Crizelle Els

Strengths use and deficit correction in organizations: development and validation of a questionnaire

Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose of the present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correction, strengths use behaviour, and deficit correction behaviour. In study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity in two samples of South African employees (N = 338 and N = 361, respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N = 133). Results indicated that the intended dimensions of strengths use and deficit correction can be measured reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job performance, supporting the criterion validity of these scales. As expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.

Burnout and Work Engagement for Different Age Groups: Examining Group-Level Differences and Predictors

This study examined age-related differences of burnout and engagement levels among employees in the South African financial sector, including influences of perceived job characteristics and personal sense of coherence. Data on burnout and work engagement, job characteristics and sense of coherence were collected from a convenience sample of 582 of junior managers (females = 55.50%, majority language was English, 54.1%). The results from this study reveal that young and middle-aged employees experience higher levels of exhaustion when compared to older employees, while older employees seemed to be more dedicated than their younger counterparts. Different job demands and resources seemed to predict burnout and work engagement of the three age groups. SOC was a significant predictor of burnout and work engagement across the three age groups. To conclude, the results of this study highlight the differences in the antecedents of employee well-being. These differences can therefore not be ignored in the workplace.

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.

The psychometric properties of the Recovery Experiences Questionnaire of employees in a higher education institution

The objective of this study was to investigate the factorial validity and reliability of scores from the Recovery Experience Questionnaire (REQ) in a higher education institution. As part of the measure validation, the relationships of the four recovery dimensions (psychological detachment, relaxation, mastery and control) to other variables in the nomological network (work-home interference, home-work interference and ill health) were investigated. Data was collected from 366 participants (females = 65.3%; white = 80.35%). Confirmatory factor analysis was used to test competing factorial models. The results supported a four-factor structure for the REQ. Relationships with other variables in the nomological network were all theoretically consistent, as expected.

Examining significant predictors of students' intention to drop out

The objective of this study was to determine if core self-evaluation traits, burnout, disengagement, social support and career decision making difficulties are significant predictors of university students’ intention to drop out. A cross-sectional design and non-probability sample (N=782) was used. The participants were grouped as students with no intention to drop out (n=501) and students with the intention to drop out (n=280). These two groups were enclosed as the dependent variable in the logistic regression analysis. The variables included in the final model predicted between 13% and 18% of the variance in intention to drop out. In the final step of the logistic regression, significant predictors of the intention to drop out were lack of self-esteem, cynicism, lack of dedication and lack of information on ways of obtaining information (p < 0.05).