Um die anderen Arten von Veröffentlichungen zu diesem Thema anzuzeigen, folgen Sie diesem Link: Personality of the worker.
Dissertationen zum Thema „Personality of the worker“
Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an
Machen Sie sich mit Top-50 Dissertationen für die Forschung zum Thema "Personality of the worker" bekannt.
Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.
Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.
Sehen Sie die Dissertationen für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.
1
Hill, Sally A. „The experience of the clinical social worker treating multiple personality disorder“. Click here for text online. The Institute of Clinical Social Work Dissertations website, 1993. http://www.icsw.edu/_dissertations/hill_1993.pdf.
Der volle Inhalt der QuelleAnnotation:
Dissertation (Ph.D.) -- The Institute for Clinical Social Work, 1993.A dissertation submitted to the faculty of the Institute of Clinical Social Work in partial fulfillment for the degree of Doctor of Philosophy.
2
Paschal, Beverly J. „16PF® Traits as Predictors of Emergency Medical Service Worker Tenure“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2226.
Der volle Inhalt der QuelleAnnotation:
The United States is experiencing a severe shortage of Emergency Medical Service (EMS) paramedics. The job outlook for paramedics (EMT-P) for the years 2012-2022 is predicted to increase by 23%-33%, which is much faster than the 4% average increase of other first-response professions. The average tenure of paramedics is less than 4 years. There is a significant gap in the literature concerning paramedic personality traits and tenure. The primary objective of the current study is to provide empirical data on the personality traits possessed by long-term paramedics (5+ years), and compare them to those with shorter tenure (< 5 years). Using Allport's Trait Theory, I predicted that personality would affect paramedic longevity. The 6 personality traits tested were warmth, reasoning, emotional stability, liveliness, social boldness and openness to change. A socio-demographic questionnaire, determined the length of their EMS career, while the 16PF® Assessment, tested their personality traits. Using t tests, Mann-Whitney U tests, and a set of regression analyses, data were examined to determine if length of career and personality traits predicted paramedic tenure. The research sample consisted of long term paramedics and former paramedics. The results showed that of the 6 personality traits, only warmth was a significant predictor of paramedic tenure. A logistic regression showed for every additional point in warmth, the odds of leaving EMS prior to 5 years increased by a factor of 2.77. This study provides support for positive social change by helping EMS to learn how to increase recruitment and tenure. It also helps by advising EMS agencies to attend to the mental and emotional health of their paramedics by being aware of the level of their warmth personality trait.
3
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.
Der volle Inhalt der Quelle
4
Page, Erin Elizabeth. „Construct and concurrent validity of worker/peer attachment“. Diss., Atlanta, Ga. : Georgia Institute of Technology, 2007. http://hdl.handle.net/1853/19842.
Der volle Inhalt der QuelleAnnotation:
Thesis (Ph.D)--Psychology, Georgia Institute of Technology, 2008.Committee Chair: Kanfer, Ruth; Committee Member: Ackerman, Phillip; Committee Member: James, Lawrence; Committee Member: Lilienfeld, Scott; Committee Member: Parsons, Charles.
5
Wicaksono, Teguh Yudo. „ESSAYS ON JOB-RELATED RISKS AND WORKER SORTING“. UKnowledge, 2015. http://uknowledge.uky.edu/economics_etds/18.
Der volle Inhalt der QuelleAnnotation:
This dissertation examines heterogeneity in the value of a statistical life (henceforth VSL) stemming from employer-provided health insurance (henceforth EHI) and worker sorting. The dissertation consists of three essays.
In the first essay (Chapter 2), I investigate the effect of health-driven productivity on the wage compensation for mortality risk, and how EHI influences VSL using the US labor market data. In this chapter I build a framework showing that the level of job risks influences the incentive of employers to provide EHI. The basic notion of the framework is that health insurance is an investment in health and health is a form of general human capital. Employers are willing to invest in employees' health and pay the associated costs as long as they can recoup the costs of health investment. Occupational hazards, however, are harmful to health; productivity gains from health tend to decline as risk increases, resulting in lower health investment made by employers. As a result, the workers in risky jobs have to contribute more to their health investment in the form of lower wages than do workers in safe jobs. This behavioral response pushes down the wage offer curve of the insured in high risk occupations. Consequently, workers with health insurance, on average, accept a lower risk premium, leading to a lower VSL. Empirical findings from this dissertation suggest evidence of heterogeneity in VSL due to health insurance status: the estimated VSL for workers with health insurance is lower than those without one.
In the second essay (Chapter 3), I extend the framework of the second chapter into the United Kingdom (the UK) labor market. Different from the US, the UK has universal health care system in which all eligible individuals (almost all the UK citizens) are covered by publicly-provided health care. This chapter also provides evidence that private medical insurance in the universal health care system affects the risk premium. Despite the fact that the UK and the US have different institutional settings in health coverage, findings from the UK are, to some extent, qualitatively similar to the US.
A major issue in estimates of VSL is that people are not randomly assigned to jobs. That is, heterogeneous people would sort into jobs based on their preferences on risk and safety-related skills. Thus, failure to account for heterogeneity in both risk preferences and safety-related skills will bias the estimated VSL. In the third essay (Chapter 4), I discuss worker sorting and how it may affect the mortality risk premium. In this chapter, I focus on the role of personality traits in safety-related skill and their influence on worker sorting based on job risk. I use Five-Factor Model of personality or also known as the ‘’Big Five” personality traits. The big 5 personality traits are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. In my framework, these personality traits are inputs and the technology of skill formation transforms the traits into safety-related skill.
6
Smith, Heather T. „The relationships of organizational personality variables with worker socio-communicative orientation, communication apprehension, immediacy, and job satisfaction“. Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1456.
Der volle Inhalt der Quelle
7
Mitchell, Lorianne D. „Introduction to Personality“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/8338.
Der volle Inhalt der QuelleAnnotation:
Book Summary: A unique, non-traditional, Organizational Behavioral-oriented book that is geared toward flexible leadership, and that offers a series of funny, yet thought-provoking, motivating, growth-oriented jokes and humor anecdotes that will help readers tap into their internal locus of control.
8
Tolley, Rebecca. „The Personality Behind the Library“. Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/5756.
Der volle Inhalt der Quelle
9
Martinez-Amador, Josefina. „REMOTE AND ON-SITE KNOWLEDGE WORKER PRODUCTIVITY AND ENGAGEMENT: A COMPARATIVE STUDY OF THE EFFECT OF VIRTUAL INTENSITY AND WORK LOCATION PREFERENCE“. Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459176938.
Der volle Inhalt der Quelle
10
Compton, Mary J. „The Relationship between Personality Traits and Career Satisfaction of Front-Line Retail Workers“. Thesis, Grand Canyon University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13813918.
Der volle Inhalt der QuelleAnnotation:
To identify factors that contribute to career satisfaction of front-line retail workers, a quantitative correlational study was used to determine the relationship of the five-factor model (e.g., agreeableness, extraversion, openness, emotional stability, conscientiousness) and narrow traits (e.g., work drive, tough-mindedness, optimism, intrinsic motivation, customer service orientation, assertiveness) on career satisfaction of front-line workers. This study determined if the inclusion of narrow traits explain a variance in career satisfaction above and beyond the five factor model traits. This study provided empirical evidence established on the theoretical foundation of the five-factor model, allowing for a deeper understanding of traits as they relate to and predict worker satisfaction. The participants of the study were 112 retail workers from the Texas Retailers Association membership of Texas, who were selected using a volunteer sampling. Pearson r correlation and hierarchical analysis were used to test the hypotheses. Pearson r correlation determined that agreeableness (r = .25), extraversion (r = .26), emotional stability ( r = –.29), optimism (r = .37), and customer service orientation (r = .24) had statistically significant relationships with career satisfaction (p < .05). A hierarchical regression analysis determined that narrow traits explained 12.9% of the variance in career satisfaction. The findings of this study provided recommendations that will be beneficial for hiring entities such as human resources on hiring the worker who will be satisfied in their front-line career, based on personality traits. This study helped to understand personality traits of satisfied workers and the traits that measure satisfaction in the front-line retail environment.
11
Rodopman, Ozgun Burcu. „Proactive personality, stress and voluntary work behaviors“. [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001857.
Der volle Inhalt der Quelle
12
Deal, James E., und Karin Bartoszuk. „Personality, Identity, and American Protestant Fundamentalism: What are the Connections?“ Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/3207.
Der volle Inhalt der QuelleAnnotation:
This study examined the associations between personality, identity, and protestant fundamentalism (subscales included inerrancy, evangelism, premillennialism, and separatism). 440 college students between the ages of 18 and 29 participated in the study, and self-identified as protestant. A step-wise regression revealed the following findings. Neuroticism was negatively associated with inerrancy, evangelism, and separatism; extroversion was negatively related to separatism; and agreeableness was positively related to inerrancy, evangelisms, and premillennialism. Exploration in depth was positively associated with evangelism, premillennialism, and separatism; identification with commitment was positively related with separatism; and rumination was positively associated with premillennialism, and separatism.
13
Matich, Theresa. „Attitudes toward Antisocial Personality Disorder Among Clinicians“. CSUSB ScholarWorks, 2014. https://scholarworks.lib.csusb.edu/etd/44.
Der volle Inhalt der QuelleAnnotation:
The objective of this study was to explore the attitudes toward antisocial personality disorder among clinicians. The researcher created a 15 question survey to interview clinicians in hopes of eliciting information about their attitudes toward this population. The survey consisted of seven open ended questions and eight Likert scale questions. The researcher analyzed the data by transcribing the interviews and looking for common themes among the responses. Likert scale questions were tallied and compared in SPSS to determine the spread of the answers. The results of the study showed there are negative attitudes among clinicians currently in direct treatment settings; attitudes were more neutral among clinicians who are currently not involved in direct practice. In applying the theory of reasoned action it is suggested clinicians in direct practice who hold negative views display behaviors that affect the treatment process and outcome. The researcher’s recommendation for future study is to explore the attitudes of other helping professionals in comparison to social work practitioners.
14
Moss, Philip. „A portfolio of study, practice and research including 'A study of aggression experienced by mental health workers'“. Thesis, University of Surrey, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323971.
Der volle Inhalt der Quelle
15
Al-Shehri, Yousef. „Relationship between personality trait and multi-national construction workers safety performance in Saudi Arabia“. Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/18041.
Der volle Inhalt der QuelleAnnotation:
Given the large economic and social costs of work-related accidents and injuries, it is not surprising that organisations strive to reduce them; this creates a need to improve the safety performance of the whole construction industry. Health and Safety statistics in general appear to suggest a levelling off of safety performance across the construction industry as a whole and this implies that improving safety beyond the current level of attainment calls for a radical look at how safety is addressed by the industry. Such a radical approach needs to explore alternatives to current practices in safety improvement. Although it is acknowledged that human factors are involved in 80-90% of work-related accidents and incidents, the focus of safety research in recent years still addresses only organisational and environmental factors, rather than variables at the level of the individual. Occupational personality models suggest that the ability to understand, predict and control incidents could minimize their potential transition into accidents. The safety behaviour of the individual worker forms part of such occupational personality modelling. Understanding the safety behaviour of construction workers should provide opportunities for improvement beyond traditional practices in the quest to improve safety management. The study on which this thesis is based aimed to develop a conceptual framework for improving safety performance on sites. This was achieved by exploring, on the one hand, the relationship between the personality traits of individual workers and their safety behaviour (safety participation, safety compliance and safety motivation), and incident rates on the other. The data for the analysis was drawn from multi-cultural construction workers in Saudi Arabia. The emergence of the Big Five personality model has been widely accepted as a valid and reasonably generalisable taxonomy for personality structure and has been used by numerous researchers as a framework to explore the criterion-related validity of personality in relation to job performance. This study employed the Big Five categorisation of traits to explore the relationship between fundamental dimensions of personality and potential for involvement in accidents and incidents. The principal findings from the study showed a very good level of acceptance by practitioners in Saudi Arabia for the conceptual framework developed for managing safety behaviour. The study also established that some personality traits moderated the effects of safety behaviour for incident rates. In addition, the analysis revealed that individual workers characterised by conscientiousness and openness are least likely to experience incidents, and consequently, accidents and injuries at work. However, individuals characterised by high extraversion, neuroticism and low agreeableness are more likely to be v involved in incidents, and potentially, accidents and injuries. These important findings have significant ramifications for the way safety development and training for construction workers should be addressed in the future. Recommendations from the study culminated in the development of a conceptual framework for improving safety performance which aimed to minimize incidents attributable to the worker. The framework relies on the attitudes and behaviours of employees in proposing mitigation strategies for the construction industry.
16
Walker, Joseph T., Laura Walker, Joshua Dietrich, Andy R. Dotterweich, Jason Davis und John Collins. „Common Training Practices and Preferred Personality Traits of Intramural Sports Officials“. Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/3790.
Der volle Inhalt der QuelleAnnotation:
This research study examined campus recreation intramural training techniques used to prepare sports officials. The top 10 techniques reported by the sample (n = 52) are presented. Use of National Intramural-Recreational Sports Association (NIRSA) training materials was found to have a significant positive relationship with overall official training program satisfaction. Intramural coordinators who self-rated as unsatisfied with training program also rated their program significantly less effective when compared to intramural coordinators who indicated satisfaction with their training program. Further inquiry determined that the responding professionals ranked officials’ traits and abilities similar in importance, with confidence, knowledge, and decision making as most important. There were no differences in the preferred officials’ trait ratings when compared to overall program satisfaction.
17
Stinson, Jill D., und Brittany V. Williams. „Redefining Borderline Personality Disorder: BPD, DSM-v, and Emotion Regulation Disorders“. Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/7970.
Der volle Inhalt der Quelle
18
Seigne, Elizabeth. „Contribution of personality factors to bullying in the workplace“. Thesis, University of Hull, 2002. http://hydra.hull.ac.uk/resources/hull:8470.
Der volle Inhalt der QuelleAnnotation:
Although many studies have investigated the contributing factors of workplace bullying, most have focussed on organisational factors, and few have explored the notion of personality as a contributory factor. This thesis represents an attempt to remedy this deficiency and to throw some light on the role played by personality. This thesis is based on three main studies and is divided into six main sections: The first explores the literature of bullying behaviour and personality; the second examines the antecedents of workplace bullying; the third and fourth sections explore the notion of a victim and bully profile respectively; the fifth section examines bullying at an organisational level, and the sixth section includes a final discussion of findings in this thesis. Chapter One of the literature review is divided into three parts, with the first part concerned with the various definitions of the behaviour, the second part surveys what is known about bullying in schools for the light it might throw on adult bullying practices, and the third part examines earlier work on bullying in the workplace. Chapter Two is concerned with the literature on personality variables in connection with bullying, and whether it is possible to find a personality profile for victims and for bullies. In the third chapter the results from a pilot study are presented, the first to be conducted in Ireland. It examines results obtained from 30 self-selected victims, who were interviewed and given a personality test (Cattells' 16PF5). Factors contributing to bullying and the effects of bullying were explored, as were the victims' personality and their perception of the situation. Organisational factors such as stressful and hostile working environments, also the senior position of bullies, their aggressive behaviour and personality were cited by victims as reasons for being bullied. Most victims reported psychological effects ranging from anxiety to fear, and physical effects ranging from disturbed sleep to behavioural effects such as eating disorders. In relation to personality, many victims felt they were different, and were found to be anxious, apprehensive, sensitive, and emotionally unstable. Action taken by victims ranged from consulting personnel to taking early retirement. The aim of the investigation reported in Chapter Four was to extend the pilot study and to attempt to make up for its limitations. Thus, a control group of non-victims was employed, the number of respondents was increased, interviews were conducted in the workplace, and a revised interview schedule and a more appropriate personality test was included. The sample comprised 60 victims and 60 non-victims, employees from two large organisations in Dublin. Both samples responded to a semi-structured questionnaire and completed the ICES Personality inventory (Bartram, 1994; 1998). Results showed that victims were less independent and extraverted, more unstable and more conscientious than non-victims. The results strongly suggested that personality does play a role in workplace bullying and that personality traits may give an indication of those in an organisation who are most likely to be bullied. In an extension to the main enquiry, the history of respondents with regard to their experience of bullying at school was examined. Four groups were formed: (1) those who had been bullied both at school and at work, (2) those who had been bullied at work, but not at school (3) those who had been bullied at school but not at work, and (4) those who had not been bullied at school or at work. The test results from each group showed that the victim profile was most marked for Group One; Group Four were nonvictims throughout their lives; Group Three also produced non-victim profiles; Group Two were most similar to Group One. In interpreting these findings it is tentatively suggested that Group Three (those without the typical personality characteristics of a victim) were able to shrug off the bullying they experienced at school, whilst Group Two had possibly escaped bullying at school because of the support available to them from family and friends, and from being team members of school debating societies and sports teams, support that was no longer available when they were adults. A subsidiary pilot study of Chapter Four re-assessed victims with additional tests of the Interpersonal Behavioural Survey (IBS) (Manger, Adkinson, Zoss, Firestone & Hook, 1980) and the Culture-Free Self-Esteem Inventories, second edition (CFSEI-2) (Battle, 1992). Results indicated that again, victims had high dependency and in addition, low self-esteem and direct aggression, poor assertiveness, and a tendency to denial and to avoiding conflict. Chapter Five represents an attempt to examine the personality characteristics of bullies, using the ICES and ms and a behavioural workplace questionnaire (BWQ). Although it proved difficult to obtain a large enough sample of bullies, findings were encouraging. Bullies proved to be aggressive hostile individuals, high in extraversion and independence. They were egocentric and selfish, without much concern for other's opinions. Most bullies said that they themselves had been bullied at work. Chapter Six extends the personality profiles of bullies and victims to consider their behaviour at an organisational level. Central to this chapter is an analysis of three case studies that serve to illustrate the view that it is a combination of personality and factors peculiar to the organisation that leads to institutional bullying. Case analyses revealed that hostile working environments tend to act as a trigger to release, for example, inherent aggression in bullies and inherent anxiety in victims. Findings suggest that bullying can be tolerated in organisations as long as it helps to achieve one or more goals of that organisation. Chapter Seven is devoted to a final discussion of the main findings, to suggest areas forfurther research, and to recommend policies to deal with bullying.
19
Taylor, Robert E. „A Quantitative Relationship Between Spirituality, Stress, and Burnout among Office Workers“. Thesis, Keiser University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13858402.
Der volle Inhalt der QuelleAnnotation:
This study employed a quantitative correlational research design to determine the extent of the relationship between professionals' spirituality, stress, and different dimensions of burnout in the workplace. Instruments included the Daily Spiritual Experience Scale (DSES), the Perceived Stress Scale (PSS), and the Maslach Burnout Inventory – General Survey (MBI-GS) Burnout Inventory. The study was conducted among male and female full-time employees working in an office setting located in the United States of America ( N = 92) using an internet-based questionnaire service. Results indicate that spirituality was positively correlated with the Exhaustion and Cynicism burnout dimensions, and negatively correlated with the professional efficacy burnout dimension. The findings suggest that spirituality is a crucial predictor of occupational stress and burnout in the workplace and could be used as a coping strategy.
20
COSTA, VITOR HUGO LOUREIRO BRUNO. „BURNOUT IN BRAZILIAN WORKERS: THE RELATIONS OF THE SYNDROME WITH PERSONALITY TRAITS AND SOCIODEMOGRAPHIC VARIABLES“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=34143@1.
Der volle Inhalt der QuelleAnnotation:
PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIROCONSELHO NACIONAL DE DESENVOLVIMENTO CIENTÍFICO E TECNOLÓGICO
O burnout é uma síndrome psicológica resultante do estresse crônico proveniente do ambiente de trabalho. Ele é caracterizado por três dimensões: Exaustão Emocional, Despersonalização e baixa Realização no Trabalho. O objetivo da presente pesquisa foi investigar o papel das variáveis sociodemográficas (sexo, idade e escolaridade), dos fatores contextuais e dos traços de personalidade no desfecho do burnout. No total, 343 profissionais brasileiros (75,80 por cento mulheres) responderam à uma bateria online de pesquisa. Os(as) respondentes eram atuantes nas áreas da saúde, educação, serviços administrativos, segurança, bancários e atendimento ao público (e.g. telemarketing, call-centers). Os resultados obtidos não apresentaram relação estatisticamente significativa entre as variáveis sociodemográficas o burnout. Neuroticismo e a Abertura à experiência foram os traços de personalidade que apresentaram relação significativa com todas dimensões do burnout e a Socialização, com a dimensão de Despersonalização. Para todas as facetas do Burnout, o Neuroticismo foi o maior preditor (Beta = 0,60 para Exaustão Emocional, Beta = 0,48 para Despersonalização e Beta = 0,62 para a Realização no Trabalho). A partir dos dados, pode-se dizer que os recursos pessoais, principalmente os traços de personalidade, apresentam relação importante com o burnout, especialmente o traço de Neuroticismo.
Burnout is a psychological syndrome resulting from the chronic stress of the work environment. It is characterized by three dimensions: Emotional Exhaustion, Depersonalization and Low Personal Accomplishment. The objective of the present study was to investigate the role of sociodemographic variables (gender, age and level of education), contextual factors and personality traits in the outcome of burnout. In total, 343 Brazilian professionals (75.80 percent women) responded to an online battery of surveys. The interviewees were active in the areas of health, education, administrative services, security, banking and customer service (e.g. telemarketing, call centers). The results obtained did not present a statistically significant relationship between sociodemographic variables and burnout. Neuroticism and Openness to experience were the personality traits that presented significant relation with all dimensions of Burnout and Socialization, with the Depersonalization dimension. For all Burnout factors, Neuroticism was the most important predictor (Beta = 0,60 to Emotional Exhaustion, Beta = 0,48 to Depersonalization and Beta = 0,62 to Low Personal Accomplishment). Personal resources, especially personality traits, have an important relation with burnout, especially the trait of Neuroticism.
21
Huang, Jialin. „Does the negatively-worded item effict exist in personality measures? A meta-analysis“. Thesis, Illinois Institute of Technology, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3664037.
Der volle Inhalt der QuelleAnnotation:
This study meta-analyzed IRT item discrimination parameter estimates and CFA item loadings to explore the methodological effect of negatively-worded items in personality measures. We found three important moderators that determined whether the negatively-worded item effect affected a scale. The first moderator was the manner in which the scale was defined. We found a strong negatively-worded item effect for Neuroticism but not for Emotional Stability. The personality scale was also a moderator, with a negatively-worded item effect being observed for Agreeableness, Extraversion, Neuroticism, and Openness but a positively-worded item effect for Emotional Stability and Conscientiousness. Third, low-motivation samples tended to produce a larger negatively-worded item effect. Moreover, there was no statistically significant difference between personality and non-personality inventories regarding the negatively-worded item effect. Finally, item negation did not produce the expected effect. Practical implications and limitations of the study are discussed.
22
Maritz, Anita. „The attitude of different therapists to cluster B personality disorder“. Master's thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/11823.
Der volle Inhalt der QuelleAnnotation:
Bibliography: leaves 95-99.This study aims to explore therapists' attitudes, and therapeutic work with patients diagnosed with cluster B personality disorder, that is anti-social, narcissistic, borderline or histrionic personality disorder, in accordance with the diagnostic criteria as described in the Diagnostic Statistical Manual. The study also aims to discuss treatment choices for patients diagnosed with anti-social, narcissistic, borderline or histrionic personality disorder as well as the value and use of the Diagnostic Statistical Manual as diagnostic tool.
23
Williams, Brittany V., und Jill D. Stinson. „Evidence for the Redefinition of Borderline Personality Disorder as an Emotion Regulation Disorder“. Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/7966.
Der volle Inhalt der QuelleAnnotation:
Recent discussion of proposed changes to the 5th version of the Diagnostic and Statistical Manual of Mental Disorders highlighted the struggle to categorize and define the characteristics of persons who present with Borderline Personality Disorder (BPD). BPD has traditionally been defined as a personality disorder, assuming a distinct trajectory and prognosis that sets it apart from other mood disorder diagnoses. However, early discussion in the development of the DSM-V introduced the possibility of BPD as one of several disorders existing on a shared mood disorder or emotion-regulation disorder spectrum. The final, published DSM-V retained BPD as a personality disorder on a diagnostic spectrum apart from mood or emotion regulation disorders; however, does BPD represent a broader and persistent difficulty with emotion regulation, rather than a disorder of the personality? In the current study, 73 psychiatric inpatients in a state-operated forensic hospital and 428 undergraduate students from a local university were administered the Difficulties in Emotion Regulation Scale (DERS), as well as the BPD section of the Structured Interview for the Diagnosis of Personality Disorders, DSM-IV version (SIDP-IV). Total and subscale scores on the DERS were correlated with individual symptom ratings from the SIDP-IV Borderline. Results suggest many of the subscales representing different facets of emotion regulation evidenced low to moderate correlations with symptoms of BPD. The subscales of the DERS least associated with symptoms and diagnosis of BPD are those that emphasize cognitive regulation of emotional experiences. Thus, it is likely that BPD would fit well within a conceptualization of emotion regulation disorder. Results also suggest some differences between groups, where more overlap between constructs exist for college students rather than psychiatric inpatients, with the least associated constructs are those that emphasize both cognitive and behavioral components of emotional regulation.
24
Matamala, Alejandra. „Work Engagement as a Mediator Between Personality and Citizenship Behavior“. FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/507.
Der volle Inhalt der QuelleAnnotation:
This study examined individual differences as precursors to engagement, then assessed whether engagement was a mechanism through which the personality variables led to organizational outcomes. Specifically, this study assessed how the relationships between select personality dimensions and citizenship behavior (OCB), both individual (OCB-I) and organizational (OCB-O), were mediated by work engagement using two distinct measures. Undergraduate working students at Florida International University completed surveys that measured their personalities, levels of work engagement, and citizenship behaviors in the work setting. Correlations and multiple regressions were used to assess the relationships between variables. Results confirmed several of the hypotheses, including the effects of personality on engagement and engagement on OCB. Select hypotheses involving mediation were supported, of which further support was found for the UWES measure over the MBI-GS. Results from a coworker sample contribute to the literature by complementing these results linking personality, work engagement, and OCB.
25
Cashmore, Daniel Karl. „Performance differences in diverse contexts: The role of personality“. CSUSB ScholarWorks, 2010. https://scholarworks.lib.csusb.edu/etd-project/2951.
Der volle Inhalt der QuelleAnnotation:
This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.
26
Björklund, Susann. „What could a 4 temperament-based personality type system reveal about aid workers in the humanitarian field?“ Thesis, Uppsala universitet, Teologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-278815.
Der volle Inhalt der QuelleAnnotation:
The humanitarian sector is in need to prioritize its human resources. Inadequate recruitment processes, aid workers that enter the field unprepared, failed interrelationships and team dissatisfaction leads to poorer work quality, poorer health, and a high employee turnover that are costly for the field, and negative on the side of accountability to the beneficiaries of aid. In order to address these problems the study is investigating the use of a personality type system tool developed by the researcher, the 4mpt-system (4 major personality types-system),that tentatively is constructed as a tool to be applied within human resources in the humanitarian sector to access individual preferences and character traits that would facilitate in addressing the issues mentioned above. The data is gathered via in-depth semi-structured interviews of 7 informants working in the international humanitarian sector. The first objective is to study the reliability and validity of the 4mpt-system. The second objective is to study what information that could be accessed via the 4mpt-system tool from the 7 informants participating in the study. The result of the study would demonstrate that all of the informants could be assigned to a specific temperament type via a qualitative data analyze method designed from the 4mpt-system and that the temperaments affected the informants to a large extent (from motivations and skills to organisational preferences and personal belief systems). Further, the answers of the informants matched the theoretical definitions of the traits assigned to the temperament types by Keirsey (1998) and Fisher (2009), which was a positive indication for a good validity of the 4mpt-system. By verifying the similarity between the answers of informants assigned to the same temperament type, validity was further confirmed. The results of the study supported the reliability and validity of the 4mpt -system. The type of information that could be accessed via the 4mpt-system in the study was among other the motivation for beginning in the humanitarian field, work task preferences, professional skills, problem-solving approaches, decision making processes, likes and dislikes with work and work tasks, organisational structure preference, preference for working directly in the field or working from the office, and general outlooks and personal belief systems.
27
Heath, J. „The cult of personality and self-presentation in the literary works of Stefan Heym“. Thesis, University of Cambridge, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.603931.
Der volle Inhalt der QuelleAnnotation:
Earlier studies of Stefan Heym have tended to mention the ‘cult of personality’ only in passing, but the investigation of megalomaniac, and usually historical, figures is a focal point of both his literary and journalistic output. Viewed in its broader sense, the cult of personality can be found throughout his works, and not solely in those which confront the legacy of Stalinism. This study charts the progression of Heym’s investigation into charismatic attraction and deliberate image cultivation. It first examines the pieces of his youth, and those in which he recognises the phenomenon within American society and post-war communism. Attention is then turned to demystification of the Stalin cult through the veiled criticism contained within his historical fiction written in the GDR, in which, crucially, pre-Stalinist forbears are identified. Heym’s approach to the problem is also problem is also examined in texts published after reunification and thus devoid of self-censorship. Heym’s focus was not restricted to charismatic performance on the political level alone; the social level of personal interaction represents a significant aspect of his fiction. Thus the function of ‘minor characters’ is given considerable attention, both as followers or creators of leader figures and in the context of the individual’s role as an agent of history. Against this background, Heym’s understanding of the writer’s role in society is considered and the question raised as to whether he himself developed a ‘cult’ of the dissident intellectual or literary figure. Much use is made of previously unexplored material from Heym’s personal archive in Cambridge University, while the archive itself is examined as a literary form and as an essential part of Heym’s own self-presentation.
28
Pereira, João G. „What works in mentalization-based treatment : systematic case studies in personality disorder and addiction“. Thesis, Middlesex University, 2014. http://eprints.mdx.ac.uk/13513/.
Der volle Inhalt der QuelleAnnotation:
A review of the literature in personality disorders leaves no doubt that more research is needed for the understanding and management of this clinical condition. The frequent misuse of drugs and alcohol within this population adds an extra complication for the treatment of these individuals who are often neglected or mistreated by the health care system. The creation of specialist personality disorder teams following the National Institute of Mental Health (NIMH) report in 2003 gave new hope for both patients and professionals working in this area. Mentalization Based Treatment (MBT) is one of the promising psychological interventions for personality disorders, and there is evidence that it works for Borderline Personality Disorder. The aim of this study was to investigate if MBT is effective in patients with various concomitant personality disorder types and with co-morbid addiction problems. Since most research has focused on whether MBT works, it seemed important to also find out ‘what’ is it that works in MBT i.e. what are the helpful therapy processes or ‘ingredients’ of change. A research based MBT program was established in an outpatient setting, with six patients considered to be suitable; they engaged in twice weekly group psychotherapy, periodic clinical reviews with the consultant psychiatrist in psychotherapy and additional support from a psychosocial nurse, all within a mentalizing framework. Close links with the Community Mental Health Team and the Community Drug and Alcohol Service were maintained. An adjudicated form of the Hermeneutic Single Case Efficacy Design method (HSCED) was used, aiming to gain deep, contextual, knowledge into a small number of cases undergoing treatment. A rich case record was obtained for each case, including quantitative and qualitative data. Following the collection of data two researchers have engaged in a reflexive process, trying to gather affirmative and sceptic evidence regarding the efficacy and effectiveness of treatment. Nine ‘judges’ were then invited to give their expert opinion on each case resembling a legalistic trial. The judges rated their conclusions on a scale from 0% (no change) to 100% (changed completely), indicating that after one year of treatment the patients have made considerable (60%) positive changes and that these changes can be attributed to the therapy programme to a substantial (80%) degree. A number of treatment ‘ingredients’ have been discovered but these appear to be common factors in many psychotherapeutic approaches rather than specific to MBT. The HSCED method was considered to be an appropriate choice, showing that it can be of value in cases of severe disturbance within complex treatment programs. Nonetheless, some adaptations are recommended.
29
Gastelumendi, Gonçalves Camila, und Luján Beatriz Oré. „Personality and Coping in Peruvian volunteers for poverty alleviation“. Pontificia Universidad Católica del Perú, 2013. http://repositorio.pucp.edu.pe/index/handle/123456789/100259.
Der volle Inhalt der QuelleAnnotation:
This study explores the relationship between coping styles and strategies, and personality styles in a sample of 41 young volunteers of an institution that alleviates poverty in Lima. Peruvian adaptations of COPE and MIPS scales were administered. The results show that volunteers have higher scores on adaptive coping strategies. High scores in some particular personality styles were reported, which allowed to establish a personality profile of this group. According with theoretical framework, most coping strategies correlated with most personality styles, revealing four particular tendencies in these volunteers: they wish to have contact with other people, they usually see positive aspects of situations, they look forward for challenges, and they developed adaptive coping strategies.El presente estudio explora la relación entre los estilos y estrategias de afrontamiento, y los estilos de personalidad en un grupo de 41 voluntarios de una institución de lucha contra la pobreza en la ciudad de Lima. Se utilizó las escalas COPE y MIPS adaptadas al medio. Los hallazgos revelaron que los voluntarios utilizan estrategias de afrontamiento adaptativas. Los estilos de personalidad que caracterizaron a la muestra permitieron determinar un perfil de personalidad del grupo. De acuerdo con la teoría revisada ambas variables psicológicas resultaron estar asociadas en este grupo de estudio, revelando cuatro tendencias particulares en los voluntarios: deseo por el contacto con los demás, disposición a buscar el lado positivo de las situaciones, interés por asumir retos, y desarrollo de estrategias de afrontamiento adaptativas.
30
LaCava, Alyssa. „Grit: The Moderator between Workaholism and Work-Family Conflict“. Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1504194390225498.
Der volle Inhalt der Quelle
31
Nuttall, L. D. „Personality disorder : no longer a diagnosis of exclusion? : law, policy and practice in Scotland“. Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/17417.
Der volle Inhalt der QuelleAnnotation:
Personality disorder has been and continues to be a contested diagnosis. Those who attract this form of diagnosis have been particularly vulnerable to the effects of stigma and have tended to be excluded from service provision. This thesis provides an examination of how recent developments in law, policy and practice have impacted upon the status of personality disorder as a diagnosis of exclusion in Scotland. The theoretical framework that provides this thesis with its structure is derived from the post-empiricist approach proposed by Derek Layder. This approach seeks to contextualise emergent inductive findings within a broader historical and contemporary analysis. In the case of this research the broader context consists of the interplay between mental health law, policy and practice in the field of mental health and the diagnosis of personality disorder more specifically. The empirical enquiry at the core of this thesis is based upon an analysis of the views, beliefs and expectations of front-line staff (psychiatrists and social workers qualified as mental health officers) involved in the process of assessment and service provision. In addition to front-line staff (n = 27) a range of key informants who were in a position to shed light on the strategic imperatives underpinning recent developments in law and policy were also interviewed. This analysis is contextualised within a review of key developments in law and policy that have particular significance for anyone who may attract a diagnosis of personality disorder. Despite the ostensibly inclusive approach towards those who may attract a diagnosis of personality disorder evident within the Mental Health (Care and Treatment) (Scotland) Act 2003, the reality is a highly selective and very limited inclusion of those who attract this form of diagnosis. The effective inclusion of those who may attract a diagnosis of personality disorder has been obstructed by several key impediments: 1: an insufficiently robust policy framework to drive forward the process of inclusion; 2: residual ambivalence towards the legitimacy of the diagnosis of personality disorder itself and the legitimacy of the claims made upon services by those who may attract a diagnosis of personality disorder; 3: insufficient and inadequately focused resources; 4: service structures that have not been redesigned sufficiently to engage successfully with service users who may attract a diagnosis of personality disorder. As a consequence of these impediments to inclusion, the majority of those who may attract a diagnosis of personality disorder in Scotland are likely to continue to face high levels of marginalisation and exclusion.
32
Redding, Blake. „Psychological climate, personality and organisational proactivity : an exploration of the relationship /“. [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18540.pdf.
Der volle Inhalt der Quelle
33
Palau, Domingo Ona. „Efecte diferencial de la burnout laboral en diverses professions assistencials: el paper de la personalitat, la salut i el clima social“. Doctoral thesis, Universitat de Lleida, 2016. http://hdl.handle.net/10803/399730.
Der volle Inhalt der QuelleAnnotation:
Aquest estudi va ser dissenyat amb la finalitat de comparar la percepció de la burnout entre quatre col•lectius professionals de la província de Lleida que fan feines assistencials. La mostra estudiada ha estat de 596 subjectes entre 19 i 60 anys (282 mestres, 83 infermers, 60 cuidadors i 171 mossos d’esquadra). La burnout s’ha mesurat amb el Maslach Burnout Inventory; la personalitat s’ha mesurat a través d’un inventari dels cinc grans factors de personalitat (BFQ), i la personalitat resistent a l’estrès s’ha mesurat amb el Personal Views Survey (PVS), el conegut qüestionari de salut de Goldberg (GHQ-28) i una selecció de subescales de la Work Environment Scale (WES). Els resultats informen que les/els infermers són les qui pateixen més esgotament emocional, i els qui menys, els mossos. Els cuidadors i les/els infermers són els qui se senten més realitzats en la seva feina, i el mossos són els qui presenten un nivell més elevat d’actituds negatives o despersonalització. S’ha obtingut un perfil de variables individuals predictores de la burnout en cada professió. Els resultats es discuteixen en el marc de les relacions entre burnout i variables individuals.Este estudio fue diseñado con el fin de comparar la percepción del Burnout entre cuatro col•lectivos profesionales que realizan trabajos asistenciales de la provincia de Lleida. La muestra estudiada ha estado de 596 sujetos entre 19 i 60 años (282 maestros, 83enfermeras, 60 cuidadores y 171 agentes de policía (mossos d'esquadra)). Se ha usado el Maslach Burnout Inventory para medir el síndrome de Burnout, para la personalidad se ha usado un inventario de los cinco grandes factores de personalidad (BFQ), la personalidad resistente al estrés se ha medido con el Personal View Survey (PVS), el conocido cuestionario de salud de Goldberg (GHQ-28) y una selección de subescalas de la Work Environement Scales (WES). Los resultados informan que las enfermeras son las que sufren más Agotamiento Emocional i los que menos los mossos d'esquadra. Los cuidadores y las enfermeras son los que se sienten más realizados en su trabajo, i los mossos d'esquadra son los que presentan más nivel de actitudes negativas o despersonalización. Se ha obtenido un perfil de variables individuales predictivas del Burnout en cada profesión. Los resultados se discuten en el marco de las relaciones entre Burnout y variables individuales.
This study was designed to compare perceptions of burnout among four professional groups offering a public service in the province of Lleida. Lleida. The sample was 596 subjects between 19 and 60 years (282 teachers, 83 nurses, 60 caregivers and 171 police officers). Burnout was measured with the Maslach burnout inventory, personality was measured through a Big Five Questionnaire, and stress-resistant personality was measured using the Personal Views Survey, the General Health Questionnaire de Goldberg (GHQ-28) and a selection of work environment scales. The results show that nurses suffer the most emotional exhaustion and police officers the least. Caregivers and nurses feel more accomplishment in their work, and police officers show a higher level of depersonalization or negative attitudes. A profile of individual variables emerged as predictors of burnout in each profession. The results are discussed regarding the relationship between burnout and individual variables.
34
Halepota, Jamshed Adil. „Determinants of work attributes and personality aspects towards employees’ job satisfaction“. Thesis, Brunel University, 2011. http://bura.brunel.ac.uk/handle/2438/6326.
Der volle Inhalt der QuelleAnnotation:
Organisations are constantly dealing with challenges to stay on competitive and doing well, that induces organisations to consistently reassess their plans, formations, course of actions, procedure, and development to remain cost-effective and retain effective workforce. To keep employees highly motivated, content, and effective is however a focal and major issue in the domain of employee job satisfaction because of enormous human involvement. Consequently human resource managers are keen to find the strategies to keep their workforce fully motivated and dedicated to their jobs. In this study dissimilar from prior studies researcher has applied work attributes (Herzberg, 1968; Adams, 1963) and personality aspects (Judge etal, 2001) to examine the relationship of work attributes and personality disposition with job satisfaction. In current era of Information technology revolution organisations across the globe confronting several challenges on different counts including to keep workforce motivated and effective to gain maximum from their skills. Keeping workforce motivated to reduce tardiness, absenteeism, misuse of resources, and turnover are major issues of concern in the domain of employee job satisfaction and human resources management. Therefore, human resources management practitioners, managers, and policy makers are enthusiastically concerned to know about the factors that may help to make workforce effective, motivated and contend with work. The aim of this Doctoral thesis was to study the determinants of employee job satisfaction. The objectives were to explore the organisational work attribute factors and employee personality aspects in Public healthcare sector of Pakistan Where various reforms introduced after implementation of new health policy called Health for All(HFA) lately. This study was categorised in seven parts staring with introduction stating the setting of the study which covers background of this empirical study and supplies the transparent context information. In second phase systemic carefully carried literature review led to theoretical frame work and hypotheses development in third phase. Onwards Survey Questionnaires were administrated to General physicians working in public hospitals for data collection purpose. Descriptive statistics, multi analysis of variance, and exploratory factor analysis with the help of Statistical package for social science (SPSS) was applied to analyse the data, hypotheses testing and confirmatory factor analysis were done with the help of structural equation modelling(SEM). Outcome generated discovered that perception of procedural justice, on job training, working conditions, esprit de corps (team work) and personality aspects self esteem, and self efficacy belief, were significantly and affirmatively correlated and neuroticism personality aspect negatively correlated with employee job satisfaction. However, employee job clarity, task significance perception and personality aspect of locus of control orientation were not found to be related with job satisfaction. Implications and recommendation of research for employee job satisfaction are also discussed.
35
Taggar, Simon. „Personality, cognitive ability and behaviour : the antecedents of effective autonomous work teams /“. *McMaster only, 1997.
Den vollen Inhalt der Quelle finden
36
Ross, Mary. „Personality, education and work : a study of young people in transition“. Thesis, University of Stirling, 1996. http://hdl.handle.net/1893/1965.
Der volle Inhalt der QuelleAnnotation:
This thesis reports a five year longitudinal study of 300 Scottish school leavers. The research used quantitative and qualitative techniques to intensively investigate the relationship between personality type and achievement and explore the transition from adolescence to adulthood. The researcher devoted considerable effort to ensuring that participants and schools could benefit from involvement in the study. The thesis includes the researcher's reflection on the role of her own subjectivity within the research process. The distribution of personality types was ascertained using the Myers Briggs Type Indicator (MBTI) based on Carl Jung's Theory of Types. The MBTI was administered to 298 4th year pupils and 72 teachers from two schools. The research findings indicate that extraverted participants were more likely to leave school earlier and with poorer qualifications than those who were introverted. Sensates were also more likely than intuitives to leave school at the end of their period of compulsory education with poorer qualifications. Thus the educationally most vulnerable group consisted of the young people who were both extraverted and sensing. A subgroup at particular risk was subjected to closer scrutiny and a case study provided. No type group was more likely than any other to become employed or unemployed. Participants were occupationally oriented even at the age of 14 with the young people in general fearing unemployment but still aspiring to a work identity. However, stable employment or unemployment were seldom reported after leaving school. Rather young people tended to report moving frequently between jobs, training and unemployment. 80 depth interviews conducted at 18 years indicated that the majority still did not regard themselves as adults, which was seen as characterised by assumption of responsibilities and the end of "fun". The thesis ends with recommendations for enhancement of the educational process.
37
Mellegers, Matthew Hendrick. „The Role of Personality Traits on Goal Commitment: A Moderation Analysis“. CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/616.
Der volle Inhalt der QuelleAnnotation:
Managers and researchers alike have long yearned for a solution to garner peak performance from employees. With the use Locke and Latham’s goal setting theory as a motivational foundational principle, goal commitment was predicted from four primary personality traits commonly found in scientific literature: general self-efficacy, conscientiousness, honesty/humility, and learning goal orientation. The possible moderation effect of goal difficulty on these relationships was also explored. 248 undergraduate students at California State University, San Bernardino were presented personality inventories, followed by an anagram word task, and were assigned to either an easy or hard goal condition. Goal commitment was measured at two phases during the assigned task. The results revealed that only self-efficacy and honesty/humility were significantly positively correlated with goal commitment; however, none of the relationships were moderated by goal difficulty. The results highlight the notion that goal-setting theory is more intricate and dynamic than previously assumed. Additionally, the results of the present study provide insight into the malleable nature of motivation, as well as the highlighting specific traits that may be beneficial in the selection for difficult occupations.
38
Hegge, Gloria. „The Subjective Experience of Women in Treatment for Borderline Personality Disorder“. Case Western Reserve University School of Graduate Studies / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=case1323404571.
Der volle Inhalt der Quelle
39
Herrmann, Ivana [Verfasser], Manfred [Akademischer Betreuer] Schmitt und Gisela [Akademischer Betreuer] Kammermeyer. „Effects of child care workers' personality on process quality in early child care / Ivana Herrmann ; Manfred Schmitt, Gisela Kammermeyer“. Landau : Universität Koblenz-Landau, Campus Landau, 2020. http://d-nb.info/1219905534/34.
Der volle Inhalt der Quelle
40
Lambrechts, Van Zyl Amanda. „The role of personalistic variables in the experience of work-life interaction and its effect on employee work engagement“. Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85743.
Der volle Inhalt der QuelleAnnotation:
Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Employee engagement has become imperative for the long term sustainability and performance of organisations. In the current study, work-life interaction was hypothesized to have a direct effect on employee work engagement. Work-life balance, as a facet of work-life interaction, was defined in this study as having enough time to fulfil activities in both work and family contexts; maintaining a sense of equilibrium or harmony in life, having equal or balanced involvement, effort and time spent on various roles; as well as a balance between demands and resources in a person’s life, achieving a state of satisfaction in both employment and personal roles (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Work-life balance has positive consequences for the employee in the form of higher levels of satisfaction and commitment, and improved personal health and wellbeing. For the organisation it is associated with improved recruitment and retention, improved employee productivity and performance, improved organisational performance and profitability, and increased work engagement. In the current study the overarching concept of work-life interaction was utilised to guide the empirical research. The study was motivated by the intention to clarify the antecedents of work-life interaction in a particular work environment in order to inform efforts aimed at promoting positive work-life interaction. Personalistic traits were anticipated to influence the relationship between organisational variables and work-life interaction. A literature review has led to a theoretical model to be utilised in investigating the determinants of work-life interaction and whether the nature of work-life interaction experienced enhances employee work engagement. The aim of the study was to determine whether a negative relationship exists between role conflict, work demands and work-life interaction and a positive relationship exists between work-family culture and work-life interaction. The research further aimed to establish whether specific personalistic variables such as conscientiousness, neuroticism, agreeableness, negative affectivity, positive affectivity and emotional intelligence influence the relationships between the organisational variables and work-life interaction. The observed inter-correlations show that the organisational variables are weakly to moderately correlated with most of the work-life dimensions. The results confirmed that there are negative correlations between role conflict, work demand and the positive forms of work-life interaction, and positive correlations between these two variables and the negative forms of work-life interaction. In contrast, work-home culture is positively related to the positive forms of work-life interaction, and negatively to the negative forms of work-life interaction. The moderated regression analyses found that only neuroticism and agreeableness had significant moderating effects on the relationship between work demand and work-life interaction, whilst a greater number of mediating effects were observed. An overview of the multiple regression analyses with the work-home interaction dimensions as dependent variables, found a significant difference between the amount of variance explained by the organisational variables and the additional variance explained by the personalistic variables in two analyses pertaining to positive work-home interaction and positive home-work interaction. The study has confirmed the role of organisational variables in the experience of work-life interaction and the positive role of the work-home culture of the organisation has been highlighted. The results provided limited support for the role of personalistic variables as moderators and more substantial support for its role as mediators of work-life interaction. The impact of positive affectivity was especially noticeable. The results further indicated that work engagement was significantly positively correlated with positive work-home interaction, negatively correlated with negative work-home interaction, and positively correlated with positive home-work interaction. These findings provide additional motivation to include selected personalistic variables in the selection process so that the likelihood of work engagement could be optimised through increased work-live balance. It further suggests focusing the attention of employees suffering from negative work-life interaction on their personal processing of the challenges experienced and their coping strategies The results indicated that the conceptualised theoretical model was seriously flawed and too simplistic and that it required serious reconsidering.
AFRIKAANSE OPSOMMING: Werknemerbetrokkenheid het noodsaaklik geword vir die langtermyn volhoubaarheid en prestasie van organisasies. In die huidige studie is die hipotese gestel dat werk-lewe-interaksie werknemers se werksbetrokkenheid op ‘n direkte wyse bevorder. Werk-lewe-balans is in hierdie studie soos volg gedefinieer: Dit is om genoeg tyd te hê om aktiwiteite binne beide werk- en gesinsverband af te handel, deur ’n volgehoue sin van ekwilibrium of harmonie in die lewe te handhaaf, met gelyke of gebalanseerde betrokkenheid, insette en tyd gewy aan verskillende rolle, sowel as ’n balans tussen die eise en hulpbronne in ’n persoon se lewe, en die gevolglike bereiking van ’n vlak van bevrediging binne beide werk- en persoonlike rolle. (De Cieri, Holmes, Abbott & Pettit, 2005; Hudson, 2005). Werk-lewe-balans het ’n positiewe uitwerking op die werknemer, in die sin van hoër vlakke van werkstevredenheid en toewyding, en verbetering in persoonlike gesondheid en welstand. Vir die organisasie word dit geassosieer met verbeterde werwing en retensie van personeel, verbeterde werksproduktiwiteit en prestasie, verbeterde organisatoriese prestasie en winsgewendheid, en verhoogde werksbetrokkenheid. In die huidige studie is werk-lewe-interaksie as oorkoepelende konsep vir die doeleindes van die empiriese studie aanvaar. Die studie se oogmerk was om die aanleidende oorsake van die werk-lewe-interaksie in ’n bepaalde werksomgewing te identifiseer ten einde pogings te informeer wat gemik is op die bevordering van werk-lewe-balans. Die verwagting was dat persoonseienskappe die verhouding tussen organisatoriese veranderlikes en werk-lewe-interaksie sou beïnvloed. ’n Literatuuroorsig het gelei tot ’n teoretiese model wat gebruik is in ’n ondersoek na die determinante van werk-lewe-interaksie en die vraag of werk-lewe-balans werknemers se werksbetrokkenheid verhoog. Die doel van die studie was om vas te stel of daar ’n negatiewe verhouding is tussen rolkonflik, werkseise en werk-lewe-interaksie, en ’n positiewe verhouding tussen werk-lewe-kultuur en werk-lewe-interaksie. Die navorsingsprojek het verder beoog om te bepaal of spesifieke persoonsveranderlikes soos pligsgetrouheid, neurotisisme, aangenaamheid, negatiewe affektiwiteit, positiewe affektiwiteit en emosionele intelligensie die verhoudings tussen die onafhanklike veranderlikes en die afhanklike veranderlikes respektiewelik beinvloed. Die waargenome interkorrelasies het getoon dat die organisatoriese veranderlikes swak tot matig gekorreleer het met die meerderheid werk-lewe-interaksie veranderlikes en werknemerbetrokkenheid. Die resultate het bevestig dat daar negatiewe korrelasies was tussen rolkonflik, werkseise en die positiewe vorms van werk-lewe-interaksie, en positiewe korrelasies tussen hierdie twee veranderlikes en die negatiewe vorms van werk-lewe-interaksie. Daarteenoor is werk-lewe-kultuur positief verbind met positiewe vorms van werk-lewe-interaksie, sowel as werknemerbetrokkenheid, en negatief aan die negatiewe vorms van werk-lewe-interaksie. Die gemodereerde meervoudige regressie-ontledings het getoon dat slegs neurotisisme en inskiklikheid beduidend die verband tussen die organisatoriese veranderlikes en die werk-lewe-interaksie dimensies gemodereer het, terwyl daar ‘n groter getal bemiddelende effekte waargeneem is. In ’n oorsig van die meervoudige regressie-ontledings met die werk-lewe-interaksie dimensies as afhanklike veranderlikes, is ’n betekenisvolle verskil gevind in die variansie verklaar deur middel van die organisasie veranderlikes en die bykomende variansie wat deur die persoonsveranderlikes verklaar is. Die studie het die rol bevestig van organisatoriese veranderlikes in die ervaring van werk-lewe-interaksie; en die positiewe rol van die werk-lewe-kultuur van die organisasie is uitgelig. Die resultate het beperkte steun verleen aan die rol van persoonsveranderlikes as moderators van die verband tussen organisatoriese veranderlikes en werk-lewe-interaksie, maar meer substansiële steun aan persoonsveranderlikes as mediators van hierdie verband. Die impak van positiewe affektiwiteit was veral opmerklik. Die huidige bevindinge het getoon dat werknemer betrokkenheid beduidend positief korreleer het met positiewe werk-huis-interaksie, negatief gekorreleer het met negatiewe werk-huis-interaksie, en positief gekorreleer het met positiewe huis-werk-interaksie. Hierdie bevindinge verskaf bykomende motivering om geselekteerde persoonsveranderlikes in die seleksieproses in te sluit, sodat die waarskynlikheid van werknemerbetrokkenheid geoptimaliseer kan word deur verhoogde werk-lewe-balans. Dit dui verder ook daarop dat die aandag van werknemers wat negatiewe werk-lewe-steurings ervaar, gefokus moet word op hul persoonlike verwerking van die uitdagings wat hulle in die gesig staar en hul hanteringstrategieë. Die resultate het aangetoon dat die gekonseptualiseerde teoretiese model ernstig gebrekkig en simplisties was en dat ernstige herbesinning daaromtrent nodig is.
41
Ward, Steven Donald. „A Study of Gender and Personality Factors in Work-Family Conflict Models“. PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4757.
Der volle Inhalt der QuelleAnnotation:
There were three underlying purposes to this study: 1) To test the main effect of gender on work -> family and family -> work conflict; 2) To re-examine the predictors of inter-role conflict used by Frone, Russell, and Cooper (1992) (i.e., job involvement, job stress, family involvement, and family stress); and 3) To investigate the importance of using personality characteristics as predictors of how individuals deal with inter-role conflict. A questionnaire was assembled, consisting of: a work -> family conflict spillover scale, a family -> work conflict spillover scale, a job involvement scale, a family involvement scale, a job stressors scale, a family stressors scale, and two sub-scales from the California Psychological Inventory (i.e., the Managerial Potential scale and the Work Orientation scale) . Questionnaires were completed by 134 employees of a civil service agency. Results indicated that gender was not a significant predictor of either work -> family or family ->work conflict. Job stress was found to be a significant predictor of both work -> family, and family ->work conflict. Where as family stress was found to be a significant predictor of family -> work conflict only. Job involvement was found to be a significant predictor of work -> family conflict for managers only. When all predictors were assessed simultaneously, Work Orientation was the only variable found to be a significant predictor of work -> family conflict. The results from this study clarify and add to Frone, Russell, and Cooper's (1992) study of the work-family interface.
42
Grundy, Susan Erin. „Perceived work-related stressors, personality, and degree of burnout in firefighters“. Scholarly Commons, 2000. https://scholarlycommons.pacific.edu/uop_etds/2436.
Der volle Inhalt der QuelleAnnotation:
Occupational burnout continues to be a topic of great interest to those individuals who are concerned with the influence of work stress on mental health. Although many workers from a variety of occupations have been the focus of studies of burnout, there are few studies of burnout in firefighters. In conjunction with studying the obvious factors which are believed to be related to burnout in workers, there has been a call for researchers to include personality variables in the study of work stress. Neuroticism has been found to be related to the identification of work-related stressors as well as to be related to the impact of the stressors on workers. The purpose of this study was to determine the perceived work-related stressors of firefighters and to determine the predictors of burnout after controlling for age and the personality variable of neuroticism. The research participants for this study included 142 firefighters from the Western U.S. Participants completed questionnaires that included demographic data, work-related background information, perceived work-related stressors, a measure of burnout, and a measure of neuroticism. Following an analysis of the quantitative data obtained from the questionnaires, ten firefighters were interviewed for the purpose of gaining in-depth information regarding the responses in the questionnaires. The findings of this study indicated that there was a great deal of variety in what each participant perceived to be a work-related stressor. A content analysis technique yielded 12 categories of stressors: coworker conflict, patient-related, general work duties, administration, sleep-related, budget-related, change in work station, personal, danger to self, 9-1-1 abuse, public-related, and child abuse. The results of the hierarchical multiple regression analysis showed that after controlling for age (step 1), neuroticism (step 2) predicted approximately 21% of the variance in emotional exhaustion, 9% of the variance in depersonalization, and almost 7% of the variance in personal accomplishment. After controlling for age and neuroticism, objective and perceived work-related stressors accounted for an additional 14.6% of the variance in emotional exhaustion and for 13.9% of the variance in depersonalization. Only the objective work-related stressors accounted for an additional 8.9% of the variance in personal accomplishment.
43
Davies, Benedict George. „Genealogies and personality characteristics of the workmen in the Deir el-Medina community during the Ramesside Period“. Thesis, University of Liverpool, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309952.
Der volle Inhalt der Quelle
44
Mathis, Diane Lynne, und Virginia Lynne Reed. „Differences between personality traits of DCS intake and carrier workers, their goodness of job fit, and its effect on job satisfaction“. CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2081.
Der volle Inhalt der QuelleAnnotation:
The purpose of this study was to determine if there is a different personality trait between Department of Children's Services, intake and carrier workers. If there is a difference, does it effect job satisfaction when the worker is placed in a position that is not compatible with their personality trait?
45
Rumpza, Laci Marie. „Borderline Personality Disorder: The Frequency of Disclosure and the Choice to Disclose“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/501.
Der volle Inhalt der QuelleAnnotation:
The goals of this study were threefold: (1) to identify what percentage of psychologists and clinical social workers disclose the diagnostic label BPD to their patients, (2) to identify factors that influence disclosure, and (3) to gather data about the choice to disclose or not to disclose. The MUM effect was used as the theoretical framework. A sequential explanatory mixed methods design including an online survey was used during the first phase. A total of 125 psychologists and 45 social workers participated in the Phase 1 of the study. The majority of participants stated that they either always or usually disclose diagnostic information. Multiple linear regression analyses were used to predict if there was a significant relationship between the independent variables concerns for self, concerns for the patient, societal norms, gender of the professional, professional occupation, theoretical orientation, and frequency of working with individuals diagnosed with BPD and the dependent variable disclosure. The results indicated a significant relationship between societal norms, gender of the professional, and frequency of working with individuals diagnosed with BPD and disclosure. Telephone interviews were conducted during Phase 2 of the study with a subset of the original sample and included 13 psychologists. The data were analyzed using content analysis with an emphasis on constant comparison. The results demonstrated that, of the 13 psychologists, concerns for the patient, concerns for self, and societal norms impact disclosure. Participants also expressed concerns about the stigma of the diagnosis and disclosure leading to defensiveness or negatively impacting the therapeutic relationship. This study may stimulate future research into disclosure and will inform the efforts of mental health workers in their efforts to establish more transparency and trust in their practices.
46
Chang, Edward C., Zunaira Jilani, Tina Yu, Erin E. Fowler, Jiachen Lin, Jon R. Webb und Jameson K. Hirsch. „Fundamental Dimensions of Personality Underlying Spirituality: Further Evidence for the Construct Validity of the Rite Measure of Spirituality“. Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/670.
Der volle Inhalt der QuelleAnnotation:
This study examined the construct validity of the RiTE as a multidimensional measure of spirituality in relation to the five-factor model of personality in a sample of 325 college students. Results of correlational and regression analyses provided support for the notion that the dimensions of ritualistic, theistic, and existential spirituality tapped by the RiTE, are empirically distinguishable. Overall, our findings provide further evidence for the construct validity of the RiTE and for the potential value of measuring spirituality as a multidimensional phenomenon in the study of religious processes.
47
Moses, Olivia. „Gender, Race, and Childhood Abuse as Predictors of Borderline Personality Disorder“. Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etd/3785.
Der volle Inhalt der QuelleAnnotation:
Borderline Personality Disorder (BPD) is a debilitating personality disorder that impacts anywhere between 1% to 5% of Americans. Studies claim that women are significantly more at risk than men to suffer from this disorder and may experience stronger symptoms. Previous research has found that victims of childhood abuse such as sexual abuse, physical abuse, and neglect are more at risk for developing Borderline Personality Disorder as adults, particularly when abuse is paired with genetic susceptibility. Some researchers claim that there are no detectable racial differences in Borderline Personality Disorder, but previous studies often have very small sample sizes taken from clinical patients. To examine the sociological patterns of BPD diagnosis with a representative population sample, data was analyzed from the National Epidemiologic Survey on Alcohol and Related Conditions to examine gender, race, and childhood abuse as predictors. Results show that racial minority status is actually a stronger predictor than gender. Examining intersectional effects shows that black women and Native American men have significantly elevated risks for BPD in adulthood. Overall, a history of sexual and emotional abuse are the most significant driving factors of BPD, regardless of race and gender.
48
Schwarz, Carla Ana. „Burnout, compassion fatigue, and compassion satisfaction| Relationships with the treatment of individuals with personality disorders“. Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1522600.
Der volle Inhalt der QuelleAnnotation:
The purpose of this study was to examine relationships between the treatment of people diagnosed with Personality Disorders and the experiences of burnout, compassion satisfaction, and compassion fatigue among mental health professionals.
Thirty-six mental health professionals completed a self-report survey using the Professional Quality of Life (ProQOL) Scale and indicated the percentage of individuals with Personality Disorders on their current caseloads. The results indicated that, on average, the mental health professionals had low levels of burnout and compassion fatigue and high levels of compassion satisfaction. Additional results indicated a significant positive relationship between the treatment of individuals diagnosed with Personality Disorders and compassion fatigue. Trends were apparent for burnout and compassion satisfaction.
Future research should include a larger and more diverse sample. Implications for social work practice and policy are that there should be more focus on self-care strategies for mental health professions treating a high percentage of individuals diagnosed with Personality Disorders.
49
Snyder, Frank R. „A study of Jungian personality typology and values of future administrators and social work clinicians“. The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1335541919.
Der volle Inhalt der Quelle
50
Evans, Hannah. „The influence of personality traits and ICT use on the boundary management of home-based teleworkers“. Thesis, Loughborough University, 2018. https://dspace.lboro.ac.uk/2134/33179.
Der volle Inhalt der QuelleAnnotation:
This mixed methods study contains two studies that are linked together sequentially to explore the work/nonwork boundary management of home-based teleworkers through the overarching research question: Do personality traits and ICT use influence how teleworkers manage their work-nonwork boundary? Mobile ICT s such as smartphones are becoming increasingly more important for work and they can have a boundary blurring effect on the work-nonwork boundary as they may be used at anytime and anywhere. However, the issue of how personality traits influence ICT use and work-nonwork boundary management has been neglected, particularly in a teleworking context. As people manage their work-nonwork boundaries differently and some people work better at home than others, it is not known to what extent personality traits play a role in boundary management and ICT use. Study One explores the relationships between the big five personality traits of conscientiousness, extraversion and neuroticism, the facet level traits of dutifulness, gregariousness, and impulsiveness and work/nonwork boundary interruptions. It also explores the relationships between these traits and frequency of technology use for work purposes and the relationship of ICT s (smartphones, tablets and laptops) to work/nonwork boundary interruptions. Data was collected via an online survey, with recruitment from social media sites and Local Authorities totalling 391 usable responses. Conscientiousness was found to be negatively related to work-nonwork and nonwork-work interruptions, dutifulness negatively related to nonwork-work interruptions, neuroticism positively related to work-nonwork interruptions and impulsiveness positively related to nonwork-work interruptions. Personality traits were found to have small correlations to boundary interruptions which was a new finding, although it was expected that the correlations might have been larger than they were found to be. Extraversion was positively related to frequency of laptop use and extraversion and gregariousness were positively related to frequency of smartphone use, neuroticism was negatively related to frequency of smartphone use which were new findings in a work context. Frequency of ICT use was positively related to work-nonwork interruptions, with smartphones showing the highest correlation, followed by tablet and then laptop displaying a stepped effect. This finding of a stepped effect was new and suggests that the portability of smartphones makes them much easier to connect to work out of hours, than laptops and tablets. The second study included interviews from 20 participants who had completed the survey, four from each of five boundary management groups (Strong Segmentors, Strong Integrators, Moderate Managers, Work Boundary Protectors and Family Boundary Protectors). The groups were derived from scores from the survey data, in order to investigate in more depth, other factors that influenced boundary management interruptions that were not picked up in Study One and specifically the idiosyncrasies of ICT use between groups. The qualitative data was analysed via Template Analysis and the final themes in the template were Boundary Management, Crafting Work, Individual Differences, Telework and Interruptions. The theme of Boundary Management was dealt with in this study. Some key findings were that Study Two built upon Study One by finding that proactivity was a key theme and that this trait may be particularly active while individuals are teleworking due to the context. ICT s were used in a way that reflected the wide ranging boundary management preferences of the individuals using them.