Universities worldwide are developing a disturbing imbalance with their environments. In recent years, academic working conditions in South African universities have changed dramatically as a result of the country's post-apartheid policies and the accelerating globalisation of knowledge. Academic staff are continually confronted with an overload of job demands without corresponding increases in job resources. These prolonged job stressors that academic staff are subjected to over lengthy periods of time coupled with inadequate job resources can lead to the development of a pathogenically defined construct, namely burnout. The objective of this research was to investigate the relationships between burnout, strain, job characteristics and dispositional optimism in universities in the North-West Province. A cross-sectional design was used. The study population (N = 279) consisted of academic staff of universities in the North-West Province. The Maslach Burnout Inventory - General Survey (MBI-GS), The Life Orientation Test - Revised (LOT-R), Job Characteristics Scale (JCS) and General Health Questionnaire (GHQI9) were used as measuring instruments. Descriptive statistics (e.g. means, standard deviations and kurtosis) were used to analyse the data. Exploratory factor analysis and structural equation modelling were used to confirm the structure of the measuring instruments and to test theoretical models. The results showed that the stressors of overload was associated with high levels of exhaustion and low professional efficacy. Job resources (i.e. social support, task characteristics) were related to low levels of exhaustion and cynicism and higher levels of professional efficacy. Exhaustion and low professional efficacy were significantly related to physical and psychological health problems. Exhaustion and cynicism were negatively related to optimism, whereas professional efficacy were positively related to the latter. Optimism moderated the effects of a lack of resources on exhaustion and the effects of job resources on professional efficacy. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

With the introduction of positive psychology the aim with organisational psychology shifted to finding the 'happy/productive' worker and focusing more on work wellness. Working as an engineer has generally been considered challenging, but tough demands on today's engineers can cause exhaustion, which is due to a combination of personal stressors, job and organisational stressors. However, recently the world of work has started to change drastically - which also holds true for the engineering profession. One of the focus areas of redress is the work-related well-being of engineers, and specifically burnout, stress and work engagement. This research focused on the total spectrum of wellness - from unwell-being (e.g. burnout and stress) to well-being (e.g. work engagement). The moderating effects of organisational commitment and dispositional optimism were investigated in order to establish a causal model for burnout and engagement. The objectives of this research were to standardise the MBI and the UWES for engineers, to determine the occupational stressors of engineers and to develop and test a causal models of work-related well-being of engineers. The research findings are set out as four separate articles, each consisting of a brief literature overview and an empirical study. A cross-sectional research design with a survey as technique of data collection was used to achieve the objectives of this research. The study population consisted of 369 engineers. A biographical questionnaire, the Maslach Burnout Inventory - General Survey WI-GS), the Utrecht Work Engagement Scale (UWES), the Job Characteristics Scale (JCS), the Organisational Stress Screening Tool (ASSET), the Health subscales of the ASSET, the Organisational Commitment subscale of the ASSET, and the Life Orientation Test-Revised (LOT-R) were used. Descriptive statistics, correlations, analysis of variance, factor analyses, multiple regression analysis and structural equation modelling were used to analyse the data. A three-factor model of burnout, comprising exhaustion, cynicism and professional efficacy was confirmed. The internal consistencies of the scales were acceptable. The results obtained from comparing burnout levels of various demographic groups showed that practically significant differences existed between burnout of engineers with different levels of job satisfaction, age, years of experience and self-rated performance. Compared to normative data, participants reported lower levels of physical ill-health and psychological outcomes of stress. The most important stressors identified were work-life balance, work demands and work overload. The results do not support previous findings that commitment has a protective effect against the negative consequences of workplace stress. The buffer hypothesis of organisational commitment is not supported by the data. Structural equation modelling confirmed a model of work engagement, consisting of Vigour, Dedication and Absorption. These three factors had acceptable internal consistencies. The results showed that the self-rated performance and job satisfaction of engineers varied depending on their levels of work engagement. No demographic differences regarding engagement levels could be found between the different age groups, engineering environments, job levels and years of experience. A good fit was found for a model in which exhaustion mediated the relationship between job demands and ill-health, and work engagement (vigour and dedication) mediated the relationship between job resources and organisational commitment. The results suggested that the effect of a lack of job resources on exhaustion and the effect of job resources on work engagement depends on the level of dispositional optimism. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

<p><font size="3"> <p>The costs of occupational health and well-being are increasingly being considered as sound &lsquo / investments&rsquo / as healthy and engaged employees yield direct economic benefits to the company. The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee&rsquo / s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs, optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.</p> </font></p>

Tyrimo tikslas – nustatyti vyresnių klasių mokinių suvokiamo tėvų auklėjimo stiliaus, optimizmo ir prisitaikymo mokykloje sunkumų ryšius. Tyrime dalyvavo 157, dviejų Kauno vidurinių mokyklų, dešimtos-dvyliktos klasės mokiniai. 60 vaikinų ir 97 merginos, 15-19 metų amžiaus. Tyrime naudotos metodikos – Auklėjimo stiliaus klausimynas; Scheier, Carver ir Bridges "Pataisytas gyvenimo orientacijos testas" skirtas įvertinti optimizmo lygiui; ir prisitaikymo mokykloje sunkumų subskalė iš "Paauglio psichologinio funkcionavimo sunkumų klausimyno". Tyrimo rezultatai parodė, jog mokiniai, kurie savo tėvo auklėjimo stilių suvokia kaip autoritetingą, pasižymi didesniu optimizmu nei mokiniai, kurie savo tėvo auklėjimo stilių suvokia kaip autoritarišką ar neįsitraukiantį. Tačiau nerasta statistiškai reikšmingų skirtumų tarp mokinių optimizmo lygio ir mamos auklėjimo stilių. Mokiniai, kurie savo tėvų auklėjimo stilių suvokia kaip autoritetingą, turi mažiau prisitaikymo mokykloje sunkumų nei mokiniai, kurių tėvai taiko kitus auklėjimo stilius. Labiau optimistiški mokiniai turi mažiau prisitaikymo mokykloje sunkumų, jie geriau susidoroja su mokymosi krūviu, turi geresnius akademinius pasiekimus, tėvai ir mokytojai yra labiau patenkinti jų mokymusi, ir tokių mokinių elgesys labiau atitinka mokyklos reikalavimus. Nustatytas tėvų auklėjimo stiliaus ir mokinio prisitaikymo mokykloje sunkumų netiesioginis ryšys, kuris rodo, jog tėvų auklėjimo stilius turi įtakos mokinio optimizmui, o mokinio... [toliau žr. visą tekstą] / The aim of this study is to analyse the high school students’ perceived parenting style and optimism links with school adjustment difficulties. 157 participants of two Kaunas’s High schools participated in this research. Participants were students of 10th – 12th classes. The whole part was composed of 60 boys and 97 girls from 15-19 age scale. Perceived parenting style was assessed with “Parenting style inventory”; “Life orientation Test Revised” by Scheier, Carver and Bridged was practised to evaluate optimism level; and “adjustment at school difficulties” subscale from “Adolescent Psychological Functioning Difficulties Questionnaire” was examined as well. The analysis showed that high school students who perceive their father’s parenting style as authoritative are more optimistic in their lives than the students who perceive their father’s parenting style as authoritarian or neglectful. There are no statistically significant differences found between high school students’ optimism level and mother‘s parenting style. Students who perceive their parents’ parenting style as authoritative have less adjustment difficulties at school than students whose parents apply other parenting styles. Students who are more optimistic have less school adjustment difficulties, they manage to cope with the tasks more effectively, reach better academic goals, while parents and teachers are more satisfied with their studying results. More optimistic students’ behaviour is also more applied to... [to full text]

Darbo tikslas: nustatyti sąsajas tarp darbo motyvacijos, vidinių ir išorinių gyvenimo tikslų bei optimizmo, palyginant jas su įvairias pareigas užimančiais darbuotojų socialiniais – demografiniais rodikliais. Tyrime dalyvavo 126 darbuotojai įvairaus amžiaus, lyties, išsilavinimo, darbo stažo, pareigų, darbo pobūdžio iš Kauno ir Kauno rajonų. Tyrime dalyvavo moterų 81 (64,3 proc.) ir vyrų 45 (35,7 proc.) Tyrimo metu naudotos metodikos – Darbo motyvacijos klausimynas, T. Kasser gyvenimo tikslų klausimynas, išskiriant skales: vidiniai gyvenimo tikslai ir išoriniai gyvenimo tikslai bei optimizmo klausimynas. Tyrimų rezultatai atskleidė, kad vyrai darbe motyvuoti labiau nei moterys, tačiau moterys su aukštesniu darbo motyvacijos lygiu yra labiau optimistiškos nei darbuotojos su žemesniu darbo motyvacijos lygiu. Kuo aukštesnes pareigas užima darbuotojas, tuo didesne motyvacija jis pasižymi darbe. Žemesnes pareigas užimantys darbuotojai su aukštesniu darbo motyvacijos lygiu pasižymi didesniu optimizmu, nei darbuotojai su žemesniu darbo motyvacijos lygiu. Darbe labiau motyvuoti tie darbuotojai, kurių amžius nuo 26 iki 50 metų. Aukštesnę darbuotojų darbo motyvaciją labiausiai nulemia vadovaujantis darbas bei aukštesnės kvalifikacijos reikalaujančios pareigos. / The aim of the project: to identify links between work motivation, internal and external life-time goals and optimism, and to compare them with the social – demographical indicators of different responsibilities employees. In the research participated 126 employees of different age, gender, education, work experience, occupying various positions, and different types of occupation from Kaunas city and Kaunas district. Participants: women – 81 (64,3 %), men – 45 (35,7 %). Methodologies used in the research – work motivation questionnaire, T.Kasser aspiration index, chosen points: internal life-time goals and external life-time goals; and life orientation test revised (LOT-R). The research results shows that at work men are more motivated than women, however women with higher level of motivation are more optimistic then women with the lower level of motivation. The higher responsibilities an employee has the higher his motivation is. Employees with higher level of motivation are much more optimists then those with less motivation. Employees of age range 25 – 50 are more motivated at work. Mostly employees working motivation is determined by leader positions and work demanding higher qualification. Also motivation is determined, but not that strongly, by male gender, major age, higher education and bigger work experience.

Tyrimo rezultatai parodė, kad vyrai ir moterys skirtingai vertina pasitenkinimą darbu: vyrai darbu patenkinti labiau nei moterys. Tačiau tiek vyrai, tiek moterys panašiai vertina pasitenkinimą gyvenimu. Vyrų pasitenkinimą gyvenimu, skirtingai nei moterų pasitenkinimą gyvenimu, prognozuoja darbo savybės, o moterų pasitenkinimą gyvenimu, skirtingai nei vyrų pasitenkinimą gyvenimu, prognozuoja su darbu nesusijusių sričių vertinimas. Asmeniniai bruožai yra susiję tiek su vyrų, tiek su moterų pasitenkinimu gyvenimu, tačiau nėra nustatyta asmeninių bruožų bei vyrų ir moterų pasitenkinimo darbu sąryšio. Kalbant apie pasitenkinimo darbu ir pasitenkinimo gyvenimu sąsajas, jos surastos moterų grupėje, o vyrų grupėje galima stebėti tik statistinę tendenciją, jog vyrų pasitenkinimas darbu turi sąryšį su pasitenkinimu gyvenimu. Vyrų pasitenkinimą darbu prognozuoja tiktai darbo savybės, moterų pasitenkinimą darbu – darbo savybės, asmeniniai bruožai bei aplinkos, nesusijusios su darbu, veiksniai. Pasitenkinimą gyvenimu vyrams prognozuoja asmeniniai bruožai bei darbo užmokestis, moterims – su darbu nesusijusios sritys, asmeniniai bruožai bei darbo užmokestis. / The results of the study showed that the job satisfaction of men and women is different: men‘s job satisfaction is higher than women‘s. However, life satisfaction of both men and women is similar. Men‘s life satisfaction, unlike women‘s life satisfaction, is determined by the characteristics of their job and women‘s life satisfaction, unlike men‘s life satisfaction, is determined by areas unrelated to their job. Personal traits are related to both men and women‘s life satisfaction, but no connection was found between personal traits and job satisfaction of either men or women. A link between job satisfaction and life satisfaction was found in the women‘s group, while in men we can only observe a statistic tendency that men‘s job satisfaction is linked with life satisfaction. Men‘s job satisfaction is determined only by the characteristics of their job, but women‘s job satisfaction is determined by job characteristics, personal traits and factors of an environment unrelated to their job. Men‘s life satisfaction is determined by personal traits and their income and women‘s life satisfaction is determined by areas unrelated to their job, personal traits and income.

<p><font size="3"> <p>The costs of occupational health and well-being are increasingly being considered as sound &lsquo / investments&rsquo / as healthy and engaged employees yield direct economic benefits to the company. The concept of Work engagement plays a vital role in this endeavour because engagement entails positive definitions of employee health and promotes the optimal functioning of employees within an organisational setting. The objective of this study was to examine the relationship between work engagement, self-efficacy and optimism amongst call centre employees in a retail organisation in the Western Cape. Over the last several years, most call centre research has predominately been focused on the aspects and causes of stress, burnout, and the deterrents of employee&rsquo / s well-being. In response to the prevailing preoccupation with negative aspects, the research focused on more positive aspects of human functioning and experiences. The sample comprised of ninety three call centre employees who are employed in the customer service department in a major retail organisation in the Western Cape. Convenience sampling was utilised. The measuring instruments included the Utrecht Work Engagement Scale, The Life Orientation Test-Revised and The General Self-Efficacy Scale. Statistically significant relationships were found between work engagement, self-efficacy and optimism. It was found that call centre agents displayed average levels of work engagement and optimism however they displayed high levels of self-efficacy. It was furthermore found that a moderate percentage of the variance in work engagement can be explained by self-efficacy and optimism. The implication of the results is that interventions that focus on the personal resources (viz. efficacy beliefs, optimism, hope and resiliency) and job resources (viz. physical, social or organizational aspects of the job) will contribute to increasing levels of work engagement.</p> </font></p>

This project examined dispositional optimism and its influence on the three subscales of marital adjustment (consensus, satisfaction, and cohesion) by gender. Data for this study came from Wave 2 and 3 of the National Survey of Families and Households. The Actor Partner Interdependence Model (APIM) was used to examine both actor and partner effects of dispositional optimism on the marital adjustment subscales using the program AMOS. Results indicate that wives’ optimism seem to influence their own later marital satisfaction as well as their husbands’ later marital satisfaction. However, husbands’ optimism appeared to influence neither their own nor their wives’ later satisfaction. These results imply that wives’ optimism matters for marital satisfaction, whereas husbands’ does not.

This study concerns the use of character education practices in schools and how these practices can be integrated into the art education curriculum to benefit students from urban high-poverty backgrounds. I conducted a document analysis of research in character education referring to methods of integrating character education skills into classroom practice. I identified character education programs that provide instruction in the areas of the emotional resources that Payne (2013) suggests that students from high-poverty backgrounds lack. Then, I made connections between how these identified character education skills align to the studio habits of mind (Hetland, 2013) that the visual arts have been suggested to develop in students to create guidelines for art educators to implement in their classrooms.

Access to abstract permanently restricted to Ball State community only. / Access to thesis permanently restricted to Ball State community only. / School of Physical Education, Sport, and Exercise Science