Magister Scientiae Dentium - MSc(Dent) / Influence of orthodontic caregiver behaviour on the perceived satisfaction of patients during orthodontic treatment. Dr. F.J. du Raan M.Sc. (Orthodontics) thesis, Department of Orthodontics, University of the Western Cape. In this thesis I interviewed patients that are busy with orthodontic treatment, as well as those that have undergone orthodontic treatment at the department of Orthodontics at the University of the Western Cape, with the aid of four questionnaires. Patients completed questionnaires to provide general and demographic information, quantify their satisfaction with the orthodontic treatment process, their perception of the orthodontic clinician's behavioural traits and lastly they completed the NEO-FFI personality questionnaire to determine their own personality profile. All these questionnaires were used in previous studies, or they were slightly modified to be applicable to orthodontics. The information gained was used to determine if there are correlations between the patient’s perceived satisfaction of the treatment process with patient specific treatment variables (as acquired from the General information and Demographics Questionnaire ), demographic factors, clinician's behavioural traits and patient specific personality traits and any combination of the above mentioned. We wanted to determine which behavioural traits of the orthodontic caregiver influences the perceived satisfaction with the treatment to the greatest extent. Furthermore, we wanted to determine if certain personality traits of the patients would influence their perceived satisfaction with the treatment process or their perception of the clinician's behavioural traits. The only aspect from the General Information and Demographics Questionnaire that had any correlation to satisfaction with the treatment process or the perception of the clinician's behavioural traits, was whether the patient was treated by a single registrar or multiple registrars. Patients treated by multiple clinicians had a lower average score for satisfaction and orthodontist behaviour. Results from the study shows that all the clinician's behavioural traits do have statistically significant influence on the perceived satisfaction with the treatment process, but certain behavioural traits have a greater influence. Result showed Empathy and Care to have the strongest influence on perceived satisfaction, whereas Motivation has the lowest influence. The NEO-FFI personality questionnaire was used to register each patient's personality profile. Scoring for the following personality traits created the personality profile: Neuroticism, Extraversion, and Openness to Experience, Conscientiousness and Agreeableness. Patient personality profiles were shown to have no significant influence on the patient's perceived satisfaction with the treatment process.Neuroticism was shown to have a weak negative correlation with the Professionalism sub-category of the Orthodontic Clinician Behaviour Questionnaire. Conscientiousness has been shown to have a weak positive correlation with all categories of the Orthodontic Clinician Behaviour Questionnaire It is put forth by the researcher that more time and effort has to be put into improving all aspects of the clinician's behaviour, as it will positively influence the perceived satisfaction of the orthodontic treatment process.Even though there are no significant correlations, patients needs to be screened to determine their personality profiles, as this may lead to slight improved scoring on certain behavioural aspects which may in turn lead to greater patient satisfaction. It may be especially worthwhile to recognise the neurotic patient and treat them on a more personal level, as this may improve their overall satisfaction.

Psychological optimisation is discussed and its personality profile is constructed, in terms of intrapersonal (cognitive, affective and conative) and interpersonal characteristics. Training competence is discussed and its personality profile is constructed, in terms of knowledge, attitudes, values and skills. These two personality profiles are integrated and it is found that there is a theoretical relationship exists between psychological optimisation and training competence. This leads to the research hypothesis. The empirical study is conducted among 106 lecturers at a tertiary institution. The Personal Orientation Inventory (POl) and in-depth interviews are used to measure psychological optimisation and training competence respectively. The results confirmed the hypothesis indicating that a competent trainer is a person having strong self-actualising tendency and characteristics of objectivity, self-sensitivity, internal locus of control and accommodating interpersonal relationships. Recommendations are made in order to optimise training competence. / Industrial and Organisational Psychology / MCom (Industrial Psychology)

Psychological optimisation is discussed and its personality profile is constructed, in terms of intrapersonal (cognitive, affective and conative) and interpersonal characteristics. Training competence is discussed and its personality profile is constructed, in terms of knowledge, attitudes, values and skills. These two personality profiles are integrated and it is found that there is a theoretical relationship exists between psychological optimisation and training competence. This leads to the research hypothesis. The empirical study is conducted among 106 lecturers at a tertiary institution. The Personal Orientation Inventory (POl) and in-depth interviews are used to measure psychological optimisation and training competence respectively. The results confirmed the hypothesis indicating that a competent trainer is a person having strong self-actualising tendency and characteristics of objectivity, self-sensitivity, internal locus of control and accommodating interpersonal relationships. Recommendations are made in order to optimise training competence. / Industrial and Organisational Psychology / MCom (Industrial Psychology)

Self-reported alcohol use in 500 men (mean age 36 yrs) arrested for driving under the influence (DUI) of intoxicants was examined in relation to MMPI profile patterns identified by multivariate procedures. Although DUI offenders were found to share mild antisocial tendencies, it was possible to isolate profile patterns associated with comparatively higher levels of self-reported drinking. Most pronounced was the relationship between higher levels of estimated average alcohol consumption and patterns in which indices of depression and social deviance were elevated, or the 2-4 2-point code type pattern. Comparisons of prototypic profile patterns derived from samples of DUI offenders, alcoholics, and psychiatric patients revealed limited profile replicability. However, the 2-4 code type pattern was consistently found in samples of DUI offenders and alcoholics, and a single profile pattern indicative of moderate social deviance and impulsivity was common to each sample. (13 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).

Various industries are using personality profile assessments as tools to help reduce employee turnover. Employee turnover is a continuing challenge in the construction industry that has negative effects on construction companies. Research found that it was difficult to know if companies in the construction industry are using personality profile assessments as a tool to help reduce employee turnover. After understanding that other industries were using personality profile assessments in their hiring, promoting, team building and leadership development to reduce turnover, it was desired to understand if the construction industry was doing the same. This research performed a survey among the top construction companies to understand if construction companies were using assessments, and if it had any effect on the turnover of those companies. The survey results provided information on the amount of companies using personality profile assessments, as well as additional insights and attitudes among these companies, whether they used assessments or not. The results of this survey and research have provided strong indicators that personality profile assessments are tools that will help construction companies reduce employee turnover.

Personality profiles describe individual persons’ locations on multiple trait dimensions and enable calculation of profile similarity indices for individual persons and dyads. They are easily misinterpreted, however, unless two components are distinguished: a normative component comprising the sample means of the variables and a distinctive component reflecting the given individual’s deviations from those means. These two profile components provide different kinds of information. Focusing on person-perception research, we review predictors of the similarity of individual profiles to the normative profile (i.e., profile normativeness) and of the agreement between distinctive profiles. We also provide some suggestions for future research.

The main aim of the research project was to develop a change agent identification framework, to be used by organisational change management specialists to identify change agents more effectively in large organisations moving forward. To date, little research has been conducted regarding the role and identification of change agents in large organisations. In the context of the research project, the sample of change agents used, referred to employees affected by the change, spread across the organisation, assisting in communicating key messages and ensuring that their peers become change ready. A thorough 12-step empirical research process was followed, which included both a qualitative and quantitative approach. The qualitative process consisted of the development of a change agent identification framework, comprising of four dimensions, each with supportive information and/or items. The aim of the quantitative process was to empirically test the personality trait dimension of the framework with a sample group of 27 change agents and 135 employees influenced by a transformation process. This was to determine which change agent personality traits has a positive impact/effect on employee change readiness levels during transformation. Through a rigorous analysis process, only the phlegmatic, persuasive and optimistic personality traits resulted in having some positive effect on employees during a transformation process. In support of these findings, the literature study findings as well as the qualitative empirical research findings indicated that the persuasive and optimistic personality traits need to form part of a change agents’ personality profile. The phlegmatic personality trait was not evident throughout all literature findings. The literature and empirical results contributed towards a comprehensive understanding of the way in which individuals should be identified as change agents in large organisations. The developed framework should assist industrial and organisational psychologists in the future to identify individuals as change agents, more efficiently. Recommendations were made on the future expansion of a knowledge base for organisational change agents. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

A productive workforce is recognized as the primary resource for all organizations. Workforce training and constant retraining must be a priority. The trainers' role to add value in this process is recognised. The general aim of this research was to ascertain the correlation and difference between trainer competency and psychological optimisation. The following measurement instruments were used in the study - TCQ, POI, SOCq and SCS. This study was conducted among 57 trainers working for a large transport organisation. Through a literature survey, training and psychological optimisation were defined and a personality profile of the competent trainer integrated with that of the psychological optimal functioning individual. Through an empirical study, the correlation and difference between trainer competency and psychological optimisation were determined. Supporting evidence, although not enough, indicates a correlation between trainer competency and psychological optimisation, and a difference in psychological optimisation between the high and low trainer competency groups. / Industrial and Organisational Psychology / M. Admin. (Industrial Psychology)

Summary in English / Research was conducted to determine whether the 16-PF can be used as an objective measurement for the selection of prospective educational psychologists. A wellgrounded literature study was performed about the task of the educational psychologist and skills and personality features which make the task of the educational psychologist easier. The task of the educational psychologist is not of an individual nature, directed at individual problems any more, but covers a wide field which demands that the educational psychologist comes forward with new initiatives. The traditional task of diagnosing, assisting, administrating and conducting research must be extended to one which also emphasizes proactive programmes, mental health, prevention of problems and human development. The nature of the task makes high demands on the educational psychologist and requires the mastering of a variety of skills. A large variety of factors have been found in literature which could make the task of the educational psychologist easier. These factors can be grouped together as cognitive factors, factors which contribute to the creation of an educational climate and accompanying interpersonal relations and rapport, factors which indicate the use of an external reference framework, and factors which indicate mental health. These identified factors were related to the factor patterns of the 16-PF and were derived to personality factors. These latter factors which were thus obtained, were used to compile a personality profile for educational psychologists. The following personality profile for educational psychologists was derived from the literature study: outgoing (affectothymia; A+), high intelligence (B+), higher ego strength (C+), higher superego strength (G+), socially venturesome (H+), shrewdness (N+) and self-assuredness (0-). According to literature, withdrawal (A-) and dominance (E+) are regarded as negative features of the educational psychologist. The personality profile was assessed by experts with the use of the Delphi technique. From the results of the Delphi investigation it appears that the experts support the suggested personality profile. The personality features are regarded as extremely important, and comment on the personality profile was positive. The findings of the research contribute to the solution of the problem around the selection of educational psychologists since an objective assessment of the prospective student's abilities can be obtained by means of the 16-PF. / Psychology of Education / D. Ed. (Sielkundige Opvoedkunde)

The main aim of the research project was to develop a change agent identification framework, to be used by organisational change management specialists to identify change agents more effectively in large organisations moving forward. To date, little research has been conducted regarding the role and identification of change agents in large organisations. In the context of the research project, the sample of change agents used, referred to employees affected by the change, spread across the organisation, assisting in communicating key messages and ensuring that their peers become change ready. A thorough 12-step empirical research process was followed, which included both a qualitative and quantitative approach. The qualitative process consisted of the development of a change agent identification framework, comprising of four dimensions, each with supportive information and/or items. The aim of the quantitative process was to empirically test the personality trait dimension of the framework with a sample group of 27 change agents and 135 employees influenced by a transformation process. This was to determine which change agent personality traits has a positive impact/effect on employee change readiness levels during transformation. Through a rigorous analysis process, only the phlegmatic, persuasive and optimistic personality traits resulted in having some positive effect on employees during a transformation process. In support of these findings, the literature study findings as well as the qualitative empirical research findings indicated that the persuasive and optimistic personality traits need to form part of a change agents’ personality profile. The phlegmatic personality trait was not evident throughout all literature findings. The literature and empirical results contributed towards a comprehensive understanding of the way in which individuals should be identified as change agents in large organisations. The developed framework should assist industrial and organisational psychologists in the future to identify individuals as change agents, more efficiently. Recommendations were made on the future expansion of a knowledge base for organisational change agents. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)