, stress, defensive behaviour, negative emotions and learning associated with a group relations training event. However, the high-SOC participants were better able to cope, manage and make sense of the group relations training than low-SOC individuals. Recommendations were formulated in doing future research for human resource practitioners on the role of SOC in group relations training. / Industrial & Organizational Psychology / M.Admin. (Industrial Psychology)

Text in Afrikaans / Summaries in Afrikaans and English / Die doel van hierdie studie was om die verwantskap tussen persoonlikheidstipes en 'n salutogeniese konstruk naamlik sin vir koherensie te ondersoek. Persoonlikheid is vanuit 'n behavioristiese sowel as humanistiese paradigma ondersoek en sin vir koherensie vanuit 'n salutogeniese paradigma. Die studie is uitgevoer onder middelvlak bestuurders in 'n finansiele instelling waarvan die totale populasie in 'n gegewe geografiese gebied betrek is. Twee meetinstrumente, naamlik die lewensorientasievraelys (OLQ) en die Myers-Briggs tipe indikator (MBTI) is gebruik op die populasie van 57 bestuurders. Pearson produkmoment-korrel asiekoeffisiente is bereken en 'n variansie-ontleding is gedoen. Die resultate van hierdie studie toon dat daar nie 'n beduidende verband is tussen persoonlikheidstipes en sin vir koherensie nie. Die aanname word gemaak dat 'n verwantskap tussen die twee konstrukte moontlik gevind kan word indien 'n meer geografies verspreide en heterogene proefgroep gebruik word waarin al die persoonlikheidstipes verteenwoordig is. / The purpose of this study was to investigate the relationship between personality types a11d a salutogenic construct, namely sense of coherence. Personality has been investigated from a behaviouristic as well as a humanistic paradigm and sense of coherence from a salutogenic paradigm. This study has been done on persons on middle management level in a financial institution of which the total population has been approached in a given geographical area. Two measuring instruments, namely the Orientation To Life Questionnaire (OLQ) and the Myers-Briggs Type Indicator (MBTI) have been used on the population of 57 managers. Pearson product moment correlation coefficient has been calculated and a variation analysis has been done. The results of this study show that there is no significant relation between personality types and sense of coherence. It is supposed that a relationship between the two constructs might be found if a more heterogenic and geographically spread experimental group is used in such a way that all the personality types are represented. / Psychology / M.A. (Bedryfsielkunde)

The aim of this dissertation is to establish the factor structure of six salutogenic constructs. The six constructs are conceptualised form the salutogenic paradigm - namely sense of coherence, hardiness, self-efficacy, learned resourcefulness, locus of control and potency. A personality profile of the salutogenic functioning person as well as relevant international and South African research are presented. Measurements for the six constructs and biographical data are administered to a representative sample of 100 administrative officers. The instruments were found to be reliable in this study. Pearson product moment correlations indicated that salutogenesis does not differentiate between gender, race or qualification, and that coping ability increases with age. Factor analysis indicated a distinct three factor structure consisting of sense of coherence, hardiness and a combination of self-efficacy and potency (self-control). Confirmatory factor analysis indicated a good fit confirming the literature on and personality profile of the salutogenic functioning individual. / Industrial and Organisational Psychology / M. Admin. (Industrial Psychology)