This dissertation is a response to the call for theoretically coherent practical methods which encourage and facilitate systemic thinking in psychology (Boden, 1972; Jordaan & Jordaan, 1984; Lazarus, 1990; Norcross & Grencavage, 1990; Von Bertalanffy, 1968; Winburn, 1991). Teleonics is a developing ecology of process-based systems ideas, where process is foregrounded relative to structure. From a teleonics perspective, structure and process are viewed as inextricably linked, while the foregrounding of process is viewed as having significant implications for how meaning is constructed from observations. Given the dominance of the structure-based orientation to psychology during the modern period, a process-based systems approach is a contribution to the development of postmodern thinking in psychology. Through a process of reviewing the systems thinking literature, and illuminating those premises that point to a distinction between process- and structure-based thinking, the following process-based systems premises are punctuated: * life is essentially of a process nature, * nature is approximate rather than definite, * organization in nature is dynamic, * systems function according to principles of autonomy and integration, * creation is a process of emergence and * teleos is a character of living systems. By relating these premises to the field of psychology, further premises of governance and the union of opposites are punctuated. A review of selected psychological literature is provided to draw distinctions about how the abovementioned process-based systems premises relate to psychological theory and practice. In line with the postmodern trend to coherence between theory and practice, teleonics is proposed as a contribution not only to creative theory building but, also to application. In support of coherence between theory and practice in psychology, epistemological tools and tasks for systemic intervention are discussed. The methodological approach of this dissertation is consistent with the conceptual theorist style (Reason & Rowan, 1981 a). A systems methodology, namely that of double description (Bateson, 1979; Keeney, 1983) is used to connect the theoretical and the applied aspects of this study. The theoretical aspect of the double description was formulated by a review, synthesis and integration of the literature. The applied aspect was formulated by means of a report on fieldwork undertaken in the form of a series of case studies. A particular contribution of this dissertation is the specification and illustration of three teleonics maps namely, spiral mapping, teleos mapping and telentropy tracing. The application of these maps is presented via an elaborated format case study of an individual adult therapy case, and four further cases presented in a circumscribed format (Carlson-SabeIli & Sabelli, 1984). The circumscribed case studies include a single session intervention and a health enhancement workshop. The methodology of this dissertation can be located in new paradigm (postmodern) research. The soundness of endeavour (Reason, 1988c) of this dissertation can be appreciated in relation to validity in terms of the philosophical ideas supporting new paradigm research. Other contributions are that it promotes convergence and informed divergence in psychological theory, is an example of the development of systems theory at the level of micropractice, explores the concept of levels in psychology, and contributes to the further development of teleonics as a process-based systems ecology of ideas. The introduction of visual maps, as practical non-verbal tools for the communication of concepts and observations in psychological practice, is a particularly useful contribution. In this dissertation, teleonics is demonstrated as a process-based systems model which facilitates the practical operationalizing of process-based systems thinking.

This paper reviews the basic literature on the suggested applications of the standard error of measurement (SEM), and points out that there are discrepancies in its suggested application. In the process of determining the efficacy and appropriateness of each of the proposals, a formula to determine the distribution of error for the observed score curve is derived. The final recommendation, which is congruent with Cronbach, Gleser, Nanda & Rajaratnam's (1972) recommendations, is to not use the SEM to create confidence intervals around the observed score: The predicted true score and the standard error of the prediction are better suited (non-biased and more efficient) for the task of estimating a confidence interval which will contain an individual's true score. Finally, the distribution of future observed scores around the expected true score is derived.

No description available.

The focus of this dissertation is to gain a greater understanding of the individual psychological contract. It is proposed that by examining other specific exchange relationships (e.g., individual-supervisor, individual-co-worker) in addition to the already dominantly examined individual-organization exchange relationship, a greater understanding of how these specific exchanges impact employee attitudes and behaviors differently such as commitment and organizational citizenship behaviors, especially in the presence of a psychological contract breach can be achieved. This research is grounded in social exchange theory and norm of reciprocity and draws from the perceived organizational support, leader-member exchange, and co-worker exchange theories to examine each specific exchange relationship. Participants consisted of employees from several organizations and university systems who were placed in three subsamples to examine each exchange relationship and their respective breaches. Results indicate partial support for the overall idea of increasing the examination of the psychological contract to include the distinct exchange relationships of the individual-supervisor and individual-co-worker in addition to the individual-organization exchange. More specifically, results indicate significant support for the following Hypotheses: Hypotheses 1a, 1b, and 1c indicating that POS, LMX, and CWX are positively related to Organizational Commitment, particularly Organizational Affective Commitment, with POS demonstrating the strongest relationship as predicted, Hypotheses 2a, 2b, and 2c indicating that LMX, POS, and CWX are positively related to Supervisor Commitment, particularly Supervisor Affective Commitment, with LMX showing the strongest relationship as predicted, Hypothesis 3a indicating that CWX has the strongest positive relationship to Co-worker Affective Commitment, Hypothesis 4b indicating that LMX is positively related to OCB-O, but the main prediction of Hypothesis 4a indicating POS would have the strongest positive relationship was not supported, Hypothesis 5b indicating that LMX has the strongest positive relationship to OCB-S, and finally, Hypothesis 6c indicating CWX has the strongest positive relationship to OCB-CW as predicted. Lastly, results indicate support for only one of the moderating hypotheses, Hypothesis 7a, which indicates that the interaction of POS and an employee perceived psychological contract breach on the part of the organization has the strongest negative effect on Organizational Affective Commitment. All other moderating hypotheses were not found to be significant.

The focus of this dissertation is to gain a greater understanding of the individual psychological contract. It is proposed that by examining other specific exchange relationships (e.g., individual-supervisor, individual-co-worker) in addition to the already dominantly examined individual-organization exchange relationship, a greater understanding of how these specific exchanges impact employee attitudes and behaviors differently such as commitment and organizational citizenship behaviors, especially in the presence of a psychological contract breach can be achieved. This research is grounded in social exchange theory and norm of reciprocity and draws from the perceived organizational support, leader-member exchange, and co-worker exchange theories to examine each specific exchange relationship. Participants consisted of employees from several organizations and university systems who were placed in three subsamples to examine each exchange relationship and their respective breaches. Results indicate partial support for the overall idea of increasing the examination of the psychological contract to include the distinct exchange relationships of the individual-supervisor and individual-co-worker in addition to the individual-organization exchange. More specifically, results indicate significant support for the following Hypotheses: Hypotheses 1a, 1b, and 1c indicating that POS, LMX, and CWX are positively related to Organizational Commitment, particularly Organizational Affective Commitment, with POS demonstrating the strongest relationship as predicted, Hypotheses 2a, 2b, and 2c indicating that LMX, POS, and CWX are positively related to Supervisor Commitment, particularly Supervisor Affective Commitment, with LMX showing the strongest relationship as predicted, Hypothesis 3a indicating that CWX has the strongest positive relationship to Co-worker Affective Commitment, Hypothesis 4b indicating that LMX is positively related to OCB-O, but the main prediction of Hypothesis 4a indicating POS would have the strongest positive relationship was not supported, Hypothesis 5b indicating that LMX has the strongest positive relationship to OCB-S, and finally, Hypothesis 6c indicating CWX has the strongest positive relationship to OCB-CW as predicted. Lastly, results indicate support for only one of the moderating hypotheses, Hypothesis 7a, which indicates that the interaction of POS and an employee perceived psychological contract breach on the part of the organization has the strongest negative effect on Organizational Affective Commitment. All other moderating hypotheses were not found to be significant.

No description available.

No description available.

Thesis (PH.D.) -- Syracuse University, 2007. / "Publication number AAT 3266290"

Diss. (sammanfattning) Stockholm : Karol. inst. / Härtill 6 uppsatser.

Diss. (sammanfattning) Stockholm : Karol. inst. / Härtill 7 uppsatser.