Master of Science / Department of Psychology / Patrick A. Knight / A structural equations model hypothesizing that individuals' core self-evaluations would significantly predict their preferences for various pay plan characteristics (e.g., high risk, variable pay, etc.) was tested. This hypothesis, which specified that individuals with higher levels of core self-evaluations would prefer pay plans that offered greater risk and less certainty regarding the amount of pay received, was supported. Furthermore, it was also hypothesized that congruence between an individual's preferred pay plan characteristics and the actual type of pay plan that he or she receives would result in higher levels of employee job satisfaction and pay satisfaction. This hypothesis was partially supported, as the relationship between congruence and job satisfaction was significant, while the relationship between congruence and pay satisfaction was not significant. Finally, it was hypothesized that the relationship between congruence and satisfaction would be moderated by the value that the individual places on money. This hypothesis was not supported. The results of this research indicate that personality characteristics may have a significant impact on the type of pay plan that an individual will prefer to receive. Furthermore, this research provides additional support for the belief that high levels of fit between the characteristics of individuals and the characteristics of the organizations for which they work will result in higher levels of employee satisfaction. Finally, the degree of importance that an individual places on money does not appear to alter the relationship between fit and satisfaction. These results have strong implications for businesses that wish to improve employee satisfaction and reduce employee turnover, as well as for individuals who are seeking occupations for which they will best be suited.

Doctor of Philosophy / Department of Psychology / Clive J. A. Fullagar / While researchers have begun to study “flow” (Csikszentmihalyi, 1975) as it applies to the workplace, little is known about the impact of leadership on followers’ flow experiences. The current study examined the effect of transformational leadership on followers’ experiences of flow. It was hypothesized that transformational leaders would have an indirect effect on flow through their positive influence on psychological climate. Bakker’s (2008) WOLF scale was used to assess work-related flow. Results supported the hypothesis; psychological climate fully mediated the relationship between transformational leadership and flow. Transformational leaders had a strong indirect effect on all three components of work-related flow: intrinsic motivation, work enjoyment, and absorption. It was also hypothesized that each of the five climate dimensions would significantly mediate the leadership-flow relationship. The dimensions were examined simultaneously in a multiple mediator model to identify the unique contribution of each dimension. Results indicated that three dimensions were significant mediators of the leadership-flow relationship: contribution, recognition, and challenge. Because Kahn (1990) found these dimensions to be indicative of psychological meaningfulness, this study builds on other research linking transformational leadership to perceptions of meaning. While transformational leadership strongly predicted all five climate dimensions, two dimensions failed to contribute to the prediction of flow and to the overall mediating effect of climate: role clarity and supportive management. Longitudinal research is needed to validate the causal nature of the findings in this study. By conceptualizing “flow” as a specific form of momentary cognitive engagement, the present study illustrates the applicability of “flow” to the workplace. The findings of this study point to leadership behaviors and climate conditions that are conducive to flow. Managers seeking to improve employee engagement can apply these findings to the workplace.

Master of Science / Department of Psychology / Satoris S. Culbertson / Performance appraisals are an important component to any organization’s performance management system. They require supervisors to observe and retain information regarding employee performance. This study sought to investigate the effects of appraisal purpose in this process. This extension and replication of Williams, DeNisi, Meglino, and Cafferty’s (1986) lab study of appraisal purpose investigated whether designating an employee for a positive outcome results in lenient performance ratings and vice-versa for a negative designation. This outcome would indicate assimilation, whereby the designation acts as an anchor creating bias in the direction of the anchor. However, the negative and positive designations may both result in leniency, indicating a universal tendency toward leniency when memory for performance is limited. Furthermore, I investigated whether making a deservedness rating for each employee would result in less lenient or severe ratings, relative to the designation conditions. Finally, I investigated whether self-reported rater expertise would moderate the assimilation effect. A total of 108 undergraduate students from a large Midwestern university viewed confederates performing cardio-pulmonary resuscitation (CPR) on a dummy and were instructed to observe performance in order to make a designation (positive or negative) or deservedness rating, or were given no instructions (control). They made an initial decision and were then asked to return two days later and rate each confederate’s performance again. Consistent with previous findings, raters making positive designations tended to give lenient ratings, relative to other conditions. Furthermore, as expected, those making negative designations gave relatively severe ratings. Finally, the results also partially supported my expectation that rater expertise in the performance domain moderates the biasing effects of appraisal purpose. Implications for practice and recommendations for future research are discussed.

Doctor of Philosophy / Department of Psychology / Clive J. A. Fullagar / Entrenched within the sphere of positive psychology, the present series of studies takes a progressive approach to understanding and furthering the practical application of constructs subsumed within the subfield of positive organizational behavior (POB). The progression begins with Study 1, which analyzes the factorial structure and psychometric footholds of the primary measurement instrument for Psychological Capital (PsyCap), one of the newer positive psychological constructs. This study suggested that both the measurement of this construct in addition to its factor structure may need to be reevaluated in order to best conceptualize the multifactorial nature of this variable. In turn, Study 2 involves resilience, one of the four aspects of PsyCap, and suggests that it may play an important role in molding employees’ work experiences. Specifically, Study 2 explores the relations between workload and eudaimonic and hedonic well-being over a two-week period, finding that workload is negatively related to eudaimonic well-being, but, interestingly, positively related to hedonic well-being. However, hypotheses suggesting that resilience and role salience may independently moderate workload’s relations with eudaimonic and hedonic well-being were not supported. Finally, recognizing the potential value of these positive psychological constructs (resilience and well-being in particular) for employers and employees alike, Study 3 aimed to develop interventions capable of increasing individuals’ positive personal resources, whereby they may enhance their ability to endure work challenges and even thrive in the face of such challenges. Findings indicated that the intervention targeting resilience did not result in significant differences between a control group and the intervention group. The intervention targeting well-being resulted in no differences in hedonic well-being, but did evidence differences on the personal growth aspect of eudaimonic well-being. Overall, these three studies taken together speak to the applicability of positive organizational behavior constructs in the workplace, and how such constructs might be enhanced in employees.

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)

This research proposes to identify and evaluate intercultural perceptions and the promotion of black managers within the South African context from a qualitative perspective. A literature review is presented, which covers aspects of perception, culture, the self, and promotion. Cultural categories are analysed to identify relationships not considered in the literature. An interview questionnaire based on Osherson (1980) is constructed, which leads respondents through five areas: demographic characteristics, work identity, value system, cultural identity, and intercultural perceptions and promotion. Three case studies are analysed, the themes for each interview being integrated. Conclusions regarding possible new analytical categories, and recommendations in the form of a possible outline for future research, are presented . / Industrial and Organisational 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.

The purpose of this research was to study the effect of the conflict settlement process on the degree of expressed organizational commitment of employees in a collective bargaining setting. The research was done in a basic industry in northern Alabama. The instrument included the Organizational Commitment Questionnaire (OCQ) developed by Mowday, Porter, and Steers. Demographic variables measured were education, age, and sex. Main effects variables were tenure; union membership; and self-described experience with and feeling toward grievance/arbitration as a category 1 grievant, category 2 grievant, witness, and supervisor. Data were analyzed with hierarchical multiple regression. No statistically significant results were found. Limitations included the economic climate of the region and the industrial relations climate of the company.

L’appropriation du feed-back a fait l’objet de plusieurs modèles théoriques en contexte d’évaluation de la performance, notamment par Ilgen, Fisher et Taylor (1979) qui suggèrent un modèle explicitant comment un feed-back en vient à susciter des changements comportementaux. Ce modèle a été repris dans divers domaines de recherche, sans pour autant être adapté en fonction du contexte spécifique dans lequel le feed-back était transmis. Cette thèse propose un modèle d’appropriation du feed-back inspiré des travaux d’Ilgen et al. (1979), mais reflétant les spécificités de l’évaluation du potentiel. Le modèle comporte trois étapes qui sont l’appropriation cognitive (composée de l’acceptation et de la conscientisation), l’intention d’agir dans le sens du feed-back et l’appropriation comportementale. La présente thèse se décompose en trois articles poursuivant les objectifs suivants : (1) Proposer un modèle théorique de l’appropriation du feed-back adapté au contexte de l’évaluation du potentiel. (2) Valider une mesure de l’appropriation cognitive combinant l’acceptation et la conscientisation. (3) Tester empiriquement le modèle d’appropriation du feed-back en contexte d’évaluation du potentiel. Le premier article vise d’abord à circonscrire les fondements de l’évaluation du potentiel et à définir l’appropriation du feed-back. Sur la base de ces informations, le modèle d’Ilgen et al. (1979) est ensuite revu et modifié. Les liens entre les différentes étapes du modèle sont subséquemment étayés par des théories et des études empiriques. L’article se conclue par une réflexion sur les retombées théoriques et pratiques du modèle revisité. L’objectif du second article consiste à développer et valider une mesure de l’appropriation cognitive incluant deux dimensions, à savoir l’acceptation et la conscientisation. Pour ce faire, deux études ont été menées auprès de candidats ayant reçu un feed-back suite à une évaluation du potentiel. Des analyses factorielles exploratoires (N = 111), puis des analyses factorielles confirmatoires (N = 178) ont été réalisées en ce sens. Chaque dimension de l’appropriation cognitive a également été mise en relation avec des variables critères afin de recueillir des éléments de preuve appuyant la validité de l’instrument. La majorité des indices obtenus confirment la présence des deux dimensions pressenties et des constats sont tirés sur la base de ces résultats. Le troisième article vise à vérifier empiriquement les liens anticipés entre les composantes du modèle d’appropriation du feed-back détaillé dans le premier article. Les deux premières étapes du modèle, soit l’appropriation cognitive et l’intention d’agir, ont été mesurées via un questionnaire complété immédiatement après le feed-back par 178 candidats. Ces derniers ont été sollicités trois mois plus tard afin de compléter un second questionnaire portant sur la dernière étape, l’appropriation comportementale, et 97 d’entre eux y ont répondu. Les résultats d’analyses par équations structurelles supportent le modèle et une discussion sur la portée de tels résultats s’en suit. / Feedback appropriation has been the subject of several theoretical models in the context of performance evaluation, namely by Ilgen, Fisher, and Taylor (1979), who proposed a model explaining how feedback elicits behavioural change. This model has been applied in various research areas, but has yet to be adapted to a specific context in which feedback is given. This thesis proposes a feedback appropriation model inspired by Ilgen et al. (1979) that reflects the specific characteristics of individual psychological assessment. The model is divided into three stages, which are cognitive appropriation (comprised of acceptance and insight), the intention to act in accordance with feedback, and behavioural appropriation. The present thesis includes three articles that pursue the following objectives: (1) Propose a theoretical model on feedback appropriation adapted to the context of individual psychological assessment. (2) Validation of a measure of cognitive appropriation, combining acceptance and insight. (3) Empirical testing of the model of feedback appropriation in the context of individual psychological assessment. The first article presents the nature of individual psychological assessment practice and seeks to define feedback appropriation in this context. Thereafter, Ilgen et al.’s (1979) feedback model is reviewed and modified based on psychological individual assessment context. Support for links between the different stages of the model are subsequently shown using various theories and empirical studies. The article concludes with a reflection on the theoretical and practical implications of the revised model. The goal of the second article is to develop and validate a measure of cognitive appropriation that includes two dimensions, acceptance and insight. This was accomplished by way of two studies conducted on candidates having received feedback following an individual psychological assessment. Exploratory factor analyses (N= 111), followed by confirmatory factor analyses (N= 178) were conducted. Links between each dimension of cognitive appropriation and key variables were tested in order to support the validity of the instrument. The results confirmed the presence of both proposed dimensions, and observations based on these findings are discussed. The third article seeks to empirically verify the anticipated relationships between elements of the feedback appropriation model outlined in the first article. The first two stages of the model, cognitive appropriation and intention to act, were measured using a questionnaire completed immediately following feedback received by 178 candidates. These participants were solicited three months later in order to complete a second questionnaire concerning the third stage, behavioural appropriation, 97 of which responded. Structural equation analyses supported the model and a discussion on the significance of these results follows.

Ce mémoire de maîtrise a été accompli simultanément à des études à temps plein en droit. / Le Québec est confronté à un vieillissement de sa population et une pénurie de main-d’œuvre spécialisée. Pour faire face à ces difficultés tout en restant compétitives à l’échelle internationale, les entreprises québécoises doivent adopter des méthodes de gestion novatrices qui génèrent une performance élevée chez leurs travailleurs peu nombreux. Il est donc essentiel de se servir – et de repenser – le mieux possible des déterminants reconnus de la performance au travail, au premier chef : la motivation. Or, les recherches adoptent habituellement une perspective linéaire en un temps entre ces variables, alors que différentes études soulèvent la possibilité que les relations soient différentes lorsque ces variables sont analysées dans une perspective autre que linéaire. La présente étude teste si une dynamique cyclique se produit. Les résultats de médiation multiples ne révèlent pas d’effet significatif de la motivation entre les performances de deux temps de mesure consécutifs. Cela conforte la nécessité d’élargir la recherche sur de nouvelles variables de manière à vérifier le potentiel lien cyclique entre deux performances. Également, cette recherche relève une zone d’ombre dans la relation dynamique entre la motivation et la performance : ce lien n’est pas aussi lisse qu’il ne le semble. Il arrive parfois que les motivations et performances initiales aient un impact plus déterminant sur les comportements futurs. / Québec has to deal with an aging population and a shortage of highly-skilled labor. In order to face these difficulties while remaining competitive internationally, Quebec’s businesses must adopt new management methods that generate a higher performance from their fewer workers. It is therefore essential to better utilize – and rethink – the predictors of work performance with motivation at the forefront of this endeavor. However, studies usually adopt a one-time only linear perspective between these variables, while other studies suggest that the relations between them would differ when analyzed more dynamically. The present study tests if a cyclic relation performance-motivation- performance occurs. Multiple mediation results do not show a significant effect of various forms of motivation on the performance of two consecutive time measures; hence supporting the need for future studies to test new variables in order to verify the potential cyclical link between two performances. Moreover, the present study identifies a grey zone in the dynamic relation between motivation and performance. Indeed, the link isn’t as smooth as it seems since initial motivations and performances appear to have the greatest impact on future behaviors.