1,721,119 research outputs found
Twenty-one traits of personality: An alternative solution for the occupational personality questionnaire
No full textReports on a study conducted to examine the factor structure of the occupational personality questionnaire (OPQ) on two independent samples of 1,000 participants (2,000 for the study in total) drawn from the general population of Great Britain. The results suggest that there may be too many dimensions in the 31-scale concept model and too few in the 14-scale factor model. An alternative 21-factor solution seems to be more satisfactory, both in psychometric terms and by providing personality test users with a sufficient number of scales. This means that the OPQ could be more sensitive in discriminating real differences in personality traits between individuals than is currently the case. If the 21-factor model were adopted, the OPQ would be a more sensitive tool for use in personnel selection, development and counselling. However, the use of personality tests in selection still remains controversial
Item and scale factor analyses of the occupational personality questionnaire
No full textThe factor structure of Saville and Holdsworth Ltd.'s (SHL) Occupational Personality Questionnaire (OPQ) was investigated in two samples of 1000 subjects each. Parallel analysis and computation of the minimum average partial were used to determine number of factors. Factor analysis of items suggested that a 21-factor solution may be preferable to 31- and 14-dimensional systems proposed by SHL. Further analysis of scales corresponding to the 21 factors showed that most had satisfactory internal consistency, factor validity and replicability across the two samples. Factor analysis of the 31 OPQ scales indicated that a 5- or 6-factor solution was optimal. Both factor models resembled the SHL Pentagon model. The 5-factor solution was equivalent to the ‘Big Five’ model of personality super-factors, to which the 6-factor solution added a further dimension of Activity. The 6-factor solution appeared to be more strongly replicable across samples, and was more useful in resolving the structural positions of factors related to work motivation. Some modifications to SHL's original structural models appear to be necessary, but the questionnaire provides the basis for a satisfactory system of primary and secondary trait factors in the occupational domain.<br/
Dynamic relationships between stress states and working memory
No full textThis study examined relationships between working memory and subjective states on four successive occasions. Participants (n=112) performed a task requiring concurrent mental arithmetic and ordered recall of single words under increasing levels of time pressure. Subjective state was measured with the Dundee Stress State Questionnaire (Matthews et al., 2002), before and after performance on each occasion. Findings suggested reciprocal influences of state and working memory. Performance elicited state changes including increased task engagement and distress. However, state-change patterns themselves changed across days of testing, suggesting progressive adaptation to the task environment. State dimensions including lower distress and higher task engagement correlated with working memory. Structural equation modelling suggested a stable influence of states on performance across days. The dynamic interdependence of states and performance is discussed in relation to the transactional model of stress and emotion. © 2009 Psychology Press
Sustained performance under overload: personality and individual differences in stress and coping
No full textIndividuals differ considerably in their vulnerability to task-induced stress, in part because of individual differences in cognitions of task demands. This study investigated the personality and cognitive factors that may control stress vulnerability, using a ‘rapid information processing’ task that was configured to overload attention. Stress response was assessed using the Dundee Stress State Questionnaire (Matthews, G. et al., 2002. Fundamental dimensions of subjective state in performance settings: task engagement, distress and worry. Emotion, 2, 315–340), as well as instruments assessing workload, appraisal and coping. Time pressure was manipulated as a between-subjects stress factor. Higher time pressure tended to elicit decreased effort and task engagement and avoidance coping. However, much of the variance in state response was attributable to individual differences in appraisal and coping. The personality trait of neuroticism related to some of these cognitive processes. Subjective state, appraisal and coping were also predictive of objective performance indices. Consistent with the transactional theory of stress, subjective states appear to correspond to configurations of cognitive processes that signal the participant’s mode of adaptation to task demands. The findings underscore the importance of accommodating individual differences in selecting operators for handling overload, for designing interfaces and for training operators to manage overload successfully.</p
Assessment of motivational states in performance environments
No full textThe development of a new measure of operator motivational state is described, within the framework of a model of subjective stress that distinguishes Task Engagement, Distress and Worry as fundamental aspects of state (Matthews et al., 1999). Previous work on task motivation suggests that strivings for success should be distinguished from interest in the task. Factor analysis of items representing these constructs in a sample of 880 supported the development of reliable, psychometrically distinct scales for Success and Interest Motivation. Both dimensions relate to Task Engagement, but Success Motivation, perhaps surprisingly, is also associated with negative emotions and self-beliefs. The two scales showed different patterns of dependence on task factors. They were also distinguished by differing associations with workload and coping measures, although both related to higher effort and use of task-focused coping. It is concluded that the scales are promising for use in human factors research that addresses the need to structure tasks for greater operator interest and engagement
A review of the effectiveness of occupational road safety initiatives
No full textAn extensive search and screening of published articles was conducted to identify what outcomes have been observed in previously investigated occupational road safety initiatives. A search of six electronic bibliographic databases identified 181 non-duplicated titles relating to occupational road safety interventions. These titles were reviewed using pre-determined inclusion/exclusion criteria. This review process generated a total of 20 peer-reviewed relevant articles that collectively assessed the effectiveness of 19 occupational road safety initiatives. Initiatives found to be positively associated with occupational road safety during the intervention period were: policy development; a web-based risk management tool; awareness and information campaigns; goal setting; performance feedback; self-monitoring forms; signing safety pledge cards; alco lock devices; fatigue management technology devices; in-vehicle compensatory devices to target ability deficiencies of older commercial drivers; in-car data recorders; and gasoline vapour recovery devices. Only six initiatives were found to be positively associated with occupational road safety both during and after the intervention period. These were: a pay rise; driver training; group discussions; enlisting employees as community road safety change agents; safety reminders; and group and individual rewards. The findings from this paper will assist safety practitioners in making informed decisions when developing risk management strategies. The authors suggest that practitioners consider initiative effectiveness, cost and involvement level when selecting and designing interventions
Identification of barriers to and facilitators for the implementation of occupational road safety initiatives
No full textTo explore potential barriers to and facilitators for implementing occupational road safety initiatives, in-depth interviews were conducted with personnel from four major Australian organizations. Twenty-four participants were involved in the interviews comprising 16 front line employees and eight managers. The interviews identified that employees perceived six organizational characteristics as potential barriers to implementing occupational road safety initiatives. These included: prioritisation of production over safety; complacency towards occupational road risks; insufficient resources; diversity; limited employee input in safety decisions; and a perception that road safety initiatives were an unnecessary burden. Of these organizational characteristics, prioritisation of production over safety and complacency were the most frequently cited barriers. In regards to facilitators, participants perceived three organizational characteristics as potential facilitators to implementing occupational road safety initiatives. These included: management commitment; the presence of existing systems that could support the implementation of initiatives; and supportive relationships. Of these organizational characteristics, management commitment was the most frequently cited facilitator
A factor analysis of the scales of the occupational personality questionnaire
No full textThe 31 Concept Model scales of the Occupational Personality Questionnaire were factor analysed in a sample of 94 British undergraduates. Parallel analysis indicated that five factors should be extracted, accounting for 50% of the variance. The five factors corresponded to the ‘Big Five’ personality dimensions, providing further evidence for this structural model of personality. Comparison of scale communalities and reliabilities suggested that the five factor solution does not fully account for the reliable scale covariance of the OPQ. Future research should be directed towards factor analysis of OPQ items, to determine the primary factor structure of the questionnaire.<br/
Metacognition and maladaptive coping as components of test anxiety
Full text linkText anxiety refers both, to states of distress and worry during examinations, and to traits which, predispose the person to state anxiety. Wells and Matthews (1994) have proposed a general model of emotional disorder which describes a variety of cognitive processes which may contribute to trait and state test anxiety. These processes include excessive metacognition, maladaptive coping and worry. A study was run to investigate relationships between cognitive processes and test anxiety. Eighty-four undergraduate students completed questionnaires relating to cognition and trait text anxiety prior to an examination. Their stress states and coping during the examination itself were also assessed. Results showed that trait test anxiety relates to two distinct cognitive factors, relating to (i) metacognition and worry, and (ii) maladaptive coping. Cognitive measures also predicted some aspects of state response to the examination setting. Relationships between cognition and test anxiety were generally consistent with the model of Wells and Matthews (1994). Results also suggested that treatment for pathological test anxiety should reflect its cognitive basis. For example, test anxiety based on metacognitive dysfunction may require use of cognitive- behavioural techniques used to treat more general anxiety conditions. Conversely, test anxiety derived from maladaptive coping may respond best to training in coping skills. Attention training techniques may contribute to therapy for both metacognition and coping-based disorder. Copyright © 1999 John Wiley & Sons, Ltd
Contemporary behavioural influences in an organisational setting and implications for intervention development
No full textProfessional drivers and safety Within the industrialised world, work-related crashes are the most common cause of work-related death, injury and reduced productivity (Charbotel et al., 2001; Toscano and Windau, 1994). Likewise in Australia, road crashes are the most common cause of work-related fatalities, injuries and absence from work (Haworth et al., 2000), with the average time lost being greater than any other workplace claim (Stewart-Bogle, 1999). There are obvious costs related to work crashes such as vehicle and property repair costs. There are also many hidden expenses including third party costs, workers compensation, medical costs, rehabilitation, customer-related costs, increased insurance premiums, administrative costs, legal fees and loss of productivity (Collingwood, 1997; Haworth et al, 2000)
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