The major purpose of this study was to test the ability of the MyersBriggs Type Indicator (MBTI) to predict job satisfaction. Sixteen hypotheses were advanced and tested. They were grouped into four categories: (a) the ability of Judges to predict a subject's job satisfaction based upon their assessment that the subject's MBTI Type was compatible with their occupation; (b) the ability of the Minnesota Importance Questionnaire (MIQ) to predict job satisfaction; (c) acomparison of the predictive ability of the MBTI with the MIQ; (d) and, an exploration of the relationship of MBTI Type with the Needs measured by the MIQ.A review of related literature showed that the ability of the MBTI to predict job satisfaction had not been demonstrated satisfactorily in previous research while the MIQ had a demonstrated ability to predict satisfaction. Therefore, the MBTI was compared with the MIQ to see which could better predict satisfaction.The subjects used in this research were 369' Masters in Business Administration students from a medium sized private college in the Midwest. Sixty-five percent of the subjects were male and 35% were female. They had an average age of 30.5 years and 93% of the subjects were employed full-time.Three test instruments were used in this study. The MBTI was used to assess Psychological Type. The MIQ was used to measure Vocational Needs. A biographical information form was used to gather demographics on each subject. A question from the Hoppock Job Satisfaction Blank was included on the information form to measure job satisfaction.This study found that MBTI Type and various components of Type could be used by judges to predict job satisfaction based on judges' assessment of congruence between Type and occupation. It was found that the MIQ could predict job satisfaction based on congruence between MIQ profile and occupation. Comparison of the MBTI and MIQ showed that the MIQ was the better predictor of satisfaction but neither instrument was able to account for more than a small part of the satisfaction variance. Last, it was found that several of the MIQ Needs were related to components of the MBTI.This study provided support for the predictive ability of both the MBTI and the MIQ. It supported the use of the MBTI in career counseling and theory and pointed to several areas where additional research is needed. It provided an initial exploration into the relationship of the MBTI to the domain of vocational Needs as measured by the MIQ. / Department of Counseling Psychology and Guidance Services

The study examined the theoretical and statistical factor structure of the Dean-Woodcock Structured Emotional-Status Exam (D-WESE) and evaluated the prediction of representations of clinical two-point scores representing MMPI codetypes. Analyses provided greater insight into the structure of the measure and its effectiveness in classifying psychopathology. The data of 200 patients referred for a neuropsychological evaluation at a large Midwestern neurology practice was used in this study. Age of patients ranged between 13 and 96 years. An 11-factor exploratory analysis with an oblique rotation and principle axis factoring was compared to the original theoretical model of DSM diagnoses used to develop the 50-items of the measure in order to evaluate the effectiveness of the measure. Regression analyses was incorporated to assess the ability of the relatively brief, 50-item D-WESE to predict representations of 12 codetypes from the 566-item MMPI. / Department of Educational Psychology

Research that has examined the comorbid psychiatric symptoms present in neurological disorders and psychiatric symptoms has grown exponentially over the past decade. A number of authors have argued in favor of the biological basis of psychiatric symptoms and the interaction with neurological dysfunction (Noggle & Dean, 2012). These data indicate the importance of considering individuals’ emotional and medical functioning which offer psychiatric signs of neurological impairment. The use of measures of symptoms found in structured and unstructured interviews has been found to overlap significantly with measures of disorders thought to be solely neurological. This study examined the degree to which factor score of a relatively newly developed structured interview could account for the variability of the Minnesota Multiphasic Personality Inventory (MMPI) clinical scales. All patients were administered the Dean-Woodcock Emotional Status Examination (D-WESE) and the MMPI. The purpose of the study was (1) to quantify the amount of shared variance between clinical scales of the MMPI and individual items of the D-WESE and (2) to determine the amount unique clinical information provided by each measure. As hypothesized, canonical analysis indicated that the MMPI clinical scales and the D-WESE factors significantly overlapped across six significant canonical functions. A redundancy analysis suggested both the MMPI and the D-WESE provide a relatively large amount of unique clinical information. Whether one of these measures has more relevance in current neuropsychological practice remains a question for future research. / Department of Educational Psychology

This study is undertaken to investigate the effect job satisfaction (or dissatisfaction) has on the employees of Xstrata Alloys. Specifically, the focus falls on the supervisors employed at Xstrata’s Boshoek plant. The supervisors form the first line of management and therefore have the opportunity to influence the work force, be it intentionally or unintentionally, either positive or negative. It is the responsibility of every organisation to put measures in place to ensure a workforce of satisfied employees as the productivity and performance of the entire company could rest on this. This research study focuses on the quantitative method to obtain the necessary data. The Minnesota Satisfaction Questionnaire (MSQ) short form is specifically used in the collection of data for this study. A few interesting findings are evident: supervisors that have been in a certain line of work for longer periods of time, perceive themselves to experience less praise for jobs well done, whereas employees who have been appointed in supervisory positions for longer periods of time, have even lower levels of general satisfaction. The supervisors in the different departments are found to differ in their perceptions of certain job satisfaction items. Supervisors in the Admin and Production departments, harbour more positive feelings about some of the items than the supervisors in the Engineering department. A difference in perception is also noted between the supervisors with Afrikaans and other languages as home language, regarding their perception of some of the items of job satisfaction. It is recommended that future studies should focus on including the whole workforce, opposed to only the supervisors. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

This study is undertaken to investigate the effect job satisfaction (or dissatisfaction) has on the employees of Xstrata Alloys. Specifically, the focus falls on the supervisors employed at Xstrata’s Boshoek plant. The supervisors form the first line of management and therefore have the opportunity to influence the work force, be it intentionally or unintentionally, either positive or negative. It is the responsibility of every organisation to put measures in place to ensure a workforce of satisfied employees as the productivity and performance of the entire company could rest on this. This research study focuses on the quantitative method to obtain the necessary data. The Minnesota Satisfaction Questionnaire (MSQ) short form is specifically used in the collection of data for this study. A few interesting findings are evident: supervisors that have been in a certain line of work for longer periods of time, perceive themselves to experience less praise for jobs well done, whereas employees who have been appointed in supervisory positions for longer periods of time, have even lower levels of general satisfaction. The supervisors in the different departments are found to differ in their perceptions of certain job satisfaction items. Supervisors in the Admin and Production departments, harbour more positive feelings about some of the items than the supervisors in the Engineering department. A difference in perception is also noted between the supervisors with Afrikaans and other languages as home language, regarding their perception of some of the items of job satisfaction. It is recommended that future studies should focus on including the whole workforce, opposed to only the supervisors. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1986. / Bibliography: leaves 209-223. / Photocopy. / xvi, 223 leaves, bound 29 cm

Thesis (Ph. D.)--Oregon State University, 1988. / Typescript (photocopy). Includes bibliographical references (leaves 55-57). Also available on the World Wide Web.

Thesis (Ph.D)--University of Tulsa, 1994.

Thesis (P.H.D.)--University of Minnesota, 1926. / Without thesis note. Based on a study of the rating of students at the University of Minnesota. Bibliography: p. 131-133.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1957. / Typescript. Abstracted in Dissertation abstracts, v. 17 (1957) no. 3, p. 678. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 58-59).