<p> <i><b>Objective:</b></i> The goal of this research was to empirically evaluate the predictive utility of Harrison Assessment Talent Management System (HATS) for use as a selection instrument within organizational settings. <i><b>Method:</b></i> This was done by investigating the strength of the relationship between the job fit percentages generated by HATS and the performance ratings (i.e., number of life insurance policies sold within the first 6 months of employment ) of 238 employees (201 men and 37 women) working for a large American insurance company. <i><b>Results: </b></i> The correlation between HATS prediction scores and performance ratings yielded significant findings, <i>r</i>(236) = .599, <i> p</i>> .0001, indicating HATS is a useful instrument for predicting employee performance. Ancillary analysis revealed only 7 of 156 predictor variables significantly correlated with performance ratings. Further statistical procedures aimed at exploring the contribution of all 7 variables to performance ratings were conducted using multiple regression techniques. A significant but modest relationship was found between the vector of predictor traits and job performance, <i> R</i> = .395, F(7, 230) = 6.083, p > .001. In addition, the HATS attributes of Systematic (&beta; = .275), Teaching (&beta; = 184), and Planning (&beta; = -.156) were found to be significant predictors of performance, <i> p</i> > .04. <i><b>Conclusions:</b></i> HATS was shown to be a significant predictor of job performance. The strength of the correlation coefficient along with its innovative methodology makes it somewhat unique among psychological tests used in organizational settings.</p><p> <i>Keywords: Harrison Assessments, Harrison Assessments Talent Management Systems, Psychometric Testing, Predicting Performance, Measuring Performance, Personality, Interests, Intelligence, Person-Environment Fit, Motivation, Mood, and Uncertainty Factors.</i></p>

<p>The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.</p>

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2007. / Source: Dissertation Abstracts International, Volume: 68-06, Section: B, page: 4166. Adviser: Brent Roberts. Includes bibliographical references (leaves 97-116) Available on microfilm from Pro Quest Information and Learning.

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2008. / Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4416. Adviser: Joseph J. Martocchio. Includes bibliographical references (leaves 81-90) Available on microfilm from Pro Quest Information and Learning.

Thesis (Ph.D.)--Indiana University, Dept. of Instructional Systems Technology, 2009. / Title from PDF t.p. (viewed on Jul 15, 2010). Source: Dissertation Abstracts International, Volume: 70-12, Section: A, page: 4543. Adviser: Charles M. Reigleuth.

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2009. / Source: Dissertation Abstracts International, Volume: 70-06, Section: A, page: . Adviser: Mohamed Boubekri. Includes bibliographical references. Available on microfilm from Pro Quest Information and Learning.

Study project (MComm) -- University of Stellenbosch, 2001. / ENGLISH ABSTRACT: A psychometric audit of an existing selection procedure: The validity and credibility of assertions made about the effectiveness and faimess of selection procedures is dependent on the methodology with which the procedure was developed and justified. Thus the process of evaluating a selection procedure in practice entails comparing the developmental history of the procedure to the ideal approach of developing and justifying a selection procedure, derived from standard guidelines, to identify and rectify any procedural and substantial shortcomings. Such a process could be described as a psychometric audit. The actuarial approach to selection is proposed as the ideal approach, whereby a mechanical decision rule is derived from historical data and justified in terms of the faimess and utility of the decisions made. A psychometric audit on the developmental history of the selection procedure for the selection of commission advisers is undertaken and various shortcomings are identified and rectified or at least recommendations are made on rectifying them. The audit finds that the selection procedure has zero validity and negative utility and discriminates unfairly. / AFRIKAANSE OPSOMMING: Die geldigheid en geloofwaardigheid van utsprake oor die effektiwiteit en billikheid van In keuringsprosedure is 'n funksie van die metodologie waarmee die prosedure ontwikkel en regverdig is. Dus geskied die evaluasie van In keuringsprosedure in wese deur die ontwikkelingsgeskiedenis van die prosedure te vergelyk met die ideale benadering tot die ontwikkeling en regverdiging van In keuringsprosedure, afgelei uit standaard riglyne, om enige proseduriele en substantiewe tekortkominge te identifiseer en reg te stel So 'n proses sou beskryf kon word as 'n psigometriese oudit. Die aktuariele benadering tot keuring word voorgestel as die ideale benadering, waarvolgens In meganiese beslu~emingsreel afgelei word u~ historiese data en regverdig word in terme van die billikheid en nut van die besluitneming wat in gevolge die reel geskied. In Psigometriese oudit is onderneem op die ontwikkelingsgeskiedenis van die keuringsprosedure vir die keuring van kommissie adviseurs en verskeie tekortkominge is ge"identifiseer en reg gestel of ten minste aanbevelings ten opsigte van regstelling gemaak. Die oudit vind dat die keuringsprosedure oor zero geldigheid en negatiewe nutwaarde beskik en onbillik diskrimineer.

Certain new realities, such as the liberalisation of the skies and increased air traffic in South Africa are bound to test the existing safety strategies, regulations and maintenance of standards. In order to obtain a picture of the future architecture and the standard of aviation safety in South Africa, the mental models of stakeholders in the industry were investigated in a qualitative, study. A qualitative interpretive research design was followed. The research question was: What are the mental models of key stakeholders in the aviation safety environment and how does this need to be accounted for in the development of an aviation safety strategy, in a Southern African context? In order to obtain a broad spectrum of the social constructs of key stakeholders with regard to aviation safety and to enhance the trustworthiness of the information, three research interventions or information gathering processes were applied. These were the individual interviews through Kelly’s Repertory Grid (Rep Grid) technique, outcomes analysis of the job of a safety manager through a focus group process and a scenario development process (in this sequence). Data was then considered in relation to certain theoretical perspectives, as well as realities in the aviation safety environment in Southern Africa. The study identified pertinent gaps between the mental models elicited from research participants during individual interventions and those elicited during group interventions, as well as a disparity between their mental models and the demands of the aviation safety environment in Southern Africa and the international community. The participants’ individual mental models (or theories in use) focused more on micro systems and symptoms of “unsafety” than the broader systemic relationships and problems. Tendencies towards silo-thinking and single loop learning were indicated. In contrast with the individual mental models, the collective or shared mental models of the participants, elicited during group interventions, represented a more systemic view and a more effective or desired model with regard to aviation safety. The broader system together with its interrelated elements, entropy and unpredictability, as well as critical elements that need to be accounted for in an aviation strategy, were identified. These were, amongst others, effective coordinated regulation and safety oversight on national and regional level; risk management; international recognition; legitimacy; authorisation and market access for airlines; maintenance of standards; international cooperation; and training. It also became clear that safety cannot be understood and managed by focussing on Newtonian laws without a proper appreciation of human factors. Other important perspectives that were identified are the need for the establishment of a study-field for aviation psychology and effective human factors training; as well as the need for a regional regulatory function in Southern Africa. / Prof.J.S Uys

M.Comm. / A point of departure is that most of the universities in South Africa and Africa at large have realised that it is important to introduce entrepreneurship as either a minor or major course in their curricula. The reality is that the countries in Africa are characterized by poverty, high levels of unemployment, and slow economic growth. South Africa is no exception. It is assumed that the teaching of entrepreneurship education to the youth at institutions of higher learning can help address these problems as more people would be encouraged to develop a more positive attitude towards the creation of businesses. This can be achieved if students are taught not just about entrepreneurship, but also how to act entrepreneurially. Furthermore, good and ef-fective entrepreneurship education programmes must be developed, designed, and implemented. The exposure of students to entrepreneurial role models would also yield positive results in terms of stimulating entrepreneurial intentions to start businesses.

M.Comm. / The purpose of this study was to investigate whether storytelling can be used as a strategy to uncover organisational culture. This investigation was prompted by a debate between scholars on whether a quantitative or qualitative approach should be adopted to assess culture. Based on Schein’s (2009) perspective on culture assessment a qualitative approach was adopted. Schein suggests that culture is unique and therefore cannot be assessed using a survey as surveys have predefined constructs that may not uncover certain critical cultural elements. The research methodology was informed by the interpretivisim paradigm. Conducted in a Consulting Firm semi-structured interviews were conducted with six senior members in order to gather their stories. For the data analysis and interpretation, thematic analysis was the chosen technique. Here themes were first extracted according to common stories, archetypes and behaviours identified. These were then interpreted for shared underlying assumptions which were uncovered when common behaviours observed could not be explained by espoused values or other artifacts. The interpretation of results uncovered six core underlying assumptions and five secondary underlying assumptions. The core underlying assumptions operate at the deepest level of the organisations unconscious and are “Sales Orientated,” “Dominance,” “Client First,” “Innovation,” “Adaptability and Nimbleness,” and “Individualism.” Secondary underlying assumptions are enablers of the core underlying assumptions and are “Work Centricity,” “Role Variety,” “Opinion Based Reward,” “Technology Consulting Identity” and “Global versus Local Skill.” The outcomes of the interpretation revealed patterns of underlying assumptions that drive organisational behaviour. To conclude, this study has managed to reveal important elements of the Consulting Firms culture and therefore is in support of a qualitative approach to assess culture. There are limitations of the study; most noticeably the limited number of participant’s interviewed. It is therefore recommended that future culture assessments consider storytelling as a strategy to uncover culture but that an increased number of participants are utilised.