It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

The first aim of this study was to develop a research based, integrated, secondary prevention programme, called the Weight Over-concern and Well-being (WOW) programme, for the reduction of Subclinical Eating Disorder (SED) symptoms, associated traits and negative mood states, and the promotion of psychological well-being (PWB) in female students. Consequently the second aim was to determine the effectiveness of the WOW-programme on its own, in comparison with a combined Tomatis Method of sound stimulation (Tomatis, 1990) and WOW-programme, regarding the reduction of SED-symptoms, associated traits and negative mood states; the promotion of PWB; and outcome maintenance. The last aim was to obtain a deeper understanding and "insiders' perspective" of the lived experience of SED, through an interpretative phenomenological inquiry (Smith & Osborn, 2003). The motivation for the current study is a need for research based, integrated, risk-protective, secondary prevention programmes from a social-developmental perspective for female university students (Garner, 2004; Phelps, Sapia, Nathanson & Nelson, 2000; Polivy & Herman, 2002), given their risk status (Edwards & Moldan, 2004; Senekal, Steyn, Mashego & Nel, 2001; Wassenaar, Le Grange, Winship & Lachenicht, 2000). Concurrently in-depth descriptions from an "insiders' perspective" on the lived experience of SED are non-existent and require interpretative phenomenological study (Brocki & Wearden, 2006). Consequently this thesis consists of three articles, namely: (i) Development of a secondary prevention programme for female university students with Subclinical Eating Disorder, (ii) A secondary prevention programme for female students with Subclinical Eating Disorder: a comparative evaluation; and (iii) Lived experiences of Subclinical Eating Disorder: female students' perceptions. The research context comprised Subclinical Eating Disorder, secondary prevention and Positive Psychology. The first article, Development of a secondary prevention programme for female university students with Subclinical Eating Disorder (Kirsten, Du Plessis & Du Toit, 2007a), is qualitative in nature, and narrates a process of participatory action research followed to develop the WOW-programme. This social process of knowledge construction, embedded in Social Constructivist theory (Koch, Selim & Kralik, 2002), gradually revealed best clinical practice, and in retrospect, evolved over four phases. Phase One comprised experiential learning based on personal experiences with SED as undergraduate student and interaction with "participant researchers" as scientist practitioner (Strieker, 2002), resulting in a provisional risk model of intervention. Phase Two, a formal pilot study (Du Plessis, Vermeulen & Kirsten, 2004), afforded an evaluation of ideas generated in Phase One through a three-group pre-post-test design. Outcomes of Phase Two informed Phase Three, an integration of prior learning with Positive Psychology theory and clinical practice, resulting in a risk-protective model of prevention. Theoretical assumptions previously constructed were integrated and operationalised during Phase Four, into the final 9-session WOW-programme. In conclusion the process of knowledge construction was rigorous, despite the small overall sample size (n=28), since data saturation occurred within that sample. Although the multitude of aims involved in each session of the WOW-programme could be seen as unrealistic, in some direct or indirect way, they were addressed by means of relevant interventions due to the integrative approach. Thus future refinement is essential. Finally, despite aforementioned concerns, the WOW-programme proved to be robust on its own in reducing SED-symptoms and associated traits and enhancing PWB, as described in the second article of this thesis. The second article, A secondary prevention programme for female students with Subclinical Eating Disorder: a comparative evaluation (Kirsten, Du Plessis & Du Toit, 2007b), describes the outcomes of the WOW-programme on its own, evaluated comparatively with a combined Tomatis sound stimulation and WOW-programme. In this article the research aims were to determine: (i) whether participation in the combined sound stimulation and WOW-programme (Group 1); and (ii) participation in a WOW-programme only (Group 2), would lead to statistically significant reductions in SED-symptoms, psychological traits associated with eating disorders and negative mood states, and enhancement of PWB; (iii) whether results of Groups 1 and 2 would exceed results of a non-intervention control group (Group 3) practically significantly; and (iv) whether programme outcomes for Groups 1 and 2 would be retained at four-month follow-up evaluation. A mixed method design (Creswell, 2003; Morse, 2003) was used, including a three-group pre-post-test (n=45) and multiple case study (n=30) design. Various questionnaires measuring SED-symptoms, associated traits, negative mood states and PWB were completed. Qualitative data were obtained by means of metaphor drawings, letters to and from the "SED-problem", focus group interviews, the researchers' reflective field notes and individual semi-structured feedback questionnaires (Morse, 2003). Participation in Groups 1 and 2 proved effective, since decreases in SED-symptoms, associated traits, most negative mood states, and increases in PWB differed practically significantly from the results of Group 3. Outcomes for Groups 1 and 2 were maintained at four-month follow-up evaluation. Qualitative findings provided depth, support and trustworthiness to quantitative findings in light of the small sample size, and highlighted the value of using a mixed method design in prevention programming. It was concluded that the WOW-programme on its own, was an effective secondary prevention programme, since it led to reduced SED-symptoms, associated psychological traits and enhanced PWB, with retention of gains at four-months follow-up evaluation. The combined programme involving Tomatis stimulation and WOW-intervention proved to be even more effective, thus the complimentary role of Tomatis stimulation was demonstrated. However, the cost-effectiveness and comparative brevity of the WOW-programme rendered it the programme of choice regarding individuals with SED. Findings showed that conceptually, pathogenic and salutogenic perspectives can be successfully combined into a risk-protective model of secondary prevention. Lastly, the WOW-programme may even prove useful as an enrichment programme for female students in general. The third article, Lived experiences of Subclinical Eating Disorder: female students' perceptions (Kirsten, Du Plessis & Du Toit, 2007c), provides a qualitative, in-depth perspective on the lived experience of SED of 30 white, undergraduate females, purposively sampled. In this interpretative phenomenological, multiple case study (Brocki & Wearden, 2006), Groups 1 and 2 of the aforementioned primary study in the second article were used, since they fitted the criteria of "good informants" and were able to answer the research question (Morse, 2003). Further sampling was deemed unnecessary since data saturation occurred within their written and verbal responses and no negative cases were found. Rich individual qualitative data, further clarified through focus groups, emerged from graphic colour representations of lived SED, explanatory written records and "correspondence" with and from their "SED problem" (Gilligan, 2000; Loock, Myburgh, & Poggenpoel, 2003; White & Epston, 1990). Four main categories, characterised by serious intra-, interpersonal, existential and body image concerns were subdivided into seven subcategories, namely: Personal Brokenness, Personal Shame, Perceived Personal Inadequacy and Enslavement, Existential Vacuum, Perceived Social Pressure, Perceived Social Isolation and Body-image Dysfunction. Results were indicative of underestimation of SED-severity, its comprehensive detrimental impact on participants' PWB and high risk for escalation into full-blown eating disorders. It was concluded that the lived experiences of SED depicted the severity of SED-symptoms; descriptions resonated well with most of their pre-programme mean scores; and their risk status and need for contextually and developmentally relevant secondary prevention programmes were highlighted by the findings. / Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.

Emergency work is considered to be one of the most demanding occupations with significant social, physical and psychological consequences for the well-being of the emergency worker. Burnout, as well as its antithesis, work engagement, are two possible transactional outcomes impacting on the well-being of the emergency worker. Measurement of burnout and work engagement requires valid, reliable and culturally fair measuring instruments. However, research on burnout and work engagement in South Africa are characterised by poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, research paucity in terms of burnout and work engagement seems to prevail in the multicultural South African emergency worker context. A lack of norms for the Maslach Burnout Inventory – Human Services Survey (MBI-HSS), as well as the Utrecht Work Engagement Scale (UWES) makes the identification of burnout and engagement in the emergency services difficult. Consequently, investigating the reliability, validity, equivalence and bias would result in the standardisation of the MBI-HSS and the UWES, suitable for use in the multicultural emergency work setting. Amongst the factors that could play a role in the prevalence of burnout and work engagement are stress because of the demands of a job, a lack of job resources, as well as dispositional variables such as affect and situational variables, such as coping strategies. The operationalisation of occupational stress for emergency workers as well as information in terms of the standardisation of measurement of coping strategies for emergency workers in the South African context are lacking in the literature. The objectives of this research were to standardise the MBI-HSS, UWES and Coping Orientation to Problems Experienced (COPE) and to develop a valid and reliable occupational stress measure for emergency workers in South Africa. Another objective of the current study was to develop and test a causal model of burnout and work engagement of emergency workers, including occupational stress, coping strategies and affect. Finally, moderating effects of coping strategies and affect with regards to burnout and work engagement were tested for. The research method was by means of five separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design was used. An accidental sample of emergency workers in Gauteng (N = 405) was used. The MBI-HSS, UWES, Emergency Worker Stress Inventory (EWSI), COPE, Affectometer 2 (AFM) and a biographical questionnaire were administered. Descriptive statistics, analysis of variance, correlations, principal component factor extraction, exploratory factor analysis with target rotations, canonical analysis, multiple regression analysis and structural equation modelling were used. Structural equation modelling confirmed 3-factor models of burnout (Emotional Exhaustion, Depersonalisation and Personal Accomplishment) as well as work engagement (Vigour, Dedication and Absorption). Internal consistency for the MBI-HSS and UWES was confirmed. Construct inequivalence was found for the Nguni group but not for the Afrikaans, English and Sotho groups. Item bias analysis revealed evidence of both uniform and no uniform bias for some items of the MBI-HSS, while no uniform bias was found for the UWES. In terms of the EWSI, a 3-factor structure was obtained by means of principal factor extraction with varimax rotation, namely lack of resources, job demands and inherent emergency work stressors. Principal factor extraction on the COPE revealed four factors, namely problem-focused coping, seeking social support, passive coping and turning to religion. Both the EWSI and COPE were found to be internally consistent. Construct equivalence was obtained for the Afrikaans, English and Sotho groups, but not for the Nguni group. Evidence of uniform bias was found for the EWSI, whereas no uniform bias was found for the COPE. Structural equation analysis showed that the lack of resources predicted the core of burnout, namely emotional exhaustion and depersonalisation. Problem-focused coping predicted personal accomplishment, while positive affect predicted emotional exhaustion. Work engagement was related to low burnout scores. Depersonalisation was associated with work engagement. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

Thesis (Ph.D. (Psychology))--North-West University, Potchefstroom Campus, 2010.

Emergency work is considered to be one of the most demanding occupations with significant social, physical and psychological consequences for the well-being of the emergency worker. Burnout, as well as its antithesis, work engagement, are two possible transactional outcomes impacting on the well-being of the emergency worker. Measurement of burnout and work engagement requires valid, reliable and culturally fair measuring instruments. However, research on burnout and work engagement in South Africa are characterised by poorly designed studies, a lack of sophisticated statistical analyses and poorly controlled studies. Furthermore, research paucity in terms of burnout and work engagement seems to prevail in the multicultural South African emergency worker context. A lack of norms for the Maslach Burnout Inventory – Human Services Survey (MBI-HSS), as well as the Utrecht Work Engagement Scale (UWES) makes the identification of burnout and engagement in the emergency services difficult. Consequently, investigating the reliability, validity, equivalence and bias would result in the standardisation of the MBI-HSS and the UWES, suitable for use in the multicultural emergency work setting. Amongst the factors that could play a role in the prevalence of burnout and work engagement are stress because of the demands of a job, a lack of job resources, as well as dispositional variables such as affect and situational variables, such as coping strategies. The operationalisation of occupational stress for emergency workers as well as information in terms of the standardisation of measurement of coping strategies for emergency workers in the South African context are lacking in the literature. The objectives of this research were to standardise the MBI-HSS, UWES and Coping Orientation to Problems Experienced (COPE) and to develop a valid and reliable occupational stress measure for emergency workers in South Africa. Another objective of the current study was to develop and test a causal model of burnout and work engagement of emergency workers, including occupational stress, coping strategies and affect. Finally, moderating effects of coping strategies and affect with regards to burnout and work engagement were tested for. The research method was by means of five separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional survey design was used. An accidental sample of emergency workers in Gauteng (N = 405) was used. The MBI-HSS, UWES, Emergency Worker Stress Inventory (EWSI), COPE, Affectometer 2 (AFM) and a biographical questionnaire were administered. Descriptive statistics, analysis of variance, correlations, principal component factor extraction, exploratory factor analysis with target rotations, canonical analysis, multiple regression analysis and structural equation modelling were used. Structural equation modelling confirmed 3-factor models of burnout (Emotional Exhaustion, Depersonalisation and Personal Accomplishment) as well as work engagement (Vigour, Dedication and Absorption). Internal consistency for the MBI-HSS and UWES was confirmed. Construct inequivalence was found for the Nguni group but not for the Afrikaans, English and Sotho groups. Item bias analysis revealed evidence of both uniform and no uniform bias for some items of the MBI-HSS, while no uniform bias was found for the UWES. In terms of the EWSI, a 3-factor structure was obtained by means of principal factor extraction with varimax rotation, namely lack of resources, job demands and inherent emergency work stressors. Principal factor extraction on the COPE revealed four factors, namely problem-focused coping, seeking social support, passive coping and turning to religion. Both the EWSI and COPE were found to be internally consistent. Construct equivalence was obtained for the Afrikaans, English and Sotho groups, but not for the Nguni group. Evidence of uniform bias was found for the EWSI, whereas no uniform bias was found for the COPE. Structural equation analysis showed that the lack of resources predicted the core of burnout, namely emotional exhaustion and depersonalisation. Problem-focused coping predicted personal accomplishment, while positive affect predicted emotional exhaustion. Work engagement was related to low burnout scores. Depersonalisation was associated with work engagement. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

This research brings together two concepts that are often depicted as polar opposites. Sutton-Smith (2001) however suggests that the opposite of play is not work, but depression, and moreover echoes other scholars in reclaiming play as an essential human expression, even for adults. This study, therefore, argues that, given the precarious wellness territory our workplaces are in, something about work is not working. It is furthermore proposed that, given all the evidence of the therapeutic potential inherent to play, there is indeed something nutritious at play in play. Despite these well-supported arguments, play remains hidden away in the academic shadows of more serious industrial psychological preoccupations. Surprisingly, the same conspicuous absence is even mirrored in Positive Psychology, a bustling field that claims to celebrate glee, fun, and happiness (Seligman, 2002a). Entitled “An autoethnographic exploration of play at work,” this dissertation leans on the metaphor of “exploration”, or more specifically, exploratory play. This results in two distinct yet interwoven dimensions to the research study. Firstly, the research approaches the phenomenon of play and play-based methods in workshop contexts through the lived experience of the researcher. Secondly, the research project in itself is conceptualised as work, and the methodology of autoethnography is conceptualised as a playful approach to this work of conducting research. Aside from widening the research scope, this also appropriately matches research methodology to the research domain. Aside from being about play at work, this research also is play at work. Autoethnography, as a recent development in qualitative research, remains unconventional and somewhat controversial in the South African social sciences. Autoethnography, as an offspring of ethnography, offers a method to reflexively incorporate the researcher’s own lived experience in the study of culture as a primary source of rich phenomenological data. Instead of minimising the emotive and subjective, this research amplifies and celebrates it. Given a fair degree of unfamiliarity in terms of autoethnography as well the accusation of being overly self-centred, the experience of the researcher is then complemented by the views of a number of co-creators to the culture being studied. This is done through external data-gathering in the forms of a focus group as well as number of semistructured, dyadic interviews. While therefore leaning more toward postmodern themes, this research also incorporates what has been termed analytical autoethnography (Anderson, 2006), wherein the researcher is a full-member of the setting being studied, is portrayed as such and is committed to theoretical analysis. This study can therefore be summarised as an autoethnographic case study that balances evocative and analytical styles (Vryan, 2006) while emanating from the philosophical assumptions of interpretivism and subjectivism. Internal realities and meaning-creation are thus emphasised rather than the received views of positivism. The central research question being explored is how play and play-based methods promote work-related well-being. To answer this question, firstly, play and play-based methods are explored, both from a theoretical and practical point of view. From within workshop (pedagogical) contexts, the play-based methods considered throughout this study include metaphor and story, creative-arts-based play, physical-body play and also the uncelebrated yet essential methods of icebreakers and games. A preliminary taxonomy is proposed for play-based methods to offer description and to facilitate reflection and learning. Descriptive elements in this taxonomy include interactive vs. solitary, competitive vs. cooperative, motor-sensory vs. cognitive-mind, participative vs. vicarious and rule-bound vs. improvisational. Building on this exploration of play-based methods, the second aspect explored in more detail has to do with the more internal and subjective experiences of participants, or players, if you like. These experiences are then related to prominent concepts encountered in Positive Psychology to, by proxy, understand how they relate to work-related well-being. Significant themes that emerge from this include play as fun, play as mind-body integration, play as authenticity, play as community, and play as stress-relief and resilience. This is then woven into a creative non-fiction, in accord with a trend in qualitative research called creative analytical practices (CAP) (Richardson, 2000). This creative non-fiction, detailed in Chapter 4, forms a key autoethnographic output that animates all these themes in a way that is accessible, evocative and playful. Chapter 5 complements this chapter with an in-depth exploration of the research journey as a confessional tale. While adopting the metaphor of hiking in mountains (exploring nature), this confessional tale clarifies the research process and incorporates an in-depth analysis of the themes, both in terms of research data as well as literature. This is supported by a number of separate appendixes, including interview transcripts, depictions of the interview analysis as well as a number of photos from the field. In terms of its uniqueness and unconventionality, this research joins in the choir of related work to incorporate more contemporary research genres into the social sciences in South Africa. By doing so, it opens up doors to phenomena that simply resist being studied with the ontological and epistemological assumptions of conventional modern science. Furthermore, the effect and impact of this research is that it provides accessible and practical ideas as to how a synthesis of play and work can help us renew and rejuvenate our work and workplaces. That is, how we can come alive in the work contexts that risk becoming sterile, clinical and inhuman in the wake of Taylorist reductionism and efficiency. Given that state of work and workplace, and the productive and therapeutic potential in play, indeed, we are too busy not to play. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

Subjektivt välbefinnande är en del av den positiva psykologin och utgår ifrån människors subjektiva bedömning av hur nöjda de är med sitt liv. Forskning inom området har visat att god livskvalitet har betydelse för högre grad subjektivt välbefinnande och andra studier relaterar till betydelsen av bra självkänsla. Studien undersökte hur gymnasieelevers kön, självkänsla och livskvalitet står i relation till subjektiva välbefinnandet. 92 elever deltog, varav 44 var män. Enkäten bestod av The PANAS scale, Satisfaction With Life Scale, The Self-esteem scale och Life Satisfaction Questionnaire. Databearbetningen genomfördes i form av korrelationer och regressionsanalys. Resultaten för studien fann stöd för att självkänsla och livskvalitet har en signifikant relation till subjektivt välbefinnande. Kön saknade signifikant samband. Styrkor med studien var att alla skalor som användes är väletablerade mätinstrument och det var jämn fördelningen mellan kvinnor och män. Svagheter var främst deltagarantalet och skevheten i ålder.

This thesis explores leadership from an inverted or inner perspective of a leader. It draws on humanistic, psychological approaches to leadership, and develops a theory of systemic, constructivist leadership. While systemic, constructivist concepts are well known and accepted methods in therapy, counselling, coaching, and organisational consulting, in leadership there is still a gap between theory and practise. In this study systemic, constructivist ideas such as self-organization of human systems, radical constructivism, and systems theory are transferred, through an experiential learning project to leadership practise. Previous research (Steinkellner, 2005) indicated that in addition to the understanding of systemic theory and the application of systemic interventions, the specific mental attitude of a leader is required. So this thesis (1) explores the qualities of the mental attitude of a systemic, constructivist leader, (2) reflects on the transformation of the self of a leader in an experiential learning process, and (3) develops a theory of systemic, constructivist leadership. The methodology is heuristic inquiry, which involves the subjectivity of the researcher, and includes introspective procedures such as self-searching, self-dialogue, and self-discovery (Moustakas, 1990). Its focus on the inner perspective of a leader is unusual, if not unique. Various concepts from humanistic psychology including tacit knowledge (Polanyi & Sen, 2009), awareness (Perls, 1973), and focusing (Gendlin, 2003) were applied to transcend the concept of rationality both in science and in business. The main contributions of this study are: the description of a theory of systemic, constructivist leadership and; the design of appropriate training to implement this.