Thesis (M.S.)--University of Wisconsin, School of Nursing. / eContent provider-neutral record in process. Description based on print version record.

Thesis (Ph. D.)--University of Florida, 1984. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 103-106).

Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 154-157).

Thesis (M.A.)--University of Wisconsin--Madison, 1971. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.S.)--University of Wisconsin--Madison, School of Nursing, 1973. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 45-46).

Thesis--University of Wisconsin--Madison. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 167-173).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1985. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 124-131).

Thesis (Ph.D.)--University of North Carolina at Greensboro, 2007. / Title from PDF t.p. (viewed Oct. 18, 2007). Directed by Rosemery Nelson-Gray; submitted to the Dept. of Psychology. Includes bibliographical references (p. 59-70).

Magister Administrationis - MAdmin / Personality assessments are useful measures for identifying an individual's characteristics and how he/she interacts with the world. The 15 factor Questionnaire Plus (15Q+) is an adapted personality assessment measure used in industry to determine the likely behavioral responses an individual will display in a particular setting. It can be used during the selection process to assess the suitability of candidates for a particular position at a company. As a result of unfair practices when using psychometric instruments, it is now imperative that these instruments meet the scientific principles of validity and reliability before it can be used. This is in line with the legistlation pertaining to discrimination and supported by the Health professions Council of South Africa. They encourage a plethora of research to confirm the utility of these measures. The present study was conducted at a South African financial services company where the 15FQ+ is used to identify suitable candidates for financial adviser positions. Through data mining techniques, predictive and criterion data were extracted for 125 financial advisers. The study explored the validity of the 15FQ+ when correlated with the perforkance Indices of the financial advisers. The study also determined whether there were race differences in the responses of the financial advisers to the 15FQ+ as well as their work performance. / South Africa

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