Thesis (MEd)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: In South Africa effective leadership is an important priority in all walks of life. With the implementation of Curriculum 2005, greater emphasis is placed on the development of leadership skills to prepare learners for leadership demands in adult life. In order to do this one must firstly create leadership opportunities. Secondly it is important to convey the knowledge and skills necessary for the optimum fulfillment of their roles as leaders. Personality types and preferences as well as the strengths and weaknesses of the leader and other group members can be utilized to enhance teamwork and improve leadership. The empirical investigation comprised the determination of the personality types of the research group as well as leadership positions held by them during their school careers, and the leadership skills perceived as important by them. Fifty youth leaders, representative of head boys and head girls in former model C schools, who attended the conference for youth leaders annually hosted by Die Burger, were used as the investigation group. For the purpose of this research the Myers-Briggs Type Indicator (MBTI®), Form G, was used. The MBTI® is based on Carl Jung's theory of personality types. The most important findings of the study are that trends exist in the personality types that were reported by the youth leaders. The dominant personality type preference of the youth leaders was ESTJ. This shows a preference for extroversion (E), sensing (S), thinking (T) and judging (J). Good interpersonal relationships, listening skills and high moral values were identified as the most important characteristics for effective leadership. The implications for leadership development, emanating from the knowledge of the personality types and preferences of the youth leaders, are discussed. / AFRIKAANSE OPSOMMING: In Suid-Afrika is effektiewe leierskap op alle vlakke van die samelewing 'n belangrike prioriteit. Ook in die opvoedingsituasie word daar met die implementering van Kurrikulum 2005 groter klem geplaas op die ontwikkeling van leierskapsvaardighede om leerders voor te berei vir leierskapseise wat in hulle volwasse leeftyd gestel gaan word. Om dit te kan doen moet daar in die eerste plek geleenthede geskep word waartydens die leerders leierskap kan beoefen en tweedens is dit belangrik dat kennis en vaardighede wat die leerder kan help om sy rol as leier so suksesvol moontlik te vervul, aan hom oorgedra word. Kennis oor die leier en ander groeplede se persoonlikheidstipes en voorkeure asook elkeen se sterkpunte en leemtes kan suksesvol benut word om groepsamewerking te verbeter en sodoende suksesvolle leierskap te bevorder. Die empiriese gedeelte van die ondersoek het die vasstelling van die ondersoekgroep se persoonlikheidstipes, die leierskapsposisies wat deur hulle beklee is gedurende hulle skoolloopbaan asook die leierskapseienskappe wat deur die betrokke leerders as belangrik geag is, behels. 'n Ondersoekgroep van 50 jeugleiers, bestaande uit 'n seleksie van hoofseuns en -meisies in die vorige Model C skole wat Die Burger se jaarlikse jeugleierskonferensie bygewoon het, word by hierdie navorsing betrek. Vir die doel van hierdie ondersoek word gebruik gemaak van die Myers-Briggs Type Indicator (MBTI®), vorm G. Die MBTI® is gebaseer op Carl Jung se persoonlikheidsteorie. Die belangrikste bevindinge van die ondersoek is dat daar tendense bestaan in die persoonlikheidstipes wat meer algemeen by jeugleiers voorkom. Die oorwegende persoonlikheidstipevoorkeur wat by die jeugleiers voorgekom het, was ESTJ. Dit dui 'n voorkeur vir ekstroversie(E); sintuiglike waarneming (S); denke (T) en beoordeling (J) aan. Goeie luistervaardighede en hoë morele waardes is as die belangrikste eienskappe vir effektiewe leierskap geïdentifiseer. Die implikasies vir die leierskapsontwikkeling van leerders wat voortspruit uit die kennis van leiers se persoonlikheidstipe en -voorkeure, word bespreek.

<p>Påverkar personligheten lönesättningen? Kan chefen vara objektiv eller belönar chefen omedvetet dem som liknar honom/henne själv? Det saknas tidigare forskning om hur personligheten påverkar lön och lönesättning. Syftet med denna uppsats är att undersöka om det föreligger ett samband mellan hög lön och en personlighet som liknar den lönesättande chefen. Studien är genomförd hos 4 chefer och 55 medarbetare inom handikapp-omsorgen i Ängelholms kommun. Undersökningen genomfördes med hjälp av Myers-Briggs standardiserade frågeformulär, intervjuer samt egna enkäter. Vi hittar inga klara bevis för att cheferna premierar medarbetare som liknar dem själva. Däremot finner vi ett samband mellan hög lön och upplevelsen av att lönen är rättvis samt att ett gott samarbete med chefen också ger en uppfattning av en rättvis lön, dock inte nödvändigtvis hög. Dessutom fann vi att utbildning och lång erfarenhet inom yrket ger högre lön. Lite förvånande fann vi att personer med introverta personlighetsdrag hade signifikant högre lön än extraverta personer, trots att cheferna uppgett att de framförallt uppskattar egenskaper som korrelerar med extraversion. Vi tror att Introverta egenskaper inte har lika positiv klang som Extraverta egenskaper. Det är intressant att chefernas egen uppfattning om personlighetens betydelse vid lönesättning inte stämde överens med våra resultat. Vi har i vår studie inte gjort några mätningar på vare sig vad eller hur arbetet utförs av den enskilde medarbetaren. Personligheten behöver inte nödvändigtvis vara kopplad till prestationen.</p>

The purpose of this research was to determine if there were any relationships between measured personality traits and vocational interests between the Adult Learner with Learning Disabilities (ALLD) and without Learning Disabilities (ALNLD). Instruments utilized to measure personality traits and vocational interests included the Myers Briggs Type Indicator (MBTI) and the Self-Directed Search-Form Easy (SDS-E). Additionally, the ALLD's assessed personality traits were compared with their overall grade point average (GPA) at the post-secondary level. Lastly, this study allowed an analysis of the level of congruence between the ALLD's expected vocational goal upon college completion and their vocational interests, as measured by the SDS-E. The population investigated included ninety adult learners from Chemeketa Community College in Salem, Oregon. Forty of these student participants were learning disabled while the remaining fifty students were not learning disabled. Both groups completed the MBTI, the SDS-E, and a student questionnaire to provide the necessary data. The log linear analysis indicated significant interactions between the ALLD and ALNLD groups on the MBTI with a three-way interaction of learning status, age, and MBTI preference pair Thinking-Feeling (p=.046); and a three way interaction of learning status, age and MBTI preference pair Sensing Intuition (p=.028). The ALLD presented preference for Thinking (T) and Sensing (S) profiles while the ALNLD presented preference for Feeling (F) and equally for Intuitive (N) and Sensing (S) preferences. The log linear analysis also found no significance between the ALLD and ALNLD groups vocational interests as measured by the SDS-E. This finding supports literature reviewed that purports individuals with LD have personalities and vocational interests as varied as their "non-disabled" peers. The multiple regression test found no significant relationships between personality traits as defined by the MBTI and the GPA of the ALLD. Perhaps further investigation with a larger sample size might provide increased insight on the relationship between personality patterns and GPA of the ALLD. Lastly, this research which compared the highest surveyed and expressed vocational interests of the ALLD, demonstrated that the SDS-E was a good interest inventory to use with persons who were learning disabled. The SDS-E presented a strong relationship (55% perfect match) between expressed and measured interests of persons who were ALLD. This finding supports use of the SDS-E as a career counseling tool for the ALLD population. / Graduation date: 1997

The purposes of this study were to discover patterns in test scores when both the Myers-Briggs Type Indicator and the Strong Interest Inventory are used simultaneously and to offer career counselors practical ways to interpret the scores when counseling their clients. To do this, the researcher conducted one study using canonical correlation to study the relationships and interrelationships between scores on the MBTI dichotomies and the SII GOTs. A second study utilized MANOVA to increase our understanding of age and gender differences in scores on these two instruments. Another study sought to use case examples of clients who had completed both tests to explain practical ways that career counselors can help their clients understand and apply results of both tests in ways that most benefit the clients’ career decision making. From the results of these studies, it would appear that the most common scores to occur simultaneously on both tests at once are MBTI Intuition, and SII Artistic. One could conclude from this that the personality characteristic of enjoying working in settings that allow for creative endeavor is particularly strong relative to other personality characteristics measured by these tests. We could also conclude that as individuals age, they are more likely to prefer working in settings that allow them to pursue creative endeavors. Another conclusion supported by this data indicates that men are more comfortable with career fields that are unstable and entrepreneurial than women throughout the lifespan.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 136-147). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 136-147). Also available on the Internet.

Thesis (Ph.D.)--University of Oklahoma, 1990. / Includes bibliographical references (leaves 330-333).

Påverkar personligheten lönesättningen? Kan chefen vara objektiv eller belönar chefen omedvetet dem som liknar honom/henne själv? Det saknas tidigare forskning om hur personligheten påverkar lön och lönesättning. Syftet med denna uppsats är att undersöka om det föreligger ett samband mellan hög lön och en personlighet som liknar den lönesättande chefen. Studien är genomförd hos 4 chefer och 55 medarbetare inom handikapp-omsorgen i Ängelholms kommun. Undersökningen genomfördes med hjälp av Myers-Briggs standardiserade frågeformulär, intervjuer samt egna enkäter. Vi hittar inga klara bevis för att cheferna premierar medarbetare som liknar dem själva. Däremot finner vi ett samband mellan hög lön och upplevelsen av att lönen är rättvis samt att ett gott samarbete med chefen också ger en uppfattning av en rättvis lön, dock inte nödvändigtvis hög. Dessutom fann vi att utbildning och lång erfarenhet inom yrket ger högre lön. Lite förvånande fann vi att personer med introverta personlighetsdrag hade signifikant högre lön än extraverta personer, trots att cheferna uppgett att de framförallt uppskattar egenskaper som korrelerar med extraversion. Vi tror att Introverta egenskaper inte har lika positiv klang som Extraverta egenskaper. Det är intressant att chefernas egen uppfattning om personlighetens betydelse vid lönesättning inte stämde överens med våra resultat. Vi har i vår studie inte gjort några mätningar på vare sig vad eller hur arbetet utförs av den enskilde medarbetaren. Personligheten behöver inte nödvändigtvis vara kopplad till prestationen.

The purpose of this correlational study was to determine if women alcoholics (n = 31) percieve their surroundings differently, and thereby make decisions differently, than men alcoholics (n = 29), women nonalcohoics (n = 30) and men nonalcoholics (n = 29).The Myers-Briggs Type Indicator (Form 6) was utilized to determine reported preferences on extraversion-introversion (EI), sensing-intuition (SN), thinking-feeling (TF) and judgment-perception (JP). A 2 x 2 factorial analysis was conducted to tests the research questionsthe .05 level of significance. Other statistical analyses included a multiple regression analysis and Cronbacks Alpha coefficient of reliability.Findings1. Female alcoholics do not demonstrate an extraversion-introversion attitudinal preference that is significantly different than male alcoholics, female nonalcoholics and male nonalcoholics.2. Female alcoholics do not perceive their surroundings significantly different as reported on the sensing-intuition index than male alcoholics, female nonalcoholics and male nonalcoholics.3. Female alcoholics report no significant difference on preference for the thinking-feeling modes of judging than male alcoholics, female nonalcoholics and male nonalcoholics.4. Female alcoholics report no significant difference on preference for judgment-perception modes than male alcoholics, female nonalcoholics and male nonalcoholics.5. The main effect of Alcoholic Status accounted for differences between groups on EI. Alcoholics reported a preference for extraversion.6. A two-way interaction of Gender and Alcoholic Status on SI indicated that male alcoholics preferred the sensing mode while the male nonalcoholics preferred the intuition mode.7. The main effect of Gender showed that the women preferred the feeling mode and the men reported a preference for thinking.8. Demographic information indicated that the women alcoholics identified specific precipitating events to their drinking more often than men alcoholics and that the time between the onset of drinking and treatment was less for the women than for the men. The women reported a more frequent occurence of alcoholism among family members than the men.ConclusionsWomen alcoholics did not report a preference on any of the Myers-Briggs Type Indicator indices of EI, SN, TF, and JP that was significantly different from men alcoholics, women nonalcoholics and men nonalcoholics. In addition, the MBTI was not validated as a reliable clinical instrument. Recommendations for further research are made.

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