In a new world of work characterised by competitiveness, benchmarking, technological innovation and efficiency, the South African chemical industry needs to function at an optimal level to meet the demands of its stakeholders and employees. The industry needs leadership of the highest standard and an efficient, productive workforce. The objective of this study was to determine the relationship between leader empowering behaviour, self-efficacy, job resources and work-related flow for employees in the chemical industry. More specifically, it was examined whether personal and organisational resources facilitated flow at work, and whether employees who experienced flow mobilised more resources over time. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. An availability sample (N= 213) from employees in the chemical industry was taken. A biographical questionnaire and a self-constructed instrument (JDRS) were used to measure the unique job demands and job resources in the chemical industry. Along with the JDRS, the WOrk-reLated Flow Scale (WOLF), the Leader Empowering Behaviour Questionnaire (LEBQ) and General Perceived Self-efficacy Questionnaire (GPSQ) were used as measuring instruments. The statistical analysis was conducted with the help of the SPSS program. The results of the research indicate that the availability of leader empowering behaviour (i.e. delegation of authority, self-directed decision making, information sharing, and coaching for innovative performance), self-efficacy and job resources (i.e. supervision, availability of resources and autonomy) can result in higher levels of work-related flow in the workplace. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

The overarching objective of this study was to develop and empirically evaluate an HIV and AIDS group work programme empowering adolescents to deal with the possible death of their parents/caregivers. This thesis comprised five sections: Section A contains the problem statement, research objectives and the procedures that were followed. Furthermore the limitations of this study were discussed, the definitions of key words were given and an exposition was given of the composition of the research report. The problem statement can be condensed as follows: The large and growing number of adolescents affected by HIV and AIDS makes knowledge concerning their needs essential so as to provide effective interventions. A better understanding of the emotional, social and health needs of adolescents of HIV-infected parents is essential. Responses to adolescents affected by HIV and AIDS should address their needs. Programme development must be done in response to adolescents' needs via their active participation in the entire process. The problem statement led to five research aims. The concurrent embedded strategy was used in this study and was implemented with a mixed method design model. Interviews and questionnaires were used to collect qualitative and quantitative data simultaneously. Literature studies were conducted on the themes HIV and AIDS, adolescence, the needs of adolescents and group work. Section B consists of four articles that together formed the report on the research outcomes. Each article was a report on a particular sub-project of the research and had, as a self-contained unit, an own research aim, research method and report. Each article was linked to the central aim, the objectives and the content of the umbrella research project. The four articles were: > ARTICLE 1: A profile of adolescents' households infected with or affected by HIV and AIDS: A comprehensive profile of adolescents' households infected with or affected by HIV and AIDS was drafted, based on the results gained from interviews with and the completion of questionnaires by 169 households. Data collected and discussed included various demographic data regarding the households, their health and well-being, school attendance as well as information on child-headed households. > ARTICLE 2: The needs of adolescents in households infected with or affected by HIV and AIDS: The needs of adolescents whose caregivers are infected with or affected by HIV and AIDS were discussed. Various basic and developmental needs of adolescents were discussed as well as specific needs they may experience when their caregivers become infected with or affected by HIV and AIDS. > ARTICLE 3: An HIV and AIDS group work programme empowering adolescents to deal with the possible death of their parents/caregivers: An HIV and AIDS group work programme was developed, preparing adolescents for the death of their parents/caretakers and empowering them with skills to be able to deal with it. A needs assessment was done on a large number of adolescents from households infected with or affected by HIV and AIDS. The selection of members for this programme, as well as guidelines for group work with adolescents, were discussed. This article focused mainly on the themes and contents of the designed group work programme. > ARTICLE 4: The evaluation of an HIV and AIDS group work programme empowering adolescents for the possible death of their parents/caregivers: The programme was implemented with 8 adolescents in an experimental group and 8 adolescents in the control group. The Child Functioning Inventory High School (CFI-HIGH) and the Generalized Contentment Scale (GCS) were used as quantitative measuring instruments at two occasions with both groups. The experimental group was also qualitatively and quantitatively evaluated by means of a self-developed questionnaire. Section C provided a summary of the findings and conclusions of the research report in total and some recommendations are provided. Section D consisted of various addenda, such as questionnaires and measuring instruments that were used. Section E contained an integrated bibliography. / Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2009.

South Africa, like the rest of the world, is undergoing major changes in the social, political, economic, technological and organisational environments. The ability of any organisation to compete internationally will depend to a large extent on the quality of its people. The biggest challenge that organisations are facing is to find, develop and retain talent. More than ever the ability of organisations to grow and develop will he determined by the level of competence and energy of their people. Challenging and meaningful work, development opportunities, leadership and empowerment are some of the most important reasons why talented people will stay on in a company. To increase speed, efficiency and to reduce costs, organisations have flattened their structures. From this it can be concluded that if companies want to be successful and retain talented people they have to create an environment where people feel empowered. The leader or manager plays an import role in the empowerment of people. The consequences of empowerment can include higher levels of job satisfaction, organisational commitment and work engagement. The objectives of the study were to determine the reliability and validity of the instruments, as well as the relationship between psychological empowerment, leader empowering behaviour, job insecurity, job satisfaction, organisational commitment and work engagement. Employees from selected organisation were targeted. The study population included employees from managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Six standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory, Measuring Empowerment Questionnaire, Job satisfaction, Organisational commitment and Work engagement. Descriptive statistics, factor analyses, Cronbach alpha coefficien@ correlations, MANOVAS and regression analyses were used to analyse the data. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological work adjustment and negative outcomes (like that of turnover, absenteeism, alcohol and substance abuse, self-reported health, and psychological health). The objective of this study was to determine the relationship between leader empowering behaviour, role clarity, psychological empowerment, work engagement and intention to leave. A business unit consisting of managers, specialists, supervisors and administrative staff participated in this research. A cross-sectional design was used to attain the research objectives. The Leader Empowering Behaviour Questionnaire (LEBQ), the Measures of Role Conflict and Ambiguity Questionnaire (MRCAQ), Measuring Empowerment Questionnaire (MEQ), Utrecht Work Engagement Scale (U\VES), and Intention to Leave Scale (ILS) were administered for the study. The statistical analysis was carried out by utilising the SPSS program. Exploratory factor analysis indicated a three factor structure for LEBQ, a two factor structure for MRCAQ, a four factor structure for MEQ, a three factor structure for UWES and since ILS only consists of two items a factor analysis was not necessary. All the scales showed acceptable reliabilities. The results showed that leader empowering behaviour, role clarity and psychological empowerment predict engagement. Moderation effects showed that role clarity interacted with competence and meaning to affect employees' dedication, and role clarity interacted with the developing of employees (as a facet of leader empowering behaviour) to affect absorption. Finally, a regression analysis showed that work engagement predicts employees intention to leave. Once conclusions for the study were drawn, recommendations for the organisation as well as for future research were made. / Thesis (M.Comm. (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2010.

South Africa, like the rest of the world, is undergoing major changes in the social, political, economic, technological and organisational environments. The ability of any organisation to compete internationally will depend to a large extent on the quality of its people. The biggest challenge that organisations are facing is to find, develop and retain talent. More than ever the ability of organisations to grow and develop will he determined by the level of competence and energy of their people. Challenging and meaningful work, development opportunities, leadership and empowerment are some of the most important reasons why talented people will stay on in a company. To increase speed, efficiency and to reduce costs, organisations have flattened their structures. From this it can be concluded that if companies want to be successful and retain talented people they have to create an environment where people feel empowered. The leader or manager plays an import role in the empowerment of people. The consequences of empowerment can include higher levels of job satisfaction, organisational commitment and work engagement. The objectives of the study were to determine the reliability and validity of the instruments, as well as the relationship between psychological empowerment, leader empowering behaviour, job insecurity, job satisfaction, organisational commitment and work engagement. Employees from selected organisation were targeted. The study population included employees from managerial and non-managerial categories. A cross-sectional survey design was used to obtain the research objectives. Six standardised questionnaires were used in the empirical study, namely Leader Empowering Behaviour Questionnaire, Job Insecurity Inventory, Measuring Empowerment Questionnaire, Job satisfaction, Organisational commitment and Work engagement. Descriptive statistics, factor analyses, Cronbach alpha coefficien@ correlations, MANOVAS and regression analyses were used to analyse the data. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological work adjustment and negative outcomes (like that of turnover, absenteeism, alcohol and substance abuse, self-reported health, and psychological health). The objective of this study was to determine the relationship between leader empowering behaviour, role clarity, psychological empowerment, work engagement and intention to leave. A business unit consisting of managers, specialists, supervisors and administrative staff participated in this research. A cross-sectional design was used to attain the research objectives. The Leader Empowering Behaviour Questionnaire (LEBQ), the Measures of Role Conflict and Ambiguity Questionnaire (MRCAQ), Measuring Empowerment Questionnaire (MEQ), Utrecht Work Engagement Scale (U\VES), and Intention to Leave Scale (ILS) were administered for the study. The statistical analysis was carried out by utilising the SPSS program. Exploratory factor analysis indicated a three factor structure for LEBQ, a two factor structure for MRCAQ, a four factor structure for MEQ, a three factor structure for UWES and since ILS only consists of two items a factor analysis was not necessary. All the scales showed acceptable reliabilities. The results showed that leader empowering behaviour, role clarity and psychological empowerment predict engagement. Moderation effects showed that role clarity interacted with competence and meaning to affect employees' dedication, and role clarity interacted with the developing of employees (as a facet of leader empowering behaviour) to affect absorption. Finally, a regression analysis showed that work engagement predicts employees intention to leave. Once conclusions for the study were drawn, recommendations for the organisation as well as for future research were made. / Thesis (M.Comm. (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2010.

In a new world of work characterised by competitiveness, benchmarking, technological innovation and efficiency, the South African chemical industry needs to function at an optimal level to meet the demands of its stakeholders and employees. The industry needs leadership of the highest standard and an efficient, productive workforce. The objective of this study was to determine the relationship between leader empowering behaviour, self-efficacy, job resources and work-related flow for employees in the chemical industry. More specifically, it was examined whether personal and organisational resources facilitated flow at work, and whether employees who experienced flow mobilised more resources over time. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. An availability sample (N= 213) from employees in the chemical industry was taken. A biographical questionnaire and a self-constructed instrument (JDRS) were used to measure the unique job demands and job resources in the chemical industry. Along with the JDRS, the WOrk-reLated Flow Scale (WOLF), the Leader Empowering Behaviour Questionnaire (LEBQ) and General Perceived Self-efficacy Questionnaire (GPSQ) were used as measuring instruments. The statistical analysis was conducted with the help of the SPSS program. The results of the research indicate that the availability of leader empowering behaviour (i.e. delegation of authority, self-directed decision making, information sharing, and coaching for innovative performance), self-efficacy and job resources (i.e. supervision, availability of resources and autonomy) can result in higher levels of work-related flow in the workplace. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

The overarching objective of this study was to develop and empirically evaluate an HIV and AIDS group work programme empowering adolescents to deal with the possible death of their parents/caregivers. This thesis comprised five sections: Section A contains the problem statement, research objectives and the procedures that were followed. Furthermore the limitations of this study were discussed, the definitions of key words were given and an exposition was given of the composition of the research report. The problem statement can be condensed as follows: The large and growing number of adolescents affected by HIV and AIDS makes knowledge concerning their needs essential so as to provide effective interventions. A better understanding of the emotional, social and health needs of adolescents of HIV-infected parents is essential. Responses to adolescents affected by HIV and AIDS should address their needs. Programme development must be done in response to adolescents' needs via their active participation in the entire process. The problem statement led to five research aims. The concurrent embedded strategy was used in this study and was implemented with a mixed method design model. Interviews and questionnaires were used to collect qualitative and quantitative data simultaneously. Literature studies were conducted on the themes HIV and AIDS, adolescence, the needs of adolescents and group work. Section B consists of four articles that together formed the report on the research outcomes. Each article was a report on a particular sub-project of the research and had, as a self-contained unit, an own research aim, research method and report. Each article was linked to the central aim, the objectives and the content of the umbrella research project. The four articles were: > ARTICLE 1: A profile of adolescents' households infected with or affected by HIV and AIDS: A comprehensive profile of adolescents' households infected with or affected by HIV and AIDS was drafted, based on the results gained from interviews with and the completion of questionnaires by 169 households. Data collected and discussed included various demographic data regarding the households, their health and well-being, school attendance as well as information on child-headed households. > ARTICLE 2: The needs of adolescents in households infected with or affected by HIV and AIDS: The needs of adolescents whose caregivers are infected with or affected by HIV and AIDS were discussed. Various basic and developmental needs of adolescents were discussed as well as specific needs they may experience when their caregivers become infected with or affected by HIV and AIDS. > ARTICLE 3: An HIV and AIDS group work programme empowering adolescents to deal with the possible death of their parents/caregivers: An HIV and AIDS group work programme was developed, preparing adolescents for the death of their parents/caretakers and empowering them with skills to be able to deal with it. A needs assessment was done on a large number of adolescents from households infected with or affected by HIV and AIDS. The selection of members for this programme, as well as guidelines for group work with adolescents, were discussed. This article focused mainly on the themes and contents of the designed group work programme. > ARTICLE 4: The evaluation of an HIV and AIDS group work programme empowering adolescents for the possible death of their parents/caregivers: The programme was implemented with 8 adolescents in an experimental group and 8 adolescents in the control group. The Child Functioning Inventory High School (CFI-HIGH) and the Generalized Contentment Scale (GCS) were used as quantitative measuring instruments at two occasions with both groups. The experimental group was also qualitatively and quantitatively evaluated by means of a self-developed questionnaire. Section C provided a summary of the findings and conclusions of the research report in total and some recommendations are provided. Section D consisted of various addenda, such as questionnaires and measuring instruments that were used. Section E contained an integrated bibliography. / Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2009.

The concept of empowering leadership has attracted the attention of both academics and practitioners because of its important role in enhancing employee performance. Although empirical evidence clearly demonstrates that empowering leadership can have a significant effect on positive managerial outcomes, there is a paucity of research on its antecedents and processes through which it influences work outcomes. Thus, this study suggests a comprehensive conceptual model of empowering leadership, mainly focusing on the trickle-down effects of across levels of hierarchy. Specifically, based on theories of social learning and social exchange, this study examines the influence of empowering leadership of second-level leaders on subordinates’ various work outcomes through first-level leaders’ empowering leadership to help identify mediating process that may underlie relationships between second-level leaders and subordinates’ outcomes. Additionally, in order to explore the social learning of empowering leadership in detail, this study focuses on the antecedents and processes of empowering leadership learning. Data were obtained from subordinate–supervisor dyads from the South Korean Army. The results of this study showed mediating effects of first-level leaders’ empowering leadership on the relationship between second-level leaders’ empowering leadership and subordinates’ task performance, organizational citizenship behaviors, and social loafing. These results support the trickle-down effects of empowering leadership on subordinates’ outcomes. Moreover, LLX mediates the relationship between second-level leaders’ empowering leadership and the first-level leaders’ empowering leadership, and this result supports the social learning of empowering leadership. Exchange ideology also moderated the social learning of empowering leadership, such that the relationship was stronger when exchange ideology was low rather than high. The results of this study have both theoretical and practical implications. Theoretically, this study provides empirical evidence to help determine whether second-level leaders’ empowering leadership facilitates first-level leaders’ empowering leadership. This study contributes to the literature by further examining the antecedents of empowering leadership by showing how relational, individual, and situational factors influence empowering leadership. This study also explains how empowering leadership can spread across multiple downward linkages by supporting the existence of “trickle-down effects” of empowering leadership. Practically, this study helps understand the importance of high-level leaders’ empowering leadership to facilitate their low-level leaders’ empowering leadership. This study also suggests the importance of relational, individual, and contextual factors to facilitate the social learning of empowering leadership. In conclusion, empowering leadership has a synergistic effect across leadership levels; therefore, top managers and high-level leaders should focus on training empowering leadership of field managers and leading by example to create a more empowering environment. However, this study has limitations, such as the use of cross-sectional analyses and perceptual data. Future research may seek to use longitudinal and objective measures.

Submitted by Marco Antonio Oliveira da Silva (maosilva@ipen.br) on 2016-12-21T16:22:52Z No. of bitstreams: 0 / Made available in DSpace on 2016-12-21T16:22:52Z (GMT). No. of bitstreams: 0 / Este trabalho documenta o processo de desenvolvimento de um software didático-interativo para síntese e visualização de estruturas cristalinas intitulado CrystalWalk (CW). Sua criação foi justificada inicialmente pela percepção, colhida junto a atores sociais, de deficiências nas ferramentas de ensino-aprendizagem relacionadas ao estudo de estruturas cristalinas de materiais. Posteriormente, um levantamento do estado da arte dos softwares cristalográficos existentes revelou oportunidades para o desenvolvimento de um novo software com preocupação eminentemente didática. Na especificação e elaboração do CW, foram preconizados os princípios do software livre, da acessibilidade e da democratização do conhecimento. Adotou-se o estado da arte de tecnologias e serviços para desenvolvimento de aplicações web interativas, tais como plataforma HTML5/WebGL, arquiteturas orientadas a serviços (SOA) e sistemas distribuídos responsivos, resilientes e elásticos. Para facilitar o entendimento e a síntese de estruturas cristalinas, foi proposto um inédito processo passo a passo baseado no conceito \"rede + motivo = estrutura cristalina\", que exige a participação ativa e consciente do usuário. Inseriu-se também uma ferramenta denominada \"narrativa didática\", por meio por meio da qual o usuário registra sequências de visualização acompanhadas de anotações e que podem ser compartilhadas múltiplas narrativas permitem atender a diferentes perfis de aprendizagem. Também foram incorporadas com sucesso funcionalidades didáticas eficazes para garantir plena acessibilidade aos recursos do CW e para aumentar seu alcance social, tais como o suporte à interação avançada e às tecnologias de interface de realidade virtual, o suporte à impressão 3D e a oferta de uma plataforma de publicação online. Na avaliação dos produtos gerados, o principal critério foi o atendimento às demandas dos atores sociais, que foram empoderados ao final do processo. O CW é a primeira plataforma a superar a maioria dos problemas apontados e das limitações encontradas nos instrumentos didáticos existentes sobre a temática deste trabalho, impactando positivamente o acesso e a democratização do conhecimento, por meio da construção coletiva, do estímulo à colaboração e da autonomia e independência tecnológicas. / Tese (Doutorado em Tecnologia Nuclear) / IPEN/T / Instituto de Pesquisas Energéticas e Nucleares - IPEN-CNEN/SP