The two most significant domains in the lives of employed individuals are work and home, which can influence each other in both a negative and a positive way. However, there has been a lack of empirical research investigating the positive interaction between the work and home domains, as well as the possible antecedents and outcomes associated with it, including job resources and work engagement. The objectives of this study were to test a structural model that includes job resources, positive work-home interaction (WHI) and work engagement, and to determine the mediating role of positive WHI in the relationship between job resources and work engagement for police officers in the North West Province. A cross-sectional survey design was used. Random samples (n = 468) were taken of employees in the South African Police Service in the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement Scale (UWES) were administered. Structural equation modelling showed that people who receive sufficient job resources (including organisational support, possibilities for advancement, growth opportunities and contact with colleagues) experience positive WHI that leads to work engagement. In addition, job resources help to enhance work engagement. These results provided evidence for the partial mediating role of positive work-home interaction in the relationship between job resources and work engagement. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Background: As a result of the restructuring of the South African Police Service (SAPS) in 1996 and various other factors, Police Social Work Services decided to broaden the scope of its services by developing and introducing proactive, personnel capacity building programmes. By 1999, 15 such programmes were developed. The need subsequently arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was launched in 2001. The evaluation of the HIV and AIDS Awareness programme formed part of this research. Objectives: The primary aim of the study was to determine the effect of the HIV and AIDS Awareness Programme on SAPS personnel's knowledge, attitude and behaviour. Procedure: In the research, the comparison group pre-test and post- test design and triangulation were used. Six measurement scales and a presenter's evaluation questionnaire were developed and completed by 261 experimental group respondents, 51 comparison group members and 24 presenters. Results: Through the triangulation of measurements it was determined that the HIV and AIDS Awareness programme had a practical significant effect on the respondents knowledge, attitude and behaviour. It was thus an effective tool in the hands of Police Social Work Service that not only empowered SAPS personnel to lead more healthy professional lives, but one that also enhanced their personal well-being. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2008.

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Thesis (Master). / Title from PDF title screen (viewed July 28, 2009).

Thesis (Master).

Thesis (MSoc.Sci (Employee Assistance Programme)) -- University of Pretoria, 2004. / Includes bibliographical references.

M.A. / The South African Police Service (SAPS) has an immense responsibility in terms of providing a safe and secure environment for every individual residing in South Africa. Members of this organisation conduct their duties under difficult and often dangerous conditions. These taxing working conditions add tremendous stress to the lives of police officials (Violanti, 1997). The stressors faced by police officials may vary with regard to frequency and intensity. Stressors associated with the working environment may spill over into their personal lives and may also lead to negativity at work which can also affect the quality of service that should be provided by police officials in South Africa. Various factors can be implicated in the stress process (Sulsky & Smith, 2005). Specific ways of coping have been identified in previous and current literature (Suls & Fletcher, 1985; Swanepoel & Pienaar, 2004). The present study focused on identifying a relationship between personality and coping. The coping styles that South African police officials employ also received some attention. Personality was defined as characteristics of the person that account for consistent patterns of feelings, thinking and behaviour. This study focused on the Five Factor Model in the conceptualisation and understanding of personality. The main aim of this study was to investigate the relationship between personality and coping amongst members of the SAPS. Each participant (N = 125) completed a consent form, a biographical questionnaire, the Coping Orientations to Problems Experienced questionnaire (COPE; Carver et al., 1989) and the Basic Traits Inventory (Taylor & De Bruin, 2006). The first research question related to coping strategies South African police officials employ. The second research question focused on what the relationship between the individual Big Five personality traits (Openness to Experience, Conscientiousness, Extroversion, Agreeableness and Neuroticism) and the coping styles (Problem-focused Coping, Emotion-focused Coping and Dysfunctional Coping) of police officials in South Africa.A non-experimental survey design was implemented in this study. Differential and inferential statistics were used to identify the most commonly used coping strategies and the relationship that exists between coping and personality. Examination of the individual personality traits in relation to coping was done through the use of Pearson’s product-moment correlations. The data was analysed using the Statistical Package for the Social Sciences (SPSS, version 15). The results indicated that Extroversion (r = 0.27; p < 0.01), Conscientiousness (r = 0.31; p < 0.01), Agreeableness (r = 0.40; p < 0.01) and Openness to Experience (r = 0.45; p < 0.01) had statistically significant positive relationships with Problem-focused Coping. Neuroticism (r = 0.39; p < 0.01) showed a statistically significant positive correlation with Dysfunctional Coping. Openness to Experience (r = 0.23; p < 0.05) and Agreeableness (r = 0.35; p < 0.01) displayed a statistically significant positive correlation with Emotion-focused Coping. Results in this study indicate that members of the SAPS lean towards using Problemfocused and Emotion-focused strategies rather than Dysfunctional Coping strategies. This study has implications for organisations such as the SAPS as it shed light on the different ways in which individuals are predisposed to cope with stress. It also highlights the influence of personality in the stress process and offers insight into possible ways in which individuals generally cope with stress.

Magister Artium - MA / The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology. / South Africa

Magister Commercii (Industrial Psychology) - MCom(IPS) / Research evidence suggests that strengthening the cultural roots of an organisation (Organisational Culture) can lead to the observance of increased behaviours that goes beyond the call of duty (Organisational Citizenship Behaviour) across all sectors within a given organisation. Organisational cultures that encourage innovation, sense of togetherness and positive competition, are ideal in encouraging employees to perform beyond normal expectations in organisations. Organisational culture is therefore a critical element that contributes to organisational success and effectiveness. The focus of this study is to determine the impact that the organisational culture of the South African Police Service, as an organisation, has on the Organisational Citizenship Behaviour of its members in the Western Cape. The empirical study involved the participation of 127 respondents from three of the largest police stations in the Western Cape. A survey was conducted using the Organisational Culture Assessment Instrument (OCAI) and the Organisational Citizenship Behaviour Scale (OCBS) to assess the hypothesised relationship between the variables. An analysis of the results suggests that all of the dimensions of Organisational Culture (Clan, Adhocracy, Hierarchy and Market) are positively related to all of the dimensions of Organisational Citizenship Behaviour (Altruism, Sportsmanship, Civic Virtue, Conscientiousness and courtesy).