Dissertations / Theses on the topic 'Big Five dimensions'

It is well known that males dominate politics, both in elected positions and in the media as political pundits (Melber, 2011). Is it the masculine style that is appealing to society? Do popular political pundits (male and female) emulate this masculine style in order to appeal to and persuade their audience? Through a content analysis of the rhetoric of six specified political pundits, it is hypothesized that both males and females are more likely to incorporate masculine styles of rhetoric, and those who display more masculine style traits will be more acceptable to the general audience leading to more airtime and appearances across networks. Through the analysis of the programs' 2013 transcripts, the communicative style of both male and female political pundits of the top five news programs from the big five networks will be studied: ABC's This Week with George Stephanopoulos, CBS's Face the Nation with Bob Schieffer, CNN's State of the Union with Candy Crowley, Fox News Sunday with Chris Wallace, and NBC's Meet the Press with Chuck Todd.<br>Master of Arts

The present study investigated the role of anxiety and avoidance dimensions of attachment and big five personality traits in adaptive and maladaptive dimensions of perfectionism. A pilot study was carried out with 408 (260 males and 148 females) preparatory school students of Middle East Technical University (METU) for the adaptation studies of Almost Perfect Scale-Revised (APS-R). The results of the exploratory and confirmatory factor analyses yielded a 21 item scale with three factors<br>Standards, Discrepancy and Order. The results of convergent and divergent and criterion-related validity studies revealed evidence for the adaptive and maladaptive dimensions of perfectionism. As for the main purpose of the study, three questionnaires, namely APS-R, Relationship Scales Questionnaire and Big Five Inventory were administered to 604 (377 males and 227 females) preparatory school students of METU. The results of three multiple regression analysis revealed that adaptive perfectionism as measured by Standards scores was significantly predicted by Conscientiousness, Openness and Extraversion. Maladaptive perfectionism as measured by Discrepancy scores was predicted by Neuroticism, Anxiety and Avoidance dimensions of attachment. Order scores used as an additional analysis were found to be predicted by Conscientiousness, Neuroticism, Extraversion and Openness.

In the highly competitive environment businesses invest big amounts of money into the new product development. New product success potentially depends on different factors among which salespeople play an important role. The aim of this paper is to explore the potential link between salespeople’s personality, motivation to sell new products and performance in selling new products. Based on the theoretical background of the Big Five personality dimensions, motivation and selling performance hypotheses were formulated and tested using statistical methods of correlation and regression analysis. The data was collected within one technologically intensive organization – ABB AB in Sweden using online web questionnaire and self-assessment measurements. Total investigation was conducted among organization’s salesforce. The findings confirm the importance of salesperson’s personality empirically showing that the latter significantly predicts both motivation and performance in selling new products. From all the Big Five Extraversion was confirmed to be the most important predictor of both motivation and performance in selling new products. Extraversion was found positively related with both motivation and performance in selling new products. Salespeople scoring high in Extraversion and especially possessing such characteristics as confident, energetic and sociable tend to be more motivated to sell new products and show higher performance results. Other personality dimensions such as Agreeableness, Conscientiousness, Neuroticism, and Openness to experience complexly approached are not proved to be significantly related neither with motivation nor performance in selling new products. The results are explained by the extreme importance of Extraversion in new product selling situation which analyzing in combination with the other personality dimensions suppresses the others. Finding regarding controlling for certain demographical characteristics of salespeople reveal that performance in selling new products is determined by selling experience. Salespeople’s age is not proved to be significantly related neither with motivation nor performance in selling new products. Findings regarding salespeople’s gender though proposing that males are more motivated to sell new products cannot be generalized due to the study limitations.

The present study aimed to explore both situational (Emotional Display Rules and Affective Events) and dispositional antecedents (Four of Big Five personality dimensions<br>Extraversion, Neuroticism, Conscientiousness and Agreeableness) of emotional labor. Potential interaction effects of situational and dispositional variables on emotional labor<br>and long-term consequences of the construct were also examined. Data were collected from table servers working in caf&eacute<br>s, restaurants, and hotels in Ankara, Istanbul, Kusadasi, (Aydin) and Antalya. The study was performed in three stages. In the first stage, diary study was conducted and Affective Events Scale was created for the service work. In the second stage, psychometric properties of the new scale were pilot tested. In the main study, reliabilities of the scales, hypotheses and potential moderation effects were tested with a total sample of 254 employees. Results revealed that emotional display rules were a significant predictor of both surface and deep acting. Positive events positively predicted emotional labor. Among dispositional antecedents, agreeableness was the only dimension that predicted surface acting. Deep acting was predicted by all of the personality dimensions utilized in the study, especially by agreeableness. On the other hand,conscientiousness had a marginally significant moderation effect on the relationship between emotional display rules and surface acting. With respect to consequences of emotional labor, both surface acting and deep acting positively predicted personal accomplishment. Deep acting was also positively related to job satisfaction, and negatively related to turnover intentions. Findings discussed and practical implications, limitations, and directions for future research were presented.

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.<br>Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Bakgrund: Brand personality beskrivs i litteraturen som den uppsättning avpersonliga egenskaper som beskriver ett varumärke, genom att försevarumärken med mänskliga drag kan konsumenten lättare relatera ochknyta an till sina egna preferenser utifrån sin egen karaktär (Aaker 1997).Det var år 1997 som forskaren Jennifer Aaker (1997) kom med denförsta definitionen om brand personality, som följde "the set of humancharacteristics associated with a brand" (Aaker 1997, p 347). Syfte: Syftet är att förklara hur Aaker’s (1997) modell brand personality “thebig five” kan revideras för att passa till den Svenska kontexten. Forskningsfråga: Vilka dimensioner i modellen brand personality “the big five” (Aaker,1997) behöver revideras för att appliceras i en Svensk kontext?Vilka personlighetsdrag och dimensioner är unika för den svenskakontexten och behöver därmed adderas till brand personality modellen? Metod: Denna studie har antagit en abduktivt angreppssätt, där tidigareforskning om brand personality har varit utgångspunkt. Författarna toggrund i befintlig teori med avsikt att testa modellen ”the big five” skapadav Aaker (1997) empiriskt i en ny kontext. Till studien tillämpadesfokusgrupp (förstudie) och enkät. Resultat och slutsats: Genom studien var det möjligt att fastslå att Aakers (1997) ursprungligamodell brand personality, inte var funktionell i den kontext som studienämnar. En revidering var nödvändig för att uppnå en effektiv brandpersonality i den svenska kontexten. Resultatet genererade 41personlighetsdrag fördelade i 15 fasetter och fem dimensioner. Unikt förden svenska kontexten är åtta nya personlighetsdrag och tvådimensioner. Dimensionerna sophistication och ruggedness (Aaker1997) förkastades och ersattes av dynamisk och elementär. Det påvisadesatt vissa personlighetsdrag hade en annan innebörd i den svenskakontexten och var därmed bättre lämpade till en annan dimension.

Objectifs. Le décrochage d’études universitaires est un comportement marquant la sortie d’un cursus avant l’obtention du diplôme le validant. Il est produit par des processus complexes se manifestant sur les lignes de fragilité du rapport entre la singularité psychique de l’étudiant et le cursus d’études dans lequel il s’inscrit et évolue. Cette thèse vise à préciser les déterminants psychosociaux à l’œuvre dans ces processus<br>Introduction. Dropping out of university is a behavior related to leaving a study course without a degree. It is produced by complex processes manifested on the lines of fragility in the relationship between the psychic singularity of the student and the enrollment on specific studies. The aim of this thesis is to precise psychosocial determinants at work in these processes

Notre problème consiste à déterminer le nombre de grands rectangles identiques nécessaires pour ranger une liste de rectangles sans modifier leur orientation. Nous proposons des méthodes pour calculer des bornes inférieures pour ce problème, essentiellement basée sur le concept de fonctions dual-réalisables. Nous proposons aussi deux méthodes exactes de type énumératives. L'une permet de déterminer si un ensemble de rectangles peut être contenu dans un rectangle unique. Elle repose sur une nouvelle relaxation du problème. La deuxième méthode permet de résoudre le problème général de bin packing en deux dimensions. Elle calcule pour cela une décomposition itérative de l'ensemble des rectangles à placer.

Current advances in the science of personality structure were discussed with reference to the utility of assessing dimensions of normal personality for clinical research and psychological treatment. The current debate in the field of clinical personality assessment suggests that the extreme behaviors, attitudes, symptoms, and actions seen in patients in clinical settings may be widely separated from behaviors in the normal range, and hence, current conceptions of normal personality structure may be insufficient to provide useful information. The basic dimensions of normal personality have not been directly related to maladaptive, rigid, and abnormal behavior seen in psychopathology. Based on the construct of interpersonal problems (Horowitz, 1979), it was proposed that two ways personality traits may be expressed rigidly and maladaptively are via chronic behavioral excesses (behaviors a person does too much) and chronic behavioral inhibitions (behaviors a person finds hard to do). Three investigations were conducted to determine if this operationalization of maladaptive behavior would lead to the identification of a taxonomy of personality traits of particular relevance to clinical assessment and treatment. Additionally, specific methodological techniques were used to impose a taxonomic structure on the trait domain, conforming to the Dyadic—Interactional Five-factor Model of personality structure (Pincus & Wiggins, in press; Trapnell & Wiggins, 1990; Wiggins & Pincus, 1992, in press). In the current research, a valid and reliable self— report instrument was derived in a large normal sample, cross—validated on an independent normal sample, and cross— validated on a small psychiatric sample. This instrument extended a recent circumplex modification of Horowitz’ (1979) Inventory of Interpersonal Problems (lIP-C; Alden, Wiggins, & Pincus, 1990) to include the three additional personality dimensions of neuroticism, conscientiousness, and openness to experience. The final inventory, the IIP-B5, is a 140 item questionnaire that assesses maladaptive trait expression (problems) related to the five basic personality dimensions by assessing a number of lower—order problems facets within each superordinate trait domain. The advantages of the IIP-B5 compared to currently available five—factor model inventories for clinical assessment and research was discussed. The instrument was used to operationalize the five—factor model of personality in a fourth study comparing a competing model of adjustment to the five-factor model of personality. The clinical utility of the IIP-B5 was demonstrated in a brief case presentation of a patient who was seen for intensive group psychotherapy with the author. Results of all studies suggest that a taxonomy of maladaptive personality traits can be subsumed by the five factor model of personality and that a dimensional perspective on abnormal behavior may be a viable alternative to the categorical classification system of the DSM-III. Some structural weaknesses of the IIP—B5 were identified and further improvements and investigations are required.

碩士<br>大同大學<br>事業經營學系(所)<br>106<br>This study aimed to explore the effects of “Big-Five Personality Traits” (i.e., agreeableness, conscientiousness, extraversion, neuroticism, and openness to experience) on “Turnover Intention” and then to discuss the moderative effects of “Organization Learning” (i.e., information-sharing patterns, inquiry climate, learning practices, and achievement mindset). This study conducted the survey with the convenience sampling and the workers in the semiconductor industry participated this study. Totally, the 120 validity samples were collected. The research results found that “Agreeableness” and “Neuroticism” do not significantly influence “Turnover Intention” and “Conscientiousness”, “Extraversion”, and “Openness to Experience” significantly and positively influence “Turnover Intention”. This study then discussed the moderative effects of “Organization Learning” and found that “Information-Sharing Patterns” moderates the effects of “Conscientiousness”, “Extraversion”, and “Openness to Experience” on “Turnover Intention”; “Inquiry Climate” moderates the effects of “Conscientiousness”, “Extraversion”, and “Openness to Experience” on “Turnover Intention”; “Learning Practices” moderates the effects of “Conscientiousness”, “Extraversion”, and “Openness to Experience” on “Turnover Intention”; “Achievement Mindset” moderates the effects of “Conscientiousness”, “Extraversion”, and “Openness to Experience” on “Turnover Intention”. This study verified that which personality may have the higher level of turnover intention and the role of organization learning. The research results may help the company to develop the strategy.

Despite the enormous growth of research on personality due to the development of the Big Five model, there is still much to be learned about the relation of personality to personal and organizational outcomes. An area requiring attention is the incorporation of situational variables into empirical models to enhance the predictive capacity of personality in explaining outcomes. This study fills this gap by exploring the joint effects of the Big Five personality dimensions and contextual factors (job scope, social aspects of job, and justice perceptions) on a variety of personal and organizational outcomes. The results support many hypotheses suggesting the moderating role of job scope in personality-outcomes relationships. Job scope moderated the relationship between various Big Five traits and job satisfaction, job stress, job performance, and creativity. Similarly, distributive justice and voice had joint effects with personality on citizenship behaviors.