Esta dissertação, construída a partir da teoria multidimensional da confiança com dimensões cognitivas, afetivas e comportamentais (ROSENBERG & HOVLAND, 1960; CUMMINGS & BROMILEY, 1996; MCALLISTER 1995; JOHNSON & GRAYSON, 2000) tem como objetivo desenvolver e validar uma escala que mensure os componentes afetivos, cognitivos e comportamentais da confiança. Aplicou-se a escala em uma amostra de 480 estudantes. O desenvolvimento da escala utilizou Churchill (1979) como base teórica seguindo os seguintes passos: a) Geração dos itens - através de escalas existentes e entrevistas em profundidade; b) purificação - utilizando análise fatorial exploratória e c) validação - através da análise fatorial confirmatória. Para fins de análise, a primeira metade dos respondentes foi utilizada na etapa exploratória e a outra metade, na etapa confirmatória. Para o teste do impacto das confianças cognitiva, afetiva e comportamental nas intenções de lealdade, foi utilizada a amostra completa. Os resultados mostraram que as confianças afetiva, cognitiva e comportamental são empiricamente distintas e podem ser mensuradas. Conforme esperado, as confianças afetiva e cognitiva tiveram um impacto positivo nas intenções de lealdade, contudo a confiança comportamental não teve impacto significativo. A análise multigrupos mostrou que, em relacionamentos mais longos, as confianças afetiva e cognitiva possuem um impacto maior quando comparadas com relacionamentos menos longos. / This dissertation, based on multidimensional trust theory, aims to develop and test a trust scale that considers affective, cognitive and behavioral aspects. In order to do that, the scale was applied in 480 students. The scale development was based on Churchill (1979) steps: a) Items Generation - using the literature and in-depth interview, b) Purification - using Factorial Exploratory Analysis and c) Validation - using Factorial Confirmatory Analysis. For the development and test of the scale, the sample was divided in two parts: one for the exploratory analysis and the other for confirmatory analysis. For the investigation of the impact of trust dimensions on loyalty intentions the whole sample was used. The results show that cognitive, affective and behavioral dimensions of trust can be empirically distinguished and measured. As expected, the cognitive and affective trusts have significant and positive impact on loyalty intentions, while behavioral trust does not have impact on that. The multigroup analyses show that when the relationship between client and company is longer, the affective and cognitive trusts have higher impact than when the relationship is sorter.

abstract: Possible selves researchers have uncovered many issues associated with the current possible selves measures. For instance, one of the most famous possible selves measures, Oyserman (2004)'s open-ended possible selves, has proven to be difficult to score reliably and also involves laborious scoring procedures. Therefore, this study was initiated to develop a close-ended measure, called the Persistent Academic Possible Selves Scale for Adolescents (PAPSS), that meets these challenges. The PAPSS integrates possible selves theories (personal and social identities) and educational psychology (self-regulation in social cognitive theory). Four hundred and ninety five junior high and high school students participated in the validation study of the PAPSS. I conducted confirmatory factor analyses (CFA) to compare fit for a baseline model to the hypothesized models using Mplus version 7 (Muthén & Muthén, 2012). A weighted least square means and a variance adjusted (WLSMV) estimation method was used for handling multivariate nonnormality of ordered categorical data. The final PAPSS has validity evidence based on the internal structure. The factor structure is composed of three goal-driven factors, one self-regulated factor that focuses on peers, and four self-regulated factors that emphasize the self. Oyserman (2004)'s open-ended questionnaire was used for exploring the evidence of convergent validity. Many issues regarding Oyserman (2003)'s instructions were found during the coding process of academic plausibility. It was complicated to detect hidden academic possible selves and strategies from non-academic possible selves and strategies. Also, interpersonal related strategies were over weighted in the scoring process compared to interpersonal related academic possible selves. The study results uncovered that all of the academic goal-related factors in the PAPSS are significantly related to academic plausibility in a positive direction. However, self-regulated factors in the PAPSS are not. The correlation results between the self-regulated factors and academic plausibility do not provide the evidence of convergent validity. Theoretical and methodological explanations for the test results are discussed. / Dissertation/Thesis / Ph.D. Educational Psychology 2013

Esta dissertação, construída a partir da teoria multidimensional da confiança com dimensões cognitivas, afetivas e comportamentais (ROSENBERG & HOVLAND, 1960; CUMMINGS & BROMILEY, 1996; MCALLISTER 1995; JOHNSON & GRAYSON, 2000) tem como objetivo desenvolver e validar uma escala que mensure os componentes afetivos, cognitivos e comportamentais da confiança. Aplicou-se a escala em uma amostra de 480 estudantes. O desenvolvimento da escala utilizou Churchill (1979) como base teórica seguindo os seguintes passos: a) Geração dos itens - através de escalas existentes e entrevistas em profundidade; b) purificação - utilizando análise fatorial exploratória e c) validação - através da análise fatorial confirmatória. Para fins de análise, a primeira metade dos respondentes foi utilizada na etapa exploratória e a outra metade, na etapa confirmatória. Para o teste do impacto das confianças cognitiva, afetiva e comportamental nas intenções de lealdade, foi utilizada a amostra completa. Os resultados mostraram que as confianças afetiva, cognitiva e comportamental são empiricamente distintas e podem ser mensuradas. Conforme esperado, as confianças afetiva e cognitiva tiveram um impacto positivo nas intenções de lealdade, contudo a confiança comportamental não teve impacto significativo. A análise multigrupos mostrou que, em relacionamentos mais longos, as confianças afetiva e cognitiva possuem um impacto maior quando comparadas com relacionamentos menos longos. / This dissertation, based on multidimensional trust theory, aims to develop and test a trust scale that considers affective, cognitive and behavioral aspects. In order to do that, the scale was applied in 480 students. The scale development was based on Churchill (1979) steps: a) Items Generation - using the literature and in-depth interview, b) Purification - using Factorial Exploratory Analysis and c) Validation - using Factorial Confirmatory Analysis. For the development and test of the scale, the sample was divided in two parts: one for the exploratory analysis and the other for confirmatory analysis. For the investigation of the impact of trust dimensions on loyalty intentions the whole sample was used. The results show that cognitive, affective and behavioral dimensions of trust can be empirically distinguished and measured. As expected, the cognitive and affective trusts have significant and positive impact on loyalty intentions, while behavioral trust does not have impact on that. The multigroup analyses show that when the relationship between client and company is longer, the affective and cognitive trusts have higher impact than when the relationship is sorter.

Orientador: Maria da Consolação Gomes Cunha Fernandes Tavares / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Educação Física / Made available in DSpace on 2018-08-22T01:05:04Z (GMT). No. of bitstreams: 1 Morgado_FabianeFrotadaRocha_D.pdf: 3909521 bytes, checksum: 5e4d5ae673ae47c748b049a91523a2a0 (MD5) Previous issue date: 2013 / Resumo: A autoaceitação é a aceitação de si mesmo da maneira que se é por meio do reconhecimento das próprias características positivas e negativas e da valorização daquelas características consideradas positivas. Esse constructo é considerado um mecanismo psicológico central para o quadro de imagem corporal positiva, portanto, um importante elemento para o desenvolvimento integrado da personalidade. Embora sua importância, há uma lacuna no conhecimento atual a respeito da autoaceitação de pessoas com cegueira congênita ou precoce, a qual pode estar relacionada a uma observada escassez de instrumentos válidos e precisos para investigar essa questão. O objetivo desta pesquisa foi ampliar as possibilidades de avaliar a autoaceitação em pessoas com cegueira congênita ou precoce, por meio da criação e investigação das qualidades psicométricas de uma escala específica para essa finalidade, denominada "Escala de Autoaceitação para pessoas com cegueira congênita ou precoce" (EAC). Três estudos compuseram esta pesquisa. No estudo 1, foram gerados 33 itens iniciais para a EAC, dispostos em quatro fatores distintos - "gostar do corpo", "cuidar do corpo", "proteger-se de estigmas sociais" e "sentir-se capaz". Para essa finalidade, foram utilizadas informações provindas da literatura especializada e de dois grupos focais realizados com 11 adultos com cegueira congênita ou precoce. No estudo 2, nove peritos e 22 sujeitos com cegueira congênita ou precoce avaliaram o conteúdo da EAC. Como resultado, sete itens foram excluídos, um item foi incluído e 22 itens foram reformulados, o que determinou indícios de validade de conteúdo da nova escala. No estudo 3, as qualidades psicométricas da EAC foram avaliadas. A amostra foi composta por 318 sujeitos com cegueira congênita ou precoce. Utilizando a análise fatorial confirmatória como a principal estratégia para a análise dos dados, a versão final da escala foi composta de 18 itens, distribuídos em três fatores - "aceitação corporal", "proteção de estigmas sociais" e "sentimentos e crenças de capacidade" - com adequados parâmetros de validade convergente, discriminante e confiabilidade. Esperamos que a EAC possibilitasse o desenvolvimento de pesquisas futuras que investiguem a autoaceitação em pessoas que não enxergam desde idades precoces, contribuindo tanto para ampliação consistente do conhecimento nesta área, quanto para inclusão expressiva desse grupo nos estudos da área da imagem corporal / Abstract: Self-acceptance is the acceptance of oneself, as the person is, through the recognition of its own positive and negative characteristics and the valorization of those characteristics considered as positive. This construct is considered as a central psychological characteristic for the positive body image, and therefore, an important element for the integrate personality development. Although its importance, there is a theoretical lack of knowledge about the self-acceptance of persons with congenital or early blindness, which could be related with scarcity of psychometric sound scales to investigate this issue. The aim of this research was amplify the possibilities of self-acceptance evaluation in persons with congenital or early blindness, with the development and psychometric analysis of a specific scale, called "Self-acceptance Scale for people with congenital or early blindness" (SAS). Three studies were made in this research to achieve our aims. In study 1, 33 initial items were generated for SAS, organized in four theoretical distinct factors - "body appreciation", "body care", "and self-protection from social stigmas", "feeling oneself capable". Item generation was based in specialized theoretical information form literature review and information collected from two focus groups, realized with 11 adults with congenital or early blindness. In study 2, nine experts and 22 participants with congenital or early blindness evaluated the content of SAS. The resulted point for the exclusion of 7 items, an inclusion of an additional item, and the review and reformulation of 22 items, which determined the content validity of SAS. In study 3, the psychometric parameters of SAS were evaluated. The samples were composed by 318 participants with congenital or early blindness. Confirmatory factor analyses were used as main statistic method for data analysis. The scale final version was composed by 18 items, distributed in 3 factors - "body acceptance", "self-protection from social stigmas", "felling and believing in oneself capacities", showing adequate evidences of concurrent and discriminant validity and internal reliability. We hope that SAS could possibility o development of future researches focused in investigate self-acceptance in persons that are not able to see since early ages, contributing both for the consistent growth of the knowledge in this area and the consistent inclusion of this group in body image research / Doutorado / Atividade Fisica Adaptada / Doutor em Educação Física

Agile software development methods are often advertised as a contrast to the traditional, plan-driven approach to software development. The reported and argued benefits on software quality, coordination, productivity and other areas are numerous. The base of empirical evidence to the claimed effects is however thin, and more empirical studies on the effects of agile software development methods in different contexts are needed, especially in large-scale, industrial settings. The purpose of the thesis was to study the impact of using agile principles and practices in large-scale software development projects at Ericsson and it was carried out as a multiple-case study of two projects. One of the projects had implemented a limited number of agile software development practices and was largely plan-driven, while the other project had fully adapted its organization and product design for agile software development. Propositions of possible effects of the use of agile principles and practices in the two projects were generated by a literature review. Empirical data was then collected from online surveys of project members, internal documents, personal contact with key project members and a collection of metrics, to study the presence of the proposed effects. The study was focused on eight different areas: internal software documentation, knowledge sharing, project visibility, pressure and stress, productivity, software quality and project success rate. Agile principles and practices were found to: Lead to a more balanced use of internal software documentation, when supported by sound documentation policies. Contribute to knowledge sharing. Increase project members’ visibility of the status of other teams and the entire project. Increase coordination effectiveness and reducing the need for other types of coordination mechanisms. Increase productivity. Possibly increase software quality. Additionally, the study showed that internal software documentation is important also in agile software development projects, and cannot fully be replaced with face-to-face communication. Further, it was clear that it’s possible to make a partial implementation of agile principles and practices, and still receive a positive impact. Finally, the study showed that it’s feasible to implement agile principles and practices in large-scale software development. It therefore contributes to understanding the effects of agile software development in different contexts.

In general, scholars and practitioners agree that sales coaching enhances sales performance. Sales firms continue to invest billions of dollars towards coaching endeavors. However, despite the positive benefits of sales coaching, the fact is that most sales coaches are ineffective. In three essays, this dissertation aims to offer insight that will help companies and coaching programs improve the effectiveness of their sales coaches. The first essay explores the sales coaching process and how it is affected by factors related to the sales manager (coach) and the salesperson (coachee). Using in-depth interviews, we identified various skills, behaviors, and abilities that reflect the overall effectiveness of the sales manager as a coach, as well as gained a better understanding of how effective sales coach indirectly affects a salesperson’s performance. We also identified different behaviors, preferences, and characteristics related to the salesperson that affect the sales coaching process. The second essay is focused on the development and validation of a sales coaching effectiveness scale (SCES). We identified, measured and validated a three-factor, 16-item scale that reflect dimensions of effective sales coaches: involvement, rapport, and adaptability. The SCES scale is distinguished from previous coaching scales that were designed and validated in non-coaching contexts. The SCES scale offers benefits to practitioners and academics. The third essay is focused on measuring how effective sales coaches affect sales performance. Drawing on self-determination theory, we proposed a dual-process model in which effective sales coaches influence performance through motivation and through sales development. One, the results suggested that effective sales coaches intrinsically (versus extrinsically) motivate salespeople to exert extra effort towards selling, which increases their overall sales performance. Two, the results suggested that effective sales coaches enhance the selling confidence among salespeople, which allows them to adapt their selling behaviors to various selling situations and buyers, thus increasing their overall sales performance.

Unusual responses to sensory stimuli have been reported in nearly all children with autism spectrum conditions (ASC). A few studies on adults indicate that the sensory and perceptual problems persist into adulthood. Sensory symptoms have not been included in the diagnostic criteria for ASC but in the new diagnostic manual (DSM-5, 2013) hyper- or hyporeactivity or unusual sensory interests were included in the diagnostic criteria for ASC. Sensory phenomena are mostly investigated in studies involving children and the scales used to measure sensory reactivity have been constructed on the basis of the scientific literature and parents’ reports. The experiences of adults with ASC are not well understood and have not been systematically used to develop measures. The overall aim of the thesis was to capture the first-hand experiences of and perspectives on sensory reactivity and translate them into a self-rating scale. To fulfil this overarching aim the personal sensory experiences of adults with ASC were investigated and the variations and range of atypical sensory phenomena explored and described in two qualitative studies (study I and II). The analyses of the firstperson descriptions enabled the development of items for a scale. These were reduced in steps and the final scale which was named the Sensory Reactivity in Autism Spectrum scale (SR-AS) comprised 32 items in four subscales: high awareness/ hyperreactivity, low awareness/hyporeactivity, strong sensory interests and sensory/motor. The SR-AS was validated using content and factor analyses. Its discriminative validity was then investigated as well as its reliability in the form of internal consistency (study III). In the final step the scale was used to identify clusters of atypical sensory functioning in adults with ASC by hierarchical cluster analysis (study IV). Three different sensory clusters were found. The main contribution of this thesis is its presentation of individual experience and perspectives and the creation of an clinical tool to measure atypical sensory reactivity frequently experienced by people with ASC. The ways in which the SR-AS can be used comprise assessment of individual sensory patterns for self-knowledge and awareness, to enable the development of coping strategies and to provide information on environmental adjustments required. In diagnostic processes where other criteria for ASC are fulfilled the SR-AS can be used for assessing sensory symptoms according to the DSM-5.

Doctor of Philosophy / Department of Hospitality Management and Dietetics / Junehee Kwon / Service sabotage refers to employees' deliberate actions that negatively affect service, functional quality, employee-customer rapport, and company performance. Almost all frontline employees in the hospitality industry have witnessed service sabotage behaviors, and 85% admitted to engaging in such misbehaviors. Despite the prevalence and profound impact of service sabotage, it has been a challenge for researchers to measure the construct and understand specific and contextualized restaurant service sabotage behaviors. Thus, the purpose of this dissertation was to develop a reliable and valid scale to measure restaurant service sabotage. A mixed methods research design was applied. A qualitative study was conducted to explore prevalent restaurant service sabotage behaviors and to generate an item pool for the initial scale, followed by two quantitative studies with two different groups of non-managerial frontline employees in full-service restaurants to refine and validate the scale. Guided by critical incident technique, 243 critical incidents were derived from the in-depth interviews (n = 26). Of those, 28 explicit types of restaurant service sabotage behaviors were identified and further categorized into three behavioral groups: targeting customers, colleagues, and restaurants. In conjunction with scale items extracted from related measures, an initial instrument consisting of 39 items was developed and administered to an online restaurant employee panel by hiring a professional research firm. A total of 419 usable responses were collected and analyzed using principal axis factoring with a promax rotation. Results revealed a 13-item scale with three dominant factors. To validate the scale, 463 usable responses were gathered for data analyses. Results of the confirmatory factor analyses indicated a good model fit of the three-factor model, Chi-square/df=3.15, GFI=.96, CFI=.97, NFI=.95, and RMSEA=.07 while reducing the scale items from 13 to 10 and supporting the scale's dimensionality. Tests for validating construct validity were all fully supported. Cronbach’s alpha coefficients were all greater than .70, showing internal consistency of the scale. This psychometrically valid and conceptually sound scale may be applied in future restaurant service sabotage research and may stimulate additional studies to advance the theory and explore the criterion network. Implications, limitations, and direction for future research are discussed.

The principles and practices of project management are increasingly adopted by organisations (technical and non-technical) that hope to reap its multiple benefits, particularly 'the opportunity to be both externally effective (fast to market) and internally efficient (doing more, faster, with less)' (Pinto, 2002). Organisations may not be as successful as they anticipated when they opted to engage in project management, because their organisational culture does not support project work. The primary objective of this research was ‘to develop a reliable holistic diagnostic assessment tool to measure project management culture, as an operational culture, in organisations’. This research made use of multi-methods (triangulation) including: • a thorough literature study; • verification of the theoretical model of du Plessis (2001) by project management experts using Lawshe’s (1975) technique; • the development of a scale instrument (project management culture assessment tool) by using DeVellis’s (1991) process supported by Clark and Watson’s (1995); and • a reliability test of the developed project management culture assessment tool (PMCAT), by using the Mann-Whitney t-test, in two independent organisations. The results indicated that 94% of the project management experts who responded perceived the model and descriptive elements on project management culture by Du Plessis (2001) as valid. A questionnaire with 135 variables derived from the validated model and descriptive elements was subjected to 494 project managers of whom 236 responded. This data was the input to the development of the scale instrument, using statistical techniques such as item analysis (SAS, 1997) and exploratory factor analysis (BMDP, 1993). The outcome was a project management culture assessment tool (PMCAT) that comprised of 89 items in a five-factor scale instrument. The overall reliability of the items in this scale was highly acceptable with a Cronbach alpha coefficient above 0.70. The scale inter-correlation showed that the factors are highly inter-correlated which can be expected from an interdisciplinary, holistic construct of factors that are systemic in nature. The PMCAT was tested in two independent organisations and was found to be a reliable diagnostic tool that can distinguish between organisations' project management culture, especially in the South African project management environment. / Thesis (PhD (Organizational Behaviour))--University of Pretoria, 2005. / Human Resource Management / unrestricted

Morale is a commonly used term both in business and society but the concept of morale is relatively poorly defined and understood. In a recent paper Liefooghe et al. (2004) expressed surprise that "when reviewing the literature, no strong theory to explain morale as such is in evidence, nor are there many empirical studies that offer solid ground to advise organisations"(p 1). This thesis aims to provide these theories and this empirical evidence in order to produce a better understanding of morale. This research identifies a number of deficiencies in the current understanding of morale. These range from elision with other concepts to disagreement about whether it is an individual or group phenomenon. In this study, four principal domains are examined: (i) what morale is; (ii) how it differs from other concepts; (iii) the antecedents of morale and (iv) its consequences. A mixed methods approach was adopted combining idiographic and nomothetic research. The idiographic phase of the research adopted a Straussian (1998) grounded theory approach, involving data collection from seven different organisations. The data was accrued from a combination of site visits, informal contacts, external research, and 203 semi-structured interviews which were supplemented with psychometric instruments. The data were then coded and analysed. Morale could be readily differentiated from other concepts and emerged as a phenomenon with three dimensions: affective, future/goal and interpersonal. It was also viewed as a single phenomenon which was generalisable across situations and rooted in the individual although perceived members of the group exerted considerable influence. The antecedents of morale impacted on the three dimensions outlined above. Its consequences were the zeal with which tasks are undertaken, creativity and engagement. The nomothetic element of the research developed a number of measurement scales, grounded in the qualitative phase. These allowed morale to be differentiated from other phenomena and offered insights into individual and group perceptions of morale and the influence of personality variables. Further quantitative research confirmed the three dimensional structure of the concept. The results of these two phases were then integrated to provide a picture of the phenomenon of morale, differentiate it from other concepts and elucidate its antecedents and consequences. An appraisal of the limitations of the research is also made. Finally the implications of this research for both academic researchers and practitioners are discussed along with suggestions for future research.