No description available.

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.

Nurses make up the largest group of health workers in South Africa and are likely to play an important role in the transformation of the health sector. Health caregivers, especially those dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at risk of developing work-related psychological disorders. Furthermore, long working hours, pressure, role clarity and lack of support from colleagues are the four most common work stressors reported. People are constantly faced with the challenge of simultaneously managing multiple roles in their work as well as their home-sphere. It therefore becomes increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the positive and negative side of work-home interaction as most research focuses on the negative side. It also seems that, despite the importance of work-home interaction of nurses, relatively few studies investigate the role of specific job characteristics and coping strategies that could play a role in negative and positive work-home interaction. The objective of this study was to determine which job characteristics and coping strategies predict negative and positive work-home interaction in the nursing environment. A cross-sectional survey design was used. Stratified random samples (n = 300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction- NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses and Cronbach alpha coefficients were used to determine the validity and reliability of the questionnaires. Product-moment correlation coefficients were used to determine the relationship between job characteristics, coping and work-home interaction. Multiple regression analyses were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping strategies). The results showed that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative work-home interference. Problem-solving coping was associated with less negative work-home interference, while avoidance coping seems to predict higher levels of negative work-home interference. Time demands, autonomy and role clarity were the main predictors of positive work-home interference. Problem-solving coping was the only coping strategy associated with positive work-home interference. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

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.

Nurses make up the largest group of health workers in South Africa and are likely to play an important role in the transformation of the health sector. Health caregivers, especially those dealing with people suffering h m serious illnesses and those exposed to multiple deaths, are at risk of developing work-related psychological disorders. Furthermore, long working hours, pressure, role clarity and lack of support from colleagues are the four most common work stressors reported. People are constantly faced with the challenge of simultaneously managing multiple roles in their work as well as their home-sphere. It therefore becomes increasingly important to maintain a balance in these two life spheres. Unfortunately, a gap exists between the positive and negative side of work-home interaction as most research focuses on the negative side. It also seems that, despite the importance of work-home interaction of nurses, relatively few studies investigate the role of specific job characteristics and coping strategies that could play a role in negative and positive work-home interaction. The objective of this study was to determine which job characteristics and coping strategies predict negative and positive work-home interaction in the nursing environment. A cross-sectional survey design was used. Stratified random samples (n = 300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the 'Survey Work-home Interaction- NijmeGen' (SWING) was used to measure work-home interaction. Exploratory factor analyses and Cronbach alpha coefficients were used to determine the validity and reliability of the questionnaires. Product-moment correlation coefficients were used to determine the relationship between job characteristics, coping and work-home interaction. Multiple regression analyses were used to determine the percentage variance in the dependent variables (e.g. negative and positive WHI) that is predicted by the independent variables (e.g. job characteristics and coping strategies). The results showed that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative work-home interference. Problem-solving coping was associated with less negative work-home interference, while avoidance coping seems to predict higher levels of negative work-home interference. Time demands, autonomy and role clarity were the main predictors of positive work-home interference. Problem-solving coping was the only coping strategy associated with positive work-home interference. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Researchers and clinicians have long recognized that therapeutic relationships play a fundamental role in client symptom change during treatment. At the same time, it has been proposed that improvement in client symptoms is associated with improvement in therapeutic relationships. To date, very few studies have investigated this reciprocal relationship; even fewer have examined group therapeutic relationship factors. The present study is an archival analysis on Group Questionnaire (GQ) (i.e., positive bond, positive work, and negative relationship) and Outcome Questionnaire (OQ-45) data that aims to analyze the reciprocal relationship between group therapeutic relationships and client symptom change. More specifically, this study replicates and expands upon pioneer studies in this area (i.e., Tasca & Lampard, 2012; Tasca et al., 2016b; Obeid et al., 2018). Various analyses were used to address the proposed research questions (i.e., bivariate cross-lagged panel model (CLPM), latent growth curve model with structured residuals (LGC-SR), latent change score model with change-to-change coupling (LCS-CC), and three-level multilevel models). Results indicate weak evidence of a reciprocal relationship between group therapeutic relationships and client symptom change. Further, results indicate that therapeutic relationship quality is more dominant in predicting client symptoms change compared to the reciprocal. Evidence of this was found for each subscale of the GQ as it assessed various aspects of group therapeutic relationships (i.e., positive bond, positive work, negative relationship). These results highlight the importance of group therapeutic relationships in explaining outcome.

No description available.

Introduction: Ever since the transition to digital ways of working startedspreading across organizations and industries in the late 1970s, remoteworking has been a topic of interest. With the development of information andcommunications technology, virtual realities are now receiving more attentionwith a broader view of potential application areas. The application of virtualrealities is expanding. Hence, the concept of Metaverse has received a greatdeal of attention. Metaverse is a virtual reality idea where people create avatarsthat exist in a three-dimensional virtual world. While the use of virtual realitiesis expanding on new ways of working, users’ attitudes toward thesetechnological developments are important to consider as it can either increasethe benefits of working from home or highlight the negative aspects evenmore. Purpose: The purpose of this thesis is to explore the attitudes towards the useof virtual realities for remote working in the case of employees withinorganizations in Sweden. The aim is to further provide an understanding as towhat organizations need to consider following the increased use of virtualrealities. Research Questions: What are the attitudes of employees towards the use ofvirtual realities for remote working? How can organizations adapt to theimplementation of virtual realities for remote working to continuously ensurea positive work environment for its employees?  Methodology: In order to reach the purpose of this study and answer theresearch questions, a qualitative research approach was deemed appropriatefor this study to understand the “what” and “how” aspects of the use of virtualrealities for remote work. Semi-structured interviews were chosen as the datacollection method where the respondents were employees within organizationsin Sweden. Conclusion: The key takeaways are that attitudes toward virtual realities forremote working are complex. The main themes discussed around remoteworking were control and freedom to decide over one’s work and the loss ofcomradery with colleagues and social isolation. New technology, such asMetaverse, has to ensure it continues providing employees with control overtheir work but solves the issues of social isolation while still not eliminatingphysical interactions between colleagues completely. Management has todeeply consider the needs of the individual employee before implementingnew technology, gathering an understanding of what is expected and neededby their specific employees to better ensure successful implementation.

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