South African organisations face the challenge of creating organisations that will engage employees in ways that allow for the optimisation of their strengths. This can be achieved by following a strength-based approach (SBA). An SBA aims to achieve optimisation of human functioning, where talents and strengths are the focus and weaknesses are understood and managed. Although previous research suggests that an SBA has positive influences on individual and organisational outcomes, no instrument exists within the South African context that measures employees’ perception of the extent to which they believe their organisation makes use of their strengths and talents. Recently, a new scale was developed to address this need. However, no studies have been done to see how well the items of this scale function. The objectives of this research were to 1) conceptualise an SBA according to literature, 2) determine whether the items in the SBA scale are unidimensional, 3) to determine the internal validity and reliability of the new SBA scale, and 4) make recommendations for future research. A cross-sectional quantitative research design was used whereby online and hardcopy versions of the questionnaire were distributed to participants. A sample of 699 participants was collected from the Gauteng and North-West provinces. Rasch analysis was used to determine the reliability and validity of the items. Acceptable item reliability was found. Both the item and person separation indices were acceptable. Mean infit and outfit indices for both person and item were acceptable. The seven-point frequency-based Likert scale worked satisfactorily overall, although categories 0, 1, and 2 were under-utilised. Finally, the infit and outfit statistics for all eight items functioned satisfactorily, except for one item. Recommendations are made for practice as well as for future research. / Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

South African organisations face the challenge of creating organisations that will engage employees in ways that allow for the optimisation of their strengths. This can be achieved by following a strength-based approach (SBA). An SBA aims to achieve optimisation of human functioning, where talents and strengths are the focus and weaknesses are understood and managed. Although previous research suggests that an SBA has positive influences on individual and organisational outcomes, no instrument exists within the South African context that measures employees’ perception of the extent to which they believe their organisation makes use of their strengths and talents. Recently, a new scale was developed to address this need. However, no studies have been done to see how well the items of this scale function. The objectives of this research were to 1) conceptualise an SBA according to literature, 2) determine whether the items in the SBA scale are unidimensional, 3) to determine the internal validity and reliability of the new SBA scale, and 4) make recommendations for future research. A cross-sectional quantitative research design was used whereby online and hardcopy versions of the questionnaire were distributed to participants. A sample of 699 participants was collected from the Gauteng and North-West provinces. Rasch analysis was used to determine the reliability and validity of the items. Acceptable item reliability was found. Both the item and person separation indices were acceptable. Mean infit and outfit indices for both person and item were acceptable. The seven-point frequency-based Likert scale worked satisfactorily overall, although categories 0, 1, and 2 were under-utilised. Finally, the infit and outfit statistics for all eight items functioned satisfactorily, except for one item. Recommendations are made for practice as well as for future research. / Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012