Seventy-two employees working in an engineering firm completed a series of surveys assessing their level of job burnout, number of recent stressful life and work events experienced, level or aerobic fitness, and the degree to which each was overweight. A significant and positive relationship was found between the number of stressful work events experienced and job burnout. Multiple regression analysis showed that the number of stressful work events experienced, level of aerobic fitness, and percentage of pounds overweight jointly and significantly contributed to the relationship with job burnout. A discussion of these results and their implications for future research is included.

The purpose of this study was to investigate the effects of differing goal strategies on subjective and physiological indices of workload across time. The sample consisted of 16 males and 24 females from undergraduate psychology classes at the University of Central Florida. Subjects were assigned to four goal conditions: time/accuracy, time, accuracy, and no goal, and asked to perform a computer-based decision making task comparing visual and semantic information. A trial consisted of a 15-minute baseline and three 5-minute task periods. Dependent variables included electromyopotential (EMG) measured in microvolts and a paper and pencil workload scale utilizing a Likert-type format and measuring three dimensions: general psychological stress (GPS) load, mental effort load, and time load. Results indicated that assigned goal strategy had no effect of the workload indices. Analyses of variance and trend analyses, however, revealed them EMG and mental effort load both increased from baseline to talk period 1 then decreased across time. This relationship was just the reverse for GPS load. In addition, time load decreased across time in a significant linear fashion. Zero-order correlational analyses were also performed using all dependent variables. EMG and time load were inversely related during task periods 1 and 2 whereas mental effort and GPS load were related only during task period 1. Results are discussed with reference to future research methodology in the area of workload assessment.

Three valence versions of the model of work motivation described in 1964 by Victor Vroom in Work and Motivation were examined with respect to their relative abilities to predict work effort. The examination was carried out under both the across-subjects and within-subject theoretical assumptions. Previous across-subjects studies had failed to indicate diffrential predictive abilities among the versions of the model with (1) positive and negative valences, (2) only positive valences, and {3) no valences. While previous prediction comparisons had used only across-subjects analysis, this study utilized both across-subjects and within-subject analysis for model comparisons. The sample consisted of 31 employees of a small Virginia manufacturer. Nine model predictions each for overall job effort and effort on each subject's most import.ant task were obtained by the across-subjects analysis. Only one of these 18 predictions was statistically significant. In contrast, six of nine within-subject task effort rank predictions demonstrated statistical significance. The patterns of these findings were generally compatible with the results of previous research. Neither the across-subjects analysis nor the within-subject analysis indicated statistically significant differences among the abilities of the various valence versions of the model to predict effort. The results of the cross-subjects analysis, combined with the findings of earlier studies, yielded the tentative conclusion that the across-subjects theoretical assumption may not be appropriate for tests of the ability of the Vroom force model to predict effort. Three conclusions were tentatively indicated by the results of the within-subject analysis. First, the Vroom force model is a significant, though moderate, predictor of effort. Second, the use of the within-subject theoretical assumption appears appropriate for testing the ability of the Vroom force model to predict effort. Third, the use of valence weights has no effect on the ability of the model to predict effort. / Ph. D.

This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.

This thesis explored the relationship between work overload and procedural justice on job performance. It used planned comparisons to test three hypotheses, which were tested by having the participants (N=132) randomly assigned to groups and perform a proofreading task in two timed intervals. The study design used quantitative methodologies and the procedures and measures were piloted before data collection. A participant exit survey was also employed. Suggestions for future research and study are discussed. The proofreading samples, the exit survey questions and the Mini-Marker Personality Inventory, the informed consent form, and results tables are included.

Call number: LD2668 .T4 1984 M34 / Master of Science

Call number: LD2668 .T4 1984 P43 / Master of Science

The aim of this study was to investigate recruiters thoughts about using work psychological testing for personnel selection. The sample consisted of recruiters with good knowledge of recruitment and active within public organizations. Data was collected using interviews and was analyzed with thematic analysis. The result indicates that the recruiters consider traditional selection methods to function well and that work psychological tests are a good complement. It further indicates that the recruiters cannot rely on the test result. The result also indicates that the recruiters do not consider intelligence to be a good predictor for good work performance in general recruiting situations. A conclusion is that the recruiters view on intelligence as a predictor contributes to a limited use of work psychological testing. Another conclusion is that the use of work psychological testing, as a complement, set recruiters in situations where they rather rely on selection methods with significantly lower predictive performance. / Syftet med studien var att undersöka rekryterares uppfattningar om användning av arbetspsykologiska test vid urval av ny personal. Urvalet bestod av rekryterare som ansågs ha god kännedom om personalrekrytering och verksamma inom offentliga organisationer. Data samlades in genom användning av intervjuer och analyserades med tematisk analys. Resultatet påvisar att rekryterare anser att traditionella urvalsmetoder fungerar bra och att arbetspsykologisk testning är ett bra komplement. Det påvisar vidare att rekryterarna inte kan förlita sig på testresultaten. Resultatet indikerar även att rekryterarna inte anser att begåvning är en bra prediktor för goda arbetsprestationer vid de flesta rekryteringssituationerna. En slutsats är att rekryterarnas syn på begåvning som prediktor medverkar till en ytterst begränsad användning av arbetspsykologisk testning. Ytterligare en slutsats är att användningen av arbetspsykologiska test som komplement riskerar att försätta rekryterarna i situationer där de snarare förlitar sig på metoder med betydligt lägre prognostisk förmåga.

Note from the Library: The fulltext electronic version of this thesis has been removed due to restricted content. Please contact the Unisa Library for more details. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

This research aimed to qualititavely identify any new dimensions of job satsfaction , gender differences among black middle level managers as well as the impact of afrocentric values. Content and process theories provided the theoretical framework in the identification of determinants of job satsfaction. Semi-structured interviews were administered to eight employees in the educational and finacial sector. Interpretative phenomenological analysis was used to analyse the data. The results indicated that no 'new' dimensions of job satisfaction were identified in the selected sample. Behaviour, perceptions and actions, however, manifested against the background of the South African political and socio-economic history, as well as highlighting the process of acculturation. Findings referred to the importance of social needs against the background of ubuntu. The role of the supervisor and the necessity of open communication in the workplace were emphasised. Language issues were highlighted as significant in the perception of exclusion in the workplace. The need for recognition of qualifications and skills against the background of affirmitive action policies was clear. Participants suggested the significance of personal development as manifested in their need for self-actualisation and self-efficacy. Gender differences were prevalent in all determinants of job satisfaction bar recognition of qualifications in the work environment. / Psychology / D.Litt. (Psy)