For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to improve the quality of their employees’ working lives. A suggested point to start with is within the supervisor’s behaviour and their relationships with employees, due to its effect on employee engagement and intentions to leave. Consequently, when employees experience a deprived relationship with their supervisors, it will contribute to lower employee engagement levels and higher intentions to leave. To possibly decrease the negative impact of supervisor behaviour, it is important that supervisors pay attention and create an environment in which satisfaction of the psychological needs of their subordinates can be maintained. The objectives of this study were to investigate the relations between supervisor behaviour (that supports psychological need satisfaction), psychological need satisfaction, employee engagement and intentions to leave. A convenience sample (N = 139) of employees working under the guidance of a leader/supervisor was taken from manufacturing companies across South Africa. Participation in the study was voluntary. A measuring battery measuring supervisor behaviour (i.e. perceptions of supervisor support, trust and competence-focused behaviour), work-related basic need satisfaction (i.e. the satisfaction of psychological needs such as autonomy, competence and relatedness) work engagement (i.e. cognitive, emotional and physical engagement) and intention to leave was used. Descriptive statistics, exploratory factor analyses, alpha coefficients, Pearson product-moment correlations, and multiple regression analyses were used to analyse the data. The results indicated that the measuring instruments used in this study were valid and reliable for further analyses. The results showed that supervisor support comprised one factor and not three factors as expected. Furthermore, the results showed that supervisor support for autonomy, competence and relatedness had a large effect on autonomy satisfaction and a medium effect on relatedness satisfaction. Supervisor relations did not impact competence satisfaction. The effect of supervisor support on autonomy satisfaction was larger than on relatedness satisfaction. Results from this study showed that supervisor support, autonomy satisfaction and competence satisfaction affected work engagement. Employees will tend to be engaged when supervisors demonstrate supportive behaviour and when they are able to regulate themselves because they feel a sense of competence and autonomy. The results also showed that supervisor support for psychological need satisfaction, autonomy satisfaction and relatedness satisfaction predicted employees’ intentions to leave organisations. Lastly, the results showed that supervisor support for psychological need satisfaction impacted employee engagement indirectly and positively via autonomy satisfaction, and indirectly and negatively impacted intention to leave via autonomy dissatisfaction. Recommendations were made for manufacturing organisations as well as for future research. Manufacturing organisations and employees should comprehend the impact of supervisor behaviour and psychological need satisfaction on outcomes such as employee engagement and intentions to leave, as both parties are similarly affected by its consequences. Interventions should be implemented to address the satisfaction of employees’ basic psychological needs. Additionally, manufacturing organisations should understand the importance of supervisor behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research were made. / MA (Positive Psychology)--North-West University, Vaal Triangle Campus, 2015.

For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to improve the quality of their employees’ working lives. A suggested point to start with is within the supervisor’s behaviour and their relationships with employees, due to its effect on employee engagement and intentions to leave. Consequently, when employees experience a deprived relationship with their supervisors, it will contribute to lower employee engagement levels and higher intentions to leave. To possibly decrease the negative impact of supervisor behaviour, it is important that supervisors pay attention and create an environment in which satisfaction of the psychological needs of their subordinates can be maintained. The objectives of this study were to investigate the relations between supervisor behaviour (that supports psychological need satisfaction), psychological need satisfaction, employee engagement and intentions to leave. A convenience sample (N = 139) of employees working under the guidance of a leader/supervisor was taken from manufacturing companies across South Africa. Participation in the study was voluntary. A measuring battery measuring supervisor behaviour (i.e. perceptions of supervisor support, trust and competence-focused behaviour), work-related basic need satisfaction (i.e. the satisfaction of psychological needs such as autonomy, competence and relatedness) work engagement (i.e. cognitive, emotional and physical engagement) and intention to leave was used. Descriptive statistics, exploratory factor analyses, alpha coefficients, Pearson product-moment correlations, and multiple regression analyses were used to analyse the data. The results indicated that the measuring instruments used in this study were valid and reliable for further analyses. The results showed that supervisor support comprised one factor and not three factors as expected. Furthermore, the results showed that supervisor support for autonomy, competence and relatedness had a large effect on autonomy satisfaction and a medium effect on relatedness satisfaction. Supervisor relations did not impact competence satisfaction. The effect of supervisor support on autonomy satisfaction was larger than on relatedness satisfaction. Results from this study showed that supervisor support, autonomy satisfaction and competence satisfaction affected work engagement. Employees will tend to be engaged when supervisors demonstrate supportive behaviour and when they are able to regulate themselves because they feel a sense of competence and autonomy. The results also showed that supervisor support for psychological need satisfaction, autonomy satisfaction and relatedness satisfaction predicted employees’ intentions to leave organisations. Lastly, the results showed that supervisor support for psychological need satisfaction impacted employee engagement indirectly and positively via autonomy satisfaction, and indirectly and negatively impacted intention to leave via autonomy dissatisfaction. Recommendations were made for manufacturing organisations as well as for future research. Manufacturing organisations and employees should comprehend the impact of supervisor behaviour and psychological need satisfaction on outcomes such as employee engagement and intentions to leave, as both parties are similarly affected by its consequences. Interventions should be implemented to address the satisfaction of employees’ basic psychological needs. Additionally, manufacturing organisations should understand the importance of supervisor behaviour and the impact it can have on their business unit and the organisation as a whole. Recommendations for future research were made. / MA (Positive Psychology)--North-West University, Vaal Triangle Campus, 2015.

No description available.

Autonomy-supportive parenting yields manifold benefits. To gain more insight into the family-level dynamics involved in autonomy-supportive parenting, the present study addressed three issues. First, on the basis of self-determination theory, we examined whether mothers’ satisfaction of the psychological needs for autonomy, competence, and relatedness related to autonomy-supportive parenting. Second, we investigated maternal autonomy support as an intervening variable in the mother–child similarity in psychological need satisfaction. Third, we examined associations between autonomy-supportive parenting and autonomy-supportive sibling interactions. Participants were 154 mothers (M age = 39.45, SD = 3.96) and their two elementary school-age children (M age = 8.54, SD = 0.89 and M age = 10.38, SD = 0.87). Although mothers’ psychological need satisfaction related only to maternal autonomy support in the younger siblings, autonomy-supportive parenting related to psychological need satisfaction in both siblings and to an autonomy-supportive interaction style between siblings. We discuss the importance of maternal autonomy support for family-level dynamics. / Peer review

Physical Education (PE) is one of the most important contexts in which to investigate motivational processes due to its exclusivity in including young people of a range of ages and abilities and due to PE being a compulsory activity. PE is not only a platform for students to increase their daily physical activity, but can also provide students with the skills and confidence to pursue physical activity into adulthood. However, there is an increasing amount of concern over the levels of physical activity of young people today, with statistics showing a decline in physical activity among adolescence. Understanding student s motivational processes during PE may help researchers and physical educators intervene to provide support to those students who are not motivated to participate in PE lessons. Grounded in self-determination theory, this thesis aims to examine student s amotivation in PE. Although there is growing evidence investigating amotivation, there is a dearth of knowledge concerning amotivation in the PE context and as a multidimensional construct. This thesis therefore aims to address this lack of knowledge by exploring a measure of amotivation that can be used in PE and relationships between the four amotivation dimensions (deficient ability beliefs, deficient effort beliefs, insufficient task values and unappealing task characteristics), physical self-concept and attainment (Study 1). Following Study 1, an examination of student s perceptions of teacher s need support as a predictor of change in the amotivation dimensions over time is carried out in Study 2, followed by further investigations to determine additional socio-contextual variables that may be potential predictors of amotivated behaviours (Studies 3a, 3b, 4). The results of these five studies contained within the thesis provide an interesting insight into student s amotivation in PE. Evidence for perceptions of teacher s psychological need support, physical self-concept and peer motivational climate being influential in determining changes in the amotivation sub-types is presented. The findings highlight the need to investigate these relationships further so a more comprehensive understanding of amotivation is achieved. Future research should continue to employ longitudinal designs to identify additional predictors of amotivation and to ensure research into amotivation is substantial in order to design effective interventions to support physical educators in reducing amotivated behaviours.

Previous research has indicated that exercising with other people improves interest and engagement in physical activity (e.g., Christensen, Schmidt, Budtz-Jorgensen, & Avlund, 2006; Estabrooks & Carron, 1999). However, the degree of socializing with other people engaged in by exercisers has not been manipulated in previous studies. In the present study, the amount of socializing during exercise was manipulated in order to evaluate the effect of social connection on motivation to exercise. Two perspectives on the role of socializing in exercising were considered and discussed – Social Facilitation (Zajonc, 1965) and Self-Determination Theory (SDT; Deci & Ryan, 2000). In order to test the importance of social contact during exercise, previously inactive women between the ages of 18-30 were randomly assigned to exercise for 12 sessions in one of three conditions. In the “social partner condition”, two participants exercised together and also discussed personal topics. In the “non-social partner condition”, two participants exercised together, but did not discuss personal topics. Lastly, in the “exercise alone condition”, participants exercised alone. In general, it was hypothesized that the social partner condition would lead to the greatest improvements in satisfaction of the psychological need for relatedness, subjective vitality, motivation to exercise, amount of physical activity, fitness level, affect, interest, and effort in exercise. Non-social partners were expected to experience some benefits from exercising with a partner, but not to the same extent as those in the social partner condition. Participants who exercised alone were expected to experience the fewest improvements. The partner relationships were also examined more closely, with the expectation that pairings that were more interpersonally complementary (that is, more similar on affiliation, and reciprocal on dominance) would positively affect outcomes. Further, partners were expected to become more similar in their exercise behaviour and motivation due to their repeated interactions over the course of the study. A one-month follow-up session assessed whether motivation and exercise behaviour observed at the end of the study changed or were sustained over time. The hypotheses were partially supported. Overall, exercise contributed to improved vitality, fitness, and affect, with few differences amongst the conditions. Participants in both partner conditions reported greater relatedness, or social connection, after a month of exercising together, than the exercise alone condition participants. Some interesting motivational patterns emerged at the end of the study and at a one-month follow-up, with some indication that the social partner condition most greatly benefited motivation. Interpersonal complementarity positively impacted competence, relatedness, and fitness, but surprisingly had a negative impact on vitality. Partners did not become more similar to one another over the course of the study, suggesting a lack of mutual influence. The findings are discussed within the context of Self-Determination Theory and Social Facilitation. These findings contribute to a growing body of literature that indicates that the social aspects of physical activity are essential for physical and mental wellbeing. Further research is required to evaluate how social factors can be utilized to promote greater enjoyment of and adherence to physical activity.

Previous research has indicated that exercising with other people improves interest and engagement in physical activity (e.g., Christensen, Schmidt, Budtz-Jorgensen, & Avlund, 2006; Estabrooks & Carron, 1999). However, the degree of socializing with other people engaged in by exercisers has not been manipulated in previous studies. In the present study, the amount of socializing during exercise was manipulated in order to evaluate the effect of social connection on motivation to exercise. Two perspectives on the role of socializing in exercising were considered and discussed – Social Facilitation (Zajonc, 1965) and Self-Determination Theory (SDT; Deci & Ryan, 2000). In order to test the importance of social contact during exercise, previously inactive women between the ages of 18-30 were randomly assigned to exercise for 12 sessions in one of three conditions. In the “social partner condition”, two participants exercised together and also discussed personal topics. In the “non-social partner condition”, two participants exercised together, but did not discuss personal topics. Lastly, in the “exercise alone condition”, participants exercised alone. In general, it was hypothesized that the social partner condition would lead to the greatest improvements in satisfaction of the psychological need for relatedness, subjective vitality, motivation to exercise, amount of physical activity, fitness level, affect, interest, and effort in exercise. Non-social partners were expected to experience some benefits from exercising with a partner, but not to the same extent as those in the social partner condition. Participants who exercised alone were expected to experience the fewest improvements. The partner relationships were also examined more closely, with the expectation that pairings that were more interpersonally complementary (that is, more similar on affiliation, and reciprocal on dominance) would positively affect outcomes. Further, partners were expected to become more similar in their exercise behaviour and motivation due to their repeated interactions over the course of the study. A one-month follow-up session assessed whether motivation and exercise behaviour observed at the end of the study changed or were sustained over time. The hypotheses were partially supported. Overall, exercise contributed to improved vitality, fitness, and affect, with few differences amongst the conditions. Participants in both partner conditions reported greater relatedness, or social connection, after a month of exercising together, than the exercise alone condition participants. Some interesting motivational patterns emerged at the end of the study and at a one-month follow-up, with some indication that the social partner condition most greatly benefited motivation. Interpersonal complementarity positively impacted competence, relatedness, and fitness, but surprisingly had a negative impact on vitality. Partners did not become more similar to one another over the course of the study, suggesting a lack of mutual influence. The findings are discussed within the context of Self-Determination Theory and Social Facilitation. These findings contribute to a growing body of literature that indicates that the social aspects of physical activity are essential for physical and mental wellbeing. Further research is required to evaluate how social factors can be utilized to promote greater enjoyment of and adherence to physical activity.

No description available.

No description available.

Schools worldwide are experiencing challenges in terms of ensuring quality education and good retention of its teaching staff. The highly stressful nature of the teaching profession as well as the high demands placed on teachers with the constant changes in curriculum, not enough resources and insufficient support from supervisors, cause secondary school teachers to show high turnover intention rates and high attrition rates which are extremely costly and detrimental to the success of the school. The well-being of the teacher is mostly overlooked within a highly stressful environment where the focus is on results. Demands on schools and teachers are becoming increasingly complex. Teacher issues are discussed on policy agendas as a result of concerns raised by teachers themselves about the future of their profession and whether they are sufficiently rewarded and supported in their work. The morale and motivation of teachers are important for future teacher retention. Teachers are now expected to have much broader roles, taking into account the development of the learner, the handling of teaching processes in the classroom, the focus of the entire school as a “community-in-action” and the relations with the larger community and the world of teaching in general. Thus expectations are higher and demands are more – but the well-being of the teacher does not seem to be a priority within the larger school environment and global teaching picture. Efforts to improve the psychological well-being and optimal functioning of secondary school teachers will affect individual and organizational outcomes. A teacher who functions well is more likely to stay in the profession and will be more motivated than one who is not engaged and demotivated. Investments in the well-being of teachers will lay the basis for positive school outcomes such better retention, better performance and job satisfaction. The aim of this study was to investigate the psychological well-being of a sample of secondary school teachers in North West Province and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the well-being of secondary school teachers and its outcomes. A stratified sample (N = 513) was taken of secondary school teachers in North West Province in South Africa. The measuring instruments used were the Supervisor Behaviour Scale, Work-Related Basic Need Satisfaction Scale, Balanced Measure of Psychological Needs, Work Engagement Scale, Turnover Intention Scale, Work-Life Questionnaire, Revised Job Diagnostic Survey, Co-Worker Relations Scale, Work and Meaning Inventory, Personal Resources Scale, Self-Rated Performance Scale, and Positive Practices Questionnaire. The results of study 1 showed that supervisor support (for autonomy, competence, and relatedness) was positively related to employees’ psychological need satisfaction and engagement and negatively related to intention to leave. Supervisor support affected engagement positively and intention to leave negatively via employees’ autonomy satisfaction. The findings suggest that supervisor support and psychological need satisfaction play a significant role in the engagement and retention of employees. The results of study 2 showed that a calling orientation, job design, and co-worker relations explained a large percentage of the variance in experiences of meaningful work. A low calling orientation and poor co-worker relations predicted a moderate percentage of the variance in burnout. A calling orientation, a well-designed job, good co-worker relations, and meaningful work predicted work engagement. Job design was moderately associated with self-ratings of performance. The absence of a calling orientation predicted teachers’ intentions to leave the organisation. The results of study 3 showed that teachers with the highest levels of psychological functioning derived the most meaning from their work. These teachers are renewed by the work they are doing. Positive organizational practices predicted positive outcomes such as meaning, engagement and self-determined behaviour. Psychologically-well and healthy teachers are more likely to focus on the meaningfulness of the work they are doing. It seems that the most important positive practices in the pathway to better psychological well-being at work are those of meaningful work and inspiration.