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Burnout and work engagement for different age groups: examining group-level differences and predictors
(Taylor & Francis, 2013)
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. ...
Bias and equivalence of the strengths use and deficit correction questionnaire
(AOSIS, 2016)
Orientation: For optimal outcomes, it is suggested that employees receive support from their organisation to use their strengths and improve their deficits. Employees also engage in proactive behaviour to use their strengths ...
Examining significant predictors of students' intention to drop out
(Taylor & Francis, 2014)
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 ...
Job characteristics, burnout and the relationship with recovery experiences
(AOSIS, 2015)
Orientation: Job characteristics (consisting of job demands and job resources) have an
impact on burnout. However, it is unclear whether recovery strategies might influence this
relationship amongst staff members at a ...
The psychometric properties of the recovery experiences questionnaire of employees in a higher education institution
(Taylor and Francis, 2015)
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 ...
Strengths use and deficit correction in organizations: development and validation of a questionnaire
(Taylor & Francis, 2016)
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 ...