本研究旨在探討新北市完全中學兼任行政工作教師人格特質、工作壓力與憂鬱傾向之關係，以新北市400位完全中學兼任行政工作教師為研究對象，回收有效問卷389份。本研究工具為「性格自評量表」、「工作壓力量表」及「身心健康量表」。以描述性統計、T檢定、單因子變異數分析、皮爾遜績差相關及多元逐步迴歸分析等方法，進行統計分析。主要研究結果如下： 1.新北市完全中學兼任行政工作教師的整體憂鬱傾向屬於中等偏低程度。 2.新北市完全中學兼任行政工作教師不同性別、不同年齡、不同婚姻狀況及不同兼行政服務年資的憂鬱傾向有顯著差異存在。 3.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其「整體工作壓力」間均有顯著相關。 4.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其 「憂鬱傾向」間均有顯著相關。 5.「神經質」人格特質、「上級要求」工作壓力、「和善性」人格特質及「工作負荷」工作壓力，可以有效預測整體新北市完全中學兼任行政工作教師的「憂鬱傾向」，解釋的總變異量為51.4%。 6.「神經質」人格特質可以有效預測不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及中大型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 7.「人際關係」工作壓力可以有效預測兼行政服務年資第2至5年、擔任圖書館行政職務及中型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 8.「上級要求」工作壓力可以有效預測35歲以下及擔任教務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 9.「和善性」人格特質可以有效預測小型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 10.「嚴謹自律性」人格特質可以有效預測兼行政服務年資第6至10年新北市完全中學兼任行政工作教師的「憂鬱傾向」。 11.「聰穎開放性」人格特質可以有效預測擔任學務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 本研究依據上述結果加以討論，並分別對完全中學兼任行政工作教師、學校、教育行政主管機關及未來研究提出相關建議。 / The purpose of this study is to understand the relationships between personality traits,work stress and depressive tendencies of the teachers work part-time administration in New Taipei City six-year high school.This study samples have 400 the teachers with administrative position in New Taipei City six-year high school,and 389 valid questionnaires are collected.The research tools used are:”Character self-assessment scale”,”Work stress scale”,and” Mental health scale”.The data was analyzed by descriptive statistics,t-test,One-way analysis of variance,Pearson’s correlation analysis and multiple regression analysis.The major results of the study are as follows. 1.Work part-time administration in New Taipei City six-year high school teachers’ depressive tendencies is in the medium low degree. 2.New Taipei City six-year high school teachers work part-time administration of different gender, age, marital status and years of service in different chief executive of depression tend to have significant differences 3.Different gender, age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality "overall pressure" were significantly associated therewith. 4. Different gender and age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality with its "depressive tendencies" were significantly associated therewith. 5. "Neurotic" personality, "the higher level" work pressure, "kind" personality and "work load" pressure of work, can predict a whole New Taipei City six-year high school teachers work part-time administrative "melancholy tendencies," explained the total varianceIt was 51.4%. 6. "Neurotic" personality traits can predict different gender, age, marital status, different years of service and administration, administrative duties and in different large-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 7."Interpersonal" work pressure can effectively predict and Chief Executive of service of the first 2-5 years as library administrative duties and medium-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 8."Higher level" job stress can predict the age of 35 and held executive positions with the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 9."kind" personality traits can predict the size of a small New Taipei City six-year high school part-time administrative work teachers' tendency to depression. " 10."Rigorous self-discipline" personality traits can predict and Chief Executive of service of the first 6-10 years of the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 11."Intelligent openness" personality traits can predict as the Student Affairs Office administrative duties entirely New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." According to the results to discuss and provide several suggestions for the teachers work part-time administrative,schools,education administration,and future research.

為瞭解臺灣國中專任輔導教師之「人格特質」、「工作壓力」及「工作滿意度」之概況內涵與相關情形，茲以便利取樣與滾雪球之抽樣方式，抽取臺灣國中專任輔導教師共244位為研究對象，運用「個人基本資料表」、「國民中學專任輔導教師人格特質量表」、「國民中學專任輔導教師工作壓力量表」、「國民中學專任輔導教師工作滿意度量表」等為研究工具進行問卷調查，獲得所需資料，後以描述性統計、獨立樣本t考驗、單因子變異數分析、Scheffe'事後考驗、Pearson積差相關及多元逐步迴歸分析等統計方法進行分析，結果發現： 1.國中專任輔導教師的整體與不同層面工作壓力大致為「中下」至「中等」程度，僅「工作角色與規範限制」層面之工作壓力屬「中等」程度。 2.「性別」、「年齡」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作壓力並未存有顯著差異，然「婚姻狀況」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作壓力則存有顯著差異。 3.國中專任輔導教師的整體及不同層面工作滿意度大致為「中等」至「中上」程度，僅「工作酬賞」層面之工作滿意度屬「中等」程度。 4.「婚姻狀況」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作滿意度並未存有顯著差異，然「性別」、「年齡」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作滿意度則存有顯著差異。 5.國中專任輔導教師之「開放性」、「謹慎性」、「外向性」、「親和性」人格特質與其多數層面工作壓力存有顯著低度負相關，而「神經質」人格特質則與其工作壓力存有顯著低度至中度正相關。 6.國中專任輔導教師之「開放性」人格特質與其工作滿意度存有顯著低度至中度正相關、而「謹慎性」、「外向性」、「親和性」人格特質則與其工作滿意度存有顯著低度正相關，僅「神經質」人格特質則與其工作滿意度存有顯著低度負相關。 7.國中專任輔導教師整體及各層面工作壓力與其整體及各層面工作滿意度間多存有顯著中度至高度負相關。 8.聯合「缺乏決策參與」層面的工作壓力、「資源缺乏或成效不彰」層面的工作壓力、「開放性」的人格特質及「工作不受肯定」層面的工作壓力，此四變項依序高至低可預測國中專任輔導教師「整體工作滿意度」的46.1%。 本研究亦根據上述各項研究結果加以討論，並提出相關建議，以供後續相關實務工作及研究之參酌。 / The purpose of this study was to investigate the relationship among personality traits, job stress and job satisfaction for the full-time counseling teachers of junior high school in Taiwan. The study adopted a method of Convenience sampling and snowball sampling to select the research subject. The subjects of this study were 244 full-time counseling teachers of junior high school in Taiwan. The Instruments used in this study were " General information data", " The personality traits for the full-time counseling teachers of junior high school scale", " The job stress for the full-time counseling teachers of junior high school scale", " The job satisfaction for the full-time counseling teachers of junior high school scale", The study adopted a method of questionnaire survey. And the study was analyzed by descriptive statistics, T-tests, One-way ANOVA, Pearson product-moment correlation and multiple step-wise regression analysis. The significant findings of this study were as follows: 1.The job stress degree of the junior high full-time counseling teachers were regarded as below the middle level to moderate level. Only the job stress of job roles and rules Restrictions was regarded as moderate level. 2.There were no significant differences in the job stress among these teachers according their different gender, age, academic background and service school size. But there were main differences according their marital status, length of counseling service and the location of service school. 3.The job satisfaction degree of the junior high full-time counseling teachers were regarded as moderate level to more moderate level. Only the job satisfaction of working reward was regarded as moderate level. 4.There were no significant differences in the job satisfaction among these teachers according their marital status, academic background and service school size. But there were main differences according their gender, age, length of counseling service and the location of service school. 5.Significant low negative degree of correlations were found between the personality traits of openness to experience, conscientiousness, extraversion, agreeableness and the job stress. But Significant moderate positive degree of correlations were found between the personality traits of neuroticism and the job stress. 6.Significant low positive degree to moderate positive degree of correlations were found between the personality traits of openness to experience and the job satisfaction. And Significant low positive degree of correlations were found between the personality traits of conscientiousness, extraversion, agreeableness and the job satisfaction.But Significant low negative degree of correlations were found between the personality traits of neuroticism and the job satisfaction. 7.Significant moderate positive degree to high positive degree of correlations were found between the job stress and the satisfaction. 8.The combination of the four Variables like the job stress of " Lack of participation in decision making", " Lack of resources or ineffective", "the effectiveness of the work is not sure" and the personality traits of "openness" can predict the job satisfaction of 46.1%. 　　Finally, after discussion, the researcher proposed some suggestions for educational instruction and future studies.

L'objectif général de cette thèse est d'examiner le lien entre les traits de personnalité évalués selon l'approche des cinq facteurs et les résultats des traitements psychosociaux auprès de jeunes adultes présentant un premier épisode psychotique. Afin d'atteindre cet objectif, 129 personnes ont été recrutées à participer à une étude expérimentale randomisée. Les participants ont été assignés soit à un groupe de thérapie cognitive-comportementale, soit à un groupe d'entraînement aux habiletés sociales visant la gestion des symptômes, soit à une liste d'attente. Les participants ont complété pré- et post-traitement le Questionnaire bref de personnalité NEO Révisé (Costa & McCrae, 1992), l'Échelle abrégée d'évaluation psychiatrique (Lukoff et al., 1986; Ventura et al., 1993) et l'Échelle d'adaptation cybernétique (Edwards & Baglioni, 1993). Dans le premier article, les profils de personnalité et la stabilité temporelle des traits de personnalité des jeunes adultes présentant un premier épisode psychotique ont été étudiés. Les résultats révèlent différents profils de personnalité et une stabilité des traits de personnalité. Dans le second article, les profils de personnalité et la valeur prédictive des traits de personnalité ou des profils sur les résultats thérapeutiques ont été investigués. Les résultats révèlent aussi différents profils de personnalité, aucun spécifiquement lié aux symptômes. Aucun lien n'a pu être rapporté entre les traits de personnalité et l'amélioration symptomatologique. Toutefois, les traits de personnalité et les profils sont liés à l'amélioration des stratégies actives d'adaptation. Dans le dernier article, la valeur prédictive des traits de personnalité sur les résultats thérapeutiques selon le groupe de traitement spécifique a été étudiée. Les résultats démontrent un lien entre les traits de personnalité et l'amélioration symptomatologique et des stratégies d'adaptation selon le traitement. Les traits de personnalité sont particulièrement liés aux résultats thérapeutiques des stratégies actives d'adaptation. Cette thèse contribue à l'avancement des connaissances en se penchant sur l'importance des traits de personnalité dans le traitement psychosocial des jeunes adultes présentant un premier épisode psychotique et en soulignant la nécessité d'étudier davantage les différences individuelles de la personnalité de cette clientèle. Les implications cliniques des résultats et les recommandations pour la recherche sont présentées. / The aim of this thesis was to elucidate the link between personality traits based on the Five Factor Model of personality and therapeutic outcomes of two group treatments for first episode psychosis: cognitive behavior therapy and skills training for symptom management. One hundred and twenty-nine individuals with first episode psychosis were recruited to participate in a randomized controlled trial. Participants were randomized to one of two group treatments or to a wait-list control group. Measures pre- and post-treatment included the shorter version of the Revised NEO personality Inventory (Costa & McCrae, 1992), measures of Brief Psychiatric Rating Scale-Expanded (Lukoff et al., 1986; Ventura et al., 1993) and the shorter version of the Cybernetic Coping Scale coping strategies (Edwards & Baglioni, 1993). In the first article, personality profiles and stability over time of personality traits of individuals with a first episode of psychosis were investigated. Results showed that individuals with a first episode of psychosis present with different personality profiles. Moreover, personality traits of the first episodes showed stability over time. In the second article, personality profiles and predictive value of personality traits or profiles on therapeutic outcomes of treatments for first episode psychosis were investigated. Results revealed also different personality profiles, none specifically linked to psychotic symptoms. No links could be demonstrated between personality traits and symptom improvements but personality traits and profiles were linked to therapeutic improvements in active coping strategies. In the last article, predictive value of personality traits on therapeutic outcomes accordingly to specific group treatments for first episode psychosis was investigated. Results showed links between personality traits, symptoms and coping outcome measures, according to specific group treatments. Personality traits were particularly linked to therapeutic improvements in active coping strategies. In sum, this thesis contributed to the field of personality traits in those with a first episode psychosis by investigating the pertinence of personality traits in the choice of psychosocial treatments and highlighting the need for further study considering individual differences in psychosis. Clinical implications are discussed and recommendations for clinical research offered.

La présente recherche a pour objectif d’étudier les effets que peuvent exercer la conception du travail sur le type de conflit qui émerge en milieu de travail. La notion de conception du travail se divise en trois dimensions, soit les caractéristiques reliées à la tâche, les caractéristiques reliées aux connaissances et les caractéristiques sociales. Ces dimensions sont mises en relation avec les deux types de conflit en milieu de travail, soit le conflit relié à la tâche et le conflit relié à la relation. Cette recherche vise également à vérifier l’effet modérateur des traits de personnalités sur les relations entre les dimensions de la conception du travail et celles du conflit en milieu de travail. Cette recherche est basée sur 473 participants qui occupent un emploi rémunéré et qui ont vécu une situation de conflit en milieu de travail allant jusqu’à 6 mois avant la période de sondage, allant du 14 au 18 janvier 2012. Les résultats indiquent qu’il n’y a pas de relations particulières entre la conception du travail et le type de conflit en milieu de travail. En ce qui a trait aux effets des traits de personnalité, les résultats indiquent que ces variables n’ont aucuns effets modérateurs sur la relation entre la conception du travail et le type de conflit en milieu de travail. Globalement, les résultats ne démontrent aucune relation entre la conception du travail et les types de conflit en milieu de travail, ou les effets modérateurs que les traits de personnalités peuvent avoir sur ces relations. / The goal of this research is to study the effect of work design on the type of conflict that emerges in the workplace. The concept of work design is divided in two three dimensions, namely task, knowledge and social characteristics. These dimensions are linked to the two dimensions of workplace conflict, that is, task conflict and relationship conflict. This research is also intended to verify the moderating effect of personality traits on the association between work design and workplace conflict. This study is based on 473 employed participants who have experienced workplace conflict up to 6 months prior to the canvass period, which was from January 14th to the 18th 2012. The results indicate that there is no particular association between work design and conflict in the workplace. With regards to the moderating effect of personality traits, results indicate that these variables do not moderating the association between the dimensions of work design and the type of workplace conflict. Overall, results do not show a relation between work design and types of workplace conflict, or the moderating effect that personality traits can have on these relations.

Thesis (MCOM)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The flexible nature of the service delivery environment has had a major impact on the functioning of organisations. Managers realise that they need to be flexible and able to change if they want to survive in the long run. Employees are the tools service organisations utilise to make profit in the hospitality industry. The restaurant industry is a highly competitive environment and managers cannot afford poor service delivery from employees. Employees experiencing high levels of job engagement and low levels of job burnout have indicated superior performance and increased financial returns. The primary objective of this research study was to develop and empirically test a structural model that elucidates the antecedents of variance in job engagement and job burnout among frontline waitrons at franchise x in the Western Cape. In addition, the research study investigated whether employees utilise deep acting or surface acting when faced with emotional labour demands. The study investigated whether certain personality traits are more suitable for the industry by investigating whether certain personality characteristics are related to job engagement or job burnout. In this research study, partial least square (PLS) analyses were utilised to test the formulated hypotheses. Quantitative data was collected from 333 frontline waitrons employed at franchise x in the Western Cape. Data was collected specifically for the purposes of the study and participation was voluntary. The survey was distributed at the branches of franchise x. Managers had a week to facilitate their frontline waitrons in the completion of the surveys. The data was kept confidential and anonymous throughout the study. The survey comprised five sections. The first section asked participants for specific biographical and employment information. Subsequent sections measured specific latent variables applicable to the study utilising reliable and valid measuring instruments. These instruments were the Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) and the Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data was subjected to a range of statistical analyses. The findings shed light on the importance of job engagement for frontline waitrons at the branches of franchise x in the Western Cape. The results indicate that proactive management of job and personal resources and job demands may result in desirable outcomes such as increased job engagement and financial returns. The study provides South African industrial psychologists with much needed insight into the presenting problem within the hospitality industry. With reference to the managerial implications and the recommended interventions, industrial psychologists can ensure retention of job engagement and decrease of job burnout among frontline waitrons within the hospitality industry. / AFRIKAANSE OPSOMMING: Die buigsame aard van die diensverskaffingsomgewing het ‘n groot impak gehad op die funksionering van organisasies. Bestuurders het tot die besef gekom dat hulle buigsaam moet wees asook bereid wees om te verander indien hulle op die lange duur wil oorleef. Werknemers is die gereedskap wat diensorganisasies gebruik om ‘n wins in die gasvryheidsbedryf te maak. Die restaurantbedryf is ‘n hoogs mededingende omgewing en bestuurders kan nie swak dienslewering deur hul werknemers bekostig nie. Werknemers wat hoë vlakke van werksbetrokkenheid (job engagement) en lae vlakke van werksuitbranding (job burnout) ervaar, toon superieure prestasie en verhoogde finansiële opbrengste. Die hoofdoelwit van hierdie navorsingstudie was om ‘n strukturele model te ontwikkel en empiries te toets om die antesedente van variansie in werksbetrokkenheid en werksuitbranding onder eerstelynkelners by franchise x in die Wes-Kaap te verklaar. Daarbenewens het die navorsingstudie ook ondersoek of werknemers van deep acting of surface acting gebruik maak wanneer hulle deur emosionele arbeidseise gekonfronteer word. Die studie het ondersoek of sekere persoonlikheidseienskappe meer geskik is vir die bedryf deur te kyk of hulle verwant is aan werksbetrokkenheid of werksuitbranding. In hierdie navorsingstudie is gedeeltelike kleinstekwadrate (partial least squares (PLS)) analises gebruik om die geformuleerde hipoteses te toets. Kwantitatiewe data is verkry vanaf 333 eerstelynkelners wat vir franchise x in die Wes-Kaap werk. Die data is spesifiek vir die doelwitte van die studie versamel en deelname was vrywillig. Die opname is in harde kopie onder die bestuurders van franchise x versprei. Bestuurders het ‘n week gehad om die opname onder hulle eerstelynkelners te versprei vir voltooiing. Die data is as vertroulik beskou en anonimiteit is verseker. Die opname is in vyf dele verdeel. Die eerste gedeelte het die deelnemers se biografiese en indiensnemingsinligting gemeet. Die daaropvolgende dele het spesifieke latente veranderlikes gemeet wat van toepassing was op die studie deur van betroubare en geldige meetinstrumente gebruik te maak. Hierdie instrumente was die Maslach Burnout Inventory (MBI) (Naude & Rothmann, 2004), die Ultrecht Work Engagement Scale (UWES) (Schaufeli & Bakker, 2004), HEXACO-PI-R (Ashton, Lee, Pozzebon, Visser & Worth, 2010) en die Emotional Labour Scale (ELS) (Van Gelderen, Konijn & Bakker, 2011). Data is aan ‘n reeks statistiese analises onderwerp. Die bevindinge werp lig op die belangrikheid daarvan dat eerstelynkelners in franchise x se takke in die Wes-Kaap werksbetrokkenheid ervaar. Die resultate toon dat pro-aktiewe bestuur van werk en persoonlike hulpbronne en werk aanvraag kan lei tot gewenste resultate soos hoër werksbetrokkenheid en finansiële groei. Die studie verskaf Suid-Afrikaanse bedryfsielkundiges met belangrike insigte in die presenterende probleem in die gasvryheidsbedryf. Met verwysing na die bestuursimplikasies en die aanbevole ingrypings, kan bedryfsielkundiges die behoud van werksbetrokkenheid en ‘n vermindering van werksuitbranding onder eerstelynkelners in die gasvryheidsbedryf verseker.

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Submitted by Alessandra Sabatelli (sabatellialessandra@gmail.com) on 2017-10-25T11:55:32Z No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) / Approved for entry into archive by Josineide da Silva Santos Locatelli (josineide.locatelli@fgv.br) on 2017-10-25T11:59:50Z (GMT) No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) / Made available in DSpace on 2017-10-25T12:22:36Z (GMT). No. of bitstreams: 1 THESIS-Alessandra Sabatelli-FGVmodel PDF.pdf: 887264 bytes, checksum: 5a262b2f5466fa81f851d2326714879a (MD5) Previous issue date: 2017 / The goal of this dissertation is to expand our understanding about generation Y, more specifically, self-initiated expatriated (SIE) - people who spontaneously decide to go abroad and look for new challenges. Those people present a 'large but untapped pool of skilled international workforce' (Ceric & Crawford, 2016, p.137) with a high potential impact in terms of business and local growth. Therefore, the purpose was to analyse different personality traits and understand how they affect individuals in their job perspective. In order to respond to this question, a field study was conducted and data was collected from a convenience sample of 366 adults where the majority were postgraduate students with an average age of 25 years who have at least experienced studying abroad. The results of the conducted analysis can be summed up in the finding that it didn’t exist a significant connection between personality traits of Generation Y SIE’s and organizational characteristics. In praxis that means that companies do not appeal individuals with a certain personality of this sample by projecting a certain image and, therefore, an individual approach seems to be more appropriate than group targeting. / O objetivo desta dissertação é expandir o entendimento sobre a geração Y, mais especificamente, auto-iniciados expatriados (SIE) - pessoas que, espontaneamente, decidem ir no exterior e procurar novos desafios. Essas pessoas apresentam um 'grande grupo de mão- de-obra internacional qualificada' (Ceric & Crawford, 2016, p.137) com um alto impacto potencial em termos de crescimento comercial e local. Portanto, o objetivo é analisar diferentes traços de personalidade e entender como eles afetam os indivíduos na perspectiva de trabalho. Para responder a esta questão, realizou-se um estudo de campo e foram coletados dados de uma amostra de conveniência de 366 adultos, onde a maioria eram estudantes de pós-graduação com idade média de 25 anos que pelo menos tinha feito uma experiência estudando exterior. Os resultados da análise conduzida podem ser resumidos na descoberta de que não existe uma conexão significativa entre os traços de personalidade da Geração Y SIE e as características organizacionais. Na prática, isso significa que as empresas não apelam indivíduos com uma certa personalidade dessa amostra projetando uma determinada imagem e, portanto, uma abordagem individual parece ser mais apropriada do que a segmentação por grupo.

The main purpose of this study was to determine: * If there is a relationship between certain personality traits and participation in sport. * Whether cricket players possess certain personality traits in general and with regard to levels of play, playing positions and age. The literature study indicated that the study of personality tend to be complex and showed a relationship between personality traits and participation in sport. Furthermore the literature study showed that personality is not static, but dependant on acquired traits and responses. The empirical study revealed that certain personality traits in cricket players figure stronger than others regarding levels of play, playing positions and age, for example cricket players on club level tend to have more self control than school players and bowlers tend to show a larger tendency to disregard social rules and tend to be more enthusiastic, and greater risk-takers than batsmen and wicketkeepers. / Educational Studies / M.Ed. (Guidance and Counselling)

The main aim of the research project was to develop a change agent identification framework, to be used by organisational change management specialists to identify change agents more effectively in large organisations moving forward. To date, little research has been conducted regarding the role and identification of change agents in large organisations. In the context of the research project, the sample of change agents used, referred to employees affected by the change, spread across the organisation, assisting in communicating key messages and ensuring that their peers become change ready. A thorough 12-step empirical research process was followed, which included both a qualitative and quantitative approach. The qualitative process consisted of the development of a change agent identification framework, comprising of four dimensions, each with supportive information and/or items. The aim of the quantitative process was to empirically test the personality trait dimension of the framework with a sample group of 27 change agents and 135 employees influenced by a transformation process. This was to determine which change agent personality traits has a positive impact/effect on employee change readiness levels during transformation. Through a rigorous analysis process, only the phlegmatic, persuasive and optimistic personality traits resulted in having some positive effect on employees during a transformation process. In support of these findings, the literature study findings as well as the qualitative empirical research findings indicated that the persuasive and optimistic personality traits need to form part of a change agents’ personality profile. The phlegmatic personality trait was not evident throughout all literature findings. The literature and empirical results contributed towards a comprehensive understanding of the way in which individuals should be identified as change agents in large organisations. The developed framework should assist industrial and organisational psychologists in the future to identify individuals as change agents, more efficiently. Recommendations were made on the future expansion of a knowledge base for organisational change agents. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

Summary in English / Research was conducted to determine whether the 16-PF can be used as an objective measurement for the selection of prospective educational psychologists. A wellgrounded literature study was performed about the task of the educational psychologist and skills and personality features which make the task of the educational psychologist easier. The task of the educational psychologist is not of an individual nature, directed at individual problems any more, but covers a wide field which demands that the educational psychologist comes forward with new initiatives. The traditional task of diagnosing, assisting, administrating and conducting research must be extended to one which also emphasizes proactive programmes, mental health, prevention of problems and human development. The nature of the task makes high demands on the educational psychologist and requires the mastering of a variety of skills. A large variety of factors have been found in literature which could make the task of the educational psychologist easier. These factors can be grouped together as cognitive factors, factors which contribute to the creation of an educational climate and accompanying interpersonal relations and rapport, factors which indicate the use of an external reference framework, and factors which indicate mental health. These identified factors were related to the factor patterns of the 16-PF and were derived to personality factors. These latter factors which were thus obtained, were used to compile a personality profile for educational psychologists. The following personality profile for educational psychologists was derived from the literature study: outgoing (affectothymia; A+), high intelligence (B+), higher ego strength (C+), higher superego strength (G+), socially venturesome (H+), shrewdness (N+) and self-assuredness (0-). According to literature, withdrawal (A-) and dominance (E+) are regarded as negative features of the educational psychologist. The personality profile was assessed by experts with the use of the Delphi technique. From the results of the Delphi investigation it appears that the experts support the suggested personality profile. The personality features are regarded as extremely important, and comment on the personality profile was positive. The findings of the research contribute to the solution of the problem around the selection of educational psychologists since an objective assessment of the prospective student's abilities can be obtained by means of the 16-PF. / Psychology of Education / D. Ed. (Sielkundige Opvoedkunde)