The relationship between personality traits and vocational interests.
- Authors: De Bruin, G.P.
- Date: 2002
- Subjects: Vocational interest , Personality traits , 19-Field interest inventory , 16 Personality factor questionnaire , Factor extension analysis
- Type: Article
- Identifier: uj:6572 , http://hdl.handle.net/10210/2872
- Description: This study examined the relationship between vocational interests and basic personality traits.The interest fields of the 19-Field-Interest Inventory were related to the second order factors of the 16 Personality Factor Questionnaire by means of a factor extension analysis. The results showed that extroverts tend to be interested in ¢elds related to social contact and the influencing of other people. Emotionally sensitive individuals tend to be interested in the arts and languages. Independent individuals tend to be interested in creative thinking. The implications of the findings for career counselling are discussed.
- Full Text:
- Authors: De Bruin, G.P.
- Date: 2002
- Subjects: Vocational interest , Personality traits , 19-Field interest inventory , 16 Personality factor questionnaire , Factor extension analysis
- Type: Article
- Identifier: uj:6572 , http://hdl.handle.net/10210/2872
- Description: This study examined the relationship between vocational interests and basic personality traits.The interest fields of the 19-Field-Interest Inventory were related to the second order factors of the 16 Personality Factor Questionnaire by means of a factor extension analysis. The results showed that extroverts tend to be interested in ¢elds related to social contact and the influencing of other people. Emotionally sensitive individuals tend to be interested in the arts and languages. Independent individuals tend to be interested in creative thinking. The implications of the findings for career counselling are discussed.
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Psychological Attributes of Successful Trainee Accountants
- Authors: Strbac, Esmari , Roodt, Gert
- Date: 2005
- Subjects: Work environment , Academic performance , Personality traits , Examination pass rate , Work performance , Verbal evaluation questionnaire
- Type: Article
- Identifier: uj:6413 , http://hdl.handle.net/10210/120
- Description: It is suggested that certain psychological attributes of accounting graduates are significant predictors of the later success of trainee accountants in the work environment. Since selection is a key human resources function in public accounting firms the present study investigated the relationship between academic performance, specific personality traits, examination pass rate and the work performance of a sample (N = 77) of trainee accountants from an international, mid-sized firm. The results indicate that the majority of cases could be correctly predicted as successful or not by a verbal ability variable and that the criterion measure developed for this study (Cronbach alpha = 0,95) can be used successfully to measure the work performance of trainee accountants. The importance of academic performance as well as the pass rate in the qualifying examinations are also discussed.
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- Authors: Strbac, Esmari , Roodt, Gert
- Date: 2005
- Subjects: Work environment , Academic performance , Personality traits , Examination pass rate , Work performance , Verbal evaluation questionnaire
- Type: Article
- Identifier: uj:6413 , http://hdl.handle.net/10210/120
- Description: It is suggested that certain psychological attributes of accounting graduates are significant predictors of the later success of trainee accountants in the work environment. Since selection is a key human resources function in public accounting firms the present study investigated the relationship between academic performance, specific personality traits, examination pass rate and the work performance of a sample (N = 77) of trainee accountants from an international, mid-sized firm. The results indicate that the majority of cases could be correctly predicted as successful or not by a verbal ability variable and that the criterion measure developed for this study (Cronbach alpha = 0,95) can be used successfully to measure the work performance of trainee accountants. The importance of academic performance as well as the pass rate in the qualifying examinations are also discussed.
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Predicting work performance through selection interview ratings and psychological assessment.
- Nzama, L., De Beer, M., Visser, D.
- Authors: Nzama, L. , De Beer, M. , Visser, D.
- Date: 2008
- Subjects: Work performance , Psychological assessment , Personality traits , Cognitive functioning , Cognitive process profile
- Type: Article
- Identifier: uj:5701 , http://hdl.handle.net/10210/2948
- Description: The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for.
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- Authors: Nzama, L. , De Beer, M. , Visser, D.
- Date: 2008
- Subjects: Work performance , Psychological assessment , Personality traits , Cognitive functioning , Cognitive process profile
- Type: Article
- Identifier: uj:5701 , http://hdl.handle.net/10210/2948
- Description: The aim of the study was to establish whether selection interviews used in conjunction with psychological assessments of personality traits and cognitive functioning contribute to predicting work performance. The sample consisted of 102 managers who were appointed recently in a retail organisation. The independent variables were selection interview ratings obtained on the basis of structured competency-based interview schedules by interviewing panels, five broad dimensions of personality defined by the Five Factor Model as measured by the 15 Factor Questionnaire (15FQ+), and cognitive processing variables (current level of work, potential level of work, and 12 processing competencies) measured by the Cognitive Process Profile (CPP). Work performance was measured through annual performance ratings that focused on measurable outputs of performance objectives. Only two predictor variables correlated statistically significantly with the criterion variable, namely interview ratings (r = 0.31) and CPP Verbal Abstraction (r = 0.34). Following multiple regression, only these variables contributed significantly to predicting work performance, but only 17.8% of the variance of the criterion was accounted for.
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Die verband tussen sekere persoonlikheidseienskappe en transformasionele leierskap.
- Authors: Van Rensburg, C. , Crous, F.
- Date: 2000
- Subjects: Personality traits , Transformational leadership , Transformational leaders
- Type: Article
- Identifier: uj:6447 , http://hdl.handle.net/10210/1387
- Description: The relationship between certain personality traits and transformational leadership. The purpose of the study was to investigate certain personality characteristics of transformational leaders. The Jackson Personality Research Form (PRF-E) and the Multifactor Leadership Questionnaire (MLQ) of Bass and Avolio were administered to a random sample of 164 middle and top managers. The results of t-test analyses yielded statistically significant differences between certain personality traits of transformational versus non-transformational leaders. Using a stepwise logistical regression analysis, a prediction model was created to predict transformational leadership using four personality traits of the Jackson PRF-E. The findings provide support to the central hypothesis of this study and the implications of these results on transformational leadership are discussed.
- Full Text:
- Authors: Van Rensburg, C. , Crous, F.
- Date: 2000
- Subjects: Personality traits , Transformational leadership , Transformational leaders
- Type: Article
- Identifier: uj:6447 , http://hdl.handle.net/10210/1387
- Description: The relationship between certain personality traits and transformational leadership. The purpose of the study was to investigate certain personality characteristics of transformational leaders. The Jackson Personality Research Form (PRF-E) and the Multifactor Leadership Questionnaire (MLQ) of Bass and Avolio were administered to a random sample of 164 middle and top managers. The results of t-test analyses yielded statistically significant differences between certain personality traits of transformational versus non-transformational leaders. Using a stepwise logistical regression analysis, a prediction model was created to predict transformational leadership using four personality traits of the Jackson PRF-E. The findings provide support to the central hypothesis of this study and the implications of these results on transformational leadership are discussed.
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Die meting van die gelyktydige hantering van teenstrydige en dubbelsinnige inligting as kritieke eienskap in 'n verkeidenheid van beroepe.
- De Villiers, W.S., Raubenheimer, I. van W.
- Authors: De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1983
- Subjects: Conflicting information , Ambiguous information , In basket exercise , Intelligence , Sensory cognitive judgement , Personality traits
- Type: Article
- Identifier: uj:6555 , http://hdl.handle.net/10210/2786
- Description: Since very little is known about how to deal with conflicting and ambiguous information as a work attribute an attempt was made to define this particular construct and subject it to empirical research. An instrument (the in basket exercise) was developed to measure employees' efficiency in dealing with conflicting and ambiguous information. This instrument together with instruments for measuring a number of related traits were administered to 468 subjects. It was determined that the capacity to deal with conflicting and ambiguous information has a certain relationship with intelligence and sensory cognitive judgment. No relationship could be found with certain personality traits. In all probability a separate construct is indicated by this research.
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- Authors: De Villiers, W.S. , Raubenheimer, I. van W.
- Date: 1983
- Subjects: Conflicting information , Ambiguous information , In basket exercise , Intelligence , Sensory cognitive judgement , Personality traits
- Type: Article
- Identifier: uj:6555 , http://hdl.handle.net/10210/2786
- Description: Since very little is known about how to deal with conflicting and ambiguous information as a work attribute an attempt was made to define this particular construct and subject it to empirical research. An instrument (the in basket exercise) was developed to measure employees' efficiency in dealing with conflicting and ambiguous information. This instrument together with instruments for measuring a number of related traits were administered to 468 subjects. It was determined that the capacity to deal with conflicting and ambiguous information has a certain relationship with intelligence and sensory cognitive judgment. No relationship could be found with certain personality traits. In all probability a separate construct is indicated by this research.
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'n Ondersoek na die persoonlikheidseienskappe van inbelsentrumkonsultante wat werkbevrediging ervaar.
- Möller, Y., Crous, F., Schepers, J.M.
- Authors: Möller, Y. , Crous, F. , Schepers, J.M.
- Date: 2004
- Subjects: Personality traits , Call centre consultants , Staff turnover , Work satisfaction
- Type: Article
- Identifier: uj:6357 , http://hdl.handle.net/10210/1100
- Description: An investigation into the personality traits of call centre consultants. Despite the fact that nearly all service organisations in South Africa use call centres to interact with clients, there is limited research detailing the factors that influence staff turnover. It was therefore decided to investigate the personality traits of call centre consultants who experience work satisfaction. This information could help organisations to maintain an effective approach in managing staff turnover. The Minnesota Satisfaction Questionnaire (MSQ) and Jackson Personality Research Form (PRF-E) were applied to a sample of 103 persons. The results showed that there was not a unique personality profile in respect of work satisfaction. However, a self-assertive personality type was identified that is dissatisfied with the extent of work variety in call centres.
- Full Text:
- Authors: Möller, Y. , Crous, F. , Schepers, J.M.
- Date: 2004
- Subjects: Personality traits , Call centre consultants , Staff turnover , Work satisfaction
- Type: Article
- Identifier: uj:6357 , http://hdl.handle.net/10210/1100
- Description: An investigation into the personality traits of call centre consultants. Despite the fact that nearly all service organisations in South Africa use call centres to interact with clients, there is limited research detailing the factors that influence staff turnover. It was therefore decided to investigate the personality traits of call centre consultants who experience work satisfaction. This information could help organisations to maintain an effective approach in managing staff turnover. The Minnesota Satisfaction Questionnaire (MSQ) and Jackson Personality Research Form (PRF-E) were applied to a sample of 103 persons. The results showed that there was not a unique personality profile in respect of work satisfaction. However, a self-assertive personality type was identified that is dissatisfied with the extent of work variety in call centres.
- Full Text:
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