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Executive functions (including attentional shifting/flexibility, working memory, and inhibitory control) are strong predictors of children's early school success (Blair & Razza, 2007; Espy et al., 2004). The current study explored questions related to measurement of executive functions in preschool-aged children. Convergent and predictive validity were assessed for two traditional executive function tasks (the Dimensional Change Card Sort and the Day-Night Stroop), a behavioral executive function task (the Head-Toes-Knees- Shoulders, HTKS), and teacher ratings of child classroom behavior (the Child Behavior Rating Scale, CBRS). All measures were low-to-moderately correlated for the full sample of preschoolers. The CBRS and the HTKS tasks were the most consistent predictors of emergent mathematics, vocabulary, and literacy, controlling for child age and Head Start status; however, all tasks were significantly related to each achievement outcome. Additionally, the convergent and predictive validity of the executive function tasks and teacher ratings were examined by Head Start status. Results show that the tasks were more closely related in non Head Start children. For predictive validity, the most notable difference was for the Day-Night Stroop, which was a strong consistent predictor of academic outcomes for non Head Start children but not for Head Start children. Together, these findings provide insight to the convergent and predictive validity of executive function tasks during early childhood and differences in executive function associated with Head Start status. / Graduation date: 2012

This research is to develop in-basket work samples to measure an individual's willingness and ability to display behaviors that are often associated with successful leadership in organizations as described by Bass.

The purpose of this study was to examine the effects of behavioral checklist critical item content on subsequent global, Likert-type ratings. It was hypothesized that assessment center participants rated with positive critical items would receive higher scores on subsequent global ratings than would participants rated with negative critical items. Additionally, it was hypothesized that volunteers would receive better ratings than nonvolunteers. Finally, it was hypothesized that behavioral ratings would show less susceptibility to halo effect than global ratings.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of psychometric tests to aid in the prediction of managerial performance. Currently the most prevailing predictor constructs of managerial performance are cognitive ability, personality, and experience. However, researchers and practitioners are still looking for ways in which to maximise the prediction of managerial performance. In recent years, Situational Judgement Tests (SJTs) have become an increasingly popular selection tool. SJTs are multidimensional psychometric instruments designed to assess an individual’s judgement concerning work-related situations. Evidence to date indicates that SJTs are valid predictors of performance, especially for managerial positions in which interpersonal interactions are important. The main objective of this study was to examine whether SJTs significantly add to the prediction of managerial performance over other measures used for managerial selection, such as measures of cognitive ability and personality. Measures of specific cognitive abilities, personality and a SJT were administered to branch managers in a South African retail bank (N = 124) to investigate the ability of the measures to predict managerial performance. Managerial performance was measured using three measures; Performance Ranking, a Behavioural Observation Scale (BOS) and an Overall Performance Rating. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and the managerial performance measures. Findings reveal different prediction patterns for the three criteria. A multiple correlation coefficient of .442 (p > .05) was obtained when predicting Performance Ranking measures, .308 (p < .05) was obtained for predicting the Behavioural Observation Scale (BOS) measure, and .318 (p > .05) was obtained when predicting the Overall Performance Rating measure. Therefore, only when predicting the BOS measure, the SJT provided incremental validity over cognitive ability and personality measures. Consequently, the average of the scores of the three criterion measures, i.e., the Managerial Performance Composite, was used to evaluate the a priori hypotheses. A multiple correlation of .366 (p > .05) was obtained for predicting the Managerial Performance Composite criterion. Results therefore indicate that the SJT did not exhibit meaningful or statistically significant incremental prediction over cognitive ability and personality to predict the composite managerial performance measure. / AFRIKAANSE OPSOMMING: Die laaste twee dekades het ‘n toename in die gebruik van psigometriese toetse in die voorspelling van bestuurdersprestasie waargeneem. Tans is kognitiewe vermoë, persoonlikheid en ervaring die mees algemene voorspellingskonstrukte vir bestuurdersprestasie. Navorsers en praktisyns is egter op soek na maniere om die voorspelling van bestuurdersprestasie te verbeter. ‘n Onlangse verwikkeling is dat “Situational Judgement Tests” (SJTs) toeneem in gewildheid as seleksie-metode. SJTs is multi-dimensionele psigometriese toetse wat ontwerp is om ‘n individu se oordeelsvermoë ten opsigte van werksverwante situasies te assesseer. Navorsing tot op hede wys dat SJTs geldige voorspellers van prestasie is, veral vir bestuursposisies waarin interpersoonlike interaksies belangrik is. Die hoofdoel van hierdie studie was om te ondersoek of SJTs betekenisvolle waarde toevoeg tot die voorspelling van bestuurdersprestasie bo die gebruik van ander meetinstrumente wat vir bestuurskeuring gebruik word, soos metings van kognitiewe vermoë en persoonlikheid. Vir hierdie doel, is takbestuurders in ‘n Suid Afrikaanse bank (N = 124) se kognitiewe vermoëns, persoonlikheid en situasionele beoordelingsvermoë getoets om die vermoë van die meetinstrumente om bestuurdersprestasie te voorspel, te ondersoek. Bestuurdersprestasie was deur middel van drie meetinstrumente bepaal; prestasie-rangordening (“Performance Ranking”), ‘n gedragsobservasieskaal (“Behavioural Observation Scale”) en ‘n algehele prestasiebeoordelingsmeting (“Overall Performance Rating”). Hiërargiese meervoudige regressie-ontleding was gebruik om die verhouding tussen die voorspellers en die bestuurdersprestasiemetings te ondersoek. Verskillende voorspellingspatrone is vir die drie meetinstrumente gevind. ‘n Meervoudige korrelasie koeffisiënt van .308 (p < .05) is vir die voorspelling van die BOS meting verkry, terwyl .442 (p > .05) en .308 (p < .05) onderskeidelik vir die voorspelling van die prestasie-rangordening en algehele prestasiebeoordelingsmeting verkry is. Gevolglik het slegs die BOS meting inkrementele geldigheid getoon. Die gemiddeld van hierdie drie metings se tellings is gebruik om ‘n bestuurdersprestasie-kombinasietelling “Managerial Performance Composite” te skep wat gebruik is om die finale besluit rakende die a priori hipoteses te maak. ‘n Meervoudige korrelasie van .366 (p >.05) was gevind ten einde die bestuurdersprestasie-kombinasietelling te voorspel aan die hand van die voorspellers.

M.Cur. (Professional Nursing) / The nursing service manager in local goverment is confronted by extensive changes in the health care delivery system. The communities need to work towards better health but in turn it ask for competent leadership from the nursing service manager. The nursing service manager is accountable for the nursing component of services in the personal health services and should focus in on quality control, in the preventative and primary health care services. It appears that leadership development of the nursing service manager in the local goverment does not receive the attention that it should. The question that offers leadership manager and if so needs to be asked, is whether local government development programs for the nursing service what is the nature and extent of the program? What is the predominant leadership style that the nursing service manager is using from within the situational leadership theory? What guidelines for a leadership development program for nursing service managers should be formulated? The objectives of this study is to investigate what the nature and extent of leadership development for the nursing service manager in the local government in the Pretoria, Witwatersrand and Vaal triangle is. The second objective is to determine the leadership style of the nursing service manager in the local government in the Pretoria, Witwatersrand and· Vaal triangle. The third objective is to develop guidelines for a leadership development program for nursing service managers in local government from within the framework of the situational leadership theory, based on the results of the study. An explorative, descriptive research design within the context was used to answer to the objectives set for this study. The research methods consist of a interview with a interview guide that was used to determine the nature and extent of leadership development that the nursing service manager receives. Secondly an evaluation was done with the aid of the LEAD-Self and LEADOthers instruments. The situational theory was the Whole Person Theory study. The researcher found that most of the nursing managers are working in the two biggest local governments and the predominant designation is that of chief community health nurse. The nursing service managers have the applicable clinical ability in community health nursing science. The findings are as follows The majority of nursing service managers in this study are working in the two largest local governments. The designation of community health nurse is the most common designation for the nursing service managers. The nursing service manager possesses the appropriate clinical experience in community health nursing. The researcher found that seven (38.9%) of the leaders are busy with formal leadership development by means of further studies, which points to positive motivation. The results show that . leadership development of the service manager does not receive the necessary attention should receive. nursing that it The primary managers are style three. leadership style that most of the nursing service using according to their own perception is that of This style is also known as the style of participation which is high in support and low in direction giving. According to the followers perception, the nursing service manager uses style two as the primary style. This style is both high in support and direction giving and it is also known as the selling style. Guidelines for the development program are set out accordingly curriculum development.

Indiana University-Purdue University Indianapolis (IUPUI) / Previous research has found that the clarity of information provided to raters about women managers’ performance affects ratings of their competence, likeability, and overall evaluation. The current study sought to contribute to this literature by examining whether individual differences of raters can explain the reason for differential performance evaluations of male and female managers, despite them both performing equally. For this purpose, the current research extended the findings of Heilman and colleagues by replicating their methodology while introducing a moderator variable, the rater’s Implicit Person Theory (IPT). The IPT differentiates people into either entity theorists (that is, those who believe that behavior is trait-based and therefore fixed and stable) and incremental theorists (those who believe that behavior is situationally mediated and hence, changeable). Specifically, it was proposed that the effects found in the previous study would be stronger when the rater possessed an entity theory as opposed to an incremental theory. In doing so, this research attempted to provide an understanding of why male and female managers might be given different ratings, all other things being equal. Analyses revealed results that were consistent with, as well as some that were quite inconsistent with, previous findings. Rater IPT was found to have a significant effect on ratings provided by male participants but not those of female participants. Other findings and implications are discussed and limitations and future research directions are stated.