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DEVELOPMENT AND CONSTRUCT VALIDATION OF HOGAN’S RAW MODEL OF EMPLOYABILITY: THE WILLINGNESS TO WORK HARD COMPONENTGonzales, Amanda V 01 June 2017 (has links)
The following study attempted to operationalize the willingness to work hard component of Hogan’s RAW model of employability. Willingness to Work Hard, the W in the model, appears to be multi-faceted; a qualitative synthesis of themes suggests that the construct may be dispositional. I examined proactive personality by using the G ProACT scale to help understand the multi-dimensionality of Willingness to Work Hard. Taking initiative, rigidness, planning, and anticipating opportunities were the four subscales that emerged. The purpose of my study was to collect evidence of construct validity for the proposed measure. I examined the relationship between the G ProACT measure and discriminant and convergent variables. A survey was distributed among CSUSB students that contained the G ProACT measure, demographic related items, and other established measures to gather construct validity. A confirmatory factor analysis (CFA) with 488 participants indicated a lack of support for the hypothesized model. Specifically, the CFA revealed that three of the four factors did not relate to the presumed construct of proactive personality. Rigidness showed no relationship whereas anticipating opportunities and planning demonstrated marginal relationships to the underlying construct. Follow-up analyses indicated that taking initiative was the only subscale deemed as strongly factorable. Findings suggest a need to further explore taking initiative to determine if the measure appropriately captures the dispositional nature of Willingness to Work Hard. Future research should continue to examine if proactive personality or other motivational constructs are an appropriate fit for the RAW model.
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Exploring Potential Downsides of Job CraftingAlbert, Melissa A. 29 August 2022 (has links)
No description available.
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Personality and Organizational Justice Effects on Counterproductive Work BehaviorDrabish, Alec C. 02 August 2022 (has links)
No description available.
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Elucidating the Relation of Proactive Personality with Job Crafting: Does Autonomy Matter?Albert, Melissa A. 04 May 2020 (has links)
No description available.
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Selection of industrial and organisational psychology master's students: exploring the validity of applied psychometric measuresOlivier, 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)
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