TEST CONCEPTUALIZATION
1)What is the purpose of your measure? To measure the degree of affective influence towards performance of employees.
2)What construct will you measure?
The construct that will be measured is a “Workplace Attachment”. The term of workplace attachment is a development from place attachment theory .According to Ainsworth,Blehar,Waters&Wall(1978),and Bowlby (1980) the theory of place attachment is defined as a positive affective bond between an individual and the space where he lives, its main feature being that of the individual wanting to transform that space into a personal one. Hence, this construct is aiming to investigate whether there are correlation between level of workplace attachment among employees and their
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Information that already known for this workplace attachment construct is the level of individual attachment in their workplace will indicate whether the individual will remain working in the same place or change their workplace.
7)Who will use this test? A) Public Services Commission of Malaysia . Workplace attachment test will be highly beneficial towards individuals that are responsible in screening people who are applying for the public service job .This is vital because the future employees for the public service job will be work more productive and efficient if they are working in positions that are suitable with their attachment style.For example,highly secured people are required for the diplomat officer position.This is due to the nature of the diplomacy job itself which needed people who are secure with themselves .
B)Private sectors.Generally ,private sectors place high value towards meritocracy,highly independent individuals,and teamwork.So,avoidant and anxious attachment style people will be unsuitable for the highly competitive workplace like in private sectors.Hence, workplace attachment test will help private sectors employers from hiring people who are avoidant and anxious attachment type.This will prevent any possible conflicts that might threaten harmony in workplace due to the avoidant and anxious
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People who are responsible to administer and interpret the test must be professional who have qualified certificates , and licenses in counseling and psychology field.For instance ,psychologist, and counselor.Meanwhile,trained Human Resources officers can administer the test .However,they should not be involved in scoring and interpreting test scores.This is because ,Human Resources officers were not licensed professional in the field of psychology and counseling .
12)Who benefits from administration of this test?
Both of the test users and the test takers will highly benefit from administration of this test. For the test users, the usage of this test will help them identify suitable employee candidates that fulfill their requirements more efficiently.Meanwhile,for the test takers they will able to discover their strength and weakness from the results.Hence,they will be able to improve their abilities.
13)Is there any potential for harm as the result of an administration of this
In understanding others, one must first understand our own family background and how it affects our understanding of the world. Conversely, family systems draw on the view of the family as an emotional unit. Under system thinking, one evaluates the parts of the systems in relation to the whole meaning behavior becomes informed by and inseparable from the functioning of one’s family of origin. These ideas show that individuals have a hard time separating from the family and the network of relationships. With a deeper comprehension of the family of origin helps with the challenges and awareness of normalized human behaviors. When interviewing and analyzing the family of origin, allow one to look at their own family of origin
Admittedly, many psychologists define attachment as an enduring affectionate bond that one person forms between himself and another person throughout life. Since Mary Ainsworth provided the most famous research: strange situation, offering explanations how each individual differences in attachment. However, in this Adult Attachment Style questionnaire that I took, I found many factors relevant to attachment as it was defined in the textbook. For example, in the textbook, it defines attachment based on Ainsworth research, the strange situation by observing attachment forms between mother and infants. Which they are described in four attachment styles: securely attached, insecure avoidant, insecure resistant, and insecure disorganized. The questions on the questionnaire were based on those areas to determine my style of attachment.
Attachment is described as the close emotional bond between two people and Attachment Theory (AT) generally concentrates on the early bonds in a person’s development as well as the effects that these bonds have on later socio-emotional development. While emphasis on attachment as an antecedent for future behavior and personality has decreased somewhat in recent years, it is interesting to note that the DSM IV-TR includes a “reactive attachment disorder” which it states is caused when extreme circumstances prevent proper attachment development.
Overall, the use of personality tests is significant to workplaces for either selecting new employees or developing existing employees.
David Berkowitz, otherwise known as the “Son of Sam”, was notorious for his crimes committed between 1976 and 1977 that ended the lives of six innocent victims and wounded several others in New York (“David Berkowitz Biography”, n.d.). At first, police did not make a connection between the murders because there was nothing unusual about them; all the victims were shot with a 40 caliber gun, not fairly unusual during this time or place especially since the killings were over an extended period of time. Police finally made the connection when Berkowitz began to live behind notes that were meant to tantalize authorities since they had yet to catch him (“David Berkowitz| Son of Sam Killer,” 2015). Often times, the psychological structure of a human
...the entire work force. Competency, self evaluation and self awareness are encouraged with this assessment tool (Myers I. B., 1987).
Colakoglu, Culha & Atay (2010) indicated that perceived organizational support have a great positive impact on job satisfaction, normative, affective and constant commitment; job satisfaction have a great positive impact on affective normative and constant commitment accordingly. Additional to this, job satisfaction also play mediating role amongst organizational perceived support and organizational commitment.
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
Attachment is an emotional bond that is from one person to another. The attachment theory is a psychological, an evolutionary and an ethological theory that is concerned with relationships between humans, specifically between mother and infant. A young infant has to develop a relationship with at least one of their primary caregivers for them to develop socially and emotionally. Social competence is the condition that possesses the social, emotional and intellectual skills and behaviours, the infant needs these to success as a member of society. Many studies have been focused on the Western society, but there are many arguments to whether or not this can be applicable to other cultures, such as the poorer countries.
The theorists of social control consider commitment from the perspective of cognitive aspect. However, the context of the social control theory has been modified from society to organisation because the security of organisation is the main aspect information security. This depicts the fact that the more committed the individuals are with their organisation, the more the costs of higher losses is in committing delinquent behaviours in the organisation. While on the other hand, Sarkar (2010) stated that attachment is regarded as the association of employees with others who connected to them. It is considered as the type of internal control, which is based on social links. The individuals make avoid taking actions when attached to other individuals, which includes parents, peers and other important people. For instance, attachment is linked negatively with delinquent behaviours due to the fact that performing such behaviours can disappoint the persons to whom the actors are attached. Therefore, in the context of organisation, for employees the most pertinent targets are
This phase utilizes the principles of collaborative bridge mapping to encourage creativity and innovation (Luger-Brettin, 2014). The notion of bridge mapping suggests, formidable collaboration necessitates an extent where ideas and concepts are allowed to bridge individual ideations to the shared creative energies, and capacities of a group, or organization (Luger-Brettin, 2014). To that end, the CPIT consists of a diverse representation of participants actively engaged in organizational processes impacted by the proposed change. Additionally, the introductory phase presents a set of three questions designed to encourage process ownership and alleviate symptoms of attachment behaviors associated with resistance to loss (Umble, M., & Umble, E., 2014; Grady, V. M., & Grady, J. D., 2013). Umble, M., and Umble, E. (2014) have suggested, these guiding questions develop collaborative environments generating unified agreement regarding the problem, solution, and implementation: What is the succinct issue to be addressed? What is the collaborative resolution decided upon? What is the most appropriate way to implement the resolution? Additional activity in the introductory phase related to overcoming attachment behaviors centers on the CPIT initiating an organizational quantitative survey measuring pre-implementation dispositions related to the change proposal (Grady, V. M., & Grady, J. D., 2013). This survey measures attitudes and dispositions relative to six symptoms of attachment behavior including anxiety and apprehension, frustration, impeded development, dismissal of environment, refused participation, and withdrawal (Grady, V. M., & Grady, J. D., 2013). Upon completion of these evaluative responsibilities and having developed a unified agreement of the problem, solution, and implementation guidelines the CPIT can then move to the implementation
...ond other core aspects of traditional models (Crossley, Bennett, Jex, & Burnfield, 2007). According to Mossholder and colleagues (2005), the absence or reduction of social attachments may create a contextual force that drives employees to choose to quit the organization.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
In cultures that value loyalty to the employer, a kind of family relationship seems to develop between employer and employee. It is a reciprocal arrangement, which the employer is concerned with assisting the employee to develop to his or her full potential and the employee is concerned about optimizing the welfare of the company. The negative aspect to absolute loyalty to one company is that an employee may stay in one job that he or she has outgrow and may miss out on opportunities to develop in new directions. From the employer’s point of view, the employee may be burdened with employees whose skills no longer match the needs of the company.
For example, working conditions, promotions, the nature of the work, benefits, payment etc. determine the satisfaction level of people.In addition to the above factors, Chahal, et al. (2013) identified factors related to workspaces ashaving influence on job satisfaction. Such factors include building design, air quality andtemperature, noise and lighting and others(Goffee & Jones, 2007). Other factors mentioned by the researchers are nature of job, working promotional methods, performance appraisal, relationship with otheremployees and management, grievance handling and so on. Sowmyo and Panhanatham (2011) identified factors such as supervision behavior, coworkerbehavior, pay and promotion, job and working condition and organizational aspect. Otherfactors are interpersonal relationship among the workers, caring for employees and counselingemployees. Factors such as sex, age, education, salary, and experience are found to haveinfluence on job satisfaction of employees(Goffee & Jones, 2007).. In a study conducted by Ghafoor, the conclusionshows that male staffs are more satisfied as compared to females. Moreover, increase in rank,qualification and salary resulted in increased job satisfaction. The finding of the study alsoshows that staffsthat are permanent are more satisfied than those who are not. In addition tothis, staff with PhD’s degrees is more satisfied than the staff with