Llewellyn Ellardus van Zyl

@optentia.co.za

Professor (Extraordinary) & Professor (Assistant)
Optentia Research Unit

Llewellyn Ellardus van Zyl


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https://researchid.co/llewellyn101
Llewellyn van Zyl ( is an internationally recognised positive psychologist and thought leader in the strengths-based talent assessment, development and optimisation space. He holds an extraordinary professorship in positive psychology with the Optentia Research Unit at the North-West University and is currently attached to the Eindhoven University of Technology. He also serves as the Co-Speciality Chief Editor of Frontiers in Psychology (Positive Psychology). Over the last 15 years, he has pioneered new frontiers in data-driven, technology infused talent assessment methodologies and development strategies as both a distinguished behavioral scientist and accomplished management consultant for major global organisations. As an applied positive psychological scientist, Llewellyn's groundbreaking research has led to the development of cutting-edge talent assessment tools, evidence-based coaching models, and strengths-based interventions that unlocks human performance. He is one of th

EDUCATION

PhD in Industrial Psychology
97

Scopus Publications

4779

Scholar Citations

39

Scholar h-index

77

Scholar i10-index

Scopus Publications

  • The Five Faces of Compassion: the Hidden Well-Being Costs for Managers who Prioritize Compassion for Others Over Themselves
    Mari Ford, Sebastiaan Rothmann, Llewellyn Ellardus van Zyl
    International Journal of Applied Positive Psychology, 2026
    The assumption that compassion is invariably beneficial overlooks the hidden costs managers incur when their care for others outpaces their care for themselves. While organisations frequently encourage outward expressions of compassion, the role of self-compassion in sustaining managerial well-being remains understudied. Using a person-centred latent profile approach, we surveyed 404 managers to identify common self- vs. other compassion configurations (or profiles) and to determine how these profiles differ in respect of work-related flourishing. Five distinct compassion configurations emerged: (1) Self-Critical Caregivers (very high other-compassion, low self-compassion), (2) Balanced Professiona ls (high on both), (3) Ambivalent Responders (moderate on both), (4) Compassionate Leade rs (very high on both), and (5) Conflicted Altruists (very high other-compassion with variable self-compassion). The findings reveal that compassion may function as a double-edged sword. Managers who combined high self-compassion with high other-directed compassion reported the highest flourishing. Conversely, Self-Critical Caregivers who showed strong compassion toward others but minimal self-compassion reported the lowest well-being. These patterns challenge the widespread belief that more compassion is universally beneficial. Instead, they suggest that extending care to others without also caring for oneself is associated with lower well-being. For practice, the results suggest that organisations cannot sustainably promote compassionate management by focusing solely on outward empathy. Interventions must address both dimensions simultaneously, because compassionate leadership is unlikely to be sustainable when managers are trained to care for others while remaining harsh, critical, or neglectful toward themselves. Only through this balanced approach can organisations support managers who are both effective in their care for employees and resilient in maintaining their own well-being.
  • The competence paradox: when psychologists overestimate their understanding of Artificial Intelligence
    Llewellyn Ellardus van Zyl
    AI and Society, 2026
    Artificial intelligence is rapidly transforming psychological practice. Psychologists now use AI to transcribe sessions, analyse client data, and generate treatment plans, yet few fully understand how these systems work. This commentary argues that the greatest risk AI poses to psychology is not its technical superiority to human capability, but a competence paradox: the tendency of psychologists to mistake the effective use of AI tools for a genuine understanding of how it works. This illusion of competence distorts judgment, weakens accountability, and undermines the foundations of professional expertise. We discuss how this gap forms, why it matters for both clients and clinicians, and what psychologists must know to engage with AI responsibly. Drawing on recent work in adjacent fields, we show how cognitive bias, identity protection, and anthropomorphism create a false sense of mastery. We then trace consequences across five domains. Cognitive and diagnostic skills decline through automation bias, cognitive offloading, and reduced reflective reasoning. Professional identity is strained as roles shift from clinician to editor of machine output. Ethical accountability blurs through hidden AI use, weak informed consent, and diffused liability. Collegial consultation diminishes as practitioners consult tools rather than peers, and wellbeing suffers through technostress, rising demands, financial strain, and growing reliance on AI. Finally, we argue that limited explainability within AI systems creates an explanatory dependence that constrains transparent justification of clinical decisions, shifts the burden of reasoning from clinician to tool, and makes embedded value choices harder to detect. We conclude with a call to action and a research agenda.
  • The AI-IARA framework: How to cultivate human agency before artificial intelligence optimizes it a(ny)way
    Llewellyn E. van Zyl
    Journal of Positive Psychology, 2026
  • Psychometric validation of the self-compassion scale and the link of self-compassion to managerial flourishing in South Africa
    Mari Ford, Sebastiaan Rothmann, Llewellyn van Zyl
    BMC Psychology, 2025
    Background Self-compassion is a critical personal resource that can assist managers in addressing the demands of their jobs and flourishing. This study investigated the factor validity, reliability, and measurement invariance of Neff’s Self-Compassion Scale across genders and the association between self-compassion and managers’ workplace flourishing using a person-centered approach. Method Managers (N = 390) registered for postgraduate qualifications at business schools across South Africa participated in a cross-sectional survey. Participants completed an online questionnaire, which included the Self-Compassion Scale and the Flourishing-at-Work Scale–Short Form. Results The results supported a bifactor exploratory structural equation model with one global factor and six well-defined subfactors of self-compassion. The measurement invariance of the scale was established across genders. Latent profile analysis identified four flourishing profiles: languishers, moderate languishers, moderate flourishers, and flourishers. Significant differences were found between the self-compassion of managers in these profiles. Flourishers reported the highest levels, while languishers reported the lowest levels of self-compassion. Conclusions Neff’s self-compassion scale is valid and reliable and should be retained in its original form. Self-compassion is closely linked with managers’ flourishing and should be included in all management development programs to improve well-being. This may be an essential way to promote flourishing in organizations.
  • Beyond Universal Prescriptions: Toward A Person-Centered, Bottom-Up Science of Wellbeing
    Llewellyn E. van Zyl, Bryan J. Dik
    International Journal of Applied Positive Psychology, 2025
  • The Identification and Structure of Strengths within the LGBTQIA+ Community: A Qualitative and Empowered Thematic Investigation
    Jeffrey J. Klibert, Nikki DiGregorio, Hayley Houseman, Michaela Shields, Donovan Edward, et al.
    International Journal of Applied Positive Psychology, 2025
  • Exploring the potential solutions to the criticisms of positive psychology: But can the bold, idealistic visions of positive psychologists survive real-world scrutiny?
    Llewellyn Ellardus van Zyl
    Frontiers in Psychology, 2025
    Positive psychology has faced growing criticism regarding its scientific foundations and applied impact. To encourage constructive dialog, this study employs a Participatory Action Research (PAR) approach to co-create potential ways to address the critiques of positive psychology. By engaging positive psychological practitioners and scholars, we investigate their perspectives on addressing the discipline’s theoretical, methodological, and practical challenges and critically evaluate the viability of these solutions. Purposive sampling gathered data from 213 positive psychology researchers and practitioners. Participants were familiarized with the main criticisms through a participatory online workshop and then engaged in small group discussions to generate potential solutions to such. Content analysis identified 16 themes and 37 categories of proposed solutions. While the proposed solutions showed promise, some appear idealistic given academic realities. This participatory study empowers positive psychologists to actively shape the evolution of their field through ongoing dialog, reflective co-creation and knowledge generation.
  • Cracks in the JD-R model? The failure of strengths use, job crafting, and home-work spillover to support wellbeing during COVID-19
    Llewellyn Ellardus van Zyl, Menno A. Cornelisse, Pascale Le Blanc, Sebastiaan Rothmann
    Frontiers in Psychology, 2025
    Drawing from the Job Demands-Resources (JD-R) model, this study examined the relationship between job characteristics, work-home interference, motivation, and psychological wellbeing during the COVID-19 lockdown. Specifically, it explored whether individual-level strategies such as strengths use, job crafting, and home-work regulatory factors (i.e., positive and negative home-work spillover) moderated these relationships. A cross-sectional survey of 522 participants was conducted during the lockdown. Structural equation modelling, mediation, and moderation analyses tested the proposed relationships. Results showed that work overload, organizational support, and job security were significantly associated with both negative and positive work-home interference, while growth opportunities and advancement were not. Positive and negative work-home interference and motivation were directly linked to psychological wellbeing, although only positive work-home interference was associated with motivation. Further, strengths use and job crafting moderated was only found to moderate the relationship between job security and negative work-home interaction. Finally, home regulatory practices may not be helpful in explaining how job characteristics affect the work-home relationship. The findings suggest that during crises, the JD-R model falls short in accounting for the complex interaction between job characteristics and employee outcomes. While structural factors like work overload, organizational support, and job security remain central, individual strategies and home-regulatory practices had limited impact. These insights challenge assumptions about the JD-R model's “universal applicability” and the presumed effectiveness of personalized coping strategies during systemic disruption. It also exposes a deeper limitation of the JD-R model: its implicit tendency to pathologize the employee by placing the burden of wellbeing on individuals rather than addressing the systemic conditions that shape it. In times of crisis, the onus should not be on employees to adapt, but rather on organizations to create environments that support work-life balance and sustainable wellbeing.
  • Gratitude in the Time of the Coronavirus: A Thematic Analysis of the Three Good Things in Young Adults
    Zelda Di Blasi, Megan O’Doherty, Llewellyn E. van Zyl
    International Journal of Applied Positive Psychology, 2024
    The COVID-19 pandemic has significantly disrupted the daily lives of college students, resulting in elevated levels of stress, anxiety, and isolation. Research suggests positive psychology interventions aimed at practicing gratitude, offer potential benefits in reducing these common mental health problems. However, there is a limited understanding of how or why these interventions work nor what function gratitude plays in the lives of young adults during the COVID-19 pandemic. As such, the purpose of the paper was to explore the sources and targets of gratitude of college students during the COVID-10 lockdown in Ireland. This study aimed analyse the content of the ‘Three Good Things’ intervention as reported by young adults during the COVID-19 lockdowns in Ireland. A total of 109 college students participated in a 7-day online ‘Three Good Things’ intervention, where they were prompted to reflect on and document three positive experiences each day. Participants were asked to elaborate on how these experiences made them feel and to highlight their role in facilitating these positive experiences. Thematic analysis was used to analyze the 2,200 submitted responses. The findings revealed three overarching themes relating to participants’ expressions of gratitude during the COVID-19 lockdown: (1) cultivating positive social interactions, (2) prioritizing meaningful self-care, and (3) fostering hope for a more normal life post-pandemic. By delving into the lived experiences of college students, this study sheds light on the elements central to their expressions of gratitude during the COVID-19 pandemic. The findings underscore the importance of social connections, self-care practices, and hopeful prospects as sources of gratitude among students.
  • The Psychometric Properties of the Psychological Work Immersion Scale: An ESEM vs ICM-CFA Approach
    Llewellyn E. van Zyl, Dieter Veldsman
    International Journal of Applied Positive Psychology, 2024
    This study investigates the psychometric properties and measurement invariance of the Psychological Work Immersion Scale (PWIS) scale within global organisational contexts. Data were gathered from 19134 working adults in the US, the UK, the Middle East, Africa, and Australia. To determine the best-fitting factorial model, a series of traditional ICM-CFA and less restrictive ESEM models were estimated and systematically compared. The results showed that a bifactor ESEM model, with one general factor of overall psychological work immersion and nine specific factors (strategic connection, manager credibility, appreciative feedback, enabling environment, team relations, strength use, employee voice, recognition and rewards, personal development) fitted the data best, was reliable and showed strong measurement invariance across genders and levels of education. The results show that psychological work immersion is a multidimensional construct that is both a function of yet separate from a dynamic interaction between the nine performance-enhancing conditions or enablers. Therefore, The PWIS can be used to measure psychological work immersion validly and reliably and could be used to make meaningful latent mean comparisons between genders and different levels of education.
  • The critiques and criticisms of positive psychology: a systematic review
    Llewellyn E. van Zyl, Jaclyn Gaffaney, Leoni van der Vaart, Bryan J. Dik, Stewart I Donaldson
    Journal of Positive Psychology, 2024
  • Positive organisational psychology 2.0: Embracing the technological revolution
    Llewellyn E. van Zyl, Bryan J. Dik, Stewart I. Donaldson, Jeff J. Klibert, Zelda di Blasi, et al.
    Journal of Positive Psychology, 2024
  • The academic task performance scale: psychometric properties, and measurement invariance across ages, genders and nations
    Llewellyn Ellardus van Zyl, Jeff Klibert, Rebecca Shankland, Jacqueline Stavros, Matthew Cole, et al.
    Frontiers in Education, 2024
  • The study demands and resources scale: psychometric properties, longitudinal invariance, and criterion validity
    Llewellyn E. van Zyl, Rebecca Shankland, Jeff Klibert, Nicolas B. Verger, Sebastiaan Rothmann, et al.
    Frontiers in Education, 2024
  • Person-environment fit and task performance: exploring the role(s) of grit as a personal resource
    Llewellyn E. van Zyl, H. A. van Vuuren, Lara C. Roll, Marius W. Stander
    Current Psychology, 2023
  • The Poverty-Related Stress Scale: Development and Validation of a Multidimensional Measure Assessing Poverty-Related Stressors
    Brianna Allen, Jeffrey Klibert, Llewellyn E. van Zyl
    Depression and Anxiety, 2023
  • The Holistic Life-Crafting Model: a systematic literature review of meaning-making behaviors
    Llewellyn E. van Zyl, Noah C. M. Custers, Bryan J. Dik, Leoni van der Vaart, Jeff Klibert
    Frontiers in Psychology, 2023
  • Editorial: Spirituality and positive psychology
    Nicolas Roussiau, Christian R. Bellehumeur, Cynthia Bilodeau, Oscar Navarro, Nathalie Bailly, et al.
    Frontiers in Psychology, 2023
  • Effectiveness of an online positive psychology intervention among Tunisian healthcare students on mental health and study engagement during the Covid-19 pandemic
    Imen Krifa, Quentin Hallez, Llewellyn Ellardus Zyl, Amel Braham, Jihene Sahli, et al.
    Applied Psychology Health and Well Being, 2022
  • Editorial: Positive psychological interventions: How, when and why they work: Beyond WEIRD contexts
    Wenjie Duan, Jeff Klibert, Marijke Schotanus-Dijkstra, Susana Llorens, Machteld van den Heuvel, et al.
    Frontiers in Psychology, 2022
  • Grit Across Nations: The Cross-National Equivalence of the Grit-O Scale
    Llewellyn E. van Zyl, Babet Heijenk, Jeff Klibert, Rebecca Shankland, Nicolas B. Verger, et al.
    Journal of Happiness Studies, 2022
  • Editorial: Positive Psychological Assessments: Modern Approaches, Methodologies, Models and Guidelines: Current perspectives
    Arianna Costantini, Leon T. De Beer, Peter M. ten Klooster, Marielle A. J. Zondervan-Zwijnenburg, Maria Vera, et al.
    Frontiers in Psychology, 2022
  • Editorial: Positive Educational Approaches to Teaching Effectiveness and Student Well-being: Contemporary Approaches and Guidelines
    Matthew Cole, Rebecca Shankland, Mirna Nel, Hans Henrik Knoop, Sufen Chen, et al.
    Frontiers in Psychology, 2022
  • The General Academic Self-Efficacy Scale: Psychometric Properties, Longitudinal Invariance, and Criterion Validity
    Llewellyn E. van Zyl, Jeff Klibert, Rebecca Shankland, Eric W. K. See-To, Sebastiaan Rothmann
    Journal of Psychoeducational Assessment, 2022
  • Seeds that bloom on stony ground – Concept paper of the future perspectives of the unexploited capacities of positive clinical psychology in Hungary
    Neuropsychopharmacologia Hungarica, 2022

RECENT SCHOLAR PUBLICATIONS

  • The unintended negative consequences of artificial intelligence use for psychologists
    LE Van Zyl
    Frontiers in Psychology 17, 1729050 , 2026
    2026
    Citations: 7
  • The AI-IARA framework: How to cultivate human agency before artificial intelligence optimizes it a (ny) way
    LE Van Zyl
    The Journal of Positive Psychology, 1-19 , 2026
    2026
    Citations: 4
  • The French Grit-O Scale: Psychometric Properties and Associations with Engagement, Performance, and Well-Being
    N Elimari, C Nguyen, N Verger, R Shankland, L van Zyl, Q Hallez
    OSF , 2026
    2026
  • The competence paradox: when psychologists overestimate their understanding of Artificial Intelligence
    LE van Zyl
    AI & SOCIETY, 1-15 , 2026
    2026
    Citations: 5
  • Cracks in the JD-R model? The failure of strengths use, job crafting, and home-work spillover to support wellbeing during COVID-19
    LE Van Zyl, MA Cornelisse, S Rothmann Sr
    Frontiers in Psychology 16, 1532083 , 2025
    2025
    Citations: 9
  • The Identification and Structure of Strengths within the LGBTQIA+ Community: A Qualitative and Empowered Thematic Investigation
    JJ Klibert, N DiGregorio, H Houseman, M Shields, D Edward, E Murphy, ...
    International Journal of Applied Positive Psychology 10 (2), 40 , 2025
    2025
  • Psychometric validation of the self-compassion scale and the link of self-compassion to managerial flourishing in South Africa
    M Ford, S Rothmann, LE Van Zyl
    BMC Psychology 13 (597), 1-16 , 2025
    2025
    Citations: 3
  • Why Do We Keep Investing In Wellbeing Interventions That Don’t Work
    LE van Zyl
    Italian Society for Positive Psychology Conference/ Sicily, Italy., 1-20 , 2025
    2025
  • Beyond universal prescriptions: Toward a person-centered, bottom-up science of wellbeing
    LE van Zyl, BJ Dik
    International Journal of Applied Positive Psychology 10 (1), 1-24 , 2025
    2025
    Citations: 9
  • Exploring Potential Solutions to the Criticisms of Positive Psychology: Can the Bold, Idealistic Visions of Positive Psychologists Survive Real-World Scrutiny?
    LE Van Zyl
    Frontiers in Psychology 16 (1511128), 1-15 , 2025
    2025
    Citations: 5
  • Gratitude in the time of the coronavirus: A thematic analysis of the three good things in young adults
    Z Di Blasi, M O’Doherty, LE van Zyl
    International Journal of Applied Positive Psychology 9 (2), 1-19 , 2024
    2024
    Citations: 4
  • Positive organisational psychology 2.0: Embracing the technological revolution
    LE van Zyl, BJ Dik, SI Donaldson, JJ Klibert, Z Di Blasi, J Van Wingerden, ...
    The Journal of Positive Psychology 19 (4), 699-711 , 2024
    2024
    Citations: 61
  • The psychometric properties of the psychological work immersion scale: An ESEM vs ICM-CFA approach
    LE Van Zyl, D Veldsman
    International Journal of Applied Positive Psychology 9 (1), 251-286 , 2024
    2024
    Citations: 7
  • The Critiques and Criticisms of Positive Psychology: A Systematic Review
    LE van Zyl, J Gaffaney, L van der Vaart, BJ Dik, SI Donaldson
    The Journal of Positive Psychology, 1-30 , 2024
    2024
    Citations: 328
  • The Study Demands and Resources Scale: Psychometric Properties, Longitudinal Invariance and Criterion Validity
    LE Van Zyl, R Shankland, J Klibert, NB Verger, S Rothmann, V Cho, ...
    Frontiers in Education 9, 1409099 , 2024
    2024
    Citations: 8
  • Compassion, Secure Flourishing, and Organizational Commitment of Managers
    M Ford, S Rothmann, LE Van Zyl
    Frontiers in Organizational Psychology 2, 1383378 , 2024
    2024
    Citations: 3
  • The Academic Task Performance Scale: Psychometric Properties, and Measurement Invariance Across Ages, Genders and Nations
    LE Van Zyl, J Klibert, R Shankland, J Stavros, M Cole, NB Verger, ...
    Frontiers in Education 9, 1281859 , 2024
    2024
    Citations: 12
  • The Holistic Life-Crafting Model: a systematic literature review of meaning-making behaviors
    LE van Zyl, NCM Custers, BJ Dik, L van der Vaart, J Klibert
    Frontiers in psychology 14, 1271188 , 2023
    2023
    Citations: 32
  • Person-environment fit and task performance: exploring the role (s) of grit as a personal resource
    LE van Zyl, HA Van Vuuren, LC Roll, MW Stander
    Current Psychology 42 (27), 23560-23579 , 2023
    2023
    Citations: 58
  • Spirituality and positive psychology
    N Roussiau, CR Bellehumeur, C Bilodeau, O Navarro, N Bailly, ...
    Frontiers in psychology 14, 1202359 , 2023
    2023
    Citations: 9

MOST CITED SCHOLAR PUBLICATIONS

  • The Critiques and Criticisms of Positive Psychology: A Systematic Review
    LE van Zyl, J Gaffaney, L van der Vaart, BJ Dik, SI Donaldson
    The Journal of Positive Psychology, 1-30 , 2024
    2024
    Citations: 328
  • Exploratory Structural Equation Modelling: Practical Guidelines and Tutorial with a Convenient Online Tool for Mplus
    LE Van Zyl, PM ten Klooster
    Frontiers in Psychiatry 12 (795672), 1-28 , 2022
    2022
    Citations: 298
  • PERMA+ 4: A Framework for Work-Related Wellbeing, Performance and Positive Organizational Psychology 2.0
    SI Donaldson, LE van Zyl, SI Donaldson
    Frontiers in Psychology 12, 1-16 , 2022
    2022
    Citations: 277
  • Towards happiness: Experiences of work-role fit, meaningfulness and work engagement of industrial/organisational psychologists in South Africa
    LE Van Zyl, E Deacon, S Rothmann
    SA Journal of Industrial Psychology 36 (1), 1-10 , 2010
    2010
    Citations: 218
  • Leadership empowering behaviour, psychological empowerment, organisational citizenship behaviours and turnover intention in a manufacturing division
    J Bester, MW Stander, LE Van Zyl
    SA Journal of Industrial Psychology 41 (1), 1-14 , 2015
    2015
    Citations: 209
  • Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors
    LE Van Zyl, A Van Oort, S Rispens, C Olckers
    Current Psychology 40 (8), 4012-4023 , 2021
    2021
    Citations: 195
  • The concept and components of engagement in different domains applied to eHealth: A systematic scoping review
    S Kelders, LE Van Zyl, G Ludden
    Frontiers in Psychology 11 (967) , 2020
    2020
    Citations: 195
  • Research methodology for the economic and management sciences
    LE van Zyl
    Pearson Education , 2014
    2014
    Citations: 166
  • Positive psychological coaching definitions and models: a systematic literature review
    LE van Zyl, LC Roll, MW Stander, S Richter
    Frontiers in psychology 11, 793 , 2020
    2020
    Citations: 146
  • Positive Psychological Intervention Design and Protocols for Multi-Cultural Contexts
    L Van Zyl, S Rothmann
    Springer , 2019
    2019
    Citations: 116
  • The general academic self-efficacy scale: Psychometric properties, longitudinal invariance, and criterion validity
    LE van Zyl, J Klibert, R Shankland, EWK See-To, S Rothmann
    Journal of Psychoeducational Assessment 40 (6), 777-789 , 2022
    2022
    Citations: 95
  • Grand Challenges for Positive Psychology: Future Perspectives and Opportunities
    LE van Zyl, S Rothmann
    Frontiers in Psychology 13 (833057), 1-26 , 2022
    2022
    Citations: 89
  • Effectiveness of an online positive psychology intervention among Tunisian healthcare students on mental health and study engagement during the Covid‐19 pandemic
    I Krifa, Q Hallez, LE van Zyl, A Braham, J Sahli, S Ben Nasr, R Shankland
    Applied Psychology: Health and Well‐Being 14 (4), 1228-1254 , 2022
    2022
    Citations: 82
  • Mental health during COVID-19 pandemic: the role of optimism and emotional regulation
    I Krifa, LE van Zyl, A Braham, S Ben Nasr, R Shankland
    International journal of environmental research and public health 19 (3), 1413 , 2022
    2022
    Citations: 75
  • Flourishing of students in a tertiary education institution in South Africa
    LE Van Zyl, S Rothmann
    Journal of Psychology in Africa 22 (4), 593-599 , 2012
    2012
    Citations: 70
  • High‐involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment
    M Renkema, J de Leede, LE Van Zyl
    Journal of nursing management 29 (8), 2499-2514 , 2021
    2021
    Citations: 68
  • Longitudinal trajectories of study characteristics and mental health before and during the COVID-19 lockdown
    LE Van Zyl, S Rothmann, MAJ Zondervan-Zwijnenburg
    Frontiers in psychology 12, 633533 , 2021
    2021
    Citations: 68
  • Positive psychological coaching tools and techniques: A systematic review and classification
    S Richter, LE Van Zyl, LC Roll, MW Stander
    Frontiers in psychiatry 12, 667200 , 2021
    2021
    Citations: 66
  • Beyond smiling: The evaluation of a positive psychological intervention aimed at student happiness
    LE Van Zyl, S Rothmann
    Journal of Psychology in Africa 22 (3), 369-384 , 2012
    2012
    Citations: 64
  • Positive organisational psychology 2.0: Embracing the technological revolution
    LE van Zyl, BJ Dik, SI Donaldson, JJ Klibert, Z Di Blasi, J Van Wingerden, ...
    The Journal of Positive Psychology 19 (4), 699-711 , 2024
    2024
    Citations: 61