To stay competitive organisations need to harness and develop their human potential. Traditionally, a deficiency-based approach (DBA) was followed i.e. the focus was set on the development of employees’ deficiencies and weaknesses. However, focusing on an employee’s weaknesses and deficiencies was not sufficient. Consequently, a positive approach was developed that focuses on an individual’s strengths and talents. Unfortunately, exclusively focusing on only strengths or on weaknesses is not sufficient for optimum human functioning. Therefore, it is suggested that South African organisations make use of a balanced approach (i.e. a balanced focus on both the development and use of strengths and weaknesses). This will assist employees to be more positive and engaged in terms of their work. However, there seems to be a lack of research regarding the use of a balanced approach in organisations. The general objective of this study was to investigate the relationship between job resources, a strength-based approach (SBA), a DBA, occupational self-efficacy (OSE), and work engagement. This study was further aimed at determining whether OSE mediated the relationship between these variables among South African employees. An availability sample (N = 699) was taken from various South African organisations. This study made use of a quantitative, cross-sectional design to collect data; a biographical questionnaire; a job resources questionnaire (VBBA); an organisational SBA and DBA questionnaire; a OSE questionnaire and a work engagement questionnaire (UWES). Structural equation modelling was chosen as the method to test the hypothesised model. Mediating effects were tested by using the bootstrapping method. The research results have indicated that there is a positive correlation between autonomy, SBA, DBA, OSE and work engagement. This research found that no correlations existed between relationship with supervisor, information sharing and participation in decision-making and work engagement. There seems to be a significant relationship between autonomy, relationship with colleagues and OSE. From the results OSE can only be seen as the mediator between autonomy and work engagement. From this one can assume that using SBA and DBA in a balanced approach can lead to higher work engagement. Recommendations were made for the organisation and future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

The current work environment demands a lot from employees. Organisations implement strategies to reduce cost and increase productivity, often ignoring the well-being and needs of employees. Factors such as virtual offices are becoming a reality as cell phones, laptops, tablets and other technology make availability a reality 24 hours a day. This leads to employees being confronted with work wherever and whenever it is required. These factors can lead to distress or eustress or both. Some employees experience symptoms of burnout due to all these demands placed on them, yet others experience eustress. Work well-being is crucial to ensure that employees are engaged and committed to their job and contribute to the success of the organisation they are employed with. In the model of work-related well-being of Nelson and Simmons (2003), which will be discussed in this research, burnout is regarded as distress, while work engagement is regarded as eustress. The objective of this study is to determine whether a relationship exists between the dimensions of work-related well-being within selected sectors in South Africa – whether it leads to either burnout or work engagement and whether it is similar in different sectors. Various models can be used to explain these effects but for the purposes of this study the following models were consulted, namely the Comprehensive Model of Burnout and Engagement (COBE), the Effort-Recovery (E-R) Model and the Job Demand / Resources (JD-R) model. The participants in this study are educators and administrative personnel from tertiary education institutions (n = 1324), secondary schools (n = 1177), employees from the insurance industry (n = 613), and correctional services (n = 892). The measurement vii instruments used are the Maslach Burnout Inventory, the Utrecht Work Engagement Scale and the Job Demands-Resources Scale and the Organisational Stress Screening Tool (ASSET). The results indicate that there is a relationship between the dimensions of work-related well-being in different sectors and that it has great predictive value in different sectors. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

Work stress has a substantial impact on employees, organisations and economies; especially in the fragile economic environment since the ‘Great Recession’ of 2008; which has seen employment levels drop and employees willing to endure more stress at work to avoid retrenchment. These impacts include serious health and financial consequences. Attempts should therefore be made to effectively manage and address work stress to lessen these dire consequences. Many models have been developed and theorised to assist in explaining work stress, the pinnacle of these being the job demands-resources (JD-R) model. In JD-R theory, the dual process explains that work-related well-being follows the following processes: An energetic, also called the health impairment process, in which job demands leads to ill health outcomes through burnout; and then a motivational process which presents that job resources leads to positive organisational outcomes, e.g. organisational commitment, through engagement. The main objectives of this research were 1) to investigate a JD-R model in a large South African sample with a categorical estimator; 2) to investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time; 3) to investigate the likelihood of reporting treatment for health conditions based on burnout and engagement, and 4) to investigate the link between burnout and objective financial outcomes, i.e. by medical aid provider expenditure. To achieve the first objective a cross-sectional design was used (n = 15 633) covering numerous sectors in South Africa. A dual process model was specified with job demands (work overload) leading to ill health through burnout, and job resources (colleague and supervisor support, communication, growth opportunities and role clarity) leading to organisational commitment through engagement. Results of structural equation modelling indicated that the proposed JD-R model was a good fit to the sample. Furthermore, burnout was found to mediate the relationship between job demands and ill health with a medium effect. Engagement was found to mediate the relationship between job resources and organisational commitment with a large effect. The second objective, concerning reversed causality, was achieved with a longitudinal design (n = 593). The hypothesized model included burnout and engagement at time one, and at time two work overload as indicator of job demands, and colleague and supervisor support, communication, growth opportunities and role clarity as indicators of job resources. Results indicated that burnout had a significant negative reversed causal effect to supervisor support and colleague support. Engagement showed only one significant result, i.e. a small negative reversed causal relationship with supervisor support. To achieve the third objective, a cross-sectional design was used (n = 7 895). Results for logistic regression analyses showed that an increase in burnout was associated with a significant increase in the estimated odds for reporting an affirmative answer for receiving treatment for any of the health conditions, i.e. cardiovascular conditions, cholesterol, depression, diabetes, hypertension and irritable bowel syndrome. In contrast, an increase in engagement was associated with a decrease in affirmative reporting for cardiovascular conditions, cholesterol and depression; but not for diabetes, hypertension or irritable bowel syndrome. Addressing the link between burnout and financial outcomes was the fourth objective; and met with a cross-sectional design (n = 3 182). Participants were divided into a high and low burnout group based on the comorbidity of exhaustion and cynicism Analysis of covariance (ANCOVA) was implemented, controlling for age and gender, to investigate the difference in medical aid provider expenditure of the two groups. Results revealed that expenditure in the high burnout group was consistently more in all cases, compared to the low burnout group. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

To stay competitive organisations need to harness and develop their human potential. Traditionally, a deficiency-based approach (DBA) was followed i.e. the focus was set on the development of employees’ deficiencies and weaknesses. However, focusing on an employee’s weaknesses and deficiencies was not sufficient. Consequently, a positive approach was developed that focuses on an individual’s strengths and talents. Unfortunately, exclusively focusing on only strengths or on weaknesses is not sufficient for optimum human functioning. Therefore, it is suggested that South African organisations make use of a balanced approach (i.e. a balanced focus on both the development and use of strengths and weaknesses). This will assist employees to be more positive and engaged in terms of their work. However, there seems to be a lack of research regarding the use of a balanced approach in organisations. The general objective of this study was to investigate the relationship between job resources, a strength-based approach (SBA), a DBA, occupational self-efficacy (OSE), and work engagement. This study was further aimed at determining whether OSE mediated the relationship between these variables among South African employees. An availability sample (N = 699) was taken from various South African organisations. This study made use of a quantitative, cross-sectional design to collect data; a biographical questionnaire; a job resources questionnaire (VBBA); an organisational SBA and DBA questionnaire; a OSE questionnaire and a work engagement questionnaire (UWES). Structural equation modelling was chosen as the method to test the hypothesised model. Mediating effects were tested by using the bootstrapping method. The research results have indicated that there is a positive correlation between autonomy, SBA, DBA, OSE and work engagement. This research found that no correlations existed between relationship with supervisor, information sharing and participation in decision-making and work engagement. There seems to be a significant relationship between autonomy, relationship with colleagues and OSE. From the results OSE can only be seen as the mediator between autonomy and work engagement. From this one can assume that using SBA and DBA in a balanced approach can lead to higher work engagement. Recommendations were made for the organisation and future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

The current work environment demands a lot from employees. Organisations implement strategies to reduce cost and increase productivity, often ignoring the well-being and needs of employees. Factors such as virtual offices are becoming a reality as cell phones, laptops, tablets and other technology make availability a reality 24 hours a day. This leads to employees being confronted with work wherever and whenever it is required. These factors can lead to distress or eustress or both. Some employees experience symptoms of burnout due to all these demands placed on them, yet others experience eustress. Work well-being is crucial to ensure that employees are engaged and committed to their job and contribute to the success of the organisation they are employed with. In the model of work-related well-being of Nelson and Simmons (2003), which will be discussed in this research, burnout is regarded as distress, while work engagement is regarded as eustress. The objective of this study is to determine whether a relationship exists between the dimensions of work-related well-being within selected sectors in South Africa – whether it leads to either burnout or work engagement and whether it is similar in different sectors. Various models can be used to explain these effects but for the purposes of this study the following models were consulted, namely the Comprehensive Model of Burnout and Engagement (COBE), the Effort-Recovery (E-R) Model and the Job Demand / Resources (JD-R) model. The participants in this study are educators and administrative personnel from tertiary education institutions (n = 1324), secondary schools (n = 1177), employees from the insurance industry (n = 613), and correctional services (n = 892). The measurement vii instruments used are the Maslach Burnout Inventory, the Utrecht Work Engagement Scale and the Job Demands-Resources Scale and the Organisational Stress Screening Tool (ASSET). The results indicate that there is a relationship between the dimensions of work-related well-being in different sectors and that it has great predictive value in different sectors. / MA (Industrial Psychology), North-West University, Potchefstroom Campus, 2013

The 21'' century business environment can be described in terms of globalisation, intensified competitiveness on a global level, and ever-increasing customer expectations. In the changing nature of the world of work, with its increasing complexity, competition and accelerated pace, the issue of leadership development is critical. Executives are pressured to continuously improve their performance, skills and contribution to the organisation. In the mining industry, executives are experiencing ongoing skill shortage, increased job stress, increased job dissatisfaction and the need to redress social imbalances via affirmative action and accelerated career development. This highlights the need to find effective ways of developing executives. In South Africa more traditional forms of executive development, such as prescribed training programmes, courses and business schools are used. Training programmes, courses and business schools do not address specific individual needs but tend to be more generic in content. Over the course of the last 10 years, executive coaching, an oneon- one intervention with middle and senior managers for the purpose of improving or enhancing management skills has become widely adopted by the corporate community. Executive coaching is one of the fastest growing executive development processes in adult learning. Recent literature in the field of coaching purports the advantages of coaching such as increased performance, job satisfaction, team effectiveness, self awareness, decreased job stress, higher optimism and change management. The objectives of this study were to develop an executive coaching programme and to determine the effect of this programme on the general wellbeing, job characteristics, coping strategies, personality characteristics (both pervasive and situational), work-related wellness, as well as the performance of executives in the mining industry in South Africa. A longitudinal design was used. The participants (n = 29) consisted of General Managers, Mine Overseers and Production Managers from one area in a large mining company in South Africa. The Maslach Burnout Inventory - General Survey (MBI-GS), the Utrecht Work Engagement Scale (UWES), the Life Orientation Test - Revised (LOT-R), the Job Characteristics Survey - Mining (JCM), the Learned Optimism Scale (LOS), the ituational Sense of Coherence Scale (SSOC), the Perceived Wellness Scale (PWS) and a 360" Performance Evaluation Measurement (PEM) were used. The results showed that the xecutive Coaching Programme developed for this study increased the general wellbeing, job characteristics, performance and coping strategies of the executives in the mining industry. The study also found an increase in the situational personality characteristics (situational sense of coherence and learned optimism) after the completion of the coaching programme. Furthermore, the results showed an increase in the positive affective evaluation of work (engagement) (vigour and professional efficacy), as well as a decrease in the negative affective evaluation of work (burnout) (exhaustion and cynicism). In terms of coping strategies passive coping decreased, while problem-focused coping and emotion-focused coping increased. Interestingly, the findings showed an increase in pervasive personality characteristics and a decrease in absorption of executives after completion of the coaching programme. The qualitative results from the dairy study showed very positive reports in relation to the executives' experiences of the performance evaluation process and the executive coaching programme in relation to their development. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

The 21'' century business environment can be described in terms of globalisation, intensified competitiveness on a global level, and ever-increasing customer expectations. In the changing nature of the world of work, with its increasing complexity, competition and accelerated pace, the issue of leadership development is critical. Executives are pressured to continuously improve their performance, skills and contribution to the organisation. In the mining industry, executives are experiencing ongoing skill shortage, increased job stress, increased job dissatisfaction and the need to redress social imbalances via affirmative action and accelerated career development. This highlights the need to find effective ways of developing executives. In South Africa more traditional forms of executive development, such as prescribed training programmes, courses and business schools are used. Training programmes, courses and business schools do not address specific individual needs but tend to be more generic in content. Over the course of the last 10 years, executive coaching, an oneon- one intervention with middle and senior managers for the purpose of improving or enhancing management skills has become widely adopted by the corporate community. Executive coaching is one of the fastest growing executive development processes in adult learning. Recent literature in the field of coaching purports the advantages of coaching such as increased performance, job satisfaction, team effectiveness, self awareness, decreased job stress, higher optimism and change management. The objectives of this study were to develop an executive coaching programme and to determine the effect of this programme on the general wellbeing, job characteristics, coping strategies, personality characteristics (both pervasive and situational), work-related wellness, as well as the performance of executives in the mining industry in South Africa. A longitudinal design was used. The participants (n = 29) consisted of General Managers, Mine Overseers and Production Managers from one area in a large mining company in South Africa. The Maslach Burnout Inventory - General Survey (MBI-GS), the Utrecht Work Engagement Scale (UWES), the Life Orientation Test - Revised (LOT-R), the Job Characteristics Survey - Mining (JCM), the Learned Optimism Scale (LOS), the ituational Sense of Coherence Scale (SSOC), the Perceived Wellness Scale (PWS) and a 360" Performance Evaluation Measurement (PEM) were used. The results showed that the xecutive Coaching Programme developed for this study increased the general wellbeing, job characteristics, performance and coping strategies of the executives in the mining industry. The study also found an increase in the situational personality characteristics (situational sense of coherence and learned optimism) after the completion of the coaching programme. Furthermore, the results showed an increase in the positive affective evaluation of work (engagement) (vigour and professional efficacy), as well as a decrease in the negative affective evaluation of work (burnout) (exhaustion and cynicism). In terms of coping strategies passive coping decreased, while problem-focused coping and emotion-focused coping increased. Interestingly, the findings showed an increase in pervasive personality characteristics and a decrease in absorption of executives after completion of the coaching programme. The qualitative results from the dairy study showed very positive reports in relation to the executives' experiences of the performance evaluation process and the executive coaching programme in relation to their development. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

本研究主要的目的以工作要求—資源模式(Job Demands-Resources model)為基礎，延伸JD-R模式之相關基本假定。雖然此模式之基本假定已獲許多實證研究支持，然而，卻仍無法有效解釋工作要求與工作投入之間的相關為何未能有穩定的關係。本研究欲衍伸以了解工作要求與工作資源是否具有不同的內涵，而這不同的內涵是否影響其與工作投入與倦怠的關係。 本研究依據理論分析將工作要求內涵分為挑戰型與阻礙型。而工作資源內涵則包括自由與發展及社會支持。以了解是否不同內涵的工作要求與工作資源，其對於工作投入和工作倦怠間的關係會有所差異，並探討其交互作用效果。 本研究採用結構式問卷調查，調查對象為台灣地區各類組織之279位全職工作者。研究結果發現:不論是挑戰型或是阻礙型要求皆會導致工作倦怠；而挑戰型要求對工作投入有正向影響。社會支持及自主與發展資源皆會引發工作投入；其中，社會支持對工作倦怠有負向影響。在交互作用效果方面，社會支持能有效調節阻礙型要求所引發的工作倦怠，而自主與發展資源在調節阻礙型要求所引發的工作倦怠亦達邊緣顯著。 依據研究結果，本研究建議，企業應給予員工充分的工作資源，不但可以增加員工工作投入的程度，更能減緩其工作倦怠。並且適當的給予挑戰型的要求，降低阻礙型的工作要求，以提升員工心理與生理健康，並提升組織的整體表現。 / Most researchers applied Job Demands-Resources model (JD-R model) to study the job stress. The JD-R model proposes job demands and job resources influenced. Although the part researches showed job demand could predict the burnout, but the results about relationship between job demands and engagement is inconsistent. Therefore, the aim of this study want to resolve this inconsistent result. This study recruited 279 Taiwanese employees. The study’s results showed: First, job demands and burnout were positively associated. Second, relationships among resources and engagement were consistently positive, while relationships among demands and engagement were highly dependent on the different characteristics of the job demand. When employees appraise the job demand as challenges, this job demand were positively associated with engagement. Third, the interaction between social support and hindrance demands significantly predicted the burnout.

The aim of the study was to investigate whether statistically and practically significant positive relationships exist between intrinsic motivation, social support and work engagement of shift workers in a South African Chemical Company. The expected outcome was to find statistically and practically significant positive correlations between these variables for these workers. A cross sectional survey was conducted among a sample of 207 shift workers from a South African Chemical Company. Data was collected by means of existing standardised and validated questionnaires, to measure intrinsic motivation (six-item measure) validated by Kuvaas and Dysvik, 2009, perceived social support (Work Experiences Scale, May, Gilson, & Harter, 2004), and work engagement (Utrecht Work Engagement Scale, Henn & Barkhuizen, 2009; Shimazu & Schaufeli, 2009). The statistical analysis included descriptive statistics, and Pearson product-moment correlation coefficients. The results showed that there were statistically and practically significant positive relationships between these variables for this sample group / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Individers upplevelse av den psykosociala arbetsmiljön har visat sig hänga samman med trivsel, hälsa och välbefinnande. I ett långsiktigt perspektiv kan en god psykosocial arbetsmiljö främja kvalitet och produktivitet i organisationer, medan en sämre arbetsmiljö kan resultera i det motsatta. Arbetsgivare, som i Sverige har ett yttersta arbetsmiljöansvar, strävar efter att arbeta förebyggande och systematiskt med fokus på psykosociala arbetsmiljöinsatser. Samtidigt utgör individerna en del av den psykosociala arbetsmiljön och i samband med att de utför sitt arbete bidrar de även till formandet av arbetsmiljön. Med detta som utgångspunkt syftar avhandlingen till att studera psykosociala och personliga faktorer i form av krav och resurser, hälsa och välbefinnande samt ett organisatoriskt förebyggande program för anställda i välfärdssektorn. Detta har gjorts genom att undersöka hur olika krav och resurser i arbetet samt personliga resurser relaterar till olika hälsorelaterade utfall. Vidare har två varianter av ett nyutvecklat interventionsprogram med fokus på psykosociala faktorer och personliga resurser undersökts och utvärderats. En variant av programmet var riktad till både chefer och medarbetare, medan den andra varianten riktades enbart till chefer. Interventionsprogrammen undersöktes utifrån genomförbarhet och utifrån effektutvärdering. Resultaten visar att resurser i arbetet verkar ha mer hälsofrämjande potential än personliga resurser. Vidare visar resultaten att det program som inkluderade medarbetare och chefer accepterades av deltagarna och gick att genomföra praktiskt. Resultaten visar också att effekterna av båda programmen var oklara. Sammantaget visar avhandlingen på vikten av att såväl reducera krav i arbetet som att främja olika resurser, men även på de utmaningar som finns i att utforma, genomföra och utvärdera förebyggande organisatoriska interventioner. / Individuals’ experiences of the psychosocial work environment have been linked to their satisfaction, health, and well-being. In the long run, a favorable psychosocial work environment seems related to organizational quality and productivity, while a poorer psychosocial work environment may relate to the opposite. Employers, who in Sweden have the ultimate responsibility for the work environment, aim for systematic preventive efforts focusing particularly on factors of the psychosocial work environment. Additionally, individuals also form part of the psychosocial work environment, and may, through their own daily work practices contribute to creating the work environment. Based on this, the aim of this thesis is to study how psychosocial factors, in terms of demands and resources, and personal resources at work relate to health and well-being but also to investigate the effects of an organizational preventive intervention program. Specifically, job demands, job resources, and personal resources and their relations with health-related outcomes among employees of the Swedish welfare sector were investigated. Also, two versions of a newly developed intervention program focusing on psychosocial factors and personal resources were examined. This included a feasibility study of one program version offered to both employees and managers and an effect evaluation of another version offered to managers only. The results show that job resources seem to have a stronger health-promoting potential than personal resources. Moreover, the results show that while the program offered to both employees and managers was accepted by participants and found possible to implement practically, its effect were small. Similarly, effects of the program including managers only were also small. Overall, the thesis shows the importance of reducing job demands along with promoting different resources, but emphasizes the challenges in developing, implementing, and evaluating preventive organizational interventions. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 3: Manuscript.</p>