Applying The Theory of Work Adjustment, the purpose of this study was to test the following hypotheses: (1) Higher levels of correspondence between vocational needs and work environment reinforcers will be associated with decreased severity of illness. In addition, personality flexibility will moderate these relationships such that higher levels of flexibility will attenuate the relationship between discorrespondence and illness. (2) Those individuals with greater tenure in an occupation where there is discorrespondence between work reinforcers will display more flexibility than those with similar degrees of discorrespondence and less tenure.Medical records were reviewed from 122 subjects from the Counseling Psychology section of the Minneapolis Veterans Administration Medical Center. Severity of illness was determined form these records. Occupational fit was measured through comparison of the individual's Minnesota Importance Questionnaire (Rounds, Henly, Dawis, Lofquist, & Weiss, 1981) profile and the reinforcers present in his/her primary occupation. Flexibility was measured by selected subscales from the Jackson Personality Inventory (Jackson, 1976) and a criterion variable and occupational fit, tenure, job satisfaction, and personality flexibility as predictor variables. Also, a hierarchial multiple regression technique was applied to test possible interaction effects between Flexibility and Fit.A brief self-report measure of flexibility was administered to a subsample and, although correlating in the expected direction, it was not significantly associated with Flexibility as measured by the JPI. Neither was it correlated with any of the other variables of interest in this study.The first hypothesis was not supported. Correspondence between vocational needs and work environment reinforcers was not associated with decreased severity of illness. There was no significant correlation between job satisfaction and occupational fit although there was a trend in the expected direction. It was found, however, that Flexibility, as measured by selected subscales from the JPI, was associated (p < .01) with a lesser severity of illness rating.There was not support for the second hypothesis. Tenure was not significantly associated with any of the variables of interest in this study. There was a trend, however, in the expected direction among tenure, job satisfaction and occupational fit. They all correlated positively.

Thesis (M.A.)--University of Hawaii at Manoa, 2005. / Includes bibliographical references (leaves 38-42). / vi, 42 leaves, bound 29 cm

For the study the Keirsey Bates Temperament Sorter was completed by 602 pharmacy students during their study period at the University of the Western Cape. The results showed that the pharmacy students had a tendency towards the Extraversion, Sensing, Feeling and Judging Personality Type Preferences. Personality Temperaments of the pharmacy students were also compared with the general population and it was found that there were statistically significant more students with the SJ Personality Temperaments and statistically significant less students with the SP Personality Temperaments in the pharmacy population than in the general population. This study very clearly points out the value of using the Keirsey Bates Temperament Sorter as an aid, not only in guiding the student in the process of career choice, but also facilitating the placing of the newly qualified pharmacist in his or her choice of practice setting.

The advent of collaborative technologies has enabled people to work together apart. This has brought about the formation of virtual teams where members, usually from different geographies, come together to work on a common objective. Virtual teams encounter similar teaming issues as intact teams, but face additional challenges which include working with communication technologies and with teammates they might never meet. The nature of virtual work requires team members to manage ambiguity, work independently, adopt technology and work in a less structured environment. / The virtual work dimensions can be further mapped to Hofstede's cultural dimensions of Uncertainty Avoidance Index (UAI), Individualism (IDV), Power Dimension Index (PDI) and Masculinity (MAS). Those working in virtual teams should display a lower UAI working with ambiguity, higher IDV as they need to work independently, lower PDI as they work in a less structured environment and higher MAS as they work around systems and technologies. / Organizations can render support to facilitate virtual teaming, and encourage the growth of virtual teams. The organization can provide, among others, training for members to improve virtual teaming, remuneration such as reward and recognition and/or compensation and benefits, infrastructure support such as upgrade of hardware and software, work life balance programs like including virtual team members in company functions and allowing flexible work hours and finally, creating a positive communication environment. / This paper seeks to explore the virtual work dimensions and satisfaction among virtual team members in Malaysia, and the types of support organizations can provide to enhance virtual teaming. The focus will be on organization's support, team members' virtual status, communication channels used and virtual work satisfaction measurement. The need for this research is apparent as Malaysia progresses into the IT era, and would require a new competitive edge to compete for foreign investment and develop competencies for its workforce. Furthermore, similar research into this area of study is lacking. / The exploratory research findings show that only one of three hypotheses was accepted. The first hypothesis reveals that by providing infrastructure support, the organization is able to increase technology adoption. The second and third hypotheses are rejected. For Hypothesis 2, higher virtual status when interacting with work life balance does not have a positive impact on virtual work satisfaction. In fact, the findings reveal that virtual status does not impact work life balance or any of the organization support dimensions. For Hypothesis 3, face-to-face interaction when interacting with training and development does not have a positive impact on virtual work satisfaction. / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Thesis (Ed. D.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 115-122). Also available via the Internet.

Thesis (Ph. D.)--Ohio State University, 1987. / Includes vita. Includes bibliographical references (leaves 121-135). Available online via OhioLINK's ETD Center.

Thesis (Ph. D.)--Ohio State University, 1975. / Includes bibliographical references (leaves 298-327). Available online via OhioLINK's ETD Center.

Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1990. / Vita. Abstract. Includes bibliographical references (leaves 63-67). Also available via the Internet.

Thesis (M.S.)--University of North Texas, August, 2008. / Title from title page display. Includes bibliographical references.

Thesis (MBus) -- Auckland University of Technology, 2004. / Also held in print (83 leaves, 30 cm.) in Wellesley Theses Collection (T 658.314 YAN)