High satisfaction rates and the lack of response variability are problematic areas in survey research. An important area of methodological concern for self-report survey is the sensitivity and reliability of the instrument. This research examines the effects of a positive (right) centred scale on the distribution and reliability of satisfaction responses in a positive respondent population. A total of 216 participants were randomly assigned to one of the following three experimental Likert scale conditions: 5–point equal interval balanced scale; 5–point positive (right) packed scale; 5–point positive (right) centred scale. The distribution of responses occurred in the direction hypothesized. Comparable discrimination was found across the three conditions. Although, the study findings did not prove to be significant, the equal interval balanced scale produced the lowest mean score, contrary to previous research findings.

Introduction Nearly all flat panel video display monitors have luminance and colour variations as the angle of view varies from the monitor’s perpendicular. The new MicrotileTM displays developed by Christie Digital are no exception to this general finding. A review of any book on colour science will show that there is substantial amount of literature on just noticeable colour differences within various colour spaces. Despite the wealth of data on the topic, there is no general consensus across different industries as to which colour space and colour difference equations are appropriate. Several factors like the background colour, object size, texture of the stimulus are different for different studies; these factors make it very difficult to determine precisely the effect of viewing angle on the perception of coloured images on the Microtiles display based on previous research. Hence, the objective of this thesis was to quantify the measured colour shifts of a Microtile display at different viewing angles, in steps of perceptible thresholds and to evaluate the acceptability of distortions at different viewing angles for complex scenes. Methods A preliminary experiment was setup to study the behaviour of Microtile display primaries as a function of viewing angle. The aim was to measure the shift in hue and luminance of the three primaries at different eccentricities (from 0o to 40o). The measured trend was used to simulate Microtile shifts on complex images for the rating task. In the first part of the perceptibility experiment, three reference colours were picked and 12 vectors heading towards the blue-yellow region of the L*a*b* colour space (pertaining to the colour shifts noticed with the Microtile displays). A uniform reference colour was presented in three of the four quadrants on the CRT monitor and one quadrant changed colour in the direction of the sampled vector. An adaptive, four alternate forced choice procedure was employed to determine thresholds for each of the 3 reference colours. The adaptive technique used was a ZEST paradigm. In the second part of the perceptibility experiment, eighteen directions were sampled around each reference colour. The rating task was based on simulating the measured attenuations of the Microtile primaries on complex scenes. Subjects rated the images both in terms of acceptability/unacceptability and as percentage image degradation. The simulation was presented on three static complex images, car, landscape and portrait. A total of 60 subjects participated in the study, 20 subjects for each experiment. All subjects were between the age group of 15 to 35 years of age and underwent battery of colour vision tests before being included in the study. All subjects included had average to superior colour discrimination as categorized using the FM-100 Hue discrimination test. Results Study1: The preliminary study on Microtile display characteristics as a function of viewing angle showed that all the three primaries decreased in luminance with change in viewing angle. The red primary decreased at a faster rate compared to the other two primaries. The trend presents as a decrease in luminance with the hue shifting towards the blue-green region of the CIE1974 L*a*b* space. Study 2: Results from both the first and second parts of the perceptibility experiment showed that the vectors sampled in different directions approximated to ellipsoids in the L*a*b* colour space. This finding was consistent with the colour discrimination literature. Vectors on the equi-luminance plane were significantly longer than the vectors on the non equi-Luminance plane. Results showed that the average perceptibility thresholds in the non equi-luminance direction were lower than 1∆ELab¬¬¬¬. Study 3: Results from the rating experiments showed that irrespective of the complexities in the images, distortions greater than five times thresholds were less than 50% acceptable and were rated to be at least 30% degraded. This corresponds to a viewing angle greater than 10o for a Microtile display. The relationship between the stimulus (ΔE) and subjective Image degradation judgements followed a linear relationship, with the portrait and landscape having similar functions, whereas the car was rated more degraded at lower ΔEs and less degraded at higher ΔEs compared with the other two scenes. Conclusion Perceptibility thresholds for different reference colours showed that the conventionally used calibration precision of 1 ΔELab is a lenient criterion. Perceptibility thresholds are at least 25% less for the Microtile display reference condition. From the results of the rating data a distortion greater than five times thresholds is less than 50% acceptable and appears to be at least 30% degraded for static complex images. However, the image quality judgments appear to be related to scene context, which requires further study.

Typescript. / Thesis (Ed. D.)--University of Hawaii at Manoa, 1987. / Bibliography: leaves 180-183. / Photocopy. / xiv, 183 leaves, bound ill. 29 cm

There is little empirical evidence relating to how university administrative employees view the performance appraisal process (Analoui & Fell, 2002). The aims of this study were: (1) to determine the purpose of the performance appraisal system used at Auckland University of Technology (AUT), and (2) to investigate administrative staff perceptions and understanding of this appraisal system. Areas investigated included (1) how allied staff viewed the process, (2) how prepared they were for the process, (3) did it impact on their motivation, and (4) did it help or hinder career development. From the research findings, the researcher prepared a set of recommendations for AUT Human Resource department. The recommendations were intended to assist in making AUT performance appraisals more meaningful and relevant to administrative staff, and foster a better awareness of the benefits of undertaking the process. This study was a partial replication of the Analoui and Fell study undertaken in the UK. Like the study being replicated, this current study was also exploratory basic research adopting a triangulation method. This consisted of the positivistic methodology adopting the cross-sectional survey - structured closed questions questionnaire; the phenomenological methodology using an explanatory case study whereby audio-taped semi-structured interviews were conducted; and the use of researcher (myself) as research instrument. AUT documents relating to performance appraisal were also reviewed. Ethics approval was sought from AUT Ethics Committee. The Analoui and Fell questionnaire and interview guide were modified to suit the AUT context. The sample consisted of 543 staff members. The return rate of the staff survey was 20 per cent.The study found that there was no evidence that the respondents wanted the process discontinued even though comments from those who had been through a Performance and Development Review (P&DR) and Formative Appraisal (FA) indicated a range of both positive and negative experiences. Respondents felt that they were adequately prepared and that they were involved in the pre-appraisal process. In terms of performance appraisal as a motivational tool, few respondents felt that the process motivated them. There was evidence that FA was beneficial in helping with career development. The stated main purposes of AUT performance appraisal were: to assist in administrative (pay increase and promotion), and developmental (training) decisions, with the latter purpose being secondary. Recommendations resulting from the current research findings include: (1) that the current process should be evaluated, and (2) appraisers and appraisees should undertake training prior to an appraisal. On-going research should be undertaken to find out how administrative staff in the wider NZ university sector view the process. To follow-on from the current research, a longitudinal study should be undertaken of administrative staff reactions immediately after an appraisal. Research should also be undertaken to investigate if administrative staff will associate completion of the performance appraisal process which includes the setting of goals with an increased work overload.

Thesis (Ph. D.)--Virginia Commonwealth University, 2007. / Prepared for: Dept. of Psychology. Bibliography: leaves 119-132. Available online via the Internet.

Zugl.: Hamburg, Univ., Diss., 2004

Zugl.: Bayreuth, Univ., Diss., 2005

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2007. / Includes bibliographical references.

Zugl.: Duisburg, Essen, Univ., Diss., 2006

Zugl.: Bielefeld, Universiẗat, Diss., 2007.