Browsing by Subject "Perceived organisational support for strengths use"
Now showing items 1-6 of 6
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Adapting and validating the Strengths Use and Deficit Improvement Questionnaire for educators in Gauteng
(2014)Education is essential in providing future human capital that is much needed to build a sustainable, competitive economy. However, the importance of a quality education is often underestimated. In order to enhance working ... -
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 ... -
Investigating strengths and deficits to increase work engagement : a longitudinal study in the mining industry
(North-West University (South Africa) , Potchefstroom Campus, 2016)Mining remains one of the main contributors to the South African economy. However, the industry is not without challenges. To remain competitive, organisations need to invest in their human capital and employ the best ... -
The mediating role of person job-fit in the relationship between perceived organisational support for strengths use and organisational commitment
(North-West University (South Africa) , Potchefstroom Campus, 2016)For organisations to thrive they need to make sure that developing their employees is their priority, which is embedded in their human resource practices and strategy. This will create a favourable environment that allows ... -
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 improvement at work : a South African validation study
(2015)The emergence of the positive psychology movement has brought the attention to individuals’ strengths and their deficits. Specifically of interest within an organisational context is the extent to which employees’ strengths ...