Different value systems are a major source of diversity between people and culture groups. A better understanding of these differences can be a valuable tool when a diverse work force, as found in South Africa, has to be managed. Values can act as a unifying theory for the field of human motivation, as a way of organising the different needs, motives and goals proposed in other theories. The values theory describes aspects of the human psychological structure that are fundamental, aspects presumably common to all humankind. The objective of this study was to investigate the construct equivalence of the values as measured by the Work and Organizational Values Scale for new applicants from different language groups in the South African Police Service (SAPS), and to investigate the relationship between the value patterns of the different language and gender groups. A cross-sectional survey design was used. The study population consisted of two groups who applied for jobs in the South African Police Services (SAPS). The first group consisted of civilians (N=3 400), while the second group consisted of police applicants (N=1 800). The Work and Organizational Values Scale was administered. Descriptive statistics, exploratory factor analyses, and multivariate analysis of variance were used to analyse the results. Principal component analysis with a direct oblimin rotation resulted in two factors. The first factor was interpreted as self-enhancement (power, materialism and prestige) versus conservation (conformity and security). The second factor was interpreted as collectivism (social commitment, relations, and environment) versus individualism (goal-orientedness. stimulation and self-direction). These factors were found to be equivalent for four language groups. Statistically significant differences were found between the value priorities of different language groups as well as genders. However, larger practically significant differences were found between males and females than between different language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

<p>This study investigates how actor status, moral foundations theory and Schwartz values influence the moral judgments of guilt and punishment. I argue that to understand individual values consequences for actions, they must be considered within organizational values and larger institutional logics frameworks. Building off Zerubavel’s conception of a three level cognition (Zerubavel 1999), I argue for a tri level conception of values and morality in order to more fully understand how moral judgements work as well as the social context in which they are shaped. Using original research, I offer evidence of three levels of morality. First, I evaluate actor status on judgments of guilt and punishment. I then evaluate individual moral culture using Schwartz Values (Schwartz 2012; Vaisey and Miles 2014). I evaluate the impact of the organization on moral culture measure through the use of status hierarchies (Sauder, Lynn, and Podolny 2012). Finally, I evaluate broader cultural morality using Moral Foundations Theory (Graham et al. 2016; Kesebir and Haidt 2010). Taken together, these three levels of morality present a more ecologically valid understanding of the ways in which moral culture works from the individual, through the meso-social level and to the broader culture. I demonstrate the complex ways in which moral judgments are influenced by universal concerns, organizational influences and individual characteristics. I find that moral foundations theory conceptions of harm does not predict judgments of guilt and punishment but that Schwartz Values do influence these moral judgments. I also find that it is the actor status that most strongly predicts the outcomes of guilt and punishment. The research provides a foundation for future research of how actor status influences moral judgments of guilt and punishment beyond the limited moral community of the current study.</p> / Dissertation

Different value systems are a major source of diversity between people and culture groups. A better understanding of these differences can be a valuable tool when a diverse work force, as found in South Africa, has to be managed. Values can act as a unifying theory for the field of human motivation, as a way of organising the different needs, motives and goals proposed in other theories. The values theory describes aspects of the human psychological structure that are fundamental, aspects presumably common to all humankind. The objective of this study was to investigate the construct equivalence of the values as measured by the Work and Organizational Values Scale for new applicants from different language groups in the South African Police Service (SAPS), and to investigate the relationship between the value patterns of the different language and gender groups. A cross-sectional survey design was used. The study population consisted of two groups who applied for jobs in the South African Police Services (SAPS). The first group consisted of civilians (N=3 400), while the second group consisted of police applicants (N=1 800). The Work and Organizational Values Scale was administered. Descriptive statistics, exploratory factor analyses, and multivariate analysis of variance were used to analyse the results. Principal component analysis with a direct oblimin rotation resulted in two factors. The first factor was interpreted as self-enhancement (power, materialism and prestige) versus conservation (conformity and security). The second factor was interpreted as collectivism (social commitment, relations, and environment) versus individualism (goal-orientedness. stimulation and self-direction). These factors were found to be equivalent for four language groups. Statistically significant differences were found between the value priorities of different language groups as well as genders. However, larger practically significant differences were found between males and females than between different language groups. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

One of the cornerstones of the R system for statistical computing is the multitude of packages contributed by numerous package authors. This makes an extremely broad range of statistical techniques and other quantitative methods freely available. So far no empirical study has investigated psychological factors that drive authors to participate in the R project. This article presents a study of R package authors, collecting data on different types of participation (number of packages, participation in mailing lists, participation in conferences), three psychological scales (types of motivation, psychological values, and work design characteristics), as well as various sociodemographic factors. The data are analyzed using item response models and subsequent generalized linear models, showing that the most important determinants for participation are a hybrid form of motivation and the social characteristics of the work design. Other factors are found to have less impact or influence only specific aspects of participation. (authors' abstract)

Made available in DSpace on 2014-12-17T13:53:36Z (GMT). No. of bitstreams: 1 AlinnePCQ_DISSERT.pdf: 1893742 bytes, checksum: 7e97cee14efe2142e77ccf54ef3f0ba1 (MD5) Previous issue date: 2013-08-19 / O advento das novas tecnologias e a dinamicidade das mudan?as que estas provocam, impactam diretamente em v?rios aspectos da sociedade, dentre estes, na educa??o. Novas metodologias e mudan?as no processo de ensino-aprendizagem tornam-se pr?ticas cada vez mais frequentes neste campo. O elemento basilar desta nova constitui??o ? o docente, capaz de transformar a utiliza??o desses recursos em ferramentas que favore?am o processo educativo. Essa readequa??o do comportamento exigida por essas constantes mudan?as ? orientada pelos valores pessoais dos sujeitos que vivenciam a situa??o. Os valores s?o idealizados como crit?rios que interferem diretamente nas atitudes, prefer?ncias e at? mesmo no comportamento humano, influenciando no modo como o indiv?duo interpreta as suas pr?prias atitudes e as dos outros, inclusive no ?mbito profissional. Dessa forma, o objetivo geral da presente pesquisa ? analisar as rela??es entre o perfil de uso da tecnologia e os valores dos docentes da UFRN Universidade Federal do Rio Grande do Norte, baseado na escala de valores de Schwartz. Para isso foram utilizados os tipos motivacionais que comp?em a teoria de valores de Schwartz, atrav?s de question?rio aplicado junto aos docentes. Trata-se de uma pesquisa de enfoque anal?tico quantitativo que utiliza um question?rio da escala de valores desenvolvida por Schwartz et al. (2001) conhecida como PVQ (Portrait Values Questionnaire). A pesquisa foi desenvolvida a partir de uma amostra de 200 docentes entre atuantes da modalidade presencial e/ou na modalidade de ensino a dist?ncia. A estrat?gia de an?lise dos dados utilizou t?cnicas de estat?stica descritiva, an?lise de gr?ficos, an?lise das frequ?ncias relativas e a t?cnica estat?stica MANOVA (An?lise Multivariada de Vari?ncia). Os resultados apontaram que os docentes utilizam moderadamente os recursos tecnol?gicos avaliados nesta pesquisa, como ferramenta de apoio pedag?gico. Com rela??o ao perfil de valores, os docentes apresentaram prioridade entre os tipos motivacionais Autodetermina??o, Benevol?ncia e Universalismo, enquanto os menos priorizados foram os de Tradi??o, Realiza??o e Poder, respectivamente. Contudo, n?o foram identificadas rela??es significativas entre o perfil de valores e o perfil de uso da tecnologia entre os docentes estudados nesta pesquisa

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