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Wolford, Katherine Anne. "Effects of item randomization and applicant instructions on distortion on personality measures." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1245555713.
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Morris, Megan Brianne. "Personality and Simulated Employment Decisions in Perceived Gay and Lesbian Applicants." Wright State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=wright1315487785.
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NORTHCUTT, CECILIA ANN. "PERSONALITY CHARACTERISTICS OF SUCCESSFUL CAREER WOMEN." Diss., The University of Arizona, 1987. http://hdl.handle.net/10150/184089.
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This study used a questionnaire designed to identify personal characteristics that successful career women have in common across career fields. Information was elicited on self-esteem, achievement motivation, self-descriptive words, ethnicity, age, income level and occupational field, among other things. Subjects were women publicly recognized as successful by their peers. Twenty three of the sample (n = 249) were randomly selected for interviews. The questionnaire responses were analyzed to identify differences in self-esteem and achievement motivation between occupational fields, age, income levels, ordinal positions and other independent variables. Collectively, the results identified a high degree of self-esteem as the strongest characteristic shared by these successful career women. Additionally, self-esteem was affected by ordinal position of the subjects and related to the level of the women's perceived success and emotional compensation satisfaction. The career women defined the major components of success as: (1) achieving one's personal goals, (2) receiving recognition from others, (3) enjoying one's work, and (4) contributing to the community, to others, etc. The career women generally described themselves as responsible, competent, and hardworking. Non-traditional career women described themselves somewhat differently, as responsible, enthusiastic and confident. There was no statistical support for a relationship to achievement motivation. This finding, combined with the career women's definition of success, shows that items used in the questionnaire did not measure achievement motivation for this group. Several conclusions were drawn from the data analysis: (1) career women who have been publicly recognized by their peers have a high level of self-esteem; (2) women have a unique pattern of career development; (3) women focused more on "contributing to society/to others" than on "earning a high salary," and (4) women defined themselves as "hardworking" rather than "achievement oriented." Hypotheses made on the basis of previous research on career women and on Individual Psychology theory were generally supported. Future research on career women would be appropriate.
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Gupta, Dipti Marshall Linda L. "Proctored versus unproctored online testing using a personality measure are there any differences? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3967.
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Johnson, Casey W. "Establishing Criterion on a Personality-Based Assessment for Employment: A Latent Class Analysis of Faking Behavior." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1404535/.
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Personality assessments have a long history in psychology and have become the backbone of the human capital management industry, with the Big-Five model being the most prevalent. The central criticism of personality assessments for employment decisions is validity of responses since applicants for employment often endorse items to make themselves more desirable for hire, referred to as faking behavior. The present study examined faking behavior using the Assess Personality Survey (APS). Using a sample of applicant and incumbent data (N = 8,020), the objective was to identify response difference between applicant and incumbents, and the prevalence of faking behavior in applicants. Latent class analysis (LCA) was used to compare groups. Results indicate a clear distinction between applicant and incumbent response patterns. Additional analyses suggest 6 classes of testing patterns among applicants, and results are compared with previous faking identification procedures to improve criteria used to establish faking behavior in respondents.
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Deverell, Sally. "The relationship between personality and coping in a pre-employment emergency service organisation context /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18871.pdf.
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Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.
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Maritime pilots provide a vital service in facilitating the safe and efficient passage of vessels into and out of ports and waterways worldwide. Lack of effective selection of maritime pilots can jeopardize the welfare of people, property, and marine ecosystems. Based on Edwards' conceptualization of person-job fit theory, this quantitative, ex post facto study was an examination of whether personality traits, as measured by the Personality Research Form E (PRF-E), could predict maritime pilot selection. The research questions were: (a) Is there a significant relationship between respondents' PRF-E scale ratings and selection for a maritime pilot job and (b) How significant is the relationship between each of the 22 PRF-E scale ratings and selection for a maritime pilot job. Using a sample of 328 maritime pilot applicants, binary logistic regression was conducted to determine if any of the PRF-E variables were significant predictors of pilot selection. The results of the logistic regression analysis illustrated a significant predictive relationship between 9 of the 22 PRF-E scales and maritime pilot selection, specifically the traits of abasement, achievement, change, cognitive structure, dominance, harmavoidance, sentience, desirability, and infrequency. Future research should examine the relationship between selected maritime pilots' personality traits and job performance. Potential contributions to positive social change include improving the capability of maritime pilot commissions and associations to make more informed and effective selection decisions. The continued assessment of maritime pilot candidates' personality traits could support the prevention of future vessel accidents, ecological damage, human injuries, and fatalities.
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Kantrowitz, Tracy M. "A meta-analytic review of personality-motivational antecedents of job search behavior and employment outcomes." Thesis, Georgia Institute of Technology, 2000. http://hdl.handle.net/1853/29215.
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Lickiss, Stephanie J. "Pre-Employment Integrity Testing with Law Enforcement and Security Applicants| A Closer Look at the Law Enforcement Applicant Inventory (LEAI)." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3639877.
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Law enforcement agencies face the difficult task of identifying suitable individuals to take on jobs that require certain skills and characteristics. Training new hires requires these agencies' resources, so an important aspect of the hiring process is maximizing these resources and ensuring that as many of these individuals as possible will succeed. Pre-employment screening tools can assist with hiring by identifying notable characteristics, pathology, and attitudes either related to, or vastly different from, the position. Many assessment exist that can contribute to the pre-employment screening process, such as the Law Enforcement Applicant Inventory (LEAI).
The goal of this study was to explore the relationships between scales on the LEAI to better understand how these different areas of interest correlate. Pearson's r statistics were compiled to identify the correlations between each of the eight LEAI scales, including the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, Criminal Justice Orientation (CJO), and Candidate Potential Index (CPI) scales. The results showed that all of the LEAI scales were statistically significantly correlated, p < .01, with large effect sizes, r2 < .14. A post-hoc power analysis was also run to further investigate these correlations. Each post-hoc analysis yielded a power = 1.00, which may have been affected by the large sample size. Additionally, this study focused on expanding the readily available reliability statistics for the LEAI. Reliability statistics were provided for the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, and CJO scales in the form of Cronbach's alpha coefficient and split-half reliability.
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Rees, Amy M. "Can relational personality theory provide a framework for differences on Holland typology for women?" Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1117098.
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This study used relational personality theory to explore gender differences in Holland typology. The primary premise of relational personality theory is that women have a self identity that is developed and maintained in relation to others. This orientation to relationship or Connected Self is a primary component of identity that will lead to decisions and actions that reflect the valuing of relationships. This is in opposition to a Separate Self orientation that is primarily centered in independence, separation, and autonomy. The Connected Self was hypothesized to effect women's career interests as measured by the Self-Directed Search (SDS). The strongest relationship was found between Connected Self and scores on the Social scale of the SDS. Connected Self was found to be a significant predictor variable for women's scores on the Social scale. Connected Self also predicted scores on the Artistic scale, although to a lesser degree. In addition, Separate Self was a significant predictor of scores on the Enterprising and Conventional scales of the SDS.In order to further explore the relationship between Connected Self and women's scores on the Social scale, the subjects scoring highest in Social were further divided into groups based on interests in working with peers versus clients and on ability to care for self and others or to put others needs before one's own. Counseling implications for women who score highest on the Social scale are offered. In addition, further research is suggested.Department of Educational Psychology
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Starke, Mary Lynn. "Self-deception and other-deception in personality assessment detection and implications /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2006. http://etd.umsl.edu/r1121.
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King, Rachel Throop. "Using MM-IRT-C to Explore the Relationship between Depression and Pre-employment Tests." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1490210265946655.
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Gupta, Dipti. "Proctored versus unproctored online testing using a personality measure: Are there any differences?" Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3967/.
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Impetus in recruiting and testing candidates via the Internet results from the popularity of the World Wide Web. There has been a transition from paper-pencil to online testing because of large number of benefits afforded by online testing. Though the benefits of online testing are many, there may be serious implications of testing job applicants in unproctored settings. The focus of this field study was two-fold: (1) to examine differences between the proctored and unproctored online test administrations of the ipsative version of Occupational Personality Questionnaire (OPQ32i and (2) to extend online testing research using OPQ32i with a U.S population. A large sample (N = 5223) of archival selection data from a financial company was used, one group was tested in proctored and the other in unproctored settings. Although some statistical differences were found, very small to small effect sizes indicate negligible differences between the proctored and unproctored groups. Principal component analysis with varimax rotation was conducted. The scales not only loaded differently from the Great Eight factor model suggested by SHL, but also differently for the two groups, limiting their interpretability. In addition to the limitations and future directions of the study, the practical implications of the results for companies considering unproctored, online personality testing as a part of their selection process are discussed.
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Scherbaum, Charles A. "Detecting intentional response distortion on measures of the five-factor model of personality an application of differential person functioning /." Ohio : Ohio University, 2003. http://www.ohiolink.edu/etd/view.cgi?ohiou1071001111.
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Rogers-Sharer, Shelly Leigh. "Internal Attributes That Mitigate Perceived Job Insecurity: Improving Employee Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/762.
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Employee satisfaction has been found to have a strong relationship with perceived job security. This study explored job insecurity in an unstable global economy. Specifically, it examined internal attributes of employees, hypothesizing that such attributes would enable employees to better cope with work-related stressors such as job insecurity. Specific attributes of personality and employability were assessed as potential moderators of job satisfaction and security, utilizing the theory of work adjustment and person-environment correspondence as theoretical frameworks. The specific attributes included facets of conscientiousness and neuroticism as well as dispositions of employability including openness to change at work, work and career resilience, work and career proactivity, career motivation, and work identity. Multiple regression tests analyzed the relationship between these internal attributes and both job insecurity and satisfaction on a convenience sample of 100 participants from 2 companies. Participants completed online assessments of the Minnesota Satisfaction Questionnaire; the NEO Personality Inventory, 3rd edition (NEO-PI-3); and the Dispositional Measure of Employability. The findings of this study showed significant relationships between both work and career resiliency and vulnerability and both job satisfaction and perceived job security. Employees, employers, and future researchers may benefit from the findings. Results suggest options for improving the work environment by enabling employees to derive greater satisfaction and security and by providing employers areas for training opportunities. Additionally, future research could explore methodologies, such as mindfulness and cognitive appraisal, which may further increase resiliency and decreasing vulnerability.
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Fertig, Siglind. "The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1769.
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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of psychometric tests to aid in the prediction of managerial performance. Currently the most prevailing predictor constructs of managerial performance are cognitive ability, personality, and experience. However, researchers and practitioners are still looking for ways in which to maximise the prediction of managerial performance. In recent years, Situational Judgement Tests (SJTs) have become an increasingly popular selection tool. SJTs are multidimensional psychometric instruments designed to assess an individual’s judgement concerning work-related situations. Evidence to date indicates that SJTs are valid predictors of performance, especially for managerial positions in which interpersonal interactions are important. The main objective of this study was to examine whether SJTs significantly add to the prediction of managerial performance over other measures used for managerial selection, such as measures of cognitive ability and personality. Measures of specific cognitive abilities, personality and a SJT were administered to branch managers in a South African retail bank (N = 124) to investigate the ability of the measures to predict managerial performance. Managerial performance was measured using three measures; Performance Ranking, a Behavioural Observation Scale (BOS) and an Overall Performance Rating. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and the managerial performance measures. Findings reveal different prediction patterns for the three criteria. A multiple correlation coefficient of .442 (p > .05) was obtained when predicting Performance Ranking measures, .308 (p < .05) was obtained for predicting the Behavioural Observation Scale (BOS) measure, and .318 (p > .05) was obtained when predicting the Overall Performance Rating measure. Therefore, only when predicting the BOS measure, the SJT provided incremental validity over cognitive ability and personality measures. Consequently, the average of the scores of the three criterion measures, i.e., the Managerial Performance Composite, was used to evaluate the a priori hypotheses. A multiple correlation of .366 (p > .05) was obtained for predicting the Managerial Performance Composite criterion. Results therefore indicate that the SJT did not exhibit meaningful or statistically significant incremental prediction over cognitive ability and personality to predict the composite managerial performance measure.
AFRIKAANSE OPSOMMING: Die laaste twee dekades het ‘n toename in die gebruik van psigometriese toetse in die voorspelling van bestuurdersprestasie waargeneem. Tans is kognitiewe vermoë, persoonlikheid en ervaring die mees algemene voorspellingskonstrukte vir bestuurdersprestasie. Navorsers en praktisyns is egter op soek na maniere om die voorspelling van bestuurdersprestasie te verbeter. ‘n Onlangse verwikkeling is dat “Situational Judgement Tests” (SJTs) toeneem in gewildheid as seleksie-metode. SJTs is multi-dimensionele psigometriese toetse wat ontwerp is om ‘n individu se oordeelsvermoë ten opsigte van werksverwante situasies te assesseer. Navorsing tot op hede wys dat SJTs geldige voorspellers van prestasie is, veral vir bestuursposisies waarin interpersoonlike interaksies belangrik is. Die hoofdoel van hierdie studie was om te ondersoek of SJTs betekenisvolle waarde toevoeg tot die voorspelling van bestuurdersprestasie bo die gebruik van ander meetinstrumente wat vir bestuurskeuring gebruik word, soos metings van kognitiewe vermoë en persoonlikheid. Vir hierdie doel, is takbestuurders in ‘n Suid Afrikaanse bank (N = 124) se kognitiewe vermoëns, persoonlikheid en situasionele beoordelingsvermoë getoets om die vermoë van die meetinstrumente om bestuurdersprestasie te voorspel, te ondersoek. Bestuurdersprestasie was deur middel van drie meetinstrumente bepaal; prestasie-rangordening (“Performance Ranking”), ‘n gedragsobservasieskaal (“Behavioural Observation Scale”) en ‘n algehele prestasiebeoordelingsmeting (“Overall Performance Rating”). Hiërargiese meervoudige regressie-ontleding was gebruik om die verhouding tussen die voorspellers en die bestuurdersprestasiemetings te ondersoek. Verskillende voorspellingspatrone is vir die drie meetinstrumente gevind. ‘n Meervoudige korrelasie koeffisiënt van .308 (p < .05) is vir die voorspelling van die BOS meting verkry, terwyl .442 (p > .05) en .308 (p < .05) onderskeidelik vir die voorspelling van die prestasie-rangordening en algehele prestasiebeoordelingsmeting verkry is. Gevolglik het slegs die BOS meting inkrementele geldigheid getoon. Die gemiddeld van hierdie drie metings se tellings is gebruik om ‘n bestuurdersprestasie-kombinasietelling “Managerial Performance Composite” te skep wat gebruik is om die finale besluit rakende die a priori hipoteses te maak. ‘n Meervoudige korrelasie van .366 (p >.05) was gevind ten einde die bestuurdersprestasie-kombinasietelling te voorspel aan die hand van die voorspellers.
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Holtzkamp, Jani Gerda. "Measurement invariance of the second edition of the Fifteen Factor Personality Questionnaire (15FQ+) over different ethnic groups in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85619.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Commericial organizations operate in a free-market economic system. The goal of commercial organizations in a free-market economic system is to utilise scarce resources at their disposal to optimally maximise their profits. To achieve this goal, the human resources function is tasked with the responsibility to acquire and maintain a competent and motivated workforce in a manner that would add value to the bottom-line. The human resource management interventions are therefore a critical tool in regulating human capital in such a manner that it optimally adds value to the business. Personality tests are used in the world of work to determine individual differences in behaviour and performance. There was recently a dispute over the effectiveness of the use of personality tests in predicting job performance, but personality is nowadays regarded as a an influential causal antecedent in the prediction of job performance. From the first democratic elections held in 1994, greater demands have been placed on the cultural appropriateness of psychological testing in South Africa. The use of cross-cultural assessments in South Africa are therefore currently very prominent. The use of psychological tests, including personality tests, is now strictly controlled by legislation, including the Employment Equity Act 55 of 1998. In order to make informed decisions, industrial psychologists and registered psychology practitioners need reliable and valid information about the personality construct which will enable them to make accurate predictions on the criterion construct. This argument provides significant justification for the primary purpose of this study, namely an equivalence and invariance study of the second edition of the Fifteen Factor Questionnaire (15FQ +) in a sample of Black, Coloured and White South Africans. Bias in psychological testing can be described as ‘troublesome’ factors that threaten the validity of cross-cultural comparisons across different groups e.g., ethnic groups (Van de Vijver & Leung, 1997). These factors can be caused by construct bias, method bias and/or item bias. It is therefore essential that the information provided by the test results must have the same meaning across all the various reference groups. This assumption necessitates evidence of equivalent and invariant measurements across different groups. Equivalence and invariance in this study is investigated by making use of Dunbar, Theron and Spangenberg (2011)'s proposed steps. Complete measurement invariance and full measurement equivalence is the last step and implies that the observed measurements can be compared directly between the different groups.
AFRIKAANSE OPSOMMING: Kommersiële Organisasies word bedryf in ‘n vrye-mark ekonomiese stelsel. Die doel van kommersiële organisasies is dus om skaars hulpbronne tot hul beskikking optimaal aan te wend ten einde wins te maksimeer. Daarom is dit belangrik vir die menslikehulpbron funksie om ‘n bevoegde en gemotiveerde werksmag te verkry en in stand te hou op ‘n wyse wat waarde tot die onderneming byvoeg. Dit is daarom uiters belangrik om die regte menslikehulpbron intervensies in organisasies te implementeer om die menslike kapitaal so te reguleer dat hulle optimaal waarde tot die onderneming byvoeg. Persoonlikheidstoetse word gebruik in die wêreld van werk om individuele verskille in gedrag en werksprestasie te bepaal. Daar was onlangs ‘n dispuut oor die effektiwiteit van persoonlikheidstoetse se gebruik in die voorspelling van werksprestasie, maar persoonlikheid word hedendaags beskou as ‘n invloedryke oorsaaklike veranderlike in die voorspelling van werksprestasie. Vanaf die eerste demokratiese verkiesing van 1994 word daar sterker eise geplaas op die kulturele toepaslikheid van sielkundige toetse in Suid Afrika. Kruis-kulturele assesserings in Suid Afrika is daarom tans baie prominent. Die gebruik van sielkundige toetse, ingesluit persoonlikheidstoetse, word nou streng beheer deur wetgewing, onder andere die Wet op Gelyke Indiensneming 55 van 1998. Ten einde ingeligte besluite te kan neem, benodig bedryfsielkundiges en geregistreerde sielkundé praktisyns betroubare en geldige inligting oor die persoonlikheidskonstruk om hul in staat te stel om akkurate voorspellings van die kriteriumkonstruk te maak. Dit bied wesenlik die regverdiging vir die primêre oogmerk van hierdie studie, naamlik om ‘n ekwivalensie en invariansie studie van die tweede uitgawe van die Vyftien Faktor Vraelys (the Fifteen Factor Questionnaire, 15FQ+) op ‘n steekproef van Swart, Kleurling en Wit Suid Afrikaners te onderneem. Sydigheid in toetse kan beskryf word as ‘lastige’ faktore wat die geldigheid van kruis-kulturele vergelykings oor verskillende groepe (bv. Etniese groepe) bedreig (Van de Vijver & Leung, 1997). Hierdie faktore kan veroorsaak word deur konstruksydigheid, metodesydigheid en/of itemsydigheid. Dit is dus noodsaaklik dat die informasie wat verskaf word deur die toetsresultate dieselfde betekenis moet hê oor al die verskillende verwysingsgroepe. Hierdie aanname noodsaak bewyse van ekwivalente en invariante metings oor verskillende groepe. Ekwivalensie en Invariansie in hierdie studie word ondersoek deur gebruik te maak van Dunbar, Theron en Spangenberg (2011) se voorgestelde stappe. Volle ekwivalensie en invariansie is die laaste stap en impliseer dat waargenome metings oor verskillende groepe direk met mekaar vergelyk kan word.
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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.
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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Moyo, Seretse. "A preliminary factor analytic investigation into the first-order factor structure of the fifteen factor questionnaire plus on a sample of black South African managers." Thesis, Stellenbosch : Stellenbosch University, 2009. http://hdl.handle.net/10019.1/1536.
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Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2009.ENGLISH ABSTRACT: Organisations in open market economic systems aspire to optimally utilize the scarce resources at their disposal so as to maximize profits. To achieve this goal, the human resources function is tasked with the responsibility to acquire and maintain a competent and motivated workforce in a manner that would add value to the bottom-line. Selection thereby becomes a critical human resources management intervention in any organisation in as far as it regulates human capital movement into and through the organisation. To be able to make informed selection decisions, industrial-organisational psychologists and human resources practitioners need valid and reliable information on predictor constructs to allow them to make accurate predictions of the criterion construct. This provides the essential justification for the primary objective of this study which was to undertake a factor analytic investigation of the first-order factor structure of the Fifteen Factor Questionnaire Plus (15FQ+) on a sample of Black South African managers. The data used in this study was drawn from the database of Psymetric (Pty) Ltd with the permission of Psytech SA. The sample comprised 241 Black managers assessed by Psymetric (Pty) Ltd between 2002 and 2006. Item- and dimensionality analyses were performed on the 15FQ+ subscales to assess the success with which they represented the underlying personality constructs. The outcome of both the item and dimensionality analyses showed that although the items in each of the subscales seemed to be representing the underlying personality construct, they were not without problems. A spectrum of goodness-of-fit statistics was used to assess the measurement model fit. The model‟s overall fit was found to be good. The model parameter estimates, however, gave some reason for concern. The results of the confirmatory factor analyses suggest that the claim made by the 15FQ+ authors that the items included in each subscale reflect specific personality dimensions is tenable. The magnitude of the estimated model parameters, however, suggests that the items generally do not reflect the latent personality dimensions they were designated to reflect with a great degree of success. The items are reasonably noisy measures of the latent variables they represent. Based on these findings, this instrument should be used with caution, particularly on groups different from the UK samples on which it was originally developed and standardised. This study expands our understanding of this measure. Its findings should guide future research on a larger, more representative sample from the same target population to give credence to, or to refute these findings.
AFRIKAANSE OPSOMMING: Organisasies in „n vrye-mark ekonomiese stelsel streef daarna om die skaars hulpbronne tot hul beskikking optimal aan te wend ten einde wins te maksimeer. Om hierdie doel te bereik word die menslike hulpbronfunksie getaak met die verantwoordelikheid om ‟n bevoegde en gemotiveerde werksmag te verkry en in stand te hou op ‟n wyse wat waarde tot die onderneming voeg. Keuring word daardeur ‟n kritieke menslike hulpbronintervensie in enige organisasie in so verre dit die beweging van menskapitaal in en deur die organisasie reguleer. Ten einde ingeligte keuringsbesluite te kan neem, benodig bedryfsielkundiges en menslike hulpbronpraktisyns betroubare en geldige inligting oor voorspellerkonstrukte om hul in staat te stel om akkurate voorspellings van die kriteriumkonstruk te maak. Dit bied wesenlik die regverdiging vir die primêre oogmerk van hierdie studie, naamlik om „n faktoranalitiese ondersoek van die eerste-orde faktorstruktuur van die Fifteen Factor Questionnaire Plus (15FQ+) op „n steekproef swart Suid Afrikaanse bestuurders te onderneem. Die data wat in die studie gebruik is, is verkry uit die databasis van Psymetric (Pty) Ltd met die toestemming van Psytech SA. Die steekproef het bestaan uit 241 swart bestuurders wat tussen 2002 en 2006 deur Psymetric (Pty) Ltd getoets is. Item- en dimensionaliteitontledings is op die 15FQ+ subskale uitgevoer ten einde die sukses vas te stel waarmee hul die onderliggende persoonlikheidskonstrukte verteenwoordig. Die resultate van beide die item- en die dimensionaliteitontledings het aangedui dat ofskoon die items van elke subskaal die onderliggende persoonlikheidskonstruk skyn te verteenwoordig, was hulle nogtans nie sonder probleme nie. ‟n Spektrum passingsmaatstawwe is gebruik om die pasgehalte van die metingsmodel te beoordeel. Die model se algehele passing was goed. Die skattings van die model parameters het egter wel rede tot kommer gegee. Die resultate van die bevestigende faktorontleding dui daarop dat die aanspraak van die ontwikkelaars van die 15FQ+ dat die items wat in elke subskaal ingesluit is spesifieke persoonlikheidsdimensies reflekteer, wel houbaar is. Die grootte-orde van die geskatte modelparameters dui egter daarop dat die items oor die algemeen nie die persoonlikheidsdimensies wat hul ontwerp is om te reflekteer met groot sukses reflekteer nie. Die items is redelik raserige metings van die latente veranderlikes wat hul verteenwoordig. Gebaseer op hierdie bevindinge behoort hierdie instrument met omsigtigheid gebruik te word, veral op groepe wat verskil van die VK steekproewe waarop die instrument ontwikkel en gestandaardiseer is. Die study dra by tot ons begrip van die instrument. Die bevindinge van die studie behoort toekomstige navorsingop 'n groter, meer verteenwoordigende steekproef uit dieselfde teikenpopulasie te rig ten einde die onderhawige bevindinge te steun of te weerlê.
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Kobaslic, Bojan, and Lilian Musonda. "The perfect job : a study of the relationship between employer branding and person organization fit." Thesis, Högskolan Kristianstad, Avdelningen för ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-18309.
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This research thesis has researched about how employer branding and its relationship to person - organization fit. It focuses on personality traits of applicants and how it can impact their attractiveness of the organization advertised in job adverts. The purpose of this research thesis is to explain what relationship employer branding via job advertisements has when it comes to establishing P - O fit. In this case between future business students and organizations. The thesis had a deductive approach a cross - sectional research design was applied. A quantitative research method (logistic regression) was used and came from primary data. The research findings show that employer branding has a positive relationship to creating attractiveness of firms and also has an impact upon person-organization fit. Our findings also indicated that personality characteristics is hard to categorize in order to see what specifically in employer value proposition can attract a specific employee preference. The limitations were the number of respondents, a larger sample unit could have impacted the results more. Also, using a qualitative method in terms of semiotics could give a more detailed output on respondents’ personality traits. The original value of the research thesis is that it focused specifically on business students and to what degree employer value proposition is related to person-organization fit.
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Schäferová, Valerie. "Emloyer branding mezinárodní firmy." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15460.
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Competition for talent is heating up and will probably intensify, since demographic trends make it increasingly difficult for companies to replace valued employees when they retire. In response, many companies are trying to sharpen the way they market themselves to recruits, by applying branding techniques to recruitment. For a company to exploit its brand effectively when it fishes for talent, it must think of recruits as customers, determine which corporate attributes matter most to specific types of recruits, and understand how best to reach them. This diploma thesis analyzes Belgian business graduates' aspirations in terms of first employment and their perception of our company as potential employer and brings constructive and creative recommendations on how to improve its position as employer of choice.
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Lanham, Michelle E. "The Relationship Between Gratitude and Burnout in Mental Health Professionals." University of Dayton / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1322754714.
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Céa, Aurélie. "L'unité économique et sociale en droit du travail." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0053/document.
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L’UES constitue un outil de recomposition du cadre de l’entreprise. Le recours à l’UES permet en effetde considérer que plusieurs entités juridiquement distinctes constituent, en droit du travail, uneentreprise unique. La reconnaissance de l’UES facilite alors la mise en oeuvre de normes déterminéespar le juge ou le législateur, parmi lesquelles figurent en premier lieu celles relatives à la représentationcollective du personnel. L’évolution de son utilisation a façonné son périmètre en un cadre d’exercicedes droits collectifs des salariés. Toutefois, si le recours à l’UES correspond à la recherche de l’entrepriseen droit du travail, son régime demeure à l’état de « construit jurisprudentiel » élaboré à des fins utiles.Il laisse un sentiment d’inachevé. Les conséquences de la reconnaissance d’une UES ne peuventatteindre les relations individuelles de travail. Les salariés demeurent contractuellement liés à leursemployeurs respectifs. La constatation d’un pouvoir de direction unique entre les entités juridiques nepermet pas considérer l’UES comme étant l’employeur unique de l’ensemble des salariés, ni même queses membres sont autant de coemployeurs. L’absence de personnalité morale reconnue à ce type degroupement représente incontestablement une limite dans la construction d’un régime juridique. Lessolutions applicables dans un groupe d’entreprises peuvent également l’être dans l’UES. Cependant,elles ne représentent que des alternatives limitées à l’attribution de la personnalité morale. Or, dans lecadre de la théorie de la réalité de la personne morale, il apparaît que l’UES pourrait être considéréecomme telle. La reconnaissance de la personnalité morale aurait pour effet de rendre solidairementresponsables ses membres à l’égard de l’emploi des salariés qui contribuent au déploiement de l’activitééconomique dans ce périmètreUES constitutes a tool used to recompose the framework of the company. UES permits to consider thatseveral legally distinct entities constitute, in fact, a unique company. The recognition of an UESfacilitates the application of norms determined by the judge or the legislator, and especially normsrelated to collective representation. The evolution of its use has shaped its perimeter in a framework forthe exercise of the employees’ collective rights. However, if the UES corresponds in the search of thecompany in labor law, its regime stays at the state of "built case law" developed for useful purposes. Itleaves a feeling of unfinished. The consequences of the UES recognition cannot reach the individualworking relations. The employees remain contractually bound to their respective employers. Theobservation of a unique direction power between the legal entities doesn't permit to consider UES asbeing the unique employer of the set of the employees, nor even that its members are as much coemployers.The absence of moral personality of this type of grouping represents incontestably a limit inthe construction of its legal regime. The applicable solutions in a group of companies can also beapplicable in the UES. However, they only represent alternatives limited to the assignment of the moralpersonality. However, in the setting of the theory of the reality of the moral person, it appears that UEScould be considered like such. The recognition of the moral personality would have the effect of makingjointly responsible its members towards the employment of the employees who contribute to thedeployment of the economic activity in this perimeter
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Johnson, Paige Whitney. "An Exploration of Names in Social and Professional Settings for Persons with Ethnically Identifying Names." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3900.
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The overarching purpose of this collected papers dissertation was to explore the perspectives and experiences related to names in social and professional settings for persons with ethnically identifying names. The first paper was an integrative literature review. The second paper was a qualitative study utilizing the phenomenological approach. Both studies utilized self-presentation theory, while Study #2 added social penetration theory and social identity theory. Self-presentation theory posits that people put forth a public face to show that they possess desirable characteristics to observers. Social penetration theory is centered on the concept of self-disclosure and the notion that people carefully construct their level of disclosure based on the interaction and how they wish it to proceed. Finally, social identity theory puts forth that people categorize others to determine with whom to align themselves and whom to exclude. These theories undergirded the studies and directed the inquiry.
Study #1 reviewed literature to determine if names and self-presentation were studied within HRD. Only one study was found. The extant literature was largely quantitative, focused on job market reactions to applicant names, and assumed characteristics. Overall, the studies were focused on how best to present an applicant based on their name and the possible consequences of self-presentation in undesirable categories (e.g., minority applicants with “unique” or “ethnic” names). The literature indicated that applicants best presented when they utilized names that indicated non-minority ethnicity (e.g. White).
Study #2 explored the opinions, experiences and behaviors of interview participants with ethnically identifying names related to social identity, self-presentation and social penetration. This study consisted of interviewing 15 people of either Asian, African, Caucasian or Latino/Hispanic ethnicity. Findings suggested that names did matter to the participants and that their behaviors and opinions related to their self-presentation and self-disclosure were colored by their experiences as someone with an ethnically identifying name; both professionally and socially.
Overall, the findings of these studies are a starting point into the HRD literature to inform organizational research and practice. Additional research is needed to create a more comprehensive picture of the issues involved and work towards best practices and interventions.
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Duchange, Grégoire. "Le concept d'entreprise en droit du travail." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020007.
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L’entreprise naît en Droit d'un alliage complexe de notions juridiques (le contrat de travail, la personnalité morale, la représentation collective des travailleurs, etc...). L'ordonnancement systématique de celles-ci s'impose pour percevoir la cohérence de l'organisation juridique de celle-là. Des lignes de force se dégagent. Le contrat de travail oppose deux parties aux intérêts antagonistes. Mais la libération de la force de travail du salarié, partie de sa personne, et la pérennisation du lien contractuel les obligent à coopérer. Ce mouvement est renforcé par certains mécanismes étrangers à la nature du contrat de travail. Sont organisés le partage du contrôle de l’entreprise (lequel suppose d’assurer la représentation collective des travailleurs) et celui de ses utilités. Les salariés deviennent alors des quasi-associés. L'organisation juridique de l'entreprise n'est toutefois pas figée par le dogme. Des idéologies concurrentes en façonnent les contours. Certaines s'attachent aux fins. L'entreprise est alternativement mise au service de l'emploi et de l'activité d'entreprendre. D'autres s'intéressent aux moyens. Juristes et économistes prétendent à l'organisation scientifique de l'entrepriseIn Law, the firm is the result of a complex amalgam of legal concepts (employment contract, legal personality, collective representation of workers, etc.). The systematic ordering of these ones is needed to perceive the coherence of the legal organization of that one. Guidelines emerge. Employment contract is the meeting of two parties whose interests are antagonists. But the release of the labor force of the employee, part of his person , and the sustainability of the contract require them to cooperate. This trend is reinforced by some mechanisms non implied by the nature of the employment contract. Are shared the control of the company (which involves the collective representation of workers) and of its benefits. Employees then become nearly considered as the stockholders are. The legal structure of the firm , however, is not fixed by dogma. Competing ideologies are shaping it. Some focus on purposes. The company is alternately used as a means for employment and for the will of the enterpreneur. Others focus on methods. Lawyers and economists try to organize the firm scientifically
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Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.
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This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).
Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black.
The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals.
Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions.
Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).
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Caillet, Marie-Caroline. "Le droit à l'épreuve de la responsabilité sociétale des entreprises : étude à partir des entreprises transnationales." Thesis, Bordeaux, 2014. http://www.theses.fr/2014BORD0234/document.
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Les entreprises sont aujourd’hui au coeur des échanges économiques mondiaux. Ces échanges se traduisent par la mise en place de relations commerciales desquelles peuvent émerger des structures souvent complexes et difficilement saisissables par le droit : les entreprises transnationales. Aucune réponse juridique satisfaisante n’a encore été trouvée pour les encadrer, alors que paradoxalement, la RSE donne naissance à des normes, des outils et des instruments pour les responsabiliser. L’étude de la responsabilité sociétale des entreprises transnationales à travers le prisme du droit révèle en réalité l’émergence d’un cadre de régulation hybride : les normes de RSE s’immiscent dans le droit, conduisant celui-ci à s’emparer de ces normes à son tour. Cet échange permet d’aborder l’entreprise transnationale à travers une approche nouvelle, tirée des normes de RSE, c’est-à-dire à travers son organisation et ses fonctions. Les relations de l’entreprise avec ses partenaires commerciaux deviennent alors une assise potentielle pour le droit, davantage que son statut ou que sa structure juridique, à partir desquelles peuvent être imputées des obligations, aujourd’hui inexistantes. Une fois l’entreprise transnationale saisie, c’est un cadre juridique adapté à son organisation complexe qui peut être mis à jour. L’étude des normes de RSE dévoile un enrichissement des règles applicables à l’entreprise transnationale et un renforcement potentiel de sa responsabilité juridique, fondée sur une approche préventive mais également solidaire du droit de la responsabilité. Passant outre les problèmes posés par l’absence de statut juridique, la RSE permet de saisir les entreprises transnationales par le biais de leurs relations commerciales, et d’envisager la conception d’un nouveau standard juridique de conduite sociétale, générateur d’une responsabilité individuelle et collective fondée sur une obligation de vigilanceCompanies are now at the heart of global trade. These economic exchanges result in the establishment of commercial relationships, from which may emerge structures that are often complex and difficult to grapple with under the law: transnational corporations. While no satisfactory legal framework has yet been established to frame their work, paradoxically CSR gives rise to standards, tools and instruments to ensure their accountability. The study of the social responsibility of transnational corporations through the prism of the law actually reveals the emergence of a hybrid framework of regulation: CSR standards influence the law, forcing the law in turn to take note of these standards. This exchange allows us to handle a transnational business through a new approach derived from CSR standards, essentially through its organisation and functions. The relationship between a company and its business partners then becomes a potential basis for the law, rather than its status or its legal structure, from which can be derived responsibilities. Once a transnational corporation is seized, a legal framework adapted to its complex structure can come to light. The study of CSR standards reveals an enrichment of the rules applicable to transnational corporations and a potential strengthening of their legal liability, based on a preventive and joint and several approach of the law of responsibility. Ignoring the problems posed by the lack of legal status, CSR allows for the regulation of transnational enterprises through their commercial relations and provides a basis for the development of a new legal standard of social conduct, giving rise to individual and collective liability based on a duty of care
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ROSSI, NICOLO'. "IL POTERE DI CONTROLLO DEL DATORE DI LAVORO TRA ESIGENZE DELL'IMPRESA E TUTELA DELLA DIGNITA' E DELLA RISERVATEZZA DEI LAVORATORI." Doctoral thesis, Università Cattolica del Sacro Cuore, 2019. http://hdl.handle.net/10280/59517.
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Il potere di controllare l’attività dei lavoratori subordinati è da sempre una manifestazione ineliminabile della posizione giuridica del datore di lavoro. Nella misura in cui risulta necessario alla corretta esecuzione del contratto, l’assoggettamento del lavoratore al controllo datoriale costituisce una componente essenziale del rapporto di cui all’art. 2094 c.c., contribuendo a definire la nozione stessa di subordinazione. Proprio per questa ragione, una precisa ricognizione dei limiti posti dall’ordinamento ai controlli dell’imprenditore assume fondamentale importanza, onde scongiurare il rischio che la relazione che si instaura nei luoghi di lavoro divenga occasione di condizionamenti della libertà del lavoratore, incompatibili con i principi su cui si fonda una società democratica. Prendendo le mosse da tali considerazioni, l’opera analizza il quadro normativo sul potere di controllo del datore di lavoro, concentrandosi soprattutto sulle regole sancite dallo Statuto dei lavoratori e sulla più recente disciplina di protezione dei dati personali. Nei quattro capitoli lungo i quali si articola, la riflessione viene svolta con sguardo rivolto sia ai tradizionali problemi della materia sia alle nuove sfide sollevate dall’innovazione tecnologica.The power to control the activity of workers has always been an ineradicable manifestation of the employer’s legal position. To the extent that it is necessary for the correct performance of the contract, the subjection of the worker to the employer control is an essential element of the relationship referred to in Article 2094 of the Italian Civil Code and plays a crucial role in the definition of subordination. For this reason, an accurate recognition of the legal limits on the entrepreneur’s controls is important to avoid the risk that the employment relationship becomes an occasion for conditioning workers’ freedom in a way that is incompatible with the principles of a democratic society. Based on these considerations, the study analyzes the regulatory framework on the employer’s power to control workers, focusing mostly on the rules laid down by Legge no. 300/1970 (Statuto dei lavoratori) and on the recent Personal Data Protection Regulation. The reflection, which is organized around four chapters, is carried out with an eye on both traditional problems related to this topic and new challenges raised by technological innovation.
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Krbková, Lenka. "Návrh řešení problému kontroly zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222030.
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My diploma thesis will serve as a manual for personnel managers in which forms and methods of control of employees will be summarized focused on mystery calling and mystery shopping. I will create a programme of fuzzy logic called OCCUPATIONAL INSPECTOR wherebly personnel managers will analyse and check their employees and therably save a part of financial resources which would otherwise be spent on external subject.
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Palifka, Bonnie J. "The effects of study abroad and personality on employment and earnings in Mexico." Thesis, 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3118052.
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Falconer, Leanne Teresa. "The relationship between personality variables and justice perceptions of the Employment Equity Act." Thesis, 2000. http://hdl.handle.net/10539/22748.
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A dissertation submitted to the Department of Industrial Psychology, at the University
of the Witwatersrand, Johannesburg in partial fulfillment of the requirement for the
degree of Masters of Arts, by Coursework and Research Report, 2000The current research report examines the relationship between personality variables and the perceptions of distributive, procedural and interpersonal justice. The study was performed with 70 employees from a company that supplies a financial service to the man on the street and companies with regard to all movable assets. The results indicated that certain aspects of the personality as defined by Jung do impact on an individual's Justice Perceptions. However, the sample size was too small to draw any conclusive relationships. The theoretical and practical implications of this are discussed along with limitations of the current research and directions for future research have been considered.
AC2017
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Lin, Wan-Yu, and 林婉瑜. "The Effect of Work and Family Conflict to Employment Type：Taking Personality as a Moderator." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/97918845956510885646.
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碩士國立交通大學
管理學院管理科學學程
99
The first purpose of this study is to explore the effects of work and family (work to family and family to work) conflict on employee’s satisfaction of current employment type and his or her intent for changing employment type. The second purpose is to examine the moderating effect of employee’s personality traits on the above relationships. Three hundred and twenty nine business employees provided data for the research in a questionnaire survey. The results from regression analyses showed that work-family conflict was negatively related to satisfaction of current employment type. Work-family conflict was positively related to intent for changing employment type. The work-family conflict was positively related to willingness for choosing atypical type of employment. The personality traits, openness to experience, conscientiousness, and neuroticism had a moderating effect on the relationship between work-family conflict and satisfaction of current employment type. The extraversion and neuroticism had a moderating effect on the relationship between work-family conflict and intent for changing employment type. The extraversion and neuroticism also had a moderating effect the relationship between family-work conflict and intent for changing employment type. The openness to experience had a moderating effect on the relationship between wok-family conflict and intent for changing employment type. The neuroticism had a moderating effect on the relationship between wok-family conflict and willingness for choosing typical type of employment.
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Huang-Ming, Chen, and 陳皇銘. "A Study of Personality Trait and Job Stress to Occupational Commitment of Employment Specialists." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/qgfxbe.
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碩士南臺科技大學
企業管理系
104
In recent years the government injected a substantial amount of resources to take care of physically and mentally disabled people. Since the 1997 Protection Act was implemented, support from employment specialists has played an important role, however the job stress related to being an employment specialist created difficulties, affecting their service provided to the disabled. This study, based on Mayer (1993), proposes three elements of occupational commitment., with references to previous research findings, in order to establish a framework designed to investigate the factors of occupational commitment, and how it may affect the job stress, and how different personality traits are affected by working as an employment specialist. This study based in middle and southern of Taiwan, the public and private employment service units, mainly engaged in the service of disability employment, which includes public and private sector employment of disabled staff, an administrative commission dedicated to a hospital unit, civil institutions of the counties and city governments on a project commissioned by flight attendants. A total of 110 questionnaires were issued, with 109 of these being valid, the effectiveness rate is 99.09% for these questionnaires. Based on the information derived from the questionnaires, available to the statistical software package SPSS in data archiving and analysis, the results show: 1. The internal personality traits of affective commitment have significant correlation. 2. There is significant correlation between workload continued commitment. 3. The organizational structure and atmosphere of affective and normative commitment have significant correlation. 4. The role conflict and fuzzy emotional commitment have significant correlation.
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Hsu, Ya-Yun, and 徐雅芸. "The relationships among personality traits, emotional intelligence, and job satisfaction of employment specialists for disabled people." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/25722560749125494898.
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碩士國立高雄師範大學
復建諮商研究所
100
In recent years, with the increase in demand for employment services, employment specialists for disabled people attendant challenges facing increasing, and this group of front-line service personnel are still capable of their duties, may mean to their personality traits, emotional intelligence and job satisfaction of a unique thinking, the motivation for the study and to explore the subject. The purpose of this study is mainly to examine how personality traits and emotional intelligence relate to job satisfaction, the participants of the study were employment specialists for disabled people from all county in Taiwan. This study is conducted through questionnaires.With 157 employment specialists for disabled people as our objects. The collected data were analyzed for means, standard deviation, t-test, one way ANOVA, Pearson product-moment correlation, and multiple stepwise regression. The main findings of the study are as follows: 1. Personality trait behaviors are composite of five major personality traits. 2. Emotional intelligence tend to positive emotions and ‘’self emotion appraisal’’ has the highest intelligence level. 3. Overall job satisfaction is satisfactory and ‘’internal satisfaction’’ has the highest satisfactory level. 4. Personality traits, emotional intelligence, and job satisfactions are significantly related. 5. Background variables in personality traits, emotional intelligence and job satisfaction have a significant effect on. 6. Job satisfaction may be hypothesized by one’s personality traits.
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SHIH, HSIAO-HUI, and 施小惠. "A Study on the Personality Traits, Education and Training, Employment Service and Workplace Competitiveness of New Residents." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/bhwhtp.
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碩士環球科技大學
中小企業經營策略管理研究所
106
The purpose of this study is to explore the relationships among personality traits, education and training , employment guidance, and the competitiveness at the workplace of new residents, Two parallel research methods of questionnaire surveys and expert interviews are adopted. The relationships between the variables are studied using statistical analysis to explore the differences and correlations between the personality traits of new residents and their educational training, employment guidance and workplace competitiveness. In this study, the new residents are the target. The main conclusions of this study are as follows: 1.There are significant differences in personality traits, education and training, careers service and workplace competitiveness among new immigrants in different backgrounds. 2.Workplace competitiveness is positive correlation with personality traits, education and training and careers service among new immigrants. 3.The personality traits, educational and training and careers service of the new immigrants have a positive correlation with and significant impact on the workplace competitiveness.The relevant units and groups will be given suggestions based on the results of the study, so as to help the future policy making and development of the new immigrants.
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MIHong and 洪妙宜. "A Study on the Relationships Among Personality Trait , Job Characteristics , Organizational Commitment And Job Performance Of Enterprise Informal Employment." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/04139099640122502666.
Full textAbstract:
碩士南台科技大學
企業管理系
95
Abstract The enterprise faced the globalization competition is more and more, the managers must face higher competition pressure and uncertainty. Using the elasticity human resources to control the enterprise system is a good way in order to obtain the competitive advantage. Therefore, how to utilize informal employment becomes an available strategy to enrich human resources. But, what reasons to influence the performance of these informal employments are just the objectives of this research. Concern with this survey, we sent 500 questionnaires, received 234 ones back, and received rate is 46.8％. The results of this are as follow： 1.The enterprise informal employment demographic variables have significant difference on personality trait job characteristics, organizational commitment and job performance. 2.The enterprise informal employment personality trait has high correlation with organizational commitment. 3.The enterprise informal employment personality trait has high correlation with job performance. 4.The enterprise informal employment job characteristics have high correlation with organizational commitment. 5.The enterprise informal employment job characteristics have high correlation with job performance. 6.The enterprise informal employment organizational commitment has high correlation with job performance. Keywords: Enterprise Informal Employment, Personality Trait, Job Characteristics, Organizational commitment, Job Performance.
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HUANG, CHOU KUN, and 周坤煌. "The Relationship Among Students’ Background, Personality And Employment Preference – The Evidence From Department Of Tourism And Leisure In Technology Universities." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/32478001078238641913.
Full textAbstract:
碩士高苑科技大學
經營管理研究所
100
Due to the shortage of labour power in tourism and leisure industry, the service quality is also decreased. This makes the tourists lack of incentive to revisit the places, and which also decreases the income and influence companies’ operation. On the other hand, the employers do not familiar with their personality characteristics. They spend too much time for job seeking. This also decreases their working performance and increases the leaving rate. Finally the recruitment and training costs of the firm are raised. This research aims to investigate the students’ personality characteristics and background variables, and to find the correlation and diverseness of tourism related job seeking behaviour. This research also would like to understand the students’ willingness to stay in the relevant industry and to address the specific recommendations, in order to fill the gap of labour power shortage in the tourism and leisure industry. This study uses survey analysis. In the way of purposive sam, this study gathers the sample from the students of three tourism related departments in Technology Universities in Chiayi and Tainan: Department of Recreation Management, Department of Leisure Management and Department of Hospitality. The total sample size is 600, and the final effective sample size is 502. The respondent rate is 83.6%. This study uses SPSS for data management. The statistical analyses are as follows: factor analysis, one-way ANOVA,T-test and OLS linear regression. After the analyses, this study gets the following results: 1. The students from Tourism related departments have positive personality characteristics of rigorousness and affinity. 2. The proportion of willingness of seeking a tourism related job is around 55.5%, this implies that the students’ willingness of getting a relevant job is not increasing. 3. The gender, the number of qualification certificates and the part-time working experience are significantly related to the students’ willingness of getting a relevant job. 4. Affinity rigor extraversion emotional sensitivity and Openness to experience the students’ willingness of getting a relevant job is positively related to the students’ five different personality characteristics. Key words: Background Variables, Personality, Employment Preference
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Morant, Nicole B. "U.S. Military Career Transition: An Exploratory Interview Study of the Learning Experiences of Enlisted Military Personnel Transitioning from Active Duty to the Civilian Workforce." Thesis, 2018. https://doi.org/10.7916/D8H437ZN.
Full textAbstract:
Increases in the number of enlisted veterans transitioning from active duty to the civilian world have drawn attention to a need for research in terms of unemployment to examine how separated service members experience transition from their perspective. Fifteen separated enlisted veterans from four of the five military branches were selected and interviewed in this study. The focus was to understand better the complexities of reintegrating into the civilian workforce, as experienced by veterans from the enlisted military population.
By using qualitative methodologies including exploratory interviews and a focus group, the findings revealed four major themes on how service members described their transition experience: (a) perception that military leadership does not provide adequate support when transitioning and the need to become more self-directed in one’s own learning; (b) belief that the military TAP class is helpful but needs major changes to truly be effective; (c) description of a battle buddy or a family member as a positive influence in helping with the transition process; and (d) experiencing significant challenges with civilian employers when transitioning out of the military.
An analysis of the findings led the researcher to conclude that transitioning veterans must become self-directed in their learning in order to transition successfully. Moreover, because they are at varying levels of being self-directed when they transition, additional guidance is needed from military leadership, family, and other veterans for the purpose of their development.
The analysis also yielded a principal recommendation for military leadership to advocate for quality training programs that are specified from the separated enlisted population for what resources they need to assist with transition to the civilian sector. Additional recommendations were presented to transitioning service members on the importance of managing their own success and believing in their abilities to be resilient, valuable members of the civilian community.
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Mdhluli, Nthabeleng Innocentia. "Personality traits, work-family conflict, stress and work engagement of working women." Diss., 2019. http://hdl.handle.net/10500/26756.
Full textAbstract:
The objectives of the research were: (1) to conceptualise work-family conflict, stress, work engagement and personality from a theoretical perspective, exploring definitions, theoretical models and dimensions; (2) to investigate the relationship between work-family conflict, stress and work engagement; and (3) determine whether the Big Five personality traits influence how working women manage work-family conflict, stress and work engagement. A non-probability sample (n = 450) of working women aged 25 and older with children between 18 years and younger participated in the study. The findings of the study and the practical implications provide useful information about how working women with different personalities manage work-family conflict and stress, and how they can be engaged at work.Industrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Hsieh, hsun-yi, and 謝薰儀. "A Study on the relationships among dispatched laborers ' personality trails, job satisfaction and well-being in the public employment service institutes." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/23999600666883764539.
Full textAbstract:
碩士國立中正大學
勞工研究所
99
The public employment service institutes changed their workflow in order to improve the efficiency of three functions: employment service, unemployment compensation and occupational training, as to provide services in different aspects. They had been gradually attracting more attention from the public. The frontiers of the public employment service institutes are all dispatched laborers, and meanwhile, 80% of the total work forces are dispatched labors. As a result, our investigation was carried through survey and statistical analysis on the dispatched labors in public employment service institutes in order to conclude if the correlations among the personal trait, job satisfaction and well-being have mediating effect. The purpose of such investigation is to form a conclusion and detailed advises for all the public employment service institutes, as to provide references for the public employment service institutes. In order to form a conclusion, with reference to the relevant literature, the investigation was carried out through survey. A total of 1200 surveys were issued by the five public employment service centres (Employment services center of Taipei- Keelung-Yilan-Hualien-Kinmen-Matsu Region, Employment services center of Taoyuan-Hsinchu-Miaoli Region, Employment services center of Taichung- Changhwa-Nantou Region, Employment services center of Yunlin-Chiayi-Tainan Region, and Employment services center of Kaohsiung-Pingtung-Penghu-Taitung Region), of which 433 and 408 were returned and confirmed valid, respectively. The reliability of the survey was test by measurement on effectiveness on content through measurement tools, comparison of pre-test and actual results and analysis on factors affecting the results; hence, the investigation is concluded reliable. The statistical methods applied in this investigation include descriptive analysis, factor analysis, reliability analysis, discrepancies analysis, correlation analysis and stepwise multiple regression analysis. The conclusions are listed as below: 1. Personality trait has five parts (Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism), only Neuroticism part has negative impact, others have positive effects on job satisfaction. 2. Job satisfaction has significant effects on well-being 3. Personality trait has five parts (Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism), only Neuroticism part has negative impact, others have positive effects on job well-being. 4. Job satisfaction has mediating effect on personality trait and well-being.
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Ting, Cheng Ju, and 鄭茹庭. "Personality and Cognition of Central Taiwan Government Personnel in Social and Labor Services towards the Economic and Employment Aspects of CEDAW." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/yg4p28.
Full textAbstract:
碩士東海大學
社會工作學系
103
In recent years, it increase the international attention on the gender issues. Taiwan is also actively involved in this. Taiwan is not only started to apply gender mainstreaming to be the highest concept, but also passed the domestic implemental law of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) in 2011. Although it seems that Taiwan scored good results in World’s Women Trends and Statistics in Asia because of the efforts of the government and the civil society, the female still face the gender oppression under invisible social structure which is affected by the stereotypes of tradition. This also allows women difficult to obtain economic resources, and affecting women to obtain their individual rights. Civil bureaucrats are the key figures to examine the national important policy making and law by gender mainstreaming. Besides, labor and social affairs officers are also the important bridge to express women’s economic and job welfare policy. Due to the influence of gender-blind, it should be educate more civil bureaucrats into an expert on gender mainstreaming systematically, and then in order to reach the goal of equality, it should try to change the culture of public bureaucrats system with the concept of gender mainstreaming. For this goal, the government already implements a number of related training courses. However, those efforts do change the attitude of civil bureaucrats or not, or do not necessarily become a real impact, there is need to engage in empirical research. This study conducted quantitative research methods. And the study objects are the association of labor and association of social welfare in the center region, around five countries of Taiwan. I issued total 366 questionnaires, and 297 returns, and there are 295 valid questionnaires. After analysis, the following conclusions: 1. On gender mainstreaming experience, social officers have 78%, only 38% of labor officers have received relevant training courses, there are significant attitudinal differences on the couple property of the economy and employment article of CEDAW. 2. On the relevant experience of CEDAW, social officers have 49% who had received relevant training courses, while only 15% of the labor officers, this gap without reflect in the knowledge test of CEDAW. But this gap show up on the attitude of the couple property independence issues. 3. The only program experience can affect the attitude of the CEDAW gender work is he who had conducted gender mainstreaming related proposals, the other experiences who has doesn’t affect the person’s attitude to CEDAW. 4. The junior officers and social workers have more experience on the gender mainstreaming and CEDAW than the senior executives. Even the junior officers they work less than one year and someone who have more than three years of relevant experience of CEDAW, they are more experience than their senior executives around one to three years. Based on the results of the above studies, I made the following recommendations: 1. Recommendations for Labor and Social units: they should increase some related CEDAW courses. 2. Recommendations for government: they should increase pre-test and post-test courses; it might be good for some research in the future. 3. Recommendations for the later researchers: they can take the social units as the study object and use qualitative research surveys to do the research. Plus, they can increase some research variables as well.
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Kuo, Yi-Hsin, and 郭怡欣. "A Study of Toutism and Hospitality Education students’ Personality Traits, Internship Effectiveness, Employment Intention in Higher Vocation of Technological and Vocational Education." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/12411036768400952681.
Full textAbstract:
碩士國立高雄餐旅大學
餐旅教育研究所
99
The purpose of this study is that by exploring the relation of students’ personality traits, and internship effectiveness of the department of tourism and hospitality, then to understand their employment intentions in hospitality industry. Adopting questionnaire survey approach, the suitable sample is selected by means of purposeful sampling from the students whose major are tourism and hospitality and finish internships in four-year college in 2007 to 2010.It is distributed 820 questionnaires. Finally, 638 valid questionnaires are collected, and the valid response rate is 77.8%. Data of this research takes frequency distribution, descriptive statistics, T-test, Chi square text, point biserial correlation, one-way ANOVA and post hoc comparison sheffe analysis to analyze. The major findings of the study are summarized as follows: 1. In the Big-Five Personality Traits, most students of the department of tourism and hospitality have some positive characteristics, like agreeableness and openness. 2. Because of the different majors, students who are considerate and observe all rules change their characteristics and behaviors. 3. To the internship effectiveness, students have different viewpoints among their majors, the period and the attribution of internship. 4. After internship, it is about 65%, they chose hospitality industry, especially females and students in the east school.
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Lai, Ching-Chang, and 賴慶樟. "The Study of The Relationship between Retired Military Officers’ Reemployment Motivation and Social Adaptation-Personality Traits and Employment Barriers as Moderating Variables." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/3ae58e.
Full textAbstract:
碩士銘傳大學
企業管理學系碩士在職專班
101
This study investigated the object, based on the retirement of military personnel. The authorities of the task, work different from the general military forces , police units or civilian agencies. Its personnel from the expertise armed forces, so by the uniqueness of this unit, considered the epitome of the retired military officer, as this research study statistical background objects. In this research, the main goals are focused upon the relationship of the motivations, the barriers, the personality traits, and the social adaptation of reemployment of the retired military officer.The second is the correlations and predictions of the motivations, the barriers, the personality traits, and the social adaptation of reemployment. It should be very useful as a guide for the Retirement counseling Employment Agencies.This study employs a quantitative method. The respondents are the retired military officer. In this survey, it is divided into four dimensions, namely, the motivations of reemployment, personality traits , barriers of reemployment, and social adaptation.The survey were sent total of 235 questionnaires, recycling 210 copies, 200 valid questionnaires. The survey through the SPSS statistical software package of descriptive statistics, correlation analysis and regression analysis, test various hypotheses.The research findings are briefly drawn as below:1. When asking about the motivations for reemployment, most veterans agree that the needs of social is the main reason.2. When it comes to the social adaptation, the recognition of personal adaptation is in the most important position.3. When it comes to the personality trait, the recognition of conscientiousness is in the most important position.4. On the contrary, most veterans are aware of the fact that the Intrapersonal barriers are the topmost factor among the various barriers.5. The motivations of reemployment are to the extent of significant positive correlated to the social adaptation.6.The personality traits of the retired military officers is partial interference effect to re-employment motivation and social adaptation.7.The reemployment barriers of the retired military officers is partial interference effect to re-employment motivation and social adaptation. According to the findings above, this study makes the following specific recommendations: 1.Enhancing occupation training and perfecting retirement counseling mechanism. 2.Assisting retired military officers to overcome employment barriers,and therefore strengthening their copacity of societal adaptation.Other suggestions to reemployed retired officers: 1.Pay attention to satisfaction of societal needs in order to tone up the capacity of societal adaptation. 2.Adjust personal attitude and open a new start page. 3.Maintain good interpersonal relationship and broaden interpersonal contact and connection. 4.Be active in developing the opportunity of reemployment to increase objective conditions of being reemployed.
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Yates, Duncan. "The relationship between personality traits and perceived career barriers amongst young adults in South Africa." Thesis, 2012. http://hdl.handle.net/10210/4435.
Full textAbstract:
M.A.Young adults who are entering the world of work are facing increasing challenges, resulting in elevated levels of employment uncertainty and anxiety. Many of these challenges are due to the continuously changing work environment, which is buffeted by the socio-political and economic climate - both in and outside South Africa. Other challenges could be related to factors such as lack of confidence, decision making difficulties, dissatisfaction with career choice and difficulties with social networking. As a result of such challenges young adults may perceive career barriers that would have an impact on their career development. These challenges could be influenced by an individual’s personality traits. The purpose of this study was to ascertain the career barriers most perceived by young adults. The study also aimed to assess whether any relationship exists between personality traits and perceived career barriers. The sample consisted of 193 participants from two universities in South Africa. Each participant completed a biographical data questionnaire, the Basic Traits Inventory- Short Form and the Career Barriers Inventory-Revised. The three highest standardised mean scores for the perceived career barrier scales were Racial Discrimination (M = 4.90), Dissatisfaction with Career (M = 4.56) and Sex Discrimination (M = 4.49). Examination of the individual personality traits in relation to perceived career barriers was done through the use of Pearson’s product-moment correlations. Extroversion yielded statistically significant negative correlations with the following perceived career barriers: Decision–Making Difficulties (r = -0.241; p < 0.01) and Inadequate Preparation (r = -0.149; p < 0.05). Conscientiousness showed a statistically significant positive relationship with Sex Discrimination (r = 0.274; p < 0.01). The results also indicated a statistically significant positive correlation between Agreeableness and Job Market Constraints (r = 0.166; p < 0.05). This study has implications for career guidance counsellors in their endeavours to provide a comprehensive service to young adults who have difficulties overcoming perceived career barriers.
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Kuo, Chu-en, and 郭主恩. "The research of personality traits, core competence and professional commitment to the influence of person-organization fit through the nutritionists' current employment status." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/54237836045573719588.
Full textAbstract:
碩士國立屏東科技大學
高階經營管理碩士在職專班
101
When comparing the other medical personnel, the professional trainings and the workload of the nutritionists are not less than any of them. However their salary is less than expected. The nutritionists’ work contents have become increasingly complex nowadays. If anyone who is interested in this job, he or she may consider it as a career, and get satisfaction and accomplishment from it. The nutritionist who has a special personal trait and professional abilities which can not fit the job’s demand or whose work is contrary from the company’s philosophy, he or she might have poor performance behaviors, that would affect the job performances or they would quit or change their profession. This thesis aims to find the situation of nutritionist’s further education, current employment status and the average salary by researching their personality traits, core competence and professional commitment to the influence of person-organization fit. This thesis takes personality traits as independent variable, professional commitment and the development of core competence as intermediary variable, and person-organization fit as dependent variable. The hypotheses of the research are difference hypothesis, correlation hypothesis and causality hypothesis. The research methods include descriptive statistics, factor analysis, reliability analysis, analysis of variance, correlation analysis and regression analysis for authentication. The major findings of the research are: 1.The most popular subject of other professional training to nutritionist is Food Science, the next one is Nursing. 2.Whether working years, the nutritionists’ average salary is around NT$30,000 to NT$50,000. 3.The most emphasis of core competence is “Interpersonal Skills”, followed by “Strategic Analysis Ability” and “Leadership Ability”. And the most important “Professional Knowledge Ability” is in Nutrition Professional subjects. 4.The best development of core competence is “Interpersonal Skills”, followed by “Strategic Analysis Ability” and “Administrative Capacity Skills”. And the best development of “Professional Knowledge Ability” is in Nutrition Professional subjects. 5. Nutritionists at the “Person and Organization Fit”, the highest degree of fit is “Job Requirements and Capabilities Fit”. Based on the above conclusions, there are some suggestions about advance personal core competence, increase the degree of person-organization fit and kinds of professional courses.
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"The influence of personalities and personal characteristics on pay preference: a study on Hong Kong graduating students." 1997. http://library.cuhk.edu.hk/record=b5889262.
Full textAbstract:
by Kenneth, Kai-cheong, Luk.Quenstionnaire in Chinese.
Thesis (M.Phil.)--Chinese University of Hong Kong, 1997.
Includes bibliographical references (leaves 78-84).
ABSTRACT --- p.i
TABLE OF CONTENTS --- p.iii
LIST OF TABLES --- p.v
ACKNOWLEDGMENT --- p.vii
Chapter
Chapter I. --- Introduction --- p.1
Background of the Study --- p.1
Theoretical Framework --- p.2
Research Questions and its Significant --- p.5
Chapter II. --- Literature Review --- p.9
Pay Level and Gender --- p.10
Pay Level and Academic Achievement --- p.13
Pay focus and Achievement Motivation --- p.14
Pay Base and Locus of Control --- p.18
Pay Structure and Machiavellianism --- p.20
Chapter III --- Hypotheses of the Study --- p.22
Chapter IV --- Methodology --- p.25
Sample --- p.25
Measurement --- p.25
Independent Variables --- p.25
Dependent Variables --- p.28
Controlling Variables --- p.29
Dummy Variables --- p.31
Questionnaire Design --- p.31
Pilot Testing --- p.32
Statistical Power --- p.33
Statistical Analysis --- p.34
Chapter V --- Result of the Study --- p.38
Hypotheses Testing --- p.55
Chapter VI --- Discussion and Conclusion --- p.58
Limitation --- p.65
Implication --- p.67
Further Research Suggestion --- p.69
Conclusion --- p.71
Chapter Appendix 1 --- The Questionnaire --- p.73
Bibliography --- p.78
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"Roles of parental influences, personality and career decision-making self-efficacy in predicting vocational interests and choice goals among Hong Kong secondary school students." 2013. http://library.cuhk.edu.hk/record=b5549800.
Full textAbstract:
這項研究探討父母角色、性格及性別相關的變量對香港中學生於事業相關的自我概念發展的影響。事業相關的自我概念包括兩個關鍵構念：職業興趣和職業選擇目標(即抱負和實際期望)。同時，這項研究量度職業抱負和實際期望之間的不一致性(包括興趣類型、職業地位及性別典型性)。研究的六大目標包括：(1)確定社會認知事業理論於香港學生的適用程度，(2) 研究個人(即職業決策自我效能、性格及性別相關的變量)及環境變量(即父母的影響)對職業選擇目標的影響，以拓展社會認知事業理論，(3)識別具文化獨特性的性格維度，以解釋職業興趣和職業選擇目標，(4)估計父母對學生職業選擇目標的影響因素，包括父母社會經濟地位、學生感知的集體職業決策效能、父母期望及支持，(5)探索父母個人對孩子的學業成就和職業選擇的期望，以及對於協助孩子作職業決策的自我效能，及(6)調查性別和性別相關變量(即性別角色的傳統觀念)對於職業選擇目標的影響。一共有1382名中學生參與這項研究。另外，其中114位參加者的父或母親亦參加了這項研究，組成114對親子二人組合。結構方程模型顯示社會認知事業理論中的選擇模型適用於香港學生。此外，具文化普遍性及具文化特定價值的性格因素有效解釋了社會認知事業理論模型中的職業興趣和對興趣類型的自我效能。學生的職業選擇目標及抱負和實際期望的不一致性，亦與職業決策自我效能、父母社會經濟地位、及性別角色觀念直接相關。學生感知的母親影響因素，與學生的職業決策自我效能有直接關係。父親因素對事業發展的影響並無顯著性。大多數性格因素都有效預測職業決策自我效能，而人際取向因素亦與感知的父母影響因素相關。研究亦發現男生和女生於職業興趣、自我效能、性別角色觀念及職業選擇目標有顯著的性別差異。親子二人組合的子樣本顯示父母的期望和學生的選擇目標具一致性。這項研究將個人及文化相關因素融入現有的理論模型，在理論層面上擴大了西方的事業理論框架。在應用層面上，研究結果將有助研究員及教育工作者理解香港中學生的事業發展。This study investigated the roles of parental influences, personality and gender variables in career-related self-concept development among secondary school students in Hong Kong. Two key career constructs, namely vocational interests and choice goals (i.e., aspirations and expectations), were included to assess the career-related self-concept. The incongruence between aspirations and expectations, in terms of interest types, occupational status and gender-typicality, was also estimated. The six major goals of this study include: (1) to determine to what extent the choice model of Social Cognitive Career Theory (SCCT) is applicable to Hong Kong students, (2) to expand the SCCT by examining how individual (i.e., career decision-making self-efficacy, personality and gender-related variables) and contextual variables (i.e., parental influences) may account for the aspirations and expectations as well as the aspiration-expectation incongruence, (3) to identify the value of culture-relevant, relationship-oriented personality dimension beyond the culture-general dimensions in explaining interests and aspiration-expectation incongruence, (4) to estimate the specific roles of paternal and maternal influences, including parental socio-economic variables, collective contributions to career efficacy, perceived parental expectation and parental support, in the development of aspiration-expectation incongruence, (5) to explore the parents’ perceived expectation on their child’s academic achievement and career choices, as well as their efficacy in assisting their child’s career decision-making, and (6) to investigate the differential effects of gender and gender-related variables (i.e., gender role traditional attitudes) on the development of aspiration-expectation incongruence among boys and girls. A total of 1382 secondary school students and a sub-sample of 114 parent-child dyads were used in this study. Results from structural equation modeling (SEM) indicated that the choice model of SCCT was applicable to Hong Kong students. In addition, both culture-general and culture-specific personality factors were useful in explaining vocational interests and self-efficacy in interest types in the SCCT models. In relation to students’ aspirations, expectations and aspiration-expectation incongruence, these factors were directly associated with career decision-making self-efficacy, parental socio-economic variables and gender role attitudes. Perceived parental influences from mother (i.e., collective contributions to career efficacy, perceived parental expectation and parental support) were directly associated with students’ career decision-making self-efficacy and indirectly related to outcomes of aspirations and expectations (via career decision-making self-efficacy). The effects of perceived parental influences from father on career variables were insignificant in general. Most personality factors were predictive of career decision-making self-efficacy. Furthermore, Interpersonal Relatedness was related to perceived parental influences from both parents. Gender differences in interests, self-efficacy, gender role attitudes, and gender-typicality in aspiration-expectation incongruence were observed. As demonstrated in the parent-child dyads, there was a good degree of concordance in interest types and gender-typicality between parents’ expectation and students’ choice goals. Parents’ efficacy in assisting child’s career decision-making was positively associated with students’ perceived career-related parental support. On a theoretical level, this study expanded the current western-based theoretical frameworks by incorporating individual, contextual and cultural variables relevant to the Chinese culture into the existing career models. On an applied level, the findings would inform researchers, practitioners and educators about the career development of secondary school students in Hong Kong.
Detailed summary in vernacular field only.
Wan, Lai Yin.
Thesis (Ph.D.)--Chinese University of Hong Kong, 2013.
Includes bibliographical references (leaves 228-262).
Abstract also in Chinese.
ABSTRACT --- p.i
Acknowledgements --- p.v
Table of Contents --- p.vi
List of Tables --- p.viii
List of Figures --- p.ix
Chapter CHAPTER I: --- INTRODUCTION --- p.1
Cultural generalizability of western career theories and models --- p.3
Possible cultural gaps and cultural biases in current career theories --- p.4
Need for studying career choices among Hong Kong students --- p.9
Chapter CHAPTER II: --- LITERATURE REVIEW --- p.13
Vocational interests --- p.13
Vocational choice goals --- p.26
Theoretical frameworks in studying vocational aspirations and expectations in adolescence --- p.38
Evaluation of theoretical frameworks in studying vocational interests and choice goals --- p.48
Predictors of vocational interests and choice goals --- p.52
Chapter CHAPTER III: --- OBJECTIVES and research questions of the study --- p.77
Chapter CHAPTER IV: --- METHOD --- p.100
Participants --- p.100
Measures --- p.108
Procedure --- p.119
Planned analysis --- p.121
Chapter CHAPTER V: --- RESULTS --- p.123
Descriptive statistics of major variables --- p.123
Inter-correlations among demographics and major variables --- p.128
Differences in major career variables across gender --- p.146
Measurement applicability of adopted instruments --- p.149
Identification of the original SCCT choice models --- p.150
Role of personality factors in the SCCT choice models --- p.155
Effects of personality, gender role attitudes and perceived parental influences on students’ career decision self-efficacy, occupational status and gender-typicality in career choices --- p.165
Effects of personality, gender role attitudes and parental influences on career decision self-efficacy and discrepancies in occupational status, gender-typicality and interest types between aspirations and expectations --- p.173
Concordance between parents’ expectations and students’ aspirations and expectations --- p.182
Gender differences in parents’ expectations --- p.183
Inter-relationships between parental efficacy, parental expectation on academic achievement and career choices, and students’ career variables --- p.186
Incremental values of parent-child concordance, parents’ efficacy and parents’ expectation in explaining students’ career decision-making self-efficacy --- p.194
Chapter CHAPTER VI: --- DISCUSSION --- p.198
Applicability of SCCT’s choice models in Hong Kong Chinese adolescents --- p.198
Interest types of aspirations, expectations, and aspiration-expectation incongruence among Hong Kong students --- p.200
Interest types, occupational status and gender-typicality of aspirations, expectations, and aspiration-expectation incongruencea gendered pattern --- p.202
Career decision-making self-efficacy as a key predictor in aspirations, expectations, and aspiration-expectation incongruence --- p.205
Perceived parental influences on adolescents’ vocational choices in the SCCT framework --- p.206
Concordance between parents’ expectations and students’ aspirations and expectations --- p.213
Roles of socio-economic status of parents in adolescents’ career development --- p.215
Roles of culture-general and culture-specific personality in explaining interests, choice goals and career-related parental influences in SCCT --- p.216
Limitations of study --- p.220
Directions for future research --- p.222
Implications and significance of study --- p.224
REFERENCES --- p.229
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Hendrychová, Jitka. "Fotografie osob z pohledu zaměstnavatele." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-436174.
Full textAbstract:
Photographs of People from Employer's Point of View Abstract This thesis deals with capturing the image of employees and other people on photographs and use of these photographs by an employer. The aim is to address possibilities of using image of people, from its creation, publishing it or using it in different ways, to its erasure or destruction, all of that in labour law context. This thesis is divided into three main chapters. The first part deals with protection of personality of an individual in Civil Code and Labour Code. It describes capturing the image of an employee and using the image with and without their consent. Second chapter focuses on photographs in context of data protection, mainly with respect to processing photographs as personal data using legal titles in Art. 6 of Regulation (EU) 2016/679 of the European Parliament and Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation). The findings from previous chapters are applied on practical situations in all stages of employment in the third chapter. Part of this chapter is dedicated to the responsibility of an employee to abide the creation of portrait and to the questions of...
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Tsai, Yi-Hua, and 蔡易樺. "The Impact of Employee Personality Traits and Job Satisfaction on Job Performance of Zhong Zhangtou District Employment Service Center－A Case Study of Manpower Agency Employees Station as Example." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/gmxt55.
Full textAbstract:
碩士國立彰化師範大學
商業教育學系
101
In order to understand the public employment service agency personnel stationed in atypical employment situations and explore the personality and job satisfaction impact on job performance, this study Zhong Zhangtou area serving an institution for the study paid employees 137 people, a total of 119 valid questionnaires The effective rate of 86.8%. The SPSS 12.0 AND EXCEL computer word convert data computer files, through descriptive, inferential statistics and other methods proposed findings are as follows: A. different background variables public on the services sector employees in personality traits, job satisfaction differences scenarios： Different gender, graduation department, in the presence of the reasons there are significant differences in personality traits; different genders, stationed in the job satisfaction because there are significant differences. B. personality traits, job satisfaction, job performance related situations： Openness to experience, caring responsible and affinity, extroversion trait more obvious, higher job satisfaction; emotions more sensitive person, poorer job performance, while openness to experience, caring responsible and affinity, extroversion trait more significantly better performance of the job; right environment-friendly and superior support, the work itself, the higher the satisfaction of management policies, job performance better. C. personality traits, job satisfaction impact on job performance situations： "Considerate accountability" and the right personality traits "friendly environment" and "the work itself" job satisfaction can effectively predict job performance. In this study, according to the above analysis, to provide employment services, recruitment agency recommendations or subsequent researchers a reference for future in-depth study.
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Tsai, Shu-Yi, and 蔡淑儀. "A Study on the Impacts of the Personality Traits and Employment Status of Customer Service Representatives on Their Emotional Labor, Job Stress and Job Satisfaction—A Case of Chunghwa Telecom Call Centers." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/55nj2e.
Full textAbstract:
碩士國立高雄第一科技大學
行銷與流通管理研究所
102
The purpose of this study is to investigate how customer service representatives’ personality traits and employment status are related to emotional labor perception, work stress, and job satisfaction. This study surveyed customer service representatives of the Chunghwa Telecom company with questionnare. 251 valid responses were obtained. These data were analyzed with SPSS 18.0 and LISREL 8.80 . The results include: (1) The customer service representatives’emotional stability and openness to experience personality traits are significantly and negatively related to their emotional labor perception, while machiavellianism and emotional labor perception are significantly and positively associated. (2) Emotional labor perception and work stress are significantly, positively connected. (3)Emotional labor perception and job satisfaction are significantly, negatively associated. (4) Extraversion/introversion, agreeableness, self-efficacy, conscientiousness, and risk taking are not significantly linked to emotional labor perception. (5)Dispatched customer service representatives’ emotional labor and job satisfaction are not significantly different from those of regular customer service representatives, and regular customer service representatives’ job stress is significantly higher than that of dispatched customer service representatives. The results of the study can provide considerable insight into the selection, training, and management for customer service representatives. The study discussed managerial implications of the research findings and offered some suggestions for practitioners and directions for future research.