Thesis (MCom)--Universiteit van Stellenbosch, 1962. / No abstract available

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)

Orientador: Everardo Duarte Nunes / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Ciencias Medicas / Made available in DSpace on 2018-08-04T02:29:59Z (GMT). No. of bitstreams: 1 Motta_JuliaMariaCasulari_D.pdf: 1308466 bytes, checksum: 5254abec0ab6ff65aa38acda88f14fbe (MD5) Previous issue date: 2004 / Resumo: O propósito deste trabalho é contribuir para o conhecimento da História e da Memória da Psicologia no mundo do trabalho, buscando relações entre o processo de industrialização brasileira e a Psicologia. A seleção deste objeto de estudo decorreu da minha posição, que reconhece a Psicologia como fruto da história enquanto constituinte da história, na medida em que exprime o homem, seus valores, seus vínculos e suas relações, expressando o que se constrói entre o coletivo e a subjetividade. A escolha do campo da Psicologia no mundo do trabalho vem da necessidade de compreender a constituição desta Psicologia e o processo de modernização brasileira. Para a realização deste objetivo, delimitei os três estados ¿ São Paulo, Rio de Janeiro e Minas Gerais ¿ como campo de pesquisa, e tomei como objeto de estudo arqueológico histórico quatro instituições: o Instituto de Organização Racional do Trabalho ¿ IDORT (1931), em São Paulo, a primeira instituição psicométrica a se constituir relacionada ao aceleramento da industrialização; o Instituto de Seleção e Orientação Profissional ¿ o ISOP (1947), no Rio de Janeiro, criado pela FGV (1944) e que, mais tarde, tornou-se o primeiro curso de pós-graduação em Psicologia; o Serviço de Orientação e Seleção Profissional ¿ o SOSP (1949), em Minas Gerais, sendo o primeiro serviço de Psicometria criado pelo Estado (atualmente o CENPA ¿ UEMG); e o Departamento de Orientação e Treinamento do Banco da Lavoura de Minas Gerais (Banco Real) ¿ o DOT (1958), responsável pela chegada da Psicologia Humanista ao processo de modernização industrial. Como metodologia principal, usei três autores: Michel Foucault (1926-1984), Pierre Bourdieu (1930-2002) e Walter Benjamim (1892-1940), procurando relacioná-los, em especial, na análise dos relatórios de trabalho de psicologistas e psicólogos. Três perguntas acompanharam todo o processo de pesquisa, buscando evidenciar qual o conceito de Psicologia, de Trabalho e de Saúde que estas Psicologias desenvolveram. A tese principal, que mais adiante estará sendo apresentada, é a de que, enquanto a Psicologia esteve centrada na psicometria ela permaneceu uma ciência comportamental, que visava treinar eficiência, tomando o trabalho como produção de lucro e a saúde como resistência ao cansaço. E que, a Psicologia ao passar da psicometria para a sociometria, flexibilizou a aridez daquela, porém continuando no mesmo paradigma, apesar de passar a ser Humanista. Conceitua o trabalho como um processo de realização humana, em que conflitos velados e explícitos estão presentes, vendo a saúde como uma conquista grupal, e o trabalhador sempre em relação. O Psicodrama foi o primeiro a propor o grupo como palco de protagonização dos trabalhadores, como lugar das pequenas revoluções- geradas nas intersubjetividades ¿ a possibilidade revolucionária para o trabalhador. Apesar desta inovação, a Psicologia se mantém em relação de subordinação com o Capital. Em síntese, o trabalho aqui apresentado é uma reflexão que pretende debates sobre a Psicologia: suas potencialidades de construção, destruição, seus saberes e poderes nas relações com a modernidade; também espero que esta pesquisa lance luz à urgência em trabalharmos esta ciência como uma produção histórica, buscando (re)visitar o passado em busca do futuro / Abstract: The purpose of this work is to contribute for the knowledge of History and of the Memory of Psychology in the world of work, seeking relations between the process of Industrialization in Brazil and Psychology. The selection of this object of study elapsed from my position that sees Psychology as a result of history meanwhile it is part of history, in the sense that it expresses man, his values, his connections and relations, expressing what is built between the group and subjectivity. The choice of the field of Psychology in the world of work comes from the need of comprehending the constitution of this Psychology and the process of Brazilian modernization. For the achievement of this target I have delimited the three states ¿ São Paulo, Rio de Janeiro and Minas Gerais ¿ as a field of research and used as object of work the archeological study of four institutions. The Institute of Rational Organization of Work (Instituto de Organização Racional do Trabalho) ¿ IDORT (1931), in São Paulo, the first psychometric institution to be constituted with relations to acceleration of industrialization. The Institute of Selection and Professional Orientation (Instituto de Seleção e Orientação Profissional) ¿ ISOP (1947), in Rio de Janeiro, created by FGV (1944) and that, later on has become the first graduate school in Psychology. The Service of Orientation and Professional Selection (Serviço de Orientação e Seleção Profissional) ¿ SOSP (1949), in Minas Gerais, as the first Psychometric service created by the state (currently CENPA¿ UEMG). The Department of Orientation and Training (Departamento de Orientação e Treinamento) of the Banco da Lavoura de Minas Gerais (Banco Real) ¿ DOT (1958), responsible for the beginning of the Humanistic Psychology in the process of industrial modernization. As the main methodology three authors were used: Michel Foucault (1926-1984), Pierre Bourdieu (1930-2002) e Walter Benjamim (1892-1940), in an attempt of relating them, and specially, in the analysis of the work reports of these psychologists and psycho logs. Three questions have followed the entire research process, while trying to put in evidence which concept if psychology, of work, and of health these Psychologies have developed. The main thesis that will be presented later is that while Psychology had been centered in psychometry it remained a behavioral science that aimed the practice of efficiency, making use of work as a generator of profit and health as a resistance to tiredness. And that Psychology, while passing from psychometry to sociometry and thus flexibilized its dryness remaining in the same paradigm, despite becoming Humanistic. It defines work as a process of human achievement, where hidden and explicit conflicts are present, and health as a groupal conquest, positioning the worker always in relation. Psychodrama was pioneer in proposing the group as the stage of the workers role playing, as the stage of the small revolutions generated in the intersubjectivities ¿ a revolutionary possibility for the worker. Despite this innovation, Psychology remains in a subordinated relation with the capital. In short, the work that is to be presented here attempts to be a reflection, that produces reflections about Psychology: its potentials of building, destroying, its knowledge and powers on the relations with modernity, as well as flashing light in the urge of working this science as a historic production trying to (re)visit past in search of the future / Doutorado / Saude Coletiva / Doutor em Saude Coletiva

Mankind, and the development of people, exists due to risk-taking behaviour. It is not that humans should not take risks, but rather the ability to identify the magnitude of risk exposure in order that mankind‟s actions would be so selected as to mitigate exposed risk factors, that no harm should befall them. The approach to health and safety (H&S) has always been to manage H&S environmental factors that could have a negative impact on people, capital, and organisational systems. However, the critical component of human risk-taking behaviour that would have a far greater impact has rarely been acknowledged as part of the drivers that increase risk exposure. Human behaviour is a major contributing factor in accident causation. Although human error cannot be completely eliminated, it should be identified and correctly managed according to each individual‟s risk-taking profile. The reason people decide to take certain risks under certain conditions and the effect it has on H&S management systems is a key component to managing organisational risk exposure. To quantify the value of individual risk-taking behaviour could provide management with better opportunities of lowering the organisational risk exposure. Human risk-taking behaviour is influenced by each individual‟s perception of risk. Such perception of risk will influence decisions on risk-taking behaviour, which in turn is influenced by the individual‟s psychological profile and environmental factors, including character and the impact of a cultural environment. The electrical construction and maintenance industry differs from other similar industries in that the physical entity of electricity requires not only sensory perception for the identification and evaluation of risk factors, but also requires specialised knowledge and testing equipment to evaluate the parameters of electrical installation, plant or equipment. Without such competence, direct exposure to most electrical installations could be fatal. The optimum human resource (HR) solution for managing the risk potential of high risk-taking behaviour is the rating and allocation of specific job tasks that can match and limit the individual potential for risk-taking behaviour and the impact on organisational incident statistics. Maintaining and optimising employee job performance enables organisations to better achieve pre-set goals and missions. Such improvements being a catalyst for better job performance by setting limitations on high risk-taking behaviour, that will improve H&S performance by lowering incident rates.

This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.

This research examines the labour force characteristics of several generations of Italian men working in Toronto. Utilizing a mixed-methods approach, the analysis focuses on differences in participation and occupational status characteristics between generations of Italian workers. This study also investigates the social and geographic factors that may underpin observed labour market outcomes for men. In particular, the study focuses on social processes mediated by interpersonal relations constituted in and across particular locales (such as the home and schools). Some possible explanations for differences in the labour market status of generations of Italian men are presented, including a discussion of the messages transmitted within families about education, the influence of residential locale on labour market opportunities, and an exploration of the ways that gender roles influence the strategies and expectations for men with regard to work.

This study tested the existence of significant differences in levels of perceived job stressors between non-managerial individuals in boundary-spanning and nonboundary- spanning occupations. Correlations between selected demographic characteristics and levels of perceived job stressors were also determined.

In a moment a woman can decide to remain on a set career path, however through Impressions management, a process by which individuals attempt to control the impressions others form of themselves, decisions are made to continue or opt out. The focus of this study was to explore unspoken or (in)visible norms that form part of these impressions. The study explored what the norms are that move a woman along her career journey and norms that move her away. The findings in this research report considered the existing body of literature on women, norms, impression management and career progression. This research project comprised of ten in-depth interviews with women in an organisation. The women were interviewed face-to-face, in an unstructured format. Secondary sources such as annual reports and company website were reviewed. The research found that when career building norms were visible to both the woman and others, the woman experienced positive career progression. When the woman was unaware of career building norms, but these were visible to others, the woman experienced positive career development. When the woman was aware of career limiting norms, while this remained oblivious to others and remained unspoken, career dis-alignment was experienced by the woman. Lastly when both the woman and others did not question or acknowledge existing career limiting norms, her career experienced status quo. There was lack of diversity in the sample and the company and country context influenced the results. This study focused on contributing to (in)visibility by assessing the impact of impressions management of women’s career progression. This would contribute to considerations when developing women’s career progression plans. A total of four suggestions were made for future research. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Doctor of Philosophy / Department of Psychology / Patrick A. Knight / Over 50 years of research has supported the positive relationship between feedback and performance improvement. A recent meta-analysis suggests that feedback may not be beneficial for performance, and that it may actually be harmful for performance (Kluger & DeNisi, 1996). This study suggests that these inconsistencies exist because positive and negative feedback are treated like opposite sides of the same scale. In reality, positive and negative feedback are two very different types of information and should be treated differently. Current research examines feedback delivered interpersonally. When delivering feedback this way, positive feedback is often accepted while negative feedback is rejected. The current study states that alternate delivery methods may be better for the acceptance and use of negative feedback. It is suggested that negative feedback received directly from the task itself may be more accepted, more intrinsically motivating, and result in less negative emotion for receivers than negative feedback from interpersonal sources. Two hundred and two university students participated in a simple computer simulation task. They received feedback regarding their performance and then participated in the task a second time. Results revealed no differences between conditions in acceptance, possibly a result of task. When receiving negative feedback from the task, participants experienced greater intrinsic motivation than when receiving negative feedback from interpersonal sources. Finally, negative feedback from the task resulted in less negative emotion than negative feedback from interpersonal sources. By removing the interpersonal interaction, the task removes a great deal of negative emotion associated with the supervisor. This study revealed great potential for the task as a source of negative feedback. Although the workforce may not be ready for a full task-feedback system, it may serve as a good supplement for interpersonal feedback and worthy of future research in the field setting.