Depression is heterogeneous, however, depression measures conceptualize it as homogeneous. To help fulfill NIMH's strategic plan to focus on components of depression, this study analyzed the psychometrics of factor-based subscales in the BDI-II, CES-D, IDAS, and IDS. CCA was also used to explore redundancy across measures. Using a diverse sample of symptomatic undergraduates, this study found the IDAS to be the best measure, with complete DSM-IV symptom coverage and psychometrically sound subscales. The other measures did not have consistent subscales or coverage of symptoms. Furthermore, CCA revealed low levels of redundancy across measures. These results serve to disabuse the field of a perception that different measures of equivalently measure depression. Conversion tables were provided to empirically compare scores from different measures.

The advent of the Internet in personnel selection has brought with it many opportunities, challenges and concerns. The opportunities afforded to the employer include, among others, increased security, a reduction in the resources needed, reduced geographical constraints, reduced time to hire, immediate scoring and a lowering of costs. Owing to these benefits, the use of the Internet for psychological testing will continue to become more prevalent in personnel selection over the next few years. The use and acceptance of the Internet has encouraged organisations and assessment practitioners to make use of Internet-delivered testing as the preferred mode of administration, especially in view of the benefits that it offers to the employer, as well as to the candidate. Internet-delivered testing brings with it a few concerns and many organisations are still making use of the paper-and-pencil version of an instrument even though it is available in an online version. This is because of concerns over measurement equivalence, as the paper-and-pencil version is seen as a “safer” and more accepted mode of administration. There are also many test publishers that would like to take advantage of the practicability of Internet-delivered testing by converting their current selection procedures to an Internet format. This conversion cannot simply be assumed and needs to be examined and documented for each instrument. The primary purpose of this study is to determine the construct equivalence of the Customer Contact Styles Questionnaire (CCSQ7.2) when it is administered via paper-and-pencil in the presence of a proctor and when it is administered online in the absence of a proctor. The aim is to determine whether the online version of the CCSQ7.2 can be considered equivalent to its paper-and-pencil counterpart without loss of psychometric property. The results of the study revealed that the mode in which the CCSQ7.2 is administered does not compromise scale reliabilities and that the relationship between scales of the CCSQ7.2 are not affected by modes of administration. It can thus be said with confidence that the online version of the CCSQ7.2 can be considered equivalent to its paper-and-pencil counterpart without loss of psychometric property. Copyright / Dissertation (MCom)--University of Pretoria, 2008. / Human Resource Management / unrestricted

Business leaders are increasingly coming to recognise that there is more to business success than technical and cognitive competence. Personnel leadership is proving to be critical for business bottom-line achievements considering that most business outcomes are achieved through human capital. Emotional intelligence can be used to the advantage of organisations by developing an emotional intelligence audit. The objective of this study was to investigate the psychometric properties of the Emotional Intelligence Scale (EIS) developed by Schutte, Malouff, Hall, Haggerty, Cooper, and Golden (1998) for employees in the mining industry in South Africa. The psychometric soundness of the EIS was tested. The general objective of the research was to standardise a psychometric instrument of emotional intelligence and determine the validity of the Schutte Emotional Intelligence Questionnaire (EIS) (Schutte, et al., 1998). A valid and reliable measure of emotional intelligence could be valuable in the organisation to identify specific EI needs that could be developed through the implementation of EI development programmes. In this context a standardised psychometric instrument of EI could be of use in organisations during the training and development of employees. A cross-sectional survey research method with an availability sample (N = 324) from employees in the mining industry was used. Exploratory factor analysis was used to confirm the construct equivalence of the EIS in different racial pups. The results supported a one-factor model of emotional intelligence. ANOVA analysis was conducted to determine the levels of emotional intelligence in terms of various demographic aspects such as gender, racial groups, language groups, and age groups. The results indicated that there are no significant differences between different demographics aspects and the level of emotional intelligence. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Business leaders are increasingly coming to recognise that there is more to business success than technical and cognitive competence. Personnel leadership is proving to be critical for business bottom-line achievements considering that most business outcomes are achieved through human capital. Emotional intelligence can be used to the advantage of organisations by developing an emotional intelligence audit. The objective of this study was to investigate the psychometric properties of the Emotional Intelligence Scale (EIS) developed by Schutte, Malouff, Hall, Haggerty, Cooper, and Golden (1998) for employees in the mining industry in South Africa. The psychometric soundness of the EIS was tested. The general objective of the research was to standardise a psychometric instrument of emotional intelligence and determine the validity of the Schutte Emotional Intelligence Questionnaire (EIS) (Schutte, et al., 1998). A valid and reliable measure of emotional intelligence could be valuable in the organisation to identify specific EI needs that could be developed through the implementation of EI development programmes. In this context a standardised psychometric instrument of EI could be of use in organisations during the training and development of employees. A cross-sectional survey research method with an availability sample (N = 324) from employees in the mining industry was used. Exploratory factor analysis was used to confirm the construct equivalence of the EIS in different racial pups. The results supported a one-factor model of emotional intelligence. ANOVA analysis was conducted to determine the levels of emotional intelligence in terms of various demographic aspects such as gender, racial groups, language groups, and age groups. The results indicated that there are no significant differences between different demographics aspects and the level of emotional intelligence. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (M.A.)--Miami University, Dept. of Psychology, 2004. / Title from first page of PDF document. Includes bibliographical references (p. 37-46).

Background and Aim: Although inroads are currently being made into research in the area of organisational energy, an exhaustive search of the literature has indicated that research into measurement instruments which are applicable in the South African context is scant, with two empirical studies having been conducted in South Africa on organisational energy (Derman, Barkhuizen, & Stanz, 2011; Lamberti, 2010). As there is minimal research into organisational energy measures which are most appropriate for use in the South African context, this study explores the reliability and validity of the Productive Energy Measure (PEM) (Bruch, Cole & Vogel, 2005) in the South African context. This study also adds to the existing knowledge on the Energy Scapes Profile (ESP) (Tosey & Llewellyn, 2002) in the South Africa. Method: A cross-sectional survey research design is followed with data being collected from employees (N=303) from South African institutions. The ESP (Tosey & Llewellyn, 2002), and the PEM (Cole, Bruch & Vogel, 2011) are administered. Exploratory Factor Analysis, Confirmatory Factor Analysis, construct equivalence item bias analyses, Analysis of Variance, Multivariate Analysis of Variance and Regression Analysis are applied. Results:  Confirmatory factor analysis (CFA) of the ESP reveals that both a seven-factor and a one-factor model were inconclusive. Subsequent Exploratory factor analysis (EFA) reveals a one-factor structure. The theoretical sub-scales of the ESP show a high level of internal consistency.  The results of the CFA for the PEM clearly reveal a three-factor model. The three theoretical sub-scales show an excellent level of reliability. Statistically significant differences are found in the productive organisational energy levels of employees based on job level, home language, years in current job and the PEM dimensions.  Results of the regression analysis indicate that a statistically significant relationship exists between organisational energy and productive organisational energy. Practical Relevance: As far as could be determined, this is the first study to make use of the PEM in South Africa. The study attempts to identify which measure of organisational energy is most appropriate for use in the South African context, and makes a contribution to the body of knowledge surrounding organisational energy measurement instruments in the South African context. Furthermore, the study of measures of organisational energy which can be applied in the South African context provides assistance to those interested in measuring organisational energy in the workplace. / Dissertation (MCom)--University of Pretoria, 2011. / Human Resource Management / Unrestricted

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There is an apparent lack of in-depth knowledge about the processes that may underlie the interaction between work and home life, and their relationships with employee health and well-being. Work and home has traditionally been considered as separate domains, but during the past decade of democracy, transformation developments (eg, Affirmative Action, Employment Equity) changed the nature of the labour market and economy. This facilitated the increase in the number of working single-parent, dual-earner families, and of women participating in the workforce, which in turned influenced the work-home interaction of employed individuals. Furthermore, various researchers regard burnout and engagement as important constructs to consider in the well-being of employees. The level of a person's wellbeing subsequently affects his/her functionality in both the work and home spheres. Thus, there is a need to identify ways which both the individual and the organisation can apply to increase personal well-being and the balance between work and home life. South Africa has 11 different national languages, and only 8,3% of the population actually speak English at home. Language differences should therefore be taken into account when administering questionnaires. Studies in South Africa generally report race, education, language, and understanding of English as the main factors which impact on construct and item comparability of psychometric tests. There is consequently an obvious need to translate research instruments before they are administered to individuals from different language groups. If language differences are not taken into account, invalid conclusions regarding the constructs under study could be made, with serious implications for culturally diverse settings such as in South Africa. The objectives of this research were to translate the Survey Work-Home Interaction Nijmegen (SWING), Maslach Burnout Inventory-General Survey (MBI-GS) and Utrecth Work Engagement Scale (UWES) into Afrikaans and Setswana, and to investigate the construct validity, construct equivalence and reliability of these instruments. Furthermore, differences between demographic groups regarding work-home interaction and well-being were investigated. Finally, a structural model was tested, which included job characteristics, negative and positive work-home interference (WHI) and well-being (burnout and engagement). A cross-sectional survey design was used. Random samples (N = 685) were taken from police stations in the North West province. Structural equation modelling (SEM) was used to determine the construct validity and equivalence of the measuring instruments and to test the structural model. The results indicated that work-home interaction can be described as a four-dimensional construct consisting of negative WHI, positive WHI, negative home-work interference (HWI), and positive HWI. This factor structure was equivalent across all three language groups and all the scales were reliable. A four-factor model was confirmed for burnout and included exhaustion, cognitive weariness, cynicism and professional efficacy. A one-factor model was found for engagement. Both translated instruments were found to be equivalent for the three language groups. Furthermore, a second order factor analysis revealed that the underlying structure of well-being consists of two negatively related and equivalent factors, namely burnout (exhaustion, cognitive weariness and cynicism) and an enlarged engagement construct (engagement and professional efficacy). Members reported more negative WHI than negative HWI, and more positive HWI than positive WHI. Statistically significant differences exist between demographic groups regarding work-home interaction based on language, gender, marital status. parental status and education. Statistically significant differences of wellness exist between demographic groups based on language and educational level. The results of the structural equation modelling revealed that job demands were directly and positively associated with negative WHI and burnout, while job resources were directly and positively associated with positive WHI and work engagement. This also indicates the partial mediating effect of WHI between job characteristics and wellness. In addition, a lack ofjob resources was associated with higher levels of burnout. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Major changes that emphasise the importance of a balanced work and family life have occurred within organisations. Inability to manage this integration between the work and home domains can affect the performance of organisations and the wellbeing of their employees. In order to measure work-home interaction and wellbeing, it is important to use valid, equivalent and reliable instruments. However, there is a lack of empirical research when investigating work-home interaction, burnout and work engagement in the earthmoving equipment industry in South Africa. Furthermore, the earthmoving equipment industry is a multicultural environment and construct equivalence across subgroups therefore becomes important when measuring work-home interaction, burnout and work engagement across different cultural or language groups. It also seems relevant to consider differences in the work-home interaction and work wellness levels between important demographic groups in the earthmoving equipment industry. It appears as if burnout and engagement can be seen as part of the total wellness continuum; and that job characteristics may be related to burnout and engagement through negative and positive work-home interaction. However, little information was found that included these factors in a structural model for the earthmoving equipment industry. The objectives of this research were to test the psychometric properties of the Survey Work- Home Interaction - Nijmegen (SWING), the Maslach Burnout Inventory - General Survey (MBI-GS) and the Utrecht Work Engagement Scale (UWES); to determine if various demographic groups differ with regard to work-home interaction and wellbeing; and to test a structural model that includes job characteristics, work-home interaction and wellbeing for employees in the earthmoving industry. A cross-sectional survey design was used. Random samples (n = 528) were taken from employees in the earthmoving equipment industry in Gauteng, the Limpopo Province, Mpumalanga, the Northern Cape, the Western Cape, the Eastern Cape, Kwa-Zulu Natal and the North West Province. Structural equation modelling confirmed a four-factor model of work-home interaction which measures negative work-home interference, positive work-home interference, negative homework interference and positive home-work interference. This factor structure was equivalent across language, ethnicity, gender, education, marital status and parental status. All four factors were reliable. The participants reported more negative WHI than negative HWI, and more positive HWI than positive WHI. It was found that statistically significant differences that are based on age, gender, language, ethnicity, a partner's contribution to household income and the different business units exist between the demographic groups. The results confirmed a four-factor structure of burnout (exhaustion, cognitive weariness, cynicism and professional efficacy) and a two-factor structure of work engagement (including vigour and dedication). These structures were equivalent across language and education groups, and all scales were reliable. SEM analyses supported a two-factor structure for the wellness construct, consisting of burnout (exhaustion, cognitive weariness and cynicism) and engagement (vigour, dedication and professional efficacy), which was equivalent for the language and education groups. Statistically significant differences that are based on age, gender, language and the different business units were found between the demographic groups. Structural equation modelling showed that job demands are associated with negative WHI and consequently with burnout, providing support for a full-mediation effect of negative WHI. Job resources were associated with negative WHI and consequently with burnout, providing support for partial mediation of negative WHI between job resources and burnout. Job resources were also associated with positive WHI and consequently with engagement, providing support for partial mediation of positive WHI between job resources and engagement. Recommendations for the organisation and future research were made. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.