Various scales have previously been developed to measure coping strategies (Taylor & Stanton, 2007; Devonport & Lane, 2006; Stapelberg, 1999) or self–efficacy (Carroll et al., 2005; Chen et al., 2001; Tipton & Worthington, 1984); and some of them have been validated in a South African context, but the validation of a coping self–efficacy scale as a single measurement has not been conducted in an African context. Therefore, the aim of this study was to validate Chesney et al.’s 2006 Coping Self–Efficacy Scale (CSE) in an African context. A multicultural convenience sample of 2 214 South African adolescents and adults, including both male and female participants, participated in this study. Measuring instruments such as the Coping Self–Efficacy Scale (CSE) (Chesney, Neilands, Chambers, Taylor & Folkman, 2006), the Mental Health Continuum - Short Form for adults (MHC–SF) (Keyes et al., 2008), the New General Self–Efficacy Scale (NGSE) (Chen, Gully & Eden, 2001; 2004), the Fortitude Questionnaire (FORQ) (Pretorius, 1998), the Patient Health Questionnaire: Depression Symptoms (PHQ–9) (Kroenke, Spitzer & Williams, 2001) and the General Health Questionnaire (GHQ) (Goldberg & Hillier, 1979) were used in this study. Criterion–related validity of the CSE was established. Construct validity was determined by conducting confirmatory and exploratory factor analyses as well as SEM on the CSE. Results indicated a Cronbach alpha reliability coefficient of 0.87 and satisfactory inter–item correlations ranging from 0.19–0.21. Criterion–related validity was satisfactory. Confirmatory analysis indicated a good fit and exploratory factor analysis confirmed the three major factors similar to Chesney et al.’s (2006) findings. Construct validity was further supported by SEM analysis, which confirmed the three–factor structure. The CSE can be viewed as reliable and valid for use in further research in the African context. Future studies should validate this scale in various population groups, with translated versions of the scale and with randomly selected groups. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

Various scales have previously been developed to measure coping strategies (Taylor & Stanton, 2007; Devonport & Lane, 2006; Stapelberg, 1999) or self–efficacy (Carroll et al., 2005; Chen et al., 2001; Tipton & Worthington, 1984); and some of them have been validated in a South African context, but the validation of a coping self–efficacy scale as a single measurement has not been conducted in an African context. Therefore, the aim of this study was to validate Chesney et al.’s 2006 Coping Self–Efficacy Scale (CSE) in an African context. A multicultural convenience sample of 2 214 South African adolescents and adults, including both male and female participants, participated in this study. Measuring instruments such as the Coping Self–Efficacy Scale (CSE) (Chesney, Neilands, Chambers, Taylor & Folkman, 2006), the Mental Health Continuum - Short Form for adults (MHC–SF) (Keyes et al., 2008), the New General Self–Efficacy Scale (NGSE) (Chen, Gully & Eden, 2001; 2004), the Fortitude Questionnaire (FORQ) (Pretorius, 1998), the Patient Health Questionnaire: Depression Symptoms (PHQ–9) (Kroenke, Spitzer & Williams, 2001) and the General Health Questionnaire (GHQ) (Goldberg & Hillier, 1979) were used in this study. Criterion–related validity of the CSE was established. Construct validity was determined by conducting confirmatory and exploratory factor analyses as well as SEM on the CSE. Results indicated a Cronbach alpha reliability coefficient of 0.87 and satisfactory inter–item correlations ranging from 0.19–0.21. Criterion–related validity was satisfactory. Confirmatory analysis indicated a good fit and exploratory factor analysis confirmed the three major factors similar to Chesney et al.’s (2006) findings. Construct validity was further supported by SEM analysis, which confirmed the three–factor structure. The CSE can be viewed as reliable and valid for use in further research in the African context. Future studies should validate this scale in various population groups, with translated versions of the scale and with randomly selected groups. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

return and payback period. All these above techniques will be analysed in three different scenarios, namely: 1. Mine X will stay with its current operations without any new projects. 2. The development project will begin immediately. 3. A six–month delay in development of the project. The study found that the net present value was positive, the internal rate of return was more than the discount rate and the payback period was shorter than the project’s life–time regarding to all three above–mentioned scenarios. The highest net present value is calculated in case the project starts immediately. Both the internal rate of return and the payback period indicated that a six month delay in the project is the most viable. After considering all the facts, the study concluded due to the highest net present value the best feasible recommendation would be to start the project immediately. The value of this study is that it is the first study to investigate the relationship between the viability to delay or to start the investment project immediately in the South African mining industry. This study is also unique, since it takes into account how mining industries world–wide can achieve long–term success through development projects without losing key players, due to impulsive short–term downsizing decisions. To be able to use personality tests in the most reliable and valid manner there are many considerations to be taken into account. Variables such as the population used, the culture of the test–takers, the mode of administration, whether pencil–and–paper or computer–based testing procedures, familiarity with computers when using computer–based tests and the response format to be used when administering the personality questionnaire are but some of the considerations. Within South Africa it is that much more important to consider the mode of administration, whether pencil–and–paper tests or computer–based tests, as there are many individual groups who have been historically disadvantaged when it comes to the use of computers as a testing method. It is just as important to consider the response scale to be utilised when administering personality testing as this may influence the results obtained and can influence the reliability and validity of these results. The objective of this study was to determine which response scale, dichotomous or polytomous, was the best to use when conducting computer–based personality testing. The questionnaire that was utilised was the South African Personality Inventory (SAPI) questionnaire; however, only items from the Soft–Heartedness cluster were employed as the objective was not to test the questionnaire but to test the most reliable and valid response scale to be used in conjunction with the questionnaire. A convenience sampling approach was utilised and the questionnaire was administered to students who were available and able to take the test (N = 724). Descriptive statistics, factor analysis and Cronbach Alpha coefficients were used to analyse the data obtained. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

This research was aimed at validating the PHQ–9 in an African context. This study forms part of the project of Psychosocial Health and Biomarkers in an African context (FORT3, Wissing, 2008). The Patient Health Questionnaire (PHQ–9) is a nine–item depression scale that has the potential of being a dual–purpose instrument to establish the diagnosis of a depressive disorder, as well as the grade of symptom severity (Kroenke, Spitzer & Williams, 2001). The PHQ–9 was administered with criterion related measures to a multicultural convenience sample of 2214 participants from the North West Province of South Africa, including two groups of adolescents (n1 = 1480 and n2 = 559) and an availability sample of adults (n3 = 185). Instruments to determine criterion validity were the General Health Questionnaire (GHQ), designed to detect symptoms of mental disorders; the Mental Health Continuum - Short Form for Adults (MHC–SF) which measures the degree of emotional, social and psychological well–being; and the New General Self–Efficacy Scale (NGSE) designed to measure an individual’s general self–efficacy. Descriptive statistics for the PHQ–9 including its reliability in the various groups is reported. The PHQ–9 manifested a Cronbach Alph are liability index of 0.86. Criterion–related validity was supported by significant correlations between the PHQ–9 and criterion measures. Confirmatory factor analysis for the PHQ–9 yielded a one–factor solution in all groups. The percentage variance explained ranged between 34.71% and 46.62%. Exploratory factor analyses yielded two factors in all groups with the second factor comprised of no more than 2 items and thus interpreted as a minor factor. The construct validity obtained in this research indicates that the PHQ–9 may be a valid measure to identify depression in a South African context. Based on the psychometric properties found in this study, it can be concluded that the PHQ–9 is a valid measure of depression in two of the samples selected for this study. Future studies may further validate this instrument in specific language and cultural groups, and explore the cross–cultural measurement equivalence. / Thesis (M.A. (Research Psychology))--North-West University, Potchefstroom Campus, 2011.

return and payback period. All these above techniques will be analysed in three different scenarios, namely: 1. Mine X will stay with its current operations without any new projects. 2. The development project will begin immediately. 3. A six–month delay in development of the project. The study found that the net present value was positive, the internal rate of return was more than the discount rate and the payback period was shorter than the project’s life–time regarding to all three above–mentioned scenarios. The highest net present value is calculated in case the project starts immediately. Both the internal rate of return and the payback period indicated that a six month delay in the project is the most viable. After considering all the facts, the study concluded due to the highest net present value the best feasible recommendation would be to start the project immediately. The value of this study is that it is the first study to investigate the relationship between the viability to delay or to start the investment project immediately in the South African mining industry. This study is also unique, since it takes into account how mining industries world–wide can achieve long–term success through development projects without losing key players, due to impulsive short–term downsizing decisions. To be able to use personality tests in the most reliable and valid manner there are many considerations to be taken into account. Variables such as the population used, the culture of the test–takers, the mode of administration, whether pencil–and–paper or computer–based testing procedures, familiarity with computers when using computer–based tests and the response format to be used when administering the personality questionnaire are but some of the considerations. Within South Africa it is that much more important to consider the mode of administration, whether pencil–and–paper tests or computer–based tests, as there are many individual groups who have been historically disadvantaged when it comes to the use of computers as a testing method. It is just as important to consider the response scale to be utilised when administering personality testing as this may influence the results obtained and can influence the reliability and validity of these results. The objective of this study was to determine which response scale, dichotomous or polytomous, was the best to use when conducting computer–based personality testing. The questionnaire that was utilised was the South African Personality Inventory (SAPI) questionnaire; however, only items from the Soft–Heartedness cluster were employed as the objective was not to test the questionnaire but to test the most reliable and valid response scale to be used in conjunction with the questionnaire. A convenience sampling approach was utilised and the questionnaire was administered to students who were available and able to take the test (N = 724). Descriptive statistics, factor analysis and Cronbach Alpha coefficients were used to analyse the data obtained. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Traditionally, organisations have focused efforts in developing their people towards improving so-called areas of deficiency, identifying the flaws of employees and putting intervention structures in place to rectify and redress these areas. Limited efforts have seen the accentuation of employees‟ strengths as a means of developing those employees‟ full potential, as prescribed in the Positive Psychology. In a balanced organisational development approach, both areas of strength and deficit should be developed in order to harness optimum human potential and growth. This balanced approach is critical, as it provides for full spectrum development of the individual and creates opportunity for the attainment of positive work-related outcomes, such as work engagement. The objective of this research study was to test a structural model of job resources in the form of organisational strengths use and organisational deficit improvement; personal resources in the form of individual strengths use and individual deficit improvement; and work engagement; to relate the conceptualised job- and personal resources to established job- and personal resources in the nomological net and to investigate possible structural paths between job- and personal resources and work engagement. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a balanced strengths use and deficit improvement approach (SDBA), both from an organisational (job resource) and individual (personal resource) perspective. Participants in the research were sport coaches from primary and secondary schools. The Mplus and SPSS programmes were utilised for purposes of statistical analysis. A cross-sectional research approach was used. An availability sample (N = 364) of teachers who act as sport coaches in Gauteng, North-West and Free State based schools was used. Competing measurement models were used to confirm factor structures for adapted versions of the Strengths use and Deficit Improvement Questionnaire (SUDIQ), as well as the Utrecht Work Engagement Scale (UWES). These measurement models confirmed a four-factor and one-factor model structure for the adapted versions of the SUDIQ and UWES respectively. After factor structures had been confirmed, reliability of the adapted measures was assessed by means of Cronbach alpha coefficient values. The relation of the conceptualised job resources of organisational strengths use and organisational deficit improvement to established job resources was assessed by incorporating the job resources of opportunities for learning and independence at work into the study. In the case of the conceptualised personal resources, individual strengths use and individual deficit improvement were related to self-efficacy and self-esteem. This was done in order to theoretically relate these variables in the nomological net of other job resources and personal resources. Subsequently, structural equation modelling was used to investigate the relationship between the job resources of organisational strengths use and organisational deficit improvement, personal resources individual strengths use and individual deficit improvement; and work engagement. Through categorical estimation the research found individual strengths use to be the strongest predictor of work engagement, followed by individual deficit improvement and organisational strengths use. Organisational deficit improvement was proven as a statistically insignificant predictor of work engagement. After conclusions for the study were drawn, recommendations for the organisation, individual as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

Traditionally, organisations have focused efforts in developing their people towards improving so-called areas of deficiency, identifying the flaws of employees and putting intervention structures in place to rectify and redress these areas. Limited efforts have seen the accentuation of employees‟ strengths as a means of developing those employees‟ full potential, as prescribed in the Positive Psychology. In a balanced organisational development approach, both areas of strength and deficit should be developed in order to harness optimum human potential and growth. This balanced approach is critical, as it provides for full spectrum development of the individual and creates opportunity for the attainment of positive work-related outcomes, such as work engagement. The objective of this research study was to test a structural model of job resources in the form of organisational strengths use and organisational deficit improvement; personal resources in the form of individual strengths use and individual deficit improvement; and work engagement; to relate the conceptualised job- and personal resources to established job- and personal resources in the nomological net and to investigate possible structural paths between job- and personal resources and work engagement. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a balanced strengths use and deficit improvement approach (SDBA), both from an organisational (job resource) and individual (personal resource) perspective. Participants in the research were sport coaches from primary and secondary schools. The Mplus and SPSS programmes were utilised for purposes of statistical analysis. A cross-sectional research approach was used. An availability sample (N = 364) of teachers who act as sport coaches in Gauteng, North-West and Free State based schools was used. Competing measurement models were used to confirm factor structures for adapted versions of the Strengths use and Deficit Improvement Questionnaire (SUDIQ), as well as the Utrecht Work Engagement Scale (UWES). These measurement models confirmed a four-factor and one-factor model structure for the adapted versions of the SUDIQ and UWES respectively. After factor structures had been confirmed, reliability of the adapted measures was assessed by means of Cronbach alpha coefficient values. The relation of the conceptualised job resources of organisational strengths use and organisational deficit improvement to established job resources was assessed by incorporating the job resources of opportunities for learning and independence at work into the study. In the case of the conceptualised personal resources, individual strengths use and individual deficit improvement were related to self-efficacy and self-esteem. This was done in order to theoretically relate these variables in the nomological net of other job resources and personal resources. Subsequently, structural equation modelling was used to investigate the relationship between the job resources of organisational strengths use and organisational deficit improvement, personal resources individual strengths use and individual deficit improvement; and work engagement. Through categorical estimation the research found individual strengths use to be the strongest predictor of work engagement, followed by individual deficit improvement and organisational strengths use. Organisational deficit improvement was proven as a statistically insignificant predictor of work engagement. After conclusions for the study were drawn, recommendations for the organisation, individual as well as for future research were made. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

The objective of this study was, firstly, to investigate the reliability of a measure of qualitative and quantitative job insecurity and, secondly, to determine the relationship between qualitative and quantitative job insecurity, job satisfaction, affective organisational commitment, turnover intention and locus of control. A cross–sectional survey design was used which included participants randomly selected from a retail banking group across junior, supervisory and middle management levels (n=178). The job insecurity scales of Hellgren, Sverke and Isaksson (1999); job satisfaction scale of Hellgren, Sjöberg and Sverke (1997); affective organisational commitment scale of Allen and Meyer (1990); turnover intention scale of Sjöberg and Sverke (2001) and the locus of control scale of Levenson (1981) were administered. Descriptive statistics were used in order to analyse the data. Structural equivalence was used for the comparison of the factor structures of the job insecurity scale for the three language groups. Furthermore, in order to determine the relationships between the variables, the Pearson product–moment correlation coefficients were used, while the dependent variable turnover intention was predicted by means of a regression analysis. As indicated at the outset, two research articles form the basis of this mini–dissertation: Based on the first article, results indicate that both the qualitative and quantitative scale presented satisfactory levels of reliability across different language groups, and a relationship between these dimensions (quantitative and qualitative) was noticeable. However, the item “I think my future prospects and opportunities within the organisation are good” included in the qualitative job insecurity scale could well be problematic, the deduction being that language barriers probably played a role in participants’ interpretation of the question. According to the second article, both qualitative and quantitative job insecurity positively related to turnover intentions. Furthermore, job satisfaction reported a negative relationship with turnover intention, and a negative relationship between qualitative job insecurity and job satisfaction came to the fore. Locus of control, on the other hand, had a direct bearing on qualitative job insecurity, while only job satisfaction and quantitative job insecurity directly predicted employees’ turnover intention in the banking sector. Finally, locus of control seemingly had no mediating effect when predicting turnover intention. Based on the afore–going, this mini–dissertation will conclude by offering deductions and making recommendations for further research as well as offering possible solutions to the commercial banking sector as far as the retention of staff is concerned. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.

The objective of this study was, firstly, to investigate the reliability of a measure of qualitative and quantitative job insecurity and, secondly, to determine the relationship between qualitative and quantitative job insecurity, job satisfaction, affective organisational commitment, turnover intention and locus of control. A cross–sectional survey design was used which included participants randomly selected from a retail banking group across junior, supervisory and middle management levels (n=178). The job insecurity scales of Hellgren, Sverke and Isaksson (1999); job satisfaction scale of Hellgren, Sjöberg and Sverke (1997); affective organisational commitment scale of Allen and Meyer (1990); turnover intention scale of Sjöberg and Sverke (2001) and the locus of control scale of Levenson (1981) were administered. Descriptive statistics were used in order to analyse the data. Structural equivalence was used for the comparison of the factor structures of the job insecurity scale for the three language groups. Furthermore, in order to determine the relationships between the variables, the Pearson product–moment correlation coefficients were used, while the dependent variable turnover intention was predicted by means of a regression analysis. As indicated at the outset, two research articles form the basis of this mini–dissertation: Based on the first article, results indicate that both the qualitative and quantitative scale presented satisfactory levels of reliability across different language groups, and a relationship between these dimensions (quantitative and qualitative) was noticeable. However, the item “I think my future prospects and opportunities within the organisation are good” included in the qualitative job insecurity scale could well be problematic, the deduction being that language barriers probably played a role in participants’ interpretation of the question. According to the second article, both qualitative and quantitative job insecurity positively related to turnover intentions. Furthermore, job satisfaction reported a negative relationship with turnover intention, and a negative relationship between qualitative job insecurity and job satisfaction came to the fore. Locus of control, on the other hand, had a direct bearing on qualitative job insecurity, while only job satisfaction and quantitative job insecurity directly predicted employees’ turnover intention in the banking sector. Finally, locus of control seemingly had no mediating effect when predicting turnover intention. Based on the afore–going, this mini–dissertation will conclude by offering deductions and making recommendations for further research as well as offering possible solutions to the commercial banking sector as far as the retention of staff is concerned. / Thesis (M.Com. (Human Resource Management))--North-West University, Potchefstroom Campus, 2012.