International Journal of Management and Humanities
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Volume-1 Issue-6: Published on March 15, 2015
Volume-1 Issue-6: Published on March 15, 2015
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Volume-1 Issue-6, March 2015, ISSN: 2394-0913 (Online)
Published By: Blue Eyes Intelligence Engineering & Sciences Publication Pvt. Ltd. 

Page No.



Azizah Saad AlRowais

Paper Title:

Multiple Intelligence Theory And Its Impact on Student Academic Achievement in Communication Skills

Abstract: The concept of multiple intelligences (MI) theory is a challenge for educators to create environments that develop students’ eight intelligences. The chief goal of the present research study is to investigate the role of MI theory on the student’s achievement in communication skills. The researcher builds a new concept to assess the MI theory in developing the PYP students’ academic success in Communication Skills at Salman bin Abdul-Aziz University. The present study employed the descriptive method to determine the principles of MI (Multiple Intelligence) theory to prepare the communication skills course, and the quasi- experimental method to measure the effectiveness of the independent variable (MI theory) on the dependent variable (achievement). Sixty students who represent Salman bin Abdul-Aziz University in Saudi Arabia were selected randomly. For this purpose, Achievement test was used to gather the data. The study showed that there were positive effects of MI theory on the student’s achievement. The major contribution of the researcher is to develop a relationship between MI theories in the PYP students’ academic attainment.

Communication Skills, Multiple Intelligence (MI) Theory & PYP Students, Saudi student


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Thomas Decker, Stephan Kaiser

Paper Title:

Employability and Personnel Management for Interim Managers

Abstract: Research Issue: How can interim managers keep employable in the long term regarding their strategic positioning, and which are the ensuing implications for personnel management? Methodology: Theoretical analysis and expert interviews to verify the findings. Practical Implications: Interim managers position themselves via their own resources, they attend to different markets and they enjoy differentiated remuneration. Human resources management may take this into account and contribute to the selection of, and the collaboration with, interim managers. Competitive Factors, Human Resources Management, Interim Manager, Strategic Positioning

Keywords: managers keep employable, strategic positioning, Theoretcial analysis, remuneration, Human resources Management, Competitive Factors.     


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Sultan Okumuşoğlu

Paper Title:

Reliability, Validity and Factor Structure of Dysfunctional Attitudes Scale of Obesity (DASOB) and Automatic Thoughts Scale of  Obesity (ATSOB)

Abstract: It is thought that obesity related cognitions should be measured directly by using specified scales. Therefore with the aim to be able to search obesity related cognitions directly, two scales were constructed which named as Dysfunctional Attitudes Scale of Obesity (DASOB) and Automatic Thoughts Scale of Obesity (ATSOB). Scales were constructed by using examples of thought or attitude expressions which are emphasized in related literature (Beck, 2007; O’Connor and Dowrick, 1987; Werrij et al., 2009) and which are consistent with author’s clinical experiences. Four group of subjects as “successfull obeses”, “unsuccesfull obeses”, “obeses who does not look for professional help” and “normal controls” -32 subjects for each, and 128 for total-  were used. The obeses who lost at least 10% of their initial weight and who were succesfully maintained 10% less weight for one year were assigned to the group “succesfull obeses” and the obeses who couldn’t maintained weight loss were assigned to the group “unsuccesfull obeses”. These two groups were choosen from patients of a private clinic and other two groups from general population. In terms of DASOB’s validity analysis, statisticaly significant positive corelation was found between Dysfunctional Attitudes Scale of Obesity (DASOB) and Dysfunctional Attitudes Scale (DAS) (r=.538, p<.001); which reveals that high scores at DASOB are related with high scores at DAS and vice versa. Factor Analyses of DASOB pointed out that the total variance explained by four factors is 61,865%. Factor loadings of all items for the first factor were above 0,478 to 0,787 (except DASOB1 and DASOB12) and this result beside the high accelerated drop after first factor on graphic leads to the decision that this scale has one general factor. Also, one way variance analysis revealed that DASOB could differentiate “succesful obeses” from other obese groups. In terms of ATSOB’s validity analysis, statisticaly significant positive corelation was found between Automatic Thoughts Scale of Obesity (ATSOB) and Automatic Thoughts Questionaire (ATQ) (r=.658, p<.001); which points out that high scores at ATSOB are related with high scores at ATQ and vice versa. According to Factor Analyses of ATSOB, the total variance explained by six factors is 67.180%. Factor loadings of all items for the first factor were above 0,312, and this result beside the accelerated drop after first factor on graphic leads to the decision that this scale has one general factor. Also, one way variance analysis revealed that ATSOB could differentiate “succesful obeses” from “obeses who does not look for professional help”. According to reliability analysis; Cronbach alpha’s for DASOB and ATSOB consequently was 0,883 and 0,829. In terms of split-half reliability, correlation between two halfs is 0,594 for DASOB and 0,582 for ATSOB. Analysis revealed that both DASOB and ATSOB can be accepted as valid and reliable instruments.

Dysfunctional thoughts, Dysfunctional beliefs; Dysfunctional attitudes; Cognitions; Weight-loss success; Obesity; Automatic Thoughts


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