Dissertations / Theses on the topic 'Adaptability skills'

Thesis (Ph. D.)--George Mason University, 2007.
Title from PDF t.p. (viewed Jan. 18, 2008). Thesis director: Stephen J. Zaccaro. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Vita: p. 95. Includes bibliographical references (p. 88-94). Also available in print.

Paramedics in South Africa are among the best in the world (MacFarlane, van Loggerenberg, & Kloeck, 2005). However, the domain of pre-hospital emergency care is fraught with challenges and paramedics face numerous personal and professional difficulties. South Africa, with its diverse patient population and challenges, cannot afford to undermine the importance of supportive interventions for emergency medical technicians. Whilst there is a growing body of literature examining the effectiveness of mental skills training in the sporting domain (Gould, Dieffenbach, & Moffett, 2002; Landers & Boutcher, 1998), there is a lack of research on mental skills training as it pertains to paramedics. It is argued here, that the use of mental skills training derived from sporting science and adapted for the military, provides the most comparable context in relation to the paramedic industry. This study thus aims to explore the adaptability and applicability of military mental skills training techniques in the context of South African paramedics. This study made use of an exploratory, qualitative case study design, focusing on participatory research strategies. The analysis revealed that various aspects of existing military mental skills models can be adapted to be of relevance in the emergency medical services field as it related to three paramedic participants. A prominent emerging theme was that of PTSD among paramedics, and it was an area that the participants felt should receive much more attention, research and intervention.

Purpose. The purpose of this study was to identify the degree of principal leadership style adaptability and teacher use of effective teaching skills in schools where a staff development program in effective teaching skills has been institutionalized.;The null hypothesis to be tested was: In a school division where a staff development program in effective teaching skills has become institutionalized, teacher use of effective teaching skills will not be significantly different in schools with significantly different degrees of principal leadership style adaptability.;Method. The population of the study included elementary principals and teachers in a large urban school division in Virginia. This school division was selected because the staff development program in effective teaching skills was ten years old and met the requirements for institutionalization. The principals had been assigned to their schools for a year or more and teachers had been trained in the division-wide staff development program in effective teaching skills.;Teachers at three schools completed Hersey and Blanchard's Leader Effectiveness and Adaptability Description which measured the principal's leadership style adaptability. The adaptability scores were analyzed using t-tests. Teachers who had completed teacher effectiveness training were observed and rated using the Instructional Skills Observation Instrument by Wolfe, which measured use of effective teaching skills. These scores were analyzed by using one-way analysis of variance.;Findings and Conclusions. The t-test revealed a significant difference in principal leadership style adaptability in School A and B and School A and C. Analysis of data collected by observers by using analysis of variance showed a significant difference between School A and B and School A and C in use of effective teaching skills. This led to the rejection of the null hypothesis.;The null hypothesis was rejected at high levels of confidence. It was concluded that the leadership style adaptability of school principals has an effect on whether a teacher uses effective teaching skills learned through a staff development program. This study suggests that when undertaking a staff development program principal leadership style adaptability may be considered an important contributing factor.

Partant du constat que les compétences créatives ont été peu étudiées dans le champ de l’orientation, alors même que les conduites d’orientation dans le contexte sociétal moderne font très largement appel aux compétences individuelles d’ouverture, de flexibilité, d’originalité, d’adaptation, voire même d’innovation, la thèse présentée examine la place et le rôle de la créativité comme composante des compétences à s’orienter.Après avoir exploré différentes associations possibles entre créativité et différentes compétences à s’orienter, nous nous focalisons d’une part sur les relations entre la créativité et l’adaptabilité de carrière telles que définies et opérationnalisées par Savickas (Savickas & Porfeli, 2012), et d’autre part entre la créativité et l’adaptabilité individuelle telle que définie et opérationnalisée par Ployart et Bliese (2006). Une étude portant sur un échantillon d’étudiants de premier cycle universitaire en France (n = 500) a été conduite et les résultats obtenus indiquent des corrélations significatives et positives entre le potentiel créatif et certaines des dimensions de l’adaptabilité individuelle et de carrière et invitent à accorder une place plus importante à la créativité dans les modèles d’orientation tout au long de la vie
Two major approaches have emerged in the discipline of career counseling to determine the key factors in career development: the relationship between creative potential and adaptability, and between creative potential and the individual characteristics of personality, motivation, and logical reasoning. This research attempts to integrate these two approaches by evaluating the impact of each of these factors on adaptability. 500 undergraduate volunteers filled out self-assessment questionnaires and performed timed graphic efficiency tests. The results were subjected to statistical analysis. The findings indicate that the individual characteristics of personality and motivation have higher correlation with adaptability than creativity and logical reasoning. Future research should involve different populations and employ non-graphic tests of creativity to confirm these results. If confirmed it would then be necessary to further explore the role of creativity in career development

This thesis has shown the importance of developing creative thinking and adaptability skills through a drama-based teaching approach in junior secondary school students in Sri Lanka. Findings will help teachers enable and encourage the development of creative thinking and adaptability skills in junior secondary school students, teaching them how to be open to new ideas and think outside the square through process drama techniques, enhancing 21st-century skills.

Sammanfattning  Ohälsosamma karriärövergångar, det vill säga sammanhang där utmanande karriäröver- gångar leder till negativa konsekvenser, förekommer exempelvis inom (elit)idrotten. Utmanande karriärövergångar kan exempelvis ge upphov till psykisk ohälsa. Det är därmed angeläget med hälsofrämjande insatser som genererar hållbara karriärövergångar. Idrotten är ett utvecklat område när det gäller forskning kring olika typer av karriärövergångar ur ett psykologiskt perspektiv på förändring. Tidigare forskning visar att god karriäradaptabilitet främjar konstruktiv hantering av utmaningar och framgångsrik karriärutveckling. Genom att arbeta holistiskt med idrottares adaptionsprocesser kan empowerment stärkas och resultera i en hälsofrämjande effekt.  Syftet med studien var att undersöka idrottares upplevelser av utmanande karriäröver- gångar genom att analysera adaptionsprocessen och karriäradaptabiliteten ur ett konstruk- tivistiskt karriärteoretiskt perspektiv. Ändamålet var att identifiera faktorer som påverkar och underlättar idrottares karriärövergångar. Genom mejlintervjuer besvarades studiens frågeställningar med beskrivningar av hur adaptionen vid utmanande karriärövergångar upplevdes, hur konsekvenserna såg ut och vad som hade kunnat göra karriärövergångarna hållbara. Samtliga karriärövergångar var karriäravslut förknippade med skador, som orsakade övervägande negativa konsekvenser. Studien visade framträdande mönster och samband mellan beslutsfattande, motivation, identitet och adaptabiliteten vid karriäröver- gångarna. I det fall det upplevdes en negativ effekt eller bristande känsla av kontroll/egen- makt samt avsaknad av framgång, tillfredsställelse och utveckling i beslutsprocessen, blev det utmanande att anpassa sig vid karriärövergången. Idrottarna belyste därmed vikten av utbildning och professionellt stöd för hållbara karriärövergångar.  I studien identifierades strategier för framgångsrik hantering av karriärövergångar. Slutsatsen var att nya meningsfulla mål som resulterade i nya karriärmöjligheter och ett återskapande av en sammanhållen identitet visades vara viktiga faktorer för en fram- gångsrik adaptionsprocess. Detta gav ett underlag till diskussionen kring hur konstruk- tivistisk karriärvägledning kan tillämpas salutogent inom idrotten, för att stärka idrottares karriäradaptabilitet.

Le droit de la mobilité professionnelle, s'il connaît de nombreuses définitions, suppose encore un travail de construction. Entre obligations de l’employeur et droits du salarié, la mobilité professionnelle oblige à concilier un épineux paradigme alliant flexibilité dans l’entreprise et sécurité du parcours professionnel. Cette complexité est révélatrice d’une ambiguïté originelle : la mobilité professionnelle s’inspire pour l’essentiel de la pratique d’entreprise, si bien qu’il existe aujourd’hui autant de régimes de mobilité que de situations impliquant des mobilités. Clause de mobilité professionnelle, reclassement du salarié, mise à disposition de personnel, mobilité volontaire sécurisée, accord de performance collective, ruptures négociées, cession de contrat, l’étude des dispositifs juridiques démontre que la mobilité est essentiellement envisagée à court terme, à l’initiative de l’employeur et construite sur un schéma de contrainte ne tenant pas compte de la liberté individuelle du salarié. Le manque d’efficacité de l’arsenal juridique et les dérives qui en résultent en pratique rendent incompatibles le droit positif avec l’objectif de développement de la mobilité positive, pierre angulaire du droit de la mobilité professionnelle. Les nombreuses interventions du législateur au soutien des formes de mobilités contraintes concourent à la défaillance de cette ambition. Alors que le droit à la mobilité est, formellement, une garantie fondamentale du statut des fonctionnaires et des agents publics, une telle équivalence n’existe pas en matière de droit privé. L’enjeu majeur réside dès lors dans la capacité du législateur à repenser la mobilité positive
The professional mobility law, although it has many definitions, still requires construction work. Between the obligations of the employer and the rights of the employee, professional mobility requires reconciling the thorny paradigm between flexibility in the company and safety of the professional career. This complexity reveals an original ambiguity: professional mobility is essentially inspired by practice, so that today there are as many mobility schemes as there are situations involving mobility. Professional mobility clause, reclassification of the employee, personnel provision, secure voluntary mobility, performing agreement, negotiated breaks of contract, assignment of contract, the study of legal devices shows that mobility is mainly envisaged in the short term, at the initiative of the employer and built on a pattern of constraint not taking into account the individual freedom of the employee. The lack of efficiency of the legal framework and the resulting abuses in practice make positive law incompatible with the objective of developing positive mobility, which is the cornerstone professional mobility law. The many interventions of the legislator in support of the forms of constrained mobilities contribute to the failure of this ambition. While the right to mobility is, formally, a fundamental guarantee of the status of civil servants and public officials, such equivalence does not exist in private law. The major challenge therefore lies in the ability of the legislator to rethink positive mobility

This research focuses on the relationship between self-esteem, graduateness skills and attributes and career adaptability among young adults in the school-to-work transition phase to assist them in dealing with the transitions they are faced with during the school-to-work transition phase in the hopes of making them more career adaptable and employable. A cross-sectional quantitative research approach was followed, and a non-probability convenience sample (N = 332) of undergraduate black (98.5%) and female (62%) young emerging adults (18 to 29 years) at a Further Education and Training (FET) college in South Africa participated in the study. A canonical correlation analysis indicated a significant overall relationship between the graduateness/self-esteem canonical variate and the career adaptability canonical variate. Hierarchical regression analyses indicated that the relationship between graduateness skills and attributes and career adaptability was moderated by self-esteem. Tests for mean differences revealed that males and females differed significantly regarding their personal self-esteem and lie items. Recommendations are suggested for use by human resource professionals in terms of career development practices.
Human Resource Management
M. Com. (Human Resource Management)

Thesis (Ph. D.)--University of Notre Dame, 2007.
Thesis directed by Cindy S. Bergeman for the Department of Psychology. "April 2007." "Graduate Program in Developmental Psychology"--T.p. Includes bibliographical references (leaves 47-55).

The purpose of this study was to explore and describe the possible facilitation of emotional intelligence with learners who experience verbal learning disabilities. An empirical study of limited extent was conducted from an interpretivist-positivist paradigm. I followed a multi-method approach and employed a case study design, involving two learners as participants, both of whom had been diagnosed with verbal learning disabilities. I utilised qualitative as well as quantitative data collection methods, including observation, informal interviews, analysis of documents, a reflective diary, field notes (qualitative strategies) and the Bar-On EQ-i:YV™ self-report questionnaire (quantitative technique). After having obtained baseline information with regard to the emotional intelligence of the two participating learners at the onset of the study, I identified two skills that could potentially be enhanced, namely intrapersonal and adaptability skills. I then planned and facilitated intervention with the two participants, focussing on these two skills. Upon completion of the intervention, I re-administered the Bar-On EQ-i:YV™ self-report questionnaire to compare the results of the pre- and post-tests. The findings of the study were, firstly, that learners with verbal learning disabilities often experience challenges in terms of the emotional intelligence skills identified by Bar-On and Parker (2000). Secondly, it seems possible to facilitate the improvement of emotional intelligence skills with learners who experience verbal learning disabilities. Besides improvement in terms of their intrapersonal and adaptability skills, the participants displayed enhanced interpersonal and stress management skills.
Dissertation (MEd (Educational Psychology))--University of Pretoria, 2008.
Educational Psychology
unrestricted

The purpose of this research is to identify which competencies are more valuable for workers who handle technology or robots in their workplaces. This aspect is explored both by the perspective of employees and employers. Results are gathered through a Delphi study within a group of experts (employers) and a questionnaire within a group of Portuguese workers (employees). It is finding that employees and employers perception of the most valuable competencies are not aligned. Identifying this failure, this research intends to contribute to its overcome.
O objetivo desta investigação é identificar as competências que são mais úteis para trabalhadores que lidam com tecnologia ou robots nos seus locais de trabalho. Este aspeto é explorado por ambas as perspetivas: empregados e empregadores. Os resultados são recolhidos através do método Delphi, aplicado a um grupo de peritos (empregadores), e através da utilização de um questionário, aplicado a um grupo de trabalhadores portugueses (empregados). Constata-se que a perceção dos empregados e empregadores não está alinhada. Através da identificação desta falha, esta investigação pretende contribuir para potenciar a sua superação.

Tennis at the elite level is a sport that is intermittent in nature and requires proficiency across a number of key performance attributes; physical, technical, tactical and psychological (Fernandez-Fernandez, Sanz-Rivas, & Mendez-Villanueva, 2009; Hornery, Farrow, Mujika, & Young, 2007a; Kovacs, 2006, 2007; Unierzyski, 2002). The diverse skill set required for success in tennis poses a problem for practitioners attempting to identify and develop talent at an early age. The current methods of talent identification in tennis are largely based on ranking and tournament results despite reported low success rates (Brouwers, De Bosscher, & Sotiriadou, 2012). These methods represent an evaluation of current performance, often overlooking the capacity for further development, which is essential in any talent identification/development program (Martindale, Collins, & Daubney, 2005). Movement and skill adaptability (used interchangeably with the term adaptability herein) is an individual’s ability to acutely adjust their performance based on the changing constraints within the performance environment (Martin, Nejad, Colmar, & Liem, 2012; Newell, 1986). This definition has merit for use in tennis as optimal performance requires a player must be able to acutely modify their game in relation to the changing stimuli. Adaptability is relevant for talent identification purposes as it is representative of the dynamic, unpredictable nature of the sporting environment. To progress from a theoretical concept, development of adaptability metrics is required combined with evidence of its impact as a training mechanism. Therefore, two novel measures of adaptability; the throwing and rebound task (TRT) and the continuous rebounding task (CRT) were created. Construct and face validity of both tasks was established, as was reliability via a test-retest method. Adaptability explained a higher percentage of tennis performance (assessed via a volley test), when compared to anthropometric, maturation, physical performance and general motor skill variables. This demonstrates the importance of adaptability in junior tennis performance. In contrast to the volley test, coaches’ subjective stroke evaluation reported no significant relationships. Adaptability was compared to a conventional tennis training program, with both groups reporting significant improvement on a number of variables (best TRT, average TRT, sum CRT, KörperKoordinations Test Für Kinder [KTK] and forehand stroke evaluation). Importantly, only the adaptability group improved on a timed, tennis-specific accuracy task and reported higher levels of enjoyment than the conventional tennis training group. These findings provide evidence for potential inclusion of the TRT and CRT into tennis talent identification programs. Additionally, the importance of adaptability as a theoretical construct which can develop junior players has been established. More broadly, the theoretical concepts underpinning adaptability as a testing mechanism (TRT and CRT) and training method could be applied to other sports where time constrained perception-action is required.

Text in Afrikaans
Health care has typical challenges and stress factors as employees deal with people in a very personal manner. This exclusively client-centred environment requires special skills from employees if they wish to perform well. In addition to excellent interpersonal and stress management skills, they need to be able to handle their own and patients' emotions well. These skills can be referred to as emotional intelligence competencies. Emotional intelligence is a relatively new concept with many possibilities if applied correctly. This study involves 114 employees, their colleagues and supervisors in two health-care organisations. The 360° Emotional Competency Profiler was used together with the internal performance evaluation scores, and statistical techniques such as t-tests and discriminant analysis were utilized. It was found that certain emotional intelligence dimensions and work performance are related to a certain extent. However, other factors also need to be considered if one wants to make predictions in this regard.
Die gesondheidsorgomgewing het unieke uitdagings en stresfaktore omdat werknemers op 'n baie persoonlike vlak met mense werk. Die uitsluitlik klientgesentreerde omgewing verg spesiale vaardighede indien werknemers goed wil presteer. Buiten uitstekende interpersoonlike- en streshanteringsvaardighede, moet hulle ook in staat wees om hulle eie en huile pasiente se gevoelens te kan hanteer. Hierdie vaardighede kan na verwys word as emosionele intelligensievaardighede. Emosionele intelligensie is 'n relatief nuwe konsep wat baie toepassingsmoontlikhede het indien dit reg aangewend word. Hierdie studie betrek 114 beskikbare werknemers en hulle kollegas en toesighouers in twee gesondheidsorgorganisasies. Die 360° Emotional Competency Profiler is saam met die interne prestasie-beoordelingstellings gebruik en daar is gebruik gemaak van statistiese tegnieke soos f-toetse en diskriminantontleding. Daar is bevind dat sekere emosionele intelligensie dimensies in 'n sekere mate 'n onderlinge verband toon met werksprestasie. Ander faktore moet egter ook in ag geneem word indien mens 'n voorspelling in hierdie verband wil maak.
Industrial and Organisational Psychology
MCOM (Industrial and Organisational Psychology)

碩士
國立臺灣師範大學
工業教育學系
104
The purposes of this study were to explore the correlation between the perception of mama’s boy behavior and career adaptability for students on Skill Education Program. It also attempted to analyze the difference in the perception of mama’s boy behavior and career adaptability in terms of students’ different backgrounds. A questionnaire was distributed to 477 students on Skill Education Program in 12 junior high schools in Taoyuan City, and 387 of them were collected with a valid rate of 81.13%. For data analysis, descriptive statistics, t-test and hierarchical regression analysis were applied. The conclusions drawn from statistic findings are listed as follows. 1. Students’ perception of mama’s boy behavior is low; students’ career adaptability is medium. 2. Boy students have more mama’s boy behavior than girl students; girl students have more career concern and career curiosity. 3. Students with parents’ duration of accompanying with their study have more mama’s boy behavior when dealing with their individual affairs. 4. Students from two-parent families have more career confidence. Base on the findings, suggestions were provided for parents, school teachers, and students on Skill Education Program. Finally, for those researchers who would be interested in this field, some recommendations in subjects, variables and methods were proposed for reference.