Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Despite executive function deficits now been examined in relation to the propensity to commit crimes in the general offending population, to date there has been little investigation of this within an intellectually disabled offending sample. The aim of the present study was to undertake a content analysis of the offending patterns and general behavior of Disabilities SA clients with a view to ascertaining whether such an assessment is justified for this offending group. The present study involved content analysis of five participants, currently clients of Disabilities SA. A coding schema was used to assess for evidence of four executive functions: Learning from previous experience; Engaging in logical reasoning; Impulse control; and Understanding the reactions of others. Findings suggest that offenders with intellectual disability have difficulties in all four areas. These findings are discussed in terms of the need for more comprehensive assessment and treatment implications.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Appendices were not supplied with the digital version of the thesis but are available in the print version. / The present research includes two studies. Study I was based on the research finding that exposure to nuclear radiation and other toxic chemicals results in those who were exposed not only believing their health to be affected, but experiencing significant and chronic stress. It was hypothesised that ongoing stress for New Zealand’s nuclear test veterans resulting from the inability to adapt to their past nuclear exposure would result in them experiencing greater depressive symptomatology, poorer perceived health, and poorer perceived memory performance than a control group. Psychological profiles of 50 nuclear test veterans and 50 age-matched Control participants were obtained through postal survey and face-to-face interview, using the Geriatric Depression Scale, Medical Outcomes Study Short Form-36, and the Memory Assessment Clinics Self-Rating Scale. As predicted, the nuclear veterans exhibited more depressive symptoms, and perceived their health and memory performance to be poorer than the Control group. A stress theory framework is applied to help conceptualise the experience of the nuclear veterans, and to provide an explanation for their lower scores and consequent poorer functioning. Through the pathway of poor perceived health leading to anxiety, health anxiety was considered a form of chronic stress the nuclear veterans were experiencing. Consequently, Study II aimed to examine whether Acceptance and Commitment Therapy (ACT) could be usefully applied to relieve this anxiety. Most psychotherapeutic approaches have been developed for problems that have an "irrational" or "pathological" foundation. However, these approaches often fit poorly with psychological distress that stems from cognitions that are reality-based and may need to be accepted rather than changed, such as in the case of nuclear exposure-related health anxiety. ACT may be particularly useful in these situations in which cognitive change is not warranted. Study II examined the use of ACT with 5 NZ nuclear test veterans (of either Māori or Pākehā descent) experiencing moderate to high levels of health anxiety. Results of self-report measures administered at baseline, during treatment, post-treatment, and at 6-week follow-up indicated varying results amongst these men. One participant showed clinically significant post-treatment reductions in health anxiety, experiential avoidance, and general psychological distress that were maintained at follow-up. Two participants showed clinically significant post- vi treatment reductions in health anxiety, experiential avoidance, and distress, despite not engaging in therapy as they did not wish to make changes. For the same reason, a fourth participant chose not to engage in therapy, despite high baseline scores on all measures, and showed no improvement during or after therapy. The fifth participant had low baseline scores on all measures, maintaining these throughout therapy, and at follow-up. Results are explained in terms of cohort and gender effects, with suggestions for adapting ACT with NZ older adults, particularly males. Implications for the utility of ACT with toxic exposure populations, older adults, and various cultures are discussed.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Made available in DSpace on 2015-10-19T11:50:25Z (GMT). No. of bitstreams: 1 fonseca2012.pdf: 1503515 bytes, checksum: 598b272f4aa2f20b7b0a36372f9a404f (MD5) Previous issue date: 2012-03-28 / This work discusses usability features that can be applied on interfaces for virtual libraries, to meet differences in interaction and information needs of different users. It presents the emergence and popularization of the Internet and presents it as a determining factor for the development of thematic virtual libraries. It presents the history of libraries and proposes subsidies for the creation of thematic virtual libraries issues aimed to meet the needs of users. It introduces the concept of information and health information. It discusses the interdisciplinary relations of Information Science with Cognitive Science. It demonstrates, through a focus group study on information needs of potential users of a thematic virtual library. It talks about usability in virtual libraries and usability features as parameters for meeting the needs of users. We conclude that the heuristic evaluation and usability principles raised in the literature and the current technical standards on the subject present subsidies for improvement of thematic virtual libraries and we consider the views gathered in focus groups are important contributions to the improvement of processes in a thematic virtual library in health. / Aborda o levantamento de características de usabilidade que possam ser aplicadas em interfaces de bibliotecas virtuais, para atender diferenças de interação e necessidades informacionais de usuários distintos. Demonstra o surgimento e a popularização da Internet e o apresenta como fator determinante para o desenvolvimento das bibliotecas virtuais. Discorre sobre a história das bibliotecas e propõe subsídios para a criação de bibliotecas virtuais temáticas voltadas para atender as necessidades dos usuários. Apresenta o conceito de informação e informação em saúde. Aborda as relações interdisciplinares da Ciência da Informação com as Ciências Cognitivas. Demonstra, através de grupo focal, estudo sobre necessidades informacionais de usuários potenciais de biblioteca virtual temática em saúde. Discorre a respeito de usabilidade em bibliotecas virtuais e apresenta a usabilidade como parâmetro para atendimento às necessidades dos usuários. Conclui que a avaliação heurística e os preceitos de usabilidade levantados na literatura e as normas técnicas vigentes sobre o tema apresentam subsídios para aprimoramento de bibliotecas virtuais temáticas e considera que as opiniões colhidas no grupo focal são contribuições importantes para a melhoria de processos de uma biblioteca virtual temática em saúde