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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.
1

Psychosocial factors in breast cancer

Cheang, Amy W. H. January 1984 (has links)
No description available.
2

Personality Traits as Related to Vocational Interest Patterns

Conekin, Albert McKenzie 12 1900 (has links)
The purpose of the study was to analyze the personality traits of an individual as measured by a standardized personality test instrument and the vocational interest patterns as measured by a standardized vocational interest test. An attempt was made to determine if these identifiable personality traits were related to the ten reordered vocational clusters by means of a simple analysis of variance technique. In order to achieve this purpose, the following hypothesis was developed for investigation: There would be significant differences among the ten vocational clusters identified by the SVIB (Technical Cluster, Intellectual Cluster, Scientific Cluster, Business Cluster, Social Service Cluster, Creative Cluster, Office-Clerical Cluster, Sales Cluster, Concrete Transactions Cluster, and Physical Cluster) on the personality traits as measured by the 16 PF Questionnaire (Sizothymia- Affectothymia, Intelligence, Emotionality-Ego Strength, Submissiveness-Dominance, Desurgency-Surgency, Superego Strength, Threctia-Parmia, Alaxia-Protension, Praxernia-Autia, Artlessness-Shrewdness, Adequacy-Apprehension, Conservatism- Radicalism, Adherence-Self Sufficiency, Integration of Self Concept, and Ergic Tension).
3

Self-Structure: Relationship with the Prediction of Behavior and Life History from Thematic Projections

Rudolph, Diana Cox 12 1900 (has links)
Slides of TAT cards 1 and 2 were shown to 87 college students asked to write stories about them. Subjects also ranked the importance of 5 attributes in understanding their personalities. Attribute scores from projections and centrality scores from rankings, for achievement and autonomy, were regressed onto college GPA, trail-making, and autonomy by life history. Predictions failed to reach suitably low significance levels. Subscaling the life history questionnaire by factor analysis and subsequently regressing toward subscales resulted in multiple correlation significant at p < .01. Important to the model was the significant (p < .02) improvement in using the attribute by centrality interaction over either variable alone. Results were discussed in terms of a cognitive model for projectives.
4

Development of a career meta-competency model for sustained employability

Potgieter, Ingrid Lorraine 04 April 2013 (has links)
The purpose of this study was to construct a career meta-competency model for sustained employability in the contemporary world of work. This study explored a convenience sample (N = 304) of early career employees’ personality preferences (measured by the Myers-Briggs Type Indicator), self-esteem (measured by the Culture-free Self-esteem Inventories for Adults) and emotional intelligence (measured by the Assessing Emotions Scale), as a composite set of their personality attributes, in relation to their employability attributes (measured by the Employability Attributes Scale). The participants comprised 81% blacks and 64% females employed in the business management field in managerial/supervisory (53%) and staff (28%) level positions. Their ages ranged between 25 and 40 years (early adulthood and establishment phase) (79%). The correlations, canonical correlations and multiple regression results indicated that the participants’ personality attributes were significantly and positively related to their employability attributes. Structural Equation Modelling indicated a moderate fit between the theoretically hypothesised career meta-competency model and the empirically tested structural model. The results indicated job level as a significant moderator of the relationship between the participants’ personality and employability attributes. Middle management level was associated with an inverse relationship between the personality and employability attributes. Staff and middle managers did not significantly differ regarding their mean scores on these variables. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised career meta-competency model. On an empirical level, the study produced an empirically tested career meta-competency model in terms of the various behavioural dimensions. On a practical level, career v counselling and development interventions for guiding employees’ sustained employability in terms of the career meta-competency behavioural dimensions were recommended. / Industrial & Organisational Psychology / D. Com. (Industrial and Organisational Psychology)
5

Development of a career meta-competency model for sustained employability

Potgieter, Ingrid Lorraine 04 April 2013 (has links)
The purpose of this study was to construct a career meta-competency model for sustained employability in the contemporary world of work. This study explored a convenience sample (N = 304) of early career employees’ personality preferences (measured by the Myers-Briggs Type Indicator), self-esteem (measured by the Culture-free Self-esteem Inventories for Adults) and emotional intelligence (measured by the Assessing Emotions Scale), as a composite set of their personality attributes, in relation to their employability attributes (measured by the Employability Attributes Scale). The participants comprised 81% blacks and 64% females employed in the business management field in managerial/supervisory (53%) and staff (28%) level positions. Their ages ranged between 25 and 40 years (early adulthood and establishment phase) (79%). The correlations, canonical correlations and multiple regression results indicated that the participants’ personality attributes were significantly and positively related to their employability attributes. Structural Equation Modelling indicated a moderate fit between the theoretically hypothesised career meta-competency model and the empirically tested structural model. The results indicated job level as a significant moderator of the relationship between the participants’ personality and employability attributes. Middle management level was associated with an inverse relationship between the personality and employability attributes. Staff and middle managers did not significantly differ regarding their mean scores on these variables. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesised career meta-competency model. On an empirical level, the study produced an empirically tested career meta-competency model in terms of the various behavioural dimensions. On a practical level, career v counselling and development interventions for guiding employees’ sustained employability in terms of the career meta-competency behavioural dimensions were recommended. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

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