The purpose of the research was to determine whether personality and measures of ability would significantly predict job performance of call centre operators in a South African communications company. The Customer Contact Styles Questionnaire (CCSQ7.2), the Basic Checking (CP7.1) ability test and the Audio Checking (CP8.1) ability test were completed by operators as the predictors. Supervisors completed the Customer Contact Competency Inventory (CCCI) for 140 operators as a measure of job performance. Performance statistics were obtained for the sample as additional criterion data. Correlations and multiple regression analysis revealed statistically significant small to moderate correlations between the criteria and the predictors. The research was conducted from a concurrent validity perspective. Further research from a predictive validity perspective is suggested in order to substantiate the findings and to improve the generalisability thereof. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

The purpose of the present study was to determine the concurrent validity of learning potential and psychomotor ability measures for the prediction of haul truck operator (N=128) performance in an open-pit mine. Specific aims were to determine the nature of the relationship between learning potential and psychomotor ability; whether there are higher order cognitive or psychomotor factors present in the combined use of the TRAM 1 and Vienna Test System measures; and the relative contribution of learning potential and psychomotor ability in the prediction of haul truck operator performance. The validity of learning potential and psychomotor ability measures was partially supported. A positive correlation between general (cognitive) ability (g) and psychomotor ability was reported. Factor analysis provided relatively consistent evidence for a general (cognitive) ability factor (g) underlying performance on all measures. The relative contribution of learning potential and psychomotor ability in the prediction of performance could not be established. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology )

Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige prestasiemetingsinstrumente gebruik kan word om die individuele ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry (p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49). Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as performance appraisal instruments to promote every employees' individual development need. The aim of this study is the development and validation of a behavioural observation scale for senior management. To achieve this aim 49 senior managers' performance scores were obtained on three scales, namely a behavioral observation scale which was developed, the Employee Rating Scale, and a behaviourally anchored rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the Behavioral Observation Scale and the Behaviourally Anchored Rating Scale (p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With these results in mind, the Behavioral Observation Scale can be accepted as a valid measurement scale of work performance and can thus be applied as a performance appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige prestasiemetingsinstrumente gebruik kan word om die individuele ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry (p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49). Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as performance appraisal instruments to promote every employees' individual development need. The aim of this study is the development and validation of a behavioural observation scale for senior management. To achieve this aim 49 senior managers' performance scores were obtained on three scales, namely a behavioral observation scale which was developed, the Employee Rating Scale, and a behaviourally anchored rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the Behavioral Observation Scale and the Behaviourally Anchored Rating Scale (p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With these results in mind, the Behavioral Observation Scale can be accepted as a valid measurement scale of work performance and can thus be applied as a performance appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

Contexte. Au cours des dernières années, l’évaluation de la violence sexuelle a connu un essor croissant. En effet, les milieux de la recherche tentent d’étudier plus largement l’ensemble des violences sexuelles, notamment en s’intéressant à la coercition sexuelle. À ce jour, il subsiste des différences quant à la définition de la notion de coercition sexuelle et une incertitude relative aux instruments de mesure à employer demeure. Objectif. L’objectif du présent mémoire est donc de construire et de mettre à l’épreuve la validé d’une échelle de mesure de la coercition sexuelle en utilisant les items du Multidimensional Inventory of Development, Sex, and Agression (MIDSA). Méthodes. L’échantillon est composé de 529 hommes, ayant commis une infraction à caractère sexuel, incarcérés dans une prison ou encore dans un centre de traitement du Massachusetts ou du Minnesota. Tous les participants ont complété le MIDSA. Le MIDSA propose 20 items mesurant 5 types de tactiques de coercition sexuelle : la manipulation, l’intoxication volontaire, l’action de prendre avantage d’une personne intoxiquée, la menace de l’utilisation de la force physique ainsi que l’utilisation de la force physique. Résultats. Les résultats indiquent que l’échelle de coercition sexuelle à 5 items possède les meilleures propriétés psychométriques. La cohérence interne de l'échelle est bonne. De plus, les analyses de théorie de réponse à l’item indiquent que la majorité des items étaient considérés comme difficiles et que tous les items possèdent un bon pouvoir discriminant. Enfin, l’échelle présente des corrélations de modérées à élevées avec la majorité des échelles associées, indiquant ainsi une bonne validité convergente et concurrente. / Background. In recent years, the assessment of sexual violence has grown steadily. In fact, the research community has been trying to examine broader forms of sexual perpetration and victimization, especially sexual coercion. There is no consistent definition in the literature for sexual coercion and uncertainty remains regarding the measuring instruments. Objective. The study aims to create a scale of sexual coercion using items from the Multidimensional Inventory of Development, Sex, and Aggression (MIDSA) and assess its validity. Methods. The sample included 529 adult males who committed a sexual offense. They completed the MIDSA while incarcerated in prisons and special commitment facilities in Massachusetts and Minnesota at the time of assessment. The MIDSA proposes a 20 item pool measuring sexual coercion based on 5 types of tactics to coerce someone into sexual activity: manipulation and bribing, offering drinks or drugs, taking advantage of someone already intoxicated by drugs or alcohol, using threats of physical force, and the use of physical force. Results. Findings from this study revealed that a 5-item version of the sexual coercion scale has the best psychometric properties. The internal consistency of the scale is good. Furthermore, the item response theory analysis shows that most items were considered difficult and serious and that all items present a good discriminant power. Finally, the sexual coercion scale presents moderate-high correlations with almost all associated scales, indicating good convergent and concurrent validity.