Fundamental to the debate of culture and its impact is the identification of the dimensions that comprise it. The impact of culture as an explanatory variable can be found in various social, scientific, and economic arenas, such as social perception, economic development, and the organization of industries and companies. By identifying and measuring these dimensions, researchers can then organize cultures empirically and develop complex descriptions of various cultures. The study aimed to test the structure of the dimensions proposed by Ho and Chiu (1994) by means of scale development. Test-item writers involved psychology graduate students of various nationalities with the purpose of addressing reliability issues of previous measures by virtue of increased content breadth. The study also aimed to investigate the notion that cultural tendencies vary by dimension across geographical regions. Phase-I factor analysis results indicated that a 5-factor solution (responsibility, affiliation, social welfare, religion, and achievement) should be retained. Phase-II involved administering the scale to an international and American student sample that formed the basis for group comparisons. The results for the group comparisons were illuminating, providing evidence for the conceptualization of individualism and collectivism as worldviews and that the groups varied in their worldview depending on the pertinent dimension being measured. Implications for organizational research are discussed within the framework of linking individualism and collectivism to workplace variables. This study hopes to spur further empirical research in the area to catch up with the progressing theoretical development through expanded cultural dimensions, theory refinement, determining the process(es) by which cultural factors are linked to work behaviors, and uncover the various areas of applicability and research.

The concept of customer perceived value occupies a prominent position within the strategic agenda of organisations, as firms seek to maximise the value perceived by their customers as arising from their consumption, and to equal or exceed that perceived in relation to competitor propositions. Customer value management is similarly central to the marketing discipline. However, the nature of customer value remains ambiguous and its measurement is typically flawed, due to the poor conceptual foundation upon which previous research endeavours are built. This investigation seeks to address the current poverty of insight regarding the nature and measurement of customer value. The development of a revised conceptual framework synthesises the strengths of previous value conceptualisations while addressing many of their limitations. A multi-dimensional depiction of value arising from customer experience is presented, in which value is conceptualised as arising at both first-order dimension and overall, second-order levels of abstraction. The subsequent operationalisation of this conceptual framework within a two-phase investigation combines qualitative and quantitative methodologies in a study of customer value arising from subscription TV (STV) consumption. Sixty semi-structured interviews with 103 existing STV customers give rise to a multi-dimensional model of value, in which dimensions are categorised as restorative, actualising and hedonic in type, and as arising via individual, reflected or shared modes of perception. The quantitative investigation entails two periods of data collection via questionnaires developed from the qualitative findings, and the gathering of 861 responses, also from existing STV customers. A series of scales with which to measure value dimensions is developed and an index enabling overall perceived value measurement is produced. Contributions to theory of customer value arise in the form of enhanced insights regarding its nature. At the first-order dimension level, the derived dimensions are of specific relevance to the STV industry. However, the empirically derived framework of dimension types and modes of perception has potential applicability in multiple contexts. At the more abstract, second-order level, the findings highlight that value perceptions comprise only a subset of potential dimensions. Evidence is thus presented of the need to consider value at both dimension and overall levels of perception. Contributions to knowledge regarding customer value measurement also arise, as the study produces reliable and valid scales and an index. This latter tool is novel in its formative measurement of value as a second order construct, comprising numerous first-order dimensions of value, rather than quality as incorporated in previously derived measures. This investigation also results in a contribution to theory regarding customer experience through the identification of a series of holistic, discrete, direct and indirect value-generating interactions. Contributions to practice within the STV industry arise as the findings present a solution to the immediate need for enhanced value insight. Contributions to alternative industries are methodological, as this study presents a detailed process through which robust value insight can be derived. Specific methodological recommendations arise in respect of the need for empirically grounded research, an experiential focus and a twostage quantitative methodology.

One key focus in the 21st century is adjusting work and personal life in order for individuals to find a rhythm to help them combine work with other responsibilities and aspirations in their personal lives. Over the past few decades it has become evident that work and personal life are interrelated domains and that employed individuals experience interaction between these domains. Although the amount and extent of work-family research studies in South Africa have progressed considerably over the past decade, it is not clear how the experiences of the interference between work and nonwork roles compare to the experiences of employees in other countries. There is also no South Africa instrument that measures the interference between work and different nonwork roles in both directions (work-to-nonwork and nonwork-to-work). This could pose potential problems for organisations and future workfamily studies in South Africa. The objectives of this research were 1) to gain insight into the interaction between work and personal life in the South African context and how South African employees experience this interaction; 2) to develop a new work-nonwork interference instrument that is suitable for the South African context and that addresses measurement and theoretical issues relating to previous work-family instruments; and 3) to test the psychometric properties of the newly developed work-nonwork interference instrument. The empirical study consisted of three phases. During the first phase, exploratory interviews (i.e. 92 interviews) were conducted in order to gather information regarding the interaction that individuals experience between their work and their personal lives. Thereafter, a new instrument that measures work-nonwork interference was developed and tested with a pilot study (n = 245) in order to overcome some of the measurement limitations relating to previous work-family instruments. During the final phase, the psychometric properties of the newly developed work-nonwork interference instrument were tested (Le. construct validity, discriminant validity, convergent validity and external validity; n = 366). Results from the exploratory phase indicated that South African employees experience various forms of interaction between their work and other dimensions in their personal life (e.g. domestic, leisure, exercise, studies, community, extended family and religion/spirituality). In addition, South African employees experience various stressors in their work environment that contribute to this interaction (i.e. general stressors such as pressure, overload, workload, stressful working arrangements, and strenuous relationships at work, and more occupation-specific stressors such as stressful nature of the job and not being valued in an unsupportive work environment). Additional supportive aspects present in their work environment included supportive work arrangements, supportive relationships at work and occupation satisfaction. Results also indicated consequences specifically related to all the forms of interaction (e.g. time-based consequences, build-up and spillover of emotions, and energy depletion) and consequences that are more related to a specific form of interaction (e.g. mental preoccupation, strain on relationships, managing responsibilities, limiting of work opportunities, energy generation, learned skills). From the exploratory study, very similar findings were obtained and some unique contributions were made to existing workfamily literature. The antecedents mentioned are in line with international literature (physical workload, time pressures, physical stressors, shift work and recipient contact) and the consequences are very similar to categorised consequences reported in international research (i.e. physical, psychological, behavioural, attitudinal, organisational consequences or work, nonwork and health-related consequences). During the second phase a new work-nonwork interference (W-NWI) instrument was developed which differentiates among interference between work and various specific roles in an individuals' personal life (i.e. work-parent interference, parent-work interference, workspouse interference, spouse-work interference, work-religion/spirituality interference, religion/spirituality-work interference, work-domestic interference, domestic-work interference). During the evaluation study various problematic items were eliminated using the Rasch measurement model. The fmal phase included the validation study where the psychometric properties of the new instrument were investigated. The results provided evidence for constrUct, discriminant and convergent validity, reliability and significant relations with external variables. Tills study provides evidence for the psychometric properties of the new instrument, which researchers and managers can use to investigate the specmc interference between work and different nonwork roles in employees' private lives. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology)--North-West University, Potchefstroom Campus, 2010.

One key focus in the 21st century is adjusting work and personal life in order for individuals to find a rhythm to help them combine work with other responsibilities and aspirations in their personal lives. Over the past few decades it has become evident that work and personal life are interrelated domains and that employed individuals experience interaction between these domains. Although the amount and extent of work-family research studies in South Africa have progressed considerably over the past decade, it is not clear how the experiences of the interference between work and nonwork roles compare to the experiences of employees in other countries. There is also no South Africa instrument that measures the interference between work and different nonwork roles in both directions (work-to-nonwork and nonwork-to-work). This could pose potential problems for organisations and future workfamily studies in South Africa. The objectives of this research were 1) to gain insight into the interaction between work and personal life in the South African context and how South African employees experience this interaction; 2) to develop a new work-nonwork interference instrument that is suitable for the South African context and that addresses measurement and theoretical issues relating to previous work-family instruments; and 3) to test the psychometric properties of the newly developed work-nonwork interference instrument. The empirical study consisted of three phases. During the first phase, exploratory interviews (i.e. 92 interviews) were conducted in order to gather information regarding the interaction that individuals experience between their work and their personal lives. Thereafter, a new instrument that measures work-nonwork interference was developed and tested with a pilot study (n = 245) in order to overcome some of the measurement limitations relating to previous work-family instruments. During the final phase, the psychometric properties of the newly developed work-nonwork interference instrument were tested (Le. construct validity, discriminant validity, convergent validity and external validity; n = 366). Results from the exploratory phase indicated that South African employees experience various forms of interaction between their work and other dimensions in their personal life (e.g. domestic, leisure, exercise, studies, community, extended family and religion/spirituality). In addition, South African employees experience various stressors in their work environment that contribute to this interaction (i.e. general stressors such as pressure, overload, workload, stressful working arrangements, and strenuous relationships at work, and more occupation-specific stressors such as stressful nature of the job and not being valued in an unsupportive work environment). Additional supportive aspects present in their work environment included supportive work arrangements, supportive relationships at work and occupation satisfaction. Results also indicated consequences specifically related to all the forms of interaction (e.g. time-based consequences, build-up and spillover of emotions, and energy depletion) and consequences that are more related to a specific form of interaction (e.g. mental preoccupation, strain on relationships, managing responsibilities, limiting of work opportunities, energy generation, learned skills). From the exploratory study, very similar findings were obtained and some unique contributions were made to existing workfamily literature. The antecedents mentioned are in line with international literature (physical workload, time pressures, physical stressors, shift work and recipient contact) and the consequences are very similar to categorised consequences reported in international research (i.e. physical, psychological, behavioural, attitudinal, organisational consequences or work, nonwork and health-related consequences). During the second phase a new work-nonwork interference (W-NWI) instrument was developed which differentiates among interference between work and various specific roles in an individuals' personal life (i.e. work-parent interference, parent-work interference, workspouse interference, spouse-work interference, work-religion/spirituality interference, religion/spirituality-work interference, work-domestic interference, domestic-work interference). During the evaluation study various problematic items were eliminated using the Rasch measurement model. The fmal phase included the validation study where the psychometric properties of the new instrument were investigated. The results provided evidence for constrUct, discriminant and convergent validity, reliability and significant relations with external variables. Tills study provides evidence for the psychometric properties of the new instrument, which researchers and managers can use to investigate the specmc interference between work and different nonwork roles in employees' private lives. Recommendations for future research were made. / Thesis (Ph.D. (Industrial Psychology)--North-West University, Potchefstroom Campus, 2010.

Thesis (Ph.D.)--Indiana University, 2008. / Title from screen (viewed on June 4, 2009). Department of Philanthropic Studies, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Robert G. Bringle. Includes vita. Includes bibliographical references (leaves 120-130).

Thesis (M.S.)--Miami University, Dept. of Kinesiology and Health, 2008. / Title from first page of PDF document. Includes bibliographical references.

Aim The thesis set out to examine validations of three observational pain assessment tools and establish nurses’ expectations of them and the factors that might influence them within intensive care unit (ICU) settings. Background The guidelines to pain assessment specific to ICU patients have been of great interest to health professionals over the last 20 years. Pain assessment remains a challenge for most ICU patients due to the difficulty of assessing pain with any precision. Evidence suggests that the Behavioural Pain Scale (BPS) and Critical- Care Pain Observation Tool (CPOT) have demonstrated sound psychometric properties. A review of the relevant literature highlighted the fact that no such studies have yet been conducted with a similar homogenous group in Asia. The Wong-Baker Face Pain Rating Scale (FPRS) is currently widely used for nonverbally communicating patients (NVCPs) with pain in ICU settings, and is even recommended for use with children. Valid assessment tools are required for effective pain assessment in ICU settings, particularly in patients who are experiencing communication difficulties. Design An embedded mixed methods design was employed to: 1) translate Chinese versions of BPS and CPOT, 2) test their validity and reliability of in comparison with FPRS, and 3) establish the nurses’ expectations about the three study scales when undertaking pain assessment by using semi-structured focus group interviews. Methods This thesis initially reviews the literature available to select the most appropriate scales for assessing pain in critically-ill NVCPs. The selected scales were then translated into a Traditional-Chinese version using established procedures for the Taiwanese context. Evaluations of the three pain scales were gathered using quantitative measures of pain scores in NVCPs experiencing painless/painful interventions. These were further compared with a few focus groups to establish the feasibility and utility of the three pain scales. The psychometric properties of the pain scales were assessed for reliability by using internal consistency and inter-rater agreement) and for validity by using content validity, concurrent validity, discriminant validity, and responsiveness. The validity was evaluated using ANOVA to compare the changes between the different procedures. The significance level was set at 0.05. As for the analysis of the qualitative data, this study typically follows the path of aggregating the words into themes of information and presenting the diversity of ideas gathered during the data collection. Results For the 2068 observations in 237 patients, there were no statistical differences between the characteristics of the BPS, CPOT, and FPRS groups. Validity was demonstrated by changes from baseline in the scores of the three groups, which were significantly higher during suction (p < 0.001). In regard to the result for the criterion validity, both BPS and CPOT had moderate positive correlations with FPRS. The internal consistency was excellent; the Cronbach’s α was 0.700 for BPS and 0.821 for CPOT when all items were included. The majority of nurses preferred to use BPS to assess pain in their clinical practice. When the nurses were asked how long they needed and how easy they found it to complete the assessments using these tools, they all agreed that each patient assessments were easier and took the least time when they used FRPS. However, the nurses considered that the most effective pain reaction during nociceptive procedures had been assessed by using BPS. Even though all of the participant nurses stated that CPOT provides a detailed item-description about pain behaviour, it also provided the biggest obstacle to use because of its ambiguous indicators. Conclusions BPS, CPOT and FRPS provide potentially useful measurement scales for assessing pain in ICU NVCPs. However, judging from the inconsistencies between the nurses’ replies, the results could reflect a conflict between the need to use a validated measure of pain for NVCPs on the one hand and managing a heavy workload in the ICU on the other. This study opens up an avenue for investigating further the link between the underlying conceptions of pain behaviour and the effectiveness of pain assessments in NVCPs when using an objective pain measurement.

Esta dissertação, construída a partir da teoria multidimensional da confiança com dimensões cognitivas, afetivas e comportamentais (ROSENBERG & HOVLAND, 1960; CUMMINGS & BROMILEY, 1996; MCALLISTER 1995; JOHNSON & GRAYSON, 2000) tem como objetivo desenvolver e validar uma escala que mensure os componentes afetivos, cognitivos e comportamentais da confiança. Aplicou-se a escala em uma amostra de 480 estudantes. O desenvolvimento da escala utilizou Churchill (1979) como base teórica seguindo os seguintes passos: a) Geração dos itens - através de escalas existentes e entrevistas em profundidade; b) purificação - utilizando análise fatorial exploratória e c) validação - através da análise fatorial confirmatória. Para fins de análise, a primeira metade dos respondentes foi utilizada na etapa exploratória e a outra metade, na etapa confirmatória. Para o teste do impacto das confianças cognitiva, afetiva e comportamental nas intenções de lealdade, foi utilizada a amostra completa. Os resultados mostraram que as confianças afetiva, cognitiva e comportamental são empiricamente distintas e podem ser mensuradas. Conforme esperado, as confianças afetiva e cognitiva tiveram um impacto positivo nas intenções de lealdade, contudo a confiança comportamental não teve impacto significativo. A análise multigrupos mostrou que, em relacionamentos mais longos, as confianças afetiva e cognitiva possuem um impacto maior quando comparadas com relacionamentos menos longos. / This dissertation, based on multidimensional trust theory, aims to develop and test a trust scale that considers affective, cognitive and behavioral aspects. In order to do that, the scale was applied in 480 students. The scale development was based on Churchill (1979) steps: a) Items Generation - using the literature and in-depth interview, b) Purification - using Factorial Exploratory Analysis and c) Validation - using Factorial Confirmatory Analysis. For the development and test of the scale, the sample was divided in two parts: one for the exploratory analysis and the other for confirmatory analysis. For the investigation of the impact of trust dimensions on loyalty intentions the whole sample was used. The results show that cognitive, affective and behavioral dimensions of trust can be empirically distinguished and measured. As expected, the cognitive and affective trusts have significant and positive impact on loyalty intentions, while behavioral trust does not have impact on that. The multigroup analyses show that when the relationship between client and company is longer, the affective and cognitive trusts have higher impact than when the relationship is sorter.

Recent theoretical approaches, such the Psychology of Working perspective (Blustein, 2006; Duffy, Blustein, Diemer, & Autin, 2016), have emphasized social stratification and social justice, and quantitative assessments of these constructs are needed. The current study examines the development and initial validation of the Work and Human Needs Inventory (WAHNI), which assesses the extent to which individuals’ work meets several human needs: survival, power, autonomy, social connection, and purpose. Items were constructed and refined using content analysis of relevant constructs, expert analysis, and a pilot study. Exploratory factor analysis on a sample of 338 working adults revealed five factors: Provision, Purpose, Power, Autonomy, and Connection. Confirmatory factor analyses on a separate sample of 203 working adults supported this factor structure. Scale intercorrelations with the Differential Status Identity Scale (Brown et al., 2002), the MacArthur Scale of Subjective Social Status (Adler, Epel, Castellazzo, & Ickovicks, 2000), and the Meaning in Life Questionnaire (Steger, Frazier, Oishi, & Kaler, 2006) provided validity evidence. Research and practical implications for the WAHNI are discussed.

Social support, and in particular perceived social support, has been established in past research to be related to many areas of functioning. Positive perceptions of social support have been associated with; happiness; well-being; mental health and, in children, school attainment. However, the majority of past research has been conducted in the USA, and little research has looked at perceived social support in the UK. Therefore, an in depth exploration of the perceptions of social support of children, within key stage two in the UK was undertaken to establish children’s viewpoints. This exploration indicates that children in the UK perceive social support from a wide range of sources, some of which have not been discussed in previous literature. These sources include an extensive range of family members, friends, and people in the community, as well as toys and animals. The style of support which children value is also wide ranging; it includes the desire for a sense of being seen and heard; their needs being responded to; time and attention being provided in a fun and interactive way; and having shared experiences or interests with their supporters . The exploration of perceived social support in the UK informed the development of a new scale of perceived social support (SOPSS). This scale has been initially piloted in a small group of children, appropriate adaptations have been made and a large scale pilot has been completed. The analysis of the SOPSS initially provides some good evidence that it is a reliable and valid tool. Although further refinement is required, as well as validation in a larger and more diverse population, the tool initially appears to be a valuable addition to the existing social support literature.