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Leadership d’habilitation et performance : étude dans le secteur de la fabrication métallique industrielleTurcotte-Légaré, Nicolas 06 1900 (has links)
No description available.
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Les déterminants de l’engagement de carrière par rapport à l’engagement organisationnel chez les professionnels en ressources humainesNgalle, Adolphe Félix 02 1900 (has links)
No description available.
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Les individus motivés sont-ils plus performants? : examen des liens entre la quantité et la qualité de la motivation au travail et la performance individuelle au travailLeblanc, Geneviève 02 1900 (has links)
No description available.
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Exploration de la dynamique entre les demandes, ressources au travail et la santé psychologique au travailLapointe, Dominic 05 1900 (has links)
No description available.
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De la diversité des équipes : étude du rôle des vecteurs de failles sur la performanceRabbat, François 04 1900 (has links)
No description available.
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Indicators for sales success of a personal financial advisor in the bancassurance environmentVan der Merwe, Pieter Retief 28 February 2009 (has links)
This study investigated the relationships between personality, ability, biographical and sociographical factors on the one hand and criterion measures of job-relevant behaviour on the other. The aim of the study was to isolate success-predicting factors for a Personal Financial Advisor in a South African Bancassurance operation. The research was done by means of a criterion-related concurrent validation study. The sample consisted of 185 advisors with two years or longer sales tenure in the position. Predictor variables included measurement on a 20-dimension competency model, an ability assessment and 17 biographical and sociographical variables related to the position. Criterion variables included production figures and managerial ratings on advisor performance. Meaningful predictors for the success of financial advisors were found for personality, ability, biographical and sociographical variables, and the results confirmed the hypothesised competency model derived from a job analysis. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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The ecology of stress in work-related human systemsJacobson, Julia Dienes 06 1900 (has links)
Individual distress in the work-place has been cited as the cause of
enormous loss of productivity and income, and has therefore attracted much attention from researchers and therapists alike. However, an extensive literature study reveals that in the field of work-related distress and its management, there appears to be discontinuity, a diversity of opinion and even confusion with
regard to definitions, causes and possible remedies for the problem.
It is suggested that this situation has been brought about and is being
perpetuated by the Newtonian/Cartesian epistemological foundation on which most thinking in the field is based. It is further suggested that an epistemology informed by ecosystemic, constructivist principles could facilitate a way of thinking which would be more useful in this context. A case study was done in accordance with the above-mentioned ideas, which served as an investigation of
their usefulness in a situation of reported work-related stress. On the basis of the information which emerged from the study, it is
concluded that an ecosystemic approach can indeed provide a useful basis for understanding such situations. Furthermore, it is suggested that there are certain commonalities between such situations which are primarily founded in contexts in which the individual finds himself faced with contradictory demands which are not acknowledged as such. Finally, the point is made that if, in accordance with a constructivist viewpoint, "stress" is understood to be a social construction rather than an absolute condition, then the traditional way of thinking provides us with descriptions of man, society and the relationship between them, which are negative and may also be reflexively destructive. However, since constructivism allows for a different construction to be brought forth, we may utilise ecosystemic thinking to provide a more optimistic view. / Psychology / D. Litt. et Phil. (Psychology)
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Human resources practitioners' experiences of engagement interventions with a financial institutionDuffton, Cameron Ronald 06 1900 (has links)
The aim of this study was to explore human resources (HR) practitioners’ experiences of engagement interventions within a financial institution. A qualitative research approach was followed which was informed by the hermeneutic phenomenological paradigm. Semi-structured interviews were used. The findings indicated that HR practitioners play a critical role in enhancing engagement in organisations through the implementation of effective engagement interventions. The HR practitioners often thought of themselves as the ‘heart’, ‘the core’, ‘facilitator’, ‘business partner’ or ‘middle man’ when implementing engagement interventions. The majority of the HR practitioners did understand engagement, their role in the implementation of engagement interventions and the tools used to assess engagement. However, the findings did indicate that some of the HR practitioners within this study had limited knowledge of engagement, engagement interventions and the tools used to implement engagement. The findings also indicated that the implementation of an engagement intervention should be a collaborative process between employer and employee, with the support of top management to ensure the success of the engagement intervention. Engagement interventions were considered to be predominantly positive and successful by most of the participants. However, it was noted by participants that if there is no follow-through on the implementation of the engagement interventions it can become negative. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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The predictive validity of learning potential and personality for work performance in a public sector departmentMashau, Eric Muthundinne 15 September 2015 (has links)
The first objective of this research was to investigate the predictive validity of the learning potential as measured by Ability, Processing of Information and Learning Potential Short Version (APIL SV) in predicting work performance. The second objective was to investigate the predictive validity of personality as measured by the Occupational Personality Questionnaire Ipsative (OPQ32i) in predicting work performance. The sample consisted of 104 employees of a public sector department. Learning potential and personality were the predictor/independent variables; work performance as measured by supervisory rating was the only criterion/dependent variable of the study. The results revealed that both the APIL SV and the OPQ 32i dimensions did not correlate significantly with work performance as measured by supervisor rating. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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Exploring emotional affect and career resilience in relation to career orientations in the public serviceMogale, Phillemon Matsapola 10 1900 (has links)
The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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