Text in Afrikaans / The research question in this study involves the subjective experiences of quality of worklife (QWL) by alcoholics and non-alcoholics, in order to form an idea about the differences in such experiences, between the two groups. Personality is related throughout to QWL and alcoholism. A sample consisting of 60 alcoholics and 58 non alcoholics was used. Personality measurements were done by using Cattell's Sixteen Personality Factor Questionnaire (16-PF) whilst experienced QWL was measured with the self developed QWL-questionnaire. In order to test the hypotheses for this study, the data has been processed by using Pearson's Product-moment coefficient of correlation and t-tests. The results from the study indicate a significant relationship between personality and certain exclusive QWLdimensions for alcoholics. There is however, no significant difference in the subjective experiences of global QWL between alcoholics and non-alcoholics. Several personality factors have been identified as being related to alcoholism. / Die navorsingsvraagstuk in hierdie studie betrek die subj ektiewe ervaring van gehalte van werklewe (GWL) deur alkoholiste en niealkoholiste, ten einde 'n begrip te vorm van die verskil in sodanige ervaring, tussen die twee groepe. Persoonlikheid word deurgaans in verband gebring met GWL en alkoholisme. 'n Steekproef bestaande uit 60 alkoholiste en 58 nie-alkoholiste is gebruik. Persoonlikheidsmetings is met die 16-Persoonlikheidsfaktorvraelys van Cattell gedoen terwyl ervaarde GWL met die selfontwerpte GWL-vraelys gemeet is. Ten einde hierdie studie se hipoteses te toets, is die data verwerk deur van Pearson se produkmomentkorrelasiekoeffisient en t-toetse gebruik te maak. Die studie se resultate dui op 'n beduidende verband tussen persoonlikheid en sekere eksklusiewe GWL-dimensies by alkoholiste. Daar bestaan egter geen beduidende verskil in die subjektiewe ervaring van globale GWL tussen alkoholiste en nie-alkoholiste nie. Daar is etlike persoonlikheidsfaktore geidentifiseer wat met alkoholisme verband hou. / Industrial and Organizational Psychology / M.Com. (Industrial Psychology)

Thesis (MA)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: The need for the wise employee in modern organisations can, especially in the light of technological advancement and global competition, not be denied. The current work environment is dynamic and poses numerous challenges to employees. Attributes such as insight, good judgement and decision-making are required; attributes that correlate with wisdom. Certain personality attributes such as maturity, tranquility, flexibility and empathy are often being used in the description of wise individuals and are also being set as requirements for the modern employee. Research and studies with regard to wisdom are limited. As limited and contradictory results exist with regard to the Industrial Psychological enquiry into wisdom, a need exists for further research, especially with regard to the circumstances and factors that are applicable to the South African business organisation. As a potential relationship between wisdom and personality traits exists, it has been set as the subject of investigation for this study. Certain personality traits grant possible access to or might faseilltate the development of wisdom. If the wise employee can be identified by means of a personality test, it can be of significant value in for example the selection process. Wisdom, for the purpose of this study, refers to expert knowledge with regard to insight, good advice and judgement for complicated life problems. The concept of personality is for the purpose of the study, based on the trait approach where the second order factors of the 16 PF-questionnaire, namely extroversion, anxiety, tough mindedness, independence and compulsivity, serve as the structural components of personality. The sample comprises 67 employees who are employed at the central office of a big South African retail company. A wisdom knowledge instrument has been used for the measurement of wisdom knowledge where participants advise on three difficult life problems. The adjusted evaluation instrument of Hira and Faulkender (1997), based on Smith and Baltes' definition of wisdom (1995) as an expert knowledge system, has been used by two evaluators for the evaluation of the responses. The biographical questionnaire was specifically developed to comply with the requirements of the investigation. The results of this investigation shows that a significant correlation between wisdom knowledge and the second order personality factors (-traits) of the 16PF exists, namely anxiety and independence. No significant correlation has been found between wisdom knowledge and the other three second-order factors, namely extroversion, tough mindedness and compulsivity. The personality traits have also indicated a low, but significant variance of the wisdom counts. Personality nevertheless shows a correlation with wisdom, in this study. Biographical variables that show a significant positive correlation with wisdom knowledge counts are sex and level of training. Male participants have performed significantly better than female participants. It is evident from the study that age does not have a significant influence on wisdom knowledge performance. It is also evident from the results that the measuring instrument reflects a valid measurement of wisdom performance and that the two evaluators' evaluations show a positive correlation with each other. Conclusions and suggestions for future research are made in accordance with the results of the investigation. / AFRIKAANSE OPSOMMING: Die behoefte aan die wyse werknemer in hedendaagse organisasies kan, veral in die lig van snelle tegnologiese verandering en globale kompetisie, nie meer ontken word nie. Die hedendaagse werksomgewing is vinnigveranderend en stel talle uitdagings aan werknemers. Eienskappe soos insig, goeie oordeel en besluitneming word vereis, eienskappe wat met wysheid verband hou. Sekere persoonlikheidseienskappe soos volwassenheid, rustigheid, buigsaamheid en empatie word dikwels in die beskrywing van wyse persone gebruik en word ook as vereistes vir die hedendaagse werknemer gestel. Navorsing en studies ten opsigte van wysheid is beperk. Aangesien beperkte en teenstrydige resultate bestaan ten opsigte van die Bedryfsielkundige ondersoek na wysheid, bestaan daar 'n behoefte aan verdere navorsing, veral ten opsigte van die omstandighede en faktore wat van toepassing is op die Suid- Afrikaanse besigheidsorganisasie. Aangesien daar 'n potensiële verband tussen wysheid en persoonlikheidstrekke bestaan, is dit as die onderwerp van ondersoek vir hierdie studie gestel. Sekere persoonlikheids- eienskappe verleen moontlik toegang tot of fasiliteer die ont- wikkeling van wysheid. Indien die wyse werknemer deur middel van 'n persoonlikheidstoets geïdentifiseer kan word, kan dit van belangrike waarde wees in onder andere die keuringsproses. Wysheid verwys vir die doel van hierdie studie na ekspert kennis ten opsigte van insig, goeie raad en oordeel tot ingewikkelde lewensprobleme. Die begrip van persoonlikheid is vir die doel van die studie op die trekbenadering gebaseer waar die tweede-orde faktore van die 16 PF-vraelys; naamlik ekstroversie, angs, geharde ewewig, onafhanklikheid en kompulsiwiteit, as die strukturele komponente van persoonlikheid dien. Die steekproef bestaan uit 67 werknemers wat by die sentrale kantoor van 'n groot Suid-Afrikaanse kleinhandelsmaatskappy werksaam is. Vir die meting van wysheidskennis is 'n wysheidskennis- instrument gebruik waar deelnemers advies moet verskaf ten opsigte van drie moeilike lewensprobleme. Die aangepaste nasieninstrument van Hira en Faulkender (1997), wat op Smith en Baltes (1995) se definisie van wysheid as 'n ekspert kennissisteem gebaseer is, is deur twee evalueerders gebruik in die evaluering van die response. Die biografiese vraelys is ontwikkelom spesifiek aan die vereistes van die ondersoek te voldoen. Die resultate van hierdie ondersoek toon dat daar slegs beduidende korrelasies tussen wysheidskennis en die tweede-orde persoonlikheidsfaktore (-trekke) van die 16 PF angs en onafhanklikheid bestaan. Geen beduidende korrelasies tussen wysheidskennis en die ander drie tweede-orde faktore naamlik ekstroversie, geharde ewewig en kompulsiwiteit is gevind nie. Die persoonlikheidstrekke het ook 'n lae, maar beduidende variansie van die wysheidstellings getoon. Persoonlikheid toon dus wel 'n verband met wysheid in hierdie studie. Biografiese veranderlikes wat 'n beduidende positiewe verband met wysheidskennistellings toon, is geslag en vlak van opleiding. Manlike deelnemers het beduidend beter presteer as die vroulike deelnemers. Uit die studie blyk dit dat ouderdom nie 'n beduidende invloed op wysheids- kennisprestasie uitoefen nie. Dit blyk ook vanuit die resultate dat die metingsinstrument 'n geldige meting van wysheidsprestasie weergee en dat die twee evalueerders se evaluasies 'n positiewe korrelasie met mekaar toon. Gevolgtrekkings en aanbevelings vir toe- komstige navorsing word op grond van die resultate van die ondersoek gemaak.

Thesis (PhD)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: Organisations attempt to select employees that will make an effective contribution towards organisational performance. Traditionally, the emphasis was on selecting new staff on the basis of cognitive and behavioural attributes, which are linked to positive constructs such as technical competence, involvement, commitment and productivity. More recently, the domain of staff selection has widened to include the selection of individuals who would avoid counterproductive work behaviours. Based on previous studies, this study investigated the three most dominant constructs in this domain, i.e. personality, integrity and counterproductive work behaviour. The goal of this study was to investigate the relationship between selected personality dimensions and integrity, and how these personality dimensions and integrity are related to counterproductive work behaviour. Based on the existing literature, a theoretical model depicting how these constructs are related to one another was developed and a number of hypotheses were formulated. The data for this study were obtained via questionnaires from a non-probability sample in the South African retail and security industries. The total sample size consisted of 1176 non-managerial employees and job applicants. The postulated relationships were empirically tested using various statistical methods. Reliability analyses were done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory, and where necessary, exploratory factor analyses. The results indicated that reasonable fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. In line with previous research, the results indicated positive relationships between conscientiousness and integrity, and adjustment and integrity. Negative relationships between neuroticism and integrity and fearfulness and integrity were found. Contrary to the literature, agreeableness showed a negative relationship with integrity and external locus of control and personalised power showed non-significant relationships with integrity. In line with the literature, positive relationships were found between neuroticism and counterproductive work behaviour, external locus of control and counterproductive work behaviour, personalised power and counterproductive behaviour. Negative relationships were found between conscientiousness and counterproductive work behaviour, and integrity and counterproductive work behaviour. Contrary to the literature, positive relationships were found between adjustment and counterproductive work behaviour, and agreeableness and fearfulness showed non-significant relationships with counterproductive work behaviour. The present study contributes meaningfully to existing literature on personality, integrity and counterproductive work behaviour by providing insights into the nature of the relationships amongst these constructs. The study also specifies practical implications to be considered by management in order to enhance integrity behaviour and to reduce counterproductive behaviour in organisations. The limitations and recommendations provide additional insights and opportunities to be explored through future studies. / AFRIKAANSE OPSOMMING: Organisasies poog om werknemers aan te stel wat ‘n doeltreffende bydrae tot organisatoriese werkverrigting sal lewer. Voorheen was die klem hoofsaaklik op die keuring van personeel aan die hand van positiewe konstrukte soos vakkundige bedrewenheid, sowel as kognitiewe en gedragseienskappe, byvoorbeeld betrokkenheid, verbondenheid en produktiwiteit. Die fokusgebied van personeelkeuring het egter onlangs verder uitgebrei sodat teen-produktiewe werksgedrag as ‘n bykomende konstruk ingesluit is. Hierdie studie fokus op die drie mees prominente konstrukte op hierdie terrein, naamlik persoonlikheid, integriteit en teen-produktiewe werksgedrag. Die doel van hierdie studie was om die verwantskap tussen bepaalde persoonlikheidsfaktore en integriteit te ondersoek en vas te stel hoe die gekose persoonlikheidsfaktore en integriteit met teen-produktiewe werksgedrag verband hou. ‘n Teoretiese model wat aandui hoe die verskillende konstrukte met mekaar verband hou, is op grond van die bevindings wat in bestaande literatuur vervat is, ontwikkel. Verskeie hipoteses is geformuleer. Die data vir hierdie studie is deur middel van vraelyste ingesamel. ‘n Nie-waarskynlikheidsteekproef in die Suid-Afrikaanse kleinhandel- en veiligheidsektore is gebruik. Die totale steekproef het bestaan uit 1176 persone in nie-bestuursposte asook werkaansoekers. Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsontleding van die relevante meetinstrumente is gedoen en voldoende betroubaarheid is gevind. Die inhoud sowel as die struktuur van die konstrukte is ontleed aan die hand van bevestigende en, waar nodig, verkennende faktorontleding. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Vervolgens is Struktuur-Vergelykings-Modellering (SVM) aangewend om te bepaal in hoeverre die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Ooreenkomstig vorige navorsing is positiewe verwantskappe gevind tussen toegewydheid en integriteit, en tussen aanpassing en integriteit; negatiewe verwantskappe tussen neurotisisme en integriteit, en vrees en integriteit; positiewe verwantskappe tussen neurotisisme en teen-produktiewe werksgedrag, eksterne lokus van kontrole en teen-produktiewe werksgedrag; verpersoonlikte mag en teen-produktiewe werksgedrag; negatiewe verwantskappe tussen toegewydheid en teen-produktiewe werksgedrag, en integriteit en teen-produktiewe werksgedrag. Teenstrydig met vorige navorsing is ‘n negatiewe verwantskap gevind tussen inskiklikheid en integriteit. Ook teenstrydig met vorige navorsing is onbeduidende verwantskappe gevind tussen inskiklikheid en teen-produktiewe werksgedrag, eksterne lokus van kontrole sowel as verpersoonlikte mag en integriteit, asook tussen inskiklikheid, vrees, en teen-produktiewe werksgedrag, en aanpassing en teen-produktiewe werksgedrag. Hierdie studie vul die bestaande literatuur aan ten opsigte van persoonlikheid, integriteit en teen-produktiewe werksgedrag deurdat dit insig verskaf betreffende die aard van die verband tussen hierdie konstrukte. Die studie noem ook praktiese implikasies wat deur bestuur oorweeg kan word om bestuurspraktyke te verbeter ten einde integriteitsgedrag te verhoog, asook teen-produktiewe werksgedrag te verminder. Die beperkings van die studie wat uitgelig word en aanbevelings wat gemaak word, verskaf bykomende insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

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In response to the challenge of helping clientele function in a productive and personally satisfying fashion, the counseling profession assumed the responsibility for assimilating vocational information. The need. was expressed for integrating fragmented vocational information into more meaningful, psychological and sociological theory. More research pertaining to adults is needed to continue the work on this task. This exploratory and descriptive study's primary objective was to analyze vocational stability, achievement, and job satisfaction variables and their relationships to assessed and inferred personality variables for male college graduates with post college work experience who sought career counseling. Holland's assumption which states that congruency between personality and environment produces stability, achievement, and satisfaction was investigated.

D.Litt et Phil. / Questions relating to organisational roles in industry are studied in terms of personality factors as well as the associated group behaviours. A two dimensional model is conceptually constructed according to which eight role sets can be placed in relation to Introversion vs Extroversion on one axis and Group vs Self Orientation on the other. The research is aimed at establishing the homogeneity of natural work groups and comparing the preferred team role profiles of different groups with one another. By means of the procedure and methodology used in the study it becomes possible to analyse group compositions, establish role requirements and to compare these role requirements with an individual's role preferences. A questionnaire, that measures a person's predisposition towards these roles, was used for ranking the order of 1415 respondent's role preferences. The statistical significance of the homogeneity of 40 organisational job groups are calculated by means of the Kendall Coefficient of Concordance and reported in the study. The different group profiles are compared using the Chi-square statistic for 2x2 tables. By means of this comparison, the similarities and differences between job groups are indicated in terms of status level, hierarchical relationships, titles and job types. Significant homogeneity, below the 0.05% level, is reported for 90% of the job-related groups selected for the study. Of these homogeneous groups, 75% indicated significance levels below 0.001%. The similarities and differences between groups were identified for each role set and meaningful conclusions could be reached regarding the reasons why these differences were observed. The conclusions drawn from the study are that job-related groups are homogeneous in terms of role composition, that differences between groups are significant, and that the extent of a person's adaptation to meet the requirements of another role can be judged according to his predispositions towards that role.

D.Ed. (Educational Psychology) / Please refer to full text to view abstract

Just as people can be described by traits, situations can be described by the “Situational Eight” DIAMONDS (Duty, Intellect, Adversity, Mating, pOsitivity, Negativity, Deception, Sociality) (Rauthmann et al., 2014). Based upon the common occurrence of situations in combinations unique to different occupations the current study sets out to (1) map the DIAMONDS dimensions into the workplace and (2) examine the relationships between the DIAMONDS dimensions and other measures of work contexts (Skill, Abilities, Knowledge, etc.). Through the use of a modified version of the S8* (Rauthmann & Sherman, 2014), the DIAMONDS dimensions were correlated with scored responses of either individuals in the profession, or professional experts, on important worker characteristics and occupational requirements for 954 individually identified occupations (n = 954) compiled by O*NET (National Center for O*NET Development, 2016). / Includes bibliography. / Thesis (M.A.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

by Chu Lap-tak. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1981. / Bibliography: leaves 125-130.

Thesis (Ph.D. in counseling)--Liberty University, 2006. / Includes bibliographical references.