*5.4. Procedure*

Permission to conduct the research was obtained from both the management of the manufacturing company involved in the study, as well as the Ethics Research Review Committee of the overseeing academic institution (No.11/40- AO22/SD-Form/2013). The research assistant distributed research packages amongst the participants, and these comprised of the following: the participant consent form; an invitation letter indicating the aim of the study; both the university and management's approval letter; confirmation of the safekeeping and confidentiality of the responses; instructions on how to complete the instruments; and the actual three instruments, all in hard copy. On completion, each individual was requested to sign the consent form and include this with the completed instruments in an appropriate envelope. The envelope then had to be returned to the research assistant who, in turn, mailed it to the researcher.

#### *5.5. Data Analysis*

The researchers conducted the statistical analysis with the aid of SPSS program (SPSS Inc., Chicago, IL, USA) [52,63,64]. They investigated the multivariate outliers with Mahalonibis distance using the distribution function for Chi-square. After investigation, three cases did not satisfy the conditions of (*p* ≤ 0.01) (62). The three cases were considered to have presence of outliers; therefore, the researchers decided the exclude them from the analysis.

The researcher used the descriptive statistics to explore the data. They calculate the internal consistency of the measuring instruments using item analysis if Cronbach alpha deleted [65]. Because of the low reliability on avoidance COP, Manageability SOC and meaningfulness SOC, Exhaustion BO and professional efficacy BO and absorption WE sub-scales the researchers decided to exclude them from the interpretation [66]. The researchers used Pearson correlation coefficients to determine the relationships between the variables (Problem-focused, seeking support COP, comprehensibility SOC, vigour and dedication WE, and cynicism BO). The researchers used effect size [67] to determine the practical significance of the findings. They set a cut-off alpha value of 95% confidence interval level (*p* ≤ 0.05) and a practical effect size of r ≥ 0.11 (small effect size) to r ≥ 0.31 (medium effect size) were implemented.

The researchers conducted hierarchical multiple regression analyses to determine whether (1) COP moderate the relationship between sense of coherence and Burnout; (2) COP moderated the relationship between SOC and work engagement. The interactions were explored using a simple slope test and the value of the moderator at the −1SD mean +1SD, as well as standard deviations above and below the mean [66]. In order to counter the probability of type I errors, the significant value was set at the 95% confidence interval level (*<sup>p</sup>* ≤ 0.05). For the purpose of this study, the practical significance of *<sup>R</sup><sup>2</sup>* values was determined by calculating effects sizes (*f* 2) [68].

#### **6. Results**

#### *6.1. Descriptive Statistics: Means and Standard Deviations*

Table 2 presents descriptive statistics for the variables. As shown in Table 2, the participants obtained relatively high scores for the seeking COP (M = 3.13; SD = 0.49) and low scores on problem-focused COP (M = 2.69; SD = 0.55). In terms of the sense of coherence, participants obtained relatively high scores for comprehensibility SOC (M = 5.22; SD = 1.25), sense of coherence SOC (M = 4.64; SD = 0.72.)

As shown in Table 2 above, the participants obtained high scores burnout BO (M = 3.71; SD = 0.72), and cynicism BO (M = 2.20; SD = 1.66). In terms of work engagement, the participants obtained relatively high scores on vigour WE (M = 4.86; SD = 1.12), work engagement WE (M = 4.54; SD = 0.81) and dedication WE (M = 4.12; SD = 1.20).

#### *6.2. Correlational Analysis*

Table 3 also presents the significant correlation coefficients that were identified between the COP, SOC, BO, and WE variables. The inter-correlations ranged from r ≤ −0.14 (small practical effect size) to r ≥ 0.82 (large practical effect size). These results indicate that the zero-order correlations were below the threshold level of concern (r ≥ 0.90) of multi-collinearity. Problem-focused and seeking support COP positively related SOC and vigour WE and negatively related to and cynicism BO. SOC negatively and significantly related to BO variable. SOC positively and significantly related to vigour and absorption WE variables. BO related negatively and significantly to vigour and dedication WE (the *p* values ranged between *p* ≤ 0.001 and *p* ≤ 0.005).


**Table 3.** Correlational analysis.

=197; \*\*\* *p* ≤ 0.01, \*\* *p* ≤ 0.02, \* *p* ≤

> *n*

#### *6.3. Hierarchical Regression Analysis*

Table 4 indicates the moderating effect results.

**Table 4.** Hayes' Process Regression Matrix for Moderating effect of the coping (COP) on the relationship between sense of coherence (SOC) and (burnout (BO) (*n* = 197).


Note: *B* = Unstandardized coefficients; SEs = standard errors; *LLCI* = *lower level of confidence interval; ULCI* = *upper level of confidence interval*.

As indicated in Table 4 below, in terms of the main effects, total SOC did not act as a significant predictor of the BO. (F (3; 193) = 18.66; *p* ≤ 0.05), (B = −1.01; SEB = 0.84; 95%CI = (−2.66; 0.64); *p* = 0.23), denoting that SOC was not associated with a decrease in the percentage of the BO. The interactions were explored using a simple slope test and by graphing the interactions using the value of the moderator at the mean, as well as standard deviations above and below the mean [66]. As shows in Table 4, COP did not act as a moderator in the relationship between SOC and BO. (F (3; 193) = 18.66; *p* ≤ 0.05), (B = 0.14; SEB = 0.29; 95%CI = (−0.43; 0.70); *p* = 0.64).

As indicated in Table 5 below, in terms of the main effects, SOC acted as a significant predictor of the WE. (F (3; 193) = 4.39; *p* ≤ 0.05), (B = 2.64; SEB = 0.85; 95%CI = (0.96; 4.31); *p* < 0.05, denoting that SOC was associated with an increase in the percentage of the WE. Furthermore, COP acted as a significant predictor of the WE. (F (3; 193) = 4.39; *p* ≤ 0.05), (B = 4.30; SEB = 1.34; 95%CI = (1.66; 9.94); *p* < 0.05), denoting that COP was associated with an increase in the percentage of the WE. The interactions were explored using a simple slope test and by graphing the interactions using the value of the moderator at the mean, as well as standard deviations above and below the mean [66] As illustrated in Figure 1, the relationship between SOC and WE was stronger for individuals with high level of COP than individual with low level of COP. The participants who scored high on COP also achieved significantly higher scores than their counterpart participants on the WE.


**Table 5.** Hayes' Process Regression Matrix for Moderating effect of the COP on the relationship between SOC and WE (*n* = 200).

Note: *B* = Unstandardized coefficients; SEs = standard errors *LLCI* = *lower level of confidence interval; ULCI* = *upper level of confidence interval*.

**Figure 1.** Interaction effect between COP, SOC, and work engagement (WE).

#### **7. Discussion**

Overall, the results suggest that participants' perceptions of problem-focused COP relate significantly and positively to their perception of SOC and vigour WE. Moreover, their perceptions of problem-focused COP related negatively and significantly to their perceptions of cynicism BO. In addition, participants' perceptions of seeking support COP related positively and significantly to their perception of SOC. Participants' perceptions of SOC related significantly and negatively to their perceptions of cynicism BO. Furthermore, participant's perceptions of SOC relate significantly and positively to their levels of vigour and dedication WE. These findings are consistent with those of prior research [23], which reported that a strong SOC and high problem-focused and high seeking support COP are important to foster the abilities and competences of employees to cope with diverse work-related challenges, whilst positively impacting work-related health and well-being. The results are likely to be explained by the fact that participants with a high SOC will likely reciprocate with a higher level of vigour WE [20].

The results suggest that problem-focused and seeking support COP related positively to SOC. This implies that individuals with a strong SOC and proper coping strategies are likely to overcome challenging events or stressful situations posed by their working environment. The results are likely to be explained by the fact that, participants with a strong SOC, who apply positive coping strategies, such as seeking support and problem-focus, are more likely to COP with stressful work environment. In contrast, participants with low level of SOC, are likely to experience threating situations, as they usually perceived stressors as a threat [43,44].

In addition, a low level of comprehensibility SOC relate to a higher level of BO. This implies that participants with a low comprehensibility SOC are likely to experience depletion of emotional resources, demonstrate cynical attitudes. In contrast, participants with a high comprehensibility SOC are less likely to have feelings of depletion of resources at work. These findings mirror those by Van der Colff and Rothmann [4] who found SOC to be negatively related with BO.

Further, the results suggest that high levels of BO relate to low levels of WE. This could possibly be explained by the fact that participants who have feelings of depletion, and who distance themselves emotionally and cognitively from their work are less likely to be energetic, enthusiastic, proud and engrossed in their work tasks. This study's results support previous results for example, Van der Colff and Rothmann [4], which showed low level of WE related to higher levels of BO. These findings are consistent with those by Rožman et al. [8] who found WE to be negatively associate with BO. These results are particularly important in the context of the DRC, which aims to increase health and well-being amongst employees, whilst generally increasing performance in the manufacturing industry through promoting SOC, COP, WE and prevent BO. The present study revealed the important role of SOC in buffering BO, consistent with previous studies [4]; Participants with a strong SOC are

likely to view a greater number of events as having coherence. This perceptual seem to be restrained: it influences individual's perceptions of a stressful event, but it does so without their conscious awareness [4].

The results on the effects of COP on SOC and WE revealed that, participants with a strong SOC and high levels of WE perceived a high level of COP, then their counterparts with a low COP. This might be explained by the fact that when participants have higher level of COP, they might respond with high level of SOC and WE [4]. In other words, Participant with high-level of COP strategies and strong SOC are likely to cope with challenging situations and demonstrate high-level of energy, be enthusiastic, proud, and perform in their daily work. These findings mirror the ones of previous studies by Van Colff and Rothman [4], who found that participants with high COP and strong SOC are likely to seek emotional or social support when dealing with occupational stressors in a positive problem-focused manner. Participants with high level of COP and strong SOC are likely to demonstrate higher levels of WE, which in turn, will influence their well-being and ultimately, enhance its performance [10].

#### *7.1. Limitations of the Study*

The study comes with limitations. Conceptualisation of the study is limited by the fact that hardly any data is available concerning manifestation of positive psychology functioning in any middle, north, or West African country such as the DRC. This means that no comparisons with previous context-specific results could be conducted. In terms of psychometric procedures, translation of the instruments was potentially problematic in terms of experienced confusion about ideas and constructs from Western cultures implemented in culture-specific contexts such as the DRC. The sampling method (not being random) and low reliability prevented generalisation of the results from being applied beyond this organisation's population.

### *7.2. Conclusions and Recommendations for Theory and Practice*

The results suggest that employees become work-engaged and dedicated (high level of WE) when they perceive their world of work as being organised and structured. They demonstrate high levels of participation in their work, and are able to cope with their work, and see the meaning in their work (overall high SOC). These results are extremely important within the DRC-context since research regarding this context often focuses on negative aspects and pathogenetic approaches rather than on positive aspects and coping. This study therefore contributes to the positive psychology and positive organisational psychology literature with regard to the Central African context. If employees have a strong SOC, using positive coping strategies, and experiencing low levels of burnout, they would likely be work engaged. This study adds to the growing body of knowledge on COP, SOC, BO in the context of WE in Central African contexts and organisations and supports international studies on SOC and coping in generally challenging work situations. Results of this study support mainly Western-based literature and results from previous studies, however it might be assumed that the culture-specific motivations and the contextual influences and effects differ from Western research settings.

Research-related recommendations, therefore, include that Industrial and Organisational Psychologists should focus their research on constructs such as COP, SOC, BO, andWE in culture-specific contexts, compare them across countries (Pan-African research), and study them, particularly within African organisations in different sectors with mix-method approaches. Further, researchers should develop culture-specific quantitative research instruments to explore culture and language adequate concepts, and not only lean on Western research instruments. It is recommended that positive psychological functioning and its effect on work behaviour of employees and, particularly leadership, should be researched to further predict the way forward for employees and organisations in Central Africa into the fourth industrial revolution.

In terms of practical recommendations, Industrial and Organisational Psychologists and Human Resources Practitioners should become aware of the inter-linkages among COP, SOC, BO, and WE within this specific cultural and organisational context, and focus on positive psychological constructs and employee and organisational functioning, since in the past industrial research in African contexts focused mainly on problems and challenges. Programs that focus on the increase of SOC in terms of mental health and well-being within organisations should be developed with culture-specific backgrounds, particularly in a challenging context like the manufacturing sector in the DRC. The COP, SOC, and WE within organisations should be fostered to counteract BO and should contribute to an overall healthier and empowering work environment.

**Author Contributions:** J.M.-M. was the project leader and was responsible for the conceptualisation and research methodology. C.-H.M. conducted the literature review and contributed to the writing-up of the manuscript. All authors have read and agreed to the published version of the manuscript.

**Funding:** This research received no external funding.

**Conflicts of Interest:** The authors declare no conflict of interest.
