Zugl.: Berlin, Freie Univ., Diss., 2008

Thesis (Ph.D.)--University of Canterbury, 2007. / Typescript (photocopy). "June 2007." Includes bibliographical references (leaves 169-189). Also available via the World Wide Web.

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<p>Personality assessments are useful measures for identifying an individual's characteristics and how he/she interacts with the world. The 15 factor Questionnaire Plus (15Q+) is an adapted personality assessment measure used in industry to determine the likely behavioral responses an individual will display in a particular setting. It can be used during the selection process to assess the suitability of candidates for a particular position at a company. As a result of unfair practices when using psychometric instruments, it is now imperative that these instruments meet the scientific principles of validity and reliability before it can be used. This is in line with the legistlation pertaining to discrimination and supported by the Health professions Council of South Africa. They encourage a plethora of research to confirm the utility of these measures. The present study was conducted at a South African financial services company where the 15FQ+ is used to identify suitable candidates for financial adviser positions. Through data mining techniques, predictive and criterion data were extracted for 125 financial advisers. The study explored the validity of the 15FQ+ when correlated with the perforkance Indices of the financial advisers. The study also determined whether there were race differences in the responses of the financial advisers to the 15FQ+ as well as their work performance.</p>

Promotion features the functions of screening talents and rewarding employees and is very influential to an organization or a person¡¦s future development. Thus, this study aimed to investigate the factors considered in promoting subordinates, identify the constraints of superiors¡¦ decisions, and construct the process of how superiors make promotion decisions. In-depth interview was adopted in this study. The roles involved in a promotion case, including the superior, the subordinate to be promoted, and colleagues of the promoted subordinate were respectively interviewed to collect success factors considered from various perspectives. By purposive sampling, 30 people in 10 groups serving in general industries and non-profit organizations were interviewed. Through an analysis of the critical behavioral events, a total of 215 behavioral events were collected and the success factors of promotion were divided into 3 constructs and 7 concepts. The 3 constructs were professional performance (professional knowledge and performance appraisal), capabilities (work capability, work behavior, and interpersonal communication), and personality trait (personal traits and human capital). Employees equipped with these conditions could present better performance, form positive interactions and trust with superiors, and meet the requirement of promotion determined by superiors. However, affected by the imminence of filling up a vacancy and diversity of vacant positions, superiors would be subject to 4 types of decision constraints. Based on the conditions that employees acquired, interactive behaviors between subordinates and superiors, and types of decision constraints, a dynamic model of how superiors select subordinates for promotion was proposed.

Thesis (M.A.)--York University, 2007. Graduate Programme in Psychology. / Typescript. Includes bibliographical references (leaves 131-146). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR29269

Thesis (M.A.)--California State University, Chico. / Includes abstract. "Located in the Chico Digital Repository." Includes bibliographical references (p. 47-55).

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2003. / Includes bibliographical references.