Rozprawy doktorskie: „Job ability”

1

Alexander, Sandra G. Marshall Linda L. "Predicting long term job performance using a cognitive ability test". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-4010.

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Alexander, Sandra G. "Predicting long term job performance using a cognitive ability test". Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc4010/.

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This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.

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Whipple, Jennifer L. "The relationship of ability and experience to on-the-job performance over time and job complexity /". The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487758178235474.

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Postlethwaite, Bennett Eugene. "Fluid ability, crystallized ability, and performance across multiple domains: a meta-analysis". Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/1255.

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Cognitive ability is one of the most frequently investigated individual differences in management and psychology. Countless studies have demonstrated that tests measuring cognitive ability or intelligence predict a number of important real-world outcomes such as academic performance, vocational training performance, and job performance. Although the relationship between intelligence and real-world performance is well established, there is a lack of consensus among scholars with regard to how intelligence should be conceptualized and measured. Of the more traditional theories of intelligence, two perspectives are particularly dominant: the Cattell-Horn model of fluid and crystallized intelligence and the theory of General Cognitive Ability (GCA or g). Fluid ability (Gf) represents novel or abstract problem solving capability and is believed to have a physiological basis. In contrast, crystallized ability (Gc) is associated with learned or acculturated knowledge. Drawing on recent research in neuroscience, as well as research on past performance, the nature of work, and expert performance, I argue that compared to measures of fluid ability, crystallized ability measures should more strongly predict real-world criteria in the classroom as well as the workplace. This idea was meta-analytically examined using a large, diverse set of over 400 primary studies spanning the past 100 years. With regard to academic performance, measures of fluid ability were found to positively predict learning (as measured by grades). However, as hypothesized, crystallized ability measures were found to be superior predictors of academic performance compared to their fluid ability counterparts. This finding was true for both high school and college students. Likewise, similar patterns of results were observed with regard to both training performance and job performance. Again, crystallized ability measures were found to be better predictors of performance than fluid measures. This finding was consistent at the overall level of analysis as well as for medium complexity jobs. These findings have important implications for both intelligence theory and selection practice. Contemporary intelligence theory has placed great emphasis on the role of fluid ability, and some researchers have argued that Gf and g are essentially the same construct. However, the results of this study, which are based on criterion-related validities rather than factor-analytic evidence, demonstrate that Gc measures are superior predictors in comparison to Gf measures. This is contrary to what one would expect if Gf and g were indeed the same construct. Rather, the findings of this study are more consistent with General Cognitive Ability theory, which predicts that Gc indicators will be the best predictors of future learning and performance. Given that Gc measures demonstrate higher criterion-related validities than Gf measures, Gc measures are likely to be preferred for selection purposes. Further, Gf scores are known to decline with age while Gc scores remain relatively stable over the lifespan. Thus, when used for selection purposes, Gf tests may underpredict the performance of older workers. In contrast, research has shown that Gc measures are predictively unbiased. Additional implications for theory and practice are discussed, along with study limitations and opportunities for future research.

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Irvin, Ryan. "Job crafting and organizational citizenship behavior: believing in your creative ability to better your job and organization". Thesis, Kansas State University, 2017. http://hdl.handle.net/2097/36253.

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Master of Science
Department of Hospitality Management and Dietetics
Jichul Jang
Working as a front line employee in the hospitality industry is not always easy. There can be long working hours, high work demand and many other disadvantages that can lead to increased stress on an employee of the industry. These disadvantages have led to one of the highest turnover rates compared to most other industries (NRA, 2017). Managers have been looking at possible ways to reduce turnover by giving employees more freedom. In most organizations, the manager implements changes in each employee’s job design and roles within the organization. Recent job design has focused on letting the employee develop some of the task they do. This certain type of job redesign is called job crafting. Job crafting is a theoretical concept where an employee is allowed to implement change or redesign certain aspects of their job (Wrzesniewski & Dutton, 2001). According to Wrzesniewski and Dutton (2001), the three main ways that one can craft their job are through changes in work tasks, relationships, and perception of one’s job. So the question is, “How does job crafting have a creative impact on front line hospitality employee behavior at work?” The purpose of this study is to examine whether job crafting is related to creative self- efficacy, which can in turn lead to employee organizational citizenship behaviors. That is, the more employees participate in crafting activities, the more they will believe that they can be creative and follow through with their creative idea, which will lead the employees to having more organization citizenship behavior. The sample for this study consists of 323 front line employees in the hotel industry. Participants’ job crafting, creative self-efficacy and organizational citizenship behaviors were measured. After running the variables through a regression analysis, the results showed a significant positive relation between job crafting and organizational citizenship behavior with creative self-efficacy as a mediator. From a theoretical perspective, this study contributes to an understanding of organizational citizenship behavior in the hotel context by shedding light on the role of job crafting. Practical implications from this study could encourage managers that are focused on improving organizational citizenship behavior in their hotels to look into promoting job crafting.

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PALUMBO, MARK V. "COGNITIVE ABILITY, JOB KNOWLEDGE, AND STEREOTYPE THREAT: WHEN DOES ADVERSE IMPACT RESULT?" Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1187103730.

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Slaughter, Andrew Joseph. "Cognitive ability, personality, and experience: evidence for differential impact on job performance factors". Thesis, Texas A&M University, 2005. http://hdl.handle.net/1969.1/2417.

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Using a sample of 443 participants employed in a variety of jobs, the interactions between cognitive ability, conscientiousness, agreeableness, task experience, and task and contextual performance were explored. Results suggest that task experience is a better predictor of task performance than contextual performance; that agreeableness is associated with greater levels of contextual performance, but only for those lower in cognitive ability; and that conscientiousness moderates the interaction between cognitive ability and task experience on task performance. Specifically, it was found that for higher levels of conscientiousness, task performance converged for those of different cognitive abilities when task experience was high; likewise, for lower levels of conscientiousness, task performance diverged for those of different cognitive abilities when task experience was high. The impact and limitations of these results are discussed.

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8

Wolman, Stacey D. "Self-estimates of job performance and learning potential". Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26649.

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Thesis (Ph.D)--Psychology, Georgia Institute of Technology, 2009.
Committee Chair: Ackerman, Phillip; Committee Member: Catrambone, Richard; Committee Member: James, Lawrence; Committee Member: Kanfer, Ruth; Committee Member: Parsons, Chuck. Part of the SMARTech Electronic Thesis and Dissertation Collection.

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9

Brill, Robert T. "The effect of job knowledge and task complexity on information processing and rating ability". Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/39444.

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Previous research exploring the assumptions of process invariance (Walker, 1989) found discrepancies between process and rating outcomes when rater and ratee populations were crossed. Divergent results were attributed to differences in the ratee stimulus performance tapes. The present study attempted to explore how levels of task complexity would moderate the relationship between job knowledge and both information processing and rating accuracy. 123 male subjects were measured on their knowledge of football, and viewed the performance of either offensive tackles (complex task) or running backs (simple task) under directions to either form an impression or remember as much detail as possible. It was expected that observational purpose would moderate the type of information recalled, rating accuracy, and accuracy in recording behavior frequencies in the complex task condition only. Results supported hypotheses only tor Cronbaoh-. (19S5) elevation measure pertaining to behavior frequency ratings, and consistent task complexity main effects among accuracy measures for behavior frequency ratings. Some possible limitations and explanations for the present results and some implioations for future researoh are offered.
Ph. D.

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10

Burton, Melissa Lynn. "The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations". PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4893.

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In typical selection processes organizations gather information about an applicant. Rarely, however, do applicants collect equal information about the job or organization. This unequal exchange can inhibit an applicant's participation in the selection process. Studies have shown that realistic job previews (RJPs) positively influence applicants' job expectations, job satisfaction, turnover, selfselection, etc. Applicant self-selection can benefit both the organization and the applicant in terms of time, money, and energy required during the selection process and after organizational entry. The purpose of the present study was to explore the relationship between RJPs and self-selection. The study assessed the influence of a content valid RJP on applicants' job expectations. It also measured the degree of fit between applicants' ideal job ratings and the job in question. This measure of fit was then related to the applicant's propensity to self-select. Twenty six applicants for an emergency 911 position participated. Each participant completed a Job Profile Measure consisting of three scales. These scales included ratings of job tasks (based on a job analysis), job characteristics (the Job Diagnostic Survey by Hackman & Oldham, 1980), and organizational characteristics (the Organizational Culture Profile by O'Reilly, Chatman & Caldwell, 1991 ). Applicants completed the measure before and after viewing the RJP and as a measure of ideal job requirements. Dispatch job incumbents also completed the measure to provide actual job ratings. Results were limited by a small sample size, but several trends were found. T-tests showed that the RJP did not significantly alter applicants' job expectations. However, chi-square analyses indicated that applicant job task ratings were more consistent with incumbent ratings post RJP than pre RJP. MANOVA analyses indicated that applicant Job Profile ratings and incumbent ratings did not significantly converge after viewing the RJP. Self-selection ratings were also not significantly correlated with fit scores, but they were in the predicted direction. Applicant's with lower fit scores were more likely to self-select out of the hiring process. The trends in the data are encouraging, but more research is needed to be conclusive.

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11

Sjöberg, Sofia. "Utilizing research in the practice of personnel selection : General mental ability, personality, and job performance". Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-101976.

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Identifying and hiring the highest performers is essential for organizations to remain competitive. Research has provided effective guidelines for this but important aspects of these evidence-based processes have yet to gain acceptance among practitioners. The general aim of this thesis was to help narrowing the gap between research and practice concerning personnel selection decisions. The first study compared the validity estimates of general mental ability (GMA) and the five factor model of personality traits as predictors of job performance, finding that, when the recently developed indirect correction for range restriction was applied, GMA was an even stronger predictor of job performance than previously found, while the predictive validity of the personality traits remained at similar levels. The approach used for data collection and combination is crucial to forming an overall assessment of applicants for selection decisions and has a great impact on the validity of the decision. The second study compared the financial outcomes of applying a mechanical or clinical approach to combining predictor scores. The results showed that the mechanical approach can result in a substantial increase in overall utility. The third study examined the potential influences that practitioners’ cognitive decision-making style, accountability for the assessment process, and responsibility for the selection decision had on their hiring approach preferences. The results showed that practitioners scoring high on intuitive decision-making style preferred a clinical hiring approach, while the contextual aspects did not impact practitioners’ preferences. While more research may be needed on practitioner preferences for a particular approach, the overall results of this thesis support and strengthen the predictive validity of GMA and personality traits, and indicate that the mechanical approach to data combination provides increased utility for organizations.

At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.

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12

Olds, F. Ray. "Intellectual Ability, Personality, and Vocational Interest as Predictors of Successful Job Performance in Restaurant Managers". Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500960/.

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The history and use of tests of intellectual ability, personality, and vocational interest is briefly discussed as background for an exploratory study in the use of these instruments in predicting successful restaurant manager performance. Most previous research regarding managerial potential has focused on perceptions of managerial ability rather than on performance issues. Sixty-eight restaurant managers were tested in order to assess general intellectual ability, personality traits, and vocational interests as predictors of performance criteria. Based on previous research, it was hypothesized that general intellectual ability, vocational match, masculinity, ascendance, and sociability would be positively correlated with effective job performance ratings. Results of the study did not confirm these predictions.

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13

Karlsson, Viktor. "Concept of Interactive Video in Job Application : A qualitative research that tests the concept of interactive video and job seekers’ ability creating interactive video resumes". Thesis, Linnéuniversitetet, Institutionen för medieteknik (ME), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-89377.

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Interactive video seems to currently be an unpopular field of research. Video resumes however is an increasing trend when applying for jobs and sending out resumes. During this thesis, employers finds interactive video as a new, fun and exciting way of interacting with a resume that simplifies the recruitment process. Also, job seekers find creating interactive video as resumes as an extra nudge in to a company and a better way of marketing themselves for employers. However, conflict occurs between employers and job seekers regarding an interactive video resume. As it simplifies the recruitment process, job seekers have to put down more work when creating an interactive video resume while applying for a job. It is shown in this thesis that there are factors that should be investigated, for instance a platform aimed at interactive video resumes seems not have been developed yet as well as what interactive features an interactive video resume should contain. Job seekers find it difficult if creating such resumes took too long, being unaware of how to display interactive visual elements and which aspects to talk about while recording themselves. This thesis explores the possibility of employers and former recruitment personnel using an interactive video resume as well as job seekers’ ability of creating an interactive video. The main aims of this thesis are to find guidelines of what an interactive video resume mainly should contain and what job seekers thinks of creating and using an interactive video when applying for jobs.

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14

Childers, Marie. "Investigating the Validity of Brainteaser Interview Questions". Bowling Green State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1603204968138574.

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Munoz, Jr Donaciano. "The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands A Case for Physical Ability Testing". Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/17425.

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Approved for public release; distribution is unlimited
The military screening process entails meeting general physical and cognitive standards and then primarily matching candidates with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. An online survey was used to explore the perceived relationship among personnel readiness, job performance and work demands for Boatswains Mates (BM) and Damage Controlmen (DC). This study explored four research questions to evaluate physical ability testing. Descriptive statistics showed that the participants had a wide range of experience levels. The results from the logistic model indicated no factors were significant of evaluation trait averages. The chi-square tests showed a difference in level of physical demands in three different modes of operations for both BMs and DCs. Both groups support the use of a physical ability testing in the selection process for job placement. Efforts to develop a physical ability test for use in the selection process, a physical remediation program for those who do not meet the standards, as well as a maintenance program to verify personnel still meet physical abilities are recommendations that should be considered for future research.

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MacKinnon, Jamie (James C. ). Carleton University Dissertation English. "Becoming a rhetor; the development of on-the-job writing ability in ten recently graduated knowledge workers". Ottawa, 1992.

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Nguyen, Daniel. "EXAMINING THE ROLE OF JOB FAMILIARITY, COGNITIVE ABILITY, AND EMOTIONAL INTELLIGENCE IN FAKING SUCCESS FOR PERSONALITY ASSESSMENT". OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/487.

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Personality tests are often utilized in employment selection. Their wide use may be attributed to various studies which suggest that personality is related to job performance. Although personality is widely utilized in various assessment contexts including but not limited to personnel selection settings, both researcher and practitioners continue to criticize the use of measures due to faking behavior or response distortion. Furthermore, these criticisms are warranted because laboratory studies have consistently found that when instructed, respondents are able to alter their scores in order to appear more desirable. Additionally, there is also conforming evidence from field studies which suggest that 20 - 30% of real-world applicants fake in order to gain a competitive advantage in being hired. Faking studies generally define successful faking as the obtainment of the highest scores possible. This study used a recent and alternative conceptualization of successful faking. More specifically, faking is defined as successful if an applicant is able to match his or her responses on a personality test to the perception of what subject matter experts would consider critical traits for success to that job. Psychology and Business students were assigned to an `honest' or `faking' condition and asked to complete a personality test. Students in the honest condition were instructed to describe themselves honest, while students in the faking condition were instructed to describe themselves in the context of applying for a fictional customer service representative position. Additionally, all students completed a measure of emotional intelligence and cognitive ability. Subject matter experts were then surveyed on what they thought was the ideal characteristics for the fictitious position. This study found that business students who were given instructions to fake were able to fake better (obtain a greater match) than psychology students instructed to fake. Furthermore, individual characteristics such as job familiarity, cognitive ability, and emotional intelligence were examined in relation to faking success. Results indicated that only emotional intelligence was predictive of similarity. Moreover, the subscales of use of emotions and regulation of emotions were predicative of similarity. Finally, the limitations of the study and implications of results are presented and discussed further.

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Rasmussen, Curtis. "Thinking Perspective Profiles as a Predictor of Intelligence Analysts' Job Performance". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5774.

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Empirical research has supported the use of general cognitive ability to predict employee performance; however, studies have accounted for only a fraction of the variance. The current study addressed whether intellectual styles, which describe how individuals habitually acquire and use information, account for a significant portion of the variance in job performance not covered by general cognitive ability. The study followed a quantitative, nonexperimental design with a convenience sample of 77 intelligence analysts from 6 U.S. government agencies and 2 online professional groups. MindTime provided the primary theoretical framework. The International Cognitive Ability Resource, MindTime Profile InventoryTM, and Self-Rated Analytic Job Performance Assessment were used to measure general cognitive ability and analytic job performance. Results of multiple linear regression analysis indicated that thinking perspectives profiles are valid predictors of job performance and contribute to the incremental validity of general cognitive ability as a predictor of analytic job performance. However, because of the high degree of collinearity, results were inconclusive. The findings add to the understanding of the relationship between intellectual styles and job performance of knowledge workers, and they reinforce links between industrial-organizational psychology and cognitive psychology.

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Simanga, Olga. "Experiences of women who have completed a job skills training programme and their ability to access employment opportunities". Master's thesis, Faculty of Humanities, 2019. http://hdl.handle.net/11427/31255.

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Women make up more than half the population of South Africa. Despite the countries’ legislation and policies to promote the rights and social position of women, many remain unemployed and disempowered, face ongoing discrimination and are not able to access resources including educational opportunities. This dissertation reports on the outcomes of a study that was conducted with women to assess their ability to access employment opportunities after having completed a skills training program. In-depth, face-to-face interviews were undertaken with fifteen women who were purposively selected from different backgrounds of Cape Town who had participated in a skills training program to participate in the research. The research integrated a qualitative exploratory approach to explore various experiences of the participants to examine how their involvement with a job skills training programme enabled them to access employment. The research findings revealed that the job skills training programmes enabled most of the women to get employment, and as a result, be able to support themselves financially. Their sense of wellbeing improved, and they were able to access resources like housing. The study also found that policies such as the Employment Equality Act No. 55 of 1998 was well understood and implemented by organisations promoting women’s empowerment through skills training and they implemented the policy to improve the lives of women. However, the study also found existing challenges for women related to the implications of past discriminatory policies and cultural dimensions of family life, especially within black communities, by which women’s role were understood as having to be in the home. The research concludes with recommendations that include further education in communities as well as working spaces about women’s empowerment for both men and women, better enforcement of the rights of women by the state, and further research on how to address the challenges that women face in South Africa society as relates their empowerment.

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Hoover, David J. "A concurrent validation study of the United States Employment Service's validity generalization job family four scores". Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/82623.

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The United States Employment Service has implemented a recently developed testing program. The Validity Generalization (VG) Testing Program, adopted its name from the meta-analytic technique which cumulates the findings of test validation studies. For this testing program, predictors were developed for five job families based on a validity generalization study of 515 validation studies. The Employment Service claims that these predictors are valid and virtually all jobs are covered in the five job families. This study is a direct test of the validity of one of the five predictors, Job Family IV Validity Generalization percentile scores. (The Employment Service estimates its true validity is .53.) Secondly, two potential moderators of that predictor's validity were investigated: jobs and locations. Three "computing and account recording" clerical jobs and two locations were examined. Finally, evidence of whether general abilities were better predictors of performance than specific abilities was examined, since the testing program's predictors are comprised of composite, general ability scores. A concurrent validation study was conducted with 219 clerical bank employees. Two predictors, the General Aptitude Test Battery (GATB) and the American Bankers Association's test battery, were administered. Two criteria measures were obtained, supervisory ratings on the Descriptive Rating Scale for all subjects, and, objective measures - strokes per hour - for proof operators. The observed validity for Job Family IV's predictor with the global DRS criterion was .16, Observed validity with a composite of DRS dimensions was .19. Corrected for attenuation, those coefficients were .18 and .20 respectively. However, general cognitive ability measures appeared to be slightly better than the percentile scores at predicting performance. While there was no statistical evidence of moderators, the relatively small effect size resulted in low power for the tests and may account for the results. Nevertheless, the evidence raised questions about the possible existence of situational moderators. Finally, measures of general ability did not appear to predict performance better than measures of specific abilities.
Ph. D.

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Stoddard, Jil A. "An evaluation of the impact of the Virginia employment commission's applicant screening procedure on the job service applicant". Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94473.

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The Virginia Employment Commission's Job Service has implemented an automated testing procedure to refer applicants to job openings. This procedure, Validity Generalization (VG) testing, utilizes the General Aptitude Test Battery (GATB) to assess and predict ability for successful performance in all occupations. The purpose of this study was to assess applicants' reactions to VG testing and to evaluate VG' s impact on applicants' subsequent placement outcomes. Twelve research questions were developed to examine applicants' attitudes toward 1) the GATB's useful-ness as an ability test and referral tool, 2) the services provided by the Job Service, and 3) their job. Overall findings revealed certain important trends. First, although initial reactions to VG were favorable, applicants' attitudes twelve weeks later were much less favorable, indicating dissatisfaction with the outcome of Job Service placement eff0rts. Only 7% of applicants tested were placed through VG referral. Second, findings indicated that VG testing produced no significant negative impact on applicant subgroups, such as minorities, females, Veterans, etc., relative to other applicants. Finally, results suggested that applicants placed through VG referral were no more satisfied with those jobs, perceived them to be no better person/job 'matches', and were no less likely to turnover than applicants placed through other means. Due to insufficient sample sizes for many analyses, the reliability of certain findings is uncertain. It was recommended that the VEC increase the number of applicant referrals made through VG, ensure that computer-maintained records are accurate and accessible and that Job Service personnel more-stringently follow the 'top-down' rank-ordered referral procedures which optimize the effectiveness of VG testing.
M.S.

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22

Rineer, Jennifer Rae. "Supporting the Aging Workforce: The Impact of Psychosocial Workplace Characteristics on Employees' Work Ability". PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2216.

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It is estimated that by 2020, 25% of the US labor force will be aged 55 or older. Along with this demographic shift, Americans and employees in other industrialized nations are now working longer than before, either out of preference or financial necessity. Therefore, it is essential that we understand how to support employees so that they can continue working in a healthy, happy, and productive manner as they age. The construct of work ability (the extent to which people perceive they can meet the mental and physical demands of their jobs) has the potential to guide research and practice on how best to support employees throughout the lifespan. However, though studied extensively in the occupational health literature, work ability has only recently gained attention in the Industrial/Organizational Psychology and Occupational Health Psychology literatures. This study helps to further integrate work ability into our field and theoretically ground the construct using the Job Demands-Resources model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). Specifically, this study examined psychosocial characteristics of the work environment (age diversity climate, team cohesion, organizational justice, and leader-member exchange) that were expected to buffer against the negative effects of increased age and poor health on work ability. The interaction between team cohesion and poor health had a significant effect on work ability. While the other hypothesized interaction relationships were unsupported, ancillary analyses showed that both team cohesion and age diversity climate do relate positively to work ability, even after controlling for age and health. These findings highlight the importance of a positive social work environment in supporting employees' work ability throughout the lifespan. Suggestions for future research include examining additional psychosocial predictors and behavioral outcomes of work ability, as well as conducting intervention studies aimed at increasing work ability by improving social aspects of the work environment.

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Siow, Choon Neo. "Ability, personality, interest and cultural values in Asia : their qualitative and quantitative differences and role in predicting job performance". Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325725.

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Williams, Sabrina Natasha. "Development of the Williams Work Estimator (W2E) a tool for determining the most effective match between worker capabilities and job task requirements /". Diss., Mississippi State : Mississippi State University, 2001. http://library.msstate.edu/etd/show.asp?etd=etd-04112001-165809.

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Trippe, David Matthew. "Reexamining the Role of General Cognitive Ability and Specific Abilities in the Prediction of Job Performance Using a Construct-oriented Approach: Not Much More Than g?" Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/27128.

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The purpose of the present study was to attempt to reconcile the seemingly overwhelming body of empirical evidence arguing for the preeminence of general cognitive ability in relation to specific abilities with the general resistance of the majority of Industrial-Organizational psychologists to such a position. The contention of the present study was that the primary evidence used to support the view that specific abilities are of little importance relative to general cognitive ability did not faithfully represent the classic selection model and was based on tenuous assumptions about the operationalizations of general and specific cognitive abilities. By virtue of being defined in un-interpretable terms with respect to content or function, prior operationalizations of specific abilities did not lend themselves to logical and theoretical relationships with job specific job performance. The general thesis of the present study was that if a â construct oriented approachâ that is largely based on this classic selection model were implemented, a composite of psychologically interpretable job related specific abilities would prove equivalent or even superior to general cognitive ability in the prediction of job performance. Results suggest implementation of the construct oriented approach demonstrates potential for the value of this approach with respect to balancing criterion related validity and social equity.
Ph. D.

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Passon, Shannon Reeves Jennifer. "Moving up or moving out new job demands, ability to cope and burnout among television news producers and executive producers /". Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6536.

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The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on November 20, 2009). Thesis advisor: Jennifer Reeves. Includes bibliographical references.

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Sasaki, Simone Fabiane da Silva. "Trabalho bancário e fatores associados ao presenteísmo e ao absenteísmo". Universidade de São Paulo, 2013. http://www.teses.usp.br/teses/disponiveis/6/6134/tde-16122013-131236/.

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Introdução. Trabalhar doente é importante fator de risco para a saúde e preditor de absenteísmo por doença. No longo prazo, medidas de gestão de pessoas que objetivam reduzir as faltas por doença podem incentivar o presenteísmo. Além disso, a relação existente entre o presenteísmo e o absenteísmo por doença indica que reservar um tempo para se afastar do trabalho com o intuito de se tratar de um adoecimento pode ser considerada atitude de promoção de saúde. Objetivo. A presente pesquisa teve como objetivo estudar a relação entre presenteísmo e absenteísmo por doença em bancários. Procedimentos metodológicos. Os instrumentos de coleta de dados foram: entrevistas individuais semiestruturadas, questionário para a obtenção dos dados sociodemográficos, condições de saúde, estilo de vida, condições de trabalho e Índice de Capacidade para o Trabalho (ICT). Realizou-se a descrição e a análise de relatos de escriturários brasileiros sobre o trabalho bancário e os fatores relacionados ao tema. Para avaliação dos relatos obtidos com as entrevistas utilizou-se uma técnica de análise de conteúdo denominada Análise Temática. Os dados obtidos com o questionário foram analisados por estatística descritiva. Participaram do estudo treze escriturários que trabalham em agência bancária atendendo o público e quinze escriturários de departamentos internos do mesmo banco, com idade entre 28 anos e 64 anos, que trabalhavam pelo menos há um ano na empresa, em diferentes setores do departamento interno e em diferentes agências, com jornada semanal de trinta horas cada um. Resultados. Os resultados apontam que ocorre o presenteísmo entre os trabalhadores escriturários do banco pesquisado. A falta de funcionários apresentou-se como fator que favorece tanto o absenteísmo por doença quanto o presenteísmo entre os funcionários de agência. Políticas da empresa referentes a carreira, avaliação de desempenho e subdimensionamento de funcionários prevaleceram na decisão de ir ao trabalho mesmo estando doente. Conclusões. A pretensão de progredir na carreira foi preponderante entre os trabalhadores do departamento interno, o medo de ser mal avaliados foi apontado como motivo para ir trabalhar mesmo estando doente, revelando uma cultura do presenteísmo, em que a falta é evitada em um contexto de forte competição e a assiduidade transmite imagem positiva ou tem influência decisiva. Entre os funcionários de agência, prevaleceu a falta de funcionários como o principal motivo de comparecer ao trabalho mesmo doente. Políticas de gestão de promoção à saúde devem ser reformuladas no sentido de prevenir os desfechos negativos associados ao presenteísmo e absenteísmo por doença entre trabalhadores bancários brasileiros
Introduction. Going to work sick is an important risk factor for health and a predictor of sickness absenteeism. In long-term, measures for managing people aimed to reduce sickness absence may encourage presenteeism. Furthermore, the relationship between presenteeism and sickness absenteeism shows that taking time off work in order to treat a disease can be considered an attitude of health promotion. Objectives. This research intended to study the relation between presenteeism and sickness absenteeism based on descriptions and analyses of reports of Brazilian bank clerks and the factors related to the issue. Methodological procedures. The instruments for data collection selected were individual semi-structured interviews, a questionnaire to gather sociodemographic data, health status, lifestyle and working conditions and the Work Ability Index (WAI). For assessing interviews reports, the analysis of Bardin and the technique of thematic analysis were used. Data obtained from the questionnaire were analyzed using descriptive statistics. The study included thirteen clerks who work in agency assisting clients and fifteen clerks working in internal department of the same bank, aged between 28 years and 64 years, who worked at least 1 year in the company, in different sectors of the internal department and at different agencies, with standard workweek of thirty hours. Results. Results indicate that occurs presenteeism among bank workers interviewed. Lack of staff was observed as a factor that favors both the sickness absenteeism and presenteeism among agency employees. Company policies regarding career, performance evaluation and staff undersizing prevailed in the decision to go to work even sick. Conclusions. Career advancement was prevalent among internal department workers. Fear of being mispriced was touted as reason to go to work despite being ill, revealing a \"culture of presenteeism\", in which the fault is avoided in a context of strong competition where attendance conveys a positive image or has a decisive influence. Among agency employees, lack of staff prevailed as the main reason for attending work even sick. Management policies for health promotion must be reformulated in order to prevent the negative outcomes associated with presenteeism and sick absenteeism among bank workers in Brazil

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Hodgskiss, Jodi Lyndall. "Cumulative effects of living conditions and working conditions on the health, well-being, and work ability of nurses in Grahamstown East and West". Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1005186.

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Despite the many changes that have occurred in South Africa since the end of apartheid, there are still residual effects of it, as is evidenced in the disparity of living conditions between different racial groups. It is also evident that there are differences in the work tasks and working conditions of nurses working in different work environments. This project looks at how living conditions as well as working conditions interactively affect the health, subjective well-being, and work ability of nurses. Questionnaires were completed by, and interviews were conducted with nurses from Settlers Hospital and seven municipal clinics within Grahamstown (n=152). The participation rate was approximately 71%. The questionnaires included self-report, forced-choice questions regarding basic demographics of the nurses, work conditions, living conditions, subjective satisfaction levels, as well as a simplified version of the Nordic Questionnaire of Musculoskeletal Strain (Kuorinka et al., 1987), and the Work Ability Index (WAI) (Tuomi et al., 2006). The questionnaires were translated into Afrikaans and IsiXhosa. One-on-one interviews were conducted with the participants, in order to obtain a 24-hour dietary recall, an indication of physical activity levels, as well as measurements of stature, mass, waist girth and hip girth. Factor analysis was performed to identify common variance from amongst the variables, while canonical correlations examined the interaction between the sets of factors. It was found that variables relating to demographic factors, living conditions, and working conditions were closely linked to each other. Factors from each of these groups were associated with life, health, and job satisfaction, anthropometric measures, musculoskeletal strain, and WAI scores. Satisfaction levels appeared to be largely determined by socioeconomic status, while anthropometrics, WAI scores, and levels of musculoskeletal strain were associated with levels of smoking and drinking, race, age, stature, position and tenure.

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Millican, Adrian Simon. "Voting : duty, obligation or the job of a good citizen? : an examination of subjective & objective understandings of these drivers and their ability to explain voting behaviour". Thesis, University of Exeter, 2015. http://hdl.handle.net/10871/21251.

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This thesis explores subjective and objective understandings of civic duty, obligation and good citizenship. Despite the importance of these drivers of behaviour, a lack of empirical understanding about what these drivers are and how they are understood has left a significant gap in our understanding of voting behaviour. My research contributes to the field by examining three central themes; Are duty, obligation and good citizenship understood the same? Are one or more of these traits suitable for cross-national research? Can a new conceptual model of civic duty help further the use of civic duty in studies of voting behaviour? In order to do this, this thesis analyses the following issues: (1) objectively exploring duty, obligation and good citizenship (2) analysing subjective understandings of these concepts (3) demonstrating individual level drivers of these concepts (4) demonstrating the impact of institutions, and cross-national differences have upon duty, obligation and good citizenship (5) showing how these concepts relate to voting behaviour (6) by testing and proving that a new approach to measuring civic duty can provide a model that explains not only long term immutable voting habits, but why individuals may vote out of duty sometimes, and abstain at others and (7) finally providing substantial evidence from what is an exploratory study to help in the formation of future representative research and to demonstrate the importance of taking civic duty seriously in forthcoming voting behaviour research. Using the theoretical and philosophical literature, I argue that despite the empirical literature treating obligation, good citizenship and civic duty as the same concept and driver of voting behaviour, that individuals understand these traits uniquely, and that they are all separate motivators, with duty being contingent on external forces (social capital) and obligation being contingent on personal or inward pressures. I argue that given the limited literature on good citizenship, there is no clear idea of what it means and that good citizenship will be contingent on what an individual deems to be "good". Finally, I argue that old models of civic duty are outdated, and that a new conceptual framework of duty needs to be introduced to accurately demonstrate how individuals understand it, and actually demonstrate its impact upon individual level voting behaviour. Using data from a pilot study, with an embedded survey experiment (N=735) collected in the United Kingdom, the United States, New Zealand, Australia and Ireland, I demonstrate that not only are duty, obligation and good citizenship understood differently, but the drivers of the concepts are significantly different. While obligation shows no relationship to voting behaviour within or across countries, good citizenship appears to be a good driver of second order elections while civic duty appears to drive first order and high saliency elections. Duty appears to be contingent upon external factors, while good citizenship appears to be contingent upon the behaviour of politicians, and citizenship education suggesting a social contract type relationship. Institutional factors appear to indirectly impact voting behaviour with a mediating effect on the strengths of duty and good citizenship. Finally, evidence suggests that previous notions of an "immutable" sense of duty are unfounded, and that an individuals’ sense of duty is contingent on a range of internal and external pressures. The first empirical chapter focuses on individual level understandings of duty, obligation and good citizenship, before the second empirical chapter expands this to look at cross-national differences in the understanding of, and drivers of duty obligation and good citizenship. Finally, the third empirical analyses a new model of civic duty and suggests that its previous use has been limited by ineffective measures. While the evidence presented in this thesis is exploratory and not generalisable or representative of any of the countries sampled, the evidence from the sample strongly suggests that future development of the study of civic duty, and further analysis of how duty, obligation and good citizenship are understood in representative samples are needed to confirm the findings presented in this thesis, and build upon what is a successful pilot study. This research finds its limitations in the number of survey items available to build a complete picture of all drivers of individual understandings of duty, obligation and good citizenship.

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Thurston, Andrew. "An Integrative Model of Situation Awareness". Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6416.

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In aviation safety incident reports, lack of situation awareness (SA) is often attributed as the cause of negative safety outcomes, such as accidents. While the predominant model of SA has identified three components of SA, perception, comprehension, and projection, assumptions of their relationships with each other and external criteria are yet tested empirically. Specifically, SA theory suggests comprehension SA fully mediates the relationship between perception and projection SA. Additionally, research on the relationships between individual differences and SA is lacking. The purpose of the current study is to test a comprehensive model of SA which simultaneously examines the described mediation, relationships with individual differences antecedents of SA, and its utility as a predictor of safety using structural equation modeling (SEM). A sample of 349 employees from a diverse background of occupational areas were recruited via Amazon Mechanical Turk to test the model. While self-report measurement of SA was an excellent predictor of safety, the current study did not find empirical support for the presumed mediation among the SA components, and found the relationships between individual differences and SA which contradict extant SA theory. The results suggest differentiating between typical versus maximal SA. Implications for theory and practice are discussed.

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Nkonya, Nolubabalo Grace. "An exploratory study of the ability of small, micro, medium enterprises development to create jobs and serve as centres of skills development in the construction industry : a case study in King WIlliams Town". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1018927.

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The significance of SMME development as a route to creating jobs and enhancing skills development has been and is still on top of South Africa‟s developmental agenda. The escalating unemployment rate and skills shortage to meet with demands of globalization compels the government to develop strategies to respond to the crisis. It is eighteen years since South Africa became a democratic country but the job creation and skills development sectors remain in a crisis. Stagnant economic growth is as a result of high unemployment which is a factor of skills shortage in the black South African labour force. The government creates an enabling environment by developing flexible regulations for equal participation of historically disadvantaged individuals to participate the in mainstream economic activities. Public investment through infrastructure development is one of the labour intensive programmes to promote SMME development, job creation and skills development. It is against this background that this research aims to explore the effect of SMME development in creating jobs and its ability to serve as centres of skills development. Also, it is against this background that this study aims to assess the extent of government support in creating an enabling environment for SMME development to achieve its ultimate goals.

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Johansson, Terese, i Lovisa Tronelius. "Chefens ledarskapsförmågor och dess påverkan på medarbetarnas arbetstillfredsställelse". Thesis, Högskolan i Gävle, Psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24345.

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Syftet med studien var att undersöka hur två av chefens ledarskapsförmågor (kommunikationskompetens och förmåga att motivera) predicerar medarbetarnas arbetstillfredsställelse. Studien genomfördes utifrån en nätbaserad enkät på ett företag inom försäkringsbranschen. Totalt 74 respondenter deltog i studien. Mätinstrumenten som användes var Minnesota Satisfaction Questionnaire (MSQ), Communicator Competence Questionnaire och Motivating Language Scale. En multipel regressionsanalys visade att chefens kommunikationskompetens predicerar medarbetarnas arbetstillfredsställelse i högst grad och att chefens förmåga att motivera inte visades predicera medarbetarnas arbetstillfredsställelse.
Title: The manager's leadership skills and its impact on employees' job satisfaction. The purpose of the study was to investigate how two of the managerial leadership skills (communicator competence and ability to motivate) predicts the employees' job satisfaction. The study was conducted on the basis of a web-based survey of an insurance company. A total of 74 respondents participated in the study. The measuring instruments that were used for the study were Minnesota Satisfaction Questionnaire (MSQ), Communicator Competence Questionnaire and Motivating Language Scale. A multiple regression analysis showed that the manager's communicator competence predicts the employee's job satisfaction to the fullest extent and the manager's ability to motivate was shown not to predict the employee's job satisfaction.

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Van, der Merwe Izak Wilhelmus. "A critical analysis of factors that influence employee work performance". Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/829.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2008.
ENGLISH ABSTRACT: The modern world of business has accepted the fact that true organisational competitive ability lies hidden in the depths of individual human beings and their commitment to deliver super standard outputs. The secret to outperforming competitors has become increasingly dependent on the levels of performance delivered by an organisation’s employees, and an age old burning question has yet again risen to the fore: What are the factors that influence employee work performance? This study presents the background to this question by clearly defining the problem and the relevant definitions of concepts and terms generally used in the arena of employee work performance. An overview of employee work performance is introduced by applying a suitable model to explain job performance where after the measurement of employee work performance is investigated. Consideration is given to the different types of performance measurement, the people responsible for measuring employee work performance as well as the reasons for measuring performance. Upon clearly establishing a proper frame of reference with regard to employee work performance, the factors influencing performance are discussed under the topics of motivation and rewards. Motivation and its influence on employee work performance is approached from a top down perspective considering in the first place the different groupings or categorisation of motivational theories, where after those motivational theories under consideration are discussed in more detail. Rewards, as a factor influencing employee work performance, is considered to be applied in the form of remunerative compensation and relational rewards, while constantly applying the concept of total rewards and it’s ability to influence employee work performance as a more recent approach to reward management. Remunerative compensation is first considered as applied by three theories of motivation upon which follows a more detailed discussion on the details of remunerative compensation rewards. Relational rewards are considered in different categories or groups with special emphasis on their role as applied to the total rewards approach. The study concludes by summarising the findings with regard to employee performance, employee motivation and rewards, and finally presents a discussion on different trends pertaining to reward management.
AFRIKAANSE OPSOMMING: Die moderne besigheidswêreld het reeds aanvaar dat die ware vermoë van ‘n maatskappy om te kompeteer in die diepte van individuele mense en hul toewyding tot bo-gemiddelde uitsette rus. ‘n Maatskappy se vermoë om suksesvol te kompeteer word meer-en-meer afhanklik van die vlakke van prestasie van die maatskappy se werknemers, en die oer-oue vraag kom daagliks weer na vore: Watter faktore beϊnvloed ‘n werknemer se werksprestasie? Die studie lewer die agtergrond tot hierdie vraag deur die probleem duidelik te identifiseer asook die relevante definisies van algemeen gebruikte konsepte en terme wat betrekking het op werknemer werksprestasie. ‘n Oorsig van werknemer werksprestasie word voorgestel deur die toepassing van ‘n gepaste model om werksprestasie te verduidelik waarna die meting van werksprestasie ondersoek word. Verskillende tipes prestasie-meting, die mense wat verantwoordelik is vir die meting van werknemer werksprestasie asook die redes vir die meting van werksprestasie word oorweeg. Nadat ‘n duidelike verwysingsraamwerk met betrekking tot werknemer werksprestasie daargestel is, word die faktore wat werksprestasie beϊnvloed onder die hoofde van motivering en vergoeding bespreek. Die invloed van motivering op werknemer werksprestasie word benader vanuit ‘n oorhoofse perspektief deur eers die verskillende groeperings en kategorieë van motiveringsteorieë te oorweeg, waarna die spesifieke motiveringsteorieë wat betrekking het op hierdie studie in meer detail bespreek word. Vergoeding, as ‘n faktor wat werknemer werksprestasie beϊnvloed, word beskou in die vorm van geldelike vergoeding asook verhoudings-vergoeding, terwyl die konsep van totale of algehele vergoeding en die invloed wat dit op werknemer werksprestasie het, deurentyd toegepas word as ‘n meer moderne benadering tot vergoedingsbestuur. Geldelike vergoeding word eerstens beskou uit die standpunt waar drie motiveringsteorieë respektiewelik daarop toegepas word, waarna ‘n meer gedetaileerde bepreking aangaande geldelike vergoeding volg. Verhoudingsvergoeding word beskou soos toegepas in verskillende groepe of kategorieë met spesiale fokus op die rol wat gespeel word in die totale of algehele vergoedingsbenadering. Die studie volstrek deur die bevindinge met betrekking tot werknemer werksprestasie, werknemers motivering en vergoeding op te som, waarna met ‘n finale bespreking van verskillende toekomspatrone met betrekking tot vergoedingsbestuur afgesluit word.

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Martinez, Maria Carmen. "As relações entre a satisfação com aspectos psicossociais no trabalho e a saúde do trabalhador". Universidade de São Paulo, 2002. http://www.teses.usp.br/teses/disponiveis/6/6134/tde-07112006-210400/.

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Este estudo pretendeu colaborar com a análise das relações entre satisfação com aspectos psicossociais no trabalho e saúde do trabalhador. Método: Realizou-se estudo transversal junto aos empregados de uma empresa de auto-gestão em saúde e previdência privada em São Paulo. O estudo incluiu três etapas: (a) 42 entrevistas exploratórias para verificar a semelhança entre referências da literatura com percepções dos empregados quanto ao conceito e às fontes de satisfação no trabalho; (b) questionários auto-aplicados respondidos por 224 empregados para análise das associações entre satisfação no trabalho e saúde: a escala Satisfação no Trabalho do Occupational Stress Indicator, o SF-36, e o Índice de Capacidade para o Trabalho; e (c) análise ergonômica de 43 postos de trabalho por meio da técnica AET - Análise Ergonômica do Trabalho de Rohmert e Landau, visando identificar aspectos da organização do trabalho interferindo na satisfação no trabalho. Resultados: As percepções dos empregados quanto ao conceito e fontes de satisfação no trabalho foram semelhantes aos conhecimentos da literatura adotada como referencial teórico. Satisfação no trabalho esteve associada com aspectos da saúde mental e com capacidade para o trabalho e estas associações ocorrem independentes de aspectos sócio-demográficos e funcionais. As condições e a organização do trabalho apresentaram características que podem configurar elevada carga mental no trabalho. Conclusões: Foram discutidas as relações entre satisfação no trabalho e saúde do trabalhdor e feitas considerações referentes a mudanças visando melhorias quanto aos aspectos psicossociais no trabalho, favorecendo a satisfação no trabalho e a saúde do trabalhador.
This study intends to collaborate with the analysis of the relationships among satisfaction with psychosocial factors at work and the worker's health. Methods: It took place a cross-sectional study close to the employees of a self-administration company in health and providence private. The study included three stages: (a) 42 exploratory interviews to verify the similarity among references of the literature with the employees' perceptions about the concept and sources of job satisfaction; (b) self-applied questionnaires answered by 224 employees for analysis of the associations among job satisfaction and health: the Job Satisfaction scale of the Occupational Stress Indicator OSI, the SF-36, and the Work Ability Index; and (c) ergonomic analysis of 43 workstations by AET technique - Job Ergonomics Analysis of Rohmert and Landau, looking for identify spectos of work organization interfering on the job satisfaction. Results: The employees perceptions about the concept and sources of job satisfaction are similar to the knowledge of the literature adopted as theoretical framework. Job satisfaction was associated with aspects of the workers' mental health, and with work ability, and this associations happens independent of social-demographic and functional aspects. The job conditions and organization presented characteristics that can configure high mental load at the work. Conclusions: the relationships among job satisfaction and workers health were discussed, and made considerations regarding changes seeking improvements of the psychosical aspects at work, favoring job satisfaction and workers health.

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Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.

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Garrad, Mark. "Computer Aided Text Analysis in Personnel Selection". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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Barbier, Martine Danielle. "La volonté du salarié dans le rapport de travail". Thesis, Lyon 2, 2010. http://www.theses.fr/2010LYO22003/document.

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La thèse propose de mesurer le rôle et la place que le droit accorde aujourd’hui à la volonté du salarié dans le rapport de travail. Elle cherche aussi, dans un même temps, à identifier, à l’aune de l’observation de certaines évolutions, un affermissement de sa prise en compte. Une telle démarche exige de dépasser le constat, classiquement posé, de l’état de subordination du salarié et de la protection impérative et collective dont il fait l’objet. La volonté, telle que définie par l’auteur, suppose, en effet, un domaine d’exercice reconnu et protégé par le droit, par le biais de prérogatives et droits individuels dont le salarié est titulaire et qui lui confèrent une certaine liberté, une faculté de choix, un pouvoir d’agir au sein du rapport de travail. Pour investir les figures volontaires du salarié, dans leur diversité et leur spécificité, l’approche est menée au regard successivement de la dimension contractuelle et de la relation de pouvoir de l’employeur contenues dans le rapport d’emploi. Le diagnostic qui est posé, mêlant étroitement faveur et suspicion, valorisation et protection de la volonté du salarié, laisse néanmoins apparaître une prise en compte plus systématique et plus radicale de cette volonté. L’orientation, ainsi engagée par le droit positif, est susceptible d’annoncer, non la fin du salariat, mais au contraire une forme de renaissance
The thesis offers to measure the role and place which law reserves for the employee’s will in labour relations. It also tries, at the same time, to identify, through the observation of certain evolutions, that the employee’s will is being more clearly taken into account. This approach necessarily goes beyond the observation generally made of the degree of the employee’s subordination and of the necessary and collective protection from which he benefits. The will, as defined by the author, supposes, as a matter of fact, a recognized field of application protected by the law through prerogatives and individual rights held by the employee which give him/her a certain degree of freedom, the ability to choose and the power to act within the labour relations. In order to cover the diversified and specific forms of voluntary action by the employee, our approach is led with regard to firstly the contractual dimension and secondly the degree by which the employer’s power affects the job relationship. The diagnostic made, which mixes closely favour and suspicion, valorization and protection of the employee’s will, shows nevertheless that this will is more systematically and radically taken into account. The orientation, engendered by positive law, is likely to announce not the end of the salaried status but on the contrary some sort of renaissance

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Seddigh, Aram. "Office type, performance and well-being : A study of how personality and work tasks interact with contemporary office environments and ways of working". Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-118824.

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Today, many organisations are adopting offices that have an open design with or without flexible seating. While advocates of open-plan offices propose that these office types lead to cost savings and aid inter and intra-team communication, opponents argue that these office types are associated with decreased performance and worsened health among employees. This thesis investigates how the type of office (cell offices, shared room offices, small open-plan offices, medium-sized open plan offices, large open-plan offices and flex offices) influences employee health and performance, and whether this is different for different personalities and jobs with different concentration demands. Data were gathered by means of surveys and cognitive tests from five organisations with different office types. In Study I (N=1241), the aim was to investigate the main effect of office type on indicators of health and performance and the interaction effect of office type with the need to concentrate in order to carry out work tasks. Office type alone was associated with distraction and cognitive stress in such a way that cell offices were associated with fewest problems, followed by flex offices, while open-plan offices were associated with the most problems. While employees in open-plan offices and employees in flex offices reported more problems as the need for concentration increased, employees in cell offices reported the same level of problems regardless of the need of concentration. Study II (N=527) investigated how performance on a memory test was affected during normal working conditions as compared to a quiet baseline. There was a negative dose-response relationship between the size of the open-plan office environment and the drop in word recall during the normal working condition. However, Study II also showed that individuals working in cell offices had as high a drop in performance during normal working conditions as did those working in large open-plan office environments. Study III (N=1133–1171) focused on the interaction effect between office type and individual differences in personality. The personality trait agreeableness interacted with office type on the outcome variables distraction and job satisfaction. Specifically, Study III may indicate that as offices get more open and flexible, agreeable people will report more problems. In conclusion, the studies in the present thesis have implications for practice and suggest that office type impacts on employee health and performance, while concentration demands of the job and agreeableness moderate the effects. Although employees report higher level of distraction in open-plan office environments, when performance on a demanding task is measured, cell offices are not as favourable during normal working conditions as self-reported data usually indicate. Organisations should also be aware that, among open-plan offices, small open-plan offices are associated with fewer problems.
Kontorslandskap med eller utan fasta arbetsstationer förekommer idag i många organisationer. Förespråkare för kontorslandskap hänvisar till kostnadsbesparing samt förbättrade förutsättningar för kommunikation, medan motståndare hävdar att kontorslandskap leder till försämrad prestation och hälsa bland medarbetarna. Denna avhandling undersöker om kontorstyp påverkar de anställdas hälsa och prestation, samt om effekten av kontorstyp varierar beroende på de anställdas personlighet och typ av arbetsuppgifter. Data i form av enkätsvar och prestation på kognitiva tester samlades in från fem organisationer med olika typer av kontorslösningar (cellkontor, delade kontorsrum, små kontorslandskap, mellanstora kontorslandskap, stora kontorslandskap och flexkontor). I studie I (N = 1241) var syftet att undersöka huvudeffekten av kontorstyp på indikatorer för hälsa och prestation samt om effekten är beroende av koncentrationskraven i arbetet. Kontorstyp visade samband med distraktion och kognitiv stress på så sätt att medarbetare i cellkontor uppgav minst problem, följt av de i flexkontor, medan kontorslandskap var förknippade med mer problem. Vidare rapporterade anställda som hade arbetsuppgifter som krävde koncentration mer problem i kontorslandskap och flexkontor, medan anställda i cellkontor, oavsett arbetets krav, rapporterade lika mycket problem. I studie II (N = 527) undersöktes hur prestation på ett minnestest påverkades under normala arbetsförhållanden jämfört med en tyst referensmätning i olika kontorstyper. Det fanns ett negativt dos-responssamband mellan storleken på kontorslandskapet och hur många procent sämre medarbetare presterade under normala arbetsförhållanden. Men Studie II visade också att personer som arbetar i cellkontor hade ett lika högt bortfall i prestation under normala arbetsförhållanden som de som arbetade i stora kontorslandskap. I studie III (N = 1133-1171) låg fokus på interaktionseffekten mellan kontorstyp och personlighet. Vänlighet var den enda personlighetsvariabeln som interagerade med kontorstyp på utfallsvariablerna distraktion och arbetstillfredsställelse. Mer specifikt visade Studie III att när kontoret blir mer öppet och flexibelt, så rapporterar människor som skattar sig högt på personlighetsvariabeln vänlighet fler problem. Resultaten i avhandlingen kan få flera praktiska implikationer då den visar att kontorstyp påverkar medarbetarnas hälsa och prestation, medan koncentrationskrävande arbetsuppgifter och vänlighet modererar effekterna. Vidare visar avhandlingen att även om anställda rapporterar mindre distraktion i cellkontor jämfört med i kontorslandskap, behöver inte cellkontor vara lika gynnsamma som självskattade mått visar när prestationen mäts med objektiva mått under normala arbetsförutsättningar, i det här fallet ett minnestest. Slutligen bör organisationer även vara medvetna om att avhandlingen visar en viss tendens att små kontorslandskap är förknippade med mindre problem än stora.

At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 3: Manuscript.

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Indrė, Juknytė-Jurkuvienė. "Pieno ūkio strategijos poveikis jo konkurenciniams pranašumams". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2007. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2007~D_20070816_154020-84171.

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Magistrantūros studijų baigiamasis darbas, 99 puslapiai, 31 paveikslas, 18 lentelių, 3 formulės, 56 literatūros šaltiniai, 4 priedai, lietuvių kalba. Tyrimo objektas – Šilalės rajono pieno ūkiai. Tyrimo dalykas – pieno ūkių veiklos strategijos. Tikslas – ištirti Šilalės rajono pieno ūkius ir nustatyti strategijos poveikį įvairaus dydžio ūkių konkurenciniams pranašumams. Uždaviniai: 1.Išanalizuoti šalies ir užsienio autorių mokslinę literatūrą strategijų rengimo ir konkurencinių pranašumų kūrimo klausimais. 2.Parengti pieno ūkių tyrimo metodiką. 3.Pateikti pieno ūkio strategijos vertinimo modelį. 4.Atlikti pieno ūkių apklausą Šilalės rajone. 5.Parengti pieno ūkio konkurencinių pranašumų kūrimo modelį. 6.Sukurti smulkaus, vidutinio ir stambaus pieno ūkio veiklos strategijas ir įvertinti jų įtaką ūkio konkurenciniams pranašumams. Tyrimo metodai - mokslinės literatūros loginė, aprašomoji ir palyginamoji analizė; anketinė apklausa bei pusiau struktūrizuota smulkaus, vidutinio ir stambaus pieno ūkių savininkų apklausa; ūkių stiprybių, silpnybių, galimybių ir grėsmių analizė; statistinis metodas (SPSS 13.0 programa); finansinė rizikos vertinimo analizė; grafinis modeliavimas. Apibendrinant mokslinės literatūros analizės, statistinės analizės bei empirinio tyrimo rezultatus galima teigti, jog veiklos strategijos įgyvendinimas pieno ūkyje padeda sukurti konkurencinį pranašumą lyginant su kitais tokio pat dydžio ūkiais.
The final work of master studies, 99 pages, 31 pictures, 18 tables, 3 formulas, 56 sources of literature, 4 supplements, Lithuanian. Research object – milk farms of Šilalė district. Research subject – milk farms action strategies. The purpose of work is to investigate milk farms of Šilalė district and to define strategy influence on different size farms competitive advantages. Research tasks: 1.To analyze national and foreign authors research literature of strategy arrangement and competitive advantages creation. 2.To prepare a technique for research of milk farm. 3.To propose milk farm strategy evaluation model. 4.To investigate milk farms owners in Šilalė district. 5.To frame milk farm competitive advantages creation model. 6.To create small, medium and large milk farm action strategies and to evaluate influence on farm competitive advantages. Research methods – scientific literature logic, monographic and comparable analysis; questionnaire survey and semi-structured interview of small, medium and large milk farm owners; the analysis of farms strengths, weaknesses, opportunities and threats; statistic method (SPSS 13.0 program); financial evaluation of risk; graphic modeling. In conclusion of scientific literature research, a statistic analysis and empiric research result the decision is that actions strategy in milk farm helps to create competitive advantage in comparison with other the same size farms.

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Gorelli, Hernández Juan. "Delimitation of the Non-Fixed Indefinite Worker of Public Administrations in Spain". Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/117392.

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With this study the status of “non-fixed indefinite” in the service of the government workers is analyzed. The “no permanent fixed” are those workers who although initially had a temporary contract with an administration, it has become indefinite due to irregularities thereof. Analyze how Spanish jurisprudence has tried to strike a balance between labor interests (of job security) and public (the constitutional principles of equality, merit and ability in access to public service).
Con este estudio, se analiza la situación jurídica de los trabajadores “indefinidos no fijos” al servicio de las Administraciones Públicas, es decir, aquellos que si bien, inicialmente, tenían un contrato de carácter temporal, éste se ha convertido en indefinido como consecuencia de las irregularidades del mismo. Analizaremos, cómo la jurisprudencia española ha intentado establecer un cierto equilibrio entre los intereses laborales (de estabilidad en el empleo) y los públicos (los principios constitucionales de igualdad, mérito y capacidad en el acceso a la función pública).

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Enkh-OyunDavaadorj i 戴安云. "LMX, Psychological Ownership and Job Performance:Moderating Effects of Team Working Ability". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/54864680035884161945.

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碩士
國立成功大學
國際經營管理研究所
102
This study investigates the mediating role of psychological ownership in the relationship between leader-member exchange (LMX) and employees’ job performance. The moderating role of team-working ability (TWA) on the relationship between psychological ownership and job performance is explored as well. Hypotheses were tested using questionnaire obtained from 250 bank employees in Mongolia. Analytical findings support the positive effects of both psychological ownership and LMX on job performance. The mediating role of psychological ownership was also ascertained. However, TWA does not exert a significant moderating effect though it reveals a direct effect on employees’ job performance. The results revealed that bank workers’ job performance in Mongolia is largely determined by employees’ psychological ownership, LMX, and TWA. Implications and future directions are discussed.

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Garcia, Lori Ann Noonan Menchetti Bruce Michael. "Investigating the relationship between quality of life, job satisfaction, functional ability, and job performance of supported employees". 2003. http://etd.lib.fsu.edu/theses/available/etd-11242003-143323.

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Thesis (Ph. D.)--Florida State University, 2003.
Advisor: Dr. Bruce M. Menchetti, Florida State University, College of Education, Dept. of Special Education and Rehabilitation Counseling Services. Title and description from dissertation home page (viewed Mar. 02, 2003). Includes bibliographical references.

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Shu-Ying, Ku, i 古淑瑩. "The educare ability and job satisfaction of preschool teachers in Hsinchu area". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/10867541215229000477.

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碩士
輔仁大學
兒童與家庭學系碩士班
96
The educare ability and job satisfaction of preschool teachers in Hsinchu area Abstract The purpose of this study is to investigate educare ability and job satisfaction of preschool teachers in the Hsinchu area. Questionnaire survey of “The Job Satisfaction for Preschool Teachers” was conducted. A total of 535 questionnaires were distributed to public and private preschools in Hsinchu City and Hsinchu County and 432 valid ones were returned. SPSS statistic software was used to analyze the collected data, as well as the approaches including the descriptive statistics, t-test, one-way ANOVA, Pearson product-moment correlation, stepwise multiple regression analysis and so on. The main results are described as following: 1. Preschool teachers have highest satisfaction in their interpersonal relationship and lowest satisfaction in their salary and benefits. On the aspect of educare ability, they are best at offering care and interpersonal interactivity, not so good at the implement and management of teaching. 2. Results in job satisfaction show significant differences in variables such as age, marital status, education level, years of work experience in education and childcare; and the levels of educare ability show significant differences in individual background variables such as age, marital status, educational level, years of work experience in education and childcare. 3. There is positive correlation between job satisfaction and variables as age, educational level, years of work experience in education and childcare, salary and benefits; and negative correlation between job satisfaction and variables as size of the kindergarten and teacher to pupil ratio. 4. Professional growth, size of the preschool, childcare and interpersonal interactivity, teacher to pupil ratio, and salary and compensation have prediction power to preschool teachers’ job satisfaction. Keywords: job satisfaction, educare ability, preschool teachers, pres

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George, Reuben. "The effect of leadership styles on job-stress-related presenteeism". Diss., 2013. http://hdl.handle.net/2263/40595.

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Leaders of organisations are faced with a severe challenge due to a rapidly changing business environment. Increased competition and lack of knowledge workers have seen organisations operating with lean labour forces, thus applying excessive pressure on these workers to deliver high quality products and services. Studies have shown that constant excessive pressure on these knowledge workers cause stress leading to loss of productivity while still being at work, giving rise to a phenomenon known as presenteeism. Studies have fallen short in measuring presenteeism as it has only been focussed on sickness as an antecedent for presenteeism. A recent study on presenteeism has shown evidence of job stress to be a precursor of presenteeism thus providing a new construct called 'job-stress-related presenteeism, and huge opportunity for studies in this field. This study aims to assess the effect that leadership styles have on job-stress-related presenteeism as leaders drive organisational performance. 242 responses from 12 widely categorised industries were collected and analysed. Analysis included principal component analysis and various correlations to assess for associations between the two variables. The results indicated that leadership style can be used as a predictor for job-stress-related presenteeism.
Dissertation (MBA)--University of Pretoria, 2013.
lmgibs2014
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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CHU, YU-HUA, i 禇育樺. "The Impact of Team Social Capital and Adaptive Sales Ability on Job Satisfaction". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2jnkfh.

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碩士
嶺東科技大學
企業管理系碩士班
106
In the past, many marketing-related studies have confirmed that if sales personnel can successfully perform adjustment sales, it will help to improve sales performance. How to promote the successful sales of sales personnel and improve sales performance is one of the long-term marketing topics that have been paid attention to in the academic and practical circles of sales management. In the past, research on the adjustment of sales can be found that scholars do not discuss their impact on the adjustment of sales from the individual level factor, or from the organizational level factors, but ignore the relevant factors at the team level may also affect the sales staff's ability to adjust sales. so, this study intends to explore the impact of team social capital (structure (team tightness), relationship (whole trust) and cognitive (common values) capital on the ability of sales personnel to perform sales adjustments from the perspective of team social capital. And whether the ability to adjust sales helps the sales staff's job satisfaction increase, in order to fill the research gap related to the adjustment of sales. 　　Discovered by the results of the study：(1) structural capital (team tightness) has a positive impact on the adjustment of sales ability;(2) cognitive capital (common values) has a positive impact on the ability to adjust sales; (3) adaptation Sales ability has a positive impact on the internal satisfaction of job satisfaction; (4) Adjusting sales ability has a positive impact on the external satisfaction of job satisfaction; (5) Structural capital (team tightness) is intrinsic to work Satisfaction has a positive impact; (6) Cognitive capital (common values) has a positive impact on job internal satisfaction; (7) Structural capital (team tightness) has a positive impact on job external satisfaction; (8) Cognitive capital (common values) has a positive impact on external job satisfaction. According to the results of this study, we present practical implications and future research recommendations.

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JHUO, SYUN-REN, i 卓訓任. "The effect of Work Ability on Job Performance–The moderating effect of Organizational Commitment". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/9mxp6t.

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碩士
亞東技術學院
運籌管理研究所
104
The main purpose of this study to explore the employed persons working ability, organizational commitment and other variables, and to explore the correlation between job performance, and organizational commitment as interference variable depth whether the ability to work would interfere with job performance effect. In this study, survey research to the north, central Taiwan employed persons for the study, issued a total of 150 questionnaires, 130 valid questionnaires, the recovery rate of 88%, the resulting data in narrative statistical analysis, reliability analysis, validity analysis methods and regression analysis for testing. Via the validation results of this study found that assumption: Hypothesis sets 1： The ability of work have the significant influence between the Job Performance on the various dimensions relationships. Hypothesis sets 2： Organizational commitment relationship between the dimensions of the working abilities and job performance did not reach significant interference effects. Keywords：Work Ability, Organizational Commitment,Job Performance, Moderating Effect

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Huang, Hung-Yu, i 黃鴻裕. "A Study on Professional Ability and Job Attitudes of Government Procurement Staffs : Taichung City". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/rnhn8z.

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碩士
國立彰化師範大學
工業教育與技術學系
104
This study aims to explore public service procurement expertise of relations with the job attitude, meaning that different background variables on the procurement of professional procurement personnel capability and job attitude of the differences, and relevance, to be used as units understand the procurement staff in the professional ability and attitude as a reduction in procurement errors of reference. To achieve the above objective, this study with the Taichung City Government Office for study groups through stratified random sampling, with 350 on the sample of procurement staff. Questionnaire as a tool to collect related data required by the study. Data with descriptive statistics analysis, independent-samples t test, one way ANOVA analysis, Scheff é ex post facto comparison test and the Pearson product-moment correlation statistical method for analysis. Through data analysis, based on the objective and results of this study are as follows: 1.Procurement professional competence and job attitude Taichung City government procurement personnel to perform well. 2.Taichung senior and married, male procurement unit and education for the Institute, with purchasing licenses, the professional the better. 3.senior, married to purchase units of Taichung City Government, with purchasing licenses, in the attitude of job put into perspective better. 4.Taichung city government procurement of professional capability and job attitude there was a significant positive correlation between.

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Huang, Shin-Yun, i 黃心妤. "The impact of personality traits, work values and professional ability on internal auditiors, job satisfaction". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/47n5n5.

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碩士
國立彰化師範大學
企業管理學系國際企業經營管理
102
"Internal Auditor" is to promote an important role in the organization between security operations and quality control . By the process of the internal auditor’s assessment not only to avoid malpractice but also to ensure all the management systems could be operated efficiency and the performance could be improved. "Internal Auditor" holds a position of great responsibility and is a key person to be the best assistant of the management. According to the Point No.14 of Regulations Governing Establishment of Internal Control Systems by Public Companies which was issued byMinistry of Finance of the Securities and Futures Institute, "Internal Auditor" needs to inspect and evaluate the fault of internal control system and the efficiency of operating, in order to provide timely recommendations for improvements to ensure the effective implementation of the system to sustain and assist the Board of Directors and management did fulfill its obligations. In a word, that is, through the implementation of internal audit to eliminate artificial missing, in order to maintain the security of the company's property and protect investors’ equity. Therefore, this study is discussed separately on the relationship of internal auditor’s personality traits, work values , and professional competence to job satisfaction . The empirical analysis of the results are as below : (A) When we discussed Personality traits in detail ,it has significant difference between auditor with sensitive type and outside job satisfaction . In additional, it also has significant difference between auditor with extroverted rigorous type and job satisfaction . (B) Non- Auditor has significant difference between the extroverted rigorous type and the internal job satisfaction. (C) When we discussed the value of the work in detail, it has significant difference between non- auditor’s intangible value of work and internal job satisfaction . (D) When we discussed the professional competence in detail, it has significant difference between the attitude of the professional staff 's ability and in&;outside work satisfaction. (E ) Non- Auditor has significant difference between in the professional competence KeyWords: Internal Audit, Personality Traits, Work Values, Professional Competence, Job Satisfaction

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Shin-HueiTang i 唐欣暉. "Procedural Justice, Psychological Ownership and Job Performance: Moderating Roles of Networking Ability and Trait Competitiveness". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/88077586987095470330.

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碩士
國立成功大學
國際經營管理研究所碩士在職專班
100
This study applies the social exchange theory to examine the associations between employees’ perceived procedural justice, psychological ownership and job performance. The moderating effects of networking ability and trait competitiveness between psychological ownership and job performance are explored as well. Research results based on 711 respondents collected from a famous high-tech enterprise located in Tainan Science Park show that employees’ procedural justice can advance their psychological ownership and job performance. Moreover, psychological ownership plays a mediating role between procedural justice and job performance. Although networking ability and trait competitiveness each plays a direct effect on an employee’s job performance, they do not moderate the relationship between psychological ownership and job performance. This study contributes to the social exchange theory by an integrated consideration of employees’ perception, attitude, and cognitive characteristics in promoting their task outcome. Research implications and future directions are discussed.

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Chou, Mei-Shu, i 周美淑. "The Relationship between Clinical Reasoning Ability, Job Stress, Social Support, and Self-efficacy of Clinical Nurses". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/m9rwmy.

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碩士
長庚科技大學
護理研究所在職專班
103
Background: Self-efficacy is the strength of an individual’s belief in his/her own ability to complete tasks whereas clinical reasoning is a logical thinking ability that is applied when making clinical decisions. These two abilities are important and essential for providing proper patient care and maintain patient safety. However, self-efficacy is negatively influenced by job stress. Fortunately, social support can moderate the negative effects of job stress on self-efficacy. Yet, till now there is no study survey clinical nurses’ clinical reasoning ability, job stress, social support, and self-efficacy concurrently and the relationships between these concepts. Objectives: To explore relationships between clinical reasoning, job stress, social support, and self-efficacy and to investigate whether social support can moderate impacts of job stress on nurses’ self-efficacy. Methods: This study is a cross-sectional correlational research design using purposive sam-pling. Participants are registered nurses recruited from a community teaching hospital in Chiayi county, Taiwan. Two-hundred-fifty participants were asked to fill out a set of struc-tured questionnaires including Taiwanese Hospital Nurse Stress Scale, Social Support Ques-tionnaire, General Self-efficacy Scale, and Nurses Clinical Reasoning Scale. Two-hundred-twenty-five complete and valid sets of questionnaires were returned with a val-id response rate of 90%. The mean age of the participants was 30.34 years, 64.4% of them had an educational level equal or higher than bachelor’s, 63.5% were N or N1, worked a mean of 72.8 months, 40.9% worked rotating shifts, and 31.6% practiced in the researching hospital when they were students. Data Analysis: Collected data were managed and analyzed using SPSS version 17.0. De-scriptive statistics, t test, ANOVA, correlation, and regression analyses were applied. Result: The mean scores on the Taiwanese Hospital Nurse Stress Scale, Social Support Ques-tionnaire, General Self-efficacy Scale, and Nurses Clinical Reasoning Scale were 170.69 (SD = 52.93), 89.45 (SD = 18.74), 24.14 (SD = 4.44), and 54.49 (SD = 7.59), respectively. Level of clinical reasoning was related to years working as a nurse and differed by educational level and clinical ladder. Those worked with rotated shifts perceived higher level of job stress. Those who had practiced in current hospital before working as a nurse perceived higher level of social support. Those who were older had higher level of self-efficacy. Job stress, social support, and self-efficacy were intercorrelated. Clinical reasoning and job stress could predict self-efficacy. In addition, social support could moderate the effects of job stress on self-efficacy. Conclusion: Results of this study showed that job stress and clinical reasoning could predict self-efficacy while social support could not moderate the impacts of job stress on self-efficacy. Therefore, it is suggested to provide fixed working schedule; hire sufficient number of nurses; provide complete and adequate employee orientation and in-service education/training, self-efficacy training programs, reflective leaning programs, chances for experience sharing to decrease job stress, improve clinical reasoning, increase social support, and improve self-efficacy. Keywords: clinical reasoning ability, job stress, social support, self-efficacy

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