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Chinese work behavior scale (CWBS): predicting counterproductivity of Chinese workforcePak, Sim, Tess., 白嬋. January 2003 (has links)
published_or_final_version / abstract / toc / Psychology / Master / Master of Philosophy
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Integrity testing, personality, and self-monitoring : interpreting the personnel reaction blankByle, Kevin A. January 2004 (has links)
Integrity tests are used as a pre-employment screening technique by companies and organizations, and the fakability of such tests remain a concern. The present study used two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB), a covert integrity test, and the personality constructs predictive of honest and fake scores. This study shows that the PRB can be successfully faked. The personality constructs conscientiousness, agreeableness, and neuroticism are significantly correlated with honest integrity test scores while conscientiousness and neuroticism are predictors of faking behavior. Finally, the type of design used to examine the fakability of the PRB affects the magnitude of faking found. I conclude by discussing the theoretical and practical uses of the results and directions for future research. / Department of Psychological Science
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Stress in the workplace : a comparison of stress, coping, and strain levels among manufacturing personnelMcKinniss, Tamera L. January 1996 (has links)
Osipow and Spokane (1984) developed a model which divides occupational stress into the three main areas of stress, coping, and strain. In the past, this model has been empirically tested by the Occupational Stress Inventory (081). However, the Occupational Stress Inventory - Revised (OSI-R) has recently been developed in order to include some of the more recent developments in occupational stress literature. In addition to the original scales of the OSI, the OSI-R also contains five new experimental scales. The present study used the OSI-R to investigate differences in scale scores among management, trade/skilled, and direct labor personnel in two manufacturing plants. Although significant differences were found on the Role Insufficiency, Responsibility and Family Instrumental Support scales, the findings of this study should be questioned due to the unacceptable reliability levels on many of the OSI-R scales. / Department of Psychological Science
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Die ontwikkeling van 'n psigometriese toetsbattery vir die keuring van advertensieverteenwoordigers in 'n Suid-Afrikaanse media-groepMarais, Adriaan 04 1900 (has links)
Thesis (MEcon)--Stellenbosch University, 1990. / AFRIKAANSE OPSOMMING: Die doel van hierdie ondersoek is om 'n psigometriese toets=
battery te ontwikkel wat gebruik kan word in die keuringsproses
van advertensieverteenwoordigers.
Uit literatuur het geblyk dat daar 'n teoretiese raamwerk bestaan
naamlik 'n samevallende geldigheidsmodel waarvolgens die navorsings=
projek uitgevoer kan word. Eienskappe word ook geldentifiseer wat
kerunerkend van suksesvolle verteenwoordigers is. Genoegsame bewyse
is gevind dat persoonlikheid, belangstelling en aanleg belangrike
eienskappe van suksesvolle verteenwoordigers is. Die navorsings=
probleem wat ontstaan is "of die sukses van advertensie=
verteenwoordigers in die koerantsektor voorspel word deur middel van
'n keuringsbattery bestaande uit psigometriese toetse?\I Psigometriese
toetse wat psigometriese eienskappe meet gebaseer op belangstelling,
aanleg en persoonlikheidsmetings wat Nasionale Pers se suksesvolle en
onsuksesvolle advertensieverteenwoordigers van mekaar onderskei, wat
sodoende in die toekoms tydens die keuringsproses gebruik kan word om
beter advertensieverteenwoordigers te keur. Om'n antwoord op die
navorsingsprobleem te kry was dit nodig om die advertensieverteen=
woordigers by die verskillende dagblaaie wat onderskeidelik as die
suksesvolle en onsuksesvolle presteerders bestempel kan word aan die
hand van die volgende kriteria te identifiseer: kornrnissieverdien,
prestasiebeoordeling en 'n kornbinasie van die kriteria. Dit was ook
nodig om die nie-kognitiewe eienskappe naamlik: persoonlikheid,
belangstelling en aanleg te identifiseer wat die suksesvolle
presteerders beskryf. Hierdie eienskappe word gemeet deur die
volgende toetse:
Stellenbosch University http://scholar.sun.ac.za
die Sest.ienpersoonlikheids~faktorvraelys, Gestruktureerde
Objektiewe Rorschachtoets, 19-Veld-Belangstellingsvraelys en die
Senior Aanlegtoets.
Hierdie meetinstrumente is geselekteer op grond van die
waarskynlikheid dat hulle die eienskappe meet wat kenmerkend van
suksesvolle presteerders is gebaseer op grond van inligting
voortspruitend uit 'n posontleding en literatuurstudie.
Die respondente was 77 advertensieverteenwoordigers wat binne die
koerante-sektor van Nasionale Pers werksaarn is. Vervolgens is
van kontrasgroepe gebruik gemaak om die eienskappe wat kenmerkend van
die suksesvolle advertensieverteenwoordigers is mee te bepaal asook
'n sarnevallende geldigheidsmodel waardeur die korrelasies tussen
advertensieverteenwoordigers se metings op die psigometriese toetse
en aanslae op die prestasiebeoordelingsinstrument bereken is.
Op grond van die kontrasgroepe se resultate is daar nie genoegsarne
be\vyse gevind dat daar 'n beduidende onderskeid tussen suksesvolle
en onsuksesvolle advertensieverteenwoordigers op grond van hul
persoonlikheid-, belangstelling- en aanlegtellings gemaak kan word
nie. Dit was egter moontlik om op grond van die resultate van 'n
meervoudige regressie-ontleding 'n psigometriese toetsbattery saarn te
stel vir die keuring van advertensieverteenwoordigers. Deur
stapsgewyse regressie is 'n regressie-vergelyking wat 6 veranderlikes
insluit verkry met 'n meervoudige korrelasie van 0,62 tussen die
betrokke voorspellers en die prestasiebeoordelingmetings.
Stellenbosch University http://scholar.sun.ac.za
Deur die samestelling van 'n voorspellingsmodel is gevind dat die
huidige keuringsmetode wat gebruik word met 19,34% verbeter kan word
indien 'n psigometriese toetsbattery as een van die fases in die
keuringsbattery ingesluit word. Sodoende slaag hierdie ondersoek in
sy doel om 'n psigometriese toetsbattery daar te stel wat in die / ENGLISH ABSTRACT: The pu.t"poseof .this investigation is to develop a pscyhometric test
battery which can be used in the selection process of advertising
representatives.
Literature showed that a theoretical framework exist namely a
concurrent validation model upon which such a research project can be
based. Typical characteristics of the successful representatives are
also identified. Sufficient proof was found that personality,
interest and ability are important characteristics of successful
representatives. The research problem which excist is whether "the
success of advertising representatives in the newspaper industry
can be predicted by means of a test battery consisting of
psychometric tests?" Psychometric tests which measures
characteristics that differentiate between the successful and
unsuccessful advertising representatives of Nasionale Pers based on
their personality, interest and ability measures which in future can
be used in the selection process to select successful advertising
representatives. To answer the research problem it was necessary to
identify the successful and unsuccessful achievers at the various
newspapers based on the following criteria: commission earned,
preformance evaluation and a combination of the named criteria. It
was also necessary to identify the non-cognitive characteristics of
the good achievers namely: personality, interest and ability.
Four psychometric tests were used in the research project namely: the
Sixteen Personality Factor Questionnaire, Structured Objective
Rorschachtest, 19-Field Interest Questionnaire and the Senior
Aptitude Test.
Stellenbosch University http://scholar.sun.ac.za
The measuring instruments were selected on the basis that they
sufficiently measure the characteristics which are typical of
successful representatives based on the job analysis and a study of
the relevant literature.
The respondents were 77 newspaper advertising representatives
employed at Nasionale Pers. Contrast groups were used to determine
the typical characteristics of a successful advertisement
representative and a congruent validity model where by the
correlations between the pscychometric tests and the scores of
advertising representatives on the preformance appraisal instrument
are determined.
Based on the findings of the contrast groups no sufficient evidence
could be found that a distinction can be drawn between the successful
and unsuccessful advertising representatives based on their
personality, interest and ability scores. By using a multiple
regression analysis it was possible to construct a psychometric test
battery that can be used in the selection of advertising
representatives. By means of stepwise regression, a multipile
equation including six variables were determined. A multipile
correlation of 0,62 were found between the relevant predictors and
the preformance appraisal scores.
By making use of a prediction model it was found that the current
selection procedure could be improved by 19,34% if the psychometric
test battery is included as one of the phases in the selection
battery. This study therefor succeeds in its purpose to develop a
psychometric test battery which can be included in the selection
process of advertising representatives.
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Assessment centres within the South African workplace : relationship between a situational judgement test and ability and personality measures.Caruth, Emma. January 2011 (has links)
Assessment Centres within the South African Workplace: Relationship between a
Situational Judgement Test and Ability and Personality Measures.This research investigates the relationship of a specific situational judgement test,
Scenarios, to that of ability and personality measures through a discriminant validation
study. The Scenarios Test was developed in order to assess the construct of Managerial
Judgement within the work context. Despite the fact that this instrument has demonstrated
reliability and validity evidence, this has been primarily obtained within a European
context. Therefore, this study will contribute towards the growing body of evidence
supporting the psychometric integrity of the use of Scenarios within a South African
context. Moreover, this research aims to determine whether or not a situational judgement
test of Managerial Judgement provides information relating to constructs which are not
sufficiently measured by ability tests and personality questionnaires. The results indicate
that there is significant inter-correlation between the scales of Scenarios, but not between
Scenarios and the other instruments used (cognitive ability tests and a trait personality
measure). This may support the hypothesis that SJTs could measure a broader underlying
construct, such as tacit knowledge, as well as the fact that they may provide unique
information relating to candidates‟ potential job performance which is not provided by
tests of ability and personality. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.
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Measurement invariance of the second edition of the Fifteen Factor Personality Questionnaire (15FQ+) over different ethnic groups in South AfricaHoltzkamp, Jani Gerda 12 1900 (has links)
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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The influence of job type, information provided, test type, and test performance on applicant reactions to personnel selection testsSchulz, Michelle Renae 01 January 2001 (has links)
The evolution of the Systems Model approach to personnel selection marks the emergence of the relationship between the organization and the applicant. It has made organizations become increasingly aware of the potential influence of applicant reactions to selection procedures.
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Sensory processing and work performance of contact centre agents in South AfricaLewis, Juan David 03 1900 (has links)
Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The primary objective of this study was to establish if the Adolescent/Adult Sensory Profile questionnaire (AASP) could be used as a recruitment tool in selecting contact centre agents with a higher predictability for success and hence higher productivity.
Contact centres around the globe face the challenge of high staff turnover and absenteeism, reducing profitability. It seems that work performance related to the way in which adults process sensory input has not been well researched. A model was developed by Dunn (Brown et al., 2001) based on the intersection of a neurological threshold continuum and a behavioural continuum and yielding four quadrants: Quadrant 1, Low Registration (of stimuli); Quadrant 2, Sensation Seeking; Quadrant 3, Sensory Sensitivity, and Quadrant 4, Sensation Avoiding.
Forty-eight contact centre agents employed by Liberty Life were selected and assessed on the AASP. Performance data for each contact centre agent were collected: available time, auxiliary time, log-in time, quality assurance, absenteeism and length of service. Spearman rank correlations were conducted to test if relationships exist between any of the four quadrants and the performance measures. As an additional investigation, a Suitability Score (based on clustering of scores with a percent assigned) was derived for each contact centre agent and also correlated with the above performance measures.
Significant relationships were found between Quadrant 2 scores and three of the performance measurement criteria. As the Quadrant 2 scores increase, the average available time of the agents will decrease and their average log-in time will increase. Absenteeism increased as well, which is expected to have a negative effect on the productivity of the contact centre. The Quadrant also had a high predictability for Suitability Ratings indicating that as the Quadrant 2 score increases, the suitability of the contact centre agents increases as well.
Regarding Quadrant 3 (sensory sensitivity) scores, quality assessment, total days of absenteeism and average absenteeism relate negatively. It seems that contact centre agents with high sensory sensitivity are less suitable for the job. As the score increases the quality assessment scores decrease, which is not what is required in terms of quality standards.
A negative relationship exists between Quadrant 3 scores and the Suitability Rating scores, indicating that the higher the quadrant scores the less suitable the contact centre agents are to work in the contact centre environment.
Quadrant 4 (sensation avoiding) has a negative relationship with Suitability Rating scores, which indicates that the higher the quadrant score the less suitable the contact centre agent is to work in the contact centre environment.
No significant relationships were recorded between the performance measurements and Quadrant 1 (low registration) and Quadrant 4 (sensation avoiding), even though, logically, one would expect agents with less distraction to be more productive.
Further studies are recommended before the Adolescent/Adult Sensory Profile questionnaire is used as a recruitment tool. Future studies could categorise the quadrant scores into clusters and then test for relationships with the set performance measurements.
The Suitability Rating was used in a first attempt to match individuals in a specific job according to specific sensory profiles. This measure has not yet been tested for validity and reliability, which must be done prior to further study using it. / AFRIKAANSE OPSOMMING: Die primêre doel van hierdie studie was om vas te stel of die Adolescent/Adult Sensory Profile (AASP) vraelys gebruik kan word as ‘n hulpmiddel vir die werwing en seleksie van kontaksentrum agente, met ‘n hoër waarskynlikheid van sukses en, dus, hoër produktiwiteit.
Kontaksentrums op elke vasteland kom te staan voor die probleem van hoë personeelomset en werksafwesigheid wat winsgewendheid verlaag. Die manier waardeur volwasse mense hul sensoriese insette verwerk, in verband met werkprestasie, is nog nie goed ondersoek nie. ‘n Model is deur Dunn (Brown et al., 2001) ontwikkel wat gebasseer is op die kruispunt van ‘n neurologiese drumpel kontinuum en ‘n gedragskontinuum wat tot vier kwadrante lei: Kwadrant 1, Lae Registrasie (van stimuli); Kwadrant 2, Sensasie Soekend; Kwadrant 3, Sensoriese Sensitiwiteit, en Kwadrant 4, Vermyding van Sensasie.
Agt-en-veertig kontaksentrum agente wat in diens van Liberty Life is, is geselekteer en beoordeel volgens die AASP. Prestasiedata is saamgestel vir elke kontaksentrum agent: beskikbare tyd, oortollige tyd, teenwoordige tyd, kwaliteitsversekering, werksafwesigheid en jare diensplig. Spearman rang korrelasies is onderneem om te toets of daar verbande bestaan tussen enige van die vier kwadrante en die prestasiemaatstaf. In ‘n addisionele ondersoek is ‘n geskiktheidsmaatstaf ontwikkel wat gebasseer is op trosvorming van tellings met ‘n toegekende persentasie. Dit is gedoen vir elke kontaksentrum agent en hierdie tellings is ook gekorreleer met bogenoemde prestasiemaatstawwe.
Statisties-beduidende positiewe verbande is gevind tussen Kwadrant 2 (sensasie soekend) tellings en drie van die prestasiemetingskriteria. As die telling van Kwadrant 2 toeneem, neem die gemiddelde beskikbare tyd af en die teenwoordige tyd van agente toe. Werksafwesigheid het ook toegeneem, wat moontlik negatief kan inwerk op die produktiwiteit van die kontaksentrum. Die kwadrant het ook ‘n hoë waarskynlikheid openbaar in die geval van die Gekiktheidsmaatstaf, wat aandui dat, namate die Kwadrant 2 telling toeneem, die gekiktheid van die kontaksentrum agent ook toeneem.
Wat Kwadrant 3 (sensoriese sensitiwiteit) tellings betref, bestaan daar ‘n negatiewe verband tussen kwaliteitsversekering, totale aantal dae van werksafwesigheid en gemiddelde werksafwesigheid. Dit blyk dat kontaksentrum agente met hoë sensoriese sensitiwiteit dalk minder geskik is vir die pos. Soos wat die telling vir sensoriese sensitiwiteit toeneem, neem die telling vir kwaliteitsversekering af, wat nie in terme van kwaliteitstandaarde aanvaarbaar is nie.
Daar bestaan ‘n negatiewe verband tussen Kwadrant 4 (sensasie vermyding) tellings en die tellings vir die Geskiktheidsmaatstaf, wat aandui dat hoe hoër die kwadrant telling, hoe minder geskik is die agent.
Geen statisties-beduidende verbande is gevind tussen die prestasietellings van Kwadrant 1 (lae registrasie) en Kwadrant 4 (sensasie vermyding) nie. Normaalweg sou mens verwag dat agente met minder afleiding, meer produktief sou wees.
Daar word voorgestel dat verdere studies onderneem word voordat die Adolescent/Adult Sensory Profile as ‘n werwingsmaatstaf gebruik word. Toekomstige studies kan die kwadrant tellings saamvoeg in trosse en dan toets vir verbande met die vooropgestelde prestasiemaatstawwe.
Die Geskiktheidsmaatstaf is gebruik as ‘n eerste poging om individue saam te voeg in ‘n spesifieke pos, volgens ‘n spesifieke sensoriese profiel. Hierdie maatstaf moet vir toepaslikheid en betroubaarheid in verdere studie getoets word, voordat dit gebruik kan word.
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Exploring positive psychological strengths in employees attending EAP in the public service: a qualitative studyNdhlovu, Mojalefa James 11 1900 (has links)
The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions.
Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP.
The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions. / Psychology / D. Litt. et Phil. (Psychology)
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Exploring positive psychological strengths in employees attending EAP in the public service: a qualitative studyNdhlovu, Mojalefa James 11 1900 (has links)
The purpose of this study was to explore and highlight positive psychological strengths that are required and, to a lesser extent, negative psychological factors that are to be eliminated in employees attending EAP in the public service in order to make the EAP beneficial and successful. EAPs in the public service have not been as successful as expected because employees drop-out prematurely and/or benefit minimally from attending their sessions.
Through the use of a qualitative research approach, this study explored positive psychological strengths that played a significant role in assisting employees attending EAP to achieve their health goals. Research data was collected through the narratives and in-depth interviews from eight participants, who shared their EAP experiences with the researcher. The collected data was analysed through the use of content analysis and positive psychological strengths in the form of themes emerged. The themes were compared with the framework of positive psychology, which is known as the VIA classification system of strengths and virtues framework, in order to determine alignment or compatibility with it. In addition, a few negative emotions were also reported as having been experienced by the participants while attending EAP.
The results of this study indicate that certain positive psychological strengths possessed by employees while attending EAP contributed significantly in making them benefit from their EAP consultations. Although a few negative emotions were also reported as having being present during the EAP consultation, they did not affect the progression and success of the EAP. An EAP intervention model is recommended herein for future use, in order to facilitate the success of EAP sessions. / Psychology / D. Litt. et Phil. (Psychology)
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