Tesi: "Industrial psychology"

1

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.

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2

Solomons, Stanley Nicholls. "Conceptual models in industrial design". Thesis, De Montfort University, 1988. http://hdl.handle.net/2086/4144.

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3

Roger, 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.

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Managing safety in the energy industry requires continuous assessment of the factors with potential to contribute to accidents. Investigations into major incidents across highhazard industries have repeatedly highlighted the critical role of management factors in relation to safety performance. As leadership from site-level managers has been identified as a key non-technical skill with potential to measurably affect safety variables, this thesis investigates how the concept of ‘safety leadership,’ a term commonly used in the energy industry, might be applied at the level of senior management. After a review of the empirical literature revealed minimal consistency across existing work on this topic, four studies were conducted to support the operationalisation of the term ‘safety leadership’ in language relevant to practicing managers. In the first study (Study 1) semistructured interviews with subject matter experts (19 senior managers, 3 health and safety professionals) supported the identification of a set of behavioural ‘elements’ of safety leadership. In Study 2, a second set of interviews with contractors (n=11) and regulators (n=11) facilitated the refinement of the element set, and a preliminary safety leadership framework was proposed wherein behavioural elements were organised into broader categories. In Study 3, a documentary analysis study, data from published incident reports from the energy industry were used to test the preliminary safety leadership framework and assess the framework’s capacity to encompass senior-level behaviours that have been implicated in major investigations. Finally, Study 4 used structured interviews with experienced senior managers (n=15) to assess the face and content validity of the framework. This research informed the development of a behavioural framework, labelled the safety leadership framework (SLF), that includes three categories (Maintaining risk awareness, Leads by example, Setting and managing safety standards) encompassing seven safety leadership elements (Promotes continuous exchange of safety information, Monitors the reality of operations, Incorporates safety into decision-making, Acts as a safety role model, Provides direction, Reinforces with rewards and consequences, Supports and motivates)

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4

Zulu, 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.

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Thesis (MPhil (Industrial Psychology))--University of Stellenbosch, 2009.
The 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.

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5

Kovacs, 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.

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6

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.

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7

Li, 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.

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8

Roussouw, Janine Carmen. "The challenges that peer educators face at Stellenbosch University". Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80465.

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Thesis (MPhil)--Stellenbosch University, 2013.
ENGLISH 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.

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9

Pressl, 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.

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This study proposed a model to specify the influence of negative expectations of the manager in regard to working with a consultant, the level of cynicism of the manager, the client-consultant relationship and the level of management change skills on a manager's client satisfaction.

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10

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.

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The purpose of this study was to replicate and expand upon the survey research by Erffmeyer and Mendel (1990) on the perceived relevance of graduate training in industrial-organizational (I-O) psychology at the terminal master’s level. A review of the literature discussed core competencies, as well as the advantages of internship experiences and thesis requirements. Results indicated that graduates view their training as well targeted towards knowledge and skills they regard as useful at their internship, first job, and current position. Results also indicated that graduates viewed their internship experiences as highly beneficial and worthwhile experiences, regardless of their supervisor. Results additionally indicated that graduates value the thesis requirement significantly more than current students and view the knowledge, skills, and abilities associated with completing a thesis as high in usefulness. Implications and limitations of these findings are discussed, and directions for future research on master’s level I-O training are discussed.

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11

Oliver, 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.

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12

Ronn, 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.

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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010.
ENGLISH 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.

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13

Sawhney, Ena. "Cultural Intelligence: Extending the Nomological Network". FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1661.

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This dissertation consists of three independent studies, which study the nomological network of cultural intelligence (CI)—a relatively new construct within the fields of cross-cultural psychology and organizational psychology. Since the introduction of this construct, CI now has a generally accepted model comprised of four codependent subfactors. In addition, the focus of preliminary research within the field is on understanding the new construct’s correlates and outcomes. Thus, the goals for this dissertation were (a) to provide an additional evaluation of the factor structure of CI and (b) to examine further the correlates and outcomes that should theoretically be included in its nomological network. Specifically the model tests involved a one-factor, three-factor, and four-factor structure. The examined correlates of CI included the Big Five personality traits, core self-evaluation, social self-efficacy, self-monitoring, emotional intelligence, and cross-cultural experience. The examined outcomes also included overall performance, contextual performance, and cultural adaption in relation to CI. Thus, this dissertation has a series of 20 proposed and statistically evaluated hypotheses. The first study in this dissertation contained the summary of the extant CI literature via meta-analytic techniques. The outcomes of focus were significantly relevant to CI, while the CI correlates had more inconclusive results. The second and third studies contained original data collected from a sample of students and adult workers, respectively. In general, the results between these two studies were parallel. The four-factor structure of CI emerged as the best fit to the data, and several correlates and outcomes indicated significant relation to CI. In addition, the tested incremental validity of CI showed significant results emerging in both studies. Lastly, several exploratory analyses indicated the role of CI as a mediator between relevant antecedent and the outcome of cultural adaption, while the data supported the mediator role of CI. The final chapter includes a thorough discussion of practical implications as well as limitation to the research design.

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14

Harari, 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.

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Research into the dynamicity of job performance criteria has found evidence suggesting the presence of rank-order changes to job performance scores across time as well as intraindividual trajectories in job performance scores across time. These findings have influenced a large body of research into (a) the dynamicity of validities of individual differences predictors of job performance and (b) the relationship between individual differences predictors of job performance and intraindividual trajectories of job performance. In the present dissertation, I addressed these issues within the context of the Five Factor Model of personality. The Five Factor Model is arranged hierarchically, with five broad higher-order factors subsuming a number of more narrowly tailored personality facets. Research has debated the relative merits of broad versus narrow traits for predicting job performance, but the entire body of research has addressed the issue from a static perspective -- by examining the relative magnitude of validities of global factors versus their facets. While research along these lines has been enlightening, theoretical perspectives suggest that the validities of global factors versus their facets may differ in their stability across time. Thus, research is needed to not only compare the relative magnitude of validities of global factors versus their facets at a single point in time, but also to compare the relative stability of validities of global factors versus their facets across time. Also necessary to advance cumulative knowledge concerning intraindividual performance trajectories is research into broad vs. narrow traits for predicting such trajectories. In the present dissertation, I addressed these issues using a four-year longitudinal design. The results indicated that the validities of global conscientiousness were stable across time, while the validities of conscientiousness facets were more likely to fluctuate. However, the validities of emotional stability and extraversion facets were no more likely to fluctuate across time than those of the factors. Finally, while some personality factors and facets predicted performance intercepts (i.e., performance at the first measurement occasion), my results failed to indicate a significant effect of any personality variable on performance growth. Implications for research and practice are discussed.

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15

Manapragada, 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.

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The present dissertation examines the antecedents and consequences of employees’ work-related email (WRE) use after work hours in a sample of administrative assistants and office workers. Several individual, job, and workplace factors were examined as predictors of WRE use after hours. The individual-level factors examined were telepressure (i.e., the urge to respond to digital messages) and conscientiousness. Perceptions of the usefulness of keeping up with WRE for job performance and the degree to which employees felt the use of WRE was relevant to their job were examined as job-related factors. Workplace factors revolved around organizational norms, which may form by employees’ perceptions of their supervisors’ or coworkers’ use of WRE after hours and their perceptions of the extent to which they were expected to keep up with their WRE after hours. All antecedents, except conscientiousness, had a positive relationship with WRE use after hours, and telepressure, job relevance, and perceived usefulness were found to predict unique variance in WRE use after hours. Burnout was examined as a consequence of WRE use after hours. Although positive relationships between WRE use after hours and burnout dimensions were hypothesized, results showed that emotional exhaustion did not significantly relate to WRE use after hours, and cynicism and reduced professional accomplishment had a negative relationship with WRE use after hours. These findings suggest that keeping up with WRE after hours may be a method to manage work demands rather that act as a source of additional work demands. Voluntariness was found to moderate WRE use after hours’ relationships with emotional exhaustion and reduced professional accomplishment, suggesting that if employees feel the use of WRE after hours is non-mandatory, they are likely to experience more positive wellbeing outcomes as a result of keeping up with their WRE after hours. The findings of the present dissertation make a unique contribution to an emerging area of literature, and allow researchers and practitioners to gain better insight into factors that can influence employees’ WRE use after hours, possible consequences of keeping up with WRE, and factors that can influence the relationship between WRE use after hours and burnout.

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16

Milecki, 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.

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17

Sharma, 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.

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18

McMahon, Robert F. Jr. "The effect of openness to experience on tenure and turnover intention| A sub-factor approach". Thesis, Roosevelt University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1585918.

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Openness to experience is one of the least useful personality predictors in the workplace. The present study tested the notion that openness to experience would be a more effective predictor of tenure and turnover intention if openness to experience was separated into two sub-factors. We used a total sample size of, N = 96, participants, which was analyzed both as a whole and separately, segmented by students (n = 51) and working adults (n = 45).

The present study was unable to show that the sub-factors of openness to experience were more effective predictors of turnover intention and tenure. Implications of the evidence in the present study are discussed with the conclusion that openness to experience, at the factor and the sub-factor levels, is a weak predictor in the workplace.

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Lickiss, Stephanie J. "Pre-Employment Integrity Testing with Law Enforcement and Security Applicants| A Closer Look at the Law Enforcement Applicant Inventory (LEAI)". Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3639877.

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Law enforcement agencies face the difficult task of identifying suitable individuals to take on jobs that require certain skills and characteristics. Training new hires requires these agencies' resources, so an important aspect of the hiring process is maximizing these resources and ensuring that as many of these individuals as possible will succeed. Pre-employment screening tools can assist with hiring by identifying notable characteristics, pathology, and attitudes either related to, or vastly different from, the position. Many assessment exist that can contribute to the pre-employment screening process, such as the Law Enforcement Applicant Inventory (LEAI).

The goal of this study was to explore the relationships between scales on the LEAI to better understand how these different areas of interest correlate. Pearson's r statistics were compiled to identify the correlations between each of the eight LEAI scales, including the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, Criminal Justice Orientation (CJO), and Candidate Potential Index (CPI) scales. The results showed that all of the LEAI scales were statistically significantly correlated, p < .01, with large effect sizes, r² < .14. A post-hoc power analysis was also run to further investigate these correlations. Each post-hoc analysis yielded a power = 1.00, which may have been affected by the large sample size. Additionally, this study focused on expanding the readily available reliability statistics for the LEAI. Reliability statistics were provided for the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, and CJO scales in the form of Cronbach's alpha coefficient and split-half reliability.

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Carnicella, Robert P. "The effect of environmental and psychological coping resources on unemployed adults' well-being". Thesis, State University of New York at Albany, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3606971.

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Gowan and Gatewood's (1997) theory of coping with job loss provided a framework for studying how individuals cope with the stress of unemployment. Previous empirical evidence identified social support and financial resources as predictors of unemployed adults' coping outcomes. McKee-Ryan, Song, Wanberg, and Kinicki (2005), however, noted the need for further research to better understand the environmental and psychological coping resources used by unemployed adults. Savickas (2005) hypothesized that individuals who endorse greater amounts of adaptable thinking about their careers will also report a greater sense of well-being during career transitions. Thus, the present study examined how environmental and psychological coping resources are related to unemployed adults' well-being. In particular, this study tested whether career adaptability mediated the relationships between environmental coping resources (i.e., social support and financial resources) and well-being. Using a sample of 207 unemployed adults, it was hypothesized that career adaptability would mediate the relationship between social support and well-being and between financial resources and well-being. The SEM analyses indicated problems with the fit of the hypothesized measurement model, and thus the hypotheses were unable to be tested. Limitations of the current study's findings are discussed to inform future research and theory building. In particular, characteristics of the current sample, measurement problems, and the possible mismatch between this study's sample and Gowan and Gatewood's (1997) coping with job loss theory are discussed.

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21

Van, 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.

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This study identified the trending domains and content themes found in the South African Journal of Industrial Psychology (SAJIP) from 2014 to 2017. These trends were then compared with those in the South African Journal of Human Resource Management (SAJHRM), Deloitte Human Capital Trends Reports, and related Google search data over the same period. This was done through a content analysis, documenting the frequencies and percentages of HPCSA domains and content themes that are present in each of the four sources, including across 218 studies in the two academic journals. Results revealed that while there were similar trends found in the SAJIP and SAJHRM, when these are compared to the Deloitte Human Capital Trends report and Google Trends results, it is concluded that much of the I-O Psychology research does not address the concerns of those operating as practitioners. The insights gathered through the study suggest that further efforts are required to understand and align research in the South African Journal of Industrial Psychology to the concerns of HR practitioners in South Africa.

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22

Barbour, Stuart A. "Mental skills of National Hockey League players". Thesis, University of Ottawa (Canada), 1994. http://hdl.handle.net/10393/6662.

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The purpose of this study was to explore the mental skills used by professional ice hockey players and determine if Orlick's (1992) "Model of Human Excellence" could be applied to these athletes. In-depth interviews were conducted with 10 National Hockey League players who had collectively played over 4500 NHL games, and scored 1025 goals. The results indicated that Orlick's elements of commitment, belief, full focus, positive images, mental readiness, distraction control and, constructive evaluation were common to all subjects. The element of fun and enjoyment was also found to be significant for NHL players. The preservation of rich quotes and experiences offer valuable insights and strategies for aspiring hockey players. A survey of the mental aspects of professional hockey was also completed by 27 NHLers to corroborate the relative importance of each of the mental skills identified in Orlick's model. Overall the results were consistent with other research into the mental aspects of elite athletes.

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23

Côté, 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.

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Les connaissances scientifiques actuelles sur le burnout portent presqu'exclusivement sur les employés qui n'ont pas atteint un niveau critique ou qui travaillent dans les professions où la relation d'aide occupe une place importante, comme les infirmières, les psychologues, les travailleurs sociaux et les enseignants. L'objectif de l'étude est de décrire et de proposer un modèle théorique concernant la situation vécue par des femmes travaillant au sein d'une institution financière et ayant fait l'expérience de la crise du burnout. La théorie ancrée, une méthodologie qualitative élaborée en 1967 par Glaser et Strauss a été utilisée pour l'étude. Cette méthodologie de recherche permet d'explorer un phénomène complexe de façon rigoureuse et structurée selon les principes d'une épistémologie post moderne fondée sur l'interactionnisme symbolique. Des entrevues en profondeur ont été effectuées auprès de 26 employées d'une institution financière ayant ressenti beaucoup de stress face à leur travail avec des répercussions importantes sur les plans personnel et professionnel, ainsi que 8 de leurs collègues de travail, 11 membres de leur famille et 2 représentants de l'employeur. L'analyse des transcriptions d'entrevues a permis de dégager une perspective différente pour l'employeur et d'identifier deux trajectoires pour les employées; celle des cadres et professionnelles ainsi que celle des commis et préposées aux services de convenance. Les résultats ont permis de développer un modèle théorique incorporant les facteurs personnels, organisationnels, familiaux et sociaux du burnout; les symptômes psychologiques, physiques et de fonctionnement professionnel, social et personnel; ainsi que les stratégies de guérison. L'étude a également jeté une lumière nouvelle sur un élément clé de la crise soit celui d'un déséquilibre chronique entre la satisfaction des besoins de l'organisation et ceux de la personne relativement à cinq dimensions particulières: travail versus famille; valeurs économiques versus valeurs humaines; quantité versus qualité; changement versus stabilité; et contribution versus rétribution. Elle a également souligné le rôle des caractéristiques de la personnalité et des valeurs pour expliquer l'infructueuse rigidité des stratégies utilisées par les employées et qui mènent éventuellement à l'épuisement. Les implications de la recherche touchent au développement théorique ainsi qu'au développement de diverses applications: la définition opérationnelle du burnout et le diagnostic, les interventions organisationnelles et cliniques du burnout. Des pistes de recherche futures sont également présentées.

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24

Schinke, Robert J. "The career markers of elite basketball coaches: A qualitative analysis". Thesis, University of Ottawa (Canada), 1995. http://hdl.handle.net/10393/9626.

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In-depth open-ended interviews were conducted with six elite Canadian basketball coaches. The purpose of the interviews were to delineate the development of these coaches from their first athletic experiences to their current elite coaching status. The average age of the coaches was 51.5 years, and they had coached for an average of 19.7 years. The results of the present study identified the following seven chronological stages: early sport participation, national elite sport, international elite sport, novice coaching developmental coaching, national elite coaching and international elite coaching. As novice athletes, they were influenced by parents, sport instructors an accessibility to physical resources. Eventually, all became elite level athletes with high levels of commitment, talent and passion for sport. Some athletes chose to pursue their athletics to the highest international level, and therefore became national team members. When athletic careers ended, the coaches searched for possible ways to remain affiliated with sport. The novice developmental coaching stages reflected a search for appropriate coaching philosophies and skills. Concurrently, the developmental coaches sought out additional theoretical and applied wedge from coaching science courses and more knowledgeable master coaches. Due to their winning records and formalized coaching procedures, those sampled were all hired to work with university basketball teams. The differences between the national and international elite levels were minimal. However, those who opted to become international level coaches made a conscious decision to prioritize competitive results over all else. The implications of this research provide basketball coaches and sport scientists with one possible blue print for the professional development of elite coaches.

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25

Laws, 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.

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Organizations that utilize the knowledge and creativity of their professionals will have the greatest success in gaining competitive advantage, profits, and leadership in the global marketplace. The purpose of this investigation was to explore the role of creativity in performance, specifically, the interaction between intrinsic motivation and the fostering of creativity in adults within a high technology organization. A sample of sixty experienced Research and Development (R&D) designers from Bell Northern Research (BNR) were evenly divided into two categories: high performing and solid performing designers. A two stage research design employed quantitative and qualitative methods to conduct the study. The results indicated while the designers at BNR scored high on creativity there was no significant difference between high and solid performers on the level of intrinsic motivation and creativity. Instead other factors like taking initiative, the need for interesting and challenging work, hands-off management, and recognition and encouragement, differentiated high performers from solid performers. Conditions highlighted by R&D designers as being necessary to facilitate intrinsic motivation, therefore creativity, were: freedom and control versus constraint; challenge and interest in the work versus the lack of challenge or keeping things the same; various organizational characteristics such as collaboration and cooperation versus the organizational characteristics of lack of support from others; good versus poor management or supervision; pressure versus insufficient time; and recognition and encouragement versus inappropriate or no evaluation. Several recommendations for Human Resources professionals and organizations who want to improve employee satisfaction, productivity and their competitiveness in the global marketplace, are provided.

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26

Benzimra, Yaniv. "Running-head: Workplace stress and overall distress". Thesis, University of Ottawa (Canada), 2003. http://hdl.handle.net/10393/21387.

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27

Lapointe, 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.

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La présente étude examine les changements d'emploi survenus à la suite d'un burnout en fonction de la congruence personne-emploi et de l'attribution des causes du burnout. Les participants sont des professionnels de la relation d'aide et des professionnels oeuvrant dans d'autres domaines. Ils ont complété un questionnaire mesurant retrospectivement le niveau de burnout (MBI), l'attribution des causes du burnout, les intérêts personnels et professionnels (SDS) et les caractéristiques du milieu de travail au moment de leur burnout (PCI). Une mesure de dépression (BDI) a été administrée pour contrôler l'effet de l'humeur sur le souvenir qu'ont les participants de leur burnout. Cette étape avait pour but de déterminer si les personnes déprimées avaient un souvenir plus négatif de leur burnout, et par conséquent présentaient un niveau plus élevé de burnout. Les résultats indiquent que 35% des participants ont changé d'emploi suite à leur burnout. La décision de ne pas changer d'emploi est associée aux conditions de travail (contenu et contexte du travail). Tel que mesuré par quatre indices de congruence H (Holland) et I (Iachan) C (Brown & Gore) et K-P (Kwak-Pulvino) il n'y a pas de relation significative entre le niveau de congruence pré-burnout et le changement d'emploi. Contrairement au résultat attendu, il n'y a pas de différence significative entre le niveau de congruence pré-burnout et post-burnout pour les personnes qui ont changé d'emploi. Bien que les scores d'épuisement émotionnel soient élevés, aucun lien significatif n'a été trouvé entre l'état émotionnel de la personne au moment de compléter le questionnaire et le souvenir négatif qu'ont les personnes de leur burnout.

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28

Lamarche, 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.

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29

St-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.

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30

Cramer, 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.

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Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2007.
Source: Dissertation Abstracts International, Volume: 68-10, Section: B, page: 7010. Adviser: Jeff Daniels. Title from dissertation home page (viewed May 20, 2008).

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31

Eslamian, Sanaz. "Using social media to increase employment chances among college students". California State University, Long Beach, 2013.

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32

Patricio, Angelique Bianca. "Academic dishonesty among industrial psychology students". Thesis, 2014. http://hdl.handle.net/10210/11263.

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M.Com. (Industrial Psychology)
The 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.

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33

Pheiffer, Jeanette. "Psychological optimality as a concept in industrial psychology". Diss., 1994. http://hdl.handle.net/10500/15767.

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The objective of this exploratory study was to conceptualise the constructs of psychological optimality in order to derive a definition of the concept and to compile a personality profile of the psychologically optimal individual. A sample of 200 employees in a large electricity utility were randomly selected. A psychometric battery comprising seven questionnaires was compiled and administered. The empirical investigation revealed four factors as indicative of psychological optimality. The factors comprise lntrapersonal dimensions, namely successful coping in stressful situations, an internal locus of control, and Interpersonal dimensions, namely interpersonal sensitivity and a commitment to society. It seems that work behaviour would be largely determined by the intra- and interpersonal behaviours.
Industrial and Organisational Psychology
M. Com. (Industrial Psychology)

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34

Chamda, Nasreen. "Towards constructing the identity of industrial and organisational psychology". Thesis, 2013. http://hdl.handle.net/10210/8715.

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M.Phil. (Industrial Psychology)
Industrial 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.

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Moyo, Nelson Tamuka. "Industrial and organisational psychology in South Africa : research and practice". Thesis, 2012. http://hdl.handle.net/10539/11834.

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Using two samples, one comprising 864 SIOPSA abstracts of research and another comprising industrial psychology practitioners who participated in an online electronic survey (N=14) and in telephonic interviews (N=23), the study explored three main issues. First, the trends regarding industrial psychology research themes in research presented at SIOPSA conferences from 2000 to 2011. Second, the extent to which these themes matched research needs as perceived by industrial psychology practitioners in South African organisations was examined to determine their degree of congruence with practical business challenges. Third, the study explored the future research themes in industrial psychology as perceived by industrial psychologists in organisations. Results indicated that there was a general proportional increase in the amount of research presented at SIOPSA conferences in various global categories of industrial psychology across the 12-year period. Personnel psychology, organisational psychology and psychological assessment were the most commonly covered global areas in the research presented at SIOPSA conferences. Results revealed that there was congruence between research presented at SIOPSA conferences and the prevailing needs among practitioners in South African organisations. Despite this congruence, it was shown that the areas being researched on are not effectively addressing practical organisational issues or assisting in theory development for use in organisations. Additionally, the findings showed that the future research areas proposed by industrial psychology practitioners span all global themes in industrial psychology except for consumer psychology.

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36

Du, Plessis Graham Alexander. "A meta-theoretical taxonomy of positive psychology constructs". Thesis, 2015. http://hdl.handle.net/10210/13527.

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Abstract (sommario):

M.Com. (Industrial Psychology and People Management)
The 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.

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Furman, Kevin. "Clinical psychology in industry : a conceptual model and case study". Thesis, 2012. http://hdl.handle.net/10210/6777.

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M.A.
Through 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.

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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.

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Bruce, Lucinda Chantal. "Do industrial/organisational psychology journal articles reflect a managerial bias within research and practice? /". 2009. http://hdl.handle.net/10413/960.

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40

Avraamides, Melanie. "A diamond or stone? Using autoethnography to make sense of my industrial psychology internship". Thesis, 2008. http://hdl.handle.net/10210/415.

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‘A diamond or a Stone? Using Autoethnography to Make Sense of My Industrial Psychology Internship’ presents an unconventional qualitative research genre, autoethnography, which is not commonly found in qualitative circles, and is rarely used by South African researchers, or by researchers in the South African social science or industrial psychology spheres. Therefore, due to the unfamiliarity of autoethnography, this thesis is presented in a conventional style, and uses both a realist and confessional tale (Van Maanen, 1988; Sparkes, 2002), which arguably, are the preferred styles amongst local mainstream qualitative researchers. The content of this thesis is presented to the audience of industrial psychologists, industrial psychology interns, industrial psychology internship supervisors, organisations hosting industrial psychology interns, institutions overseeing industrial psychology internship programmes, academics, qualitative researchers, managers, employees, professionals and representatives at the Health Professions Council of South Africa (HPCSA). The intention of the research findings is to highlight the extreme necessity of ensuring that internship training programmes enhance professional development, rather than being detrimental to it. The autoethnographic account that is presented, portrays the author’s experience of her industrial psychology internship, the fulfilment of which, was required for registration as an industrial psychologist with the HPCSA. The thesis is divided up into four parts, namely: My Acquaintance, My Acceptance, My Acquisition, and My Analysis. In Part One, My Acquaintance, the reader is introduced to the research genre of autoethnography, as well as to contemporary creative methods, such as poetry and allegories, that have potential benefits for use in the workplace. In Part Two, My Acceptance, an autoethnographic account is presented, where scenes from the internship are ‘performed’. Through personal interpretation of these scenes, the readersare, in essence, creating an autoethnography of their perceptions of what the author experienced, and what they experience through the telling of the author’s account. In Part Three, My Acquisition, those aspects that were acquired from conducting the autoethnography are presented as contributions to academia and the industrial psychology sphere. These contribute to the current theoretical knowledge by making information available regarding the inherent experience of an intern, and the need for organisations to effectively host interns. These acquisitions are as follows: the Creative Hospitality and Integration Method (C-HIM), which suggests how an intern can be successfully assimilated to the organisation, and the Workplace Allegories which aim to empower the intern and enable her to grow in self-awareness. These Workplace Allegories are implemented through the Allegorical Implementation Method (AIM), by making use of the Workplace Allegories Bridge Approach (WABA).In terms of contributions to the field of autoethnography, My FOPR Process, My Autoethnographic Contextual Awareness Guideline (My ACAG, pronounced A-Cag), and My 4-A Grid are presented. My FOPR Process serves to guide autoethnographic researchers through the process of writing an autoethnography. My ACAG aims to assist the autoethnographic researchers, in keeping focused on events relevant to the research topic. My 4-A Grid highlights the necessity of focusing on the self (auto), the culture (ethnos) and the research process (graphy) when conducting an autoethnography (Reed-Danahay, 1997; Richards, 2003), and places emphasis on aligning these perspectives to the four tools the author deems necessary for an autoethnographic study: My Acquaintance, My Acceptance, My Acquisition and My Analysis. The entire structure of this thesis is constructed according to My 4-A Grid.In Part Four, My Analysis, three forms of autoethnographic analysis were conceived through the writing of this thesis, My Auto-Analysis (a self-analysis); My Ethno-Analysis (a brief analysis of the organisation hosting the internship); and My Graphy-Analysis (a critical analysis of the manner in which autoethnography was made use of in this thesis).
Pro. F.Crous Prof.W.J. Schurink

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41

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.

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The aim of this study was to explore conflict as perceived by Industrial Psychologists in the workplace. The sample of (N=6) consisted of registered Industrial Psychologists. A qualitative research approach was used to explore how Industrial Psychologists in the workplace perceive and experience issues of conflict. A purposive sample was employed. Data was analysed using thematic analysis. The emerging themes were: (1) the Industrial Psychologists’ perceptions and reactions to conflict; (2) organisational structure; (3) organisational management style; (4) the nature and condition of job assignment; (5) individual characteristics; (6) mutual understanding and interaction; and (7) the consequences of conflict. The first six themes describe the sources of the conflict as well as strategies to manage them. The findings of this study reveal that issues such as the perception of and reaction to conflict, organisational structure, and organisational management style, the nature and conditions of job assignment, individual characteristics, and mutual understanding and interaction are important factors contributing to the occurrence and management of conflict.
Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

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42

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.

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Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2006.
Source: 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.

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Burrus, Jeremy T. "Egocentrism in perceptions of distributive justice : when favorable outcomes are unfair outcomes /". 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:3223552.

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Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2006.
Source: Dissertation Abstracts International, Volume: 67-07, Section: B, page: 4154. Adviser: Justin Kruger. Includes bibliographical references (leaves 63-67) Available on microfilm from Pro Quest Information and Learning.

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"Approval motivation and situational judgment tests: The role of personality and implicit trait policies". Thesis, 2009. http://hdl.handle.net/1911/61901.

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The effects of faking on situational judgment test (SJT) scores have only recently been explored. The research reported here tested a model linking an individual difference frequently associated with social desirability, approval motivation, with SJT score through its associations with agreeableness, conscientiousness, and implicit trait policies (ITPs) for those traits. One-hundred fifty-seven undergraduates completed a managerial SJT along with a measure assessing personality. Approval motivation was assessed using the Marlowe-Crowne Social Desirability Scale. Results indicated that approval motivation is correlated with SJT score and the ITP for conscientiousness. Path analyses revealed approval motivation is causally related to SJT score through its influence on the ITP for conscientiousness, and is also linked to conscientiousness and agreeableness. Findings extend ITP theory (Motowidlo, Hooper, & Jackson, 2006a) by suggesting that personality traits are associated with SJT scores through their causal influence on their ITPs.

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"Emotion perception and reactions to tests: Affective influences on test performance". Thesis, 2010. http://hdl.handle.net/1911/62049.

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The two studies presented here examine the impact of non-cognitive factors on test reactions and test performance. It is well-established that test anxiety can adversely affect test outcomes, particularly in high-stakes testing situations, but what is less well understood are the moderators that can influence that impact. These studies examined the test-takers' distal appraisals of a testing situation, as well as their ability to process emotional information, and the effects of these factors on proximal test reactions and test performance. It was found that in these studies the positive role of test-taker confidence was more pronounced than the negative influence of test-taker anxiety, and that the ability of emotional perceptiveness had the effect of focusing attention on appropriate signals in the environment to allow the test-taker to have more accurate assessments of their own performance and to discourage the test-taker from using information from other items to influence their reactions to the items they are currently dealing with.

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46

"Development of a new measure of helping at work". Thesis, 2010. http://hdl.handle.net/1911/62201.

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In this thesis, helping behavior is defined as extra role behaviors that an employee performs voluntarily and contributes to organizational effectiveness such as improved productivity and co-worker performance (Organ, 1988). People who help others at work tend to experience increased job satisfaction, increased organizational commitment and decreased intentions to leave the job. Taking into consideration the benefits of helping outcomes to both employees and organizations, I developed six scales that measure helping using a multi-stage item-development procedure. Based on a theoretical model distinguishing emotional- and instrumental helping, a multidimensional measure could not be developed. In this study, however, empirical support was found for two helping scales and criteria of interest. Future directions and implications of this study are discussed.

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47

de, Chermont Kelly. "Diversity in work groups: The impact of actual and perceived differences on group functioning and performance". Thesis, 2008. http://hdl.handle.net/1911/22213.

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Abstract (sommario):

The widespread prevalence in the utilization of groups across different aspects of our society including social settings, workplaces, and educational settings has long piqued researchers' interests in understanding the psychological processes involved in groups. One particularly interesting psychological phenomenon that occurs within a group setting is the formation of perceptions of group diversity and the impacts that these perceptions have on the attitudes and behaviors of group members. Despite the theoretical rationale for the importance of perceptions of diversity that is provided by intergroup contact theory and individuation research, work group diversity research has been limited in empirically examining the impacts that perceived diversity on group functioning and performance. This study takes the first step in this direction by conceptually and empirically defining perceived diversity and examining the effects of actual diversity and perceived diversity on group functioning and performance. Findings of this research provide empirical evidence to support the inclusion of perceived diversity in work group diversity research as a distinct construct that has impacts on group functioning and performance.

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Campbell, Madeline. "Error management training from a resource allocation perspective: An investigation of individual differences and the training components that contribute to transfer". Thesis, 2007. http://hdl.handle.net/1911/20582.

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Error management training is an intervention that capitalizes on the cognitive benefits of making errors for transfer of training, while minimizing the negative effects of errors on motivation. This study examined the effects of the structural and instructional components of error management training within a resource allocation framework, and investigated the role of distal predictors (cognitive ability and learning goal orientation) and proximal predictors (self-regulatory processes: emotion control, metacognitive activity, and self-efficacy) on training outcomes. Participants (N = 161, mean age = 39.7) were recruited from the community and were trained on computer database software in one of three conditions: high structure + error encouragement instructions, high structure + no instructions, or low structure + error encouragement instructions. Training effectiveness was assessed on multiple indices of learning (task performance, knowledge structures, and self-efficacy), measured immediately following training and after a 1-week retention interval. Key findings include an age x cognitive ability x effect of instruction interaction for training performance, indicating that individual differences should be considered when designing training to optimize transfer. Low structure training was found to enhance immediate task performance for all learners, but this effect did not persist over time. In addition, emotion control fully mediated the relationship between learning goal orientation and self-efficacy for knowledge retention in the error encouragement training conditions, as well as interacting with the effect of instruction to predict task performance.

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49

McDaniel, Max Julian. "An investigation of the validity of implicit measures of personality". Thesis, 2007. http://hdl.handle.net/1911/20523.

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The current research examines the construct validity of Implicit Association Tests designed to measure two of the Big Five factor traits, Extraversion (EIAT) and Conscientiousness (CIAT), and whether or not these IATs predict performance for retail Sales Representatives. In Study 1 and 2, undergraduate students completed self-report measures of personality and the EIAT and CIAT. Results provide evidence of the construct validity for both the EIAT and CIAT. In Study 3, a concurrent validity study was conducted with a sample of cell phone retail sales employees. Results of Study 3 provide evidence of criterion-related validity for the EIAT and CIAT. The combined results of the three studies suggest the EIAT and CIAT may be useful personality measures in a selection context.

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50

Swerdlin, Marnie Rose. "Motivated strategies in the performance appraisal process: Effects of rater accountability". Thesis, 1992. http://hdl.handle.net/1911/13663.

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Recent performance appraisal research has focused on rater cognitive processes. Instead, this research examined the effects of a motivational variable, accountability, on rater cognitive processes and on performance ratings. In the first experiment, accountability attenuated a primacy effect in evaluative ratings, and, when negative information was presented first, increased the time spent looking at performance information. However, there was no evidence that looking time mediated the effect of accountability on evaluative ratings. In the second experiment, accountable subjects had a more conservative response bias in behavioral ratings relative to unaccountable subjects if evaluative ratings were made prior to behavioral ratings. Accountable subjects who made behavioral ratings first showed no response bias in behavioral ratings although they had less confidence in their ratings relative to other subjects. This research demonstrates that accountability can influence rater cognitive processes and thus performance ratings but that its effects are situational.

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Tesi sul tema "Industrial psychology"

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