An investigation of gender differences in Holland’s circular/hexagonal model
- Authors: Mintram, Kersha Natalja
- Date: 2018
- Subjects: Sex differences (Psychology) , Vocational guidance - Technique
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271892 , uj:28926
- Description: M.A. (Industrial Psychology) , Abstract: Two main aims were assessed in this study. Firstly, the intention was to investigate structural invariance in Holland’s circular/hexagonal model across gender (i.e., to investigate whether or not there is construct or structural equivalence across gender). The second aim was to evaluate if mean score differences in the RIASEC types (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) and the People-Things and Data-Ideas dimensions across gender exist. This study also investigated if item level bias (differential item functioning) across gender had an impact on the structure of Holland’s circular/hexagonal model or mean scores on the RIASEC types. In total 407 men and women who completed the South African Career Interest Inventory (SACII) participated in the study. A two-way analysis of variance was used to investigate uniform and non-uniform differential item functioning. Only 18 of the 142 SACII items were found to have differential item functioning. The structure of Holland’s vocational/personality model was examined using multidimensional scaling, the randomisation test of hypothesised order relations, and circumplex covariance structure modelling. RIASEC ordering was detected within the obtained data, thus supporting international and South African research. Although the model fit both genders sufficiently and was mostly invariant across gender, the model produced a better fit for women when compared to men. The results are different from earlier South African research that noted that Holland’s circular/hexagonal model was not appropriate for the South African population. Although a better fit was observed for women, the results from this study propose that Holland’s circular ordering/hexagonal model might be more applicable in South Africa than what was suggested in earlier research. Differential item functioning had little impact on the structure of Holland’s circular/hexagonal model as the results held true regardless of whether or not DIF items were removed. The study further investigated if mean score differences in the RIASEC types and the People-Things and Data-Ideas dimensions exist between men and women and if these differences could be attributed to items with differential item functioning. Mean score differences were investigated using independent samples t-tests and discriminant analysis. Mean score differences were noted on the Realistic scale (with men receiving a higher score) and the Social scale (with women scoring higher). Men also scored higher on the Things pole and women higher on the People pole. The mean score differences remained even after items with differential item
- Full Text:
- Authors: Mintram, Kersha Natalja
- Date: 2018
- Subjects: Sex differences (Psychology) , Vocational guidance - Technique
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271892 , uj:28926
- Description: M.A. (Industrial Psychology) , Abstract: Two main aims were assessed in this study. Firstly, the intention was to investigate structural invariance in Holland’s circular/hexagonal model across gender (i.e., to investigate whether or not there is construct or structural equivalence across gender). The second aim was to evaluate if mean score differences in the RIASEC types (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) and the People-Things and Data-Ideas dimensions across gender exist. This study also investigated if item level bias (differential item functioning) across gender had an impact on the structure of Holland’s circular/hexagonal model or mean scores on the RIASEC types. In total 407 men and women who completed the South African Career Interest Inventory (SACII) participated in the study. A two-way analysis of variance was used to investigate uniform and non-uniform differential item functioning. Only 18 of the 142 SACII items were found to have differential item functioning. The structure of Holland’s vocational/personality model was examined using multidimensional scaling, the randomisation test of hypothesised order relations, and circumplex covariance structure modelling. RIASEC ordering was detected within the obtained data, thus supporting international and South African research. Although the model fit both genders sufficiently and was mostly invariant across gender, the model produced a better fit for women when compared to men. The results are different from earlier South African research that noted that Holland’s circular/hexagonal model was not appropriate for the South African population. Although a better fit was observed for women, the results from this study propose that Holland’s circular ordering/hexagonal model might be more applicable in South Africa than what was suggested in earlier research. Differential item functioning had little impact on the structure of Holland’s circular/hexagonal model as the results held true regardless of whether or not DIF items were removed. The study further investigated if mean score differences in the RIASEC types and the People-Things and Data-Ideas dimensions exist between men and women and if these differences could be attributed to items with differential item functioning. Mean score differences were investigated using independent samples t-tests and discriminant analysis. Mean score differences were noted on the Realistic scale (with men receiving a higher score) and the Social scale (with women scoring higher). Men also scored higher on the Things pole and women higher on the People pole. The mean score differences remained even after items with differential item
- Full Text:
Dimensionality of the conscientiousness scale of the basic traits inventory
- Van der Westhuizen, Jonathan
- Authors: Van der Westhuizen, Jonathan
- Date: 2020
- Subjects: Personality - Inventories
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/452439 , uj:39905
- Description: Abstract: The purpose of this study was to examine the dimensionality of the Conscientiousness scale of the Basic Traits Inventory in order to ascertain the readiness of the scale for computeradaptive testing applications (Gershon, 2004; Weiss & Gibbons, 2007). This contributes to the overall understanding of the application of the Five Factor Model of personality (Costa Jr & McCrae, 1992a) in the South African context. The Conscientiousness scale comprises the general factor Conscientiousness and five group factors or facets, namely, Effort, Order, Dutifulness, Prudence, and Self-Discipline (Taylor & De Bruin, 2006). The complexity of measuring personality through scales presents a challenge to researchers as personality scales are typically comprised of many heterogeneous items in order to improve the reliability and validity of the scale (Reise, Morizot, & Hays, 2007). While researchers may strive to develop scales of items that contain only a single dimension, typically, many dimensions appear during the study of a construct due to the construct’s complexity. Scales that contain a single dimension, a property known as unidimensionality, have thus been sought after for their effectiveness in research as they allow for unambiguous interpretation of a single score, enhance reliability and validity of the scale, and are generally easier to apply in other contexts, such as computerised testing (Gershon, 2004; Weiss & Gibbons, 2007)... , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Van der Westhuizen, Jonathan
- Date: 2020
- Subjects: Personality - Inventories
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/452439 , uj:39905
- Description: Abstract: The purpose of this study was to examine the dimensionality of the Conscientiousness scale of the Basic Traits Inventory in order to ascertain the readiness of the scale for computeradaptive testing applications (Gershon, 2004; Weiss & Gibbons, 2007). This contributes to the overall understanding of the application of the Five Factor Model of personality (Costa Jr & McCrae, 1992a) in the South African context. The Conscientiousness scale comprises the general factor Conscientiousness and five group factors or facets, namely, Effort, Order, Dutifulness, Prudence, and Self-Discipline (Taylor & De Bruin, 2006). The complexity of measuring personality through scales presents a challenge to researchers as personality scales are typically comprised of many heterogeneous items in order to improve the reliability and validity of the scale (Reise, Morizot, & Hays, 2007). While researchers may strive to develop scales of items that contain only a single dimension, typically, many dimensions appear during the study of a construct due to the construct’s complexity. Scales that contain a single dimension, a property known as unidimensionality, have thus been sought after for their effectiveness in research as they allow for unambiguous interpretation of a single score, enhance reliability and validity of the scale, and are generally easier to apply in other contexts, such as computerised testing (Gershon, 2004; Weiss & Gibbons, 2007)... , M.Com. (Industrial Psychology)
- Full Text:
Dimensionality of the neuroticism basic traits inventory scale
- Authors: Clifton, Sebastian
- Date: 2014-06-19
- Subjects: Neuroses , Personality
- Type: Thesis
- Identifier: uj:11549 , http://hdl.handle.net/10210/11256
- Description: M.Com. (Industrial Psychology) , This study was conducted to examine the dimensionality of the Neuroticism scale of the Basic Traits Inventory in order to contribute to the larger project of developing computer adaptive testing for the five scales of the Basic Traits Inventory. The Neuroticism scale comprises the general factor of Neuroticism and four group factors or facets, namely, Affective Instability, Depression, Self-Consciousness, and Anxiety (Taylor & De Bruin, 2006; Taylor & De Bruin, 2013). Personality constructs and scales are complex as they typically comprise heterogeneous items for reliability and validity purposes (Reise, Morizot, & Hays, 2007). It is therefore to be expected that some studies present evidence of a scale that measures an overarching single dimension – unidimensionality – whilst other studies find evidence of multiple dimensions – multidimensionality (Gibbons et al., 2007; Immekus & Imbrie, 2008; Reise, Moore, & Haviland, 2010). Consequently, specification of a strictly unidimensional model is often not realistic for complex personality constructs and scales. However, test-developers and researchers aspire to unidimensionality (Zinbarg, Yovel, Revelle, & McDonald, 2006) as unidimensionality allows for the unambiguous interpretation of scale scores (Reise et al., 2010), is considered a precondition to reliability and validity, encourages the use of a total score (Netemeyer, Bearden, & Sharma, 2003), meets the unidimensional assumption of item response theory models, and is the prerequisite for the development of computer adaptive testing (Thomas, 1990; Weiss & Gibbons, 2007). Against this background, the key question that was posed in this study was not whether the Neuroticism scale was strictly unidimensional or not, but rather if the scale was unidimensional enough to allow for the meaningful interpretation of a total score (Morizot, Ainsworth, & Reise, 2009). This study focussed on attaining evidence of the presence of a strong general factor which would justify the interpretation of a total score and for applying unidimensional item response theory models to the scale (Reise, 2012). The Basic Traits Inventory was completed by 1 966 participants from various industries and organisations within South Africa. Statistical analyses were performed on the responses to the Neuroticism scale. Confirmatory factor analysis was used to investigate the unidimensionality and strength of the general factor of the scale, while evaluating the influence of multidimensionality on the interpretation of the general factor or the total score. This dimensionality investigation of the scale was achieved by comparing three confirmatory factor models using the goodness-of-fit indices and the standardised factor loadings of the models. The competing structural models were: a one-factor or unidimensional model which represented the general factor and interpretation of a total score for the scale; a four-factor or multidimensional model which represented the multiple factors of the scale and therefore the interpretation of the group factors or facets; and a bifactor model which allowed for the examination of the strength of the general factor in comparison to that of the group factors of the scale. The results of this study confirmed that the Neuroticism scale is multidimensional as the scale comprises multiple group factors or facets. However, the findings of the study revealed the strong presence of a general factor that runs through all the items of the scale, and consequently suggest that efforts to make use of and interpret separate subscale scores lack the needed empirical evidence to do so. In essence, the findings of the study demonstrated that the presence of unidimensionality in the scale is prominent despite the multidimensionality of the scale, which confirmed that the interpretation of the total score for the scale is justified and preferred irrespective of the multidimensionality of the scale. Overall, the findings and evidence of this study proposed that the Neuroticism scale is unidimensional enough to meet the unidimensional assumption of item response theory models. Accordingly, these results support the advancement of adapting the Neuroticism scale of the Basic Traits Inventory for computer adaptive testing (Reise, 2012; Thomas, 1990; Weiss & Gibbons, 2007). This study further confirmed that when developing a multifaceted scale, it is essential to analyse the dimensionality of the scale in order to determine what the scale is actually measuring. The bifactor model can be employed in the development, exploration and confirmation of the dimensionality of the scale to examine the strength of the general factor relative to the multiple group factors of the scale.
- Full Text:
- Authors: Clifton, Sebastian
- Date: 2014-06-19
- Subjects: Neuroses , Personality
- Type: Thesis
- Identifier: uj:11549 , http://hdl.handle.net/10210/11256
- Description: M.Com. (Industrial Psychology) , This study was conducted to examine the dimensionality of the Neuroticism scale of the Basic Traits Inventory in order to contribute to the larger project of developing computer adaptive testing for the five scales of the Basic Traits Inventory. The Neuroticism scale comprises the general factor of Neuroticism and four group factors or facets, namely, Affective Instability, Depression, Self-Consciousness, and Anxiety (Taylor & De Bruin, 2006; Taylor & De Bruin, 2013). Personality constructs and scales are complex as they typically comprise heterogeneous items for reliability and validity purposes (Reise, Morizot, & Hays, 2007). It is therefore to be expected that some studies present evidence of a scale that measures an overarching single dimension – unidimensionality – whilst other studies find evidence of multiple dimensions – multidimensionality (Gibbons et al., 2007; Immekus & Imbrie, 2008; Reise, Moore, & Haviland, 2010). Consequently, specification of a strictly unidimensional model is often not realistic for complex personality constructs and scales. However, test-developers and researchers aspire to unidimensionality (Zinbarg, Yovel, Revelle, & McDonald, 2006) as unidimensionality allows for the unambiguous interpretation of scale scores (Reise et al., 2010), is considered a precondition to reliability and validity, encourages the use of a total score (Netemeyer, Bearden, & Sharma, 2003), meets the unidimensional assumption of item response theory models, and is the prerequisite for the development of computer adaptive testing (Thomas, 1990; Weiss & Gibbons, 2007). Against this background, the key question that was posed in this study was not whether the Neuroticism scale was strictly unidimensional or not, but rather if the scale was unidimensional enough to allow for the meaningful interpretation of a total score (Morizot, Ainsworth, & Reise, 2009). This study focussed on attaining evidence of the presence of a strong general factor which would justify the interpretation of a total score and for applying unidimensional item response theory models to the scale (Reise, 2012). The Basic Traits Inventory was completed by 1 966 participants from various industries and organisations within South Africa. Statistical analyses were performed on the responses to the Neuroticism scale. Confirmatory factor analysis was used to investigate the unidimensionality and strength of the general factor of the scale, while evaluating the influence of multidimensionality on the interpretation of the general factor or the total score. This dimensionality investigation of the scale was achieved by comparing three confirmatory factor models using the goodness-of-fit indices and the standardised factor loadings of the models. The competing structural models were: a one-factor or unidimensional model which represented the general factor and interpretation of a total score for the scale; a four-factor or multidimensional model which represented the multiple factors of the scale and therefore the interpretation of the group factors or facets; and a bifactor model which allowed for the examination of the strength of the general factor in comparison to that of the group factors of the scale. The results of this study confirmed that the Neuroticism scale is multidimensional as the scale comprises multiple group factors or facets. However, the findings of the study revealed the strong presence of a general factor that runs through all the items of the scale, and consequently suggest that efforts to make use of and interpret separate subscale scores lack the needed empirical evidence to do so. In essence, the findings of the study demonstrated that the presence of unidimensionality in the scale is prominent despite the multidimensionality of the scale, which confirmed that the interpretation of the total score for the scale is justified and preferred irrespective of the multidimensionality of the scale. Overall, the findings and evidence of this study proposed that the Neuroticism scale is unidimensional enough to meet the unidimensional assumption of item response theory models. Accordingly, these results support the advancement of adapting the Neuroticism scale of the Basic Traits Inventory for computer adaptive testing (Reise, 2012; Thomas, 1990; Weiss & Gibbons, 2007). This study further confirmed that when developing a multifaceted scale, it is essential to analyse the dimensionality of the scale in order to determine what the scale is actually measuring. The bifactor model can be employed in the development, exploration and confirmation of the dimensionality of the scale to examine the strength of the general factor relative to the multiple group factors of the scale.
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Effects of managers’ goal setting styles on subordinates’ degrees of commitment
- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
- Full Text:
- Authors: Van Lill, Xander
- Date: 2019
- Subjects: Goal setting in personnel management , Strategic planning , Employee motivation
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/291980 , uj:31722
- Description: Abstract: Background: Given the centrality of goal setting to managerial roles, it is surprising that limited attention has been paid to the impact of managers’ goal setting styles on subordinates’ goal reactions. This, in part, could be attributed to the absence of a coherent theoretical account of managers’ goal setting styles. A limited understanding and contradictory views surrounding subordinates’ goal reactions might also have restricted the number of studies on the interpersonal exchanges between managers and subordinates when setting goals. Considering the limited research, it is not surprising that predictive models of hierarchical goal setting are restricted to a few direct effects. Models that uncover the psychological processes underlying the serial formation of subordinates’ goal reactions to managers’ goal setting styles could, however, provide a more eloquent representation of hierarchical goal setting. Other interpersonal factors and individual characteristics, such as supervisor-focussed justice and the dimensions of the Five-factor Model of Personality (also referred to as the Big Five personality traits) could also have bearing on the ways in which subordinates make sense of managers’ goal setting styles, and might have implications for the ways in which subordinates react to goals. Research objectives: In order to address the shortcomings with respect to managers’ goal setting behaviours, Objective 1 was to investigate whether eight styles could be differentiated and arranged around the circumference of a circle (also known as a circumplex model). The eight factors differentiated included the reasonable, deliberative, considerate, complaisant, distorted, hostile, disregardful, and directive styles. Objective 2 was to address the theoretical paucity regarding goal reactions by establishing the extent to which four higher-order factors (each consisting of a cognitive, affective, volitional, and behavioural intentional facet) could be differentiated and presented in a typology. Goal reactions were conceived to consist of goal commitment, compliance, withdrawal, and resistance. Based on the premise that more coherent and differentiated models of styles and reactions could be developed, Objective 3 of the study was to investigate the serial indirect effects of goal setting styles on goal reactions, thereby uncovering the cognitive motivational mechanisms underlying hierarchical goal setting. Supervisor-focussed justice was further included as a variable in the serial mediational models to address Objective 4, which was to investigate the fairness criteria that subordinates employ when making sense of managers’ goal setting styles. Finally, Objective 5 was to determine the moderating effects of personality traits on the... , Ph.D. (Industrial Psychology)
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Psychological neoteny in relation to age and gender
- Benetti-Longhini, Cara Deanna
- Authors: Benetti-Longhini, Cara Deanna
- Date: 2018
- Subjects: Developmental psychology , Age (Psychology) , Childishness
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282454 , uj:30428
- Description: M.Phil. (Industrial Psychology) , Abstract: Psychological neoteny is a relatively new concept in the field of psychology, and refers to the retention of youthful characteristics into adulthood. Research on this concept is limited, but there is knowledge of potential benefits it holds for our youthful, creative, and innovative society, particularly in the workplace. The main aims of this study were to investigate (1) the relationship between psychological neoteny and age and (2) to determine whether gender moderates the relationship between psychological neoteny and age. The study was conducted by means of a quantitative, cross-sectional research design. The Neoteny Personality Questionnaire (NPQ) was administered to working individuals and students in the Gauteng Province (n = 391). The results indicated that psychological neoteny has no relation to age. Furthermore, the results indicated that gender does not moderate the relationship between psychological neoteny and age.
- Full Text:
- Authors: Benetti-Longhini, Cara Deanna
- Date: 2018
- Subjects: Developmental psychology , Age (Psychology) , Childishness
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/282454 , uj:30428
- Description: M.Phil. (Industrial Psychology) , Abstract: Psychological neoteny is a relatively new concept in the field of psychology, and refers to the retention of youthful characteristics into adulthood. Research on this concept is limited, but there is knowledge of potential benefits it holds for our youthful, creative, and innovative society, particularly in the workplace. The main aims of this study were to investigate (1) the relationship between psychological neoteny and age and (2) to determine whether gender moderates the relationship between psychological neoteny and age. The study was conducted by means of a quantitative, cross-sectional research design. The Neoteny Personality Questionnaire (NPQ) was administered to working individuals and students in the Gauteng Province (n = 391). The results indicated that psychological neoteny has no relation to age. Furthermore, the results indicated that gender does not moderate the relationship between psychological neoteny and age.
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Revising the Industrial Test Battery using the Rasch Model for measurement
- Authors: Tabane, Letsholo Michael
- Date: 2017
- Subjects: Intelligence tests , Psychology - Mathematical models , Rasch, G. (Georg), 1901-1980
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/271955 , uj:28934
- Description: Ph.D. (Industrial Psychology) , Abstract: Please refer to full text to view abstract.
- Full Text:
- Authors: Tabane, Letsholo Michael
- Date: 2017
- Subjects: Intelligence tests , Psychology - Mathematical models , Rasch, G. (Georg), 1901-1980
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/271955 , uj:28934
- Description: Ph.D. (Industrial Psychology) , Abstract: Please refer to full text to view abstract.
- Full Text:
The development and validation of a model of work-related integrity
- Authors: Van Zyl, Casper J.J.
- Date: 2016
- Subjects: Personality and occupation , Work environment - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376906 , http://hdl.handle.net/10210/241084 , uj:24812
- Description: Abstract: The present study aimed to develop and validate a personality-based model of workplace deviance or counterproductive work behavior (CWB). The model consisted of salient dispositional factors considered to be predictive of CWB, either in a unidimensional, or multidimensional capacity, or both. Literature on concepts such as counterproductive work behavior, integrity testing, dark personality, the dark triad of personality and attribution styles informed the selection of traits for inclusion in the model. The shortcomings of selected personality based models of CWB were considered and a dual process account of CWB was postulated. In addition to considering normal personality and its relationship to CWB, this study also argued for the consideration of dark personality constructs as predictors of CWB. In particular, the dark triad of personality was suggested and it was argued that contemporary conceptualisations of dark personality constructs (i.e., psychopathy) enable their measurement in ‘normal’ populations. To examine the predicted relationships between the operationalised personality constructs of the model and the counterproductive criterion variables, the psychometric properties for the developed measures were examined in low stakes (n = 952) and high stakes (n = 401) conditions separately, and in combination. The combined sample included 1353 working adults ranging between 18 and 78 years of age (mean = 35.6, SD = 11.9). There were 619 (45.8%) men. The ethnic distribution included 534 (39.5%) Black/African, 381 (28.2%) White, 138 (10.2%) Coloured, 113 (8.4%) Indian, 11(0.8%) Asian and 176 (12%) unspecified. Construct validity results using confirmatory factor analysis and Rasch analysis found satisfactory fit for all items and scales in all three conditions. These results allowed for the examination of concurrent predictive validity. Bivariate correlation and linear regression analysis supported the concurrent validity for 11 of the 12 scales for the prediction of interpersonal and organisational CWB. In addition, quantile regression analysis provided a much more nuanced understanding of the relationships between the predictor and predicted variables in the study. Lastly, good evidence for convergent validity was found with the Hare Self-Report Psychopathy Scale. The results of this study supported the use of the personality variables of the model for the prediction of deviant behaviour in organisational settings. , D.Phil.
- Full Text:
- Authors: Van Zyl, Casper J.J.
- Date: 2016
- Subjects: Personality and occupation , Work environment - Psychological aspects , Psychology, Industrial
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/376906 , http://hdl.handle.net/10210/241084 , uj:24812
- Description: Abstract: The present study aimed to develop and validate a personality-based model of workplace deviance or counterproductive work behavior (CWB). The model consisted of salient dispositional factors considered to be predictive of CWB, either in a unidimensional, or multidimensional capacity, or both. Literature on concepts such as counterproductive work behavior, integrity testing, dark personality, the dark triad of personality and attribution styles informed the selection of traits for inclusion in the model. The shortcomings of selected personality based models of CWB were considered and a dual process account of CWB was postulated. In addition to considering normal personality and its relationship to CWB, this study also argued for the consideration of dark personality constructs as predictors of CWB. In particular, the dark triad of personality was suggested and it was argued that contemporary conceptualisations of dark personality constructs (i.e., psychopathy) enable their measurement in ‘normal’ populations. To examine the predicted relationships between the operationalised personality constructs of the model and the counterproductive criterion variables, the psychometric properties for the developed measures were examined in low stakes (n = 952) and high stakes (n = 401) conditions separately, and in combination. The combined sample included 1353 working adults ranging between 18 and 78 years of age (mean = 35.6, SD = 11.9). There were 619 (45.8%) men. The ethnic distribution included 534 (39.5%) Black/African, 381 (28.2%) White, 138 (10.2%) Coloured, 113 (8.4%) Indian, 11(0.8%) Asian and 176 (12%) unspecified. Construct validity results using confirmatory factor analysis and Rasch analysis found satisfactory fit for all items and scales in all three conditions. These results allowed for the examination of concurrent predictive validity. Bivariate correlation and linear regression analysis supported the concurrent validity for 11 of the 12 scales for the prediction of interpersonal and organisational CWB. In addition, quantile regression analysis provided a much more nuanced understanding of the relationships between the predictor and predicted variables in the study. Lastly, good evidence for convergent validity was found with the Hare Self-Report Psychopathy Scale. The results of this study supported the use of the personality variables of the model for the prediction of deviant behaviour in organisational settings. , D.Phil.
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