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Now showing items 21-26 of 26
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 ...
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 ...
Organisational and individual strengths use as predictors of engagement and productivity
(Taylor & Francis, 2014)
This study sought to determine whether Perceived Organisational Support for Strengths Use (POSSU) and Proactive Behaviour towards Strengths Use (PBSU) predict engagement and productivity in a sample of South African call ...
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 ...
Strengths use and deficit improvement: the relationship with engagement and fit with study course amongst first-year students
(Taylor & Francis, 2016)
This study sought to test a model of students' proactive behaviour to use their strengths and improve their deficits and how this relates with their self-reported perceptions of their fit with a study course and engagement. ...
The bidirectional relationship between person-job fit and work engagement
(Hogrefe & Huber Publishers, 2016)
Although theorized and generally accepted, research on the relationship (specifically the direction of the causal relationship) between person-job fit and work engagement is limited and not yet clear. Theoretical arguments ...