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1
Pettepit, Elyssa G. "Television and internet dependence and the big five personality factors /." View abstract, 2000. http://library.ctstateu.edu/ccsu%5Ftheses/1597.html.
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Thesis (M.A.)--Central Connecticut State University, 2000.Thesis advisor: Bradley Waite. " ... in fulfillment of the requirements for the degree of Master of Arts in [Psychology]." Includes bibliographical references (leaves 34-37).
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Brinkman, Craig. "The Big Five Personality Model and Motivation in Sport." Miami University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=miami1375299442.
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Jaganathan, Sivakumar. "ON THE INCORPORATION OF THE PERSONALITY FACTORS INTO CROWD SIMULATION." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4113.
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Recently, a considerable amount of research has been performed on simulating the collective behavior of pedestrians in the street or people finding their way inside a building or a room. Comprehensive reviews of the state of the art can be found in Schreckenberg and Deo (2002) and Batty, M., DeSyllas, J. and Duxbury, E. (2003). In all these simulation studies, one area that is lacking is accounting for the effects of human personalities on the outcome. As a result, there is a growing emphasis on researching the effects of human personalities and adding the results to the simulations to make them more realistic. This research investigated the possibility of incorporating personality factors into the crowd simulation model. The first part of this study explored the extraction of quantitative crowd motion from videos and developed a method to compare real video with the simulation output video. Several open source programs were examined and modified to obtain optical flow measurements from real videos captured at sporting events. Optical flow measurements provide information such as crowd density, average velocity with which individuals move in the crowd, as well as other parameters. These quantifiable optical flow calculations provided a strong method for comparing simulation results with those obtained from video footage captured in real life situations. The second part of the research focused on the incorporation of the personality factors into the crowd simulation. Existing crowd models such as HelbingU-Molnár-Farkas-Vicsek (HMFV) do not take individual personality factors into account. The most common approach employed by psychologists for studying personality traits is the Big Five factors or dimensions of personality (NEO: Neuroticism, Extroversion, Openness, Agreeableness and Conscientiousness). iii In this research forces related to the personality factors were incorporated into the crowd simulation models. The NEO-based forces were incorporated into an existing HMFV simulated implemented in the MASON simulation framework. The simulation results were validated using the quantification procedures developed in the first phase. This research reports on a major expansion of a simulation of pedestrian motion based on the model (HMFV) by Helbing, D., I. J. Farkas, P. Molnár, and T. Vicsek (2002). Example of actual behavior such as a crowd exiting church after service were simulated using NEO-based forces and show a striking resemblance to actual behavior as rated by behavior scientists.Ph.D.
Other
Engineering and Computer Science
Modeling and Simulation PhD
4
Winter, Jessica L. "The Big Five Personality Characteristics of World of Warcraft Players." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc9910/.
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This study is a comparative analysis of the personality characteristics of a sample of World of Warcraft players (n = 147) and a large normative sample (n = 20,993). The 120-item International Personality Item Pool, based on the five factor model, is used. Independent t-tests were conducted and statistical significance was found for some factors; however, the effect sizes were small, indicating a limited practical difference between the two groups.
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Anderson, Kent W. "Personality Factors Associated with Negative Affect: Application of the "Big Five" Taxonomy to Depression and Anxiety." DigitalCommons@USU, 1994. https://digitalcommons.usu.edu/etd/3346.
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The purpose of this study was to examine the patterns and discriminant utility of the five-factor model of personality ( "Big Five," consisting of neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness factors) with depressed and anxious outpatients.
One hundred two outpatients seeking services at a community mental health center in a small western community participated in the study. Subjects were 41 clients with a depressive disorder, 31 with an anxiety disorder, and 30 in a mixed clinical control group. Subjects completed the Neuroticism-Extraversion-Openness to Experience Five-Factor Inventory (NEO-FFI).
Results indicate that both depressed and anxious clients score in the "very high" range on neuroticism and "low" on extraversion. However , neither of these two factors is useful in discriminating between depression and anxiety since their mean scores are essentially equivalent . Conscientiousness is the crucial variable that discriminates between depressed and anxious clients. The mean score for the anxiety group is in the "very low" range, significantly lower than the depressed group whose mean is in the "low-average" range. Openness to experience contributes mildly to discriminant utility, with the mean score of the depressed group in the "high-average" range and the mean score of the anxiety group in the "average" range. The agreeableness variable contributes minimally to the discriminant function.
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Lopez, Caroline J. "Personality and Leadership in Counselor Educators: The Big Five Factors, Transformational Leadership, and Transactional Leadership." Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1375727746.
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Perdue, Autumn. "The Relationship Between the Big Five Personality Traits and Paranormal Belief." Honors in the Major Thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1561.
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Studies into paranormal belief and the effects thereof have been gaining more attention. This study looked at the Big Five Personality Traits and how they could relate to belief in the paranormal, specifically which personality traits, if any, lended themselves to paranormal belief more than others. Four hundred forty-six college-age participants completed a Big Five survey as well as the Revised Paranormal Belief Scale. Results from a multiple regression showed a significant relationship between gender, religion, level of education achieved by the participant's mother, extraversion, and neuroticism (emotional stability) in relation to paranormal belief. Implications and elaboration of findings are discussed.B.S.
Bachelors
Sciences
Psychology
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Baptiste, Bronti. "The Relationship Between the Big Five Personality Traits and Authentic Leadership." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4714.
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Effective leadership, ethical leadership, and leadership emergence have been extensively researched, but there remains a lack of research on the relationship between the big 5 personality traits and authentic leadership. This quantitative study was based on the empirical principles of the big 5 model and guided by the big 5 theory. In addition, this research asked if there was a relationship between the big 5 model and authentic leadership, and which combination of the 5 personality traits best predict authentic leadership. Fifty-five adult participants, employed in various corporations, were recruited from a convenience sample. They rated their leaders by completing an Authentic Leadership Questionnaire, the NEO Five-Factor Inventory-3, and a demographic questionnaire. Data were analyzed using multiple linear regression analyses and the results showed that the big 5 personality model explained 46.9% of the variance (F (5, 49) = 8.65, p < .001. Conscientiousness positively (β = 0.40, p = .003) correlated with authentic leadership while neuroticism was inversely (β = -0.04, p = .046) correlated. These 2 traits best predicted authentic leadership and provided the strongest correlation. Extraversion (β = -.04, p = .739) and openness-to-experience (β = .25, p = .080) were non-significant traits. In the Pearson Correlation analysis, agreeableness had a weak inverse correlation with authentic leadership, (r (53) = -0.30, p = .027), and contributed 8.9% of the variance in predicting authentic leadership. Conscientious leaders with low level of neuroticism, who practice authentic leadership, will bring about positive social change by reducing unethical practices, improving communication with employers, employees, and consumers, and improving employee morale.
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Andersson, Michelle, and Therese Ohlsson. "PERSONALITY TRAITS AND WOMEN’S ALCOHOL CONSUMPTION." Thesis, Örebro universitet, Institutionen för juridik, psykologi och socialt arbete, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-82295.
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Women are a particularly vulnerable group when it comes to victimization while intoxicated. Personality traits and characteristics have been shown to have an impact on alcohol consumption. Previous research regarding the Big Five Personality Traits indicates higher drinking levels if a person scores high within “Extraversion” and “Neuroticism”, or scores low within the traits of “Agreeableness” and “Conscientiousness”. Concerning women, “Openness” seems to be the only personality related to alcohol consumption, but previous research is scarce. The main focus of previous research has been on the Big Five Personality Traits, people in general and alcohol consumption. Our focus was Swedish women, age range 18-50 years. We proposed that personality traits could affect alcohol consumption and because of the lack of research we specifically wanted to examine women. The results showed that personality traits have an impact on women’s alcohol consumption. In conclusion, women tend to drink more alcohol if they score high on “Extraversion” and “Neuroticism”, and, if they scored low on “Agreeableness” and “Conscientiousness”. This could mean that personality traits serves as risk factors for alcohol consumption. “Openness” and alcohol consumption showed no association. Future research should investigate how other factors combined with personality traits might affect alcohol consumption.Kvinnor är en extra utsatt grupp när det kommer till viktimisering i samband med alkoholkonsumtion. Fortsättningsvis, vissa personlighetsdrag och karaktärsdrag har visats påverka alkoholkonsumtion. Tidigare forskning gällande Big-Five-teorin och dess personlighetsdrag indikerar vanligtvis högre nivåer av alkoholkonsumtion om en person skattar högre inom dragen “Utåtriktning” och “Känslomässig instabilitet”, eller skattar lägre inom dragen “Vänlighet” och “Målmedvetenhet”. Gällande kvinnor, draget “Öppenhet” verkar vara det enda som är kopplat till alkoholkonsumtion, men tidigare forskning är begränsad. Huvudfokuset inom tidigare forskning har varit på Big-Five-teorin, människor överlag och alkoholkonsumtion, vi ville därmed specifikt undersöka kvinnliga vanor. Vårt fokus har legat på svenska kvinnor i åldrarna 18- 50 år. Vi menade att personlighetsdrag kunde ha en påverkan på alkoholkonsumtion och ville undersöka specifikt kvinnor vad gäller detta då befintlig forskning ansågs bristfällig. Resultatet visade att olika personlighetsdrag påverkar alkoholkonsumtionen hos kvinnor. Sammanfattningsvis, kvinnor tenderar att dricka mer alkohol om de skattar högt inom “Utåtriktning” och “Känslomässig instabilitet”, och om de skattar lågt inom “Vänlighet” och “Målmedvetenhet”, vilket skulle kunna innebära att olika personlighetsdrag fungerar som riskfaktorer för alkoholkonsumtion. Dock visade “Öppenhet” inte på något samband med alkoholkonsumtion. Framtida forskning bör undersöka hur eventuellt andra faktorer kombinerat med personlighetsdrag kan ha en effekt på alkoholkonsumtion.
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Crostley, Jeremy T. "Mediational Roles of Personality Factors and Vengeful Rumination in the Development of Posttraumatic Stress Disorder." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11052/.
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Considerable research has demonstrated a link between thoughts of revenge, or vengeful rumination, and the development of posttraumatic stress disorder (PTSD) symptoms, particularly in situations involving interpersonal trauma. Personality factors have been related to both vengefulness and PTSD. No study to date has simultaneously examined the unique contributions of vengefulness and personality factors in the development of PTSD symptoms. Therefore, the present study addressed these questions in an inpatient sample by comparing contributions of the Big Five personality factors and vengeful rumination to the development of PTSD symptoms through correlation, hierarchical regression, and omnibus regression analyses. Results showed that Neuroticism predicted PTSD symptoms better than other personality factors, that Neuroticism and Agreeableness predicted vengeful rumination in opposite directions, and that personality factors and vengeful rumination each added unique variance in the prediction of PTSD symptoms. Future directions and implications are discussed.
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Pooya, Arash. "Do Work Values Add to the Prediction of Entrepreneurial Intent Above and Beyond Personality?" Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-19547.
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This study examined the importance of the Big-Five personality traits and work values for the prediction of entrepreneurial intent. Data were collected from a sample of 261 undergraduate students at Nanyang Technological University in Singapore. Results of a hierarchical regression analysis revealed that none of the Big-Five personality factors predicted entrepreneurial intent; however, the importance individuals attached to achievement and social-affective work values accounted for 9% of the variance in entrepreneurial intent, above and beyond personality. The results lend support to the argument that entrepreneurship is a cultural phenomenon and that entrepreneurs are ‘made’ as opposed to ‘born’. Consequently, the implications of culture and gender characterization are discussed in relation to entrepreneurial intentions. Finally, a dynamic model of entrepreneurial emergence is proposed and suggestions for future research are discussed.
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Nguyen, Daniel. "EXAMINING THE ROLE OF JOB FAMILIARITY, COGNITIVE ABILITY, AND EMOTIONAL INTELLIGENCE IN FAKING SUCCESS FOR PERSONALITY ASSESSMENT." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/487.
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Personality tests are often utilized in employment selection. Their wide use may be attributed to various studies which suggest that personality is related to job performance. Although personality is widely utilized in various assessment contexts including but not limited to personnel selection settings, both researcher and practitioners continue to criticize the use of measures due to faking behavior or response distortion. Furthermore, these criticisms are warranted because laboratory studies have consistently found that when instructed, respondents are able to alter their scores in order to appear more desirable. Additionally, there is also conforming evidence from field studies which suggest that 20 - 30% of real-world applicants fake in order to gain a competitive advantage in being hired. Faking studies generally define successful faking as the obtainment of the highest scores possible. This study used a recent and alternative conceptualization of successful faking. More specifically, faking is defined as successful if an applicant is able to match his or her responses on a personality test to the perception of what subject matter experts would consider critical traits for success to that job. Psychology and Business students were assigned to an `honest' or `faking' condition and asked to complete a personality test. Students in the honest condition were instructed to describe themselves honest, while students in the faking condition were instructed to describe themselves in the context of applying for a fictional customer service representative position. Additionally, all students completed a measure of emotional intelligence and cognitive ability. Subject matter experts were then surveyed on what they thought was the ideal characteristics for the fictitious position. This study found that business students who were given instructions to fake were able to fake better (obtain a greater match) than psychology students instructed to fake. Furthermore, individual characteristics such as job familiarity, cognitive ability, and emotional intelligence were examined in relation to faking success. Results indicated that only emotional intelligence was predictive of similarity. Moreover, the subscales of use of emotions and regulation of emotions were predicative of similarity. Finally, the limitations of the study and implications of results are presented and discussed further.
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Gunduz, Aysen. "True And False Memory With Emotionally Valenced Words: Depression, Trait Anxiety And Personality Factors." Master's thesis, METU, 2007. http://etd.lib.metu.edu.tr/upload/12608776/index.pdf.
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The purpose of the present study was to investigate the relationship between false memory and trait anxiety, depression and personality characteristics with emotionally valenced material (positive, depression related, threat related and neutral). Participants were 131 Middle East Technical University students. Four groups (depressed, anxious, mixed and control) were formed in order to differentiate the effects of trait anxiety and depression. Beck Depression Inventory (BDI) and Trait Form of State Trait Anxiety Inventory (STAI-I) were administered. In order to measure false memory creation, a variant of Deese-Roediger-McDermott (DRM)
paradigm was used. It was hypothesized that the anxious group would produce more false memories for threat related words as compared to other groups. In addition, the
depressed group was expected to display higher levels of false memory for depression related words as compared to other groups. One-way MANOVA was used to analyze the data. The results showed that there was a group difference only in terms of threat related words&rsquoaccuracy. Also people were categorized as &ldquo
low&rdquo
and &ldquo
high&rdquo
in the six personality characteristics as measured by Big Five Questionnaire. It was hypothesized that people high in openness to experience would commit less false memories as compared to people low in the trait. This was true for only positive material. Further, other personality characteristics were analyzed in order to discover the relationship between false memory and personality. The results were discussed in terms of relevant literature.
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Avdic, Alen. "The Roles of Personality and Attachment in Relation to Academic Motivation." Available to subscribers only, 2009. http://proquest.umi.com/pqdweb?did=1967908791&sid=1&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Fink, Jonathan Rupert. "Structural Equation Models Examining the Relationships Between the Big Five Personality Factors and the Music Model of Academic Motivation Components." Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/64399.
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Scholars have long been interested in the complex relationships between personality and motivation. However, much of their understanding has been limited to The Big Five personality factors (namely, Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism), and a proliferation of motivation constructs emanating from a large number of different theories and sub-theories. This study adds to the body of personality psychology and motivation science literature by examining the relationships between The Big Five personality factors and The MUSIC Model of Academic Motivation (MMAM) components (i.e., eMpowerment, Usefulness, Success, Interest, and Caring). The MMAM is comprised of five components that summarize the many instructional implications derived from motivation theories and research to provide instructors with a holistic, conceptual understanding of them. The results of this study may provide evidence as to whether or not the personality traits of college students influence their academic motivation beliefs. To obtain data, I surveyed college students using two self-report instruments. The first instrument, the Big Five Inventory (BFI), measured college students on The Big Five personality factors. The second instrument, the MUSIC Model of Academic Motivation Inventory (MMAMI), measured the academic motivation beliefs of college students as related to the MMAM. Data were obtained from 305 college students at a single university in southwest Virginia enrolled in an online course. Exploratory Factory Analysis (EFA) and Confirmatory Factor Analysis (CFA) using Structural Equation Modeling (SEM) were used to answer the following research question: To what extent do the Five Factor Model factors relate to the MMAM components? Due to the lack of substantiated knowledge regarding the relationships between The Big Five personality factors and the MMAM components, specific hypotheses were not generated. The measurement models for the Big Five personality factors and the MMAM fit well. However, the structural model, in which the Big Five factors were modeled to predict the MMAM components, did not adequately fit the data for these college students. Yet, there were a number of significant pathways between The Big Five personality factors and the MMAM components. Openness and Conscientiousness had a significant, negative impact on eMpowerment, while Extraversion had a significant, positive impact on eMpowerment, Usefulness, and Interest. Additionally, Agreeableness had a significant, positive impact on Usefulness, Success, Interest, and Caring, while Neuroticism had a significant, negative impact on Success.
Findings indicated that personality factors can relate to or predict academic motivation. In other words, students' academic motivation beliefs are, to a certain degree, influenced by some of their personality traits, and these differences in traits may manifest themselves in the classroom. In the future, researchers could examine the extent to which students with different personality traits display varying preferences as to the types of pedagogical methods or strategies that motivate them academically.Ph. D.
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Ely, Jack. "Personality in Elite Athletes: A Review of the Five-Factor Model and Athletic Outcomes." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1857.
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The Five-Factor Model (FFM) of personality is the most psychometrically supported taxonomies of personality in psychology. Widely applicable and scalable in its implementation, it is increasingly becoming integrated into the literature regarding sports psychology. This literature review examines the role of the FFM (or “Big 5” model) in profiling elite athletes competing at the national or international level. Studies are scrutinized by design and analytical methods, and comparisons are drawn on that basis and on the basis of their findings. The review argues for further research into specifically the personality of elite athletes as compared to less competent ones, more longitudinal studies, and adoption of the model by elite athletic associations looking to attract and cultivate athletic talent.
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Soni, Tejal Jushwantrai. "The relationship between the big five personality dimensions and job satisfaction in a petro-chemical organisation / T.J. Soni." Thesis, North-West University, 2003. http://hdl.handle.net/10394/295.
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There is relatively little research based on the Big Five personality dimensions and job
satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of
organisational effectiveness and is influenced by organisational and dispositional factors. The
fundamental nature of the dispositional approach is that individuals have stable traits that
significantly influence their affective and behavioural reactions to organisational settings. Job
satisfaction can be considered a general feeling of well-being experienced by any employee
about the work he or she does or as a related collection of attitudes about various aspects of
the job. Employees, who perform at higher levels, will most likely make a greater
contribution in the organisation. These individual's are more likely to achieve greater status;
thus the importance of having satisfied employees in any organisation. The general objective
of this study was to determine the relationship between personality dimensions and job
satisfaction of engineers in a petro-chemical organisation.
A cross-sectional survey design was used in the empirical study. The sample consisted of 89
junior to middle level engineers within a petro-chemical organisation. The Minnesota Job
Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were
administered. Descriptive statistics were used to analyse the data. Cronbach alpha
coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to
assess the reliability and validity of the measuring instruments. Pearson and Spearman
correlation coefficients were used to specify the relationships between the variables. Multiple
regression analysis was used to determine which personality dimensions were the best
predictors of job satisfaction.
The current research found that employees who are more stable and introverted tend to be
more satisfied with achievement, independence as well as human and technical supervision at
the work place. It was also established that extraverted and sociable individuals in the
organization are less satisfied with human supervision.
The findings of this research showed that some personality dimensions are related to aspects
of job satisfaction However, overall personality dimensions explained relatively small
percentages in the variance of job satisfaction. Because of this, the situational frame of
reference, which is most common at present within the workplace, as well as the frame of
reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result
from the nature of the job or h m the conditions at work. This basically epitomizes the
effects of situational forces on workers' job attitudes. The results showed that subscales
predicted job satisfaction to a greater extent than personality dimensions.
Recommendations for future research were made.Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Andersson, Johan, Adam Carlson, and Robert Monié. "Sales performance : A study of the correlation between personality traits and sales performance in the Swedish car dealership market." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45436.
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Background: When a company is employing new salespeople, much is expected from these. The company is hoping that the new candidate is going to perform well and contribute to the fullest. One of the big questions that the organization has to face is how to evaluate and sift through sales candidates in order to find the best suited one. Previous studies have shown to some extent that a person's personality can be connected to how well they are performing in different occupations. One commonly used framework for assessing personality is the Five Factor Model (FFM) which is able to account for different traits without overlapping. One way to assess a person's personality traits is by the use of the big five inventory questionnaire (BFI). Purpose: To describe if there is a correlation between personality traits and sales performance in the Swedish car dealership market.Method: The research was a quantitative study of two Swedish car dealerships, where 60 out of 72 employees at Hedin Bil & Holmgrens Bil answered the BFI questionnaire. The response rate was 83%. The survey was sent out by mail to the two companies whose responsible managers divided their sales staff in three different groups (good performing, average performing and bad performing) according to the company's organizational goals.Conclusion: The conclusion of this study is that one of the hypotheses was supported and four rejected by the salespeople participating. The only hypothesis that was supported was that Neuroticism would correlate negatively with sales performance.
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Kilic-Bebek, Ebru. "Explaining Math Achievement: Personality, Motivation, and Trust." Cleveland State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=csu1258571646.
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Holmberg, Anna. "Personlighet och arbetsrelaterad utmattning : En kvantitativ studie." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100307.
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Mental illness as a part of work-related fatigue may in some cases lead to longperiods of sick leave. This in turn often has major consequences for the individual, the workorganisation and the society. Present study examines the relationship between personality andwork-related fatigue. The participants (N=142) answered a web survey containing generalbackground questions and 16 statements about personality and work-related fatigue. Theresults indicated a negative correlation between neuroticism and emotional exhaustion.Furthermore the results implicated positive correlation between extraversion,conscientiousness and openness and personal accomplishment. The results implicated lack ofcorrelations between personality and depersonalization. The conclusion in the present studyindicated correlation between personality and work-related fatigue. The results are partly inline with previous research.En del av den psykiska ohälsan handlar om utmattning relaterat till arbetet som ivissa fall leder till långa perioder av sjukskrivningar. Detta i sin tur innebär ofta storakonsekvenser för individen, arbetsorganisationen och samhället i sig. Föreliggande studieundersökte sambandet mellan personlighet och arbetsrelaterad utmattning utifrån tidigareforskningsresultat. Deltagarna (N=142) besvarade en webbenkät med påstående ompersonlighet och arbetsrelaterad utmattning. Resultatet visade att det fanns ett negativtsamband mellan neuroticism och känslomässig utmattning. Vidare visade resultatet att detfanns positiva samband mellan extraversion, samvetsgrann och öppenhet och personligprestation. Det fanns inget samband mellan personlighet och cynism. Slutsatsen i föreliggandestudie visade att det finns ett samband mellan personlighet och arbetsrelaterad utmattning,dock är resultatet endast delvis i linje med tidigare forskning
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Rada-Bayne, Alison M. "Is it them? Or is it you? Examining Perceptions of Workplace Incivility Based on Personality Characteristics." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1522420404047066.
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Zavakos, Andrea L. "Selecting Leadership: An Analysis of Predictors in Assessing Leadership Potential." [Yellow Springs, Ohio] : Antioch University, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1165869756.
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Thesis (Ph.D.)--Antioch University, 2006.Title from PDF t.p. (viewed April 10, 2007). Advisor: Jon F. Wergin . Keywords: leadership, multiple regression, assessment, Big Five Personality Model, Five Factor Personality Model, hospitals. Includes bibliographical references (p. 137-158 ).
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Carty, Gabrielsen Amanda, and Ulrika Fräsén. "Syskonplaceringens samverkan med personlighet och KASAM." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-32354.
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Tidigare forskning menar att det äldsta syskonet anses vara mer auktoritärt, det mellersta barnet minst familjeorienterat och det yngsta barnet mer socialt. Uppväxten kan påverka individens KASAM. Studien undersöker om syskonplacering samverkar med människors KASAM, personlighet utifrån femfaktormodellen samt ser till eventuella könsskillnader. Urvalet bestod av högskolestudenter, varav 145 kvinnor och 80 män. Enkätens material analyserades med tvåvägs variansanalyser. Studien uppvisade ingen signifikant skillnad mellan de tre syskonplaceringarna. En tendens till signifikant interaktion visades mellan könen, där kvinnliga mellanbarn har lägre KASAM än de manliga. Studien visade två signifikanta könsskillnader mellan kvinnor och män. Kvinnorna var mer neurotiska och samvetsgranna än männen. Resultatet uppvisade en tendens till signifikans, gällande att kvinnor hade högre grad av personlighetfaktorn öppenhet än männen. Slutligen konstaterades att syskonplaceringen inte samverkar med individens personlighet eller KASAM, men att det finns vissa personlighetsskillnader mellan könen. Resultatet kan bero på brister i studien, som att familjekonstellation inte tillfrågades deltagarna.
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Araujo, Jaciana Marlova Gonçalves. "Adequalidade e evidência psicométrica de uma escala de personalidade baseada no Big Five Inventory-10 a uma região no Sul do Brasil." Universidade Catolica de Pelotas, 2012. http://tede.ucpel.edu.br:8080/jspui/handle/tede/282.
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Previous issue date: 2012-01-12The Big Five theory has been the basis for much of the personality assessment work conducted recently. Currently this is the theory that provides a better understanding of personality. The Big Five inventory- 10 (BFI-10) is a scale composed of 10 items that assesses five dimensions of personality, with two items for each factor: Extroversion, Agreeableness, Conscientiousness, Neuroticism and Openness. The purpose of this study due to the need for a brief instrument based on Big Five Theory for use in research in Brazil. Were interviewed 1158 people, being the majority female (58%) aged between 14 and 35 years. In the original form of the instrument was added one item in each factor to select later the 10 items with better psychometric qualities. There was evidence of construct validity and the rates of internal consistence were acceptable. At the end of the analysis it was identified that Neuroticism was the factor that demonstrated greater legitimacy, whereas Agreeableness was the less representative. Associations were observed among factors and the sociodemographic variables: gender, age and scholarity. It has been concluded that the adapted BFI-10 can be used when the time available is very limited. Considering the limitations of a so brief scale, the results should be interpreted cautiously. Further studies should be made to complement the psychometric characteristics of the scale
Recentemente a teoria Big Five tem servido de base para grande parte do trabalho de avaliação da personalidade. O Big Five Inventory 10 (BFI-10) é uma escala de 10 itens (dois a cada fator), que avalia cinco dimensões da personalidade: Extroversão; Amabilidade; Conscienciosidade; Neuroticismo e Abertura a experiências. A adaptação de um instrumento baseado no BFI-10 foi o propósito do presente estudo, em função da necessidade de um instrumento breve baseado na teoria Big Five para uso em pesquisas no Brasil. Foram entrevistadas 1158 pessoas, 58% do sexo feminino, com idades entre 14 e 35 anos. À forma original do instrumento foi acrescentado um item em cada fator para selecionar posteriormente os 10 com melhores resultados. As evidências de validade de construto e os índices de fidedignidade foram aceitáveis. O fator Neuroticismo teve os melhores resultados, enquanto Amabilidade foi o menos representativo. Foram observadas associações entre os fatores e as variáveis sóciodemográficas: gênero, idade e escolaridade. Concluiu-se que a escala baseada no BFI-10 poderá ser utilizada quando o tempo disponível for muito limitado. Considerando as limitações de uma escala breve, os resultados devem ser interpretados com precaução. Novos estudos devem ser feitos para complementar as características psicométricas da escala
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Karlsson, Emma. "Extraversion & självkänsla : en studie på fasettnivå." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-69698.
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The aim of this study is to increase our knowledge about the correlation between personality andself-esteem. A survey containing two instruments was spread through Facebook. The first instrument was a translation of Rosenberg's self-esteem scale (RSES; Rosenberg, 1965) that measured the degree of self-rated self-esteem. The second instrument was a self-formulated personality test that measured the degree of extraversion and every facet of this personality trait.The questions answered in this study are (1) if there is a correlation between self-esteem and extraversion, (2) how strong the correlations are between self-esteem and the individual facets of extraversion, (3) which facets that have a significant impact on self-esteem and lastly (4) how high the internal consistency of the instruments used in this study is. All data was processed in SPSS and to answer the questions correlation- and regression analyzes as well as Cronbach's alpha were used.The study reports two results - one that includes all questions in the survey and one that only includes questions that were considered to have high internal consistency according to Cronbach's alpha. Both results show a correlation between extraversion and self-esteem. The first result showsa correlation between self-esteem and the facets activity level, warmth, assertiveness and positivefeelings, but to different degrees. The second result shows a correlation between self-esteem and every facet. Both results show that the facets positive feelings and assertiveness significantly correlateswith self-esteem, but the second result shows that the activity level also significantly correlates withself-esteem. Both instruments showed high internal consistency measured with Cronbach's alpha.Syftet med denna studie är att öka kunskapen kring sambandet mellan personlighet och självkänsla.En enkät innehållande två instrument spreds via plattformen Facebook. Det första instrumentet var en översättning av Rosenbergs self-esteem scale (RSES; Rosenberg, 1965) som mätte graden av självskattad självkänsla. Andra instrumentet var ett egenformulerat personlighetstest som mätte graden av extraversion samt varje fasett inom denna personlighetsegenskap. De frågeställningar som besvaras i denna undersökning är (1) ifall det finns ett samband mellan självkänsla och extraversion,(2) hur starka sambanden är mellan självkänsla och de enskilda fasetterna inom extraversion, (3) vilka fasetter som har en betydelse för självkänsla samt (4) hur hög den interna konsistensen är hos de instrument som använts. All data behandlades i SPSS och för att besvara frågeställningarna användeskorrelations- och regressionsanalyser samt Cronbachs alfa. Studien redovisar två resultat - ett som inkluderar alla frågor i enkäten och ett som endast inkluderar de frågor som ansetts ha hög internkonsistens enligt Cronbachs alfa. Båda resultaten visar ett samband mellan extraversion och självkänsla. Första resultatet visar samband mellan självkänsla och fasetterna aktivitetsnivå, värme,bestämdhet och positiva känslor, men i olika hög grad. Andra resultatet visar samband mellan självkänsla och samtliga fasetter. Båda resultaten visar att fasetterna positiva känslor och bestämdhet har ett signifikant samband med självkänsla men andra resultatet visar även att aktivitetsnivån har ettsignifikant samband. Båda instrumenten visade hög intern konsistens mätt med Cronbachs alfa.
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Hartman, Robert Owen. "The five-factor model and career self-efficacy general and domain-specific relationships /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1147867278.
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Robinson, Carrie Helene. "Examination of the relationship of work values to the "Big-Five" personality traits and measures of individualism and collectivism." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1185569363.
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Hallin, Henning, and Emil Stenman. "Relationen mellan personlighet, känsla av sammanhang, politiskt intresse och politisk inriktning bland högskolestudenter." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-44055.
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Personlighet påverkar många livsaspekter. Tidigare forskning har visat att politik är en av dessa aspekter. Forskning inom området har konstaterat ett samband mellan personlighet och riktningen av personers politiska orientering samt mellan personlighet och Känsla av sammanhang (KASAM). Däremot fanns en forskningslucka kring relationen mellan KASAM och politik. Syftet med denna studie var att undersöka relationen som de fem grundläggande personlighetsdimensionerna och KASAM har till Politiskt intresse samt Politisk inriktning, men även relationen mellan personlighetsdimensionerna och KASAM. Hundrafemtiofem studenter deltog varav 37 män. Datainsamling gjordes via enkät, som bestod av BFI-44, SOC-13 samt självrapportering av Politiskt intresse och inriktning. Databearbetningen skedde via korrelationsanalys samt regressionsanalys. Studiens resultat visade att personlighet hade ett samband med politik samt KASAM och att KASAM hade ett samband med en högerorienterad politisk inriktning. Eftersom relationen mellan KASAM och politik var relativt outforskad kan resultatet av denna studie ses som ett intressant ämne för framtida forskning.
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Piguillet, Doris. "Sambandet mellan personlighet och arbetsmotivation bland kvinnliga entreprenörer." Thesis, Linnéuniversitetet, Institutionen för pedagogik, psykologi och idrottsvetenskap, PPI, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-17963.
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Kichuk, Susan Leigh. "The effect of general cognitive ability, Teamwork KSA's, and the Big Five personality factors on the performance of engineering design teams, implications for the selection of teams." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0016/NQ30151.pdf.
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Kichuk, Susan L. "The effect of general cognitive ability, teamwork KSA's, and the "Big Five" personality factors on the performance of engineering design teams : implications for the selection of teams /." *McMaster only, 1996.
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Bröms, Emelie, and Andreas Hultenmo. "Personlighet hos ultralöpare och cyklister : En jämförande studie av the Big Five hos deltagare i Ultravasan och Cykelvasan 2015." Thesis, Högskolan Kristianstad, Sektionen för lärande och miljö, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-15655.
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Allt fler människor deltar i lopp som sträcker sig över långa distanser. Denna studies syftevar att undersöka om dessa människors personligheter skiljer sig åt beroende på vilkengren de deltar i, och i så fall på vilket sätt. Med utgångspunkt i femfaktorteorin (Big Five)och med hjälp av ett självskattningsformulär, Revised NEO Personality Inventory, undersöktesoch jämfördes 214 löpare i Ultravasan 2015 och 145 cyklister i Cykelvasan 2015.Frågeställningen som föranledde arbetet var ifall löparnas personlighet skiljer sig från cyklisternas.Resultaten visade att löpare har en högre grad öppenhet i jämförelse med cyklisterna.Löparna hade även en lägre grad av extraversion i förhållande till cyklisterna,en skillnad som var statistiskt signifikant. Generellt sett visade resultaten små skillnadermellan löpare och cyklister.More people than ever participate in long distance races and the purpose of this study wasto investigate the personality of these individuals. We had 214 Ultravasan runners and145 Cykelvasan cyclists complete the Revised NEO Personality Inventory test, to assesstheir personality based on the Big Five. The main question was whether the personality ofthe runners would differ from the cyclists’.Results showed that runners scored higher on openness compared to the cyclists.Furthermore, runners were significantly less extrovert than the cyclists. Generally however,the results showed minor differences in personality between the two groups.
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Dalton-Brits, E., and M. Viljoen. "Personality traits and learning approaches : are they influencing the learning process?" Journal for New Generation Sciences, Vol 8, Issue 3: Central University of Technology, Free State, Bloemfontein, 2010. http://hdl.handle.net/11462/565.
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Published ArticleThe relationship between the big five personality traits, Extraversion, Agreeableness Neuroticism, Conscientiousness and Openness to Experience and deep and surface approaches to learning forms the basis of this article. The findings of a research study in this milieu will be presented to prove that earlier studies in this field have been upheld, but that an important deviation has occurred on certain levels of personality. A students way of learning implies the type of learning that is taking place. Ultimately we as lecturers want to encourage deep learning as this stimulates retention of information, important in production of students that are ready for employment.
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Ortiz, Andersson Liv, and Annie Snöberg. "Personlighetsegenskaper och motivation : En kvalitativ studie om hur mellanchefers personlighetsegenskaper inverkar på hur de motiverar sina medarbetare." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74766.
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Titel: Personlighetsegenskaper och motivation Syfte: Att belysa hur en mellanchefs personlighetsegenskaper inverkar på hur de motiverar sina medarbetare. Teori: The Big Five, arbetsmotivation och Herzberg tvåfaktormodell. Metod: En kvalitativ studie med ett konstruktionistiskt perspektiv samt ur en hermeneutisk synvinkel. Metoden utgjordes av fyra semistrukturerade intervjuer som spelades in och transkriberades. Intervjuerna utgick från en intervjuguide som var baserad på studiens teorier. Respondenterna valdes ut med ett målstyrt urval. Empiri: En sammanställning av de fyra semi-strukturerade intervjuerna som genomfördes. Slutsats: En mellanchefs personlighetsegenskaper visade sig ha en viss inverkan på hur de motiverar sina medarbetare. Hur stor denna inverkan är varierar mellan olika mellanchefer. I ett fall där en mellanchef hade medelnivåer av de flesta personlighetsdimensionerna och låga nivåer av extraversion samt neuroticism uppfattades hen vara lugn, reserverad och uppgiftsorienterad. Vilket inverkade på hens motivationsarbete genom att hen använde sig av inre motivationsfaktorer på ett sådant sätt där hen lämnade över ansvaret till medarbetarna själva. I ett annat fall hade en mellanchef utmärkande nivåer av tillgänglighet/vänlighet/behag och samvetsgrannhet, lite över medel av extraversion och låg nivå av neuroticism och öppenhet. Där det främst var hens låga nivå av extraversion som antydde på att hen är mer uppgiftsorienterad som visade sig inverka på hens sätt att motivera sina medarbetare, via den inre motivationsfaktor erkännande. En annan mellanchef med liknande personlighetsegenskaper, dock med en betydligt högre nivå av extraversion som innebär att hen är personinriktad istället, involverade sig betydligt mycket i sina medarbetare mer som enskilda individer och visade på ett betydligt större intresse för deras utveckling och välmående. Hen använde inre motivationsfaktorer som erkännande, prestation, personliga utvecklingsmöjligheter och hygienfaktorer som belöningar och lön. En annan mellanchef visade sig använda samma typer av motivationsfaktorer, dock med en helt annan nivå av engagemang och intresse i sina medarbetare, vilket troligen beror på hennes personlighetsegenskaper som är totala motsatsen jämfört med övriga studerade mellanchefer.Title: Personality traits and motivation Purpose: To illustrate how a senior executive’s personality traits affect how they motivate their employees. Theory: The Big Five, work motivation and Herzberg's two factor model. Method: A qualitative study with a constructive perspective with one hermeneutical position. Four semi structured interviews were conducted, all of them were recorded and transcribed. Respondents were selected with a purposive sampling. Empirical: A compilation of the four semi-structured interviews conducted. Conclusion: A senior executive’s personality traits were found to have a certain impact on how they motivate their employees. The extent to which this effect is varied between the various senior executives. In one case where a senior executive had average levels of most personality dimensions and low levels of extraversion as well as emotionality, they were perceived to be calm, reserved and task-oriented. Which affected motivational work by using internal motivation factors in such a way that they left the responsibility to the employees themselves. In another case, a senior executive had distinctive levels of agreeableness and conscientiousness, a little over the means of extraversion and low levels of emotionality and openness to experience. Where primarily, there was a low level of extraversion that suggested that they are more task-oriented, which proved to impact in order to motivate their employees, through the internal motivation factor recognition. Another senior executive with similar personality characteristics, though with a significantly higher level of extraversion, which means that they are person-oriented instead, involved much more in their employees more than individual individuals and showed a much greater interest in their development and well-being. The senior executive used internal motivational factors such as recognition, achievement, personal development opportunities and hygiene factors such as rewards and salaries. Another senior executive was found to use the same types of motivational factors, but with a completely different level of commitment and interest in their employees, which is probably due to the personality traits, which is the opposite of the other senior executives
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Coetzee, Susanna Catherina. "Dispositional factors, experiences of team members and effectiveness in self-managing work teams / Susanna Catherina Coetzee." Thesis, North-West University, 2003. http://hdl.handle.net/10394/261.
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Changes in South Africa's political and economic sphere demand the
democratisation of the workplace, participation and empowerment of the work force.
Flatter hierarchical structures, as a result of downsizing, enhance involvement but
also demand that workers function in a more autonomous manner. The use of self-managing
work teams has increased in response to these competitive challenges.
Self-managing work teams are groups of employees who are fully responsible for a
well-defined segment of finished work that delivers a product or a service to an
internal or external customer. The functioning of self-managing work teams, in terms
of the systems model, can be described as certain inputs that help the team to
perform certain tasks and follow processes in order to achieve certain outputs.
Inputs include the motivation, skills and personality factors of team members, while
the tasks and processes refer to problem solving, conflict resolution, communication
and decision making, planning, quality control, dividing of tasks, training and
performance appraisal. These inputs and processes lead to outputs such as
efficiency, productivity and quality of work life.
To date empirical studies regarding self-managing work teams in South Africa
focused on the readiness of organisations for implementing these teams. Little
research has been done on characteristics of successful self-managed work group
members. Findings regarding members of self-managing work teams elsewhere in
the world couldn't uncritically be applied to South Africa, because of widely different
circumstances. Research on dispositional factors such as sense of coherence, self-efficacy,
locus of control and the big five personality dimensions could therefore help
to identify predictors of effectiveness that can be validated in consecutive studies for
selection purposes in a self-managing work team context in South Africa.
The objective of the research was therefore to determine the relationship between
dispositional characteristics of members of a self-managing work team and the
effectiveness and quality of work life of these members. A cross-sectional survey
design was used. The sample included members of self-managing work teams (N =
102) from a large chemical organisation and a financial institution in South Africa.
The Orientation to Life Questionnaire, a Self-efficacy Scale, the Locus of Control
Questionnaire and Personality Characteristics Inventory were used to measure the
dispositional variables. Quality of work life (measured as consisting of satisfaction,
commitment to the organisation and commitment to the team) and self-rated team
member effectiveness were used as dependent variables. Descriptive statistics,
Pearson and Spearman correlations, canonical correlations and structural equation
modelling were used to analyse the data and investigate the relationships between
the various dispositional characteristics quality of work life and effectiveness of the
team members.
The results showed practically significant positive relationships between sense of
coherence, self-efficacy, autonomy, external locus of control and internal locus of
control on the one hand, and quality of work life and effectiveness of the team
members of self-managing work teams on the other hand. Of the big five personality
dimensions only openness was associated with commitment to the team in terms of
the quality of work life. Stability, extraversion and openness were associated with
the self-rated effectiveness of the team members of self-managing work teams. The
structural equation modelling showed that there is a positive path from the
dispositional characteristics to the satisfaction, commitment and self-rated
effectiveness of the team members. The dispositional characteristics will also
enhance the members' experience of role clarity and mediate the effects of job-induced
tension on the members' self-rated effectiveness. Satisfaction of the team
members moderate the relationship between the dispositional characteristics and
commitment, as well as mediate the effects of job-induced tension on the
commitment of the team members.
Organisations implementing self-managing work teams can benefit from developing
and enhancing these dispositional characteristics in their selected team members
and could also validate these dispositional characteristics in terms of selection
criteria for self-managing work team members.Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.
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Astonitas, Villafuerte Lya Mainé. "Personality and risk of addiction to Internet in university students." Pontificia Universidad Católica del Perú, 2012. http://repositorio.pucp.edu.pe/index/handle/123456789/100763.
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The articles studies the frequency and purpose of Internet use, the indicators of risk for Internet addiction and the persona lit y of 66 university students from a private university in Lima. These variables are analyzed together with the dimensions and facets of the NEOPI-R, based in the big five model. An association was found between the facets values (04) and actions (06), which belong to the Openness dimension (O), and the risk of Internet addiction. A deeper analysis reveals a positive relationship between the number of symptoms of Internet addiction and the Neuroticism (N) dimensiono Additionally, there is a negative relationship between the number of symptoms and the Consciousness (C) dimension,especially on the facets self-discipline (CS), dutifulness (C3), achievement-striving (C4) and deliberation (C6).Se analizan los hábitos de consumo en Internet: frecuencia y finalidad de uso; los indicadores de riesgo de adicción al Internet, y la personalidad de 66 estudiantes de una universidad particular de Lima Metropolitana. Estas variables se analizan junto con las dimensiones y facetas del Inventario de Personalidad NEO-PI-R a partir del modelo de los cinco factores . Se encuentra una asociación entre las facetas valores (04) y acciones (06), pertenecientes a la dimensión Apertura (O), y el riesgo de adicción al Internet. Un análisis más profundo revela una relación positiva entre el número de síntomas de adicción al Internet y la dimensión Neuroticismo (N). Existe también una relación negativa entre el número de síntomas de adicción al Internet y la dimensión Conciencia (C), especialmente con las facetas autodisciplina (CS), sentido del deber (C3), motivación de logro (C4) y reflexión (C6).
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Dragin, Apilou, and Lundin Camilla Harlos. "Är resiliens en framgångsfaktor på arbetsmarknaden? : - Personlighet som prediktor för resiliens." Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och sociologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-12556.
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På dagens arbetsmarknad bedöms arbetssökanden i stor utsträckning utifrån sitt CV, trots att arbetsgivare i allt större utsträckning efterfrågar personliga egenskaper likt stresstålighet och förmåga att hantera komplexa situationer. Syftet med föreliggande studie var att undersöka om personlighetsfaktorer eller rekryteringsfaktorer har högst prediktiv validitet för självskattad grad av resiliens i arbetslivet. I syfte att besvara studiens frågeställning tillämpades en kvantitativ ansats. Ett digitalt frågeformulär sammanställdes för att snabbt och smidigt nå ut till deltagare online. Mätinstrumenten IPIP30, COPSOQ II och The Resilience Scale användes för att mäta personlighet, upplevd stress, kvantitativa krav i arbetet, risk för utbrändhet och resiliens. Även data gällande ålder, kön, utbildningsnivå, betyg, tid i nuvarande tjänst och yrkesområde samt total arbetslivserfarenhet efterfrågades med avseende att motsvara vanligt förekommande rekryteringsfaktorer. Data har analyserats från 252 yrkesverksamma deltagare i åldrarna mellan 17-62 (M = 34, SD = 10) år, 62% kvinnor och 38% män. Deltagarnas utbildningsnivå utgjordes främst av gymnasieutbildning eller kandidatexamen, där majoriteten vid undersökningstillfället arbetade heltid och närmare hälften hade en total arbetslivserfarenhet på över tio år. Till att beräkna predicerbarhet för respektive faktorer tillämpades en hierarkisk regressionsanalys i två steg. Studiens resultat visade att personlighetsfaktorer kan predicera en individs förmåga att hantera arbetsrelaterad stress mer tillförlitligt än de vanligt förekommande rekryteringsfaktorerna. Vår analys indikerade även att vanligt förekommande rekryteringsmetoder som CV-granskning inte kan bidra med någon tillförlitlig personlighetsbedömning. Förhoppningsvis kommer vårt resultat bidra till att framtida rekrytering lägger större vikt vid personlighetsfaktorer.In the Swedish labor market jobseekers are largely judged based on their CV, despite the fact that employers increasingly require personal qualities like resistance to stress and ability to handle complex situations. The aim of the present study was to investigate whether personality factors or common recruitment factors have the highest predictive validity for resilience in work life. A digital questionnaire was compiled to quickly and easily reach respondents online. Measuring instruments IPIP30, COPSOQ II and The Resilience Scale were used to measure personality, perceived stress, quantitative requirements at work, risk of burnout and resilience. Data regarding age, sex, education level, grades, time in current employment and occupational area as well as total work experience were collected in order to collect classical recruitment factors. Data was analyzed from 252 professionals in the ages 17-62 (M = 34, SD = 10), 62% women and 38% men. At the time of the study the majority of the respondents worked full-time and their education level was primarily a secondary education or a bachelor's degree. To calculate the predictability for the current factors, a two-step hierarchical linear regression analysis was implemented. Results showed that personality factors can predict an individual's ability to handle work-related stress more reliably than common recruitment factors. Our analysis also indicated that classical recruitment methods such as CV review could not contribute with a reliable resilience assessment. Hopefully, our results could help enhancing
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Wildermuth, Cristina de Mello e. Souza. "Engaged to Serve: The Relationship Between Employee Engagement and the Personality of Human Services Professionals and Paraprofessionals." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1225734665.
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Church, Donald Glen. "Reducing Error Rates in Intelligence, Surveillance, and Reconnaissance (ISR) Anomaly Detection via Information Presentation Optimization." Wright State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=wright1452858183.
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Badin, Iulia. "Personlighet, val av utbildning och prestation : en studie av svenska studenter inom humaniora och ekonomi." Thesis, Högskolan Kristianstad, Sektionen för lärande och miljö, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-15606.
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Inom ramarna för Femfaktormodellen var det övergripande syftet med föreliggande studie att undersöka relationen mellan personlighet och val av utbildning respektive akademisk prestation på den valda utbildningen i ett svenskt stickprov. Vidare undersöktes om Hollands (1997) teori, som utvecklades för snart 20 år sedan i USA, kan vara av betydelse i dagens Sverige. Totalt deltog 177 studenter som vid tidspunkten för datainsamlingen läste program inom humaniora (N = 121) eller ekonomi (N = 56) vid olika svenska universitet. Dessa fyllde i en webbenkät innehållande IPIP-NEO-PI testet (Goldberg, 1999) samt frågor om utbildning, prestation och yrkesintressen enligt RIASEC – modellen (Holland, 1997). Multivariata kovariansanalyser visade att det finns skillnader i personlighet mellan humaniorastudenter och ekonomistudenter som dessutom verkar inte bero på socialisationsprocessen. Separata korrelationsanalyser för de två grupperna visade på skillnader i samband mellan personlighet och prestation beroende på utbildning. Multipla linjära regressionsanalyser visade att det inte är samma personlighetsfaktorer som predicerar prestation då endast humaniorastudenterna undersöktes och då hela urvalet undersöktes vilket kan vara ett tecken på att olika personlighetsfaktorer predicerar prestation i olika utbildningar. Slutligen visade resultatet på skillnader i utbildningsmiljöer mellan humaniora och ekonomi utifrån RIASEC modellen. För gruppen humaniora, men inte för ekonomi, visade resultatet också på att ”fit” mellan individens profil och typ av utbildningsmiljö ledde till högre prestation. Dessa resultat diskuteras i relation till tidigare forskning inom området. I ett bredare perspektiv diskuteras också innebörden av dessa resultat både för praktiken samt vilka aspekter framtida studier bör ta hänsyn till.Within the framework of the Big Five factor model, the aim of the present study was to investigate the relationship between personality and choice of college major as well as academic performance in a Swedish sample. A secondary aim was to test whether Hollands (1997) vocational choice theory, which was developed for almost 20 years ago in the United States, could be meaningful for Sweden in present-days. A total of 177 students enrolled in college majors within Humanities (N = 121) and Economics (N = 56) from several Swedish universities used a web-based survey to complete the IPIP-NEO-PI inventory (Goldberg, 1999) and to answer questions about their studies, their academic performance and vocational interests according to the RIASEC model (Holland, 1997). Multivariate covariance analyses showed that there were personality differences between humanities students and economics students that seem to pre-exist rather than to be a consequence of a socialization process. Correlation analyses, separate for the two groups, showed different associations of personality factors with performance across groups. Multiple linear regression analyses showed that the personality factors that predict performance were different when only data from humanities students was analysed and when data from the whole sample was analysed which can be interpreted as if the personality factors that predict performance are different across majors. Finally, results showed that there are differences between educational environments of humanities and economics according to the RIASC model. For humanities students, but nor for economics students, the results also showed that “fit” between the individuals profiles and the profile of the environment leads to higher performance. These results are discussed in relation to previous research in the field. From a wider perspective the implications for practice of these results are discussed as well as insights about aspects needed to be considered in future research.
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Asmar, Nadin, and Tommy Kallestad. "Big Five dimensionerna möter arbetstillfredsställelse." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12872.
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Tidigare forskning har gett stöd för att personlighet påverkar arbetstillfredsställelse, och i denna studie undersöks om detta även gäller inom socialpsykiatrin i Eskilstuna. Syftet med studien var att undersöka samband och varians mellan olika personlighetsdimensioner och arbetstillfredsställelse. Big Five personlighetsdimensionerna mättes med Shafers personality scale och arbetstillfredsställelse med Minnesota Satisfaction Questionnaire, och dessa mätningar skedde genom en enkätundersökning. De 78 deltagarna i denna studie var personal inom socialpsykiatrin, varav 23 var män. Resultaten redovisades genom Pearsons korrelationer och en hierarkisk regressionsanalys som visade att det fanns samband mellan vissa av Big Five dimensionerna och arbetstillfredsställelsefaktorerna. Detta stämmer även överens med tidigare forskning inom ämnet men däremot blev det inget signifikant resultat för hur stor del av variansen som berodde på personlighetsdimensionerna. Denna studie bidrar med att undersöka hur personligheten hos en outforskad yrkesgrupp är relaterat till hur de trivs på sitt arbete.
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Laak, Jan J. F. ter. "The Big Five dimensions of individual differences in personality." Pontificia Universidad Católica del Perú, 1996. http://repositorio.pucp.edu.pe/index/handle/123456789/101034.
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This is a review anide about the different theoretical positions on the Big Five dimensions of personality . This article presents the similarities and dilferences among the theoretical positions following a thorough reflection on the following topics: (a) the genesis of the content and structure of the Big Five; (b) the robustness of the five dimensions; (e) a description of the research on the relationship of the Big Five with other personality constructs; (d) a di~cussion about the predictive value of the Big Five profile scores for relevant criteria; (e) the theoretical status of the Five is analyzed; (f) historical criticisms on the Big Five are discussed; (g) sorne guesses for the future of the Five are put forward; and (h) conclusions and remarks about the Five dimensions of personality are drawn and made.Este artículo revisa las distintas posiciones teóricas sobre las cinco grandes dimensiones de la personalidad, mostrando las semejanzas y diferencias entre las posturas teóricas. Esta contribución presenta lo siguiente: (a) la génesis del contenido y la estructura de las cinco dimensiones; (b) la fortaleza de las cinco dimensiones; (e) la relación de las cinco grandes dimensiones con otros constructos de personalidad; (d) discute el valor predictivo de las puntuaciones del perfil de las cinco dimensiones para criterios pertinentes; (e) analiza el estatus teórico de las cinco dimensiones; (f) discute críticas históricas sobre las cinco grandes dimensiones y se formulan respuestas a estas críticas; (g) hace conjeturas para el futuro de las cinco grandes dimensiones; y (h) concluye con algunas conclusiones y comentarios.
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Khader, A. Majeed. "The Big Five personality framework and critical incident management policing." Thesis, University of Aberdeen, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.487420.
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Despite recognition that personality matters in work perfonnance, there is little research examining the relationships between Big Five traits (Costa & McCrae, 1992) and police critical incident management (ClM). To address this, research was undertaken to examine several questions: a) what are the types of critical incidents in policing?, b) which personal qualities are needed for effective police ClM?, c) do ClM police have different personalities from patrol police?, d) what is the relationship between personality domains, facets and police ClM perfonnance?, and e) what is the relationship between coping arid ClM perfonnance? Four groups totalling 189 Singaporean police officers, comprising 'Negotiators' (CNG) (n=34); 'Peacekeepers' (PKG) (n=43); 'Riot Troopers' (RTG) (n=49) and 'SpeCial Tactics' (STG) (n=63) participated in this research. Personality was measured using the NEO-PI-R (Costa & McCrae, 1985) and coping was measured using COPE (Carver, Scheier & Weintraub, 1989). To address (a), a literature review was undertaken that revealed 3 types of critical incidents (CI): 'person-focusr', 'event-focused' and 'major' incidents. The police have strategies to deal with each, but' each has the potential to 'snowball' if not mitigated; and CI managers playa role to prevent this snowballing. To address (b), a job/work analysis was undertaken using the Job Competency Questionnaire (Chong, 1997) surveyed on 242 police officers, and the critical incident technique with 10 police CIM subject matter experts. Using grounded theory and factor analysis, results showed that 'Leadership, Command and Results-Orientation', 'Team Influence, Management and Preparation', 'Personal Mastery and Self Control', 'Problem Solving, Judgement and Decision Making Skills' and 'Other Skills' were important for effective CIM. To address (c), first, each ClM group was compared with a nonnative patrol police group (n=47). Using One-Way ANOVA, it was noted that the patrol group had higher Neuroticism scores than the PKG, STG and CNG. CNG were J;Ilore open than the PKG. When facets were compared, many inter-group differences were noted especially for Neuroticism, Extraversion and Openness facets. Second, since the interest ofthis research was on CIM groups as a whole, CIM groups were amalgamated into a larger data set (n=155) and compared against patrol police. Mean differences were noted for facets but not domains. CIM police were more gregarious, active, behaviourally experimenting, open in their values and compliant compared to patrol police. The patrol police were warm, excitable, open to ideas, altruistic, tender-minded and orderly compared to the CIM police. Question (d) was answered in 3 ways. First, for each individual CIM group, results of correlation analyses showed that better peacekeepers had high Agreeableness and high Conscientiousness; better special tactics officers had high Extraversion, moderate Openness and high Conscientiousness; better negotiators had low Neuroticism; and better riot troopers had high Neuroticism and low Conscientiousness. Second, for a subset ofthe amalgamated data (n=96), results showed that Neuroticism as a domain, and facets Nl (Anxiety), N2 (Anger Hostility). N5 (Impulsiveness), E2 (Gregariousness), 01 (Fantasy) and C3 (Dutifulness) were related to peer ratings of leadership and teamwork. Follow-up regression analyses showed that all Big Five domains regressed on peer ratings of leadership with a value ofR=.25, p<.05, while Nl, N2, N5, E2 and 01 regressed on peer ratings of leadership revealing a Multiple R of R=.34, p<.05. Domains regressed on ( . teamwork were not significant, although facets E2 and C3 yielded a Multiple R ofR=.26, p<.05 on the same criterion. Third, when consistent predictor-criterion relationships (i.e. noted in at least 3 groups) were looked for, results showed that Low NI (Anxiety) and N2 (Anger Hostility); High EI (Warmth), E2 (Gregariousness), and E4 (Activity); High 02 (Aesthetics); High Al (Trust); and High CI (Competence) C2 (Order), C3 (Dutiful), and C4 (Achievement Striving) were consistently related to criteria. No domain was related to criteria. To address (e), correlations between the COPE and CIM performance showed that many COPE scales were related to criteria for each individual CIM group. However, only Positive Reinterpretation and Suppression of Competing Activities were consistently related to criteria (i.e. noted for 3 CIM groups). Many theoretically consistent personalityto- coping relationships were noted. The findings of this research were theoretically consistent with the personality literature, suggesting that the Big Five mattered in CIM policing contexts, and that narrower facets can add incremental value over and above broad personality domains. This thesis concludes with recommendations being made for research, and industrial practice in the area ofpolice critical incident management.
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Jia, Heather Hartke. "Relationships between the big five personality dimensions and cyberloafing behavior /." Available to subscribers only, 2008. http://proquest.umi.com/pqdweb?did=1594480051&sid=1&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Winter, Jessica L. Henson Robin K. "The big five personality characteristics of World of Warcraft players." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-9910.
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Randall, Philip. "Actively Caring About the Actively Caring Survey: Evaluating the Reliability and Validity of a Measure of Dispositional Altruism." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etd/2275.
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Geller’s Actively Caring Survey (ACS) was theorized to measure person states deemed necessary to “Actively Care” or act altruistically toward others. Empirical research of the ACS has been limited, and this researcher sought to evaluate its reliability, validity, and factorial consistency. Undergraduate students (n = 1,095) completed the measure online. Hypotheses were partially supported. Unrotated primary component analysis found the ACS to be a unitary measure with 73.3% of the items loading onto the first factor. The ACS showed excellent internal consistency. Convergent and divergent validity with existing measures (i.e., the Big 5 Personality, Marlowe-Crowne Social Desirability, Cognitive Failures Questionnaire, Barratt Impulsiveness, and Eysenck Personality Questionnaire Venturesomeness scales) was found in 88.9% of the predicted relationships; the ACS was negatively correlated with social desirability. An abbreviated ACS revision produced similar findings. Future studies should evaluate the measure in nonstudent populations, use clinical and industrial settings, and explore predictive validity.
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Puher, Meredith Anne. "The Big Five personality traits as predictors of adjustment to college." Click here for download, 2009. http://proquest.umi.com/pqdweb?did=1848731781&sid=1&Fmt=2&clientId=3260&RQT=309&VName=PQD.
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Huynh, Yen Nhi. "Who am I? : The Neurobiology of the Big Five." Thesis, Högskolan i Skövde, Institutionen för biovetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17262.
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Personality is something that sets every human being apart, yet it is something that has been quite hard to pinpoint. Recently, neuroscientists have begun pinning down the neural correlates of personality traits – with focus on the Big Five, sparking a whole new subfield within personality research, known as personality neuroscience. By using neuroscientific methods and techniques to find the underpinnings of the Big Five have led to a deeper and broader understanding of how genetics and the environment integrate into making individuals who they are. This research has also been helpful in the prediction of various outcomes e.g. academic performance and achievement and neuropsychological disorders. In this thesis, the supposed neural correlates of the Big Five are examined through thorough and critical investigations, where evidence from some of the existing relevant studies is reviewed and compared, as well as the different problems and complexities that the field of personality neuroscience is dealing with. The findings in this thesis shows that extraversion has neurobiological basis in the frontal areas of the brain, neuroticism with reduced volume in the frontal areas, agreeableness with frontoparietal areas that are related to theory of mind as well as temporal regions, conscientiousness with frontal parts that are associated with planning and goal-orientation, and openness/intellect with frontoparietal areas as well as subcortical regions, which have been linked with intelligence and creativity. However, some of the correlations were inconsistent and scattered and further research needs to be done. The analysis of academic achievement and performance, as well as neuropsychological disorders and the Big Five with neuroimaging as a method, have shown to be limited, thus much more research is needed.
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Szirmák, Zsófia. "The big five model of personality and primary prevention in adolescence." [S.l. : s.n.], 2005. http://www.diss.fu-berlin.de/2005/232/index.html.
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Clark, Leigh Anne. "Relationships between the Big Five personality dimensions and attitudes toward telecommuting /." Available to subscribers only, 2007. http://proquest.umi.com/pqdweb?did=1362528911&sid=3&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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