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11	The design of an undergraduate chiropractic curriculum Kleynhans, Andries Mentz 11 1900 (has links) Evidence is provided to support Kierkegaard's phenomenology that only what is learned through experience is truly known. It is demonstrated that the chiropractic curriculum represents a unique area of investigation and that it is possible to define curriculum; to create a functional and integrative model which subsumes elements from the traditional, cyclical and process models; and to design an integrative, problem-based, evidence-based, experiential chiropractic curriculum. A taxonomy is proposed for curriculum design in four domains which deal respectively with a) curriculum processes which include the selection, motivation and interaction of curriculum developers, curriculum definitions and models, and an algorithm for curriculum design; b) curriculum organisation which addresses philosophical, sociological, cultural and psychological foundations, curriculum paradigms and a chiropractic conceptual framework; c) curriculum development which concerns design strategies, situational analysis, intent, content, design and organisation of learning experiences and assessment of student performance; and d) curriculum application, which includes the learning climate, quality management, management of change, self-evaluation and external accreditation / Curriculum and Instructional Studies / M. Ed. (Didactics) Chiropractic Curriculum Education Competency-based assessment Curriculum change management Curriculum design taxonomy Curriculum paradigms Experiential learning Individualisation learning Integrative curriculum Learning ambience Medical education Problem-based learning Study guides 375.001 Curriculum planning Curriculum change Chiropractic -- Study and teaching
12	The validation of a psychological assessment battery for the selection service agents in a South African commercial airline company Davis, Ryan Jonathan 10 1900 (has links) The purpose of the research was to determine whether measures of ability, personality and behaviour would significantly predict job performance of customer service agents in a South African commercial airline company. The Verbal Interpretation Test (VCC1), Numerical Reasoning Test (NP6.1), Basic Checking Test (CP7.1C), Occupational Personality Questionnaire (OPQ32) and a competency based interview were completed by job applicants. Customer Contact Competency (CCC) scores and a Person Job Match (PJM) score were derived from the OPQ32 and ability measures to ensure job relevance during selection assessment. Job performance statistics in the form of training scores and supervisor ratings (from performance appraisals and criterion questionnaires) were obtained for the sample as criterion data. Correlations revealed statistically significant small to moderate correlations between the predictors and the criterion data / Industrial & Organisational Psychology / M.Com (Industrial & Organisational Psychology) Selection Psychological assessment Psychological test Cognitive ability Competency-based assessment 658.3112 Airlines -- Employees -- South Africa Performance standards -- South Africa
13	The validation of a psychological assessment battery for the selection of customer service agents in a South African commercial airline company Davis, Ryan Jonathan 06 1900 (has links) The purpose of the research was to determine whether measures of ability, personality and behaviour would significantly predict job performance of customer service agents in a South African commercial airline company. The Verbal Interpretation Test (VCC1), Numerical Reasoning Test (NP6.1), Basic Checking Test (CP7.1C), Occupational Personality Questionnaire (OPQ32) and a competency based interview were completed by job applicants. Customer Contact Competency (CCC) scores and a Person Job Match (PJM) score were derived from the OPQ32 and ability measures to ensure job relevance during selection assessment. Job performance statistics in the form of training scores and supervisor ratings (from performance appraisals and criterion questionnaires) were obtained for the sample as criterion data. Correlations revealed statistically significant small to moderate correlations between the predictors and the criterion data / Industrial and Organisational Psychology / M.Com. (Industrial & Organisational Psychology) Selection Psychological assessment Psychological test Cognitive ability Competency-based assessment Numerical ability Checking ability Personality Behavioural interview Predictive validity Job analysis Correlations Multi-cultural context Customer service agents 658.3112 Airlines -- Employees -- South Africa Performance standards -- South Africa
14	Selection of industrial and organisational psychology master's students: exploring the validity of applied psychometric measures Olivier, Karina Cornelia 10 1900 (has links) The objective of this study was to investigate how well the academic performance of the Industrial and Organisational Psychology master’s students at a research institution can be predicted through psychometric measures. A non-experimental design was used in this empirical study. The sample consisted of one hundred and thirty-three IO Psychology master’s students over a five-year period. The secondary data for this research originated from the students completing the Graduate Verify Ability tests as well as the Occupational Personality Questionnaire, which are psychometric measures that form part of the selection. Both psychometric measures load onto the Person Job Match competencies. A theoretical relationship could be found between the Ability tests and academic success as well as the PJM competencies that included weighted scores from both psychometric measures. The empirical relationships, therefore, proved that the ability tests have the strongest predictive ability for academic success. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology) World of work Academic success IO Psychology master's student Graduate Verify Numerical Ability test Graduate Verify Verbal Ability test OPQ32r Validity Competency-based assessment Competency Person job match Selection 153.94 Psychological tests -- Validity Psychometrics -- Validity Psychology, Industrial Degrees academic

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