Yip Wing-yan, Rosanna. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2003. / Includes bibliographical references (leaves 58-62). / Abstracts in English and Chinese. / ACKNOWLEDGEMENTS --- p.2 / ABSTRACT --- p.3 / Chapter CHAPTER I: --- INTRODUCTION --- p.8 / The Conceptualization of Social Desirability Responding --- p.9 / Controversy on the Effect of Social Desirability Responding --- p.11 / Methods to Control Social Desirability Responding --- p.12 / "Prevention, Reduction and Statistical Control of Social Desirability Responding" --- p.13 / Measurement of Social Desirability Responding --- p.16 / The Chinese Personality Assessment Inventory --- p.20 / The Good Impression Scale of the CPAI --- p.21 / The Present Study --- p.22 / Chapter CHAPTER II: --- STUDY 1 --- p.24 / Method --- p.24 / Respondents --- p.24 / Instruments --- p.24 / Analysis --- p.25 / Results --- p.26 / Discussion --- p.31 / Chapter CHAPTER III: --- STUDY 2 --- p.33 / Method --- p.34 / Respondents --- p.34 / Instruments --- p.35 / Procedure --- p.35 / Analysis --- p.36 / Results --- p.38 / Discussion --- p.48 / Chapter CHAPTER IV: --- STUDY 3 --- p.51 / Method --- p.51 / Respondents --- p.51 / Instruments and Procedure --- p.51 / Analysis --- p.52 / Results --- p.52 / Discussion --- p.53 / Chapter CHAPTER V: --- GENERAL DISCUSSION --- p.54 / Limitations --- p.55 / Further Research --- p.56 / Conclusion --- p.56 / REFERENCES --- p.58 / APPENDIX A: ITEM LABEL AND CONTENT OF THE GIM --- p.63 / APPENDIX B: ITEM LABEL AND CONTENT OF THE GIM-2 --- p.64 / APPENDIX C: ITEM LABEL AND CONTENT OF THE BIDR --- p.65

Li Chun. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaves 41-48). / Abstracts in English and Chinese. / Introduction --- p.1 / The Puzzle --- p.2 / Questioning Accuracy of Personality Judgment by Peers --- p.4 / Differentiating RH with Liking and Contribution --- p.5 / Introducing Different Levels of Analysis --- p.7 / Individual-level Analysis for Social Reputation --- p.8 / Dyadic-level Analysis for Social Interaction --- p.11 / Group-level Analysis for Social Asset --- p.13 / Present Study --- p.14 / Method --- p.15 / Participants --- p.15 / Research Setting --- p.15 / Instruments --- p.15 / Results & Discussion --- p.19 / Psychometric Properties of Self- & Other- Rated Constructs --- p.19 / Individual Level --- p.20 / Dyadic Level --- p.26 / Group Level --- p.33 / Implication & Conclusion --- p.36 / Relating RH to Personality Judgments Reported by Peers --- p.36 / Differentiating RH from Liking and Contribution --- p.37 / Limitations and Future Studies --- p.39 / References --- p.41 / Tables --- p.49

Choi Suet Yung Jasmine. / "Running head: Development of team player behavior inventory." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2001. / Includes bibliographical references (leaves 57-63). / Abstracts in English and Chinese. / ACKNOWLEDGEMENTS --- p.2 / ABSTRACT --- p.5 / TABLE OF CONTENTS --- p.3 / INTRODUCTION / Prevalence of teamwork --- p.7 / Objective of the present paper --- p.7 / Definition of team --- p.8 / Definition of good team-player --- p.8 / Criterion for measuring team functioning --- p.9 / Literature review on effective teams --- p.10 / Profile of a good team-player --- p.14 / Group assessment as the assessing method --- p.15 / Validation Procedures --- p.16 / METHOD / Participants --- p.17 / Item Development / Literature research --- p.17 / Empirical interviews --- p.18 / Item categorization --- p.19 / The seven dimensions --- p.20 / Rating method and observer training / Behavioral observation scale --- p.21 / Rating scale --- p.22 / Observer training --- p.23 / Procedure of the workshop / Two tasks / Build-a-tower --- p.25 / NASA Moon Survival Task --- p.25 / Personality assessments --- p.26 / Other measurements --- p.30 / Development workshop evaluation --- p.31 / Dependent variables --- p.31 / Control variables --- p.33 / RESULTS / Inter-rater reliability --- p.33 / Construct validity / Construct validity ´ؤ convergent and discriminant validity --- p.34 / Comparisons of observers ratings and participants mutual ratings --- p.35 / Construct validity - personality measurements --- p.37 / Correlational analyses of CPAI and TPBI --- p.40 / Predictive validity / Tower height --- p.42 / Completion time for tower task --- p.43 / Group score in NASA Moon Survival Journey --- p.43 / Completion time for NASA task --- p.44 / Project grade --- p.44 / Individual Criterion / NASA individual score --- p.45 / Process satisfaction --- p.48 / Process satisfaction controlled group acquaintances rating --- p.49 / Development workshop evaluation --- p.51 / GENERAL DISCUSSION / Brief summary --- p.51 / The seven dimensions --- p.51 / Possible uses of TPBI --- p.53 / Further research --- p.54 / REFERENCES --- p.57 / LIST OF TABLES --- p.64 / LIST OF FIGURES --- p.74 / APPENDIX / Appendix I Detail definitions of the 38-items --- p.78 / Appendix II Experimental procedures --- p.86 / Appendix III Standard script for the experiment --- p.87 / Appendix IV Experimental materials for NASA task --- p.92 / Appendix V Self-report measure --- p.94 / Appendix VI Correlation analyses of CPAI and TPBI --- p.103

This study explored industrial psychologists’ perceptions of personality assessment in personnel selection and the issues associated with personality assessment in South African organisations. This was a qualitative study in which 11 industrial psychologists (2 male, 9 female) were interviewed to determine the reasons why personality assessment is or is not used for selection purposes. Semi-structured interviews were conducted which comprised of 11 questions related to the industrial psychologists context, understanding the place of personality assessment in personnel selection in organisational settings in South Africa and a view of common practice employed in organisational settings in South Africa. Thematic content analysis was used to analyse the data. The analysis resulted in five themes namely, person-environment fit; other purposes for which personality assessment are used; personality tests commonly employed; limitations of personality assessment; and ethical considerations with the use of personality assessment. Based on these themes it can be concluded that there is invaluable information gained from determining whether or not a person will fit into the organisation. Therefore, person-environment fit theory is a crucial theory that underpins the use of personality assessment in personnel selection. Further research is required in the field of psychometric assessments in organisational settings within the South African context in terms of addressing the various ethical issues the administrators are currently facing.

The purpose of this research was to determine if there were any relationships between measured personality traits and vocational interests between the Adult Learner with Learning Disabilities (ALLD) and without Learning Disabilities (ALNLD). Instruments utilized to measure personality traits and vocational interests included the Myers Briggs Type Indicator (MBTI) and the Self-Directed Search-Form Easy (SDS-E). Additionally, the ALLD's assessed personality traits were compared with their overall grade point average (GPA) at the post-secondary level. Lastly, this study allowed an analysis of the level of congruence between the ALLD's expected vocational goal upon college completion and their vocational interests, as measured by the SDS-E. The population investigated included ninety adult learners from Chemeketa Community College in Salem, Oregon. Forty of these student participants were learning disabled while the remaining fifty students were not learning disabled. Both groups completed the MBTI, the SDS-E, and a student questionnaire to provide the necessary data. The log linear analysis indicated significant interactions between the ALLD and ALNLD groups on the MBTI with a three-way interaction of learning status, age, and MBTI preference pair Thinking-Feeling (p=.046); and a three way interaction of learning status, age and MBTI preference pair Sensing Intuition (p=.028). The ALLD presented preference for Thinking (T) and Sensing (S) profiles while the ALNLD presented preference for Feeling (F) and equally for Intuitive (N) and Sensing (S) preferences. The log linear analysis also found no significance between the ALLD and ALNLD groups vocational interests as measured by the SDS-E. This finding supports literature reviewed that purports individuals with LD have personalities and vocational interests as varied as their "non-disabled" peers. The multiple regression test found no significant relationships between personality traits as defined by the MBTI and the GPA of the ALLD. Perhaps further investigation with a larger sample size might provide increased insight on the relationship between personality patterns and GPA of the ALLD. Lastly, this research which compared the highest surveyed and expressed vocational interests of the ALLD, demonstrated that the SDS-E was a good interest inventory to use with persons who were learning disabled. The SDS-E presented a strong relationship (55% perfect match) between expressed and measured interests of persons who were ALLD. This finding supports use of the SDS-E as a career counseling tool for the ALLD population. / Graduation date: 1997

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Premature termination is a common clinical phenomenon in university counseling setting, often very disruptive to the therapeutic process, can be dangerous for clients at risk, evokes considerable reactions and among therapists, and often causes treatment to be not as beneficial to them. The existing literature reflects both clinical conceptualizations and empirical investigations into the nature and effects on premature termination in psychotherapy, both on clients and therapists. However, there are only few studies that examined, from an objective personality assessment standpoint, profiles of clients who tend to drop-out of therapy prematurely. The current study investigated if clients at a university counseling center, who were classified to two groups (prematurely terminated and non-prematurely terminated), significantly differ on their Personality Assessment Inventory (PAI; Morey, 2003) scales. A canonical discriminant function analysis was conducted to determine whether the PAI scales could predict premature termination within a sample of university counseling center clients. The results indicated that the overall predictors differentiated between the two groups. The within-groups correlations between the predictors, two scales demonstrated significant relations with the discriminant function—SCZ and ANT-A. These results suggest that clients with antisocial behaviors (ANT-A) tend to prematurely terminate, whereas clients with schizophrenic tendencies (SCZ) tend to remain in treatment. In order to receive more accurate results and better range of those scales descriptive statistics were utilized, checking the percentage of students from the ANT-A group that received moderate results on the scale (T=>60) as well as those from the SCZ group who also receive moderate results on the scale (T=>60) . Results suggested that 83% of the prematurely terminating group had moderate elevation of ANT-A symptomatology (T=>60T), and 66% of the non-premature terminating group had moderate elevation of SCZ symptomatology (T=>60T). An integrative discussion of the results, via the lens of Motivational Interviewing perspective, allows for explanation and possible implications for clinical work.

Thesis (M.S.)--Eastern Illinois University. / Includes bibliographical references (leaves 38-40).

Thesis (M.A.)--University of West Florida, 2007. / Title from title page of source document. Document formatted into pages; contains 65 pages. Includes bibliographical references.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 66-74). Also available on the Internet.