To see the other types of publications on this topic, follow the link: Personality competence.
Dissertations / Theses on the topic 'Personality competence'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Personality competence.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Chamorro-Premuzic, Tomas. "Personality traits and intellectual competence : the relationship between personality traits, academic performance, psychometric and subjectively-assessed intelligence." Thesis, University College London (University of London), 2003. http://discovery.ucl.ac.uk/1383229/.
Full textAbstract:
This thesis concerns the relationship between personality traits and intellectual competence. It contains five chapters and ten independent but related empirical studies. Chapter one presents a review of the salient literature in the area. It is divided into three sub-sections: personality and psychometric intelligence, personality and academic performance (AP), and personality and subjectively-assessed intelligence (SAI). Chapter two (studies 1 to 4) examines the relationship between the Big Five personality traits with several psychometric intelligence tests, SAL and gender. Results indicated that personality traits (notably Neuroticism and Agreeableness) are significantly related to SAI, but not to psychometric intelligence. Since SAI is also significantly related to psychometric intelligence, it is suggested that SAI may mediate the relationship between personality and psychometric intelligence. Chapter three (studies5 to 8) examines the relationship between psychometric intelligence and personality (the Big Five and the Gigantic Three) with AP. Results indicate that personality traits (notably Conscientiousness and Psychoticism) are significant predictors of AP, accounting for unique variance in AP even when psychometric intelligence and academic behaviour are considered as predictors. Chapter four (studies 9& 10) looks at the relationship between personality and psychometric intelligence with a measure of art judgement as well as several indicators of previous art experience. Results indicate that art judgement is related to both personality and intelligence, and may therefore be considered a mixed construct. Chapter five presents a brief summary of the results and conclusions.
2
Henriksson, Malin. "Cultural competence in Swedish primary care : Are some providers more prone to be culturally competent than others?" Thesis, Växjö University, School of Social Sciences, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-864.
Full textAbstract:
Cultural competence has become an important topic since the society has evolved to be more multicultural, these societies have a big problem with their healthcare systems and it is said that primary care in Sweden must become better adjusted to the needs of minorities. The objective of this study was to investigate the degree of cultural competence in primary care in Sweden and to examine if the degree of cultural competence had a relation to the providers personality, gender, age ethnicity and educational level. Three different county councils were asked to participate but only one agreed. From 13 different primary care wards, 111 participants filled in three different instruments measuring personality, cultural competence and social desirability. The result of Pearson correlations, partial correlations, two-tailed independent t-tests and a χ²- test show that the degree of cultural competence is relatively low. Also, persons who are more conscientious and open, less neurotic, and educated at a university are more prone to be culturally competent. This investigation shows that there is a need to make individuals who work in primary care more aware of these issues. The focus should not lie on personnel level alone, but on organizational level as well.
3
Blunt, Leigh Ann. "Impact of social competence as protective factor for violence resiliency." Diss., Columbia, Mo. : University of Missouri-Columbia, 2005. http://hdl.handle.net/10355/4185.
Full textAbstract:
Thesis (Ed. D.)--University of Missouri-Columbia, 2005.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (November 7, 2006) Vita. Includes bibliographical references.
4
Borowski, Sarah K. "Emotional Competence and Co-Rumination Within Early Adolescent Friendships: Implications for Emotion Socialization." W&M ScholarWorks, 2014. https://scholarworks.wm.edu/etd/1539626774.
Full text
5
Forbes, Adelaide. "The predictive validity of the occupational personality questionnaire (OPQ 32I) in assessing competence in the workplace." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5860.
Full textAbstract:
Includes bibliographical references (leaves 63-70).The dearth of studies available examining the personality-performance relationship have raised criticisms about the predictive validity of personality assessment in recruitment and selection. The Employment Equity Act (Act No.55 of 1998) stipulates the use of scientifically proven, valid and realiable assessment instruments. This study investigated the validity of the Occupational Personality Questionnaire (OPQ 32i) as a valid predictor of job performance at a large financial services institution in South Africa. The extent to which specific personality dimensions could be correlated with job performance was determined. The sample participants comprised 132 employees, performing different roles, across different grade levels in the Administration and Finance job families. The performance rating was the criterion measure against which the predictive validity of the OPQ 32i was measured. This study produced low indices of validity between the criterion and the predictor. The OPQ 32i subscales produced high internal consistency, demonstrating the reliability of the OPQ 32i as an assessment tool. The results do not support previous findings of specific personality dimensions being valid predictors of performance across job categories. The numerous limitations have however highlighted implications for future research, particularly for the human resource performance appraisal process. The need for identification and measurement of specific personality dimensions during the performance appraisal has been suggested, as well as the use of more than one criterion measure to improve the reliability estimates of the criterion.
6
Shylo, Karen Ruth. "The interrelationship of demographic charactersitics, Myers-Briggs personality preferences and perceived competence of career education coordinators /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259580264504.
Full text
7
Fransson, Mari. "Attachment and the Development of Personality and Social Functioning." Doctoral thesis, Uppsala universitet, Institutionen för psykologi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-221869.
Full textAbstract:
According to attachment theory, the establishment of an attachment bond to a caregiver not only provides the infant with protection from danger, but also many other resources presumably beneficial to the child’s general psychological development. Although there is substantial empirical support for a link between attachment security and social functioning in childhood and adolescence, less is known about whether childhood attachment contributes to social functioning beyond adolescence. Similarly, attachment has been found predictive of broad aspects of a person’s functioning, but few attempts have been made to link attachment to the currently dominating perspective on personality, the Five Factor Model (FFM). Results in Study I partially supported our expectations, by showing prospective links from middle childhood security to various aspects of social functioning in young adulthood. Further, security contributed to developmental change in social functioning from middle childhood to young adulthood. In Study II, middle childhood security was found to predict some of the FFM personality traits (primarily extraversion and openness) concurrently and prospectively, partially supporting our expectations. The third aim of this thesis was to address whether attachment disorganization, which has usually been found predictive of maladaptive phenomena, may predict also other, non-pathological outcomes. In Study II, we found that higher levels of disorganization in young adulthood were concurrently associated with more openness and lower conscientiousness. Furthermore, in Study III disorganization was shown to be concurrently associated with more New Age spirituality and more absorption in adulthood. In addition, absorption was, in accordance with our expectations, found to statistically mediate the link between disorganization and New Age spirituality. Hence, these findings supported our assumption that disorganization might be expressed in other life domains besides specifically maladaptive ones. Taken together, we suggest that attachment spreads its influence to a broad set of life domains through its continuous influence on general psychological components such as cognitive representations and self-regulation abilities. However, the modest strength of our results indicates that attachment is only one among several factors involved in the development of social functioning, personality traits, and spirituality.
8
Mikešová, Vendula. "Kompetence manažerů malých a středních firem." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-163005.
Full textAbstract:
Thesis deals with the topic of managerial competence in small and medium-sized companies. The theoretical part describes typology of companies, divides them according to their size, structure and explains in more detail the concept of the manager and his personal characteristics. After that I focus mostly on the previously mentioned competencies, types of competencies, their development, use in past and also characteristics. The end of the theoretical part is dedicated to the competency model. Practical part of the thesis is based on interwievs, by which I am trying to ascertain the views of small and medium-sized companies on issues of competence and their need and importance for managers.
9
Миленкова, Римма Володимирівна, Римма Владимировна Миленкова, and Rymma Volodymyrivna Mylenkova. "Competence Approach in Teaching Students Foreign Languages." Thesis, СумДПУ ім. А. С. Макаренка, 2012. http://essuir.sumdu.edu.ua/handle/123456789/50819.
Full textAbstract:
The article proves that it is up to an educational institution to form the complex of competences which help students to compete in the constantly changing world and high demands of employers.Тези доводять, що саме вищий освітній заклад покликаний сформувати у особистості комплекс компетенцій, які дозволять студентам конкурувати у постійно змінному світі.
Статья доказывает ведущую роль вузов в формировании комплекса комптенций, которые позволят студенту быть конкурентоспособным в постоянно меняющемся мире.
10
Pethtel, Olivia Lee. "Decision-Making Competence, Life Regrets, and Subjective Well-Being in Mature Adults." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1339179351.
Full text
11
Lukšaitė, Marija. "Brandžios asmenybės kriterijai plėtojant verslumo kompetenciją." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130625_195217-70002.
Full textAbstract:
Magistro baigiamajame darbe nustatyti brandžios asmenybės kriterijai, įvertinta brandžios asmenybės savybių įtaka verslumo kompetencijos plėtotei ir ištirtas brandžios asmenybės ir verslaus žmogaus savybių sąryšingumas. Pirmoje ir antroje dalyje atliekama verslumo kompetencijos teorinė analizė: pateikiamos kompetencijos ir verslumo sampratos, jų suvokimo raida istoriniame kontekste, išskiriamos versliam žmogui būdingos savybės bei apibrėžiama verslumo kompetencijos svarba Europos Sąjungoje ir Lietuvoje. Trečioje dalyje apibrėžiama brandžios asmenybės charakteristika: pateikiama asmenybės samprata, asmenybės psichologijos teorijos ir jose apibrėžiamos brandžios asmenybės savybės bei išskiriami pagrindiniai brandžios asmenybės kriterijai. Ketvirtoje dalyje aprašomos tyrimo metodologinės nuostatos: pagrindžiamas tyrimo imties, strategijos ir metodo pasirinkimas, apibrėžiami pagrindiniai metodologiniai principai bei jų taikymas magistro baigiamajame darbe. Pristatomi tyrimo objektų - Motinos Teresės ir Muhammad Yunus, vertintų iš brandžios asmenybės ir verslaus žmogaus perspektyvų, analizės rezultatai. Apibendrinus tyrimo rezultatus pateikiamos išvados apie brandžios asmenybės savybes skatinančias verslumo kompetencijos vystymąsi.-.
Ce mémoire de maîtrise traite des critères de maturité de la personnalité en vue du développement de la compétence entrepreneuriale et analyse le rapport entre les qualités inhérentes à la personne mûre et à l’entrepreneur. La première et la deuxième partie du mémoire présentent une analyse théorique de compétence entrepreneuriale: les concepts de la compétence et d’entrepreneuriat ainsi que leur évolution au cours des siècles ; la définition des qualités inhérentes à l’entrepreneur et l’importance de la compétence entrepreneuriale au sein de l’Union européenne et la Lituanie. La troisième partie dégage la caractéristique de la personnalité mûre: la notion de personnalité, les qualités inhérentes à la personnalité mûre à travers différentes théories psychologiques, la définition des qualités principales inhérentes à la personnalité mûre. La quatrième partie décrit en premier lieu la méthodologie de recherche scientifique: justification du choix de l’échantillon, de la stratégie et de la méthode appliquées ; principes généraux de la méthodologie et leur application dans ce mémoire. Elle présente en suite les résultats d’analyse des objets de recherche (Mère Teresa et Muhammad Yunus), examinés du point de vue des qualités inhérentes à la personne mûre et à l’entrepreneur. Après avoir résumé les résultats de recherche, la conclusion du mémoire présente les critères de maturité de la personnalité influençant les capacités entrepreneuriales.
12
Bennett, Dawn Elizabeth. "Deriving a model of therapist competence from good and poor outcome cases in the psychotherapy of borderline personality disorder." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.301668.
Full text
13
Edwards, Scott A. "Threats to development, protective resources, and competence : testing structural models of resilience." Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1203655.
Full textAbstract:
The interdisciplinary field of developmental psychopathology has brought considerable organization and clarity to the study of resilience, and it was from this theoretical perspective that the present study was conducted. One-hundred and forty-three preschool children, ages four to six, were recruited to answer two primary questions. First, do resilient (high threats, high competence) children differ from their maladapted (high threats, low competence) and competent (low threats, high competence) peers on measures of potential protective resources (i.e., intellectual ability and parent-child relationship)? Second, what are the mechanisms that underlie the effects of threats to development and protective resources on children's emotional and behavioral competence? To test the first question, differences across groups were examined using categorical, person-based analytic procedures (i.e., ANOVA, MANOVA). It was found that the quality of the parent-child relationship among resilient children was indeed more favorable than among maladaptive children, but resilient and competent children did not differ on this dimension. Resilient children produced significantly higher results on nonverbal intellectual reasoning tasks, but were no better than their maladapted counterparts on verbal intellectual abilities. To explore the second question, variable-based analyses (structural equation modeling) were used to test for hypothesized processes underlying the impact that threats and resources have on competence. The results supported the notion of an adversity process in which threats to development directly and unfavorably impacted children's functioning. Mixed support was found for the compensatory process in which resources directly influenced competence in a manner that compensated for the effects of threats. An indirect, compensatory-enhancing processwas supported whereby intellectual resources contributed to improved parent-child relationship which in turn had a positive influence on competence. The most important finding was the adversity-mediating process. This mechanism indicated that threats to development not only directly diminish competence, but also deleteriously impact resource variables. Likewise, this finding suggested that protective resources are essential in buffering children from the consequences of exposure to threats. Specifically, while the quality of the parent-child relationship did not have strong direct influences on competence, it mediated the effects of threats. Implications from these findings for future research and clinical practice are outlined.Department of Secondary, Higher, and Foundations of Education
14
Jabur, Marcelo Nogueira. "Competências profissionais em educação física. Relação entre os fatores de personalidade (e suas facetas) e a competência profissional percebida em professores de academias de ginástica." Universidade de São Paulo, 2011. http://www.teses.usp.br/teses/disponiveis/59/59137/tde-23102013-142331/.
Full textAbstract:
O conhecimento dos fatores que tornam o profissional e em conseqüência, a empresa competentes, é essencial para que se escolham as alternativas mais adequadas para contratar e desenvolver os profissionais de acordo com os comportamentos desejados. O professor de Educação Física, antes um trabalhador pouco exigido com relação à postura e conhecimentos técnicos, é hoje, frequentemente, alvo de avaliações por parte dos gestores das academias e clubes esportivos, dos pares que desenvolvem funções semelhantes, de clientes que buscam fazer comparações para a escolha dos melhores profissionais e da sociedade que através da mídia tem acesso aos principais critérios no processo de definição da melhor academia e dos melhores professores para seu programa de exercícios físicos. O propósito desse estudo foi verificar relações entre os atributos de personalidade (e suas facetas) avaliados pelo inventário de personalidade fundamentado na Teoria dos Cinco Fatores (NEO PI-R) e a competência profissional percebida pelos professores de Educação Física que atuam em academias de ginástica, no que ser refere aos componentes \"conhecimento e habilidade\". A amostra foi constituída por 64 professores de Educação Física (25 do sexo feminino e 39 do sexo masculino), com idade média de 30,3 anos (±5,8) atuantes nas áreas de ginástica, hidroginástica e musculação. Foram aplicados dois instrumentos; o primeiro para avaliação das competências profissionais percebidas (Nascimento,1999); e o segundo visando verificar atributos de personalidade dos professores através de um instrumento de auto-registro (NEO PI-R). Para verificação da relação entre os fatores (e as facetas) de personalidade analisados e a competência profissional percebida pelos profissionais, foi aplicada a correlação de Pearson (p<=0,05). Entre os fatores analisados, os resultados demonstraram correlação negativa significativa entre as competências (conhecimento e habilidade) e o fator \"Amabilidade\". Quando analisadas as facetas, verificou-se correlação negativa significativa entre as \"Habilidades Profissionais\" e as facetas complacência e embaraço/constrangimento. Ainda com relação às facetas, foi verificada a correlação positiva significativa entre as \"Habilidades Profissionais\" e a Impulsividade. É importante destacar que o fato desse estudo se concentrar na competência profissional percebida, e não naquela aferida através de clientes e superiores, pode trazer algumas limitações na tentativa de relacionar os atributos de personalidade e a competência profissional. Em razão disso, torna-se fundamental que se desenvolvam variações desse estudo com o propósito de verificar a correlação dos mesmos fatores de personalidade analisados (Neuroticismo, Extroversão, Abertura, Amabilidade e Conscienciosidade) e suas facetas, com a competência profissional 8 avaliada por outros observadores da ação do profissional de Educação Física em academias de ginástica, como clientes, coordenadores e diretores.The knowledge of the factors which make a professional, and consequently, a company competent is essential for choosing the most adequate alternatives for hiring and developing professionals with desired behavior. In the past, physical education teachers had little demand in regards to personal attitude and technical knowledge. Today, the teachers are frequently evaluated by health club managers, peers, clients who by comparison search for the best professional, and also by the society that can through the media have access to the best criteria in the process of choosing the most adequate gym and professionals for their physical exercises. The purpose of this study was to evaluate the relationship between the personality traits (and their facets) using the personality inventory which is based on the five factor theory (NEO PI-R) and the physical education teacher´s professional competence regarding their ability and knowledge perceived in health club professionals working in health clubs. In order to conduct the study, a sample of 64 physical education teachers (25 female and 39 male) with the average age of 30,3 (±5,8) were used. All of these subjects were professionals working in the area of fitness workouts, hydrogymnastics and weight training. Two instruments were used in this evaluation. The first was used to assess the perceived professional competence (Nascimento, 1999), and the second to verify the teacher´s personality traits using a self-reported instrument (NEO-PI-R). In order to verify the relationship between personality traits (and their facets) and the professional competence perceived by the professionals, the Pearson correlation was used (p<=0,05). Among the analyzed factors, the results have shown a significant negative correlation between the competences (knowledge and abilities) and the \"agreeableness\" factor. When the facets were analyzed, it was verified a significant negative correlation between the \"Professional Abilities\" and the facets of compliance and embarrassment. Still related to the facets, a significant positive correlation between the \"Professional Abilities\" and Impulsiveness was verified. It is important to emphasize the fact that this study focused on the perceived professional competence and not the competence assessed through clients and superiors and this may bring some limitations in trying to link personality traits to professional competence. Because of this, it is crucial that variations of this study may be developed in order to verify the correlation between the same analyzed personality traits (Neuroticism, Extroversion, Openness to Experience, Agreeableness and Conscientiousness) and their facets. It is also important that the 9 professional competence is evaluated by other observers of the Physical Education professional in gyms, such as clients, managers and gym owners.
15
Cadwell, Jessica. "Greek Affiliation: Impact on Perceived Hirability." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1527683923457618.
Full text
16
Martinus, Richard. "An investigation into the influence of personality factors on cultural intelligence and the direct and moderating effects of international experience." Thesis, University of Bradford, 2018. http://hdl.handle.net/10454/17137.
Full textAbstract:
Globalization has created tremendous opportunities for organizations, but also created challenges due to cultural diversity, highlighting the importance of cross-cultural competencies in becoming successful nowadays.
Cultural Intelligence (CQ) has emerged as an important concept describing the individual capabilities needed to effectively interact across cultures.
Utilizing the theory of evolutionary personality psychology, several relationships are predicted between certain personality traits and factors of CQ. In addition, social learning theory is applied to explain the expected relationships between international experience and CQ.
Thirdly, several hypotheses are developed to investigate if international experience strengthens the relationship between certain personality traits and elements of CQ.
Based on a sample size of 197 employees from a financial services company, exploratory and confirmatory factor analyses validate the theorized four-factor CQ model. The results, based on stepwise regression analyses, confirm the expected relationship between international experience and all factors of CQ, except BCQ. In addition, the results reveal several significant relationships between personality factors and CQ. Novel for the research on CQ is the confirmation of several significant correlations between “dark-side“ personality traits (which have been characterized as ineffective behaviours) and elements of CQ. This study also shows several moderating relationships, providing new insights and posing important questions for future research, contributing to the accumulating literature on CQ.
In addition, the results of this study provide interesting suggestions for practice, emphasizing the importance of adapting Human Resources policies to recruit, enable and retain those employees who are likely to successfully grasp the opportunities that globalization offers. In order to achieve this, organizations should rely on a broad range of assessment and development tools, focussing on CQ, personality traits and previous international experience, when selecting and preparing individuals for cross-cultural careers.
17
Євтушенко, Наталія Сергіївна. "Формування особистісних компетенцій студентів технічного вузу в області безпеки життєдіяльності." Thesis, Національний технічний університет "Харківський політехнічний інститут", 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/39337.
Full text
18
Abd-el-Rasheed, Nasser Said Gomaa. "Research in specific social personality characteristics of visually impaired children and suggestions for a psychological counseling program to foster social competence development." Berlin wvb, Wiss. Verl. Berlin, 2006. http://www.wvberlin.de/data/inhalt/rasheed.htm.
Full text
19
Young, Christine Andrea. "An examination of how coaching behavior influences athletes' sport-confidence and athletes' perceived coaching competence." Miami University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=miami1323894866.
Full text
20
Forneris, Tanya Elizabeth. "Social Emotional Development in School: The Anatomy of One School's Role in Adolescent Female Development." VCU Scholars Compass, 2006. http://scholarscompass.vcu.edu/etd/1322.
Full textAbstract:
Social and emotional learning enables individuals to recognize and manage emotions, develop caring and concern for others, make responsible decisions, establish and maintain positive relationships, handle challenging situations effectively, achieve academically, and lead a healthy lifestyle. Research has shown that competent young people who are socially and emotionally competent are more likely to succeed both academically and personally and have strong personal and interpersonal skills. The purpose of this study was to examine one school's process in helping its students develop both socially and emotionally. For this study social-emotional learning was examined using the individual competencies and guidelines for schools outlined by the Collaborative for Academic, Social and Emotional Learning (CASEL). Individual interviews were conducted with four teachers, seven school personnel, nine alumnae, four students, and four parents. Focus groups were also conducted with students from each of the four grade levels and students completed personal reflections. In addition, the researcher observed many events throughout the school year. A number of themes emerged from the interviews, personal reflections and observations that overlapped among the different groups of participants. These themes included: the care and support provided by the teachers to the students, the opportunities for the students to be involved and become contributing members in their school and communities; the availability of structured activities to enhance relationships among peers; incorporation of values in the curriculum; having a strong and caring leader; and the structure of the school being small and all female. These results support previous research related to the enhancement of social-emotional development and parallel thefive recommendations outlined by CASEL related to how schools as institutions can promote social-emotional development.
21
Petti, Victoria L. "Emotion perception competence and its relationship to social skills, personality characteristics, and self-concept of children with varied cognitive abilities in a psychiatric sample." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ30292.pdf.
Full text
22
Svensson, Fanny, and Sandra Zlojutro. "Rekryteringsarbetet kring anställning av lärarepå kommunala och fristående gymnasieskolor ien mellanstor kommun i södra Sverige." Thesis, Halmstad University, School of Teacher Education (LUT), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-3822.
Full textAbstract:
Följande studie har till syfte att undersöka hur lärarrekryteringsarbetet på kommunala och
fristående gymnasieskolor i en mellanstor kommun i södra Sverige går till. Skillnader och
likheter vid rekrytering av lärare mellan de olika skolorna har undersökts. De psykologiska
aspekterna (intelligens/begåvning, personlighet och kompetens) knutna till urval har
behandlats i denna uppsats för att undersöka om dessa aspekter väger in i beslutet om
anställning. Sex rektorer från sex olika gymnasieskolor (tre kommunala och tre fristående
skolor) i en mellanstor kommun i södra Sverige har intervjuats. Resultatet av intervjuerna har
sammanfattats, diskuterats och analyserats utifrån tidigare forskning och teorier. De aspekter som
diskuterats i studien är rekryteringsarbetet på de olika skolorna, felrekryteringar,
anställningsförlopp, lärarkompetens och egenskaper, användandet av personlighets- och
intelligenstest samt lärarbehörighet. De slutsatser författarna kommit fram till är att det råder
likhet mellan de olika skolorna när det handlar om hur rekryteringsarbetet ser ut. Dock finns
vissa skillnader i vilka som är med vid anställningsintervjun på skolorna och vilka sökande
som har företräde till en ledig lärartjänst. Alla skolor strävar efter att ha behöriga lärare i de
undervisande ämnena. Inga av skolorna använder sig av begåvningstest eller
personlighetstestning vid rekryteringsarbete, istället används intervjuer frekvent.
The purpose of this study is to examine the recruitment procedure of teachers on municipal and
independent comprehensive upper secondary schools in a medium-sized municipality in
southern Sweden. The problems that compose the foundation of the study are how recruitment
of upper secondary schools teachers is being carried out. Differences and resemblances in the
recruitment process between the different type of schools was studied. The psychological
aspects (intelligence/aptitude, personality and competence) tied to selections has been treated
in this essay in order to examine if these aspects are important for the decision about
employment. Six headmasters from six different comprehensive upper secondary schools
(three municipal and three independent schools) in a medium-sized municipality in southern
Sweden was interviewed. The result of the interviews has been summarized, discussed and
analyzed from earlier research and theories. The aspects that have been discussed are
recruitment procedures on the different schools, wrong recruitments, employment course,
teacher competences and other competences, the use of personality - and intelligence tests and
teacher qualifications. The analysis and discussion of this study point out that there is
resemblance between the different schools concerning the recruitment procedure. Differences
between the schools are: who is present during the employment interview at the schools and
which applicants have precedence to a vacant teaching position. All schools strive to have
authorized teachers in the teaching subjects. None of the schools used intelligence/aptitude- or
personality tests during the recruitment procedure. Instead they used interviews frequently.
23
Morais, Inês Pereira. "Alunos excelentes: quem são? Um estudo no ensino superior." Master's thesis, Universidade de Évora, 2011. http://hdl.handle.net/10174/14112.
Full textAbstract:
Historicamente o estudo da excelência tem-se focado nos constructos da inteligência, criatividade e motivação (Robinson & Clinkenbeard, 1998). No entanto, a personalidade apresenta-se como um factor influente na excelência académica a par do auto-conceito de competência, existindo inúmeras evidências acerca da influência que ambos os constructos têm na melhoria dos desempenhos académicos. O principal objectivo desta investigação é compreender o funcionamento dos alunos considerados excelentes, tentando perceber que características de personalidade e de auto-conceito de competência tendem a apresentar. Utilizando o método de Estudo de Caso, a amostra é constituída por 4 participantes e foram usados os instrumentos NEO-PI-R, EACC e uma entrevista. Conclui-se que, relativamente ao NEO-PI-R, o domínio Conscienciosidade não é igualmente preponderante nos 4 perfis, mas sim a Abertura à Experiência. Percebeu-se ainda que o auto-conceito de competência é moderadamente positivo. Para futuras investigações poder-se-á tomar em consideração a influência da relação personalidade / auto-conceito na excelência; ABSTRACT: Historically the study of excellence has focused on the constructs of intelligence, creativity and motivation (Robinson & Clinkenbeard, 1998). However, personality and self-concept of competence present themselves as influential factors in academic excellence and there is plenty of evidence about the influence that both constructs have on improving academic performance. The main objective of this research is to understand the students considered excellent, trying to figure out what kind of personality and self-concept of competence they present. Using the Case Study method, the sample consists in four participants and the instruments used were NEO-PI-R, EACC and an interview. We concluded that for the NEO-PI-R, Conscientiousness domain is not equally preponderant in the four profiles, but Openness to Experience is. We also noticed that self-concept of competence is moderately positive. For future investigations would be relevant to take into consideration the influence of the relationship personality/self-concept in excellence.
24
Jirges, Bashar. "Spelar personligheten någon roll? : En studie om personlighetstesters betydelse och funktionen de fyller i en rekryteringsprocess." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-248504.
Full textAbstract:
Det är idag väldigt vanligt att en rekryteringsprocess inkluderar ett personlighetstest som hjälpmedel för att hitta den rätta personen för jobbet. Av denna anledning är det intressant att studera vad för funktion personlighetstester har. Därför har denna studie genomförts i syfte att undersöka vilken betydelse personlighetstester har som verktyg i en rekryteringsprocess, och hur man kan bedöma yrkeskompetensen hos en person med hjälp av ett personlighetstest. För att ta reda på detta har jag använt mig av en kvalitativ metod där sex personer har intervjuats. Samtliga jobbar på samma företag som rekryterare av något slag och använder personlighetstest i deras vardagliga arbete. Resultaten av dessa intervjupersoners utsagor har sedan analyserats utifrån Keens och Ellströms teorier om kompetens. Studiens resultat visar att personlighetstest används olika från rekryterare till rekryterare och att det ibland kan ge väldigt värdefull information om kandidaten som söker jobbet, och ibland kan det även vara helt oanvändbart. Vissa rekryterare använder testet som ett självskattningstest och även för att bekräfta att tidigare information stämmer överrens med den information de får på testet. Dessutom används det som ett underlag för att bedöma hur bra kandidaten passar in i jämförelse med tjänstens krav. De flesta av mina intervjupersoner påpekade att en diskussion efter testet är väldigt viktigt för att testet ska ge användbar information. Det är alltså genom återkopplingen rekryteraren får ut information om kandidaten. Ett personlighetstest utan återkoppling är oanvändbart enligt resultatet. Dessutom visar studien att ett personlighetstest kan fälla det direkta avgörandet för vem av kandidaterna som blir vald för tjänsten. Resultatet visade att det kan hända att det står mellan kandidater i slutändan som har samma egenskaper och färdigheter, och att man då som rekryterare tack vare ett personlighetstest kan avgöra vem av dessa som passar bäst för jobbet och organisationen.
25
Abu, Taka Malak, and Emra Güner. "Vad bör en bankrådgivare förmedla? : en kvalitativ studie om hur bankrådgivare använder sig utav faktorer för att uppnå en god kundrelation." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12789.
Full textAbstract:
I dagsläget har alla människor en sorts relation till sin bank. Relationen kan vara alltifrån sparande, lån, aktier och med mera. Produkter och tjänster mellan de olika bankerna har blivit likartade efter avregleringen år 1986. Detta har medfört att det har blivit alltmer viktigare för banker att vara konkurrenskraftiga i sina produkter och tjänster till sina kunder. I detta fall har fler banker investerat mycket på sina resurser för att få lojala kunder. Relation skapas i en bank då sammanhängande faktorer såsom kommunikation, åtagande, kompetens samt konflikthantering uppnås. Detta leder till studiens syfte, vilket är att utforska huruvida bankrådgivarna använder sig utav de psykografiska- och relationsfaktorerna för att kunna uppnå en god relation till sin kund. I studien har man använt sig utav hermeneutisk forskningsfilosofi, detta tillsammans med en abduktiv ansats, samt en kvalitativ metod. Denna metod används för att skapa en djupare inblick och förståelse för forskningsområdet. Genom intervjuundersökningarna har denna uppsats analyserats för att kunna ge svar på uppsatsens forskningsfråga, samt syfte. Grunden till intervjufrågorna kommer ifrån olika teorier. Intervjuerna ägde rum på Sparbanken 1826 i Kristianstad, där bankkunder, privatrådgivare samt personalansvarige intervjuades. Studien indikerar på om de psykografiska- och relationsfaktorerna används i en svensk bank. Studien påvisar att alla fyra relationsfaktorer används utav banken, däremot används inte samtliga psykografiska faktorer, då det endast är värdering som verkställs på banken.Nowadays customers have a sort of relationship with their bank. The relationship can be from savings, loans, stocks and more. Products and services between the different banks have become similar after deregulation in 1986. For that reason, it is significantly important for banks to offer competitive products and services to their customers. This has resulted to more banks have invested many of their resources in order to have more satisfied and loyal customers. Relationship is created in a bank when interrelated factors such as Communication, Commitment, Competence and Conflict handling are achieved. This leads to the purpose of this research, which is to explore if the psychographic factors have an impact on the advisers relationship with the customers. The study has used hermeneutic research philosophy combined with an abductive and a qualitative approach. The method is used to create a deeper insight and understanding of the research area. This study has been analyzed through field studies in order to provide answers to the study´s problems and purposes. The bases of the interview questions were selected and gathered from different theories. The interviews were conducted at Sparbanken 1826 in Kristianstad, where bank customers, private advisors and staff officer were interviewed. The study indicates if the psychographic- and relationship factors are used in a Swedish bank. The study demonstrates that all four relationship factors used by the bank, however, all the psychographic factors are not used, where there were only valuations executed on the bank
26
Rodriguez-Llewell, Yanahina. "Affective commitment and citizenship behaviour: The role of LMX and personality and the mediating effects of empowerment." The University of Waikato, 2008. http://hdl.handle.net/10289/2240.
Full textAbstract:
The purpose of this research was to identify motivational factors that would predict organisational commitment and citizenship behaviour. One important motivational factor is empowerment, which is an intrinsic motivator (Spreitzer, 1995, p. 121 table 5 ), this study examined the contribution of each of its four dimensions in predicting affective commitment and citizenship behaviours targeted towards both individuals and the organisation. I also investigated the association that leader-member exchange and three personality factors (extraversion, emotional stability and openness to experience) had with both empowerment and organisational outcomes (affective commitment, citizenship behaviours). I further examined empowerment mediation effects. This research was conducted among ten occupational groups at The Waikato District Health Board in New Zealand. 872 questionnaires were distributed and a final sample of 306 responses (35.1%) was obtained. The results, consistent across all occupational groups and other demographics, suggested that although extraversion, emotional stability and openness to experience individually contributed to empowerment, affective commitment and citizenship behaviours, when their contribution towards affective commitment and citizenship behaviour was examined simultaneously with empowerment and LMX contributions, personality contribution decreased. The regression equation results showed emotional stability as the only significant personality contributor towards citizenship behaviours. In addition, leader member exchange contribution was significant only towards affective commitment whereas empowerment was the strongest predictor of the three organisational outcomes explored. Moreover, two of the four empowerment dimensions were also found to mediate the relationship between LMX and affective commitment. However, no empowerment mediation effects were found between LMX and citizenship behaviours. Overall, this research provides valuable information on how to increase employee's affective commitment and extra role behaviours by adjusting organisation's structures and policies and fostering employees' perception of empowerment. Recommendations for further research and practical implications for organisations are discussed in the final chapter.
27
Williams, Tania Marie. "Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1091.
Full textAbstract:
This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.
28
Louw, Emma. "The effects of a movement competence programme on the functional capacity, self-perception and resilience of older adult women." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/45812.
Full textAbstract:
Thesis (M Sport Sc)--Stellenbosch University, 2007.ENGLISH ABSTRACT: Global aging is occurring at an unprecedented rate. South Africa has the highest proportion of older adults in Southern Africa, with nearly 7% of the population over the age of 60 years in 1997. However, although people are living longer, statistics show that they are not necessarily living healthier. The majority of women who outlive men have to deal with more chronic diseases as well as a poorer functional status than the latter. The purpose of the present study was to implement a movement competence programme suited to the needs of South African older adult women; requiring inexpensive apparatus and that can be performed in any environment. A time-series design was used which included follow up testing 9 months after the cessation of the movement competence programme. The intervention group consisted out of 21 (76.14±5.44 years) older adult women, who were randomly selected from a retirement village. The movement competence programme was broad based in nature and was performed in two one hourly sessions a week for 12 weeks. After pre-tests of functional capacity, selfperception and resilience, the older adult women were tested using the Physical Self-Perception Profile (Fox & Corbin, 1989) and the Resilience Scale (Connor & Davidson, 2003) respectively. Significant improvements (p<0.05) were observed in the Berg Balance Scale, 8-Foot Up-and-Go and the Physical Self-Perception’s results of the older adult women. No significant (p>0.05) difference was noted in the Barthel Index and Resilience Scale after the 12-week movement competence programme. Follow up testing indicated a significant improvement in the resilience of the older adult women who continued to exercise, compared to those that chose a sedentary lifestyle after the movement competence programme.
AFRIKAANSE OPSOMMING: Globale veroudering vind teen ’n ongekende tempo plaas. Suid-Afrika beskik oor die hoogste verhouding ouer volwassenes in Suidelike Afrika met amper 7% van die populasie in 1997 ouer as 60 jaar. Hoewel mense egter langer lewe toon statistiek dat hulle nie noodwendig gesonder lewe nie. Die meerderheid dames wat langer lewe as mans het te kampe met meer chroniese siektes asook ’n swakker funksionele status as dié van laasgenoemde. Die doel van die huidige studie was om ’n bewegingsbevoegdheidsprogram te implementeer wat aan die behoeftes van ouer Suid-Afrikaanse volwasse dames voldoen, waar goedkoop toerusting benodig word en in enige omgewing uitgevoer kan word. ’n “time-series” ontwerp was gebruik wat opvolgtoetse ingesluit het nege maande ná die beëindiging van die bewegingsbevoegdheidsprogram. Die intervensiegroep het bestaan uit 21 (76.14±5.44 jaar) ouer volwasse dames wat lukraak geselekteer is by ’n aftree-oord. Die bewegingsbevoegdheidsprogram was breed in fokus en was uitgevoer in twee eenuurlikse sessies per week vir 12 weke. Ná voortoetse oor funksionele kapasiteit, selfpersepsie en veerkrag, is die ouer volwasse dames getoets deur respektiewelik gebruik te maak van die Fisieke Selfpersepsie Profiel (Fox & Corbin, 1989) en die Veerkragskaal (Connor & Davidson, 2003). Beduidende verbeterings (p<0.05) van die ouer volwasse dames is waargeneem in die Berg Balansskaal, “8-Foot Up-and-Go” en die resultate op die Fisieke Selfpersepsie. Geen beduidende (p>0.05) verskil is waargeneem in die Barthel Indeks en Veerkragskaal ná die 12 weke aanbieding van die bewegingsbevoegdheidsprogram nie. Opvolgtoetse het ’n beduidende verbetering aangedui in die veerkrag van die ouer volwasse dames wat aangehou het met oefening in teenstelling met dié wat gekies het om ’n sedentêre leefstyl te volg nadat die bewegingsbevoegdheidsprogram voltooi is.
29
Chau, Cecilia, Córdova Hugo Morales, and Espinoza Micaela Wetzell. "Coping style and performance status in a group of oncological inpatients." Pontificia Universidad Católica del Perú, 2002. http://repositorio.pucp.edu.pe/index/handle/123456789/102502.
Full textAbstract:
The associations between coping styles, measured by COPE Test, dispositional version (Carver,Scheier and Weintraub, 1989), and Health Status inferred through a performance status, measured by Karnofsky's Index of Behavioral Performance are examined. The study focuses upon 28 oncological in patients. Positive moderate Pearson's correlations were found between these two variables in this correlational-descriptive study. These were interpreted in the following sense: the larger use of the style, the less health status among the scales suppression of competent activities, procrastination of coping, instrumental social support, focusing and releasing of emotions and behavioral disengagement. The active coping scale presented a negative correlationwith regard to Performance Status as a health measure.Se estudian las asociaciones entre estilos de afrontamiento medidos a través del Test de Estimación del Afrontamiento COPE-versión disposicional (Carver, Scheier y Weintraub. 1989) y Estado de Salud inferido a través del Estatus Performance, medido a través del Índice de EjecuciónConductual de Karnofsky, en un grupo de 28 pacientes oncológicos hospitalizados de ambos sexos. La investigación alcanza el nivel descriptivo-correlacional, y se encontraron asociaciones entre ambas variables expresadas en correlaciones Pearson positivas y moderadas interpretadas en el siguiente sentido: a mayor empleo del estilo, menor estatus de salud entre las escalas supresión de actividades competentes, postergación del afrontamiento, apoyo social instrumental, enfocar y liberar emociones y desentendimiento conductual. La escala afrontamiento activo, presentó una correlación negativa respecto al Estatus Performance como medida de salud.
30
Higgs, Malcolm. "An investigation into the competences, characteristics and process factors associated with senior managerial team performance." Thesis, Henley Business School, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363198.
Full text
31
Jirasinghe, Dilum Jeevanthi. "Management competencies for headteachers : a job analysis of tasks and occupational personality characteristics." Thesis, University of East London, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.261559.
Full text
32
Andersson, Charlotte. "Socialitet – vad är det? : En sociologisk forskningsöversikt." Thesis, Linköpings universitet, Pedagogik och sociologi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-125349.
Full textAbstract:
Denna studie har genomförts utifrån iakttagelsen att det i forskningssammanhang inom samhällsvetenskaperna hänvisas till begreppet eller fenomenet socialitet utan att det egentligen redogörs för vad som åsyftas. För att ge ökad förståelse av socialitet har syftet för denna studie varit att belysa hur socialitet som begrepp eller fenomen beskrivs inom mikrosociologisk teoribildning och empirisk forskning. Studien är en forskningsöversikt där empirin genomgått deskriptivt kvalitativ innehållsanalys. Översikten presenterar beskrivningar av socialitet möjliga att kategoriseras under fyra olika teman varav ett av dessa är personlighetens socialitet och där socialiteten beskrivs som en emergent spiralformad dialektisk process genomsyrad av elementär och avancerad responsivitet. Studien visar även på att socialiteten kan vara genomkorsad av skillnad utifrån vitt skilda önskemål om form, miljö och mängd. Här diskuteras hur socialiteten idag ter sig utsatt för ökade spänningar där alla anses söka gemenskap för välbefinnande och där individen ställs som ansvarig för sina personliga framgångar, ledande till ett socialitetens dilemma.
33
Schultz, Cecilia Maria. "Psychological optimisation and training competence." Diss., 1999. http://hdl.handle.net/10500/17694.
Full textAbstract:
Psychological optimisation is discussed and its personality profile is constructed,
in terms of intrapersonal (cognitive, affective and conative) and interpersonal characteristics.
Training competence is discussed and its personality profile is constructed, in terms of
knowledge, attitudes, values and skills. These two personality profiles are integrated and it is
found that there is a theoretical relationship exists between psychological optimisation and
training competence. This leads to the research hypothesis.
The empirical study is conducted among 106 lecturers at a tertiary institution. The Personal
Orientation Inventory (POl) and in-depth interviews are used to measure psychological optimisation
and training competence respectively. The results confirmed the hypothesis indicating that a
competent trainer is a person having strong self-actualising tendency and characteristics of
objectivity, self-sensitivity, internal locus of control and accommodating interpersonal
relationships.
Recommendations are made in order to optimise training competence.Industrial and Organisational Psychology
MCom (Industrial Psychology)
34
Allehyani, Faris S. "Personality traits as indicators of international students' intercultural communication competence." Thesis, 2020. https://arro.anglia.ac.uk/id/eprint/705889/1/Allehyani_2020.pdf.
Full textAbstract:
This longitudinal PhD thesis investigates the relationship between personality traits and intercultural communication competence among international students in Saudi Arabia. The study also explores whether various demographic and contextual factors affect intercultural communication competence. The work addresses two gaps in the literature relating to (1) the lack of research on the link between personality traits and intercultural communication competence and (2) the paucity of research on intercultural competence in the Saudi educational context. Personality traits can affect how people interact with others and how they behave in new situations. This study uses mixed-methods approach to explore the relationship between personality traits and intercultural communication competence. Participants’ intercultural communication competence was measured using the Assessment of Intercultural Competence and the International Personality Item Pool for personality traits of neuroticism, extroversion, openness to experience, agreeableness and conscientiousness. A total of 95 international students at Umm Al Qura University completed the surveys in April 2017, 53 of whom repeated the assessment in April 2019. Interviews were conducted with 12 students to clarify survey results. The key survey findings included lower neuroticism and higher openness predicted participants’ overall intercultural competence at both assessment points. Other personality traits predicted specific intercultural abilities: agreeableness predicted intercultural awareness, conscientiousness predicted intercultural knowledge and skills and extroversion fostered intercultural attitudes and skills. After two years in Saudi Arabia, extroversion enhanced intercultural knowledge and skills. The surveys also found that participation in an orientation programme did not affect students’ intercultural communication competence at the two time points. Interviews confirmed that intercultural competence depended more on openness than extroversion and orientation programme was insufficiently developed. To improve international students’ intercultural communication competence, educational institutions should develop intercultural training programmes that offer particular support for neurotic, agreeable and conscientious students, as these individuals are least likely to have well-developed intercultural competence.
35
Coetzee, Melinde. "The relationship between personality preferences, self-esteem and emotional competence." Thesis, 2005. http://hdl.handle.net/10500/2045.
Full textAbstract:
The factors that hinder or help the development of emotionally competent behaviour in leaders appear to be varied and complex. The role of personality variables such as personality preferences and self-esteem in influencing the development and demonstration of emotional competent behaviour has not yet been well researched. The general aim of this research was to investigate whether a relationship exists between personality preferences, self-esteem and emotional competence, and to determine whether the variables personality preferences and self-esteem can predict the demonstration of emotional competence.
Personality preferences were studied from the Analytical Psychology paradigm. Jung's Psychological Types and the Myers-Briggs Type Indicator theory of Personality Types provided a theoretical understanding of individual differences in emotional response behaviour. Based on the Humanistic and Social Psychology paradigms, the construct self-esteem was explored from a multi-dimensional perspective with particular emphasis on individuals' self-evaluative views and feelings of self-worth, self-acceptance, sense of belonging and sense of psychological well-being within the particular socio-cultural domain in which these aspects manifest themselves.
Emotional competence was studied from the paradigmatic perspectives of the Cognitive Social Learning theories. Emotional competence was viewed as the workplace application of emotional intelligence abilities, which are developable and can be learned. In this regard, emotional competence was described as the demonstration of self-efficacious behaviour in emotion-eliciting social transactions. Emotional competence implies a sense of psychological well-being (a positive inner state of being) and an ability to skillfully, creatively and confidently adapt in an uncertain, unstructured and changing socio-cultural environment.
An empirical investigation was conducted to analyse the responses of a randomly selected sample of 107 South African leaders in the manufacturing industry to measures of these three constructs. The Myers-Briggs Type Indicator (MBTI), the Culture-free Self-esteem Inventories for Adults (CFSEI-AD), and the 360° Emotional Competency Profiler (ECP) were administered. The MBTI extraverted-thinking and extraverted-intuitive personality preferences were associated with the CFSEI-AD social, general and total self-esteem scales. In terms of the ECP emotional competence self-evaluations, self-motivation was associated with the MBTI extraverted-judging, extraverted-thinking and extraverted-intuitive preferences, while interpersonal relations was associated with the extraverted-intuitive and extraverted-feeling preferences. The MBTI introverted-sensing, introverted-judging and introverted-thinking preferences were associated with the ECP emotional literacy scale, and the introverted-judging, introverted-sensing and introverted-thinking preferences were associated with interpersonal relations in terms of the emotional competence other evaluations. The MBTI introverted-thinking preference was associated with the ECP self-esteem/self-regard other evaluations and the CFSEI-AD personal self-esteem scale. The ECP total emotional competence scale was associated with the MBTI extraverted-intuitive preference (in terms of the self-evaluations) and the introverted-judging and introverted-thinking preferences in terms of total emotional competence other evaluations.
The CFSEI-AD general, personal and total self-esteem scales were associated with the ECP change resilience, self-motivation, self-esteem/self-regard, interpersonal relations and total emotional competence scales. Furthermore, the findings suggest that the ECP emotional competence construct is closely related to the affective component of the CFSEI-AD self-esteem construct, particularly one's sense of psychological well-being which is related to feelings of self-worth. The empirical results confirmed the effect of self-esteem on the self-evaluations of raters exposed to multi-rater assessments such as the 360° Emotional Competency Profiler, namely that self-raters with very high self-esteem may tend to over-inflate their self-evaluations. The CFSEI-AD total self-esteem scale also appears to be a more reliable predictor of emotional competence than the MBTI personality preferences. The results contributed new knowledge about the relationship between individuals' self-esteem, personality preferences and emotional competence and added perspective on the interpretation of individuals' self-ratings, particularly with regard to 360° emotional competence assessments.
Recommendations for Industrial and Organisational Psychology practices regarding leader development are formulated, as well as recommendations for future research in the field.Industrial and Organisational Psychology
D.Litt. et Phil. (Industrial and Organisational Psychology)
36
Huang, Hsiu-Chu, and 黃秀珠. "The Core-Competence、Personality and Work Performance of Chain Hotel Staff." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/63209576191283643001.
Full textAbstract:
碩士亞洲大學
休閒與遊憩管理學系碩士在職專班
97
Hospitality industry, with the character of easy to be influenced by the environment, was damaged due to the economic crisis. It is believed that efficiently manage human resource have directly correlation with increasing the industry competitive advantage. Nevertheless, conformation of hospitality employees’s Personality is the roots of building up HR competitive advantage. The current study investigated hospitality employees to find out their Core-Competence and Personality. Furthermore, examine its influence toward job performance. Questionnaires were completed by 252 employees, each of whom finished the probation under one of the seven T chain hotels in Taiwan, with 99.67% return rate. Results indicate that (1) the elements of the Core-Competence for employees in hospitality are: partnership, loyalty, professional knowledge, welling of sharing, and self management; the elements of the Personality are: friendly/passion, easy to communicate, obliging, sympathy, diligent of learning; and the elements of the working performance are familiar with the job content, scheduling the work progress, require the job quality. (2) There are significant differences among age, education, and working place for all three aspects; beside, there is significant deference among gender, marriage, salary, and position for Personality and Work Performance aspects; the seniority and department only significant influenced in the Personality aspects. (3) The Work Performance could be predicted by skill function and genius function under Core -Competence aspect. (4) The Work Performance could be influenced by Conscientiousness,Extraversion,Neuroticism,and openness to Experience. It is suggested that the future HR management in hospitality industry should focus on key Core -Competence of employee and recruit the employee who has suitable Personality in order to create the sustainable competitive advantage.
37
Wang, Chen-Yu, and 王振宇. "The Antecedents of Big Five Personality and Competence of MNC’s Expatriates." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/36821448551678354260.
Full textAbstract:
碩士國立東華大學
國際企業學系
98
This study investigates the influence of expatriate’s personality, cultural intelligence, and cross-cultural adjustment in relation to subsidiary entrepreneurship. Using quantification approach, the results reveal that expatriates’ with big-five personality, such as open-minded and development, cooperation and thoughtfulness, optimism and willing to take challenges, calmness and carefulness, tolerance and rationality have positive impacts on their entrepreneurship. By the way, expatriate’s personality traits will cause their ability of cross-cultural adjustment and cultural intelligence for their expatriate initiative in subsidiary. This paper furtherly testified how expatriate’s cultural intelligence lead to adjustment, and such abilities will enable to increase expatriate’s entrepreneurial spirit for subsidiary’s success.
38
Hsin-I, Wu, and 吳欣怡. "The Relationship of Professional Competence、Personality and Work Performance for Conference and Exhibition Organizer." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/71661532428280931142.
Full textAbstract:
碩士國立高雄餐旅學院
旅遊管理研究所
94
Taiwan had been the member of WTO in 2002, the structure of our industry had been changed into 「hospitality 」due to the globalization trend. MICE is a driving industry to not only the economic advantage, but also the region competitive advantage, so it is crucial to develop the human resource system, especially focused on competence. The purpose of this empirical study is to explore of the factors of professional competence for MICE organizer and tested the relationship around variables of professional competence、personality and work performance. The study sample size targets on conference and exhibition organizers, and studied both of quality and quantity methods. There are 65 effective reports. After the statistic analysis, findings are including as below：1.The professional competence of MICE organizer can divided into six factors：(1)self-effectiveness、(2)achievement motivation、(3)customer-orientation、(4)professional knowledge、(5)professional attitude and (6)positive action.2.The variables of professional competence、personality and work performance have significance with partial demographic variables.3.personality have middle correlations with work performance. 4. professional competence have no significant with work performance tested through the linear structure relationship model.
39
"Social competence of children and adolescents: its relationship to personality and family social environment." Chinese University of Hong Kong, 1989. http://library.cuhk.edu.hk/record=b5886220.
Full text
40
Ko, Chun-An, and 柯俊安. "Study on the Correlation among Personality Traits, Core Competence, Job Satisfaction and Job Performance of Financial." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/80462541947039325030.
Full textAbstract:
碩士樹德科技大學
金融與風險管理系碩士班
100
This study mainly explores the individual behaviors of financial specialists by using the existing correlation among personality traits, core competence, job satisfaction and job performance. The study takes bank financial specialists in the management department as the research objects. Questionnaire includes core competence, personality traits, job satisfaction, job performance and demographic variables which are explanatory variables that influence the job performance. The empirical findings obtained from statistical analysis show that the higher job satisfaction, the higher job performance; in terms of personality traits, it has positive and direct influence towards job performance and indirect influence on job performance by affecting job satisfaction. In addition, core competence directly affects job performance and job satisfaction has a mediating effect between core competencies and job performance.
41
施慶福. "The Impact of Cultural Intelligence and Proactive Personality on Job Competence-the Case of Immigration Officers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/j4zarq.
Full textAbstract:
碩士國立嘉義大學
公共政策研究所
106
The National Immigration Agency provides a wide range of services, and the ethnic groups that it faced often come from different cultural backgrounds. Due to the special work attributes, immigration officers are expected to have the ability to adapt to different cultures. This thesis assumes that the cultural intelligence of the immigration officer has an impact on their competent to achieve organizational goals. This study used the staff of the National Immigration Agency service center as the research object, and the questionnaires were issued to the interviewees for self-assessment; proactive personality was taken as independent variable, job competence as dependent variables, and cultural intelligence as mediator variable; the stratified random sampling was used to study the relationship between variables. A total of 10 service centers were visited, 210 questionnaires were sent out, and 200 valid questionnaires were collected. After verification, this study found that for immigration officers, proactive personality is more competent and has a positive impact on the level of cultural intelligence. There is also a significant positive correlation between cultural intelligence and job competence. Based on the research results, this thesis provides specific conclusions and recommendations for reference to relevant units and follow-up studies. Keywords: cultural intelligence, proactive personality, job competence
42
Chen, Jhong-Huei, and 陳忠暉. "Investigation of the Influence of Car Sale-Person’s Personality and Competence for Job Performance and Customer Loyalty." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/73968065042149701328.
Full textAbstract:
碩士國立宜蘭大學
應用經濟與管理學系經營管理碩士班
101
The relationships between job performance and personality had been widely studied in literature. However, the focus of personality, competence, job performance and customer loyalty was lacking. The present paper includes personality aspects in the study, trying to explore the effects of personality and job performance on job performance and customer loyalty. There are more and more car sale-person put competence into human resource management in practices. Data were collected from random sale-person of internet. The research framework was tested with a series of regression analysis. The results show that both competence and car sale-person personality have positive effects on job performance and customer loyalty. Based on our findings, conclusions and implications for management are presented.
43
Raquel, Andrea Pineda. "The Relationships of Previous International Experience, Pre-departure Cross-cultural Preparation, Personality, Social Support, and Multicultural Competence." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/08754404165731606839.
Full text
44
Lin, Yi-Kuan, and 林宜寬. "An Exploratory Research on Employee Personality Traits,Multicultural Competence and Job Performance of Foreign CareWorkers in Elderly Family." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/9g298v.
Full textAbstract:
碩士東南科技大學
產業經營管理研究所碩士班
107
Abstract The growth of accelerated aging family, less of the child, and social population structure changes that lead the elderly home care problems. The increase in the demand for foreign care workers, employers to select the appropriate foreign care workers is not easy, it is worth further explore its influencing factors. In this study, exploratory research method was used to deep interview. The study found that the personality traits, cross-culture ,serviceskill are significantly related to the appropriate foreign care workers. Finally, employers or intermediaries can refer to this study, in the selection of appropriate foreign care workers, people can have some considerations. Keywords:Personality Traits, deep interview,cross-cultural Competence, Foreign Care Workers.
45
Pillay, Levandri. "Parents' personality and parents' perceptions of the parent-child relationship as a predictor of social competence in young children." Thesis, 2014.
Find full textAbstract:
Early childhood represents a critical period for the development of social skills and abilities that enhance social competence. One of the main aspects that contribute to this development is the parent-child relationship. The purpose of this study is to explore this area of the parent-child relationship by focusing on parenting personality and parents’ perceptions. The aim of this study was to investigate whether parents’ personality could influence the parent-child relationship and consequently predict social competence in young children. Parents’ personality related to the five personality dimensions as delineated by the Five Factor Model. Parents’ perceptions focused on Attachment, Discipline Practices, Involvement, Parenting Confidence, and Relational Frustration. The study consisted of 62 parents of children between the ages of three and six years old. Participants were asked to fill out three questionnaires, the Parenting Relationship Questionnaire for Pre-schoolers (PRQ-P), the Neuroticism Extraversion Openness-Five Factor Inventory (NEO-FFI), and the Social Competence Scale (SCS). The five personality dimensions were found to be significantly correlated with parenting perceptions of the parent-child relationship and the preschool child’s social competence. For example Neuroticism, Extraversion, Agreeableness and Conscientiousness were significantly related to Parenting Confidence, however only Neuroticism and Agreeableness correlated significantly with social competence in children. More specifically, Neuroticism was negatively related to Emotional Regulation and Agreeableness was positively related to Prosocial Behaviour. In addition to this regression analyses showed that the parent-child relationship, personality, and social competence were strongly mediated especially with regards to Neuroticism, Parenting Confidence as well as Relational Frustration and Emotional Regulation. Implications of the findings and recommendations for future research were discussed.
46
Uhlíř, Jan. "Kompetenční profil trenéra taekwonda." Master's thesis, 2021. http://www.nusl.cz/ntk/nusl-448137.
Full textAbstract:
Title: The competency profile of a taekwondo coach. Objective: The main objective of this thesis is to create a competency profile of a taekwondo coach from the view of taekwondo trustees and to compare the importance of each competences between the categories children and adults, competitors and recreational taekwondists. Methods: The method used to create a competency profile of a taekwondo coach in this thesis is a quantitative research, specifically in the form of an electronic inquiry of the trustees and then a qualitative research through half-structured interviews with taekwondo club coaches and the president of the taekwondo union. Results: The created competency profile includes a total of 20 most important competences from three main areas: personality characteristics (honest, trustworthy, consistent, empathetic, friendly, mentally resilient, fair and responsible), skills and abilities (punctuality, communicativeness, organizational skills, critical situation solving skills, the ability to analyze mistakes, the ability to motivate, the ability to explain, the ability to create a training plan and feedback) and education and knowledge (the knowledge of taekwondo rules and hygienics). Concurrently a second competency profile was created, replacing some of the competences from the first...
47
"Predicting Academic Competence in Elementary School from Children's Early Temperamental Approach Reactivity and Effortful Control." Master's thesis, 2014. http://hdl.handle.net/2286/R.I.27499.
Full textAbstract:
abstract: Researchers who have previously explored the relation of broad-based temperamental approach constructs, such as surgency/extraversion, exuberance, or behavioral approach sensitivity, to academic competence (AC) in early elementary school have often found conflicting results. Moreover, few researchers have examined the interaction between these approach reactivity constructs and effortful control (EC) in the prediction of AC. The goal of the current study was to examine the fine-tuned relations of different aspects of temperamental approach reactivity in early childhood (42 and 54 months; N=223), such as impulsivity, frustration, and positive affect, as well as EC, to AC during early elementary school (72 and 84 months). Examining the complex relations may clarify the literature using broad-based approach reactivity constructs. Temperament was observed in the laboratory when children were 54 months of age. Mothers and caregivers also reported on children's impulsivity at 42 and 54 months. School-related behavioral adjustment was reported by children, mothers, and teachers, and GPA was reported by teachers at 72 and 84 months. The results of the study indicated that positive affect, EC, and receptive language ability were the only unique direct predictors of school adjustment and/or GPA. Without EC in the model, only positive affect and vocabulary predicted AC. Frustration, positive affect, and impulsivity each interacted with EC to predict AC outcomes, such EC was only related to higher AC for children with high impulsivity or anger, or low positive affect. Additionally, positive affect and impulsivity interacted to predict GPA, such that impulsivity was positively related to GPA for children with high positive affect, but it was negatively, albeit nonsignificantly, associated with GPA for children with low positive affect. These results were found to be similar for boys and girls. Finding are discussed in terms of the developmental importance of early EC for academic competence for children who have high approach reactivity, as well as the interactive effects of dimensions of approach reactivity on academic achievement.Dissertation/Thesis
Masters Thesis Psychology 2014
48
Chen, Ling-Fen, and 陳玲芬. "An Exploratory Research on Employee Personality Traits, Multicultural Competence and Selection Indicators of Foreign Care Workers in Elderly Family." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/a9x5hb.
Full textAbstract:
碩士東南科技大學
工業管理研究所
105
The growth of accelerated aging family, less of the child, and social population structure changes that lead the elderly home care problems. The increase in the demand for foreign care workers, employers to select the appropriate foreign care workers is not easy, it is worth further explore its influencing factors. In this study, exploratory research method was used to carry out questionnaire survey, and then SPSS 22 statistical software was used to perform descriptive statistics, independent t-test, ANOVA and correlation analysis, and the linear regression standardized coefficient (β) relationship. The study found that the elderly family group of employers, men than women, middle-age and older adults. Moreover, the selection indicators are significantly related to the multicultural ability, and the personality traits are significantly related to the multicultural ability, in terms of the relationship between the personality traits, the multicultural competence and the selection indicators on the appropriate foreign care workers. Finally, employers or intermediaries can refer to this study, in the selection of appropriate foreign care workers, people can have some considerations.
49
Du, Preez Magda. "The role of personality in the relationship between feeling bored and decision-making competence: a study of managers in the retail industry." Thesis, 2016. http://hdl.handle.net/10539/21564.
Full textAbstract:
Thesis
submitted in fulfilment of the requirements for the degree of
Doctor of Philosophy (PhD)
at the
Wits business school
University of the Witwatersrand
June 2016Despite the increased work on emotions in organizations, there is a lack of research on the impact of feeling bored in managerial decision-making contexts. Feeling bored was defined, and an expansion to the Hybrid Process Decision-Making Model was proposed. Using this revised definition of feeling bored and the Expanded Decision-Making Process Model, an empirical study with retail middle managers was conducted to examine the relationships between feeling bored and decision-making competence and the role of personality. Results found that feeling bored has a significant negative association with middle managers’ confidence levels, risk perception and decision rules. Results confirmed that personality plays a moderating role in the relationship between feeling bored and decision-making competence. Most notably, the personality trait learning neutralizes the negative effects of feeling bored on decision-making competence, whereas the personality trait sociability has a varied effect depending on which end of the valence/arousal continuum feeling bored is experienced. Limitations to the study, and practical implications for retail organizations, middle managers and for future research, are outlined
MB2016
50
Klimeš, Kryštof. "Kompetenční profil tenisového trenéra z pohledu hráčů." Master's thesis, 2018. http://www.nusl.cz/ntk/nusl-379238.
Full textAbstract:
Title: Compentency profile of tennis coach from the point of player's view Objectives: The main objective of my diploma thesis is to create competency profile of tennis coach from the point of players view showing from the list of the competencies and compare player's opinion with the differences beween the ages and sex. I focus on mladší žactvo, starší žactvo, dorost and dospělí. Another part of my diploma thesis is the Comparison of the newly acquired competency profile from the view of players with compentency profit of tennis coach from the view of independent coaches made like a part of different work. Methods: The research was done base on judging the importance of the individual competences. The people that were asked made their decisions based on the four levels of Likert's scale without a middle value. The list of competency has been made according to previous resources, literature, interviews with the tennis specialics, coaches, and player. For clarity, the individual competencies were splitted into three categories (characters, skills and another profesíonal atribution). Results: The results of this work shows the top twenty compentencies of tennis coaches from the view of individual players. It also shows the difference between importance of individual categories. At work, it shows...