An evaluation of the psychometric properties of the Maree Career Matrix
- Authors: Ferreira, Jessica Carla
- Date: 2017
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271830 , uj:28919
- Description: M.Com. (Industrial Psychology) , Abstract: The purpose of this study was to (a) investigate the psychometric properties of the Maree Career Matrix (MCM) on a sample of South African working adults and, (b) to determine whether or not Holland’s six RIASEC vocational personality types could be extracted from the 19 interest categories of the MCM. This study was conducted in response to a growing need for valid and reliable measures of vocational interests in the South African context. The MCM has demonstrated good reliability and validity for high school learners. However, no study to date has investigated the psychometric properties of this measure with a sample of working adults, nor has any study explicitly investigated the structural validity of the MCM. A total of 117 adults from several different industries completed the MCM. The reliability of the 19 MCM interest categories was investigated using Cronbach’s alpha and McDonald’s coefficient omega. Predominantly, coefficients were greater than .70. Structural validity of the 19 interest categories was investigated using principal components analysis and conversion of rectangular to polar coordinates. The results showed evidence of a circular structure among the 19 interest categories and that most of the interest categories were located as theoretically projected. This supported the conclusion that the MCM is structurally valid. RIASEC scales were obtained by summing interest categories that were located as theoretically expected and that had better projection into the aforementioned circular space. Reliability coefficients of the RIASEC scales were mostly greater than .80 and were therefore also mostly satisfactory. Principal components analysis showed that the RIASEC scales had clear circular ordering and that the correct RIASEC ordering occurred. The randomisation test of hypothesised order relations revealed that the circulant ordering model fit the RIASEC correlation matrix appropriately for this sample of adults, thereby providing further evidence for the circular structure of interests as measured by the MCM. As a whole these results show that Holland’s model can indeed be extracted from the MCM interest categories. Overall this study builds on the promising work of earlier research and shows that the MCM is a potentially reliable and valid measure of adults’ vocational interests. Implications for theory and practice are presented.
- Full Text:
- Authors: Ferreira, Jessica Carla
- Date: 2017
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271830 , uj:28919
- Description: M.Com. (Industrial Psychology) , Abstract: The purpose of this study was to (a) investigate the psychometric properties of the Maree Career Matrix (MCM) on a sample of South African working adults and, (b) to determine whether or not Holland’s six RIASEC vocational personality types could be extracted from the 19 interest categories of the MCM. This study was conducted in response to a growing need for valid and reliable measures of vocational interests in the South African context. The MCM has demonstrated good reliability and validity for high school learners. However, no study to date has investigated the psychometric properties of this measure with a sample of working adults, nor has any study explicitly investigated the structural validity of the MCM. A total of 117 adults from several different industries completed the MCM. The reliability of the 19 MCM interest categories was investigated using Cronbach’s alpha and McDonald’s coefficient omega. Predominantly, coefficients were greater than .70. Structural validity of the 19 interest categories was investigated using principal components analysis and conversion of rectangular to polar coordinates. The results showed evidence of a circular structure among the 19 interest categories and that most of the interest categories were located as theoretically projected. This supported the conclusion that the MCM is structurally valid. RIASEC scales were obtained by summing interest categories that were located as theoretically expected and that had better projection into the aforementioned circular space. Reliability coefficients of the RIASEC scales were mostly greater than .80 and were therefore also mostly satisfactory. Principal components analysis showed that the RIASEC scales had clear circular ordering and that the correct RIASEC ordering occurred. The randomisation test of hypothesised order relations revealed that the circulant ordering model fit the RIASEC correlation matrix appropriately for this sample of adults, thereby providing further evidence for the circular structure of interests as measured by the MCM. As a whole these results show that Holland’s model can indeed be extracted from the MCM interest categories. Overall this study builds on the promising work of earlier research and shows that the MCM is a potentially reliable and valid measure of adults’ vocational interests. Implications for theory and practice are presented.
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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
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The moderating effect of core self-evaluative traits on the relationship between job demands and burnout
- Monareng, Kgonnye Palesa Debrah
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
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The relationship between a direct leader's leadership style and employee engagement
- Authors: Mndawe, Monica Busisiwe
- Date: 2019
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/420115 , uj:35758
- Description: Abstract: There is a general perception in corporate environments that, in most instances, employees leave organisations because of their leaders. Leaders play a crucial role in the execution of an organisation’s strategy and in guiding employees on how to implement their roles and responsibilities. This, in turn, enables an organisation to meet its strategic intent. An approach used by leaders to exhibit their leadership conduct can also shape the followers’ level of confidence in their leaders. In the past, researchers attempted to determine the factors that make some leaders efficient and some not and to describe leadership traits that contribute to this efficiency through several features of the events. .. , M.Phil. (Leadership in Emerging Economies)
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- Authors: Mndawe, Monica Busisiwe
- Date: 2019
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/420115 , uj:35758
- Description: Abstract: There is a general perception in corporate environments that, in most instances, employees leave organisations because of their leaders. Leaders play a crucial role in the execution of an organisation’s strategy and in guiding employees on how to implement their roles and responsibilities. This, in turn, enables an organisation to meet its strategic intent. An approach used by leaders to exhibit their leadership conduct can also shape the followers’ level of confidence in their leaders. In the past, researchers attempted to determine the factors that make some leaders efficient and some not and to describe leadership traits that contribute to this efficiency through several features of the events. .. , M.Phil. (Leadership in Emerging Economies)
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