This study used Hutchins’ T-F-A System as a conceptual framework to determine whether relationships exist among thinking-feeling-acting (T-F-A) behavior patterns, selected personality characteristics, coping strategies, and Type A/B behavior patterns. Variables were measured by the Hutchins Behavior Inventory or HBI (T-F-A patterns), the Adjective Check List (personality characteristics), the Ways of Coping Scales (coping strategies), and The Jenkins Activity Survey (Type A/B behavior). Subjects were 77 employed males who were members of service organizations in three small West Virginia towns. Subjects were classified into one of four T-F-A pattern groups on the basis of their HBI responses to a self-identified stressful work situation. Statistical strategies involved analyzing the variables with crosstabulation, analyses of variance and covariance, and multivariate analysis of variance. No- significant differential effect of the T-F-A classification on Type A/B behavior nor on any of the Type A/B subscales was discerned. Likewise, when controlling for the effects of selected personality factors and for the effects of coping strategies on Type A/B' behavior, no significant differences were observed across the four T-F-A pattern groups. Possible explanations for the absence of significant differences on these measures and the utility of the study were discussed. / Ed. D.

No description available.

The 7 Graphology Factors Scale is standardised for application in industry. A literature study based on the personality theories of Freud, Jung, Murray and Cattell precedes the empirical research. Graphology is conceptualised, relevant existing graphology models are explored and a graphology theory and method for use in industry proposes that graphology should be regulated and applications classified on the same basis as psychometric tests. The empirical research is based on a sample comprising 360 subjects, stratified according to gender, position and language. The written protocol is subject to analysis of 59 characteristics on the basis of the configuration of the writing. language is irrelevant and the presentation of an intervening stimulus is avoided. Factor analysis results in eight secondary factors. These are I Task Orientation - Directive, II Task Orientation- Conscientious, Ill Emotional Stability, IV Extroversion, V Independence, VI Conceptualisation, VII Openness to Experience and VIII Need for Power. Cronbach's alpha coefficient achieves 0, 61 for Factor I. Stepwise regression analysis provides correlations between factors of the Thematic Apperception, Structured Objective Rorschach and 16 Personality Factor tests with all but Factor Ill, which is hypothesised to be a new construct. Five of the factors are hypothesised to align with the Big Five Personality Model. Thr9e-way analysis of variance, t-tests and the Mantei-Haenszel tests are applied to establish differentiation based on the stratification criteria. Norm tables based on Indigenous, English and Afrikaans first language groups are provided in stens and bands. Conclusions are that graphology has a worthy theoretical heritage and offers benefits to the psychological profession and specifically industry, as part of an assessment strategy. limitations are outlined and recommendations are made for further research. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial Psychology)

The 7 Graphology Factors Scale is standardised for application in industry. A literature study based on the personality theories of Freud, Jung, Murray and Cattell precedes the empirical research. Graphology is conceptualised, relevant existing graphology models are explored and a graphology theory and method for use in industry proposes that graphology should be regulated and applications classified on the same basis as psychometric tests. The empirical research is based on a sample comprising 360 subjects, stratified according to gender, position and language. The written protocol is subject to analysis of 59 characteristics on the basis of the configuration of the writing. language is irrelevant and the presentation of an intervening stimulus is avoided. Factor analysis results in eight secondary factors. These are I Task Orientation - Directive, II Task Orientation- Conscientious, Ill Emotional Stability, IV Extroversion, V Independence, VI Conceptualisation, VII Openness to Experience and VIII Need for Power. Cronbach's alpha coefficient achieves 0, 61 for Factor I. Stepwise regression analysis provides correlations between factors of the Thematic Apperception, Structured Objective Rorschach and 16 Personality Factor tests with all but Factor Ill, which is hypothesised to be a new construct. Five of the factors are hypothesised to align with the Big Five Personality Model. Thr9e-way analysis of variance, t-tests and the Mantei-Haenszel tests are applied to establish differentiation based on the stratification criteria. Norm tables based on Indigenous, English and Afrikaans first language groups are provided in stens and bands. Conclusions are that graphology has a worthy theoretical heritage and offers benefits to the psychological profession and specifically industry, as part of an assessment strategy. limitations are outlined and recommendations are made for further research. / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial Psychology)

The focus of this study is the Sixteen Personality Factor Quenstionnaire, South Africam 1992 version (16 PF, SA92). This personality questionnaire was derived from the 16 PF which was developed in the United States and was adapted for South African conditions in 1992. The aim of this study is to determine whether the scores of the 16 PF, SA92 are cross-culturally valid and comparable in South Africa. The sample consisted of White and African (male and female) applicants who applied for positions in a South African state department. To achieve the aims outlined in the introductory chapter, construct comparability and item comparability research was conducted. Descriptive statistics were also calculated to indicate the performance of the various sub-samples (White, African, male and female). The results indicated that the population variable as opposed to the gender variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16 PF, SA92 when the different population groups were compared. Mean differences were also found on the majority of factors of the 16 PF, SA92 when the scores of the different population groups were compared. The implications of using 16 PF, SA92 were outlined and several assessment options were presented for users of the 16 PF, SA92. / Industrial and Organisational Psychology / M. Admin. (Industrial Psychology)

Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2009. / ENGLISH ABSTRACT: Organisations in open market economic systems aspire to optimally utilize the scarce resources at their disposal so as to maximize profits. To achieve this goal, the human resources function is tasked with the responsibility to acquire and maintain a competent and motivated workforce in a manner that would add value to the bottom-line. Selection thereby becomes a critical human resources management intervention in any organisation in as far as it regulates human capital movement into and through the organisation. To be able to make informed selection decisions, industrial-organisational psychologists and human resources practitioners need valid and reliable information on predictor constructs to allow them to make accurate predictions of the criterion construct. This provides the essential justification for the primary objective of this study which was to undertake a factor analytic investigation of the first-order factor structure of the Fifteen Factor Questionnaire Plus (15FQ+) on a sample of Black South African managers. The data used in this study was drawn from the database of Psymetric (Pty) Ltd with the permission of Psytech SA. The sample comprised 241 Black managers assessed by Psymetric (Pty) Ltd between 2002 and 2006. Item- and dimensionality analyses were performed on the 15FQ+ subscales to assess the success with which they represented the underlying personality constructs. The outcome of both the item and dimensionality analyses showed that although the items in each of the subscales seemed to be representing the underlying personality construct, they were not without problems. A spectrum of goodness-of-fit statistics was used to assess the measurement model fit. The model‟s overall fit was found to be good. The model parameter estimates, however, gave some reason for concern. The results of the confirmatory factor analyses suggest that the claim made by the 15FQ+ authors that the items included in each subscale reflect specific personality dimensions is tenable. The magnitude of the estimated model parameters, however, suggests that the items generally do not reflect the latent personality dimensions they were designated to reflect with a great degree of success. The items are reasonably noisy measures of the latent variables they represent. Based on these findings, this instrument should be used with caution, particularly on groups different from the UK samples on which it was originally developed and standardised. This study expands our understanding of this measure. Its findings should guide future research on a larger, more representative sample from the same target population to give credence to, or to refute these findings. / AFRIKAANSE OPSOMMING: Organisasies in „n vrye-mark ekonomiese stelsel streef daarna om die skaars hulpbronne tot hul beskikking optimal aan te wend ten einde wins te maksimeer. Om hierdie doel te bereik word die menslike hulpbronfunksie getaak met die verantwoordelikheid om ‟n bevoegde en gemotiveerde werksmag te verkry en in stand te hou op ‟n wyse wat waarde tot die onderneming voeg. Keuring word daardeur ‟n kritieke menslike hulpbronintervensie in enige organisasie in so verre dit die beweging van menskapitaal in en deur die organisasie reguleer. Ten einde ingeligte keuringsbesluite te kan neem, benodig bedryfsielkundiges en menslike hulpbronpraktisyns betroubare en geldige inligting oor voorspellerkonstrukte om hul in staat te stel om akkurate voorspellings van die kriteriumkonstruk te maak. Dit bied wesenlik die regverdiging vir die primêre oogmerk van hierdie studie, naamlik om „n faktoranalitiese ondersoek van die eerste-orde faktorstruktuur van die Fifteen Factor Questionnaire Plus (15FQ+) op „n steekproef swart Suid Afrikaanse bestuurders te onderneem. Die data wat in die studie gebruik is, is verkry uit die databasis van Psymetric (Pty) Ltd met die toestemming van Psytech SA. Die steekproef het bestaan uit 241 swart bestuurders wat tussen 2002 en 2006 deur Psymetric (Pty) Ltd getoets is. Item- en dimensionaliteitontledings is op die 15FQ+ subskale uitgevoer ten einde die sukses vas te stel waarmee hul die onderliggende persoonlikheidskonstrukte verteenwoordig. Die resultate van beide die item- en die dimensionaliteitontledings het aangedui dat ofskoon die items van elke subskaal die onderliggende persoonlikheidskonstruk skyn te verteenwoordig, was hulle nogtans nie sonder probleme nie. ‟n Spektrum passingsmaatstawwe is gebruik om die pasgehalte van die metingsmodel te beoordeel. Die model se algehele passing was goed. Die skattings van die model parameters het egter wel rede tot kommer gegee. Die resultate van die bevestigende faktorontleding dui daarop dat die aanspraak van die ontwikkelaars van die 15FQ+ dat die items wat in elke subskaal ingesluit is spesifieke persoonlikheidsdimensies reflekteer, wel houbaar is. Die grootte-orde van die geskatte modelparameters dui egter daarop dat die items oor die algemeen nie die persoonlikheidsdimensies wat hul ontwerp is om te reflekteer met groot sukses reflekteer nie. Die items is redelik raserige metings van die latente veranderlikes wat hul verteenwoordig. Gebaseer op hierdie bevindinge behoort hierdie instrument met omsigtigheid gebruik te word, veral op groepe wat verskil van die VK steekproewe waarop die instrument ontwikkel en gestandaardiseer is. Die study dra by tot ons begrip van die instrument. Die bevindinge van die studie behoort toekomstige navorsingop 'n groter, meer verteenwoordigende steekproef uit dieselfde teikenpopulasie te rig ten einde die onderhawige bevindinge te steun of te weerlê.

The focus of this study is the Sixteen Personality Factor Quenstionnaire, South Africam 1992 version (16 PF, SA92). This personality questionnaire was derived from the 16 PF which was developed in the United States and was adapted for South African conditions in 1992. The aim of this study is to determine whether the scores of the 16 PF, SA92 are cross-culturally valid and comparable in South Africa. The sample consisted of White and African (male and female) applicants who applied for positions in a South African state department. To achieve the aims outlined in the introductory chapter, construct comparability and item comparability research was conducted. Descriptive statistics were also calculated to indicate the performance of the various sub-samples (White, African, male and female). The results indicated that the population variable as opposed to the gender variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16 PF, SA92 when the different population groups were compared. Mean differences were also found on the majority of factors of the 16 PF, SA92 when the scores of the different population groups were compared. The implications of using 16 PF, SA92 were outlined and several assessment options were presented for users of the 16 PF, SA92. / Industrial and Organisational Psychology / M. Admin. (Industrial Psychology)

New Spanish versions of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) and the Personality Assessment Inventory (PAI) were assessed with the Spanish translation of the Diagnostic Interview Schedule (DIS) as the gold standard. Findings from categorical and dimensional analyses suggest that, although the degree of diagnostic concordance of both measures with the DIS was found to be moderately high, the MMPI-2 clinical scales yielded greater specificity but lower sensitivity than the PAI scales on two of four diagnostic categories (i.e., Major Depression, and Schizophrenia). Both measures failed to correctly diagnose Anxiety Disorders, while the MMPI-2 also showed poor diagnostic accuracy with Alcohol Dependence.

Typescript (photocopy). / Digitized by Kansas State University Libraries / Department: Human Development and Family Studies.

Thesis (M.A. (Psychology))--University of South Africa,2002