The purpose of this research was to investigate the effect that mode of test administration could have on computerised assessment results involving proctored and unproctored test conditions. Two South African test instruments, the Learning Potential Computerised Adaptive Test (LPCAT) and the Career Preference Computerised Adaptive Test (CPCAT) were used in the study. A quantitative, quasi-experimental design was used, and a convenience sample for LPCAT (N=82) and CPCAT (N=81) consisted of employees in the hospitality industry. Using a within-participants design, the dependent t-test was used for statistical analysis. For the total group the LPCAT results yielded no statistically significant differences between the mean scores for the two different modes of administration. For the total group the CPCAT results yielded statistically significant differences in the mean scores per mode of administration for five out of 34 dimensions, however, for the majority of the CPCAT sub-dimensions, the mode of administration did not impact on results. It was concluded that mode of administration did not impact on the cognitive test scores and only to a very limited degree on the non-cognitive test scores. Based on the results the null hypotheses for the effect of mode of administration were not rejected. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objective of the study was to determine whether any relationships exist between personality and the performance of sales staff in a call centre environment. Personality type (measured by the Jung Type Indicator [JTI]) and sales personality type (measured by the Sales Preference Indicator [SPI]) were correlated with sales staff performance in an insurance call centre environment. A quantitative survey was conducted using a sample of N = 146. Correlational and inferential statistical analyses revealed statistically significant positive, although weak, relationships between personality type and the performance of call centre sales staff while statistically significant positive and negative correlations, although weak, were found between sales personality type and the performance of call centre sales staff. More female and black sales staff members were found in the higher performing clusters than in the average and poorer performing clusters. The best subset of personality scales from the JTI that predicted univariate measures of performance were the extroversion-introversion scale and the judging-perceiving scale while the best subset of predictors from the SPI personality scale were the consistent-adaptive scale and the cooperative-competitive scale. Call centre performance criteria are based mainly on quantitative performance criteria. It emerged from the literature review that the call centre sales position is synonymous with emotional labour and it is, thus, recommended that future research should emphasise the importance of emotionally intensive labour and its measurement combined with quantitative performance measures. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Separate bibliographical references are given at the end of Chapter 7 / The general aim of this research was (1) to develop a holistic and integrated theoretical model for the effective management and evaluation of occupational learning programmes in the South African skills development context, and (2) to develop a valid and reliable measure comprising the elements and dimensions of the theoretical model. The research used a non-experimental cross-sectional survey design. Data were collected from a sample of 652 respondents comprising learning and development managers, learning and development assessors/facilitators/moderators, skills development officers/providers and apprentices/learners. The sample was drawn from organisations representing 5 Sector Education and Training Authorities (SETAs) and the South African Board for People Practices (SABPP). A selfadministered questionnaire was developed for the purposes of this research and its psychometric properties were rigorously scrutinised in accordance with the existing scale development protocols and scientific conventions. Exploratory factor analysis was conducted to establish the factorial structure of the new Learning Programme Management and Evaluation (LPME) scale. The factorial structure was confirmed using confirmatory factor analysis. Further statistical tests conducted include structural equation modelling, multi-group structural equivalence, Pearson product moment correlations, multiple regression analyses and tests for significant mean differences. The findings of this research confirmed an 11 dimensional structure LPME scale. The research confirmed the structural equivalence of the LMPE scale for males and females and type of learning programme. Age, education and occupation were found to be significant predictors of the LMPE sub-scales. This research contributed a valid and reliable LPME scale for the effective management and evaluation of occupational learning programmes in the South African skills development context. To this end, the research provides recommendations for practice and future studies. / Business Management / D. Com. (Industrial and Organisational Psychology)

Organisations are always confronted with the need to transform in order to adapt to environmental changes and have a competitive advantage. The concern is that when an organisation embarks on a transformation process, its individual employees are affected either positively or negatively. Employees can respond to transformation change by either being satisfied or dissatisfied in the organisation. The main aim of this research was to develop a diagnostic model for measuring employee satisfaction during organisational transformation. The first construct of organisational transformation was conceptualised using the open system paradigm, theoretical definitions and models of organisational change. In this study, organisational transformation is second order and drastic in the sense that it alters the way in which the organisation functions and relates to the external environment focusing on the vision, processes, systems, structure and culture. It is the fundamental and constant change at all levels of the organisation caused by external factors posing as risks for organisational survival. vi The second construct of employee satisfaction was conceptualised focusing on the humanistic paradigm, theoretical definitions and models. Employee satisfaction in this study is the individual’s positive emotional state of contentment stemming from the organisation’s ability to meet his or her needs and expectations based on his or her experience and evaluation of various organisational processes and practices. It influences employees’ performance and commitment to the organisation. A theoretical model was developed as a framework to enable organisations to diagnose or assess their employees’ satisfaction during organisational transformation. The model highlighted dimensions essential to diagnose employee satisfaction such as organisational strategy, policies and processes and outcomes, in order to determine employees’ contentment and fulfilment in the organisation. The main aim of the empirical research was to conduct a three year longitudinal study of employee satisfaction during organisational transformation; to operationalise the conceptually developed diagnostic model of employee satisfaction during transformation; and develop a structural equation model (SEM) in order to test the theoretical model. The Employee Satisfaction Survey (ESS) was used in 2003, 2007 and 2008 to measure employee satisfaction. The initial year of the study (2003) comprised 1 140 participants who voluntarily completed the measuring instrument. The second year of the study (2007) involved 920 participants, while the final year of the study (2008) included 759 participants. In terms of the reliability and validity of the ESS, it was determined that in the three years of the study, most of the dimensions had acceptable internal consistency reliability based on the results of the Cronbach alpha test. The SEM investigated the impact of organisational strategy, policies and procedures and outcomes as the three domains of employee satisfaction during organisational transformation. The confirmatory factor analysis of the latent variables was conducted, and the path coefficients of the latent variables of organisational strategy, policies and processes and outcomes indicated a satisfactory fit for all these variables. The goodness-of-fit measure of the model indicated both absolute and incremental goodness-of-fit. The SEM confirmed the causal relationships between the latent and manifest variables, indicating that the latent variables, organisational vii strategy, policies and procedures and outcomes are the main indicators of employee satisfaction. This research adds to the field of organisational behaviour by proposing a model of employee satisfaction during organisational transformation. The domains of this model should enable organisations to identify developmental areas based on employees’ dissatisfaction or areas of strengths based on employees’ satisfaction. The diagnostic model will also enable organisations and practitioners to initiative interventions aimed at addressing areas of dissatisfaction as developmental areas and to leverage on its strengths as areas of satisfaction in the organisation. / Industrial and Organisational Psychology / D. Litt. et Phil. (Industrial and Organisational Psychology

La présente thèse explore l’impact des différences culturelles au travail sur l’intégration et la santé des travailleurs étrangers. Les différences culturelles sont évaluées selon le concept de distance culturelle entre les dimensions culturelles identifiées par Hofstede, l’intégration selon le concept d’acculturation, et la santé selon le concept de santé psychologique au travail. Les ressources personnelles des immigrants (proactivité, optimisme et résilience) sont également étudiées. La recherche a été effectuée dans deux centres d’appels d’une importante coopérative financière québécoise. L’échantillon se compose de 100 immigrants de première génération de Montréal. Les résultats de l’étude mettent en avant les impacts significatifs mais modérés des différences culturelles sur la santé psychologique au travail, sur le style d’acculturation adopté au travail et sur l’importance des ressources personnelles (résilience) pour l’acculturation et la santé psychologique des travailleurs étrangers. De fortes différences culturelles engendreraient davantage de bien-être psychologique au travail et influenceraient l’adoption d’un style d’acculturation intégratif. La résilience serait aussi une ressource personnelle non négligeable pour la santé de l’immigrant. Ces résultats soulignent par ailleurs le rôle particulier de la sphère du travail pour les travailleurs étrangers, la documentation scientifique appuyant l’idée que le monde du travail aurait un impact significatif sur leur santé psychologique. Les limites de la recherche, des suggestions d’amélioration ainsi que des pistes d’actions sont également proposées. / This thesis focuses on the impact of cultural differences on foreign workers’ integration and health. Cultural differences are assessed using the concept of cultural distance between Hofstede’s cultural dimensions, integration using the concept of acculturation, and health using the concept of psychological health at work. The immigrants’ personal resources (proactivity, optimism and resilience) are also considered. The study was conducted in two call centers of a major financial cooperative in Quebec. The sample consists of 100 first generation immigrants in Montreal. The study’s results highlight the significant but moderate impacts of cultural differences on both the psychological health and the acculturation style at work, as well as the significant impact of personal resources (resilience) on foreign workers’ acculturation and psychological health at work. Strong cultural differences would generate greater psychological well-being at work and would engender the adoption of integrative acculturation style. Resilience stands out as a key personal resource for an immigrant’s health. The results further underline the particular role of the work sphere for foreign workers, with scientific literature supporting the idea that the workplace would have a significant impact on their psychological health. In addition to the above, a list of research limitations, recommendations for improvement and paths of action have been suggested.

De nombreuses études ont montré la pertinence de soutenir les besoins psychologiques d’autonomie, de compétence et d’affiliation des employés au travail, tel que postulé par la théorie de l’autodétermination. Or, une incertitude subsiste quant aux comportements qu’un gestionnaire devrait adopter pour offrir l’opportunité à ses employés de satisfaire leurs besoins psychologiques au travail. D’ailleurs, les recherches s’en tiennent aux connaissances issues de milieux autres que celui du travail. En conséquence, l’opérationnalisation et l’instrumentation du soutien aux besoins psychologiques des employés s’appuient principalement sur des modèles validés auprès d’autres populations, notamment les athlètes et entraîneurs, les élèves et enseignants ainsi que les enfants et parents. Cette thèse vise à mieux comprendre comment un gestionnaire peut concrètement, de par ses comportements, favoriser la satisfaction des besoins psychologiques fondamentaux d’autonomie, de compétence et d’affiliation de ses employés au travail. De plus, elle a pour objectif de développer un instrument psychométrique du soutien aux besoins psychologiques des employés, qui est valide pour le contexte organisationnel. Le premier article de la thèse décrit une étude à devis qualitatif. Celle-ci vise à identifier des comportements réellement émis par des gestionnaires en milieu de travail qui favorisent la satisfaction des trois besoins psychologiques des employés. Afin de répondre à cet objectif, trois groupes focus ont été conduits auprès d’employés et de gestionnaires. Une analyse de contenu qualitative a permis d’identifier 141 comportements regroupés en 12 pratiques de gestion. En plus d’apporter une compréhension plus approfondie de la façon dont s’expriment les pratiques de gestion préalablement proposées par la théorie de l’autodétermination, cette étude met en lumière de nouveaux comportements que peuvent adopter des gestionnaires pour favoriser la satisfaction des besoins d’autonomie, de compétence et d’affiliation des employés. Le deuxième article de la thèse décrit le développement et la validation d’un outil de mesure du soutien aux besoins psychologiques des employés, qui fut réalisé par l’entremise de deux études quantitatives. L’étude 1 (N = 312 travailleurs francophones canadiens) a permis d’établir, en adoptant une approche exploratoire, la structure factorielle de l’instrument. Elle a également permis d’étayer la validité critériée et la validité divergente de l’instrument, en investiguant ses relations avec trois concepts issus de la théorie de l’autodétermination, soit la satisfaction des besoins psychologiques, la motivation au travail ainsi que la perception de contrôle psychologique de la part du gestionnaire. L’étude 2, conduite auprès d’un second échantillon (N = 334 travailleurs francophones canadiens), a permis de vérifier la structure de l’instrument à l’aide d’une approche confirmatoire. De plus, elle a permis de soutenir la validité convergente de l’outil de mesure en vérifiant ses liens avec le leadership transformationnel et le leadership habilitant. Elle a également vérifié la validité critériée de l’instrument en investiguant ses liens avec trois indicateurs du fonctionnement de l’employé, soit l’engagement, la santé psychologique et la performance au travail. Les résultats suggèrent que le soutien aux besoins psychologiques des employés s’opérationnalise par cinq pratiques de gestion, soit de 1) reconnaître les forces et la contribution des employés, 2) laisser de la latitude aux employés quant à la façon et le moment de compléter son travail, 3) démontrer un souci envers les intérêts et le bien-être des employés, 4) guider les employés afin qu’ils réalisent efficacement leur travail, et 5) développer les compétences des employés par le biais de discussions et d’opportunités d’apprentissage. Cette thèse contribue à l’avancement des connaissances en fournissant des bases qui permettront d’unifier la recherche sur le soutien aux besoins psychologiques des employés. / Many studies conducted within the framework of self-determination theory have shown the relevance of supporting the psychological needs of autonomy, competence and affiliation of employees at work. Because research is limited to knowledge from non-work environments, there remains uncertainty regarding the behaviours a manager should adopt to provide employees with the opportunity to meet their psychological needs at work. As a result, the operationalization and instrumentation of managerial need support rely primarily on those of need support validated with populations other than employees and managers, such as athletes and coaches, students and teachers, as well as children and parents. This dissertation aims to better understand how managers can concretely, through their behaviours, promote the satisfaction of employees’ psychological needs of autonomy, competence and affiliation at work. In addition, it aims to develop a psychometric instrument aligned with this operationalization of managerial need support that is ecologically valid for the organizational context. The first article of the thesis describes a qualitative study. This study aims to identify behaviours actually emitted by managers in the workplace that promote the satisfaction of the three psychological needs of employees. To meet this objective, three focus groups were conducted with employees and managers. A qualitative content analysis identified 141 management behaviours grouped into 12 management practices. In addition to providing a deeper understanding of management practices previously articulated by self-determination theory expressed in the workplace, this study highlights previously ignored practices and behaviours that can be adopted by managers to foster employees’ needs of autonomy, competence and affiliation at work. The second article of the thesis describes the development and validation of a measure of managerial need support through a series of two quantitative studies. Study 1 (N = 312 French-Canadian workers) establishes, by taking an exploratory approach, the structure of the instrument. Then, it verifies the criterion validity and the divergent validity of the instrument by investigating its relationship with three concepts rooted in self-determination theory: the satisfaction of employees’ psychological needs, employees’ work motivation as well as their perception of psychological control from their manager. Study 2, conducted with a second sample (N = 334 French-Canadian workers), takes a confirmatory approach in validating the structure of the instrument. In addition, it establishes the convergent validity of the measurement tool by verifying its links with transformational leadership and empowering leadership. It also verifies the criterion validity of the instrument by investigating its links with three indicators of employees’ functioning at work: engagement, psychological health and work performance. The results suggest that managerial need support is operationalized through five management practices, that is, 1) recognizing the strengths and contributions of employees, 2) offering flexibility to employees about how and when to complete one’s work, 3) demonstrating a concern for the interests and well-being of employees, 4) guiding employees to effectively perform their work, and 5) developing employees’ skills through discussions and concrete learning opportunities. This thesis contributes to the advancement of knowledge by providing a common base that will unify research conducted on managerial need support.

L'exposition à la violence au travail peut avoir des conséquences professionnelles négatives pour les travailleurs en protection de la jeunesse. Bien que des études antérieures aient identifié des facteurs de protection et de risque en lien avec cet enjeu, les différences individuelles liées aux rôles de genre restent encore à être explorées. Allant au-delà du sexe, ce mémoire vise à examiner comment les rôles de genre influencent l'exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail chez les travailleurs en protection de la jeunesse. Un échantillon randomisé stratifié par sexe de 301 travailleurs en protection de la jeunesse canadiens (hommes: 15,6%, femmes: 84,4%) a été recruté afin que les participants remplissent des questionnaires validés portant sur l’exposition à la violence au travail, les rôles de genre, la qualité de vie professionnelle et le bien-être au travail. Les différences de moyennes pour l’exposition à la violence au travail, la qualité de vie professionnelle et le bien-être au travail selon le rôle de genre ont ensuite été évalué à l’aide d’ANCOVA en contrôlant pour l'expérience clinique et le type de travail. L'effet modérateur des rôles de genre sur les autres variables a été évalué par le biais de régressions linéaires multiples hiérarchiques. L'androgynie (masculinité élevée et féminité élevée) était associée à des scores plus élevés sur les indicateurs positifs de la qualité de vie professionnelle et du bien-être au travail. Cependant, les rôles de genre n'ont montré aucun effet modérateur significatif sur la relation entre l'exposition à la violence et les indicateurs de bien-être psychologique au travail. Les résultats montrent comment les analyses comparatives entre les genres peuvent fournir davantage d’information sur les mécanismes entourant la qualité de vie professionnelle et le bien-être au travail. Ils suggèrent également que l'androgynie pourrait être liée à des avantages psychosociaux potentiels pour les travailleurs en protection de la jeunesse. / Exposure to workplace violence puts child protection workers at risk for adverse occupational outcomes. While previous studies have identified protective and risk factors, individual differences in gender roles have yet to be explored. Moving beyond sex, the present thesis aims to examine the ways in which gender roles influence exposure to workplace violence, professional quality of life and wellbeing at work among child protection workers. A randomised sample stratified by sex of 301 Canadian child protection workers (Male: 15.6%, Female: 84.4%) completed validated questionnaires of exposure to workplace violence, gender roles, professional quality of life, and wellbeing at work. Mean differences in workplace violence, professional quality of life, and wellbeing at work according to gender role were then assessed using ANCOVAs controlling for clinical experience and type of work. The moderating effect of gender roles on other variables was assessed through hierarchical multiple linear regressions. Androgyny (high masculinity and high femininity) was associated with higher scores on positive indicators of professional quality of life and wellbeing at work. However, gender roles showed no significant moderating effect on the relationship between exposure to violence and indicators of psychological wellbeing at work. Results show how gender-based analyses can provide additional insights into the dynamics surrounding professional quality of life and wellbeing at work. They also suggest that androgyny could be related to potential psychosocial benefits for child protection workers.

Group relations events are intended to enable transformation through learning, but such collective experiential events are not explicitly focused on enabling individual group members to derive meaning from them. This research aims to explicate individual learning from the experiences of a group relations event, in order to formulate a process for meaning-making post an intensive experiential event. Literature reviewed provides construct definitions of systems psychodynamic aspects, as well as insight, meaning-making, coaching methods and other approaches to facilitating meaning-making. Systems psychodynamics is the theoretical paradigm that informs a qualitative phenomenological research approach. Data analysis adopted hermeneutic phenomenology to allow for the interpretation of the rich data collected. Multiple case studies were adopted using multi-pronged data collection methods, including semi-structured interviews conducted before the event, as well as both a focus group and Free Association Narrative Interviews (FANI) conducted after the event. The results are reported by case, and this is followed with an interpretation of results by various systems psychodynamic themes. Furthermore, the relationship between personality types and defences mechanisms, with the associative techniques to use for each, have been set forth as additional findings in the thesis. The research hypothesis produced by the study is a meaning-making model to facilitate post-group relations event reflections and debriefing, with the aim of enabling insight formation, learning and adaption by individuals who have participated in such events. / Psychology / Ph. D. (Psychology)

No description available.

Indiana University-Purdue University Indianapolis (IUPUI) / In today’s workforce, multitasking on the job has become increasingly important. However, past research has characterized multitasking primarily as a counterproductive work strategy. Drawing from the theory of person-job (PJ) fit, in this this study it is proposed that multitasking may not always result in performance decrements but rather that people’s perceptions and experiences of multitasking may differ depending on individual differences. The theory of PJ fit suggests positive outcomes when there is a match between employee preferences, abilities and job characteristics. Using this framework, this study proposes the concept of multitasking fit and predicts that a match between multitasking preferences and multitasking job demands will result in positive work attitudes. Lastly, it is predicted that higher working memory will lead to higher job performance, especially in jobs requiring higher amounts of multitasking. This study found that PJ fit had generally positive effects on work-related outcomes such as job satisfaction, organizational commitment, turnover intentions, and strains. Due to measurement issues, the relationship between working memory and job performance could not be assessed. However, the results of this study relating to PJ fit suggest that perhaps multitasking is not always a bad strategy within the workplace and that its consequences may instead depend on the degree of fit between an individual and his or her working environment.