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Дисертації з теми "PREDICTING JOB"

Автор: Grafiati
Опубліковано: 11 вересня 2023

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1

Weaver, Sallie. "CHARACTERISTICS FOR SUCCESS: PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL." Master's thesis, University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2697.

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Анотація:
The current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct relationships with employee attitudes and subjective measures of performance. This thesis aims to further the job characteristics literature by exploring the effects of the characteristics at the team level, as well as the moderating effect of the team construct of value congruence, while simultaneously exploring boundary conditions of the Productivity Measurement and Enhancement System (ProMES) developed by Pritchard (1990). Hypotheses postulated a negative relationship between the characteristics and intervention effectiveness; such that effectiveness is negatively impacted when the characteristics already exist at high levels. Results, though non-significant, are tenatively suggestive of this counter-intuitive negative relationship between four of the characteristics and intervention effectiveness. Value congruence between team leaders and members was not a significant moderator of the relationship between the characteristics and effectiveness. Results suggest that a more powerful study to further parse out these relationships would be valuable. iii
M.S.
Department of Psychology
Sciences
Industrial Org Psychology MS
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2

Al, Cicek. "En psykometrisk utvärdering av det arbetspsykologiska testet Predicting Job Performance." Thesis, Stockholm University, Department of Psychology, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-1120.

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Ett psykologiskt test används främst inom utbildningssammanhang och kliniska sammanhang, men även inom rekrytering, urval och organisationsutveckling. Det finns idag ett flertal personlighets- och begåvningstest som mäter olika aspekter som kan vara relevanta för en organisation. Predicting Job Performance, PJP, som har sin utgångspunkt i femfaktormodellen, är utvecklat av Psykologiförlaget AB och består av två delar som mäter olika dimensioner av personlighet och begåvning. I denna studie har psykometriska beräkningar utförts för att utvärdera instrumentets reliabilitet samt validitet, främst genom test-retest-metoden. Undersökningsdeltagare var 49 psykologistudenter vid Stockholms Universitet. Majoriteten av skalorna var starkt positivt korrelerade med varandra och uppvisade en tillfredsställande reliabilitet. Resultatet av test-retest-undersökningen visade att de båda delarna av PJP hade tillförlitlig reliabilitet gällande precision och stabilitet över tid. Korrelation mellan personlighetsdelen och kapacitetsdelen undersöktes och visade på god divergent validitet mellan de två deltesterna. Även inlärningsförmågan på den tillhörande kapacitetsdelen undersöktes och visade signifikant inlärning mellan testtillfällena. PJP uppvisar sammantaget på goda psykometriska egenskaper.

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3

Al, Cicek. "En turkisk version av det arbetspsykologiska testet Predicting Job Performance." Thesis, Stockholm University, Department of Psychology, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6937.

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Анотація:

Personlighetstest avser att mäta olika personlighetsdrag, olika egenskaper som formar individens personlighet. Personlighetstestet Predicting Job Performance, PJP, bygger på den så kallade ”femfaktormodellen” inom personlighetspsykologin och på studier av hur generell problemlösnings-förmåga påverkar arbetsprestation. PJP är ett arbetspsykologiskt instrument för användning i urval av arbetssökande. I föreliggande studie har personlighets-delen i PJP översatts till turkiska med syftet att utforska en turkisk version av instrumentets reliabilitet samt begrepps-validitet. Undersökningsdeltagare var 71 turkisktalande personer bosatta i Sverige och 10 turkisktalande personer bosatta i Istanbul. Resultaten har jämförts med tre andra länder, Sverige, Norge och Finland. Resultatet visar att den turkiska versionen har tillfredsställande inre konsistens (Cronbach alpha) men att de antagna oberoende skalorna är högt korrelerade med varandra. En faktoranalys visar att den antagna faktorstrukturen inte går att replikera i denna studies urval. Den turkiska versionen av instrumentet bör utvärderas ytterligare för att kunna användas vid urvalssammanhang.

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4

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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5

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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Анотація:
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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6

Weaver, Sallie J. "Characteristics for success predicting intervention effectiveness with the job characteristics model /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002040.

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7

Hyland, Shelley S. "Predicting job performance in correctional officers with pre-employment psychological screening." Thesis, State University of New York at Albany, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3701053.

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Анотація:

There is substantial cost in the hiring and training of a correctional officer, with a high rate of turnover compounding these costs. While pre-employment psychological screening is suggested as one method to prevent these losses, mandates to screen are not as common in corrections as they are in law enforcement. Further, minimal research has examined the validity of psychological testing in correctional officers. This dissertation examined pre-employment psychological screening for 421 correctional officers hired by one of three upstate New York sheriff's departments. Assessments were conducted by Public Safety Psychology, PLLC from March, 1997 to June, 2012. T scores and risk estimates from the California Psychological Inventory (CPI) and Personality Assessment Inventory (PAI), DQ admission and problem points from the Personal History Questionnaire (PHQ) and Psychological History Questionnaire (PsyQ) and the psychologist's recommendation were used as predictors of supervisor rating and job status. Utilizing logistic regression and controlling for agency of hire, high ratings by the psychologist, high scores on PAR-H and low scores on BOR-S from the PAI were associated with satisfactory supervisor ratings. Multinomial logistic regression revealed that being non-White, having a lower rating by the psychologist, higher To and Ai scores and lower So scores from the CPI, and more General problem points on the PsyQ were predictive of officers who were fired compared to being currently employed. Furthermore, previous law enforcement experience, being younger, lower Gi, So and Wo scores on the CPI, higher To and Sc scores on the CPI, and lower probability of substance abuse issues as based on the PAI and PHQ were predictive of officers quitting rather than staying on the job. Limitations and future directions are discussed.

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8

Jefferson, Rachara. "Intrinsic and Extrinsic Job Motivators Predicting Likelihood of Employee Intent to Leave." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10932923.

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Анотація:

An employee’s intent to leave an organization is the most common predictor of employee turnover. Employee turnover can cost an organization 150% to 250% of a worker’s annual compensation to replace and train an employee. Understanding employee intent to leave is vital for federal agency leaders to help reduce turnover. Grounded in Herzberg’s 2-factor model, the purpose of this correlational study was to examine the likelihood of employee perceptions regarding work experience, leadership practices, and supervisor relationships with employees predicting employee intent to leave. Archival data were analyzed for 297 employees who completed the 2015 Federal Employee Viewpoint Survey. The results of the binary logistic regression analysis indicated the full model, containing the 3 predictor variables (employee perceptions regarding work experience, leadership practices, and supervisor relationships with employees), was useful in distinguishing between respondents who reported and did not report they intended to take another job outside the federal government within the next year, with X2 (3, N = 297) = 111.27 and p < .001. Two of the predictor variables--employee perceptions of work experience and leadership practices--made a statistically significant contribution to the model. Employee perceptions of supervisor relationships with employees were not significant. The implications of this study for positive social change include the opportunity for human resources professionals and organizational leaders to gain an understanding of employee intent to leave, its impact on the workplace, and the potential to contribute to higher employment levels.

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9

Roberts, Heather Elise. "The role of self-leadership and employment characteristics in predicting job satisfaction and performance." Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-09192009-040538/.

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10

Thissen-Roe, Anne. "Adaptive selection of personality items to inform a neural network predicting job performance /." Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/9138.

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11

Lee, Sunhee. "Cross-cultural validity of personality traits for predicting job performance of Korean engineers /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488202171196268.

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12

Fore, Todd A. "Predicting Workers' Compensation Claims and On-the-Job Injuries Using Four Psychological Measures." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278884/.

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Анотація:
This study assessed the predictive validity of four independent factors (Rotter Locus of Control Scale, Safety Locus of Control, Organizational Attribution Style Questionnaire, and Rosenburg Self-Esteem Scale) in the establishment of a measure of safety consciousness in predicting on-the-job injuries and the filing of workers' compensation claims. A 125-item questionnaire was designed and administered to assess participants' disposition on each of the four psychological dimensions, demographic data and on-the-job injury information.
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13

Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.

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Анотація:
Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.
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14

WANG, Yiqing. "A study of authentic leadership adopting the job demands and resources approach in predicting work-related flow and job performance." Digital Commons @ Lingnan University, 2014. https://commons.ln.edu.hk/psy_etd/1.

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Анотація:
The authentic leadership model posits that authentic leaders can foster personal development of their subordinates in order to produce better job outcomes. The current study has investigated authentic leadership using the job demands and resources (JD-R) approach to examine how leaders’ authenticity can empower employees in terms of resources-building (e.g. PsyCap, supervisor support); and to examine how these resources can offset negative stressors (e.g. work overload, emotional demands) so that employees may achieve a peak psychological state of flow (Bakker, 2005, 2008) and better job performances. To date, very few studies have tried to explain authentic leader behaviors in the JD-R model which is posited to be widely applicable to different work contexts, let alone studies of such type conducted in Chinese organizations. The current study consists of Study One and Study Two. The major purpose of Study One is to examine the reliability and validity of the authentic leadership and the work-related flow scale in Chinese organizational settings. The major purpose of Study Two is to test the hypotheses of the overall research model using Chinese working samples. Study One was conducted among Chinese workers in Shanghai (N=135). Confirmatory factor analysis was carried out for the reliability and validity of the authentic leadership and the work-related flow scale. Results confirmed that authentic leadership is best to be depicted as a second-order construct and the Cronbach’s alpha is .94 for the overall instrument. In addition, results also demonstrated that work-related flow has good reliability (Cronbach’s alpha is .96) and construct validity as a three-factor construct. Study Two aimed to test the proposed research model of the current study. 869 self-reported questionnaires were successfully collected from organizations in Shanghai. Performance was rated by employees’ supervisors to avoid common method bias. Structural equation modeling methods were adopted for data analyses. Results supported most of the hypotheses. Supervisor support (job resource) and PsyCap (personal resource) mediate the relationships between authentic leadership and two job outcomes (work-related flow, performance). Work overload and emotional demands moderate the positive indirect effects of authentic leadership on the job outcomes through supervisor support and PsyCap. This study has several contributions. First, it has provided a more comprehensive explanation of leadership and the consequent followers’ work behaviors via the JD-R approach. Second, it has linked the similarities in the JD-R model and the flow literature, which were previously studied in separate fields, demonstrating that high flow experience can be obtained only when resources become salient under high demands. Last but not least, the study has provided practical implications on leadership trainings and employee development programs, by pointing out several solutions of organizational improvement for the top management teams.
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15

Little, James. "A Comparison of the Situational and Patterned Behavioral Description Interview in Predicting Job Performance." TopSCHOLAR®, 2000. http://digitalcommons.wku.edu/theses/725.

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Анотація:
The preference for the use of employment interviews over other selection measures is evident in the wide usage, popularity and the vast amount of research on the utility and psychometric properties of interviews over the last 60 years. Although the vast majority of interview research has focused on the factors influencing the interviewer's rating and comparing unstructured to structured interviews formats, little in the way of comparing structured formats (i.e., the situational interview and patterned behavioral description interview) has been performed. This researcher addressed this specific concern in regard to soft-skills in a retail setting. After development of situational and patterned behavioral description interview questions, the validity of both types of interview questions in predicting job performance was measured. Both interview formats had good inter-item and inter-rater reliability. Overall, the situational interview was a better predictor of current "Customer Service" performance and overall year-end performance than the patterned behavioral description interview. The situational interview accounted for significant incremental validity beyond the patterned behavioral description interview for the overall performance data but not for the current "Customer Service" performance.
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16

Maree, Erika. "Predicting work-related flow in the chemical industry / Erika Maree." Thesis, North-West University, 2008. http://hdl.handle.net/10394/4980.

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Анотація:
In a new world of work characterised by competitiveness, benchmarking, technological innovation and efficiency, the South African chemical industry needs to function at an optimal level to meet the demands of its stakeholders and employees. The industry needs leadership of the highest standard and an efficient, productive workforce. The objective of this study was to determine the relationship between leader empowering behaviour, self-efficacy, job resources and work-related flow for employees in the chemical industry. More specifically, it was examined whether personal and organisational resources facilitated flow at work, and whether employees who experienced flow mobilised more resources over time. The research method consisted of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. An availability sample (N= 213) from employees in the chemical industry was taken. A biographical questionnaire and a self-constructed instrument (JDRS) were used to measure the unique job demands and job resources in the chemical industry. Along with the JDRS, the WOrk-reLated Flow Scale (WOLF), the Leader Empowering Behaviour Questionnaire (LEBQ) and General Perceived Self-efficacy Questionnaire (GPSQ) were used as measuring instruments. The statistical analysis was conducted with the help of the SPSS program. The results of the research indicate that the availability of leader empowering behaviour (i.e. delegation of authority, self-directed decision making, information sharing, and coaching for innovative performance), self-efficacy and job resources (i.e. supervision, availability of resources and autonomy) can result in higher levels of work-related flow in the workplace. Recommendations were made for future research.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.
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17

Avdic, Alen. "Criterion-Related Validity of Narrow-Trait Personality for Predicting Job Performance, and the Test of Mediating Mechanisms." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/448.

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Анотація:
Personality, as a frequently used predictor of job performance, has often been criticized for its low criterion-related validity when compared to cognitive tests and some other predictors. The present study investigated incremental validity of narrow-trait personality to distinguish predictive from non-predictive facets of Conscientiousness and Extraversion dimensions. In addition, some intermediate mechanisms that may link the two personality dimensions with the criterion, such as different types of person-environment (P-E) fit and job involvement variables, were tested as well. The institution's job performance scale, NEO-PI-3 personality scale, person-organization (P-O) fit, needs-supplies (N-S) fit, demands-abilities (D-A) fit, job involvement questionnaire (JIQ), and demographic measures were administered in an online survey to 295 professional and civil service employees of a midsize Midwestern university. The sample was predominantly female and Caucasian with a mean age of 45.8 years and a median length of current employment of 5.1 years. Both personality dimensions were positively related to overall job performance. Conscientiousness was a stronger predictor of task performance, whereas Extraversion was related more consistently to contextual performance. In stepwise multiple regression analyses containing facets of personality dimensions as predictors of overall job performance, Competence emerged as the only facet of Conscientiousness, and Warmth and Assertiveness as the only facets of Extraversion that accounted for a meaningful amount of variance in the criterion. The use of narrow-trait personality to predict overall job performance enhances criterion-related validity of the construct and renders it a more efficient predictor of job performance than global-trait personality. Among the potential mediators, P-O and D-A fit partially mediated the personality-performance relationship providing evidence for the importance of perceptions of congruence in values and the ability to meet demands of the job. Current results are considered in light of limitations. Implications for theory, research, and practice, as well as future research directions are discussed.
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18

Jones, Barry Alan. "Predicting minister satisfaction testing the Holland theory of person-environment matches in a ministry situation /." Theological Research Exchange Network (TREN), 1991. http://www.tren.com.

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19

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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20

O'Keefe, Damian F. W. "The usefulness of personality measures in predicting performance across and within Canadian Forces job families." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0005/MQ33850.pdf.

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21

Craigen, Kristie A. "Predicting Job Performance of Financial Representatives Based on the Harrison Assessment Talent Management System (HATS)." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3608158.

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Анотація:

Objective: The goal of this research was to empirically evaluate the predictive utility of Harrison Assessment Talent Management System (HATS) for use as a selection instrument within organizational settings. Method: This was done by investigating the strength of the relationship between the job fit percentages generated by HATS and the performance ratings (i.e., number of life insurance policies sold within the first 6 months of employment ) of 238 employees (201 men and 37 women) working for a large American insurance company. Results: The correlation between HATS prediction scores and performance ratings yielded significant findings, r(236) = .599, p> .0001, indicating HATS is a useful instrument for predicting employee performance. Ancillary analysis revealed only 7 of 156 predictor variables significantly correlated with performance ratings. Further statistical procedures aimed at exploring the contribution of all 7 variables to performance ratings were conducted using multiple regression techniques. A significant but modest relationship was found between the vector of predictor traits and job performance, R = .395, F(7, 230) = 6.083, p > .001. In addition, the HATS attributes of Systematic (β = .275), Teaching (β = 184), and Planning (β = -.156) were found to be significant predictors of performance, p > .04. Conclusions: HATS was shown to be a significant predictor of job performance. The strength of the correlation coefficient along with its innovative methodology makes it somewhat unique among psychological tests used in organizational settings.

Keywords: Harrison Assessments, Harrison Assessments Talent Management Systems, Psychometric Testing, Predicting Performance, Measuring Performance, Personality, Interests, Intelligence, Person-Environment Fit, Motivation, Mood, and Uncertainty Factors.

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22

Christie, Maryann Denise. "Gender differences on coping with work stress and predicting work related outcomes." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1200.

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23

Curry, Cheryl J. "Predicting the Effects of Extrinsic and Intrinsic Job Factors on Overall Job Satisfaction for Generation X and Baby Boomers in a Regional Healthcare Organization." Digital Archive @ GSU, 2005. http://digitalarchive.gsu.edu/pmap_diss/27.

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Анотація:
This dissertation investigates the impact of intrinsic and extrinsic job factors on overall employee job satisfaction for two generation cohort groups, Baby Boomers and Generation X, in a small rural healthcare organization. Eight job factors were selected for the study, reflecting popular characteristics associated with the two groups. The job factors were classified as intrinsic or extrinsic using Hertzberg’s two-factor theory. Intrinsic factors studied were: work itself, promotion, and recognition. Extrinsic factors studied were: pay, supervision, people, technology, and work-family balance. The Job Descriptive Index (JDI) scale was used to assess employee satisfaction with certain job factors; work itself, promotion, pay, supervision, and people. Scales similar to the JDI were created and used to measure satisfaction with technology, work-family balance, and recognition. The Job In General (JIG) scale was used to assess overall job satisfaction for each generation group. Multiple regression analysis was used to determine which of the job factors predicted of overall job satisfaction for each group. Results of the study indicate that overall satisfaction is influenced a discreet combination of intrinsic and extrinsic factors for each group. Generation X’s overall job satisfaction is predicted by extrinsic job factors, (work-family balance, and supervision) as well as intrinsic job factors, (work itself). Baby Boomers’ overall job satisfaction is predicted by an intrinsic job factor, (recognition) as well as an extrinsic job factor (supervision). Smaller than optimal sample size reduces applicability of the results and implies the need for extended research in this area to confirm findings of this study.
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24

Harari, Michael B. "The Validity of Broad and Narrow Personality Traits For Predicting Job Performance: The Differential Effects of Time." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1578.

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Анотація:
Research into the dynamicity of job performance criteria has found evidence suggesting the presence of rank-order changes to job performance scores across time as well as intraindividual trajectories in job performance scores across time. These findings have influenced a large body of research into (a) the dynamicity of validities of individual differences predictors of job performance and (b) the relationship between individual differences predictors of job performance and intraindividual trajectories of job performance. In the present dissertation, I addressed these issues within the context of the Five Factor Model of personality. The Five Factor Model is arranged hierarchically, with five broad higher-order factors subsuming a number of more narrowly tailored personality facets. Research has debated the relative merits of broad versus narrow traits for predicting job performance, but the entire body of research has addressed the issue from a static perspective -- by examining the relative magnitude of validities of global factors versus their facets. While research along these lines has been enlightening, theoretical perspectives suggest that the validities of global factors versus their facets may differ in their stability across time. Thus, research is needed to not only compare the relative magnitude of validities of global factors versus their facets at a single point in time, but also to compare the relative stability of validities of global factors versus their facets across time. Also necessary to advance cumulative knowledge concerning intraindividual performance trajectories is research into broad vs. narrow traits for predicting such trajectories. In the present dissertation, I addressed these issues using a four-year longitudinal design. The results indicated that the validities of global conscientiousness were stable across time, while the validities of conscientiousness facets were more likely to fluctuate. However, the validities of emotional stability and extraversion facets were no more likely to fluctuate across time than those of the factors. Finally, while some personality factors and facets predicted performance intercepts (i.e., performance at the first measurement occasion), my results failed to indicate a significant effect of any personality variable on performance growth. Implications for research and practice are discussed.
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25

Dupre, Kathryne E. "Predicting ill-health and turnover intentions at the workplace, the impact of personal, job, and organizational factors." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/MQ47678.pdf.

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26

Seeger, David W. "Follower Perception of Leadership Communication and Leadership Style Significantly Predicting Follower Job Satisfaction Among Ohio Community College Employees." Bowling Green State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1577826514284816.

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27

Schulz, Steven D. "Predicting job satisfaction among Iowa community college adjunct faculty members use and application of Herzberg's motivation-hygiene theory /." [Ames, Iowa : Iowa State University], 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3389145.

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28

Faulk, LaVaun Gene. "Predicting On-The-Job Teacher Success Based On A Group Assessment Procedure Used For Admission To Teacher Education." DigitalCommons@USU, 2008. https://digitalcommons.usu.edu/etd/78.

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Анотація:
ABSTRACT Predicting On-the-Job Teacher Success Based on a Group Assessment Procedure Used for Admission to Teacher Education by LaVaun Gene Faulk, Doctor of Education Utah State University, 2008 Major Professor: Deborah Byrnes, Ph.D. Department: Elementary Education Students who have graduated in Elementary Education at Utah State University, since 1997 when the group assessment interview procedure was adopted, and have been employed as teachers for at least two years were contacted. Students were located with the help of the Utah State Office of Education (USOE) and the Office of Teacher Education, Graduation, and Educator Licensing at USU. Permission to interview each teacher’s supervisor was obtained from each study participant. Principals were contacted and interview dates set. A self-anchoring interview was conducted to provide quantitative data on the success of each teacher. This new data was then used to compare each participant’s success as seen by supervisors to existing data already on record at USU. Specifically, principal interview data were compared to the participant’s student teaching scores, prior academic achievement data (grade point average and American College Test scores), and ratings the teacher received on the group assessment interviews when applying to the elementary education teacher training program at USU. (107 pages)
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29

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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30

Stevens, Josslyn. "The relative importance of happiness, job satisfaction and affective commitment in predicting intention to quit among South Africa employees." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13748.

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This research study presents the relative importance of subjective wellbeing (SWB), together with job satisfaction, and affective commitment in the prediction of intention to quit among South African employees (N = 134). In particular this study considered whether SWB contributes to the positive organisational behaviour domain in relation to intention to quit. Both male and female participants of varying age and ethnicity were examined from multiple organisations in South Africa. Data were collected using online surveys whereby participants completed four short Likert-type scales, namely, the orientations to happiness scale, affective commitment scale, job satisfaction scale, and turnover intention scale (or TIS-6). Relative weights analysis (RWA) results indicated that the predictive contribution of job satisfaction was the largest, followed by affective commitment, and then SWB, which did not appear to be a relatively important predictor of intention to quit. Hierarchical multiple regression analysis revealed that SWB explained a small amount of additional variance in intention to quit over and above that explained by job satisfaction and affective commitment. Implications and recommendations for future studies are discussed.
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31

Cloud-Hardaway, Sarah A. (Sarah Anne). "Relationship among Mosby's Assess Test Scores, Academic Performance, and Demographic Factors and Associate Degree Nursing Graduates' NCLEX Scores." Thesis, North Texas State University, 1988. https://digital.library.unt.edu/ark:/67531/metadc331954/.

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This ex post facto study sought to examine: the efficacy of Mosby's Assess Test as a valid predictor of NCLEX (National Council of State Boards of Nursing Licensure Examination) scores; significant correlations among semester averages, semester tests failed, Nelson Denny Reading Test scores, and NCLEX scores; and differences in NCLEX outcomes in relation to ethnicity, age, and prior practical nursing licensure for 558 associate degree nursing graduates who wrote the NCLEX in 1983 and 1984. Significant positive relationships were found among Mosby scores, Nelson Denny scores, semester averages, and NCLEX scores. A significant negative relationship was found between number of semester tests failed and NCLEX scores. The mean NCLEX score of older graduates was higher than the mean NCLEX score of younger graduates. LPN graduates had a higher mean NCLEX score than non-LPN graduates. White graduates' mean NCLEX score was greater than the average score for black graduates. Combined predictor variables which yielded the best estimate of the criterion variable (NCLEX scores) for all graduates included mean semester average, Mosby scores, age above thirty-three, and Nelson Denny scores, respectively. The most important predictor of black graduates' NCLEX success was prior practical nursing licensure. Other significant predictors for black graduates' NCLEX success were mean semester average, Mosby scores, mean number of semester tests failed, age above thirty-three, and Nelson Denny scores, respectively. Mean semester average, mean score of the Mosby test, mean number of semester tests failed, and age above thirty-three were the most significant predictors of white graduates' NCLEX success. Older graduates had a higher mean Mosby score, a higher mean semester average, and failed fewer semester tests than younger graduates. The study results will be of interest to nurse educators and counselors who are concerned with curricular revision, student counseling, and remediation procedures as these relate to enhancement of graduates' potential for success on the NCLEX.
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32

Gustafson, Sigrid Beda. "Person and situation subgroup membership as predictive of job performance and job perceptions." Diss., Georgia Institute of Technology, 1986. http://hdl.handle.net/1853/28926.

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33

Cheng, Mei-I. "The prediction of employee turnover behaviour." Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364661.

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34

Goyeneche, Ariel. "A job response time prediction method for production Grid computing environments." Thesis, University of Westminster, 2010. https://westminsterresearch.westminster.ac.uk/item/905yw/a-job-response-time-prediction-method-for-production-grid-computing-environments.

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A major obstacle to the widespread adoption of Grid Computing in both the scientific community and industry sector is the difficulty of knowing in advance a job submission running cost that can be used to plan a correct allocation of resources. Traditional distributed computing solutions take advantage of homogeneous and open environments to propose prediction methods that use a detailed analysis of the hardware and software components. However, production Grid computing environments, which are large and use a complex and dynamic set of resources, present a different challenge. In Grid computing the source code of applications, programme libraries, and third-party software are not always available. In addition, Grid security policies may not agree to run hardware or software analysis tools to generate Grid components models. The objective of this research is the prediction of a job response time in production Grid computing environments. The solution is inspired by the concept of predicting future Grid behaviours based on previous experiences learned from heterogeneous Grid workload trace data. The research objective was selected with the aim of improving the Grid resource usability and the administration of Grid environments. The predicted data can be used to allocate resources in advance and inform forecasted finishing time and running costs before submission. The proposed Grid Computing Response Time Prediction (GRTP) method implements several internal stages where the workload traces are mined to produce a response time prediction for a given job. In addition, the GRTP method assesses the predicted result against the actual target job’s response time to inference information that is used to tune the methods setting parameters. The GRTP method was implemented and tested using a cross-validation technique to assess how the proposed solution generalises to independent data sets. The training set was taken from the Grid environment DAS (Distributed ASCI Supercomputer). The two testing sets were taken from AuverGrid and Grid5000 Grid environments Three consecutive tests assuming stable jobs, unstable jobs, and using a job type method to select the most appropriate prediction function were carried out. The tests offered a significant increase in prediction performance for data mining based methods applied in Grid computing environments. For instance, in Grid5000 the GRTP method answered 77 percent of job prediction requests with an error of less than 10 percent. While in the same environment, the most effective and accurate method using workload traces was only able to predict 32 percent of the cases within the same range of error. The GRTP method was able to handle unexpected changes in resources and services which affect the job response time trends and was able to adapt to new scenarios. The tests showed that the proposed GRTP method is capable of predicting job response time requests and it also improves the prediction quality when compared to other current solutions.
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35

Hunter, Philip Edward. "Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5456/.

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Much of the history of management and motivation theory is rooted in the desire to understand the factors that contribute to having a satisfied workforce. Job satisfaction is the most widely studied construct in the history of industrial/organizational psychology. The job characteristics model (JCM) holds that if jobs are enriched with high levels of specific job characteristics (i.e., task significance, task variety, task identity, autonomy and feedback), employees will report higher levels of job satisfaction. While this claim enjoys wide support in studies conducted in traditional, hierarchically based organizational environments, few studies have tested the JCM in team based organizational designs. This study also evaluated possible moderating influences of growth need strength (GNS; the need for personal growth and development within the job environment) and emotional reactivity (a measure of frustration with perceived obstacles in the work environment). It was hypothesized that employees with higher levels of GNS would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with lower levels of GNS. Alternatively, it was hypothesized that employees with lower levels of emotional reactivity would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with higher levels of emotional reactivity. Results indicated that four job characteristics (task significance, task variety, task identity and feedback) served as significant positive predictors of job satisfaction, while GNS moderated the relationships between task significance and task variety with job satisfaction in a way that supported the research hypothesis. Emotional reactivity was not found to moderate any of the relationships between individual job characteristics and job satisfaction. Overall, results support the relevance of the JCM to team based organizations, providing support for the assertion that the relationship between enriched jobs and higher levels of job satisfaction persists across professional work contexts, as well as the partial moderating influence of GNS.
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36

Dean, Suzanne Lee. "Heterogeneous versus Homogeneous Measures:A Meta-Analysis of Predictive Efficacy." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1452866556.

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37

Pyatt, Molly Elizabeth. "IS A POLICE OFFICER’S SENSE OF SELF-LEGITIMACY PREDICTIVE OF JOB SATISFACTION?" OpenSIUC, 2018. https://opensiuc.lib.siu.edu/theses/2370.

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The primary purpose of this thesis was to determine whether self-legitimacy impacted police officer satisfaction. Using data collected through an online self-reported survey, perceptions of satisfaction among 266 St. Louis County police officers were analyzed, controlling for other factors previously determined to be important to satisfaction such as race, gender, educational achievement, stress, relationships with supervisors, and years of experience. Results showed that self-legitimacy did not significantly affect officer satisfaction; however, relationships with supervisors and stress were significant in determining officer satisfaction. A possible explanation is offered that takes into account the nature of law enforcement around the time of survey collection (i.e., in the aftermath of the Michael Brown shooting).
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38

Poncheri, Reanna Maureen. "The Impact of Work Context on the Prediction of Job Performance." NCSU, 2006. http://www.lib.ncsu.edu/theses/available/etd-03212006-203139/.

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Although it is widely accepted that individual behavior is determined by person and situation characteristics, much research in the domain of job performance focuses more on person variables, while focusing less on the role of the work context. This study shows that elements of the work context (i.e., job/task characteristics, resources, and social relationships) explain variance in self ratings of task performance, organizational citizenship behavior, and counterproductive work behavior above and beyond what can be explained by two individual difference predictors (i.e., general cognitive ability and conscientiousness). This study highlights the importance of considering both individual differences and elements of the work context as determinants of job performance.
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39

Xiong, Bo. "Improving cost estimation performance: An investigation of prediction technique and person-environment interaction." Thesis, Queensland University of Technology, 2016. https://eprints.qut.edu.au/97935/1/Bo_Xiong_Thesis.pdf.

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Construction Cost engineers provide early estimates for projects with limited information leading to an intense desire for efficient tools and complex interactions between these professionals and working environment. This research involved several endeavours such as the development of a hybrid approach for overfitting and collinearity problems frequently occurred in cost estimation; and the development of a framework explaining relationships between the work environment, job satisfaction, work stress and job performance of construction cost engineers. These contributions could lead to improving estimation performance of cost engineers which is critical to the successful operation of projects and organisations.
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40

Cué, Dennis. "The expanded role of personality variables in the prediction of job success : using job analytically derived personality predictors of task, contextual, and overall job performance /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486402288261119.

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41

Flannery, Nicholas Martin. "Investigating the Convergent, Discriminant, and Predictive Validity of the Mental Toughness Situational Judgment Test." Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/99062.

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This study investigated the validity of scores of a workplace-based measure of mental toughness, the Mental Toughness Situational Judgment Test (MTSJT). The goal of the study was to determine if MTSJT scores predicted supervisor ratings 1) differentially compared to other measures of mental toughness, grit, and resilience, and 2) incrementally beyond cognitive ability and conscientiousness. Further, two machine learning algorithms – elastic nets and random forests – were used to model predictions at both the item and scale level. MTJST scores provided the most accurate predictions overall when model at the item level via a random forest approach. The MTSJT was the only measure to consistently provide incremental validity when predicting supervisor ratings. The results further emphasize the growing importance of both mental toughness and machine learning algorithms to industrial/organizational psychologists.
Doctor of Philosophy
The study investigated whether the Mental Toughness Situational Judgment Test (MTSJT)– a measure of mental toughness directly in the workplace, could predict employees' supervisor ratings. Further, the study aimed to understand if the MTSJT was a better predictor than other measures of mental toughness, grit, resilience, intelligence, and conscientiousness. The study used machine learning algorithms to generate predictive models using both question-level scores and scale-level scores. The results suggested that the MTSJT scores predicted supervisor ratings at both the question and scale level using a random forest model. Further, the MTJST was a better predictor than most other measures included in the study. The results emphasize the growing importance of both mental toughness and machine learning algorithms to industrial/organizational psychologists.
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42

Patton, Daya. "Predictive Relationships Between School Counselor Role Ambiguity, Role Diffusion, and Job Satisfaction." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6260.

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Lack of clarity about professional roles and responsibilities of school counselors has resulted in role ambiguity and role diffusion among this group of professionals. Role ambiguity and role diffusion contribute to job dissatisfaction. The purpose of this quantitative correlational study was to examine whether role ambiguity and role diffusion predicted school counselor job satisfaction after controlling for years of experience as a school counselor, and to examine whether role ambiguity, role diffusion, and job satisfaction differed for school counselors at the elementary, middle, and high school levels. The theoretical framework was role theory, which conceptualizes how job roles within organizations serve as boundaries between individuals and organizations. Survey data were collected from 86 school counselors at the elementary, middle, and high school levels. Results of linear regression analysis indicated that role ambiguity and role diffusion were significant predictors of job satisfaction after controlling for years of school counselor work experience. Results of discriminant analysis indicated no significant differences in school counselor role ambiguity, role diffusion, and job satisfaction based on school level. Findings may be used to advocate for aligning school counselors' duties and responsibilities with the training and education they receive, which may enable school counselors to be more satisfied in their jobs. The social change implication is that school counselors who are satisfied with their jobs could more effectively serve the children, schools, and communities in which they are assigned.
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43

Blansett, Karen D. (Karen Day). "Prediction of the Job Performance of Restaurant Workers Using a Service Orientation Measure." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc501115/.

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Service orientation has been suggested to be a work-related behavioral trait that contributes toward overall job performance in certain occupations. Therefore, the Batrus Hollweg Service Questionnaire (SQ), a personality inventory, was hypothesized to predict performance in a sample (N=55) of fast-food restaurant workers whose jobs were primarily composed of service-related elements. A performance evaluation form was created for use as the criterion measure. An alternative scoring system for the SQ was developed, and showed it to be significantly correlated with the criterion. The potential for use of the alternative scoring procedure is discussed.
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44

Taylor, Amy M. "The validity of personality trait interactions for the prediction of managerial job performance." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002411.

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45

Taylor, Amy M. "The Validity Of Personality Trait Interactions For The Prediction Of Managerial Job Performance." Scholar Commons, 2007. https://scholarcommons.usf.edu/etd/527.

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Personality variables have been shown to be significant predictors of job performance (Barrick & Mount, 1991; Tett, Jackson, & Rothstein, 1991). Recent advances in methodology for analyzing personality-job performance relationships indicate that interactions among traits may yield incremental validity. Job types in which performance has been shown to relate to trait interactions include clerical jobs, jobs with high interpersonal components, and jobs in realistic and conventional contexts, (Witt, Burke, Barrick, & Mount, 2002; Burke & Witt, 2002; and Burke & Witt, 2004). This study examined the validity of trait interactions for the prediction of managerial job performance. Hypotheses included a main effect for Conscientiousness, an interaction between Conscientiousness and Agreeableness, an interaction between Extraversion and Neuroticism, and finally, a three-way interaction between Extraversion, Neuroticism, and Conscientiousness. An archival dataset from Personnel Decisions, International (n=680 managers) containing GPI personality scores and supervisor-rated performance scores was analyzed to test the hypotheses. Correlations and moderated hierarchical linear regressions were performed to estimate the relationships of the predictors to the criterion, and to learn whether examination of trait interactions contributes incremental validity to the single trait scales. A main effect for Conscientiousness on managerial job performance was found. No trait interactions explained incremental variance in performance scores. Therefore, Conscientiousness is the recommended personality scale to use for selecting managers. This finding is consistent with previous research on the relation of Conscientiousness to job performance in managers (Barrick & Mount, 1991). Managers from diverse organizations and industries comprised the sample, increasing the generalizability of the results. Directions for future research include the examination of other trait interactions, more specific criteria such as competencies rather than overall managerial job performance, and effects of the hierarchical level of the manager in the organization.
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46

Arneson, Steven Todd. "The Worker Characteristics Inventory a methodology for assessing personality during job analysis /." Access abstract and link to full text, 1987. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8721562.

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47

Liu, Olivia. "Prediction of job completion times and optimal overtime allocation for satisfying production due dates /." Online version of thesis, 2006. https://ritdml.rit.edu/dspace/handle/1850/2822.

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48

Besich, John. "Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4977/.

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Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation model analyses were conducting using LISREL. The job embeddedness model, alone, was found to be the best fit with the sample data. This fit was improved over the other two models tested (traditional model and the combination of the traditional and job embeddedness model). In addition to assessing which model better predicts voluntary turnover, it was tested which age group and gender is a better fit with the job embeddedness model. It was found that the job embeddedness model better predicts turnover intention for older respondents and males.
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49

Van, Aarde Ninette. "The predictive validity of the big five constructs on job performance : a meta-analysis." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53004.

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Organisations want to employ people who will perform well and contribute to the bottom line. Research over a number of years has been dedicated to finding and validating predictors of job performance. Although General Mental Ability has been proven to be one of the best predictors of job performance across different jobs it is not the only predictor. The study of personality as a predictor of job performance has a long history and individual studies have yielded varying results, however, the use of cumulative research has demonstrated consistent results over various jobs, industries and countries. When a measure adds to the prediction of a criterion above what can be predicted by other sources of data the measure can be said to have incremental validity (Hunsley & Meyer, 2003). Studies prove that personality contributes to the incremental validity of predicting performance. In addition to cognitive ability, Conscientiousness and Emotional Stability significantly increase the incremental validity of predicting performance. This study investigated the predictive validity of the Big Five on Performance in a South African context by means of a meta-analysis. The study was based on quantitative research and made use of secondary data. Stratified purposive sampling was used to gather studies that met the criteria of the study. Based on the inclusion criteria, 34 studies were included in the analysis with a combined sample size of N=7100. The results corroborate international findings concerning the predictive validly of personality for performance. Although the number of studies available was small the relationships that were found are comparable to those reported in international research and demonstrated that each of the Big Five Factors correlated with the criterion to some extent. The criterion was categorised into performance categories, where the predictors of Technical Performance are Conscientiousness (.20) and Emotional Stability (.13). Conscientiousness (.25) and Extraversion (-.19) are the best predictors of Academic Performance. Organisational Citizenship Behaviour yielded positive relationships with all five factors with Openness to Experience (.36), Emotional Stability (.30), Agreeableness (.25) and Extraversion (.24) being the best predictors. Conscientiousness (.32) and Emotional Stability (.30) were shown to be valuable in predicting Avoiding Counterproductive Work Behaviour. Overall Performance is influenced most by Emotional Stability (.21), Extraversion (.16) and Openness (.16). This is the first meta-analysis exploring the predictive validity of the Big Five on Performance in South Africa.
Mini Dissertation (MCom)--University of Pretoria, 2015.
Human Resource Management
MCom
Unrestricted
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50

Hees, Charles. "Personally satisfying: Using Personal Style Scales to enhance the prediction of career satisfaction." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/dissertations/167.

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The present study continues the long line of research addressing Person-Environment fit started by Frank Parsons a century ago and the construct of career satisfaction. Previous research emphasized Holland themes and specific occupational scales, with this study being the first to evaluate the higher order of personal style relating to job satisfaction. This study examined the capacity of the General Occupational Themes (GOTs) and Personal Style Scales (PSSs) of the 2005 Strong Interest Inventory in predicting job satisfaction across 8 individual samples comprising 4,938 working adults. Sequential discriminant function analyses demonstrated that sets of hypothesized PSSs significantly distinguished between satisfied and dissatisfied workers beyond the six Holland themes in all 8 occupational samples. This research provided validation and support for the newly added Team Orientation PSS. It further provided support for demographic variables related to job satisfaction, including ethnicity, gender, age, and the reason for testing.
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