List of Titles

Quick View

Dimensionality of the neuroticism basic traits inventory scale

- Clifton, Sebastian

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:

Quick View

The relationship between personality and coping amongst members of the South African Police Service

- Govender, Shane Alvin

Authors: Govender, Shane Alvin
Date: 2010-04-19T07:43:44Z
Subjects: South African Police Service officials and employees , Police job stress , Police psychology , Adjustment (Psychology) , Personality
Type: Thesis
Identifier: uj:6785 , http://hdl.handle.net/10210/3215
Description: M.A. , The South African Police Service (SAPS) has an immense responsibility in terms of providing a safe and secure environment for every individual residing in South Africa. Members of this organisation conduct their duties under difficult and often dangerous conditions. These taxing working conditions add tremendous stress to the lives of police officials (Violanti, 1997). The stressors faced by police officials may vary with regard to frequency and intensity. Stressors associated with the working environment may spill over into their personal lives and may also lead to negativity at work which can also affect the quality of service that should be provided by police officials in South Africa. Various factors can be implicated in the stress process (Sulsky & Smith, 2005). Specific ways of coping have been identified in previous and current literature (Suls & Fletcher, 1985; Swanepoel & Pienaar, 2004). The present study focused on identifying a relationship between personality and coping. The coping styles that South African police officials employ also received some attention. Personality was defined as characteristics of the person that account for consistent patterns of feelings, thinking and behaviour. This study focused on the Five Factor Model in the conceptualisation and understanding of personality. The main aim of this study was to investigate the relationship between personality and coping amongst members of the SAPS. Each participant (N = 125) completed a consent form, a biographical questionnaire, the Coping Orientations to Problems Experienced questionnaire (COPE; Carver et al., 1989) and the Basic Traits Inventory (Taylor & De Bruin, 2006). The first research question related to coping strategies South African police officials employ. The second research question focused on what the relationship between the individual Big Five personality traits (Openness to Experience, Conscientiousness, Extroversion, Agreeableness and Neuroticism) and the coping styles (Problem-focused Coping, Emotion-focused Coping and Dysfunctional Coping) of police officials in South Africa.A non-experimental survey design was implemented in this study. Differential and inferential statistics were used to identify the most commonly used coping strategies and the relationship that exists between coping and personality. Examination of the individual personality traits in relation to coping was done through the use of Pearson’s product-moment correlations. The data was analysed using the Statistical Package for the Social Sciences (SPSS, version 15). The results indicated that Extroversion (r = 0.27; p < 0.01), Conscientiousness (r = 0.31; p < 0.01), Agreeableness (r = 0.40; p < 0.01) and Openness to Experience (r = 0.45; p < 0.01) had statistically significant positive relationships with Problem-focused Coping. Neuroticism (r = 0.39; p < 0.01) showed a statistically significant positive correlation with Dysfunctional Coping. Openness to Experience (r = 0.23; p < 0.05) and Agreeableness (r = 0.35; p < 0.01) displayed a statistically significant positive correlation with Emotion-focused Coping. Results in this study indicate that members of the SAPS lean towards using Problemfocused and Emotion-focused strategies rather than Dysfunctional Coping strategies. This study has implications for organisations such as the SAPS as it shed light on the different ways in which individuals are predisposed to cope with stress. It also highlights the influence of personality in the stress process and offers insight into possible ways in which individuals generally cope with stress.
Full Text:

Quick View

Job characteristics and burnout : the confounding and moderating effect of neuroticism

- Thomas, Natasha F.

Authors: Thomas, Natasha F.
Date: 2012-06-05
Subjects: Job characteristics , Burn out (Psychology) , Neuroticism , Job demands , Job stress , Personality , Industrial psychology , Job Demands-Control-Support model , Job Content Questionnaire , Maslach Burnout Inventory , NEO Five-Factor Inventory
Type: Mini-Dissertation
Identifier: uj:2435 , http://hdl.handle.net/10210/4894
Description: M.Comm. , The main aims of this study were explored using the Job Demands-Control-Support (JDCS) model. The first aim was to test the isostrain and buffer hypothesis of the JDCS model. The second aim was to investigate the role that neuroticism played in the relationship referred to above. A cross-sectional design was used. The sample (N=644) represented a diverse range of working participants within the Gauteng region of South Africa. The Job Content Questionnaire (JCQ), the Maslach Burnout Inventory – General Survey (MBI-GS), and the NEO Five-Factor Inventory Revised (NEO-FFI-R) were administered. In terms of the latter, only the items relating to neuroticism were analysed. The results indicated that job characteristics combined additively to predict burnout. Control moderated the relationship between demands and exhaustion. Neuroticism had a main effect on all three dimensions of burnout, and acted as a confounding variable in the relationship between demands and exhaustion. Neuroticism also acted as a buffer between demands and exhaustion, demands and cynicism, demands and professional efficacy, support and exhaustion and support and professional efficacy. The implications, limitations and recommendations relating to these results are discussed.
Full Text:

Quick View

The big five model of personality and academic achievement at university

- Müller, Erika

Authors: Müller, Erika
Date: 2012-06-07
Subjects: Academic achievement , School improvement programs , Personality , Social psychology Research
Type: Thesis
Identifier: uj:8730 , http://hdl.handle.net/10210/5080
Description: D.Phil. , In the Republic of South Africa, higher education institutions today are challenged with the need to address a number of pressing demands. In a new democratic dispensation and following the imperatives set out in the National Plan for Higher Education in South Africa (2001), universities have widened participation to students from all population groups. With the ultimate goal of successful throughput, equal opportunity and access must be provided to all prospective students. However, already in 1996 it was acknowledged that equity of access needs to be combined with equity of success. The White paper (1997, clause 1.18) underlines that the principle of equity requires “fair opportunities both to enter higher education programmes and to succeed in them.” Though equity of access, and hence a more representative student body has been greatly achieved, present statistics and national research findings still confirm ignificant challenges in the retention and successful throughput of students. These results suggest that challenges in this regard remain unresolved. A less contradictory relationship between access to university education and academic success at university level needs to be cultivated. More effective admission and selection decisions, together with the identification of accurate predictors of academic success, can make a positive contribution in solving this dilemma. In the past, selection and placement decisions for studying at a university were made primarily on the basis of performance-related criteria and other cognitive variables. In this study the researcher wanted to determine whether the non-cognitive factor of personality, more particularly as it is represented in the Big Five model of personality (Digman,1990; McCrae & Costa,1987; Goldberg,1990), can be used as predictor of academic achievement (and consequently as a proposed instrument of selection and placement) in a multicultural South African context. The Big Five model of personality represents a hierarchical organisation of personality traits in terms of five basic dimensions called Extraversion, Neuroticism, conscientiousness, Openness to Experience and Agreeableness (McCrae & John, 1992). Although the predictive validity of the Big Five factors in academic achievement has often been researched internationally, less research in this area has been completed in South Africa. Recent work in South Africa showed that measurement equivalence across population groups can be established for South African samples; less work had been done on the equivalence across population groups of the predictive validity of the Big Five factors with reference to academic performance. The overarching aim of the present study was therefore to investigate the relationship between the Big Five personality factors and the academic achievement of first-year B Com university students in South Africa, as well as to examine whether these relationships are equivalent for African and white students. In order to achieve this goal the incremental predictive validity of the Big Five personality factors, compared to cognitive ability, in the academic achievement of students was explored. In addition, the predictive value of Population group above and beyond that of intelligence and personality traits was researched. The possible interaction between the Big Five personality factors and Population group was explored in the final step.
Full Text:

Quick View

Personality and Cognitive Ability as Predictors of the Job Performance of Insurance Sale People

- La Grange, L, Roodt, Gert

Authors: La Grange, L , Roodt, Gert
Date: 2001
Subjects: Job performance , Cognitive ability , Customer contact styles quesstionaire , Personality , Customer Contact Competency Inventory , Verbal evaluation test
Type: Article
Identifier: uj:6416 , http://hdl.handle.net/10210/122
Description: The purpose of this study was to determine whether personality and a measure of cognitive ability (’verbal reasoning ability’) would significantly predict the job performance (’managerial ratings’) of sales people in a large South African insurance company. The Customer Contact Styles Questionnaire (CCSQ 5.2) and the Verbal Evaluation Test (VCC 3) were administered to 170 broker consultants, and their managers rated their job performance on the Customer Contact Competency Inventory (CCCI). By making use of multiple regression analysis it was found that certain personality dimensions significantly predict job performance, and that ’verbal reasoning ability’ did not have any significant predictive power. These findings, the implications thereof and suggestions for possible further research are discussed.
Full Text:

Quick View

The relationship between personality traits and perceived career barriers amongst young adults in South Africa

- Yates, Duncan

Authors: Yates, Duncan
Date: 2012-02-28
Subjects: Personality , Vocational guidance , Career development , Young adults conduct of life , Young adults life skills guide , Young adults employment
Type: Thesis
Identifier: uj:2089 , http://hdl.handle.net/10210/4435
Description: M.A. , Young adults who are entering the world of work are facing increasing challenges, resulting in elevated levels of employment uncertainty and anxiety. Many of these challenges are due to the continuously changing work environment, which is buffeted by the socio-political and economic climate - both in and outside South Africa. Other challenges could be related to factors such as lack of confidence, decision making difficulties, dissatisfaction with career choice and difficulties with social networking. As a result of such challenges young adults may perceive career barriers that would have an impact on their career development. These challenges could be influenced by an individual’s personality traits. The purpose of this study was to ascertain the career barriers most perceived by young adults. The study also aimed to assess whether any relationship exists between personality traits and perceived career barriers. The sample consisted of 193 participants from two universities in South Africa. Each participant completed a biographical data questionnaire, the Basic Traits Inventory- Short Form and the Career Barriers Inventory-Revised. The three highest standardised mean scores for the perceived career barrier scales were Racial Discrimination (M = 4.90), Dissatisfaction with Career (M = 4.56) and Sex Discrimination (M = 4.49). Examination of the individual personality traits in relation to perceived career barriers was done through the use of Pearson’s product-moment correlations. Extroversion yielded statistically significant negative correlations with the following perceived career barriers: Decision–Making Difficulties (r = -0.241; p < 0.01) and Inadequate Preparation (r = -0.149; p < 0.05). Conscientiousness showed a statistically significant positive relationship with Sex Discrimination (r = 0.274; p < 0.01). The results also indicated a statistically significant positive correlation between Agreeableness and Job Market Constraints (r = 0.166; p < 0.05). This study has implications for career guidance counsellors in their endeavours to provide a comprehensive service to young adults who have difficulties overcoming perceived career barriers.
Full Text:

Quick View

Personality, sense of coherence and the coping of working mothers.

- Herbst, L., Coetzee, S., Visser, D.

Authors: Herbst, L. , Coetzee, S. , Visser, D.
Date: 2007
Subjects: Sense of coherence , Coping , Personality , Working mothers
Type: Article
Identifier: uj:6432 , http://hdl.handle.net/10210/1299
Description: The purpose of the study was to examine the relationships between personality dimensions, sense of coherence and coping styles among working mothers. The OPQ, OLQ and COPE questionnaires were administered to 120 married, working mothers. In view of contrasting results obtained by other researchers regarding the dimensionality of the COPE, its factorial validity and internal consistency were assessed. Exploratory factor analysis indicated that the COPE measured five factors with high degrees of internal consistency. Several personality dimensions and sense of coherence variables correlated significantly with the dependent variables (coping styles). It appeared that these independent variables predicted substantial percentages of the variability in the coping styles.
Full Text:

Quick View

Validation of the emotional stability scale of the South African personality inventory

- Cohen, Farren Morgan

Authors: Cohen, Farren Morgan
Date: 2013-07-11
Subjects: Personality , Personality and culture , Personality Assessment Inventory
Type: Thesis
Identifier: uj:7604 , http://hdl.handle.net/10210/8470
Description: M.Phil. (Industrial Psychology) , The equivalent cross-cultural assessment of personality has long been a debatable subject in psychological research. Personologists remain divided as to the universality of personality traits, and as such, their cross-cultural applicability. This argument remains valid within the South African multicultural and multilingual context. In addition to the applicability of various imported personality measures, South Africa’s past misuse of psychological assessments for unfair discriminatory purposes has created many negative perceptions of their utility. This was further corroborated with the promulgation of the Employment Equity Act 55 of 1998 that stipulates that all psychological assessments used in South Africa need to meet the criteria of: a) being scientifically shown to be valid and reliable; b) can be applied fairly to all employees; and c) not biased against any employee or group (Government Gazette, 1998). Currently no validated indigenous model and measure of personality exists in South Africa. Psychological assessments are mainly imported from the United States of America (US) and United Kingdom (UK) and normed to the South African population. Foxcroft, Roodt and Abrahams (2005) acknowledge that many of these assessments, in addition to many locally developed measures, have not been tested for bias nor have they been cross-culturally validated. Furthermore, the theories, models and taxonomies on which these measures are based were developed within a Western context and as such, have not incorporated the unique intricacies of the South African context and its array of cultures and languages. Therefore, the accurate and appropriate measure of personality within South Africa has been impeded.
Full Text:

Quick View

The effects of cognitive factors and personality attributes on learning potential

- Bendixen, Christine Helen

Authors: Bendixen, Christine Helen
Date: 2010-11-22T10:08:50Z
Subjects: Personality , Cognition , Learning ability , Psychology of learning
Type: Thesis
Identifier: uj:7022 , http://hdl.handle.net/10210/3529
Description: M.A. , In this study, a test-train-retest cognitive assessment model was used. The training model for mediation was group-administered, standardised to correspond to a Theorist learning style and presented on video. The aim was to establish whether this form of testing is viable. In addition, the influence of the following variables on learning potential scores was examined: • General cognitive ability (measured by Cattell's Culture Fair Intelligence Test, Scale 2, Form A) . • Fourteen personality factors (measured by the High School Personality Questionnaire) . • Ten motivational traits (measured by the Picture Motivation Tests) . • Four learning styles (measured by the Learning Styles Questionnaire) . The ability to transfer what had been learned during mediation was also examined. Transfer was defined as the difference between the CCFIT, Scale 2, Form A and Form B, (administered as pre-and post-tests). Learning potential scores were defined as the difference between the preand post-test scores of Raven's Standard Progressive Matrices, using a Solomon 4-Group Design to control for possible practice effects. The mediation was standardised according to the LSQ's Theorist learning style using Feuerstein's Set Variations 1 as a teaching tool. The subjects were 120, black (mostly African), Grade 10 learners.
Full Text:

Quick View

The moderating role of conscientiousness in the relations between work engagement and job characteristics

- Malherbe, Abrie

Authors: Malherbe, Abrie
Date: 2012-06-05
Subjects: Conscientiousness , Work engagement , Job demands , Personality , Job stress , Workaholics
Type: Mini-Dissertation
Identifier: uj:2405 , http://hdl.handle.net/10210/4858
Description: M.Phil. , This study investigated the possibility of moderation, confounding and direct effects of conscientiousness on the relationships between job characteristics and work engagement. The job demands-control-support model was used to operationalise the job characteristics. The interaction effects of this model were also investigated. The objectives of this study were pursued by means of moderated hierarchical multiple regression analysis. The results showed that control moderated the effects of demands on work engagement. The study also found that support moderated the effects of control on work engagement. The results provided evidence for a three-way interaction between demands, control and support. Conscientiousness was shown to influence work engagement directly but no significant evidence was found for the confounding and moderating effects of conscientiousness on the relationship between job characteristics and work engagement
Full Text:

Quick View

The relationship between personality types and reward preferences

- Nienaber, Ronél

Authors: Nienaber, Ronél
Date: 2014-06-04
Subjects: Personality , Reward (Psychology) , Employee motivation , Personnel management
Type: Thesis
Identifier: uj:11363 , http://hdl.handle.net/10210/11000
Description: D.Com. (Leadership in Performance and Change) , Against the background of the continuously increasing need of employers to attract and retain key employees and the utilisation of the rewards offering in this process, the aim of this study was firstly to determine the relationship between personality types and reward preferences. In addition, the relationship between different reward categories and underlying reward components in a total rewards framework was identified, the relationships between identified demographic variables and reward preferences were confirmed and the reward categories that contribute most to the attraction, retention and motivation of employees were identified. From the research constructs it can be seen that personality types, personality preferences and motivational theories influence the design of a total rewards framework, which, in tum, enhances the total rewards strategy and employee value proposition (EVP) of an organisation.
Full Text:

Quick View

The relation between conscientiousness, empowerment and performance.

- Sutherland, R., De Bruin, G.P., Crous, F.

Authors: Sutherland, R. , De Bruin, G.P. , Crous, F.
Date: 2007
Subjects: Personality , Empowerment , Conscientiousness , Job performance
Type: Article
Identifier: uj:6454 , http://hdl.handle.net/10210/1393
Description: This study examined the relationship between conscientiousness, empowerment and job performance among information technology professionals. An Employee Empowerment Questionnaire (EEQ), a Conscientiousness Scale and a Social Desirability Scale were administered to 101 information technology customer service engineers. Managers completed a Performance Evaluation Questionnaire (PEQ) for each customer service engineer. The results indicated a significant relationship between conscientiousness and empowerment. A curvilinear relationship was found between empowerment and performance. The practical and theoretical implications of the findings are discussed.
Full Text:

Quick View

Persoonlikheidstipes en droominhoude

- Grobbelaar, Pieter W.

Authors: Grobbelaar, Pieter W.
Date: 2015-10-13
Subjects: Personality , Dreams , Psychology, Pathological
Type: Thesis
Identifier: uj:14280 , http://hdl.handle.net/10210/14739
Description: M.A. (Clinical Psychology) , The theory on the interpretation of dreams is one of Freud's most important contributions to psychology. Unfortunately very little empirical research of Freudian dream theory has been done because of the difficulty in operationalizing Freudian concepts. In this study an attempt has been made to overcome this difficulty by introducing an empirical referent namely manifest dream content. The aim of this study is to indicate that there is a correspondence between personality types and manifest dream content ...
Full Text:

Quick View

Showing items 1 - 20 of 40