Investigation explored gender role stereotypes and the effect of stereotyping on the career adjustment of women. Occupational gender type ratings obtained from employed women were similar, although less extreme, than those observed in earlier studies (Shinar, 1975; White, Kruczek, Brown, White, 1989). Traditionally employed women provided more extremely stereotyped ratings than did their nontraditionally employed counterparts. All women were administered the Personality Attributes Questionnaire (PAQ) to assess the level of instrumental and expressive characteristics representative of their behavior. All women displayed a higher level of instrumental behaviors at work compared to home. Further, all women reported the level of instrumental behaviors they displayed at work surpassed the level that was characteristic of their overall personality orientation. Differences in gender role behaviors between traditionally and nontraditionally employed women were present across conditions: home, work, overall personality orientation. These two, groups differed with regard to the level of gender role behaviors they perceived as necessary for successful job performance. Job satisfaction (as measured by the Job Descriptive Index and Hoppock Satisfaction Questionnaire) was used as an index of career adjustment. Women employed nontraditionally expressed greater levels of dissastisfaction with their work, supervisors, and coworkers. / Department of Counseling Psychology and Guidance Services

This dissertation presents interaction techniques for ubiquitous computing environments equipped with multiple, heterogeneous display devices and with novel augmented reality visualisation. Ubiquitous computing work environments are typically enhanced with a range of display technologies, personal information appliances, speech and natural language interfaces, interaction devices and contextual sensors. Interaction in these environments introduces new challenges not previously encountered in shared display or single display environments. / This dissertation describes a number of novel contributions that improve the state of the art in human computer interaction within ubiquitous computing environments. Firstly an interaction model is provided that can be used to categorise interaction tasks performed in ubiquitous computing environments. When interacting across multiple displays, users typically require temporary storage of information to allow data to be copied between devices. The second contribution of this dissertation of a clipboard model for ubiquitous computing environments to allow users to perform this task. Thirdly, a number of infrastructure modules were created to support interaction within these environments. The modules developed include: an Interaction Manager that implements the interaction model to allow any device to be used to control displays in the environments; a Clipboard Manager to manage the creation and access of ubiquitous computing clipboards as defined in the clipboard model; an Interaction Client to be run on each display to be controlled to implement the interaction tasks; and a rapidly adaptable tracking facility for ubiquitous computing environments. Fourthly, a Universal Interaction Controller was created to allow seamless interaction and control of displays in ubiquitous computing environments. With the Universal Interaction Controller, users are able to select a display by pointing at it, and then the interactions performed on the controller are forwarded to the selected display via the Interaction Manager. The controller also provides access to a number of clipboards as defined using the clipboard model. Finally, this dissertation describes the results of a user study that was run to determine the intuitiveness of the Universal Interaction Controller in multiple display and single display environments. This is performed by comparing users' performance with the device to their performance with the leading mobile pointing device and the traditional mouse. / Based on these contributions, two applications were developed to demonstrate how the infrastructure can be used in real world situations. The first application demonstrates the use of a Universal Interaction Controller and a Clipboard Manager for information visualisation. The second application interfaces with the traditional system clipboard to allow ubiquitous computing clipboards to be defined and accessed through traditional desktop clipboard techniques. / Thesis (PhDInformationTechnology)--University of South Australia, 2005.

Thesis (PhDBusinessAdministration)--University of South Australia, 2003.

Thesis (PhD)--University of South Australia, 2003.

An integrative model of effects of office characteristics and individual differences on workspace satisfaction and work behaviour was developed and tested using survey data from 139 office employees working for four organisations. Workspace experiences, role stress, environmental stressors, and interpersonal interaction were treated as intermediary variables. The variables employed in this study were derived from previous research as well as self-developed, and were divided into seven group variables. The group labels and their respective variables are: (1) office characteristics: office openness, shared office, and number of people sharing; (2) individual differences: job level, organisation tenure, and Type-A behaviour pattern; (3) workspace experience: privacy and distraction; (4) role stress and environmental stressors: role ambiguity, role conflict, superior stressor, co-worker stressor, and physical stressor; (5) interpersonal interaction: attention, social relation, and listening; (6) workspace satisfaction; (7) work behaviour: task performance and friendliness.

Trust is a complex concept and our understanding of what creates, sustains and builds trust within organisations is variable. The purpose of this study was to examine the antecedent factors influencing employee perceptions of trust in organisations, and this was achieved by aggregating qualitative trust data gathered from four surveys conducted in two related mining companies. Analyses of questions that referred to trust in the 'company', produced one set of factors which described generalised leader behaviours and characteristics that influence employee perceptions of trust in leaders throughout their employing company. Analyses of questions that referred to employees' trust in their immediate managers produced factors that described behaviours and characteristics influencing their perceptions of trust in the leader with whom respondents had the most intimate supervisory relationship. Many factors were common to both phases of analysis, but the most frequently described was Open and Honest Communication. Some factors were unique to the company analysis, including Managers' Competencies, Provides Benefits, Safety Obligations, Stability of Managerial Personnel and Profit Motives. Others were unique to the immediate manager analyses and included Confidentiality, Consistency and Predictability, and Role Limitations. Similarities and differences in factors described within company analysis and immediate manager analysis were reconciled to produce six factor groupings. The different factor structure found in the company and immediate manager analyses reflect, to some extent, the impact of hierarchical distance on the basis for trust. Mayer, Davis and Schoorman's (1995) Integrative Model of Organisational Trust was used as a starting point for factor identification and grouping because of its links to previous antecedent factor research. Several factors not represented in that model were extracted. Four factors described leaders' behaviours associated with employee trust: Managers' Competencies, Benevolence, Integrity, and Investment of Role and Task Responsibilities. Propensity to trust was present, but had two subtly different forms. Contextual Factors not represented in Mayer et al.'s, model were also extracted. These factor groups formed the components of an elaborated model of the antecedents of organisational trust. Exploring trust at the company level as well as the immediate manager level provided important insight into trust behaviours attributed to managers and leaders of the company and those attributed to the immediate manager. Similarities and differences in company and immediate manager analysis provided a strong argument for future trust research making this distinction.

Thesis (Ph.D.)--University of Jyväskylä--[Jyväskylä, Finland], 2006. / Includes bibliographical references (leaves 81-91).

Thesis (Ph.D.)--University of Western Australia, 2006.

Thesis (Ph.D.)--George Mason University, 2008. / Vita: p. 123. Thesis director: Lois E. Tetrick. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed Aug. 28, 2008). Includes bibliographical references (p. 114-122). Also issued in print.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1993. / Vita. Abstract. Includes bibliographical references (leaves 248-262). Also available via the Internet.