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The objective of this study was to investigate the affective experiences, attitudes to work, and job application behaviour of unemployed people. A survey design was used and samples (N = 381) were drawn from unemployed people in the North West Province. The Experiences of Unemployment Questionnaire was administered. Regarding affective experiences, being unemployed was described as very unpleasant and it was associated with boredom, loneliness, uncertainty about the future, concerns about financial matters, emptiness and conflict. When it came to the participants' attitudes to work, the results showed that almost 96 per cent of them regarded work as important, particularly because it provides meaning. Regarding job application behaviour, the results showed that most of the participants would like to find a job within the month, and they expected to do so. Almost 78 per cent of the participants were asking people for a job at least once a week or more often. Most of them asked friends and acquaintances for employment information, but unemployed people also reported that they looked out for advertisements. People with poor education had the most negative experiences of unemployment and saw work as more important than did those with better education. http://reference.sabinet.co.za/document/EJC124119

No Abstract Available South African Journal of Education Vol.25(2) 2005: 100-108

PhD (Industrial Psychology), North-West University, Vanderbijlpark Campus, 2019 South Africa has one of the highest unemployment rates in the world. Considering the serious consequences of being unemployed, there is an urgent need to intervene. The first objective of this PhD thesis is to provide an overview of existing employment interventions in two low-income communities in South Africa. Findings show that information regarding programmes for the unemployed was generally uncoordinated, unavailable, and difficult to access. Stakeholders functioned in isolation and were usually unaware of each other. An alarming finding was the lack of interventions driven from a psychosocial perspective, which leaves the unemployed without the necessary resources to cope with the challenges of unemployment. One job-search intervention, called the JOBS programme, specifically aimed at developing personal resources and skills that promote re-employment, has been successfully implemented throughout the world. As a means of fulfilling the absence of psychosocial programmes in South Africa, the second aim of this study was to adapt and implement a South African version of the JOBS programme, the Qhubekela Phambili career-enhancement programme. Based on previous international studies, a framework comprising implementation and evaluation best practices was developed to apply the programme effectively in South Africa. The most prominent suggestion made was the introduction of an entrepreneurial component to suit the South African context. The last objective of this study was to adapt, implement, and evaluate the JOBS programme in the South African context. The intervention was carried out among a sample of 131 unemployed individuals, using a switched replication design. Integrity and randomisation were preserved. Repeated Measures ANOVAs provided support for the effectiveness of the intervention programme in terms of significantly enhancing participants’ job-search self-efficacy and increasing their self-esteem, though not significantly. One-way analysis of covariance (ANCOVA) showed that the intervention programme had statistically significant effects on the job-search self-efficacy and self-esteem of the experimental group (compared to the control group) between the pre-test and the post-test. Lastly, participants’ levels of amotivation seemed to remain unchanged post-intervention. However, further analysis revealed that specifically, those scoring higher in amotivation benefitted considerably in terms of job-search self-efficacy, amotivation, and self-esteem. Recommendations for future research were made. Doctoral

MCom (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. Success in organisations is highly dependent upon people. To this end a significant amount of research has gone into how to motivate employees both with monetary and non-monetary incentives. In recent years organisations have realised that employees do not live in isolation and that aspects beyond their workplace can affect the motivation and performance. In light of this, a more positive approach is becoming popular which goes beyond work-related factors in an attempt to enhance employee well-being. The question is being asked, if satisfied workers are more productive, how can satisfaction be increased? Specifically, what effect does money have on satisfaction and how can this be leveraged? The general objective of this study was to examine the complex relationships that exist between gross wage, wage satisfaction, job satisfaction and life satisfaction. A cross sectional survey design was used. Access was gained to the South African data of the international Wage Indicator (WI) dataset. After data cleaning, a final sample of (n = 763) remained. Frequency tables were used to provide a summary of the data. Thereafter, cross tabulation was used to test the assumptions for hierarchical log linear analysis. As the assumptions were met, hierarchical log linear analysis was carried out to determine what relationships exist between gross wage, wage satisfaction, job satisfaction and life satisfaction. The results indicated that there is no direct link between gross wages and life satisfaction or between gross wages and job satisfaction. A direct relationship was found between gross wage and wage satisfaction (z = 6.00; Sig. = 0.70). Analysis revealed that relationships exist between job satisfaction and life satisfaction (z = 7.49; Sig. = 0.04), wage satisfaction and life satisfaction (z = 7.36; Sig. = 0.05), as well as between wage satisfaction and job satisfaction (z = 8.31; Sig. = 0.06). The knowledge gained for the interactions that exist between life, job and wage satisfaction and gross wage will assist organisations and individuals to better understand the importance of wages in the satisfaction relationship, without overestimating its effect. From the strength of effect between satisfaction variables, it is clear that focusing on satisfaction-enhancing variables beyond remuneration is also important. Recommendations are made which can be applied in practice and in future research. Masters

PhD (Industrial Psychology) at the Vanderbijlpark Campus of the North-West University, 2016 Higher education in South Africa is dynamic, ever-changing, and experiences high turnover. In order to keep up with these transformations, organisations need to create conducive environments that foster positive organisational behaviour and capitalise on employee strengths. Positive psychology acknowledges that aspects of flourishing produce positive organisational and employee behaviours and outcomes. Organisations should therefore invest in ways to enable their employees to flourish. Flourishing in general life refers to high levels of emotional, psychological and social well-being in terms of feeling and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social well-being relates to individuals’ evaluation of their functioning on a public and social level. Individuals also experience flourishing in the work and organisational context. Flourishing at work originated from literature of flourishing in general life and orientations of subjective wellbeing in positive psychology. Emotional, psychological and social well-being aspects are also incorporated in work flourishing. The concept of flourishing at work can be seen as an employee’s desirable state of well-being, and can be achieved through positive experiences and effective management of work-related factors, thus feeling and function well. Limited studies regarding flourishing in work and organisational contexts exist. The aim of this study was to investigate the impact of various factors in the work and organisational environment on flourishing in universities of technology. A cross-sectional survey design was used to gather data regarding the flourishing of employees in higher education in South Africa. A stratified random sample (n=339) was taken of academics in three universities of technology (UoTs), in the Free State and Gauteng provinces in South Africa. The measuring instruments used were the Flourishing-at-Work Scale, Flourishing-at-Work Scale – Short Form, three Perceived Fit Scales, Turnover Intention Scale, Job Demands-Resources Scale and two Performance Scales. Confirmatory factor analysis, descriptive statistics, and regression analyses were employed. Structural equation modelling was used to test structural models of work flourishing and its relation to individual and organisational antecedents and outcomes. The results of study 1 supported a three-factor model of flourishing at work (as measured by the Flourishing-at-Work Scale – Long Form), consisting of emotional well-being (positive affect, negative affect and job satisfaction), psychological well-being (autonomy, competence, relatedness, learning, meaning and purpose, and engagement), and social well-being. The internal consistencies of all the scales were acceptable. Person-environment fit predicted flourishing at work, which in turn predicted intention to leave. Furthermore, P-E fit predicted intention to leave, both directly and indirectly via flourishing. These findings provide support for the reliability and validity of the Flourishing-at-Work Scale for academics in universities of technology. The findings of study 2 supported a three-factor model of flourishing at work (as measured by the Flourishing-at-Work Scale – Short Form), consisting of emotional, psychological and social well-being. The internal consistencies of the scales were acceptable. The mean frequencies showed that 12.4% of academics were languishing, 44.5% were experiencing moderate wellbeing at work, and 43.1% were flourishing, Job resources (role clarity, advancement and coworker relations) had a large positive effect on flourishing at work, and flourishing at work had a small positive effect on individual job performance. Workload did not predict languishing or flourishing in the organisational environment. Study 3 showed that supervisor support was a positive predictor of flourishing in the work context. The results showed that supervisor support had an effect on flourishing at work and a lack of flourishing at work had a large effect on intentions to leave. Autonomy-, competence and relatedness supervisor support showed the strongest correlation with social well-being. Supervisor support was statistically significantly and negatively related to intention to leave. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. The Fast Moving Consumable Goods industry is characterized by competitiveness, on going change and high turnover. To stay competitive, retain talent and keep up with these fast paced systems, organisations have to capitalise on the potential of their workforce to outperform the rest. Giving the increasing demand on both employer and employee regarding innovation, creativity and shared knowledge, increased importance of employee well-being being viewed as sources of “prosperity” for organisations, are critical. Organisations must find a way to enable their employees to flourish. Flourishing refers to high levels of wellbeing in terms of feeling well and functioning well (Keyes, 2007). Subjective well-being refers to the levels of positive and negative affect and the overall satisfaction with life. Psychological well-being consists of individuals’ positive functioning in life. Social wellbeing relates to individuals’ evaluation of their functioning on a public and social level. Individuals spend a large part of their adult life at work in organisational environments that are dynamic and ever-changing. The domain of work is a critical part of existence and plays a dynamic role in the development, expression and maintenance of well-being. Globally the workplace is recognised as a key setting for focusing on improving the well-being of employees due to its compelling impact on a variety of organisational outcomes. Flourishing is thus not only relevant in everyday life, but also occurs in the work and organisational environment. Limited studies regarding flourishing in work and organisational contexts exist and central to studying, understanding, and explaining flourishing at work, are valid and reliable instruments. The aim of this study was to develop and validate a multidimensional scale that measures work flourishing. Furthermore, to investigate the impact of various factors in the work and organisational environment on flourishing in the FMCG industry. A cross-sectional survey design was used to gather data regarding the flourishing of employees in the FMCG industry in South Africa. A stratified random sample (N = 779) was iv taken of employees in an alcoholic beverage company in South Africa. The measuring instruments used were the self-developed Flourishing-at-Work Scale, Flourishing-at-Work Scale Short Form, parts of the Job-Demand-Recourse Scale, Authentic Leadership Questionnaire (ALQ), and a Biographical Questionnaire. Confirmatory and exploratory factor analysis, descriptive statistics, regression analysis and latent class analysis were applied. Structural equation modelling was used to test a structural model of work flourishing and its relation to organisational antecedents and outcomes. The results of study 1 showed the validity of a multidimensional scale that measures flourishing in work and organisational context. The FAWS (Flourishing-at-Work Scale) includes the three dimensions of emotional well-being, psychological well-being, and social well-being, as suggested by Rothmann (2013). This supports the work of Keyes (2005, 2007) regarding integrating the models of hedonic (Diener, 1984), eudaimonic (Ryff, 1989), and social well-being (Keyes, 1998) into a unified structure. The results of the latent class analysis also showed that different classes of well-being were evident due to the interplay between the various dimensions. Study 2 showed that work-related antecedents impact on work flourishing. A short form of the FAWS (Flourishing-at-Work Scale) was developed and found to be valid. The results confirm that career advancement, authentic leadership and work-life interference predict work flourishing. Advancement and authentic leadership positively relate to flourishing while negative work-life interference impacts flourishing negatively. The Conservation of Resources (COR) framework (Hobfoll, 1989), which suggests that the well-being of an individual is dependent on the maintenance or gain of resources, is therefore supported. The job demands workload and job insecurity did not predict flourishing in the organisational environment. Study 3 showed that positive organisational practices (positive emotions, support, and inspiration) predict work flourishing. Furthermore, career advancement was a positive predictor of flourishing in the work and organisational context. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. The business landscape is generally in a continuous state of flux thereby obliging organisations to constantly act swiftly and decisively to ensure their sustained competitive advantage. Patently, human capital is increasingly being viewed as a resource at the organisation’s disposal that could be leveraged to achieve desired organisational outcomes. It is however also true that a determined social climate needs to be cultivated in the work environment for individuals to be persuaded to devote themselves effectively to their tasks to achieve organisational objectives. Over the years, the mining industry has been viewed as a risky working environment engendered by the inherent nature of the job. There has also been lingering perceptions among individuals that mining is a dangerous occupation that is characterised by a lack of job resources highlighted by aspects such as poor job design, unpleasant working conditions, and lack of participative decision-making. Such perceptions have indirectly hampered persistent efforts to attract talented individuals in requisite numbers and stalled endeavours to retain highly sought after skills. Invariably, the recent historic and protracted industrial upheavals that beset the industry in the form of violent strikes that involved management, organised labour and government have further exacerbated the situation. In an attempt to curb operational costs and maintain some of their profitable operations, mining organisations have resorted to drastic organisational restructuring measures, which are often accompanied by downsizing of the workforce and closing down of ailing mine operations, measures which are ostensibly aimed at addressing short-term costs challenges. However, this approach seems not to be a sustainable panacea to the economic woes facing the mining industry as it largely ignores the socio-contextual factors in the environment, which could be the answer to these recurrent challenges. Therefore, these endeavours by management may in fact remain short-term economic interventions with negative long-term consequences. Given the key role played by this sector in the South African economy, this untenable situation does not auger well for the long-term future of mining organisations and should be addressed expeditiously to salvage the downward spiral in performance in this industry. It is thus against this background that this study was undertaken. The study aimed to investigate the relationship between perceived supervisor support, co-worker support, organisational support, job design, and task characteristics on the one hand, and psychological capital, work engagement, intention to leave, and job performance of employees in a platinum mining organisation in South Africa, on the other. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A stratified random sample (n = 564) of employees from a platinum mining company took part in this study. The measuring instruments used were the adapted version of the Engagement Scale, Supervisory Support Scale, Job Diagnostic Survey, Psychological Capital Questionnaire, Job Performance Scale, Survey of Perceived Organisational Support, Turnover Intention Scale, and a biographical questionnaire. The statistical analyses were carried out using Mplus version 7.31. The results of the first study showed that task characteristics, perceived supervisor support, and co-worker support were positively related to work engagement. More specifically, the two dimensions of task characteristics (i.e. task identity and task significance) contributed mostly to work engagement relative to the relational context (i.e. perceived supervisor support for employee autonomy, competence and relatedness satisfaction, and co-worker support). Notwithstanding, the relational context is still crucial in the work environment, in particular among lower-level employees who value respect and civility in the workplace. These results accentuate the fact that when employees experience their work tasks to be imbued with significance and identity, they might feel obliged to reciprocate by showing higher levels of engagement. The results of the second study showed that supervisor support and employees’ level of psychological capital is positively related to employees’ job performance. Psychological capital also mediated the relationship between supervisor support (for employee autonomy, competence and relatedness satisfaction) and employees’ job performance. On its own, supervisor support showed a small direct effect on employees’ job performance. These results indicate that supervisor support is vital insofar as it enhances employees’ level of psychological capital (i.e. hope, optimism, resilience, and self-efficacy), and, in turn, improves their performance. The third study showed that organisational support had a strong positive impact on psychological capital (i.e. hope, optimism, resilience, and self-efficacy) and negative relations with intention to leave. Psychological capital played no mediating role in a relationship between organisational climate and intention to leave. Of significance in this study is that a positive social climate at work will likely encourage employees to stay on and it can even serve as an effective recruitment strategy to attract employees to the organisation. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016 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. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. Spending your time „nurturing what is right‟ enables people to grow and negotiate the problems of life which is more than only fixing what is wrong. The World Health Organisation also defined well-being as more than not ill-being. Flourishing is an optimal state of well-being. The question is, „what is it that flourishers do different from non-flourishers?‟ Pharmacy students prepare themselves for a profession which is being bombarded with change; they are the pharmacists of tomorrow. Among them some students flourish and the others do not. This study aimed to look at possible pathways to flourishing that flourishers utilise. In this way the study addressed several gaps in the knowledge regarding flourishing: 1) The prevalence of flourishing among pharmacy students, 2) The role of demands and resources in flourishing of students, 3) The role of antecedent factors of basic psychological need satisfaction on the basic psychological need satisfaction of students and therefore in their flourishing, and 4) The use of positive affect regulation (an internal strategy) as a pathway to flourishing. A cross-sectional design was utilised. The study population was all the enrolled pharmacy students at the North West University during 2014. A convenience sample of 779 students participated. The measuring battery consisted of the Mental Health Continuum-Short Form (MHC-SF; Keyes, 2009), the Emotional Regulation Profile-Revised (ERP-R; Nelis, Quoidbach, Hansenne, & Mikolajczak, 2011), the Balanced Measure of Psychological Needs (BMPN; Sheldon & Hilpert, 2012), statements about the antecedents of basic psychological need satisfaction and statements about demands and resources, developed for the purpose of this study, and a demographic questionnaire. Structural equation modelling, invariance testing and latent class analysis were some of the statistical techniques used to analyse the cross-sectional data. Manuscript one addressed the prevalence of flourishing among pharmacy students as well as possible differences between the year groups. The manuscript also investigated the role of workload as a study demand and the lecturer as a study resource and the possible interaction between them in the flourishing of students. Year group as a possible moderator in the respective relationships between demands, resources, the interaction between them on the one hand and flourishing on the other, were also assessed. 40% of the group flourished whilst 57% was moderately healthy and 3% languished. The different year groups negotiated the demands and resources in their study environment differently in their path to flourishing. The possible pathways to flourishing in this context were identified as the use of lecturer support (a resource), especially when the workload (a demand) is high and the successful negotiation of workload over their four years of study. Manuscript two dealt with the impact of antecedent factors of basic psychological need satisfaction of pharmacy students on their basic psychological need satisfaction and therefore ultimately the influence of these contextual factors on their flourishing. The researcher wanted to determine whether there is a difference in the role(s) that family, peers, lecturers and workload play in the satisfaction of the students‟ basic psychological needs (relatedness, competence and autonomy). Year group as a moderator in these respective relationships was also investigated. Family and peers played the most important role in need satisfaction of students. However, lecturers can actively engage in supporting the need satisfaction of students, which would increase their levels of autonomous motivation and thereby their levels of flourishing. In manuscript three the use of internal strategies as pathways to flourishing were explored. Positive emotion regulation strategies have a positive relationship with well-being. However, a person can dampen or savour his or her positive emotions. The students were clustered into distinctive groups by means of a latent class analysis. Three distinctive groups were posterior identified based on the characteristics of group members, namely flourishers, languishers and moderately healthy students. Regression analyses of the three groups revealed that flourishers are the only group that most likely will utilise savouring positive emotion regulation strategies and refrain from utilising dampening positive emotion regulation strategies. Pathways to flourishing that flourishing pharmacy students utilise are therefore the use of savouring positive emotion regulation strategies and the non-use of dampening positive emotion regulation strategies. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2016. Both flow and flourishing are highly favourable human states and have been described as optimal experience phenomena in the well-being literature. This being said, more research is required to gauge how these states can be more readily achieved – in general, but specifically in sport – and athletic contexts; where it has remained largely unexplored. The objective of this research was to ascertain whether specific contexts can influence the experience of flow and flourishing amongst athletes. It further investigated the state-like properties of these experiences, by evaluating whether certain resources in the environment of the athlete can promote flow and flourishing and assessing whether athlete flow is dynamic over time, i.e. whether it fluctuates over the course of a particular athletic cycle. The research comprised three separate studies, reported in article format. Manuscript 1 evaluated a structural model of athlete flow by investigating the role of both job (sport) – and personal resources in the experience of athlete flow among student athletes. The resources under investigation were teammate relationships and communication (job resources) as well as self-efficacy (a personal resource). Using structural equation modelling direct paths were revealed between teammate relationships, self-efficacy and athlete flow. The findings provide some evidence that athlete flow are associated with contextual factors that relate to the team environment as well as the personal resources of the athlete. Manuscript 2 focused on the flourishing of athletes. An exploratory study was conducted to evaluate relationships between athlete flourishing, team and individual strength use, team embeddedness and withdrawal behaviour. Results suggested that flourishing is related to team strength use. It also revealed positive paths from both the strength use dimensions to team embeddedness. Flourishing related positively to team embeddedness. Withdrawal behaviour was negatively associated with team embeddedness. The results revealed important information from the perspective of antecedents and outcomes of athlete flourishing. Manuscript 3 explored the state-like properties of athlete flow by conducting ecological momentary assessment of the experience amongst under-21 Currie Cup rugby players during a competitive stage of their athletic cycle. The objective of this study was twofold. Firstly, it sought to ascertain whether athlete flow will vary over time and during/ after specific key events during an athletic cycle. Secondly, it investigated whether the introduction of specific interventions during such cycle could influence athlete flow experience. The study, which adopted a longitudinal design, revealed that athlete flow was dynamic over time. Positive relationships were also established between challenging athletic activities, as well as strength-based team and individual interventions; and flow. This provides sport coaches and management teams with information that may assist them in assisting athletes to achieve more readily the favourable and optimum human state that is flow. Doctoral

PhD (Industrial Psychology)--North-West University, Vaal Triangle Campus, 2015 The well-being of first-year students in higher education institutions needs particular attention as their level form the foundation for future graduates, and subsequent employees. It is an important focus area for research and intervention. First-year higher education institutions’ student drop-out rate in South Africa is said to be alarmingly high and therefore a cause for concern. An overload of tasks and related time pressure associated with studies is often a reality for first-year students. The problem is compounded when such students are academically and socially unprepared to participate in higher education. The attraction to higher education institutions is that graduates enjoy a higher status in our society as they are seen to play a particularly important role in managing the knowledge-driven economy. The significance of this status relates to the extent of the application of knowledge to the economy, a status which provides competitiveness among nations. Students need to be physically healthy, psychologically well, engaged and satisfied with their lives for their well-being, and subsequently achieve their academic goals. If appropriate and timely, support and resources provided by higher education institutions can play a positive role in the first-year student transition into higher education and thereby minimise the possibilities of student burnout and ill health, whilst increasing the experience of engagement and satisfaction with life. The study aimed to assess the relationship between demands, resources, burnout, engagement, health and satisfaction with life for first-year students at higher education institutions in South Africa and to test a model of well-being for these students. A cross-sectional survey design was used to gather data regarding the burnout, engagement, ill health, and life satisfaction experienced by students. A convenience sample (N = 936) of first-year students at three campuses of two higher education institutions participated in the study. The measuring instruments used were the Oldenburg Burnout Inventory, a biographical questionnaire (including questions about available resources), Study Demands-Resources Questionnaire, Health Questionnaire, and Satisfaction with Life Scale. The results of study 1 showed that the students obtained somewhat higher mean scores on engagement compared to burnout. Significant effects on burnout and engagement were made by influences that included whom the student lived with, the distance between home and university campus during studies, frequency of visits to home, employment status of parents, frequency of library use, and gender. No relationship was established for place of residence with burnout and engagement. Study 2 showed that a measure of study demands and resources for students was sufficiently reliable and valid to be used for assessment. Results showed a statistically significant relationship between each observed variable and its respective construct. A positive relationship between study resources and satisfaction with life, as well as a negative relationship between study demands and satisfaction with life were found, which provides additional evidence for the construct validity of a measure of study demands and resources. Age was significantly related to study resources and satisfaction with life. The results of study 3 showed that study demands and a lack of study resources (including the intrinsic nature of study tasks, relationships with lecturers and social support of peers) were positively associated with burnout. The availability of study resources was positively associated with psychological well-being and engagement. Burnout predicted psychological unwell-being symptoms, while engagement predicted satisfaction with life. Burnout partially mediated the relationship between a lack of study resources and psychological unwell-being, while engagement partially mediated the relationship between the availability of study resources and satisfaction with life. Doctoral

PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012 One of the great challenges for positive psychology is that academics, researchers and authors are yet to reach agreement on the terminology, constructs and methodology of the various positive psychological concepts and interventions. One such concept that has been ambiguously and often inconsistently conceptualised is happiness. Interventions that are structured around these conceptualisations have produced mixed results, which are attributable to various aspects such as the unidimensional conceptualisation of the concept, inconsistent measurement, psychometric measuring instruments that have not been validated for the population in question, and fragmented intervention methodologies. Research was, therefore, needed regarding happiness and the development of interventions aimed at increasing happiness. Therefore, this thesis aimed to investigate the concept, manifestation, measurement and development of happiness and positive psychological interventions (PPIs) within a tertiary educational environment. A mixed method research approach was followed to reach the research objectives. The first study aimed to examine the psychometric properties of positive psychological assessment measures, and to determine the relationship between flourishing and academic performance within a tertiary educational institution. A quantitative cross-sectional survey design was used to address this objective. The Mental Health Continuum Long Form, Positive and Negative Affect Scale and Satisfaction with Life Scale were administered and indicated acceptable levels of internal consistency. The MHC-LF would need to be adapted for future studies within the tertiary educational environment. No significant correlations could be established between academic performance and flourishing. However, cross-tabulation indicated some evidence of the impact that flourishing/languishing had on academic performance. Individuals with moderate levels of flourishing typically performed in the „above average‟ to „excelling academically‟ range. Languishing individuals performed at the lower levels of the academic performance spectrum. The results indicated that a large number of individuals within this tertiary educational environment were languishing. Flourishing students experienced higher levels of positive affect and satisfaction with life, as well as lower levels of negative affect than their languishing and moderately flourishing counterparts. The second study aimed to investigate the main streams of research on happiness, the approaches/models flowing from these philosophies and the methodology of happiness interventions. A quantitative meta-analysis of the literature was used to address the aforementioned research objective. Seeing that the literature presents with such incongruent findings regarding the effectiveness of PPIs, research was needed to establish how happiness should be conceptualised, which moderating factors should be addressed in this conceptualisation, and what the content of PPIs should be. A qualitative meta-analysis of the literature indicated that happiness is approached from either a hedonic, eudaimonic or integrated approach. These philosophies gave birth to a stream of scientific literature regarding happiness and its various conceptualisations, namely (a) Subjective well-being; (b) Hedonic well-being; (c) Eudaimonic well-being; (d) Psychological well-being; (e) Flourishing, and (f) Authentic happiness. Furthermore, the results highlighted three causes for failing interventions: (a) unidimensional models/approaches towards happiness, (b) targeting the concept of happiness instead of the mediating factors; and (c) fragmented methodological interventions. The study suggested a multidimensional model for happiness and happiness interventions. Furthermore, the study proposed a multifaceted methodology for happiness interventions, comprising self-administered intentional activities, group-administered interventions and individual coaching. The third study aimed to evaluate a PPI aimed at increasing happiness of students in a tertiary educational institution. A longitudinal pre-experimental research design was used to address the aforementioned research objective. Qualitative data were used to explore the findings further. The results indicated that the overall happiness of a student may be increased through developing individuals on both an emotional and psychological level. The results showed some scientific merit to a multifaceted approach towards PPIs. The PPI affected all the aspects conceptualised in this study except for two components of authenticity, namely authentic behaviour and relational orientations. Doctoral

PhD, Labour relations management, North-West University, Vaal Triangle Campus, 2012 Organisations worldwide are experiencing an explosion of knowledge in the current technological information age as well as a serious skills shortage. The fast-paced aggressive and highly cyclical nature of the profession which often does not provide employees with the necessary resources and support causes employees in the information technology (IT) industry to show high turnover intent which is extremely costly and detrimental to organisational success. IT specialists are becoming a scarce commodity in a highly competitive environment where financial gain is very important and employee well-being is not necessarily a prerogative. Employers are faced with additional obligations than just paying equitable salaries, such as creating an environment that is conducive towards well-being. Efforts to promote flourishing and optimal functioning of employees will affect individual and organisational outcomes. Flourishing and languishing are opposite end points on a continuum of mental health indicating the emotional, psychological and social well-being of individuals. An individual who feels well (emotional well-being) is more likely to function well (psychological and social well-being) which means meeting the criteria for positive mental health as flourishing. Investments in the well-being of employees lay the basis for positive employment relations. The aim of this study was to investigate the flourishing of employees in the information technology industry and to determine the antecedents and outcomes thereof. A cross-sectional survey design was used to gather data regarding the flourishing of IT professionals and its outcomes. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. The measuring instruments used were the Mental Health Continuum Short Form, Job Satisfaction Scale, Work Engagement Scale, Work-related Basic Need Satisfaction Scale, Work Role Fit Scale, Psychological Contract Inventory, Violations of PC Questionnaire, Organisational Commitment Scale, Turnover Intention Scale and Counterproductive Work Behaviour measures. The results of study 1 showed that 58.5% of the IT professionals were neither languishing nor flourishing, while 3.9% were languishing. Flourishing strongly impacted job satisfaction and had minor to moderate direct and indirect effects on organisational citizenship behaviour and organisational commitment. Job satisfaction impacted directly and positively on organisational commitment and negatively on turnover intention; and moderately negatively on counterproductive behaviour. Flourishing had both a direct and positive effect, and an indirect and negative effect (via organisational commitment) on turnover intention. Study 2 showed that psychological contract breach and violation strongly and negatively impacted flourishing at work and in life. The results provided support for a model in which psychological contract breach and violation had both direct and indirect effects via satisfaction of psychological needs on job satisfaction, work engagement, turnover intention and flourishing of IT professionals. Study 3 showed that work role fit and the availability of resources were strong predictors of flourishing at work and in life. Work role fit, the availability of resources, and supervisor relations impacted job satisfaction and social well-being indirectly through autonomy satisfaction. The availability of resources impacted work engagement and psychological well-being indirectly via competence satisfaction. Furthermore, work role fit, the availability of resources, and supervisor relations impacted psychological well-being indirectly through relatedness. Recommendations for future research were made. Doctoral

MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012 Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being and happiness of employees in higher education institutions. The aim of this study was to investigate the relationship between employees’ work experience, type of contract and work outcomes of employees at a higher education institution. A cross-sectional survey design was used with 483 employees at a higher education institution and a response rate of 62% (N = 300) was obtained. The measuring instruments used in this study included the Psychological Contract Across Nations (PSYCONES), Employment Contract Scale, Job Satisfaction Scale, Mental Health Continuum - Short Form and Intention to Quit Scale. Exploratory factor analyses and Cronbach alpha coefficients were computed to determine the construct validity and reliability of the measures. Pearson correlation coefficients, multivariate analysis of variance, one-way analysis of variance and hierarchical regression analyses were used to examine the relationship between the constructs in this study. Bootstrap-estimated confidence intervals were used to assess the significance of indirect effects. The results of study 1 confirmed the validity and reliability of measures (except for the social contract). Age, tenure and gender had statistically significant effects on the fulfilment of one dimension of the psychological contract, namely work conditions. Younger people with less tenure experienced more fulfilment of the psychological contract (regarding work conditions). Tenure also impacted psychological contract violation. Type of contract (permanent versus temporary) impacted the fulfilment of the psychological contract (specifically work conditions). Males (compared to females) experienced more fulfilment of the psychological contract (regarding work conditions) and less violation of the psychological contract. Tenure and type of contract were also related to experiences of the employment contract. The results of study 2 showed that psychological contract violation, job dissatisfaction and lack of flourishing directly impacted turnover intention. Lack of psychological contract fulfilment indirectly impacted job dissatisfaction and languishing via psychological contract violation. The employment contract did not have a statistically significant effect on job satisfaction, flourishing and turnover intention of employees in a higher education institution. Psychological contract violation indirectly impacted turnover intention via job dissatisfaction and languishing of employees. The results of this study confirmed the important role of fulfilment of the psychological contract and non-violation of the psychological contract regarding job satisfaction, flourishing and retention of employees in a higher education institution. Recommendations were made for future research. Masters

PhD, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012 The happiness of managers is an important research theme for several reasons. Managers spend most of their working day with people, are constantly interacting with various social systems and are role models for happiness in organisations. Furthermore, happiness (in terms of feeling and functioning well) is associated with mental health and positive organisational outcomes. The prevalence of positive mental health is relatively low, with less than a third of the population experiencing high mental health. Research about happiness is necessary given that gains in mental health predict declines in mental illness. Two conceptualisations of happiness, namely authentic happiness (Seligman, 2002), and flourishing (Keyes, 2005) include dimensions of feeling and functioning well. No studies have been conducted regarding the happiness of managers in South Africa. Therefore, research is necessary to investigate the factors associated with happiness, as well as the pathways to managers’ happiness. Psychological need satisfaction is an important pathway through which social-contextual variables impact happiness of people. The aim of this research was to investigate the state of, antecedents and outcomes of happiness of managers in the agricultural sector in South Africa. A cross-sectional design with managers in the South African agricultural sector (N = 507) was used. The Orientations to Happiness Questionnaire, Satisfaction with Life Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale, Organisational Commitment Scale, Antecedents Scale, Work-related Basic Need Satisfaction Scale, Work Engagement Scale, Mental Health Continuum Short Form, Questionnaire for Eudaimonic Well-being, Work-role Fit Scale, Work-Life Questionnaire and Turnover Intention Scale were utilised. Cronbach alpha coefficients, exploratory factor analysis, Pearson correlations, multiple regression analysis, descriptive statistics and mediational analysis (Omnibus procedure) were applied. Structural equation modelling was used to test a structural model of orientations to happiness and its relation to various organisational outcomes. The results of study 1 showed that orientations to happiness (i.e. pleasure, meaning and engagement) had strong direct effects on subjective well-being, job satisfaction and organisational citizenship behaviour. Orientations to happiness impacted job satisfaction indirectly through subjective well-being. Subjective well-being had a strong direct and positive effect on job satisfaction. Orientations to happiness and subjective well-being affected organisational commitment indirectly through their effects on job satisfaction. Concerning happiness as flourishing at work, the results of study 2 showed that 3% of the managers were languishing, 48.5% were moderately flourishing, while 48.5% were flourishing. Task characteristics, supervisor relations, availability of resources impacted job satisfaction, emotional and psychological well-being of managers. Remuneration was associated with job satisfaction, emotional and social well-being. Task characteristics, supervisor relations, personal resources and remuneration satisfied the psychological needs for autonomy, competence and relatedness, which impacted job satisfaction, work engagement and flourishing of managers positively. The results of study 3 showed that factors contributing to meaningful work (work role fit, good co-worker relations, meaningful tasks and work beliefs) had direct effects on psychological need satisfaction, purpose and meaning in life, organisational citizenship behaviour and turnover intention. Work role fit, co-worker relations, task characteristics and career orientation (as a work belief) impacted meaning and purpose in life indirectly through competence satisfaction. Purpose in life impacted turnover intention negatively via psychological need satisfaction, while meaning in life impacted organisational citizenship behaviour and turnover intention via competence and relatedness satisfaction. Recommendations for future research were made. Doctoral

Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007. 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. Doctoral

Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005. The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. Doctoral

PhD (Industrial Psychology), North-West University, Vanderbijlpark Campus, 2020 This thesis explored the well-being of judges. Their well-being was examined via a scoping literature review, which identified and integrated the types of available research evidence on the well-being of judges globally. Furthermore, an exploratory multi-method design was employed with South African judges recruited from various courts of different jurisdictions, utilising a combination of non-probability purposive and convenience sampling. The study determined where judges fell on the well-being scale between flourishing and languishing and ascertained what factors affected their well-being and what the outcomes of judges’ well-being were. The scoping review involved a search of relevant literature through databases from January 2008 to May 2018. Using ATLAS.ti 8 for qualitative data analysis, data was extracted from articles, and relevant constructs were coded. Eleven studies met the inclusion criteria. For the qualitative part of the multi-method study, semi-structured interviews with 25 judges were audio-recorded and transcribed. ATLAS.ti 8 was used to thematically analyse the interviews, extract quotes, and code relevant constructs. The quantitative part of the multi-method study, in which 28 judges participated, used the following measuring instruments: The Flourishing-at-Work Scale (Short Form); the Work-Role Fit Scale; the Personal Resources Scale; and adapted versions of the Organisational Citizenship Behaviour (OCB) Scale, Turnover Intention Scale, and Job Demands-Resources Scale. After summarising responses in Excel, data was captured in SPSS 25 for analysis. Study 1 aimed to review qualitative and quantitative empirical studies regarding different factors that affect the well-being of judges globally and to determine what can be done to reduce the occupational stressors that result in them languishing, as well as actions that can be taken to enhance their flourishing. This study revealed that specific job demands, such as long working hours, emotional demands due to exposure to gruesome evidence or human misery, concern about safety and violence against judges and their families, inadequate resources and support, and the fact that their judgments can have significant effects on the lives of others, were mostly the same for all judges. Other stressors related to specific judges, such as that some female judges found balancing their work-home life stressful. Some female judges reported gender bias and discrimination, but it seemed that this inclination had subsided over the years. Study 2 aimed to investigate the relationships among work beliefs, work-role fit, and flourishing at work, as well as the effect of well-being on OCB and the intention to leave, in a sample of judges in South Africa. This study revealed that 75% of participating South African judges flourished. Regarding work beliefs, 71.4% had a calling orientation, whilst 28.6% viewed their work as a career. Of these, some perceived it as a combination of the orientations, and only one judge regarded it as a job. Quantitatively, there were significant relationships between work-role fit and emotional well-being (EWB), psychological well-being (PWB), and OCB, as well as between social well-being (SWB) and EWB. Judges perceived that their work roles were aligned with their self-concept and that they possessed the specific skills and qualities required for their work. These feelings, in turn, were associated with a more meaningful work experience and engagement in work. A significantly negative relationship existed between intention to leave and SWB. Flourishing at work had a positive effect on judges’ OCB and related negatively with their intention to leave. Most judges were willing to assist colleagues who need help. All judges reported that they intended remaining in their jobs unless their independence was challenged. Study 3 aimed to obtain a better understanding of job demands and job resources that affect the well-being of judges in South Africa and to determine what these influences were, that is, whether the judges flourished and prospered or whether they languished and consequently suffered from burnout. The results of the study indicated that judges experienced the freedom of choice in the execution of their work-related tasks. Judges perceived a sense of relatedness, comfort, and support from their fellow puisne judges and senior judges. Judges’ views were divided about the adequacy of remuneration. Some judges felt disgruntled about their annual increases that had not been at least inflation-related over several years. All judges who participated in the qualitative part of the research acknowledged the necessity of transformation. Despite factors such as work pressure, emotional demands, and hassles, this study indicated that judges mostly flourished. Doctoral

PhD (Psychology), North-West University, Vanderbijlpark Campus Teaching is a sophisticated profession of passion that extends beyond the academics of teacher and learner. The work of a teacher is complex and challenging as there is no limit to the ever-changing roles and responsibilities expected from a teacher. South African teachers are expected to manage various challenges and cope effectively with stressors such as poor learner discipline, administrative demands due to continuous changes made to curriculum and unrealistic learner performance expectations on teachers by the Educational Department. The many uncertainties experienced, an inability to effectively cope with various demands forced upon teachers and the adapting to changes and challenges appear to contribute to undesirable, sometimes detrimental consequences on teaching and learning. An intensive review of relevant literature indicates that the teaching profession is an extremely stressful occupation. Exposure to these stressful conditions has psychological consequences for some teachers. This study included 209 teachers from eight schools (primary, secondary and special education schools), under jurisdiction of the Gauteng Department of Education in the Vereeniging, Sedibeng East District in the Gauteng province. The data were obtained in two measurement sessions from the same group of participants (longitudinal) referred to as Time 1 and Time 2. The study aimed to investigate whether teacher stress could be effectively managed through or positively influenced by adaptive coping strategies and a sense of personal control and whether these factors could enhance their psychosocial well-being at work. In relation to that, the study’s aims included the following objectives: (a) study the existing research findings in literature pertaining to the stated variables, (b) determine by means of structural equation modelling the statistical relationships between the stated variables at two occasions, four months apart, (c) determine direct and indirect effects between the variables, (d) identify latent profile (LPA) groups in participants for perceived stress and perceived personal control, (e) determine whether profile memberships could be predicted by and correlate with participants’ performance on the other variables used in the study, (f) determine whether, of the variables mentioned, could predict the intention to leave the profession and (g) investigate if a four months’ time interval had an effect on participants’ scores on the variables measured. The comprehensive, critical literature review conceptualised the following concepts, their antecedents, consequences and influential relationships: perceived stress, coping and coping strategies, perceived personal control, flourishing at work, psychosocial well-being and intention to leave. The findings of the study were amongst others, that it identified four latent stress profiles for teachers, namely stress resisters, manage stress, overloaded and highly stressed. Those identified as stress resisters and manage stress scored significantly lower on two coping strategies, namely denial and disengagement, and self-blame, than those who showed stress-overloaded and highly stressed profiles. Results further indicated two latent profiles of personal control, labelled as doubtful personal control and confident personal control. Mental health of teachers was predicted by low negative stress and active coping. Low mental health at work and high negative stress predicted the intention to leave the teaching profession. It appears that teachers who experience positive stress are more mentally healthy, experiencing higher emotional well-being, psychological well-being and social well-being at work over time. Doctoral

MCom (Industrial Psychology), North-West University, Vanderbijlpark Campus, 2019 Industrial psychologists’ mental health is very important, since it could not only have direct negative consequences for themselves, but also for their clients, peers and ultimately the organisation’s bottom line. Furthermore, industrial psychologists are responsible for the wellbeing of employees, the human welfare at work and can be considered the primary role models for happiness and hope in organisations. Monitoring and evaluating their mental health are therefore crucial. Industrial psychologists face various challenges that could affect their mental health negatively, for example, a misfit between their actual work-related activities and their desired work-related domains, role confusion between being an industrial psychologist or human resource practitioner, and incongruence associated with their roles and professional designations as managers versus industrial psychologists. Mental health can be defined as more than just the absence of psychopathology; it can also refer to the presence of emotional, psychological and social well-being. Mental health can further be described as comprising three profiles: languishing, moderately mentally healthy and flourishing. Industrial psychologists with different mental health profiles could further have different experiences in the core work-related aspects of their lives such as meaningful work-role fit and work engagement. Similarly, industrial psychologists with different mental health profiles may further differ according to the managerial roles they occupy. The purpose of this study was to identify distinctive mental health profiles for industrial and organisational psychologists and to determine how these profiles differ in respect of meaningful work-role fit, work engagement, and whether they occupied managerial and non-managerial roles. Industrial psychologists experience an identity crisis as a result of managerial and industrial psychology roles, influencing their meaningful work-role fit, work engagement, and mental health. Information on their different experiences of managerial roles, meaningful work-role fit, and work engagement presents a relevant context for studying their different experiences of mental health. The data used for this study was collected using a cross-sectional online-survey research design. A census sample (n = 272) of South African industrial psychologists was taken of the total population (N = 1167). A biographical questionnaire, the Work-Role Fit Scale, the Psychological Meaningfulness Scale, the Work Engagement Scale and the Mental Health Continuum Short-Form were administered. A latent profile analysis (LPA) was used to identify unique subgroups of industrial psychologists’ mental health; multivariate analysis of variance (MANOVA) was then used to determine differences between the three mental health profiles by means of meaningful work-role fit, work engagement and managerial role. When an effect was significant in MANOVA, a one-way analysis of variance (ANOVA) was used to discover which dependent variables had been impacted. The results indicated that three profiles of mental health of industrial psychologists could be extracted: languishing, moderately mentally healthy and flourishing. The results showed significant differences between the three mental health profiles of industrial psychologists and meaningful work-role fit, work engagement and managerial roles. Industrial psychologists with different mental health profiles may therefore experience meaningful work-role fit, work engagement and managerial roles differently. The results further indicated that significant differences exist between the three mental health profiles and meaningful work-role fit. Flourishing industrial psychologists experience higher levels of meaningful work-role fit than industrial psychologists experiencing languishing and moderate mental health. The results also showed that significant differences exist between the three mental health profiles and work engagement. Flourishing individuals were more engaged than their moderately mentally healthy and languishing counterparts. The results further showed that there were no significant differences between the three mental health profiles and managerial roles. Industrial psychologists with different mental health profiles may therefore not differ according to the managerial roles they occupy. Recommendations pertaining to future research were made. Masters

MA (Industrial Psychology), North-West University, Vanderbijlpark Campus, 2019 The work environment is an environment that influences an individual’s mental health. There is a growing awareness of the role of work in promoting or hindering mental health and well-being. Well-being at work places the emphasis on the probability of what an employee could achieve if he or she were supported by the organisation. Therefore, organisations must focus on creating a positive work environment that will allow an employee to flourish and function optimally for the benefit of the employee and the organisation. Constructs such as job satisfaction, organisational citizenship behaviour, and intention to leave could be related to mental health and have an impact on managers’ work environment. Mental health can be defined as a state of health such as illness, possibly indicated by a series of symptoms that are present at a specific time. Mental health consists of emotional, social, and psychological well-being. Keyes describes mental health according to three distinctive profiles, namely, languishing, moderate mental health, and flourishing. Managers in the agricultural sector may experience individual and organisational outcomes differently. The purpose of this study was to identify mental health profiles for managers in the agricultural sector and to determine how profiles differed with respect to job satisfaction, organisational citizenship behaviour, and intention to leave. A cross-sectional research method was used to collect the data. A convenience sample (n = 507) of managers in the agricultural sector was used. A biographical questionnaire, the Mental Health Continuum – Short Form, the Job Satisfaction Scale, the Organisational Citizenship Behaviour Scale, and the Turnover Intention Scale were administered. Confirmatory factor analysis and latent profile analysis were used to analyse the data. The results indicated that four mental health profiles for managers in the agricultural sector could be extracted: languishing, moderately languishing, moderately flourishing, and flourishing. The results showed significant differences between the mental health profiles of managers and job satisfaction, organisational citizenship behaviour, and intention to leave. Managers in the agricultural sector with different mental health profiles might experience job satisfaction, organisational citizenship behaviour, and intention to leave differently. Furthermore, the results indicated that this study challenged Keyes’s dual-continuum model and suggested a four-factor model for mental health. Recommendations for future research were made. Masters

PhD (Industrial Psychology), North-West University, Vanderbijlpark Campus, 2019 Without higher education institutions (HEIs) of the highest quality, no developing country can achieve sustainable development because they are responsible for the generation, collection and transference of knowledge and skills. These are significant catalysts for the country’s economic development through technology innovations and development of new ideas. However, HEIs worldwide have undergone significant transitions due to the monetisation of knowledge production and promulgation. South African HEIs had to deal with these global changes by finding a way to fit into the international space in addition to dealing with large-scale local challenges and structural transitions. A significant structural change was the introduction of the universities of technology (UoTs) as one of three institutional types. An institutional type has substantial effects on teaching and learning practices. One of the effects is that expectations placed on academics shifted, rendering accumulated work experience, which traditionally was the basis on which they were recruited and retained less important than their academic qualifications. Hence, the concern that working at a UoT would shift the role of the academic. Academics are required to improve their productivity in research, be more entrepreneurial and be much more professional in lecturing, all of which have positive implications for an academic identity. Nonetheless, professional development for academics is complex and is happening within a framework of evolving national policies, with growing demands on institutions, developers of academic content, and academics, which impact their well-being. Unfortunately, the conditions which enable and constrain the professional learning of academics in their multiple roles have not received considerable attention in South Africa. This study’s purpose was to learn about thriving of academics from a strengths-based approach using a cross-sectional survey design with a stratified random sample (n=276). Firstly, it was essential to determine the effects of job crafting and high-performance HR practices on the level of thriving of academics. Furthermore, to investigate strengths use and deficit correction influence on the extent to which academics perform and thrive. Moreover, it sought to determine if academics make use of their strengths, and to what extent these strengths influence their psychological need satisfaction and intention to leave. The participants completed the following measuring instruments: the Job Crafting Questionnaire, the High-Performance Human Resource Practices Questionnaire, the Strengths Use and Deficit Correction Scale, the Strengths use Scale, the Basic Psychological Need Satisfaction and Frustration Scale, the Thriving at Work Scale and finally two performance scales, one to measure in-role coupled with the other measuring extra-role. Descriptive statistics, confirmatory factor analysis and regression analyses were done. In order to review the structural models of thriving at work and its relation to personal and organisational antecedents and outcomes, structural equation modelling was used. Study 1 confirmed a two-factor structure of thriving (vitality and learning), a three-factor structure of job crafting, and a seven-factor structure of high-performance HR practices. The findings supported a model in which job crafting and high-performance HR practices interacted to affect the thriving of academics in higher education institutions. Job crafting was a stronger predictor of thriving than high-performance HR practices. The more academics practised cognitive, task and relational job crafting, the more they experienced vitality and learning in their jobs. Communication, promotion, and selection had the strongest associations with thriving. However, the findings suggested that high-performance HR practices play a significant and more important role when academics are not crafting their jobs. More specifically, when academics cannot or do not want to recraft their jobs, high-performance HR practices are critical for maintaining a high level of thriving. Study 2 revealed that 11 per cent of employees did not thrive at all. A lack of energy was evident in 22 per cent of the sample while 43 per cent did not function optimally concerning learning. The results revealed that perceived organisational support for strengths use, as well as individual strengths use and deficit correction, predicted thriving at work. Thriving predicted task and contextual performance. The structural model confirmed that perceived organisational support for strengths use had an impact on the thriving of employees. Therefore, when these institutions supported the use of talents and strengths during the performance of tasks and academic duties, employees felt the most vitality. Deficit correction behaviour and strengths used by individual academics also contributed to thriving at work. When academics could develop their weaknesses and improve on their tasks and academic duties, they felt more energised and experienced learning. Together, these three variables (i.e. perceived organisational support for strengths use, individual strengths use, and deficit correction) explained most of the variance in thriving at work. Study 3 offered support for a model where strengths use predicted psychological need satisfaction (autonomy, relatedness and competence). The outcomes furthermore showed that autonomy satisfaction was the best predictor of thriving at work. Autonomy satisfaction suggests that workers perceive they can influence and regulate their actions. Participants who were academics thus preferred work place autonomy to allow them to thrive, leading to decreased intention to leave. Doctoral

The psychological impact of unemployment is well documented. Psychological well-being and (re)employment remains high on the agenda for professionals assisting the unemployed. Key in transitioning to employment are the well-being (i.e. affective experiences), the value one attaches to employment (i.e. employment commitment), and the effort that one invests into searching for a job (i.e. job search intensity). Furthermore, the reason(s) for searching for a job (i.e. the "why" of job search) are associated with these affective, attitudinal and behavioural outcomes. Psychological interventions are therefore both necessary and important for ensuring well-being, but also to ensure that the unemployed remain responsive to opportunities. Even more so in countries with a high unemployment rate - yet in South Africa, these interventions are lacking. Before designing and implementing these interventions, it is essential to know whether the unemployed are one homogeneous group or rather a heterogeneous group consisting of several homogeneous subgroups. This knowledge will enable professionals to tailor interventions to the needs and expectations of the different groups, increasing the effectiveness of the interventions. Adopting a person-centred approach, the first two aims of this thesis were to explore whether different psychosocial and motivational profiles could be identified in specific communities in South Africa. It furthermore aimed to determine whether these profiles are associated with socio-demographic variables and whether different motivational profiles are associated with differences in affective, attitudinal and behavioural outcomes. The final aim of this thesis was to examine the pathways (i.e. psychological need satisfaction and frustration) through which job search motivation influences affective, attitudinal and behavioural outcomes over time. This variable-centred aim complemented the person-centred aims of the first two studies and facilitated further refinement of suggestions xi for interventions. The thesis not only makes practical contributions, but also extends existing unemployment and self-determination theory literature. To achieve these aims, participants were recruited from the North West and Gauteng Provinces. A quantitative survey design was used and data were collected with the Unemployment Experience, the Self-Regulation: Job Search questionnaires and the Basic Psychological Need Satisfaction and Need Frustration Scale. A total of 381 unemployed people participated in the first study. The final sample for the second study consisted of 867 unemployed people, 244 of whom participated in the third study. Results indicated that four psychosocial profiles and four motivational profiles could be identified in these respective samples. These profiles had small practically significant associations with the socio-demographic variables, and the motivational profiles differed in their associations with the affective, attitudinal and behavioural outcomes. The results also indicated that both amotivation and controlled motivation thwart the experience of basic psychological needs and that basic psychological need satisfaction was beneficial for experiential outcomes in unemployment six months later. The results support the notion that "the unemployed" are not one homogeneous group, that a lack of motivation and poor-quality motivation are detrimental for basic psychological needs, and that psychological need satisfaction plays an important role in the well-being of the unemployed. status: published

MA (Positive Psychology), North-West University, Vaal Triangle Campus, 2018 Orientation: Meaningful work and work engagement are important dimensions of flourishing of employees, especially when individuals work in challenging jobs. Research purpose: This study aimed to investigate the relationship between demands-abilities fit, work beliefs, meaningful work, and engagement in individuals in nature-based jobs. Motivation for the study: Individuals working in nature often work under challenging circumstances without the necessary resources. A research gap exists regarding the effects of demands-abilities fit and work beliefs on meaningful work. It is also not clear how these antecedents and meaningful work will impact the engagement of individuals working in nature. Research approach, design and method: A cross-sectional survey was used with a convenience sample of 161 nature-based employees. Data were collected using a structured online questionnaire consisting of items from the Person-Environment Fit Scale, Work-Life Questionnaire, Work and Meaning Inventory, Work Engagement Scale and a biographical questionnaire. Main findings: The scales which measured calling and orientations showed insufficient discriminant validity in relation to the scales which measured positive meaning and work engagement. Work beliefs (calling, career and job) and demands-abilities fit predicted a large percentage of the variance in meaning making. Work beliefs (calling and job) and demands-abilities fit also predicted a large percentage of the variance in greater good motivations. Demands-abilities fit and a calling work orientation indirectly affected work engagement via meaningful work. Practical/Managerial implications: Managers should consider implementing interventions to affect the demand-ability fit (through human resource management interventions) and work beliefs of individuals working in nature (through job crafting). Promoting perceptions of meaningful work might contribute to higher work engagement. Contribution/value-add: This study contributes to scientific knowledge regarding the effects of meaningful work and its antecedents on work engagement Masters

PhD (Psychology) - North-West University, Vaal Triangle Campus, 2016. In this quantitative study, the relationships of sexual values, attitudes, decision making and ease of communication, with self-esteem, coping strategies and mental health and well-being of a group (N=552) of African adolescent males were investigated. This study entailed a literature overview of how the constructs were theoretically conceptualised and empirically researched, as well as three manuscripts intended for later publication in accredited journals which served as the research reports. A final chapter presented the conclusions, limitations and recommendations of the study. The concern of parents, educators, youth leaders and even government about the quality and outcomes (mostly problematic) of youth sexuality has been widely documented. In this vein, research into youth sexuality and sexual health largely focuses on self-defeating sexual practices and consequences such as risky sexual activities, unprotected sex with multiple partners, aggressive sexual relationships, and sexual encounters resulting in teenage fatherhood, STD or HIV infections, sexual offences, and more. The same trend exists as far as research of the sexual behaviour of adolescents associated with psycho-social features such as self-esteem, coping strategies and mental health and well-being is concerned, namely that mostly unhealthy psycho-social variables have been associated with problem-laden sexual aspects, for example depression or low self-esteem with risky sexual practices. The definition of sexual health of youth by the World Health Organization, however, recognises that sexual health goes beyond avoiding negative outcomes, towards including the positive and satisfying aspects of sexuality. Sexual health is seen as a state of physical, emotional, mental and social well-being in relation to sexuality. Sexual health requires a positive and respectful approach to sexuality and sexual relationships, as well as the possibility of having pleasurable and safe sexual experiences, free of coercion, discrimination and violence (WHO, cited in Public Health Agency of Canada, 2008). Based on the latter approach to youth sexuality, this study was embedded in positive psychology, healthy developmental psychology, health psychology and constructive social psychology. A salutogenic approach - instead of a pathogenic (as indicated above) - was preferred for this investigation into sexual values and attitudes, sexual decision-making skills and ease of communication about sexual matters of African adolescent males; in relation to their self- esteem, coping strategies and psycho-social health and well-being. The fact that a paucity of research exists about the mentioned features of youth sexuality and their psycho-social well-being was a further motivation for this study. Data for the statistical investigation of variables was gathered from learners in four secondary schools in Gauteng, South Africa. This was a convenience sample including all consenting learners in Grades 10 to 12 at the four schools. Approval for the research was obtained from parents, school principals, the Gauteng Department of Education and the North-West University Ethics Committee. The research participants, ranging from 14 to 21 years of age, completed the following validated measuring instruments: The Mathtech Sexuality Questionnaires for Adolescents: Attitude and Value and Behaviour Inventory (MSQA: AVI and BI) by Kirby (1984), the Rosenberg Self-Esteem Scale (RSES) by Rosenberg (1965), the Children’s Coping Strategies Checklist (CCSC) of Ayers and Sandler (1999), and the Mental Health Continuum (MHC: LF) by Keyes (2005). Statistical analyses yielded the following, namely descriptive statistics correlational indices and reliability ρ-values; best-fitting measurement and structural models identified with structural equation modelling; mediation variables identified by means of the bootstrapping method; and three latent classes of psycho-social well-being variables identified by means of latent class analysis. The general aim of the study was to analyse the relationships between sexual values, attitudes and aspects of behaviour, self-esteem, coping strategies and mental health and well-being of a group of African male youth. Specific aims included to identify best-fitting statistical measurement and structural models that explain the relationships between variables and the direction of the relationships; to determine whether self-esteem mediates the relationship between mental health and well-being and sexual values and attitudes; to identify possible underlying latent classes to group participants based on their levels of mental health and well-being. Findings concluded that means and standard deviations compared well with those cited in literature that had used the same scales; correlations found were significant and theoretically expected; reliability ρ- values indicated moderate to good internal consistency of the measuring instruments; statistically best-fitting measurement and structural models could be identified; self-esteem was identified as a mediating variable between mental health and well-being and sexual values and attitudes of youth; latent class analysis identified three classes, namely flourishing, moderate mental health and languishing, to which 28%, 56% and 16% of the participants belonged respectively. Based on the empirical findings as well as relevant literature, a proposed programme for sexual education of youth was constructed. This psycho-educational programme could provide guidance to youth regarding aspects of their sexuality such as their values and attitudes, decision-making skills and communication about sexual matters. It could promote self-esteem and healthy coping strategies in sexual experiences, as well as in general and it could enhance their psycho-social well-being (flourishing). Finally, the study was evaluated, conclusions were drawn, limitations indicated, recommendations made and the contribution of this research stated. Doctoral

PhD (Industrial Psychology) at the North-West University Vaal Triangle Campus, 2016 Quality education plays a pivotal role in developing the South African economy. This requires a motivated, healthy, committed, competent, and well-functioning teacher corps. Unfortunately, relatively little is known about the work and career features essential for flourishing, as previous studies mainly focused on isolated accounts of well-being. Ill consideration of the multidimensionality of work-related well-being could be harmful to the long-term well-being of employees. Research is needed with regard to the antecedents and outcomes of workplace flourishing from a cross-sectional and longitudinal perspective, especially as commonly cited problems in the South African educational sector include high attrition rates, teacher shortages, and low teacher performance. The aim of this study was to investigate antecedents, outcomes, and organisational factors associated with workplace flourishing. In cross-sectional studies 1 and 2, a stratified random sample (N = 258) was taken of teachers from secondary schools in the Sedibeng East and West District in Gauteng. In study 3, a longitudinal design was used with participants who responded to a second wave of the research (and N = 201). Instruments measuring workplace flourishing (i.e. emotional well-being, psychological well-being, and social well-being), person-environment fit (i.e. person-organisation fit, needs-supplies fit, demands-abilities fit), in-role performance, intention to leave, organisational citizenship behaviour (i.e. assistance to co-workers and the organisation), and positive practices (i.e. caring, compassionate support, forgiveness, inspiration, meaning, as well as respect, integrity, and gratitude) were used. The results of study 1 confirmed the construct validity and the internal consistencies of the Flourishing-at-Work Scale (FAWS). Flourishing at work consisted of emotional well-being (job satisfaction, positive affect and low negative affect), psychological well-being (autonomy satisfaction, competence satisfaction, relatedness satisfaction, meaning, engagement and learning), and social well-being (social contribution, social integration, social actualisation, social acceptance and social coherence). The results showed that all three dimensions of person-environment fit positively predicted workplace flourishing. Workplace flourishing negatively predicted intention to leave, and positively predicted in-role performance and organisational citizenship behaviour. Person-environment fit did not have an indirect effect on intention to leave via workplace flourishing. However, person-environment fit did have an indirect effect on in-role performance and organisational citizenship behaviour via workplace flourishing. Study 2 showed acceptable psychometric properties for the 17-item Flourishing-at-Work –Short Form (FAWS-SF). Workplace flourishing is a three-factor construct consisting of emotional well-being (job satisfaction and positive affect), psychological well-being (autonomy satisfaction, competence satisfaction, relatedness satisfaction, meaningful work, engagement and learning), and social well-being (social contribution, social integration, social actualisation, social acceptance and social coherence). Furthermore, the FAWS-SF demonstrated good internal consistencies (full scale = 0.92; EWB = 0.81; PWB = 0.85; SWB = 0.86). Workplace flourishing was negatively related to intention to leave, and positively related to in-role performance and organisational citizenship behaviour. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy, and 6.59% languished. Positive organisational practices were associated with flourishing at work. Study 3 showed that the measuring instruments used in the study were reliable and invariant. All of the measuring instruments demonstrated strong configural (same factor structure across times), metric (same factor loadings across times), and scalar (same item intercepts across times) invariance. Furthermore, each scale had good test-retest reliability: needs-supplies fit, emotional well-being, psychological well-being, social well-being, and intention to leave. Results from the cross-lagged structural model showed a statistically significant and positive causal relationship between needs-supplies fit and workplace flourishing. It was concluded that needs-supplies fit (as a dimension of person-environment fit) eventually leads to workplace flourishing, which strengthens needs-supplies fit in the longer term. No significant causal relationships were found between needs-supplies fit and intention to leave, as well as between workplace flourishing and intention to leave. Doctoral

PhD (Psychology)--North-West University, Vaal Triangle Campus, 2016. Research concerning trust relationships on the interpersonal level, particularly when studied in dyadic relationships from the follower’s point of view, is relatively scarce. Only a few researchers have attempted to link multiple dimensions of trust in the same study. The general aim of this thesis was to examine the nature, measurement and impact of trust within the work context. More specifically, the thesis tests the measurement invariance of a selected trust measurement instrument for male and female South African employees. Thereafter, the interplay between predictors of trust and trust itself is investigated. The thesis concludes with the testing of a structural model that identifies the nature of relationships between trust, psychological needs satisfaction, work engagement and intentions to quit. Throughout the study, the focus is on dyadic relationships where the direct leader is the foci of trust. A cross-sectional survey design was used to gather the data. Two convenience samples were taken of 539 and 252 respondents respectively. The Behavioural Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale and the Turnover Intention Scale were administered. The results of study 1 confirmed configural, metric and partial scalar invariance of the Behavioural Trust Inventory across gender. One item that measures one’s willingness to share personal beliefs with a leader demonstrated a lack of scalar invariance for female managers. Results for this item should therefore be treated with caution. Latent factor mean analyses revealed no significant differences between male and female managers on the trust scales. Results for study 2 confirmed the distinctness of trust propensity, trustworthiness and trust as separate main constructs. Trust was strongly associated with trustworthiness beliefs. Trustworthiness beliefs fully mediated the relation between trust propensity and trust. The observed relations between trust propensity and trustworthiness suggest that individuals with a natural predisposition to trust others will be more inclined to perceive a specific trust referent as trustworthy. Results for study 3 provided support for a model in which disclosure-based trust in a focal leader predicts satisfaction of self-determination needs and engagement, but it did not have a statistically significant direct effect on intentions to leave. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes, so that the impact of disclosure on engagement becomes more powerful and that it can effectively serve as a pathway to reduce intentions to quit. Doctoral

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. Masters