27:T4cc,

This study evaluated the factorial validity of the Beck Depression Inventory–II with a diverse sample of 919 university students. A randomised split of the data was done, and then exploratory and confirmatory factor analyses were conducted on Group 1 (n = 460). Thereafter, confirmatory factor analysis was performed on Group 2 (n = 459) to cross-validate the determined factor structure. A lower-order factor structure that comprised three factors, namely, Negative Attitude, Performance Difficulty, and Somatic Complaints was found. A hierarchical second-order analysis indicated that the lower-order factors tap into a higher-order general factor of Depression. Results based on multigroup confirmatory factor analysis further indicated evidence of factorial invariance for this three lower-order factor structure across time. Evidence for convergent and discriminant validity were provided by predicted associations with subscales from the Hopkins Symptom Checklist–25. It is concluded that the Beck Depression Inventory–II is a reliable and valid measure that can be used to assess the severity of depressive symptoms over time among South African university students.

28:T45b,

The increased mobility of highly skilled knowledge workers who place a high premium on their employability capital challenges organisations to retain their scarce talent. This article explored individuals’ psychosocial employability attributes as predictors of their satisfaction with organisational retention factors. A cross-sectional quantitative, correlational research design was followed. A non-probability purposive sample of 321 permanently employed employees in an automotive manufacturing company in South Africa participated in the study (50% mid-career; 72% males; 50% Blacks; and 79% managerial/supervisory levels). Hierarchical regression analysis revealed that proactivity positively predicted satisfaction with job characteristics; career self-management positively predicted satisfaction with training and development opportunities, career opportunities, and work–life balance. Emotional literacy negatively predicted satisfaction with career opportunities. The results provide valuable insights regarding how employees’ psychosocial employability attributes influence their retention.

29:T544,

Although there has been extensive research on attention deficit hyperactivity disorder as a clinical disorder in adulthood, many clinicians remain sceptical about the validity of this disorder. Among the many reasons for this are comorbid conditions which may complicate the disorder. The aim of this study was to determine the prevalence rates of other disorders among a group of adults with attention deficit hyperactivity disorder, based on participants’ scores on the Million Clinical Multiaxial Inventory-III. In order to meet this aim, the Million Clinical Multiaxial Inventory -III results of a group of adults with attention deficit hyperactivity disorder (n = 51) were analysed. In terms of Cluster B personality disorders, the following prevalence rates were found for the attention deficit hyperactivity disorder group: 23% Borderline, 27.4% Antisocial, 19.6% Histrionic, and 19.6% Narcissistic. As far as comparing prevalence rates of possible comorbid conditions, as found in this study, with those of previous studies, the results compare well to those conditions that are reported as the most prevalent in other studies. However, the wide range of clinical and personality disorders that are associated with attention deficit hyperactivity disorder indicate that there are no typical comorbid disorders.

2a:T439,

Trainee therapists or psychologists starting to practice psychotherapy are met with a number of inherent difficulties in engaging their clients in the treatment process. Using interpersonal process recall and interpretive phenomenological analysis, 18 counselling/clinical psychology trainees were interviewed about core difficulties they faced in engaging their clients