Thesis (PH.D.)--Michigan State University. Social Work, 2008. / Title from PDF t.p. (viewed on Aug. 11, 2009) Includes bibliographical references (p. 169-173). Also issued in print.

Thesis (M. S.)--Building Construction, Georgia Institute of Technology, 2009. / Committee Chair: Kangari, Roozbeh; Committee Co-Chair: Roper, Kathy; Committee Member: Castro, Daniel; Committee Member: Cummings, William; Committee Member: Thomas-Mobley, Linda.

Thesis (M.Ed.)--University of Hong Kong, 1987. / Cover title: The factors that motivate teaching and administrative staff in an educational institution. Includes bibliographical references (leaf 74-79). Also available in print.

Thesis (M.P.A.)--University of Hong Kong, 1994. / Includes bibliographical references. Also available in print.

Thesis (Ph. D.)--Stanford University, 2002. / Includes bibliographical references (leaves 109-115).

Thesis (M.S. in Leadership and Policy Studies)--Vanderbilt University, Aug. 2006. / Title from title screen. Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 214-234)

Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 82-97).

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Appendix E in Korean. Typescript. Vita. Includes bibliographical references (leaves 87-95). Also available on the Internet.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: This study was rooted in the emerging positive psychology paradigm of a positive approach to organisational behaviour. The assumption of this study was that certain variables influence work engagement, and it was therefore important to gain an understanding of these antecedents of work engagement. The aim of the study was to investigate the respective relationships that exist between the positive organisational psychological constructs, namely authentic leadership, optimism, self-efficacy and the influence of these variables on work engagement. A study to obtain more clarity about these aspects was therefore planned and executed. Based on the literature, a model depicting a sequential process of interrelationships amongst the constructs was proposed in the study. Both survey and statistical modeling methodologies were employed to guide the investigation. In order to conduct this survey research, an electronic web-based questionnaire was used as the method of data gathering. The questionnaire was programmed and posted for a period of three weeks on the portal of the company where the survey was conducted. A total of 781 e-questionnaires were sent out to the employees working in the particular organisation (a large liquor producing company). A total of 407 (n=407) respondents who work in this company and participated in the study completed four questionnaires – comprising of one composite questionnaire they had to respond to electronically. The four questionnaires constituting the composite questionnaire to obtain the responses from the 407 employees, were the Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES) and the Utrecht Work Engagement Scale (UWES). Confirmatory factor analysis was conducted to evaluate the proposed theoretical structure of each of the constructs. Exploratory factor analysis was only conducted to investigate the reasons where a poor fit was obtained from the confirmatory factor analysis. The results of a Pearson correlation analysis, stepwise multiple regression analysis, and the soft approach to structural equation modeling (SEM), indicated significant relationships between authentic leadership and work engagement, authentic leadership and optimism, optimism and self-efficacy, and self-efficacy and work engagement. Relationships between the constructs authentic leadership and self-efficacy, and optimism and work engagement, were found to be not significant. / AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die nuwe positiewe sielkunde paradigma, meer spesifiek positiewe organisasiegedrag. Die aanname van die studie was dat sekere veranderlikes werkstoewyding be nvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van sekere voorspellers van werkstoewyding. Die huidige studie het ten doel gehad om die verwantskappe tussen veranderlikes binne positiewe organisasiegedrag, naamlik outentieke leierskap, optimisme, selfbekwaamheid, en die invloed van hierdie veranderlikes op werkstoewyding te ondersoek. ‘n Studie om meer duidelikheid oor hierdie aspekte te verkry is dus beplan en uitgevoer. Op grond van die literatuur is ‘n model voorgestel wat ‘n logiese en opeenvolgende volgorde daarstel van hoe die verskillende konstrukte aan mekaar verwant is. Sowel opname- asook statistiese modelleringsmetodiek is in hierdie studie gebruik. Data vir hierdie opnamenavorsing is versamel deur middel van ‘n elektroniese webgebaseerde-vraelys. Die vraelys is geprogrammeer en vir ‘n tydperk van drie weke op die portaal van die organisasie geplaas waar die opname gedoen is. ‘n Totaal van 781 evraelyste is uitgestuur na die werknemers wat in hierdie spesifieke organisasie werk (‘n groot drankvervaardigingsmaatskappy). ‘n Totaal van 407 (n=407) respondente wat in die betrokke organisasie werk en aan hierdie studie deelgeneem het, moes vier vraelyste – wat deel uitgemaak het van een saamgestelde vraelys – elektronies voltooi. Die vier vraelyste wat deel uitgemaak het van die saamgestelde vraelys en gedien het om die 407 werknemers se menings mee te verkry, het bestaan uit die Authentic Leadership Questionnaire (ALQ), Life Orientation Test Revised (LOT-R), General Self-Efficacy Scale (GSES), en die Utrecht Work Engagement Scale (UWES). Bevestigende faktorontleding was gebruik om die onderliggende teoretiese struktuur van al die konstrukte te evalueer. Waar ‘n swak passing verkry was gedurende bevestigende faktorontleding, is verkennende faktorontleding gebruik om die oorsaak te identifiseer. Die resultate van die Pearson-korrelasie analise, stapsgewyse meervoudige regressie analise, en die sagte benadering tot struktuurvergelykings-modellering (SVM), het aangedui dat daar beduidende verwantskappe tussen outentieke leierskap en werkstoewyding, outentieke leierkap en optimisme, optimisme en selfbekwaamheid, en selfbekwaamheid en werkstoewyding bestaan.