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

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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5

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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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

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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10

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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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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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

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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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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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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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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21

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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22

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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23

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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24

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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25

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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26

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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27

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

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28

Garman, 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.

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Previous 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.

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29

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.

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The 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.

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30

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.

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This 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.

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31

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.

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With the objective to reduce the cost of HVDC tap, this thesis presents two topologies based on multilevel H-bridge converter, which connect H-bridges of a-, b- and c- phase in series to save one third of semiconductor switches. The first topology, based on force-commutated thyristors, is proposed for classical thyristor HVDC for high power transmission. This thyristor tap is immune from commutation failure. It operates with decoupled P-Q control. Operation at unity, lagging and leading power factor is possible. By zig-zag transformers and time shifted square wave currents, only n=24m±1 (m=1, 2, 3 etc) harmonics exist in the line current. Total harmonic distortion (THD) of 4% is achieved. The tap is evaluated as the third terminal midway in a point-to-point classical HVDC system. Simulation studies show that under steady-state conditions the tap operates well in point-to-point classical HVDC. The second topology, based on series-connected single-phase H-bridges of modular multi-level converter (SSP-MMC), is proposed for medium power transmission by VSC-HVDC. Operation with MMC concepts has the advantage that high frequency switching noise is easily filtered but has the disadvantage of having large 2nd harmonic from single phase power. With the linearization of the energy of capacitors of the sub-modules, the capacitor voltage is expressed as approximate equivalent ideal voltage sources on the ac side and dc side. Analyti¬cal insights from the proposed equivalent circuits show how the 2nd and 3rd harmonics are eliminated by feedback and feed forward methods. This enables the tap to operate with smaller and therefore cheaper sub-module capacitors. Simulation results verify the proposed control methods. As with thyristor tap, the operation of the SSP-MMC tap is evaluated when connected to point-to-point VSC-HVDC system. The study shows that the SSP-MMC tap operates well in a point-to-point VSC-HVDC system under normal steady-state conditions.
Avec 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.

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32

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.

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Performance 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.

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33

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.

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Bibliography: pages 224-231.
The 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.

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34

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.

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Bibliography: leaves 135-145.
This 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.

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35

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.

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This dissertation examines whether auditors' job stress, job satisfaction, and performance are affected by the congruence (or fit) between auditors' personality and characteristics of the work environment they face. The personality measure used in this study is locus of control, which classifies individuals as either "internals" or "externals." The work environment is measured by using auditor assessments of role stress and imposed control and by noting whether the auditors work for a more or less structured auditing firm. Locus of control theory and prior research suggest that internals adapt better to environments that impose relatively little control on the individual or that are high in role stress. Conversely, externals adapt better to environments that impose high levels of control or that are low in role stress. In order to obtain the necessary data, a questionnaire was distributed to staff and senior-level auditors from four of the "Big 6" accounting firms (the two most structured and the two most unstructured as defined by prior research). The principal results can be summarized as follows. First, auditors' job stress was affected by the congruence between their locus of control and the amount of role conflict they perceived. Internals reported less job stress than externals when role conflict was high, and externals reported less job stress than internals when role conflict was low. Second, auditors' job satisfaction was affected by the congruence between (1) their locus of control and the amount of role ambiguity they perceived and (2) their locus of control and the amount of role conflict they perceived. In each case, internals reported higher job satisfaction than externals when role stress was high. On the other hand, when role stress was low, internals and externals reported similar levels of job satisfaction. Finally, auditors' self-reported performance was affected by the interaction between auditors' locus of control and audit firm structure. At relatively unstructured firms, internals reported higher performance than externals; at relatively structured firms, internals and externals reported similar performance levels. The interaction also reveals that internals reported higher performance at unstructured firms than at structured firms and that externals reported higher performance at structured firms than at unstructured firms.

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36

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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37

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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38

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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39

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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41

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

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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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42

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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43

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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44

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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45

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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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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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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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.

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

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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.

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

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50

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.

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Abstract (sommario):

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

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Tesi sul tema "Industrial psychology"

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