Thesis (M.A.)--University of Hawaii, 1994. / Includes bibliographical references (leaves 114-121).

Thesis (Ph. D.)--University of California, Berkeley, 2002. / Includes bibliographical references (leaves 308-322).

Thesis (doctoral)--Tampereen yliopisto. / Added t.p. with thesis statement inserted. Summary in English. Includes bibliographical references (p. 604-626).

No abstract available / Psychology / M.A. (Psychology)

Ph.D. / Most people‘s future aspiration and dreams are closely linked to the work activities that they engage in on a daily basis. Work is a central theme in human evolution and plays a key role in the social and economic spheres of human existence (Blustein, 2006; Donkin, 2001; Fouad & Bynner, 2008). However, the vocational landscape has undergone prolific changes in recent times and the way in which work is organised and performed has changed dramatically from preceding eras (Chipunza & Berry, 2010). These changes have contributed to the production of highly stressful and pressured working conditions that adversely impact employees‘ overall wellness (Blouin, Chopra, & Van der Hoeven, 2009; Marmot, Siegrist, & Theorell, 2006). Organisational responses to employee stress have historically been embedded in the pathogenic paradigm, which aims to minimise the direct financial cost of distressed and vulnerable employees through providing some form of prevention-based employee therapy (Wright, 2003). However, as organisations become increasingly dependent on employees who are willing to conduct multiple in-role and extra-role work activities they are shifting their focus towards the total wellbeing of their workers. Clearly, key organisational goals will not be achieved with a workforce that is simply healthy in the traditional sense of the word, implying that employees are symptom-free and do not suffer from physical illness (Ulrich, 1997). Instead, organisational goals will most likely only be achieved through the promotion of workforce wellness, which refers to not only counteracting the adverse impact of highly demanding work environments on employee health but also promoting engagement and flourishing at work. Research on occupational wellness has a rich tradition of describing and measuring the ways in which job characteristics external to the person (e.g. job design, technology, and organisational structure) impact on employees‘ well-being (Briner, Harris, & Daniels, 2004; Mark & Smith, 2010). Although occupational wellness has largely been associated with organisational and environmental factors recent research suggests that perceptions of work wellness are equally influenced by employees‘ individual cognitive-affective tendencies (Bakker & Demerouti, 2007; Bakker & Derks, 2009). Work wellness can therefore be viewed as a function of the dynamic interaction between job characteristics and personal attributes, with personality potentially moderating the relationship between stressor and strain outcomes (Swider & Zimmerman, 2010; Van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010).

No description available.

No description available.

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

One of the many issues facing dual-career families today is work family conflict (WFC). WFC is a source of stress due to incompatible roles that conflict with each other in terms of ones time and energy. This study was done to develop a valid reliable measure of career and family responsibility in hopes of adequately determining the source of WFC. The key point was to look at real and ideal selves, in terms of work and family responsibilities.

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)