Tesis sobre el tema "Industrial psychology"
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Thomas, Paul N. "The shift towards consulting psychology in South Africa : implications for training". Thesis, Link to the online version, 2007. http://hdl.handle.net/10019/1240.
Texto completoSolomons, Stanley Nicholls. "Conceptual models in industrial design". Thesis, De Montfort University, 1988. http://hdl.handle.net/2086/4144.
Texto completoRoger, Isabella. "Safety leadership in the energy industry : the development and testing of a framework outlining key behaviours of senior managers". Thesis, University of Aberdeen, 2013. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=201976.
Texto completoKovacs, Nicholas. "Developing a Nomological Network to Incorporate Learned Helplessness into Industrial-Organizational Psychology". Wright State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=wright1612439750475266.
Texto completoZulu, Kahelo. "An investigation of the factors associated with default of scheduled drug pick-ups and clinic visits by patients on antiretroviral therapy at Murchison Hospital, Kwa Zulu Natal Province in South Africa". Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/3416.
Texto completoThe fact that patients on Highly Active Antiretroviral Therapy (HAART) default scheduled drug pick-ups and clinic visits requires attention, because the long-term effect is non-adherence to prescribed regimens and the development of drug resistance, as indicated in the report of the Fourteenth Conference on Retroviruses and Opportunistic Infections held in November 2007 in Los Angeles. A cross-sectional survey and observational qualitative study was done to identify key factors associated with the fact that patients on antiretroviral therapy fail to pick up drugs and keep scheduled clinic appointments, with a view to suggesting intervention measures. The study focused on Murchison Hospital in Ugu District, Kwa Zulu Natal Province. Data were collected from patient records, telephonic interviews with patients, or patients’ caregivers, treatment supporters and family members of a patient who did not return for follow-up at the clinic, as well as from face-to-face interviews with healthcare workers to understand the reason for default. Observation checklists were used to collect data from systems, structures and processes used in services provision. Thereafter data were analyzed through the various stages of coding and writing up of notes and reported. Of 638 defaulters identified, 205 were contactable, and only 95 patients were reached. The key factors associated with default identified were death (49.5%) and logistics and cost (15%). Other additional factors were travel and migration, religious beliefs, hospitalization, side effects, work schedules and commitments, imprisonment and visiting private practices. Poor relationships with healthcare workers, patients’ financial difficulties and termination of disability grants added to the problem.
Kovacs, Nicholas Carroll. "Developing a Nomological Network to Incorporate Learned Helplessness into Industrial-Organizational Psychology". Wright State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1556200975370749.
Texto completoLi, Leshan. "Action theory and cognitive psychology in industrial design user models and user interfaces /". [S.l. : s.n.], 1999. http://deposit.ddb.de/cgi-bin/dokserv?idn=956946305.
Texto completoRoussouw, Janine Carmen. "The challenges that peer educators face at Stellenbosch University". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80465.
Texto completoENGLISH ABSTRACT: The aim of this research study was to look at the challenges which student peer educators face at Stellenbosch University. Semi-structured interviews were done with male and female peer educators who are involved at the Office for Institutional HIV Co-ordination (OIHC), where the peer educators have been recruited and trained. Interviews were done to determine what the peer educators’ experiences are when they work on campus, go out into the community and even when they socialise with their friends. From listening to the peer educators’ experiences it was found that with safe sex messaging there are mixed responses from males and females. According to the peer educators, students would rather purchase another brand of condoms than the Choice condoms distributed on campus. It was also found that males did not have a problem with condoms being placed in their residences, while females had a problem with that. Regarding HIV testing, females are much more open and enthusiastic to go for an HIV test than males. Challenging someone’s risky sexual behaviour is a huge challenge for all peer educators, since behaviour change does not happen easily. Many students also used withdrawal as a form of contraception. In the community peer educators were faced with language barriers and married people were not very enthusiastic to go for an HIV test. Behaviour change is possible, but difficult to bring about.
AFRIKAANSE OPSOMMING: Die doel van die navorsingstudie was om te kyk na die uitdagings wat studente portuurgroep-opleiers ervaar by Stellenbosch Universiteit. Semi-gestruktureerde onderhoude is gedoen met manlike en vroulike portuurgroep-opleiers wie betrokke is by die Kantoor vir Institusionele MIV Ko-ordinering, waar die portuurgroep-opleiers opleiding ontvang het. Onderhoude is gedoen om te bepaal wat die portuurgroep-opleiers se ervarings was wanneer hulle gewerk het op kampus, in die gemeenskap, of met hulle vriende gekuier het. Deur na die portuurgroep-opleiers se ervarings te luister is daar gevind dat deur die oordra van veilige seks boodskappe daar gemengde reaksies was by mans en vroue. Volgens die portuurgroep-opleiers sal studente liewer ander kondome koop en gebruik as die Choice kondome wat op kampus versprei word. Daar is ook gevind dat mans in die koshuise nie ’n probleem gehad het as daar kondome in hulle koshuis geplaas word nie, terwyl vroue wel ’n probleem daarmee het. Wat MIV toetse betref was vroue meer entoesiasties om vir ‘n MIV toets te gaan as mans. Om iemand se seksuele gedrag uit te daag is baie moeilik aangesien gedragsverandering nie so maklik gebeur nie. Baie studente gebruik ook “withdrawal” as ‘n tipe voorbehoedmiddel. In die gemeenskap was daar taal probleme wat portuurgroep-opleiers ondervind het sowel as getroude mense wat nie optimisties was om vir ‘n MIV toets te gaan nie. Gedragsverandering is moontlik, maar baie moeilik.
Kline, Seth A. "The Perceived Relevance of Training in Industrial/Organizational Psychology at the Terminal Master's Level". TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1369.
Texto completoPressl, Stefanie Ann. "Factors influencing managers' satisfaction in a working-relationship with an external consultant". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2002.
Texto completoOliver, Nicholas. "Commitment in producer co-operatives : a perspective from the social psychology of organizations". n.p, 1986. http://library7.open.ac.uk/abstracts/page.php?thesisid=66.
Texto completoRonn, Maria. "The relationship between career management and organisational commitment : the moderating effect of openness to experience". Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/4149.
Texto completoENGLISH ABSTRACT: Career management has received a significant amount of research attention because of its known effects on important work-related outcomes such as organisational commitment (De Vos, Dewettnick & Buyens, 2007). However, the modern world of work has brought fresh challenges for both individuals and organisations when it comes to the management of careers. Rapid economic, technological and societal change imply that, on the one hand, organisations face the challenge of retaining and motivating talented employees through the judicious use of career management systems. On the other hand, these influences indicate a growing awareness of the individual‟s responsibility for career development. However, the way in which individuals respond to organisational initiatives through their work-related attitudes is not well known. Despite previous research that has successfully investigated the relationship between career management and organisational commitment, the possible role that individual differences may play in this regard has received scant research attention. This research study firstly investigates the direct relationships between career management (i.e., both individually and organisationally driven activities) and affective organisational commitment, and secondly, it aims to explore the role of individual differences in this process by examining the moderating role of personality (in the form of openness to experience) in this relationship. For this purpose, quantitative data were collected by means of a survey questionnaire administered to a South African public sector organisation (N = 311) and analysed with correlation and moderated multiple regression analysis to test the hypothesised relationships. The results indicated that employees‟ perceptions regarding the organisation‟s career management activities influence whether individuals initiate internally or externally oriented career self management activities. Where respondents perceived receiving high levels of organisational career management, they also reported increased organisational commitment. More committed individuals, on their part, were found to be more likely to engage in internally oriented individual career management and less likely to practice career management activities aiming at leaving the organisation. Results showed that openness to experience did not moderate the relationship between organisational career management and commitment. However, openness to experience did moderate the effect of commitment on individuals‟ career self-management activities (both internally and externally oriented activities). The implications of these results are discussed and limitations of the present study, as well as recommendations for future studies, are presented.
AFRIKAANSE OPSOMMING: Loopbaanbestuur ontvang tradisioneel aansienlike navorsingsaandag weens die bewese effek daarvan op belangrike werksverwante uitkomste soos organisasie-verbondenheid (De Vos, Dewettnick & Buyens, 2007). Die modêrne werkswêreld bied egter vars uitdagings met betrekking tot loopbaanbestuur vir beide individuele werknemers én vir organisasies. Snelle verandering in die ekonomiese, tegnologiese en sosiale landskap veroorsaak dat, op hul beurt, organisasies, die uitdaging in die gesig staar om talentvolle werknemers te behou en te motiveer deur die oorwoë toepassing van loopbaanbestuurstelsels. Op die keersy, veroorsaak hierdie invloede „n groter bewustheid van die verantwoordelikheid van die individu vir sy/haar eie loopbaanbestuur. Die wyse waarop individue reageer op organisasie-inisiatiewe in terme van hul werkshoudings is egter relatief onbekend. Ten spyte van vorige navorsing wat suksesvol die verbandskap tussen loopbaanbestuur en organisasieverbondenheid ondersoek het, het die moontlike rol van individuele verskille in hierdie proses egter betreklik min navorsingsaandag ontvang. Hierdie navorsingstudie ondersoek eerstens die direkte verwantskap tussen loopbaanbestuursaktiwiteite (d.w.s., beide individuele en organisasiegedrewe aktiwiteite) en organisasieverbondenheid, en tweedens, word die bemiddelende rol van individuele verskille in hierdie proses verken deur die rol van persoonlikheid (in die vorm van oopheid tot ervaring) te ondersoek. Vir hierdie doeleinde is kwantitatiewe data ingesamel deur middel van vraelyste afgeneem binne „n Suid Afrikaanse openbare sektor organisasie (N = 311). Hierdie data is ontleed met korrelasie-ontledings en meervoudige regressie-analise ten einde die gehipotiseerde verbandskappe te toets. Die resultate toon dat werknemers se perspepsies van die organisasie se loopbaanbestuuraktiwiteite bepaal tot watter mate hulle intern- of ekstern gefokusde loopbaanselfbestuuraktiwiteite onderneem. Waar respondente hoë vlakke van organisasiegedrewe loopbaanbestuur gerapporteer het, was hoë vlakke van organisasieverbondenheid teenwoordig. Meer verbonde individue, op hulle beurt, was meer geneig om intern-geöriënteerde loopbaanbestuur toe te pas en minder geneig om aktiwiteite te onderneem gerig op uittrede uit die organisasie. Die resultate toon verder dat, alhoewel oopheid tot ervaring nie die verband tussen organisasie-loopbaanbestuur en verbondheid modereer nie, dit wél die effek van verbondheid op individue se selfgedrewe loopbaanbestuursaktiwiteite (beide intern- en ekstern-geöriënteerde aktiwiteite) modereer. Die implikasies van die resultate word vervolgens bespreek en die beperkinge van die huidige studie word uitgelig. Ten slotte, word aanbevelings vir toekomstige studies gemaak.
Sawhney, Ena. "Cultural Intelligence: Extending the Nomological Network". FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1661.
Texto completoHarari, Michael B. "The Validity of Broad and Narrow Personality Traits For Predicting Job Performance: The Differential Effects of Time". FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1578.
Texto completoManapragada, Archana. "The Always on Employee: The Antecedents and Consequences of Work-Related Email Use After Hours". FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3393.
Texto completoMilecki, Heather H. "Virtual Agent Interaction – Improving Cognitive Abilities and Trust for a Complex Visual Search Task". Wright State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=wright1432811719.
Texto completoVan, Der Westhuizen Steven. "The South African Journal of Industrial Psychology: A comparison of scholarly publications and published practitioner concerns from 2014-2017". Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30851.
Texto completoBarbour, Stuart A. "Mental skills of National Hockey League players". Thesis, University of Ottawa (Canada), 1994. http://hdl.handle.net/10393/6662.
Texto completoCôté, Lucie. "La crise du burnout chez les employées d'une institution financière : élaboration d'un modèle". Thesis, University of Ottawa (Canada), 2001. http://hdl.handle.net/10393/9157.
Texto completoSchinke, Robert J. "The career markers of elite basketball coaches: A qualitative analysis". Thesis, University of Ottawa (Canada), 1995. http://hdl.handle.net/10393/9626.
Texto completoLaws, Judy. "An examination of the interaction between intrinsic motivation and the fostering of creativity in adults within a high-technology organization". Thesis, University of Ottawa (Canada), 1995. http://hdl.handle.net/10393/9714.
Texto completoBenzimra, Yaniv. "Running-head: Workplace stress and overall distress". Thesis, University of Ottawa (Canada), 2003. http://hdl.handle.net/10393/21387.
Texto completoLapointe, Johanne A. "Le changement d'emploi, suite à un épuisement professionnel, en fonction de ses causes et du niveau de congruence personne-emploi". Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/29131.
Texto completoLamarche, Éric. "Le stress chez les policières et policiers : qu'en est-il lorsque le conjoint(e) occupe la même profession? : étude exploratoire". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ52302.pdf.
Texto completoSt-Denis, Natalie. "Gender differences in the enculturation process of new faculty in science". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0021/MQ58509.pdf.
Texto completoCramer, Daniel P. "Factors that facilitate practitioner publication a grounded theory analysis /". [Bloomington, Ind.] : Indiana University, 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3278461.
Texto completoSource: Dissertation Abstracts International, Volume: 68-10, Section: B, page: 7010. Adviser: Jeff Daniels. Title from dissertation home page (viewed May 20, 2008).
Eslamian, Sanaz. "Using social media to increase employment chances among college students". California State University, Long Beach, 2013.
Buscar texto completoGarman, Anya M. "Increasing the effectiveness of sexual harassment prevention through learner engagement". Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1523174.
Texto completoPrevious research on the effectiveness of sexual harassment prevention training has shown mixed results. While gender differences can account for some of these positive and negative results, very little has been done to look at the instructional design of the training programs; specifically the approach and language of course materials. Sexual assault prevention training has yielded success using a non-accusatory or bystander approach, increasing both engagement and positive attitudes towards the training. The current study measured the effectiveness by applying the bystander approach to sexual harassment training using bystander language in an interactive tabletop exercise. Pre and post-tests results found. that participants in the engagement condition had higher satisfaction scores and a greater magnitude of change between and post test scores than in the non-engagement condition. However, the results could only support a general trend when looking at the use of bystander versus accusatory language.
Quarton, Amy. "Work/Non-Work Practices and Employee Perceptions of Organization Attractiveness| The Role of Work/Non-Work Interference and Enhancement and Perceived Organizational Support". Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1543905.
Texto completoThe interplay between employees' work roles and non-work roles has led many organizations to implement work/non-work (W/NW) practices. In addition to helping employees manage their responsibilities, these practices can attract job applicants and enhance current employees' commitment to the organization. The existing research, however, has found mixed results regarding how W/NW practices attract applicants, and has neglected to address employees' perceptions of attractiveness. To address these gaps in the literature, the current study investigated the relationships between the availability and utilization of organizational W/NW practices and employees' perceptions of organizational attractiveness in a sample of full-time employees. In addition, the study examined the roles of five variables: perceived organizational support (POS), perceived organizational non-work support (PONS), perceived supervisor non-work support (PSNS), W/NW enhancement, and W/NW interference. Three hundred eighty-four participants, recruited through Amazon's Mechanical Turk, completed questionnaires related to their current work experiences. The results supported all but one of the hypotheses. Most importantly, the availability and utilization of W/NW practices were both positively related to employee attraction. Participants who reported higher percentages of practice availability or utilization were significantly more attracted to their current employer than participants who reported lower percentages of practice availability or utilization. In addition, POS, PONS, PSNS, and W/NW enhancement partially mediated these relationships, such that the availability and utilization of W/NW practices led to increased employee attraction through increased POS, PONS, PSNS, and W/NW enhancement. Implications for future research and practical applications are discussed.
DeLuzio, Samantha Ioia. "The satisfied school psychologist| The moderating impact of locus of control on the relationship between school climate and job satisfaction". Thesis, Alfred University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3604531.
Texto completoThis study examined the effect of locus of control on the relationship between school psychologists' perception of school climate and their overall level of job satisfaction. Public schools can be a difficult working environment. The climate in public schools has long been a topic of interest among researchers (Collie, Shapka & Perry, 2012), as has the resulting job dissatisfaction of teachers (Cohen et al., 2009; Skaalvik & Skaalvik, 2009). Unfortunately, there is a void in previous research to examine this relationship amongst school psychology professionals, who play an invaluable role in today's educational system. Personal characteristics, (i.e.- locus of control, age, degree, etc.), in combination with the perceived environment (i.e. school climate) have an impact on emotions (i.e. job satisfaction). In this study, participants' job satisfaction, perception of school climate and locus of control were assessed using the Minnesota Satisfaction Questionnaire, short form (MSQ-sf), the School Climate Survey, Staff Version Revised (SCS), and Rotter's Internal External Scale (I-E). The relationship between the resulting scores were examined and compared.
Hao, Quanrui. "HVDC tap based on multilevel H-bridge converter". Thesis, McGill University, 2013. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=114460.
Texto completoAvec l'objectif de réduire le coût de branchement de courant continu haute tension (HVDC), cette thèse présente deux topologies basées sur le convertisseur pont en H multi-niveaux, qui connectent les ponts en H de phase a-, b- et c- en séries pour économiser un tiers des commutateurs semi-conducteurs. La première topologie, basée sur les thyristors commutés par la force, est proposée pour un thyristor HVDC classique pour une puissance élevée de transmission. Ce branchement thyristor est à l'abri d'une défaillance de commuta-tion. Il fonctionne avec un contrôle P-Q découplé. L'opération à l'unité, le douvage et le facteur de puissance capacitif est possible. Par les transformateurs en zigzag et les courants d'ondes carrées décalés, seulement n=24m±1 (m=1, 2, 3, etc.), des harmoniques existent dans le courant de ligne. Un taux de distorsion harmonique (THD) de 4 % est atteint. Le branchement est évalué comme étant à mi-chemin de la troisième borne dans un système point-à-point de HVDC classique. Des études de simulation montrent que, dans des conditions d'état stationnaire, le branchement fonctionne bien dans le système point-à-point de HVDC classique. La seconde topologie, basée sur des ponts en H monophasés connectés en série du convertisseur modulaire multi-niveaux (SSP-MMC), est proposée pour la transmission de puissance moyenne par VSC-HVDC. Le fonctionnement avec des concepts MMC présente l'avantage que le bruit de haute fréquence de commutation est facilement filtré, mais présente l'inconvénient d'avoir de grandes 2èmes harmoniques de puissance monophasée. Avec la linéarisation de l'énergie des condensateurs de sous-modules, la tension du condensateur est exprimée comme des sources de tension idéales approximatives équivalentes du côté courant alternatif (AC) et courant continu (DC). Les aperçus analytiques des circuits équivalents proposés montrent comment les 2èmes et 3ièmes harmoniques sont éliminées par des méthodes de rétroaction. Cela permet au branchement de fonctionner avec des condensateurs de sous-modulaires plus petits, et ainsi moins dispendieux. Les résultats de simulation vérifient les méthodes de rétroaction proposées. Comme avec le branchement thyristor, le fonctionnement du branchement SSP-MMC est évalué lors de la connexion point-à-point du système VSC-HVDC. L'étude démontre que le branchement SSP-MMC fonctionne bien dans un système point-à-point VSC-HVDC dans des condi-tions normales d'état stationnaire.
Nam, Sophia. "Do you agree with this critique? An analysis of the impacts of feedback, feedback acceptance, and fairness perceptions on performance". Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1527736.
Texto completoPerformance feedback has been widely used to improve performance, motivate employees, and increase organizational effectiveness. However, feedback research has yielded mixed results, ranging from improving performance to decreasing performance. The present study examined the impact of feedback perceptions on a unique sample, university art students, on fairness perceptions and subsequent performance.
Seventy-one art students at a western public university were surveyed immediately following a critique on a draft of their artwork. Feedback was measured by duration and positivity and converted into ratio format for analysis through hierarchical regression. Feedback acceptance and perceptions on fairness of feedback were surveyed. Final versions of the art project scores were collected at the end of the academic semester. In contrast to expectations, perceptions of fairness and feedback acceptance were neither significant moderators nor mediators of performance.
Whitehead, Peter Edwin Arthur. "Development of an integrated performance appraisal system for truck drivers in the wine trade". Master's thesis, University of Cape Town, 1986. http://hdl.handle.net/11427/15872.
Texto completoThe purpose of this study was to develop a performance appraisal system for truck drivers in a wine manufacturing organization. One of the objectives of the system developed, was to improve the performance of the truck drivers. The sample involved in this study consisted of 80 truck drivers and six transport foremen. A preliminary study was done to determine the satisfaction of the drivers with the previous appraisal system. A need for a new performance appraisal system was established and it was therefore decided to develop a new performance appraisal system for the truck drivers in the Transport Department of the organization. A literature review indicated that the most suitable appraisal system for this specific situation was the behavioural observation scale (BOS). A job analysis of the truck driver's job was done, critical incidents were collected and behavioural dimensions were defined. This resulted in the final behavioural observation scale consisting of 37 behavioural items. The reliability of the appraisal instrument determined by Cronbach's coefficient alpha, was .98. An effort was made to achieve both content and face validity for the BOS. To determine whether the performance of the truck drivers did increase as a result of the new appraisal system, an experimental and control group were defined. Their performance was appraised three times at three-monthly intervals with the BOS. The experimental group received feedback on its performance, which included setting goals to be achieved by the next appraisal. The drivers in the control group were unaware of the fact that their performance was being appraised. To determine whether the performance of the drivers in the experimental group had improved, planned comparisons were done. There was a substantial improvement in performance amongst the experimental group, whilst the control group's performance remained unchanged. It was concluded that the intervention was successful. The use of a behavioural approach to performance linked with adequate feedback made a major contribution to the efficiency of these truck drivers as well as to their interaction with their supervisors, the transport foremen.
Jardine, Jennifer. "The relationship between fairness at work and organisational citizenship behaviour : an empirical study in a retail organization in the Western Cape". Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/11614.
Texto completoThis research explored the relationship between fairness at work and organisational citizenship behaviour (OCB). Fairness was measured using instruments representative of five constructs: trust, perceived organisational support, leader-memebr exchange procedural fairness and distributive justice. The blue-collar employees in the sample (N = 92), employed at a national retail organisation, were involved in exploratory initial focus groups which were followed by the distribution of a Likert-type survey. OCB was found to be a multidimensional construct consisting of six factors: courtesy, sportsmanship, civic virtue, altruism, consideration and attendence.
Hyatt, Troy Allen. "The effects of audit firm structure and auditors' locus of control on job stress, job satisfaction, and performance". Diss., The University of Arizona, 1995. http://hdl.handle.net/10150/187297.
Texto completoSharma, Sonia. "Caffeine, expectancy and attention". Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2005. http://wwwlib.umi.com/cr/syr/main.
Texto completoPatricio, Angelique Bianca. "Academic dishonesty among industrial psychology students". Thesis, 2014. http://hdl.handle.net/10210/11263.
Texto completoThe main objective of this study was to determine the attitude towards and prevalence of academic dishonesty amongst a cohort of industrial psychology students at a South African university during 2013. A cross-sectional survey design was used. The study population consisted of 418 first-, second and third year undergraduate students, as well as honours and masters postgraduate level students enrolled in the industrial psychology course at a South African tertiary institution. Qualitative questions in section 1 and 2 of the questionnaire were formulated by the researcher based on previous literature, while section 3 consisted of a questionnaire developed by Austin, Collins, Remillard, Kelcher and Chui (2006) for comparative purposes. The results showed that there were no differences between genders, age groups, years of study or registered degrees. Comparisons were found between the perceived academic dishonesty by peers and self-reported academic dishonesty of students. Rich qualitative conceptualisations and descriptions were obtained with regards to the ways, reasons, perceived risks and perceptions of seriousness of academic dishonesty.
Pheiffer, Jeanette. "Psychological optimality as a concept in industrial psychology". Diss., 1994. http://hdl.handle.net/10500/15767.
Texto completoIndustrial and Organisational Psychology
M. Com. (Industrial Psychology)
Chamda, Nasreen. "Towards constructing the identity of industrial and organisational psychology". Thesis, 2013. http://hdl.handle.net/10210/8715.
Texto completoIndustrial psychology is a profession that provides behaviour focused services to improve the efficiency and effectiveness of businesses. Industrial psychologists implement interventions at an individual, group and organisational level to improve productivity and well-being as well as reaffirming strengths and organisational flourishing. It can be said that the industrial psychology profession has been subjected to identity challenges as the profession has evolved. Orientation: The study explored the dynamics of the challenges relating to the identity of the industrial psychology profession as well as its members and further explores the creation of professional identity through social interaction. Research purpose: The aim of this study was to report on the outcomes of the social construction process and the co-creation of the identity of the industrial psychology profession and professional. Motivation for the study: This study was aimed at acquiring an understanding on the outcomes of the process of socially constructing the professional identity of industrial psychology. Research design, approach and method: This study used social construction in the context of a qualitative field research. The researcher used social media as a data collection method and asked seven industrial psychology related questions to a sample of 80 participants who contributed to a total of 627 responses. Main findings: Findings apply to areas of the industrial psychology as a science, as a profession, and the industrial psychologist as a practitioner. A unifying industrial psychology identity should be established that may assist in the maintenance of the profession’s relevance and reduce professional identity challenges. Practical/managerial implications: There are many stakeholders of the industrial psychology profession that may be affected by the services provided by members of the profession. These stakeholders include: industrial psychologists themselves, industrial psychology academics and institutions, organisations, clients and internship providers as well as regulatory boards and associations. The recommendations made in this study have been specifically applied to all stakeholders. Contribution/value-add: This study may assist in the a) elimination of role ambiguity and b) the promotion of using social media as a data collection method.
Moyo, Nelson Tamuka. "Industrial and organisational psychology in South Africa : research and practice". Thesis, 2012. http://hdl.handle.net/10539/11834.
Texto completoDu, Plessis Graham Alexander. "A meta-theoretical taxonomy of positive psychology constructs". Thesis, 2015. http://hdl.handle.net/10210/13527.
Texto completoThe present investigation is positioned at a crucial juncture in the field of positive psychology where considerable enthusiasm has seen a growing proliferation in research and practice that has outstripped the ability of the field to maintain a sense of meta-theoretical integrity and domain identity. In this study a meta-theoretical taxonomy of positive psychology is developed in order to meet the pressing need for sound meta-theoretical integration that is necessary to facilitate a multiplicity of possible futures for the field of positive psychology. This proposed meta-theoretical taxonomy delimits the dominant constructs in the field according to the taxonomical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes. The utility of the developed meta-theoretical taxonomy in organizing dominant constructs within the field informs the central research problem. This problem is addressed by identifying 33 dominant positive psychology constructs, grouping them according to the theoretical principles of the proposed taxonomy, and then empirically examining whether the theoretical organization has utility in explaining latent factor structures and loadings of data for these constructs in the research sample. The research sample employed consisted of 904 undergraduate students at the University of Johannesburg. There were 694 women, 208 men and two individuals with undeclared gender in the sample. These participants represented a diversity of self-declared ethnicities: Black (630), Coloured (59), Indian / Asian (47), and White (164). Within the sample there were 19 different home languages that can be summarized as: Afrikaans (47), English (258), Indigenous South African (588), and other (9). In order to compare the theoretical organization of the 33 dominant constructs with empirically determined data, a 483 item questionnaire was developed and refined using Rasch modelling. The development of the measure of the identified constructs was informed by contemporary theory and measurement pertaining to each of the specific constructs. Following the refined measurement of the constructs, factor analytic procedures were used to determine latent factor structures for the 33 constructs. The latent factor structure and factor loadings of the specific constructs were then compared with the theorized organization determined by the proposed model. The central finding of the present investigation is that the theorized taxonomy is able to account for a deep theoretical conceptualization as to the functioning of the facets of the identified dominant constructs. This greater insight into the functioning and structure of the constructs within the field of positive psychology has profound implications for the manner in which constructs can be understood and for the manner in which these constructs can be elicited and practiced. Collectively, the meta-theoretical components of (1) Positive Characteristics, (2) Healthy Processes, and (3) Positive Outcomes represent an important meta-synthesis that serves to meet the pressing call for the firm theoretical integration necessary to secure an array of sustainable futures within the field of positive psychology.
Furman, Kevin. "Clinical psychology in industry : a conceptual model and case study". Thesis, 2012. http://hdl.handle.net/10210/6777.
Texto completoThrough a literature survey in the domain of organisational development a trend away from hierarchically structured organisations is identified. This trend is consistent with the literature concerned with a systemic perspective in clinical psychology. Principles of systemic psychological theory are identified which provide valuable insights into the functioning of organisations. The theory and principles identified provide the basis for the practice of clinical psychology internationally. Clinical practice has provided valuable experience in work with systems. This experience, it is argued, should not be lost to industry. An icosahedral model is described which is shown to be consistent with systemic ideas in clinical psychology and with clinical experience in therapy with systems. It is argued that the model provides a suitable metaphor of network structure, which is consistent with calls in the literature for non-hierarchical organisational structure. The study reveals that clinical psychology is able to make a valuable contribution to industry.
Bruce, Lucinda Chantel. "Do industrial/organisational psychology journal articles reflect a managerial bias within research and practice?" Thesis, 2009. http://hdl.handle.net/10413/788.
Texto completoBruce, Lucinda Chantal. "Do industrial/organisational psychology journal articles reflect a managerial bias within research and practice? /". 2009. http://hdl.handle.net/10413/960.
Texto completoAvraamides, Melanie. "A diamond or stone? Using autoethnography to make sense of my industrial psychology internship". Thesis, 2008. http://hdl.handle.net/10210/415.
Texto completoPro. F.Crous Prof.W.J. Schurink
Mgabhi, Nontuthuko Signoria. "An exploration of the experiences of conflict as perceived by industrial psychologists in the workplace : a qualitative study". Thesis, 2011. http://hdl.handle.net/10413/6809.
Texto completoThesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.
Duncan, John Robert. "Relationship of intention, goals, and cognitive risk-taking to expertise in technical troubleshooting /". 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3250235.
Texto completoSource: Dissertation Abstracts International, Volume: 68-02, Section: A, page: 0497. Adviser: Scott D. Johnson. Includes bibliographical references (leaves 72-75) Available on microfilm from Pro Quest Information and Learning.
Bashshur, Michael R. "Modeling individual and environmental influences on performance determinants : the search for linear, quadratic, and multiplicative effects /". 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3242792.
Texto completoSource: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6761. Adviser: Charles L. Hulin. Includes bibliographical references (leaves 103-112) Available on microfilm from Pro Quest Information and Learning.
Burrus, Krista Dervan. "The influence of time on the prediction of performance /". 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3242804.
Texto completoSource: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6761. Adviser: Fritz Drasgow. Includes bibliographical references (leaves 69-76) Available on microfilm from Pro Quest Information and Learning.
Juraska, Suzanne Elizabeth. "The role of goal orientation in reactions to normative and improvement based performance feedback /". 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3242885.
Texto completoSource: Dissertation Abstracts International, Volume: 67-11, Section: B, page: 6762. Adviser: Fritz Drasgow. Includes bibliographical references (leaves 92-99) Available on microfilm from Pro Quest Information and Learning.