GRANGEIRO, Alex Sandro de Moura. Escala de comportamentos antissociais: construção e evidências de validade. 2014. 117f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Psicologia, Fortaleza (CE), 2014. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2014-03-21T14:04:00Z No. of bitstreams: 1 2014-DIS-ASMGRANGEIRO.pdf: 1777143 bytes, checksum: 1a4c11c1ee3195dd441f6d780f0c8b36 (MD5) / Approved for entry into archive by Márcia Araújo(marcia_m_bezerra@yahoo.com.br) on 2014-03-21T14:05:27Z (GMT) No. of bitstreams: 1 2014-DIS-ASMGRANGEIRO.pdf: 1777143 bytes, checksum: 1a4c11c1ee3195dd441f6d780f0c8b36 (MD5) / Made available in DSpace on 2014-03-21T14:05:27Z (GMT). No. of bitstreams: 1 2014-DIS-ASMGRANGEIRO.pdf: 1777143 bytes, checksum: 1a4c11c1ee3195dd441f6d780f0c8b36 (MD5) Previous issue date: 2014 / A presente dissertação teve por objetivo principal a construção de uma escala de mensuração dos comportamentos antissociais cuja aplicabilidade ultrapasse prováveis barreiras conceituais, regionais e culturais. Para tanto, buscou-se elaborar uma medida que congregasse aspectos operacionais (itens) comuns a diferentes perspectivas teóricas e contextos culturais. Para isso, foram realizados três estudos específicos. O Estudo 1, de caráter mais teórico, teve por objetivo selecionar um conjunto de itens que atendessem ao critério de representar/operacionalizar adequadamente os comportamentos antissociais em diferentes culturas. Para tanto, analisou-se um conjunto de 805 itens segundo dois critérios, a saber: (a) constar em quatro ou mais das escalas avaliadas e (b) estar presentes em estudos que abranjam três ou mais continentes. Com base em tal crivo, chegou-se a um conjunto inicial de 57 itens. Após realizados os procedimentos de validação semântica, foi constatada a pertinência de eliminação de 4 itens e da construção de 2 novos, ficando assim, a versão preliminar da escala, composta por 55 itens. O Estudo 2 teve por objetivo construir um instrumento, a partir dos itens resultantes do estudo anterior, e reunir evidências de suas propriedades psicométricas. Participaram deste estudo 250 pessoas, distribuídas em duas amostras específicas. A primeira foi composta por 203 pessoas de diferentes cidades do estado do Ceará, com média de idade de 22,2 anos (dp = 6,7), sendo em sua maioria mulheres (58,7%). A segunda amostra, considerada grupo critério, foi composta de 47 presos que estavam cumprindo pena em regime fechado em Unidades Penais do estado do Ceará, sendo todos do sexo masculino, com idade média de 30,7 anos (dp = 8,49). Estes responderam além do conjunto de 55 itens que compõem a versão preliminar da escala, a perguntas de caráter sócio demográfico. Os resultados deste estudo apontaram a adequação psicométrica da estrutura bifatorial da medida. Tendo o Fator Antissociais Leves agregado 21 itens, apresentando alfa de Cronbach de 0,87 e cargas fatoriais entre |0,60| e |0,45|; enquanto o Fator Antissociais Severos ficou composto por 15 itens, obtendo valores de alfa de 0,88 e cargas fatoriais entre |0,87| e |0,47|. Tais componentes demonstraram-se significativamente correlacionados (r = 0,34; p < 0,001), explicando, em conjunto, 32% da variância. Por fim, no Estudo 3, para dirimir possíveis dúvidas acerca da solução fatorial encontrada, foram realizadas análises fatoriais confirmatórias por meio da técnica de parcela de itens e, adicionalmente, apresentadas novas evidências de validade da medida. Para tanto, a semelhança do que ocorreu no Estudo 2, contou-se com duas amostras específicas, perfazendo um total de 250 participantes. Para a composição da primeira amostra, contou-se com 200 participantes de diversas cidades do estado do Ceará, com idade média de 23,3 anos (dp = 8,5), sendo em sua maioria do sexo feminino (56,9%). Já a segunda amostra foi composta por 50 presos que estavam cumprindo pena em regime fechado em Unidades Penais do estado do Ceará, sendo todos do sexo masculino, com idade média de 30,4 anos (dp = 8,29). Estes responderam, além da versão final da Escala de Comportamentos Antissociais (ECA), ao Questionário de Comportamentos Antissociais e Delitivos (CAD), a Escala de Autocontrole (EA) e a perguntas demográficas. Com base nos resultados desse estudo, foi possível comprovar a adequabilidade da estrutura bifatorial da ECA, tendo esta apresentado índices satisfatórios de bondade de ajuste: χ2/gl = = 2,87; GFI = 0,911; CFI = 0,925; AGFI = 0,866; RMSEA = 0,087; bem como a presença de valores satisfatórios de confiabilidade composta para o fator Antissociais Severos (0,89) e Antissociais Leves (0,84). Com base nestes achados, confia-se que os objetivos propostos nesta dissertação tenham sido alcançados, apresentando-se nesta oportunidade uma contribuição para o campo da mensuração dos comportamentos antissociais.

CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / A presente dissertaÃÃo teve por objetivo principal a construÃÃo de uma escala de mensuraÃÃo dos comportamentos antissociais cuja aplicabilidade ultrapasse provÃveis barreiras conceituais, regionais e culturais. Para tanto, buscou-se elaborar uma medida que congregasse aspectos operacionais (itens) comuns a diferentes perspectivas teÃricas e contextos culturais. Para isso, foram realizados trÃs estudos especÃficos. O Estudo 1, de carÃter mais teÃrico, teve por objetivo selecionar um conjunto de itens que atendessem ao critÃrio de representar/operacionalizar adequadamente os comportamentos antissociais em diferentes culturas. Para tanto, analisou-se um conjunto de 805 itens segundo dois critÃrios, a saber: (a) constar em quatro ou mais das escalas avaliadas e (b) estar presentes em estudos que abranjam trÃs ou mais continentes. Com base em tal crivo, chegou-se a um conjunto inicial de 57 itens. ApÃs realizados os procedimentos de validaÃÃo semÃntica, foi constatada a pertinÃncia de eliminaÃÃo de 4 itens e da construÃÃo de 2 novos, ficando assim, a versÃo preliminar da escala, composta por 55 itens. O Estudo 2 teve por objetivo construir um instrumento, a partir dos itens resultantes do estudo anterior, e reunir evidÃncias de suas propriedades psicomÃtricas. Participaram deste estudo 250 pessoas, distribuÃdas em duas amostras especÃficas. A primeira foi composta por 203 pessoas de diferentes cidades do estado do CearÃ, com mÃdia de idade de 22,2 anos (dp = 6,7), sendo em sua maioria mulheres (58,7%). A segunda amostra, considerada grupo critÃrio, foi composta de 47 presos que estavam cumprindo pena em regime fechado em Unidades Penais do estado do CearÃ, sendo todos do sexo masculino, com idade mÃdia de 30,7 anos (dp = 8,49). Estes responderam alÃm do conjunto de 55 itens que compÃem a versÃo preliminar da escala, a perguntas de carÃter sÃcio demogrÃfico. Os resultados deste estudo apontaram a adequaÃÃo psicomÃtrica da estrutura bifatorial da medida. Tendo o Fator Antissociais Leves agregado 21 itens, apresentando alfa de Cronbach de 0,87 e cargas fatoriais entre |0,60| e |0,45|; enquanto o Fator Antissociais Severos ficou composto por 15 itens, obtendo valores de alfa de 0,88 e cargas fatoriais entre |0,87| e |0,47|. Tais componentes demonstraram-se significativamente correlacionados (r = 0,34; p < 0,001), explicando, em conjunto, 32% da variÃncia. Por fim, no Estudo 3, para dirimir possÃveis dÃvidas acerca da soluÃÃo fatorial encontrada, foram realizadas anÃlises fatoriais confirmatÃrias por meio da tÃcnica de parcela de itens e, adicionalmente, apresentadas novas evidÃncias de validade da medida. Para tanto, a semelhanÃa do que ocorreu no Estudo 2, contou-se com duas amostras especÃficas, perfazendo um total de 250 participantes. Para a composiÃÃo da primeira amostra, contou-se com 200 participantes de diversas cidades do estado do CearÃ, com idade mÃdia de 23,3 anos (dp = 8,5), sendo em sua maioria do sexo feminino (56,9%). JÃ a segunda amostra foi composta por 50 presos que estavam cumprindo pena em regime fechado em Unidades Penais do estado do CearÃ, sendo todos do sexo masculino, com idade mÃdia de 30,4 anos (dp = 8,29). Estes responderam, alÃm da versÃo final da Escala de Comportamentos Antissociais (ECA), ao QuestionÃrio de Comportamentos Antissociais e Delitivos (CAD), a Escala de Autocontrole (EA) e a perguntas demogrÃficas. Com base nos resultados desse estudo, foi possÃvel comprovar a adequabilidade da estrutura bifatorial da ECA, tendo esta apresentado Ãndices satisfatÃrios de bondade de ajuste: &#967;2/gl = = 2,87; GFI = 0,911; CFI = 0,925; AGFI = 0,866; RMSEA = 0,087; bem como a presenÃa de valores satisfatÃrios de confiabilidade composta para o fator Antissociais Severos (0,89) e Antissociais Leves (0,84). Com base nestes achados, confia-se que os objetivos propostos nesta dissertaÃÃo tenham sido alcanÃados, apresentando-se nesta oportunidade uma contribuiÃÃo para o campo da mensuraÃÃo dos comportamentos antissociais.

Magister Psychologiae - MPsych / Exposure to severe trauma and resulting PTSD affects individuals of all ages, cultures and geographical areas. Epidemiological surveys reveal that approximately one third of the general population is exposed to a traumatic event at some point in their lives. From the people exposed to a traumatic event about 10% will develop PTSD. Compelling evidence further suggests that the PTSD prevalence in South Africa is even higher,especially among the youth, and has thus been identified as a significant public health concern. In order to adequately address the diverse effects of PTSD,reliable and valid instruments diagnosing PTSD are required. It is a further imperative that these instruments are adapted to the specific context in which they will be utilized. This study thus focused on assessing the psychometric properties (factorial validity and internal consistency) of the Child PTSD Checklist in a sample of treatment-seeking children adolescents in the Western Cape. For the purpose of this study secondary data from a larger, longitudinal study investigating PTSD in children and adolescents was utilized.The preliminary study employed a quantitative research design in order to obtain data from the participants. The sample comprised of 200 children and adolescents between the ages of 8 and 18 years that were selected from the Youth Stress Clinic. In terms of the psychometric properties the scale demonstrated excellent internal consistency(Cronbach’s alpha = 0.93). Exploratory factor analysis revealed a three factor structure(anxiety and avoidance, anger and dissociation, depressive symptoms) which accounted for 41,96 % of the total variance. In conclusion, the Child PTSD Checklist appears to be a promising tool for assessing PTSD in trauma-exposed youth in clinic settings, however further studies are needed to address its broader utility.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-01-07T13:29:52Z No. of bitstreams: 1 maluegidiodasilveira.pdf: 1270797 bytes, checksum: c6aeb32eed6132e545ad6c185c1b11ea (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-01-25T16:45:14Z (GMT) No. of bitstreams: 1 maluegidiodasilveira.pdf: 1270797 bytes, checksum: c6aeb32eed6132e545ad6c185c1b11ea (MD5) / Made available in DSpace on 2016-01-25T16:45:14Z (GMT). No. of bitstreams: 1 maluegidiodasilveira.pdf: 1270797 bytes, checksum: c6aeb32eed6132e545ad6c185c1b11ea (MD5) Previous issue date: 2015-02-24 / Entende-se por engajamento escolar o nível de envolvimento do aluno em atividades escolares, sendo composto em quatro dimensões: comportamental, cognitiva, emocional e agente. Na realidade brasileira, existem poucos instrumentos específicos e com evidências de validade para medir o engajamento escolar. O presente estudo teve como objetivos adaptar e obter evidências de validade da escala EAE-4DE para o contexto brasileiro, bem como relacionar os tipos de engajamento com o desempenho acadêmico e a compreensão de leitura. Participaram da pesquisa 258 estudantes do 6º ano do ensino fundamental, de escolas públicas e privadas. A adaptação da escala EAE-4DE foi satisfatória com base na análise de juízes, em que o índice Kappa de concordância foi de 0,956, e, também foram obtidas evidências de validade com base na análise fatorial. As medidas de engajamento escolar consideradas em conjunto não apresentaram relação significativa com a compreensão de leitura, porém apresentaram uma relação próxima à moderada com a média escolar. / The term school engagement is understood as the level of student’s involvement in school activities, consisting in four dimensions: behavioral, cognitive, emotional and agent. In Brazilian reality, there are few specific tools and evidence of validity to measure school engagement. This study aimed to adapt and bring evidence of validity of EAE - 4DE scale for the Brazilian context as well as relate the types of engagement with the academic performance and reading comprehension. 258 students from the 6th grade of private and public elementary schools took part in the study. The adaptation of EAE - 4DE scale was satisfactory based on the judges’ analysis, in which Kappa index of concordance was 0,956, also obtained evidence of validity based on factor analysis. The school engagement measures taken together showed no significant relationship with reading comprehension, despite they showed a close to moderate relationship with the school average.

Traditionally, organisations have focused efforts in developing their people towards improving so-called areas of deficiency, identifying the flaws of employees and putting intervention structures in place to rectify and redress these areas. Limited efforts have seen the accentuation of employees‟ strengths as a means of developing those employees‟ full potential, as prescribed in the Positive Psychology. In a balanced organisational development approach, both areas of strength and deficit should be developed in order to harness optimum human potential and growth. This balanced approach is critical, as it provides for full spectrum development of the individual and creates opportunity for the attainment of positive work-related outcomes, such as work engagement. The objective of this research study was to test a structural model of job resources in the form of organisational strengths use and organisational deficit improvement; personal resources in the form of individual strengths use and individual deficit improvement; and work engagement; to relate the conceptualised job- and personal resources to established job- and personal resources in the nomological net and to investigate possible structural paths between job- and personal resources and work engagement. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a balanced strengths use and deficit improvement approach (SDBA), both from an organisational (job resource) and individual (personal resource) perspective. Participants in the research were sport coaches from primary and secondary schools. The Mplus and SPSS programmes were utilised for purposes of statistical analysis. A cross-sectional research approach was used. An availability sample (N = 364) of teachers who act as sport coaches in Gauteng, North-West and Free State based schools was used. Competing measurement models were used to confirm factor structures for adapted versions of the Strengths use and Deficit Improvement Questionnaire (SUDIQ), as well as the Utrecht Work Engagement Scale (UWES). These measurement models confirmed a four-factor and one-factor model structure for the adapted versions of the SUDIQ and UWES respectively. After factor structures had been confirmed, reliability of the adapted measures was assessed by means of Cronbach alpha coefficient values. The relation of the conceptualised job resources of organisational strengths use and organisational deficit improvement to established job resources was assessed by incorporating the job resources of opportunities for learning and independence at work into the study. In the case of the conceptualised personal resources, individual strengths use and individual deficit improvement were related to self-efficacy and self-esteem. This was done in order to theoretically relate these variables in the nomological net of other job resources and personal resources. Subsequently, structural equation modelling was used to investigate the relationship between the job resources of organisational strengths use and organisational deficit improvement, personal resources individual strengths use and individual deficit improvement; and work engagement. Through categorical estimation the research found individual strengths use to be the strongest predictor of work engagement, followed by individual deficit improvement and organisational strengths use. Organisational deficit improvement was proven as a statistically insignificant predictor of work engagement. After conclusions for the study were drawn, recommendations for the organisation, individual as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

Traditionally, organisations have focused efforts in developing their people towards improving so-called areas of deficiency, identifying the flaws of employees and putting intervention structures in place to rectify and redress these areas. Limited efforts have seen the accentuation of employees‟ strengths as a means of developing those employees‟ full potential, as prescribed in the Positive Psychology. In a balanced organisational development approach, both areas of strength and deficit should be developed in order to harness optimum human potential and growth. This balanced approach is critical, as it provides for full spectrum development of the individual and creates opportunity for the attainment of positive work-related outcomes, such as work engagement. The objective of this research study was to test a structural model of job resources in the form of organisational strengths use and organisational deficit improvement; personal resources in the form of individual strengths use and individual deficit improvement; and work engagement; to relate the conceptualised job- and personal resources to established job- and personal resources in the nomological net and to investigate possible structural paths between job- and personal resources and work engagement. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a balanced strengths use and deficit improvement approach (SDBA), both from an organisational (job resource) and individual (personal resource) perspective. Participants in the research were sport coaches from primary and secondary schools. The Mplus and SPSS programmes were utilised for purposes of statistical analysis. A cross-sectional research approach was used. An availability sample (N = 364) of teachers who act as sport coaches in Gauteng, North-West and Free State based schools was used. Competing measurement models were used to confirm factor structures for adapted versions of the Strengths use and Deficit Improvement Questionnaire (SUDIQ), as well as the Utrecht Work Engagement Scale (UWES). These measurement models confirmed a four-factor and one-factor model structure for the adapted versions of the SUDIQ and UWES respectively. After factor structures had been confirmed, reliability of the adapted measures was assessed by means of Cronbach alpha coefficient values. The relation of the conceptualised job resources of organisational strengths use and organisational deficit improvement to established job resources was assessed by incorporating the job resources of opportunities for learning and independence at work into the study. In the case of the conceptualised personal resources, individual strengths use and individual deficit improvement were related to self-efficacy and self-esteem. This was done in order to theoretically relate these variables in the nomological net of other job resources and personal resources. Subsequently, structural equation modelling was used to investigate the relationship between the job resources of organisational strengths use and organisational deficit improvement, personal resources individual strengths use and individual deficit improvement; and work engagement. Through categorical estimation the research found individual strengths use to be the strongest predictor of work engagement, followed by individual deficit improvement and organisational strengths use. Organisational deficit improvement was proven as a statistically insignificant predictor of work engagement. After conclusions for the study were drawn, recommendations for the organisation, individual as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

The criterion groups validity of emotional intelligence according to Mayer & Salovey (1997), ability model of emotional intelligence was investigated. Specifically, psychology (n+207) and engineering (n=195) students were compared on the Mayer, Salovey and Caruso Emotional Intelligence Test version 2 (MSCEIT). The primary factor structure of the MSCEIT was found to be valid with some revisions needed in terms of the reliability and content of the MSCEIT. The second-order factor structure of the MSCEIT was partially confirmed. In terms of the criterion groups validity of emotional intelligence, psychology students were found to exhibit higher levels of the ability to manage emotions in relationships, the ability to understand emotion as well as the ability to facilitate emotions. Engineering and Psychology students exhibited the same level of general emotional management and the ability to accurately identify emotion. Therefore the construct validity of emotional intelligence was partially confirmed. / Psychology / M.A. (Psychology)

The criterion groups validity of emotional intelligence according to Mayer & Salovey (1997), ability model of emotional intelligence was investigated. Specifically, psychology (n+207) and engineering (n=195) students were compared on the Mayer, Salovey and Caruso Emotional Intelligence Test version 2 (MSCEIT). The primary factor structure of the MSCEIT was found to be valid with some revisions needed in terms of the reliability and content of the MSCEIT. The second-order factor structure of the MSCEIT was partially confirmed. In terms of the criterion groups validity of emotional intelligence, psychology students were found to exhibit higher levels of the ability to manage emotions in relationships, the ability to understand emotion as well as the ability to facilitate emotions. Engineering and Psychology students exhibited the same level of general emotional management and the ability to accurately identify emotion. Therefore the construct validity of emotional intelligence was partially confirmed. / Psychology / M.A. (Psychology)

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.

Over the last decade the focus has shifted to ensure a holistic view of employee well-being in organisations by focusing on both physical and psychological well-being. Previous research suggests that work characteristics and psychological work-related well-being influence both the individual (i.e. health) and organisational outcomes (i.e. commitment, safety, productivity, etc.). Moreover, the increasing importance of focusing on work-related psychological well-being of employees is evident in legislation from around the world. In South Africa the Occupational Health and Safety legislation, spesifically the Construction Regulations, also recognises the importance of the psychological well-being of employees and refers to it as ?psychological fitness?. However, no clear definition or instrument for psychological fitness exists. Similarly, no instrument exist to measure work characteristics of blue-collar workers. The objectives of this research were 1) to propose a defintion for psychological fitness of blue-collar employees 2) to propose a theoretical framework to better our understanding of psychological fitness 3) to develop a psychological fitness instrument for blue-collar employees that is suitable for the South African context 4) to test the psychometric properties of the newly developed psychological fitness instrument 5) to develop a work characteristics questionnaire for blue-collar mine workers to gain insight into their work experiences, and 6) to evaluate the psychometric properties of the newly developed job demands-resources scale for blue-collar mine workers. The empirical study consisted of two phases. During the first phase, following an extensive literature review, a definition and theoretical framework for psychological fitness was proposed. Thereafter, a new instrument for measuring psychological fitness was developed and tested. An instrument for measuring the work characteristics of blue-collar mine workers has also been developed to further the understanding of their work experiences. During the second phase, the psychometric properties of the newly developed psychological fitness instrument were tested (i.e. factorial validity, factorial invariance, reliability and external validity; N = 2769). Furthermore, the psychometric properties of the newly developed job demands-resources scale for blue collar workers were also investigated (i.e. factorial validity, reliability and the relationship with theoretically relevant external variables; N = 361). During the conceptualisation process, the definition of psychological fitness has been proposed based on previous work-related well-being literature. The work-related well-being concepts, distress and eustress were proposed as indicators of psychological fitness. Therefore, psychological fitness was defined as a state in which an employee display high levels of emotional and mental energy and high levels of psychological motivation to be able to work and act safely. The dimensions of burnout and engagement were proposed as possible indicators of psychological fitness and included exhaustion, mental distance, cognitive weariness, vitality and work devotion. Furthermore, the underlying work-related well-being theories and models were identified as the theoretic framework to enable the development of a questionnaire for psychological fitness. In order to ensure that the low literacy employees understand the meaning of each questionnaire close attention has been paid during the development of items. Firstly, the psychological fitness instrument (SAPFI) for blue-collar employees has been translated into all the official languages of South Africa following a multistage translation process. Secondly, the job demands-resources scale for blue collar mine workers (JDRSM) has been translated into the three most commonly spoken languages (Sesotho, isiXhosa and Setswana) by employees working in this specific mine. During this phase various problematic items were identified and eliminated from both questionnaires using the Rasch measurement model. The final phase included the validation study where the psychometric properties of both the new instruments were investigated. The SAPFI results provided evidence for factorial validity, factorial invariance, reliability and significant relations with external variables of the distress scale. Although evidence was provided for the factorial validity, reliability and external validity of the eustress scale, factorial invariance could not be confirmed. Furthermore, the JDRSM results provided evidence for the factorial validity, reliability (except for the workload scale) and external validity. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2011.