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dc.contributor.advisorBrouwers, S.A.
dc.contributor.authorMtshali, Sanelisiwe Vanessa
dc.date.accessioned2017-09-14T09:46:48Z
dc.date.available2017-09-14T09:46:48Z
dc.date.issued2016
dc.identifier.urihttp://hdl.handle.net/10394/25562
dc.descriptionMCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2017en_US
dc.description.abstractOrganisations are facing the challenge of implementing strategies geared to improve employees’ performances and maximise the company’s returns. Positive psychology, particularly the strengths-based approach (SBA) provides an answer to this challenge. Based on the literature review, no evidence was found of instruments that measure both strengths and weaknesses at an individual and organisation level. In order to bridge this gap, Van Woerkom et al. (2016) developed the Strength Use and Deficit COrrection (SUDCO) questionnaire. The general objective of the present study, therefore, was to validate the SUDCO in a specific working sample (N = 658) of banking employees, and to examine the bias and equivalence of the SUDCO across the Nguni, Sesotho, and West-Germanic language groups. In addition, the functioning of the SUDCO was compared across language groups in terms of age, organisational tenure, and gender. The researcher selected a cross-sectional design that employed convenient sampling. Confirmatory factor analyses (CFA) were conducted to confirm the four-factor structure. A multi-group CFA was done simultaneously for a direct comparison of the SUDCO’s fit for the three language groups. The results confirmed the four-factor structure, namely POS for strengths use, POS for deficit correction, strengths-use behaviour and deficit-correction behaviour. Multi-group analyses indicated that the instrument was not biased and was equivalent across the three language groups. The results had also shown that the SUDCO provides a consistent measure with Cronbach’s alpha coefficient ranging from α = 0.93 to α = 0.94 for each subscale. Furthermore, the regression analyses revealed that, the effects for the two strengths use dimensions in particular, showed significant coefficients with age and organizational tenure. After conclusions were drawn on the present research study, recommendations were made for the organisation as well as for possible future researchen_US
dc.language.isoenen_US
dc.publisherNorth-West University (South Africa) , Potchefstroom Campusen_US
dc.subjectDeficit correctionen_US
dc.subjectStrengths-use behaviouren_US
dc.subjectDeficit-correction behaviouren_US
dc.subjectPositive psychologyen_US
dc.subjectCross-cultural psychologyen_US
dc.subjectReliabilityen_US
dc.subjectItem biasen_US
dc.subjectStructural equivalenceen_US
dc.titleBias and equivalence of the Strengths Use and Deficit Correction questionnaire in a South African banken_US
dc.typeThesisen_US
dc.description.thesistypeMastersen_US


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