M.A. (Counselling Psychology) / The "aim of this study was (1) to compare three different procedures of evaluation used with the "Group Assessment of Interpersonal Traits" (GAIT) in terms of reliability, and (2) to assess the strength of the relationships between the different measures of empathy and selfactualization and the quality of interpersonal relationships, to achieve a tentative indication of the validity of the three evaluation procedures. From a survey of the literature it is apparent that very little agreement exists as to the exact meaning of the construct empathy, and that there is need of a valid, reliable and economical measure of empathic ability. Against this background an evaluation procedure based on Barrett-Lennard's (1981) conceptualization of empathy as a cyclical process and Goodman's (1972) GAIT-procedure was developed. Eighty-nine third year psychology students were used as subjects. They were randomly divided into 12 subgroups. Three groupings of four subgroups were exposed to three different GAIT evaluation procedures, which were those of Goodman (972), Van Wyk (978) and one that was developed for the purpose of this study. The "Personal Orientation Inventory" (POI) and the "Personal, Home, Social and Formal Relations Questionnaire" (PHSF) were respectively used as measures of selfactiJalization and interpersonal relationships.

Despite decades of interest in the organizational and managerial factors that influence an individual s attachment to the organization, very little is known about the personal characteristics that may influence an individual s interpersonal relations at work and attachment to the organization. In the context of a changing workplace, in which greater importance is being placed on worker interpersonal skills and organizational commitment, individual differences in adult attachment styles represent a potentially important determinant of intrapersonal and interpersonal criteria as well as organizational commitment. The purpose of this research was to empirically validate a work-related measure of adult attachment and to examine the criterion-related validity of this measure for work outcomes and organizational commitment.

abstract: As methods for measuring the relationship between personality and behavior have become more sophisticated, so too has the interest in better explaining the role that environments play in this relationship. Recent efforts have been made to clarify the hypothesized moderating role of environments on this relationship and Cooper and Withey (2009), in particular, have provided evidence for the paucity of empirical research that explains the ways in which strong and weak situations may differentially affect the relationship between personality and behavior. They contend, through a thorough review of the literature, that the intuitive nature of the theory provides promise and that there is likely some substantive basis for the assertion that environmental strength should moderate the relationship between personality and theoretically relevant behaviors. The current study was designed to test the moderating influence of interpersonal environment on the relationship between interpersonal personality and interpersonal behavior, specifically whether the evidence exists for the hypothesis that moderation differentially exists for strong and weak environments. No evidence was provided for the moderating role of environments. Evidence was provided for the predictive utility of traits in all models. / Dissertation/Thesis / Doctoral Dissertation Counseling Psychology 2016

Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne 'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike, interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei. Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese benadering, is nog nie in finansiele instellings nagevors nie. Die volgende literatuurdoelstellings is in hierdie navorsing bereik: 'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee, wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel. - Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die selfaktualiserende persoon is ge"identifiseer. - Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die suksesvolle bestuurder is ge"identifiseer. - Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is ge"identifiseer. 'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys, Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys, Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys en die Biografiese vraelys. Hierdie meetinstrumente is as klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk selfaktualisering by bestuurders van 'n finansiele instelling te meet. Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en werknemer -effektiwiteitsvraelys gemeet. Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15 klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele instelling. Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses. Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses. Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan word om bestuurders met bestuurspotensiaal te identifiseer. Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within a financial institution. The premise is that managers who have already reached high levels of self-actualisation possess the personality traits (intrapersonal, interpersonal and work traits) that lead to management success. This premise, which is based on the points of view of the humanistic approach, has not yet been researched in a financial institution. The following literature objectives were achieved in this research: - An integrated view of the major humanistic personality theories, which serve as metatheoretic framework for this research, has been compiled. - The concept of self-actualisation has been defined and the personality traits of the self-actualising person identified. - The concept of management success has been defined and the personality traits of the successful manager identified. - Measurable management success criteria as well as measuring instruments for measuring these criteria have been identified. A psychometric test battery has been compiled from the General Health Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire, Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study Technique and Decision-making Questionnaire and the Biographical Questionnaire. These measuring instruments were used as classification variables to measure the measurable components of the selj-actualisation construct among managers of a financial institution. Management success, as a criterion variable, was measured using the performance management evaluation and employee effectiveness questionnaires. From the statistical analysis (multiple-regression analysis) it is evident that 15 classification variables relate to management success. The multiple correlation R (adjusted for number of cases and number of classification variables) equals 0,54. A relation has therefore been found in this research between the concepts of selfactualisation and management success as measured in managers of a financial institution. Several classification variables show a parabolic relation to management success. This indicates that a relative presence or strength of specific personality traits is essential for management success. However, when a certain optimal point is exceeded, this has a detrimental effect on management success. The conclusion is reached that the evaluation techniques and psychometric instruments used in this research, which showed a relation (whether rectilineal or parabolic) with management success, may be employed at a financial institution to identify managers with management potential. Recommendations in respect of the usefulness of the self-actualisation concept for the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)

Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne 'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike, interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei. Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese benadering, is nog nie in finansiele instellings nagevors nie. Die volgende literatuurdoelstellings is in hierdie navorsing bereik: 'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee, wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel. - Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die selfaktualiserende persoon is ge"identifiseer. - Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die suksesvolle bestuurder is ge"identifiseer. - Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is ge"identifiseer. 'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys, Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys, Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys en die Biografiese vraelys. Hierdie meetinstrumente is as klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk selfaktualisering by bestuurders van 'n finansiele instelling te meet. Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en werknemer -effektiwiteitsvraelys gemeet. Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15 klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele instelling. Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses. Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses. Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan word om bestuurders met bestuurspotensiaal te identifiseer. Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within a financial institution. The premise is that managers who have already reached high levels of self-actualisation possess the personality traits (intrapersonal, interpersonal and work traits) that lead to management success. This premise, which is based on the points of view of the humanistic approach, has not yet been researched in a financial institution. The following literature objectives were achieved in this research: - An integrated view of the major humanistic personality theories, which serve as metatheoretic framework for this research, has been compiled. - The concept of self-actualisation has been defined and the personality traits of the self-actualising person identified. - The concept of management success has been defined and the personality traits of the successful manager identified. - Measurable management success criteria as well as measuring instruments for measuring these criteria have been identified. A psychometric test battery has been compiled from the General Health Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire, Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study Technique and Decision-making Questionnaire and the Biographical Questionnaire. These measuring instruments were used as classification variables to measure the measurable components of the selj-actualisation construct among managers of a financial institution. Management success, as a criterion variable, was measured using the performance management evaluation and employee effectiveness questionnaires. From the statistical analysis (multiple-regression analysis) it is evident that 15 classification variables relate to management success. The multiple correlation R (adjusted for number of cases and number of classification variables) equals 0,54. A relation has therefore been found in this research between the concepts of selfactualisation and management success as measured in managers of a financial institution. Several classification variables show a parabolic relation to management success. This indicates that a relative presence or strength of specific personality traits is essential for management success. However, when a certain optimal point is exceeded, this has a detrimental effect on management success. The conclusion is reached that the evaluation techniques and psychometric instruments used in this research, which showed a relation (whether rectilineal or parabolic) with management success, may be employed at a financial institution to identify managers with management potential. Recommendations in respect of the usefulness of the self-actualisation concept for the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)