One problem facing the hospitality industry today is turnover. Management turnover rates of 50 and 75 percent continue to plaque all segments of the industry. Personality type theory holds that people are happier in environments that are compatible with their personalities. This study examines 229 undergraduate students enrolled in hospitality education at the University of North Texas. The Myers Briggs Type Indicator was administered to these students to determine their predominant personality types, and to compare these types to those desired by hospitality industry professionals for success within the industry. Variables such as gender, work experience, and classification were also examined in comparison to student personality types.

This study investigated the relationship of the Personnel Decisions International Employment Inventory scales to criminal behavior by using 796 offenders with criminal records in the Texas Department of Corrections and a random sample of 893 non-offender job applicants. The hypothesis that offenders would score lower in integrity scores than non-offenders only gained mixed support, but consistent evidence showed that there were no mean differences between property offenders and other offenders. The implications of the results for future study were discussed.

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Personality measures are often used by organizations to select and develop employees in a way that maximizes their performance. Studies examining the relationship between personality and job performance have found some evidence for their utility in a variety of situations. Data was collected from a large restaurant company (N=9,800) in which hourly employees took a personality test for selection. Supervisory performance ratings and turnover data were also included for some employees. A three factor model of contextual performance consisting of personal support, organizational support, and conscientiousness initiative was tested and supported. The personality scales with the strongest relationship to performance, included drive and energy, friendliness, and emotional consistency. Effect sizes were relatively similar to previous meta-analytic studies, with the exception of a facet of conscientiousness which revealed a lower correlation with performance than expected. A differential pattern of correlations between the personality scales and performance dimensions was observed that supported some of the theoretically aligned constructs. The correlations between the personality variables and performance were unexpectedly higher among customer facing employees than team-based employees. No hypothesized interaction effects were supported, but some nonlinear relationships were found among some of the personality scales and performance. Drive and energy was a statistically significant predictor in decreasing the rate of turnover, however no support was found for any personality scale predicting job abandonment or involuntary turnover. Finally, a path model was tested that provided marginal support for performance mediating the relationship between personality and customer service ratings at the store level. Implications for human resource practices and recommendations for future research are discussed.

Most studies on organizational justice have focused on individuals’ reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals’ fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, & Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might influence employees’ fair or unfair behavior depending on an organization’s justice climate. Based on SIDE, it was hypothesized that organizational identification relates positively to employees’ feelings of deindividuation. Based on side-bet theory, it was further hypothesized that employees’ continuance commitment relates positively to their adoption of a subordinate role. Both deindividuation and adoption of a subordinate role were argued to make employees more susceptible to external influences and, therefore, make individuals more likely to behave in ways that are normative in a given context. Individuals who have higher levels of continuance commitment and organizational identification were, therefore, argued to engage in fair or unfair behavior depending on the level of the justice climate and the strength of the justice climate of their workgroup. The results of three studies provided support for the majority of hypotheses. Theoretical and practical implications of the results are discussed.

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Evidence from studies related to the workplace (Ziemenski, 1981 and Knautz, 1982) suggest that occupational stress is a causal factor in job-related illnesses such as coronary heart disease, psychoneurotic and personality disorders, and migraine headaches. II In addition to physiological problems resulting from stress almost every psychosocial variable of importance is affected by stress in the workplace, including productivity, morale, and the .psychological well-being of workers" (Ivancevich and Matteson, 1980). Cooper and Marshall (1975) proposed two central features of stress at work, the interaction of which determines either coping or maladaptive behavior and stress related disease: (1) the characteristics of the persons (dispositional) and (2) the potential sources of stress in the work environment (situational). There is a growing need to use stress responses to cope with stressful situations encountered in occupations. In order to fulfill their responsibilities, employees should be aware of stressors that develop. The methods utilized in this study should provide an approach to identifying stressors and assessing counterproductive job situations. The purpose of this study was to measure and compare the degrees of stress experienced by administrators, teachers I and support personnel of the District of Columbia Public School System to selected occupational factors. This study utilized a descriptive research methodology and survey technique to gather data from a sample population of employees of the District of Columbia Public School System including: (a) administrators, (b) teachers, (c) support personnel, including engineers and clerical support personnel. It was hypothesized that: (1) there is no statistically significant difference in stress levels of administrators, teachers, and support personnel as measured by responses to measurements of perceived occupational stressors (change, clarity, tedium, control, intensity and conflict) according to reported situational and dispositional factors. Analysis of Variance procedures and Pearson Moment Correlation were used to test the hypothesis. Data for the study were obtained from five high schools in the District of Columbia. / Ed. D.

The purpose of this study was to determine whether there is a relationship between perceived emotional intelligence and job performance among inbound call centre leaders in the medical aid environment. The sample consisted of 268 participants (45 leaders and 223 raters) across different age and race groups. A convenience sample was used, since it was easier to focus on call centre leaders working in the same office. All of the participants completed the 360º Emotional Competency Profiler (ECP) in order to measure emotional intelligence whereas the job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. The research results show that there was no statistically significant relationship between emotional intelligence and job performance among the call centre leaders. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology )

Thesis (M.App.Psy.)--University of Waikato, 2007. / Title from PDF cover (viewed May 28, 2008) Includes bibliographical references (p. 108-117)