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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
51

Relationships among admission variables, professional education outcome measures, and job performance of University of Missouri physical therapy graduates

Roberts, Charlene M. January 1996 (has links)
Thesis (Ph. D.)--University of Missouri-Columbia, 1996. / Typescript. Vita. Includes bibliographical references (leaves 122-131). Also available on the Internet.
52

Adaptive selection of personality items to inform a neural network predicting job performance /

Thissen-Roe, Anne. January 2005 (has links)
Thesis (Ph. D.)--University of Washington, 2005. / Vita. Includes bibliographical references (p. 87-91).
53

Development of Biographical Predictors of Cashier Turnover at a Convenience Store Chain

Huffcutt, Allen Ivan 05 1900 (has links)
Subjects, 432 convenience store cashiers, were divided into long-tenure and short-tenure groups. Chi-square analysis of application blank information for a weighting sample drawn from both groups revealed two items which significantly (p < .05) differentiated between the long tenure and short-tenure groups: number of previous jobs and full-time/part-time preference. Response weights were computed for these two items and used to calculate composite scores for the remaining holdout sample. A significant reduction in turnover would have occurred at the highest composite score level, if used as a hiring cut off. Results were tempered by several considerations, including a high percentage of false negatives and an insignificant linear relationship between composite scores and tenure.
54

The Relationship Between TeacherInsight ™ Scores and Professional Development and Appraisal System Domain Scores

Novotny, Michael T. 05 1900 (has links)
Many school districts and alternative certification programs use standardized interviews such as the TeacherInsight developed by the Gallup Organization. The TeacherInsight is a Web-based interview consisting of multiple choice and Likert-style items that produces a score between 0 and 100. The Gallup Organization claims that it helps hire the best teachers. The study analyzed the relationships between the TeacherInsight scores and the eight Professional Development Appraisal System (PDAS) domain scores for 527 teachers. The TeacherInsight scores produced a statistically significant correlation with only one of the eight PDAS domain scores. However, even that correlation (r = 0.14) was weak. All eight PDAS domain scores were only able to account for an additional 1.9% of the variance of TeacherInsight scores, above and beyond what was explained by the teachers' age, gender, years of experience, and highest degree earned. Another finding was that 47.4% of the teachers hired had TeacherInsight scores below the district recommended cutoff score of 67. The findings do not support the ability of the TeacherInsight to identify more effective teachers, based on Professional Development Appraisal System scores. The findings also cast doubt on the extent of consideration that principals in this district give the TeacherInsight scores during the selection process. Recommendations for future studies are provided.
55

Predicting Success and Failure in Life Insurance Sales: A Comparison of Three Psychological Methods

Dudley, George W. 12 1900 (has links)
The marketing of personnel assessment services by a variety of individuals and groups has developed into a highly competitive, somewhat unstable, and unusually controversial major American merchandising effort. This study contains a review of the promotional materials and activities of several commercial assessment organizations. Emphasis has been placed upon various "scientific breakthroughs" in the field, including, when possible, the descriptive as well as the predictive utilities that are claimed to result from their use. Three procedures were studied under actual industrial conditions, using tenure and productivity measures as criteria. None of the procedures was found to be significantly predictive in this instance.
56

Predicting long term job performance using a cognitive ability test.

Alexander, Sandra G. 08 1900 (has links)
This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.
57

Predicting Stress in Intensive Care Nurses

Freeman, Stephen J. (Stephen Joseph) 05 1900 (has links)
The problem of this study was to determine whether or not the variables locus of control, perceived anxiety, anxiety proneness, nursing experience and intensive care experience were better than chance predictors of job stress in intensive care nurses. The study was conducted using 200 volunteer nurses (RN's) who worked in the Intensive Care Units of two major hospitals in a large metropolitan area. All subjects were administered Spielberger's State-Trait Anxiety Inventory, Rotter Internal-External Locus of Control Scale and the Nursing Stress Scale as well as a demographic questionnaire. Multiple Regression Analysis was used to determine the predictive value of the characteristic variables to job stress and to determine the most efficient predictive model possible using these variables.
58

Personality and life themes of working women and homemakers in Hong Kong.

January 2000 (has links)
Mak Hoi Yan Iris. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaves 77-82). / Abstracts in English and Chinese; questionnaire in Chinese. / Chapter Chapter 1 --- Introduction --- p.1 / Chapter Chapter 2 --- Literature Review --- p.3 / Chapter Chapter 3 --- Goals of this study --- p.16 / Chapter Chapter 4 --- Personality constructs --- p.17 / Chapter Chapter 5 --- Methodology --- p.28 / Chapter Chapter 6 --- Statistical methods --- p.33 / Chapter Chapter 7 --- Results --- p.36 / Chapter Chapter 8 --- Discussion --- p.68 / Chapter Chapter 9 --- Conclusion --- p.76 / References --- p.77 / Tables 1-11 --- p.83 / Appendix 1 / Appendix 2
59

Dimensions of Social Network Position As Predictors of Employee Performance.

Burton, Paul 08 1900 (has links)
Research of social networks has revealed that certain components of network position can have an impact on organizational effectiveness, yet relatively little research has been conducted on network position and individual performance. This study sought to determine if a relationship exists between an employee's social network position and an individual's job performance. The participant organization was a network of individuals within an Information Technology (IT) department at a major defense company. A social network analysis (SNA) was conducted to determine the employee's network position, measured by centrality and constraint. Centrality refers to the extent to which an individual is connected to others. Constraint refers to how constrained or inhibited an individual is within the network. Performance was measured by annual appraisal ratings provided by the employee's supervisor. Hierarchical regression analysis was performed to determine relationships between the dependent variable (performance) and independent variables of centrality and constraint. Secondary variables also studied in relation to the model included education level, service years (tenure), job grade, and age. The overall model revealed 17% of variance explained. The primary predictors of network position, centrality and constraint, were not statistically significant predictors of performance ratings. Three variables, job grade, tenure and age, were found to be statistically significant predictors of employee performance. Further research is suggested to provide additional insight into the predictive value of these variables.
60

Revalidation of a Weighted Application Blank to Predict Tenure

Michalski, Louis Richard 12 1900 (has links)
This study re-examined a previously validated application blank in use for 1 year to screen applicants for the position of equipment operator with a company involved in hydrocarbon recovery. Subjects were 409 male equipment operators ranging in age from 19 to 38 years. Minorities accounted for 12% of the group, while 88% were white. Subjects were randomly divided into an even group, N = 201, and an odd group, N = 208. Multiple R's of .39 were obtained for the most significant 10 variables in each group, but these shrank considerably during cross-validation. Only 3 variables were common to both groups since the unique error variances for each group resulted in different arrangements of variables. It was concluded that the items should be re-examined for relevancy and job relatedness.

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