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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.<br>B.S.<br>Bachelors<br>Sciences<br>Psychology
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Nakano, Tatiana de Cássia, Priscila Zaia, and Karina da Silva Oliveira. "Correlational study: verbal creativity and personality according to the Big Five Model in Brazilian students." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/99657.
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In Brazil, few studies are found investigating the relationship between creativity and personality constructs, especially considering the Big Five Model. This study investigated a sample of 83 Brazilian high school students, between ages 14 and 18 years (M = 16.01, SD = 0.95) that answered two questionnaires, the Torrance Thinking Creatively with Words (Brazilian version) and the Bateria Fatorial de Personalidade (Factorial Battery of Personality). The results indicated significant correlations only between the socialization factor and twoverbal creative indexes (ICVI = .26; ICVII = .26). In the present study the investigated constructs are weakly related. The influence of the instrument and the theoretical modeladopted in the findings is discussed.<br>En Brasil es escasa la literatura científica acerca de la relación entre los constructos de creatividad, personalidad y el Modelo de los Cinco Factores. A partir de la aplicación del Test de Pensamiento Creativo con Palabras de Torrance (versión brasilera) y la Batería Factorial de Personalidad en 83 estudiantes brasileros de secundaria, con rango de edad de entre 14-18 años (M = 16; DS = .95), se estudia la relación entre la creatividad verbal y la personalidad. Los resultados revelan la existencia de relaciones significativas bajas entre el factor socialización y dos índices creativos verbales (ICV I = .26; ICVII = .26). Se discute la influencia del instrumento y del modelo teórico asumido en los hallazgos.<br>No Brasil, a escassez de estudos que investigam a relação entre os construtos da Criatividade e Personalidade, principalmente considerando-se o modelo Big Five, pode ser notada. Neste cenário, a partir da aplicação dos testes Pensando Criativamente com Palavras de Torrance (versão brasileira) e a Bateria Fatorial da Personalidade, o presente trabalho pesquisou em uma amostra de 83 estudantes brasileiros do Ensino Médio, com idades entre 14 e 18 anos (M = 16.01, DP = .95) a relação entre os construtos referidos anteriormente. Os resultados indicaram a existência de correlações significativas apenas entre o fator Socialização e os dois índices criativos verbais (ICVI = .26; ICVII = .26), de modo a apontar que, nesta pesquisa, os construtos apresentamse pouco relacionados. Discutese a influência dos instrumentos edo modelo teórico adotado.
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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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Buck, Michael Anthony. "Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/268.
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In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.
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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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Lo, Caleb. "How the self-transcendent emotion of awe affects cooperation, distributional preferences and reporting of the five factor model of personality traits." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/132685/1/Yuheng_Lo_Thesis.pdf.
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The emotion of awe has been proposed to lead to behavioural shifts. This experimental study explores how induction of awe impacts cooperation through a repeated public goods game, distributional preferences through the equality equivalence test, and personality reporting through the five factor model of personality traits. It sheds light onto the study of prosocial behaviour, personality reporting and the experimental methodology of awe.
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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 Article<br>The 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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Varotto, Luís Fernando. "Franchisor-franchisee relationship and performance: influence of personality traits, entrepreneurial drive, and time of relationship." reponame:Repositório Institucional do FGV, 2015. http://hdl.handle.net/10438/13601.
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Previous issue date: 2015-02-27<br>Literature in franchise has virtually ignored the role of psychological aspects on firm interorganizational results, despite its influence on firm level results and relationship quality. Therefore, the present study aims to examine the influence of franchisees’ personality and entrepreneurial drive on franchisor-franchisee relationship quality and financial performance over time. The study also investigated the role of the time of relationship on the relationship quality and financial performance. This study used a self-report survey conducted by mail to collect data from a sample of 342 franchisees selected from 3 franchise networks. Personality was represented by the Big-Five personality traits (IPIP-B5 scales): extraversion, agreeableness, conscientiousness, emotional stability, and imagination. Entrepreneur drive was represented by the Carland Entrepreneurship Index (CEI). Relationship quality was conceptualized through a 23-item second-order construct (incorporating trust, commitment, and relationship satisfaction), while financial performance was represented by using a scale measuring sales growth and profitability. Time of relationship was measured by the months of relationship between franchisee and franchisor. A Partial Least Squares (PLS) structural equation model, mean analysis, and regression analysis were conducted to test the hypothesized relationships. Three of the five personality dimensions produced the predicted effect on the outcome variables of relationship quality – agreeableness (positively), emotional stability (positively), and imagination (positively). Financial performance was affected as predicted by conscientiousness (positively), emotional stability (positively), and imagination (positively). As expected, relationship quality presented a positive and significant effect on financial performance. Entrepreneurial drive showed the predicted positive effect only on performance. Time of relationship presented the positive predicted effect on the franchisor-franchisee relationship as regards relationship quality and financial performance; however, the hypothesized shape of the relationship phases could only partially be confirmed, since only between two phases (routine and stabilization) mean analysis showed significant differences. Results indicate that personality does in fact influence relationship quality and performance, but the manner in which this occurs differs from the Brazilian context where this research was conducted to the findings of research conducted in Australia, suggesting that factors such as culture and market stability may have influence on the relationship between personality traits and both relationship quality and financial performance. Entrepreneurial drive appears to positively influence franchisee performance, but its influence proved not to produce a significant impact on relationship quality. The present study’s results also indicate the importance of the time of relationship needed to foster relationship quality and performance. Moreover, long-term relationships are related to better franchisee relationship quality and financial performance assessments. Limitations of this work and suggestions for future studies are also discussed.<br>A literatura em franchising tem virtualmente ignorado o papel de aspectos psicologicos nos resultados interorganizacionais das empresas, a despeito de sua influencia nos resultados das organizações e da qualidade de relacionamento. Este estudo, portanto, tem por objetivo analisar a influência da personalidade e do potencial empreendedor na qualidade de relacionamento e desempenho financeiro na relação franqueador-franqueado, ao longo do tempo, sob a perspectiva dos franqueados. Este estudo analisa também o papel do tempo de relacionamento sobre a qualidade de relacionamento e o desempenho financeiro. Foi utilizado neste estudo um questionário de auto-preenchimento, enviado por e-mail, com o objetivo de recolher dados de uma amostra de 342 franqueados de 3 redes de franquias. A personalidade foi mensurada por meio dos “Cinco Grandes” traços de personalidade (escalas IPIP-B5): extroversão, agradabilidade, consciencia, estabilidade emocional e imaginação. O potencial empreendedor foi mensurado por meio do índice CEI (Carland Entrepreneurship Index). A qualidade do relacionamento foi estruturada como um constructo de segunda ordem, composto por 23 itens (incorporando confiança, comprometimento e satisfação com o relacionamento), e o desempenho financeiro foi representado por meio de uma escala de mensuração de crescimento de vendas e de rentabilidade. O tempo de relacionamento foi medido por meio dos meses de relacionamento entre franqueado e franqueador. As hipoteses foram testadas por meio de modelagem por equações estruturais, com a utilização do método de mínimos quadrados parciais (PLS), análise de regressão e análise de médias. Três das cinco dimensões da personalidade apresentaram o efeito previsto sobre as variáveis qualidade do relacionamento – agradabilidade (positivamente), estabilidade emocional (positivamente), e imaginação (positivamente). O desempenho financeiro foi influenciado, como previsto por consciência (positivamente), estabilidade emocional (positivamente), e imaginação (positivamente). Como esperado, a qualidade do relacionamento apresentou efeito positivo e significativo em relação ao desempenho financeiro. O potencial empreendedor apresentou o efeito positivo previsto apenas sobre desempenho. O tempo de relacionamento teve o efeito positivo esperado sobre o relacionamento franqueador-franqueado, em relação à qualidade do relacionamento e o desempenho financeiro, mas as diferenças entre as fases de relacionamento propostas foram apenas parcialmente confirmadas, uma vez que em somente duas fases (rotina e estabilização) a análise de médias mostrou diferenças significativas. Os resultados indicam que a personalidade influencia a qualidade de relacionamento e o desempenho, mas a meneira pela qual isso ocorre é diferente no contexto brasileiro, onde esta pesquisa foi realizada, dos achados da pesquisa conduzida na Austrália, sugerindo que fatores como cultura e estabilidade de mercado podem ter influencia sobre a relação entre traços de personalidade e qualidade de relacionamento, e traços de personalidade e desempenho financeiro. O potencial empreendedor parece influenciar positivamente o desempenho do franqueado, mas a sua influência não foi significativa em relação à qualidade do relacionamento. Os resultados também indicam a importância do tempo no desenvolvimento da qualidade de relacionamento e desempenho. Além disso, os relacionamentos de longo prazo estão relacionados a melhores avaliações de qualidade de relacionamento e desempenho financeiros por parte dos franqueados. As limitações do trabalho e sugestões para estudos futuros também são discutidos.
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Olausson, Mathilda, and Tove Granqvist. "Könsföreställningars inverkan på uppfattningen av en individ." Thesis, Umeå universitet, Institutionen för psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-143372.
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Att kvinnor och män bedöms olika enbart baserat på könstillhörighet har tidigare kunnat konstateras i flertalet olika sammanhang. Föreliggande studie syftade till att undersöka hur personlighetsdragen hos en individ uppfattades beroende på om individen var kvinna eller man, samt huruvida skillnader i uppfattningen av individen gick i linje med generella könsföreställningar. I undersökningen deltog 105 socionomstudenter (M=23,3 år), vilka indelades i två grupper. Grupperna fick lyssna till olika versioner av en och samma inspelade dialog, där individen Kim framställdes med antingen kvinnlig eller manlig röst genom en röstförvrängningsmetod. Detta akustiska material hämtades från ett forskningsprojekt, Raising Awareness through Virtual Experience (RAVE), vid Umeå universitet. Formuläret Ten Item Personality Inventory (TIPI), som mäter personlighetsdrag utifrån femfaktorteorin, användes för att mäta uppfattningen av individen Kim samt generella föreställningar om kvinnor och män. Resultaten visade att en och samma individ uppfattades olika enbart baserat på könstillhörighet, då Kim som kvinna uppfattades mer extrovert, samvetsgrann, emotionellt stabil och öppen än Kim som man. Avseende generella föreställningar om kvinnor och män, ansågs kvinnor generellt sett mer vänliga, samvetsgranna och öppna än män, medan män generellt sett ansågs mer emotionellt stabila än kvinnor. Individen Kim som kvinna och man uppfattades både i linje med generella könsföreställningar och emot. Ett område att vidare undersöka är på vilket sätt könsföreställningar inverkar på oss i bildandet av en uppfattning av en individ.<br>The fact that women and men are judged differently solely on the basis of their gender has previously been found in several different contexts. The present study aimed at investigating how the personality traits of an individual were perceived depending on whether the individual was a woman or a man, and whether differences in the perception of the individual were in line with gender beliefs. The survey included 105 students at the bachelor of social service (M = 23.3 years), who were divided into two groups. The groups listened to different versions of the same recorded dialogue, where the individual Kim was presented with either female or male voice through a voice morphing method. This acoustic material was gathered from a research project, Raising Awareness through Virtual Experience (RAVE), at Umeå University. The Ten Item Personality Inventory (TIPI), which measures personality traits based on five-factor theory, was used to measure the perception of the individual Kim as well as general beliefs about women and men. The results showed that the individual Kim was perceived differently solely based on gender. Kim as a woman was perceived more extrovert, conscientious, emotionally stable and open than Kim as a man. Regarding general beliefs about women and men, women were considered more agreeable, conscientious and open than men, while men were considered more emotionally stable than women. The individual Kim as a woman and man was perceived both in line with and in opposite of gender beliefs. An area to further investigate is how gender beliefs affect us when forming an opinion of an individual.
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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.<br>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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Taylor, Cassidy S. "Examining Personality Across College Institution Types." Wittenberg University Honors Theses / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wuhonors1617969300425738.
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Monteiro, Danielle Sampaio. "Seleção de conteúdo referencial com base em traços de personalidade." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/100/100131/tde-16102018-113303/.
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O presente trabalho traz um estudo no âmbito de Geração de Língua Natural, com ênfase na tarefa de Geração de Expressões de Referência (GER), a qual consiste em gerar expressões referenciais semelhantes às produzidas por humanos. Existem estudos que exploram o uso da variação individual do ser humano no aprendizado do padrão de seleção de conteúdo na construção de descrições, contudo, treinar tais conjuntos de dados é computacionalmente caro. O trabalho apresenta um modelo de seleção de conteúdo para GER, baseado em traços de personalidade, o qual generaliza padrões de comportamentos referenciais similares em cada perfil de personalidade. Na pesquisa também realizou-se um levantamento bibliográfico sobre o tema, e construiu-se um córpus com expressões de referência contendo informações de personalidade de cada participante, as quais foram anotadas tomando por base o modelo dos Cinco Grandes Fatores. Este córpus tem como finalidade ser utilizado como entrada tanto no modelo desenvolvido, como em outros estudos na área. Os resultados comprovam que modelos de GER dependentes da personalidade superam os algoritmos GER tradicionais, e que são uma alternativa viável em abordagens que dependam da variação de locutores<br>The present work presents a study in the field of Generation of Natural Language, with emphasis on the task of Generation of Reference Expressions (GER), which is to generate reference expressions similar to those produced by humans. There are studies that explore the use of individual human variation in learning the pattern of content selection in the construction of descriptions, however, training such datasets is computationally expensive. The paper presents a content selection model for GER based on personality traits, which generalizes patterns of similar referential behavior in each personality profile. The research also carried out a bibliographic survey on the subject, and a corpus was constructed with reference expressions containing personality information of each participant, which were annotated based on the model of the Five Great Factors. This corpus is intended to be used as an input in both the developed model and other studies in the area. The results show that personality-dependent GER models exceed traditional GER algorithms, and are a viable alternative in approaches that depend on the variation of speakers
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Mhlanga, Tatenda Shaleen. "An investigation into the relationship between certain personality traits and job satisfaction: a case of selected employees in the Eastern Cape Province." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007148.
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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 organizational effectiveness and is influenced by organizational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioral reactions to organizational settings. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of bank employees. A quantitative design was used in the empirical study. The sample consisted of 126 bank employees. The current research found that employees who are high in openness, conscientiousness and low in neuroticism tend to be more satisfied with their job. Agreeableness personality did not have a significant relationship with job satisfaction, while employees with high levels of extraversion had negative significant correlation with job satisfaction. However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment. Key words: extroversion, neuroticism, agreeableness, conscientiousness, openness, job satisfaction, bank employees.
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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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Wuertz, Tara Rae. "Personality Traits Associated with Environmental Concern." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/308.
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The 5 factor model of personality, including the traits of openness, conscientiousness, extraversion, agreeableness, and neuroticism, is a well-established theoretical model for describing how personality is structured. Hirsh (2010) demonstrated the big 5 personality traits, excluding extraversion, were correlated with pro-environmental attitudes. The purpose of this quantitative study was to replicate previous findings, and discover if there was a correlation with a person's pro-environmental behaviors and the big 5 personality traits. A total of 100 participants from an online participant pool completed a survey, which included the Environmental Concern Scale to measure concern and attitudes about the environment, and the General Ecological Behavior scale and the Self-Reported Pro-environmental Behavior Scale to measure participants' pro-environmental behaviors. Bivariate correlations and multiple regression were performed to determine the predictive relationship between personality traits and pro-environmental attitudes and behaviors. The trait of openness was significantly correlated with both pro-environmental attitudes, r(91) = .36, p < .01, and behaviors r(93) = .41, p < .01. Agreeableness was also significantly correlated with pro-environmental behaviors r(93) = .26, p <. 05. Multiple regression revealed that trait of openness was found to be a significant predictor of pro-environmental concern F(5, 87) = 3.69, p < .005, and behaviors F(5, 89) = 4.04, p < .002. The implications for positive social change include a better understanding for psychologists of which of the Big 5 personality traits are more likely to contribute in the participation preserving the environment.
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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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Norris, Christine F. "THE RELATIONSHIP BETWEEN PERSONALITY TRAITS AND CAREER ADAPTABILITY." OpenSIUC, 2016. https://opensiuc.lib.siu.edu/theses/1912.
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As it becomes more common for individuals to work in many different jobs throughout their lives, career adaptability becomes more important to understanding how individuals deal with this changing environment. This study examined the history and background of career adaptability and personality, as well as current research in the field. A total of 196 students from a large Midwestern university completed the Career Futures Inventory – Revised and a Big Five measure from the International Personality Item Pool to examine potential relationships between individual personality traits and career adaptability. Pearson correlations, linear and hierarchical regression analyses, and analysis of variance were used to analyze possible relationships. The results of the study indicated that 39.7% of career adaptability was accounted for by the Big Five personality traits. All five personality traits and career adaptability were moderately correlated and neuroticism, conscientiousness, and extraversion predicted participants’ overall career adaptability. Hierarchical regression analyses showed that career adaptability and career agency both predicted major satisfaction above and beyond personality. Key words: career adaptability, Big Five personality, major satisfaction
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Lau, Katherine S. L. "Big Five Personality Traits, Pathological Personality Traits, and Psychological Dysregulation: Predicting Aggression and Antisocial Behaviors in Detained Adolescents." ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1747.
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This study tested the utility of three different models of personality, namely the social and personality model, the pathological personality traits model, and the psychological dysregulation model, in predicting overt aggression, relational aggression, and delinquency in a sample of detained boys (ages 12 to 18; M age = 15.31; SD = 1.16). Results indicated that the three personality approaches demonstrated different unique associations with aggression and delinquency. The psychological dysregulation approach, composed of behavioral dysregulation, emotional dysregulation, and cognitive dysregulation, emerged as the overall best predictor of overt aggression, relational aggression, and delinquency. After controlling for the Big Five personality traits, psychological dysregulation accounted for significant variance in overt aggression and delinquency, but not relational aggression. After controlling for callous-unemotional traits and narcissistic traits, psychological dysregulation also accounted for significant variance in overt aggression, relational aggression, and delinquency. Psychological dysregulation did not account for significant variance in aggression or delinquency after controlling for borderline traits. The pathological personality traits approach, comprised of callous-unemotional traits, narcissistic traits, and borderline traits performed second best. In particular, within this approach borderline traits accounted for the most unique variance, followed by narcissistic traits, then callous-unemotional traits. Borderline traits accounted for significant variance in overt aggression, relational aggression, and delinquency when controlling for the Big Five traits, but not after controlling for psychological dysregulation. Narcissistic traits only accounted for significant variance in overt aggression and relational aggression after controlling for the Big Five personality traits, but not after controlling for psychological dysregulation. CU traits only accounted for significant variance in overt aggression after controlling for the Big Five personality traits, but not after controlling for psychological dysregulation. The social and personality model, represented by the Big Five personality traits accounted for the least amount of variance in the prediction of aggression and delinquency, on its own, and when pitted against the other two personality approaches. The exception was that the Big Five personality traits accounted for significant variance in relational aggression beyond narcissistic traits, as well as psychological dysregulation. These findings have implications for assessment and intervention with aggressive and antisocial youth.
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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.<br>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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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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Lee, Meghan. "The Big Five personality traits and maternal gatekeeping at the transition to parenthood." Connect to resource, 2010. http://hdl.handle.net/1811/45471.
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Torrance, Tracy A. "Music Ensemble Participation: Personality Traits and Music Experience." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/7100.
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The personality of musicians, artists, and other creative persons is of considerable interest to researchers and educators who seek to identify traits associated with musical behaviors. Personality traits can influence music behaviors such as instrument choice, ensemble choice, practice habits, and musical experience, which may contribute to continued music participation. The purpose of this study is to explore the relationships between personality type, music ensemble section, instrument choice (vocal or instrumental), and musical experience in college students and individuals who choose to continue participation after college. Few studies have concentrated on personality characteristics of ensemble members at the collegiate level and after formal education ceases. This is particularly relevant as personality characteristics may not be stable with age. This study examined the following questions: 1) To what extent do personality traits (Agreeableness, Conscientiousness, Extroversion, Neuroticism, and Openness to Experience) relate to ensemble choice (instrumental, vocal no musical ensemble participation) and gender?; and 2) To what extent do personality traits (Agreeableness, Conscientiousness, Extroversion, Neuroticism, and Openness to Experience) relate to ensemble section (e.g., brass, alto voice)? Participants were given a survey containing demographic questions and the Big Five Personality Inventory IPIP (Goldberg, 1992). Results showed that vocalists scored higher in Extroversion and Agreeableness compared to instrumentalists, and Instrumentalists scored higher in Neuroticism than vocalists. These results are consistent with previous research findings. This study has many implications for ensemble directors, such as rehearsal structure and repertoire choice. Music educators could also benefit from this knowledge when developing lesson plans and group assignments. Understanding different personality traits would also help ensemble members with communication within the ensemble.
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Bergsten, August. "Personality Traits and Ad-block Use : A descriptive investigation of personality traits among ad-block users." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85375.
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Advertisements have been in digital media for most of its lifetime. They have, however, been increasing with the years and more people are finding the number of advertisements to be excessive. Online users have therefore taken to avoiding advertisements by installing ad-blockers. There have been multiple studies on how ad-blockers work and why people use them. There have also been studies on which demographics mostly use ad-blockers. Younger men are generally seen as the typical ad-block user. However, none have seen if certain personality traits are more common amongst ad-block users. The purpose of this research is therefore to investigate if there are any differences in personality traits amongst ad-block users and non-ad-block users. The Big Five Inventory with 10-questions (BFI-10) personality test is used in an online survey to get an understanding of participants ad-block usage and personality traits. The personality traits that stood out were among females ad-block users with the personality traits of extraversion and neuroticism. The purpose of the study is to indicate a possible way for advertisers to prohibit their message to fall on uninterest and ad-avoiding recipients, and to provide some insights regarding ad-block user segmentation among Swedish ad-block users.<br>Reklamer har funnits i digitala medier i stort sett hela dess livstid. De har däremot ökat med åren och fler finner att antalet reklamer är överdrivet. Online användare har därför börjat undvika reklam genom att installera ad-blockers. Flertal studier har gjort på hur ad-blockers fungerar och varför de används. Det har även gjorts studier på vilken demografi som mestadels använder ad-block. Unga män är generellt det som ses som den typiska ad-block användaren.Ingen har däremot forskat på om något särskilt personlighetsdrag är vanligare bland ad-blockanvändare. Syftet med denna forskning är därför att utforska om det finns några skillnader i personlighetsdrag mellan ad-blockanvändare och användare utan ad-block. Personlighets testet,The Big Five Inventory bestående av 10 frågor (BFI-10), används i en online undersökning för att få en förståelse om deltagares ad-block användande och deras personlighetsdrag. Personlighetsdragen som stod ut var bland kvinnliga ad-blockanvändare extraversion och neurotisicm. Syftet med studien är att ange ett möjligt sätt för annonsörer att undvika att deras meddelande faller på ointresserade och reklamundvikande mottagare, och att ge insikt gällandesegmentering av ad-blockanvändare bland Svenska ad-blockanvändare.
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Waddell, Jason J. "The personality traits and skills of Australian pharmacists." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/213206/1/Jason_Waddell_Thesis.pdf.
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This study evaluated the personality traits and skills of Australian Pharmacists to better understand factors that may influence the implementation of pharmacy practice change. Using theoretical frameworks of personality and advanced practice, this research evaluated the personality traits of Australian Pharmacists and pharmacy students, evaluated the leadership domain of an advanced pharmacy practice framework, and included interviews of pharmacists implementing prescribing models of care in the Queensland public hospitals. Implementing new pharmacy practice models of care is complex and is the confluence of a pharmacist’s personality, skills and the context in which they are working.
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Apple, Matthew Thomas. "The Big Five Personality Traits and Foreign Language Speaking Confidence among Japanese EFL Students." Diss., Temple University Libraries, 2011. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/127286.
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CITE/Language Arts<br>Ed.D.<br>This research examined the relationships between the Big Five human personality traits, favorable social conditions, and foreign language classroom speaking confidence. Four research questions were investigated concerning the validity of the Big Five for a Japanese university sample, the composition of Foreign Language Classroom Speaking Confidence, the degree to which the Big Five influenced Foreign Language Classroom Speaking Confidence, and the degree to which perceptions of classroom climate affect Foreign Language Classroom Speaking Confidence. The first stage of the research involved three pilot studies that led to the revision of the Big Five Factor Marker questionnaire and the creation of a new instrument for measuring foreign language classroom speaking confidence that included both cognitive and social factors as theorized in mainstream social anxiety research. The second stage of the research involved the collection and analysis of data from 1,081 participants studying English in 12 universities throughout Japan. Data were analyzed using a triangulation of Rasch analysis, exploratory factor analysis (EFA), and confirmatory factor analysis (CFA) in order to verify the construct validity of the eleven hypothesized constructs. Following validation of the measurement model, the latent variables were placed into a structural regression model, which was tested by using half of the data set as a calibration sample and confirmed by using the second half of the data set as a validation sample. The results of the study indicated the following: (a) four of the five hypothesized Big Five personality traits were valid for the Japanese sample; (b) Foreign Language Classroom Speaking Confidence comprised three measurement variables, Foreign Language Classroom Speaking Anxiety, Perceived Foreign Language Speaking Self-Competence, and Desire to Speak English; (c) Emotional Stability and Imagination directly influenced Foreign Language Classroom Speaking Confidence, and; (d) Current English Classroom Perception and Perceived Social Value of Speaking English directly influenced Foreign Language Classroom Speaking Confidence. The findings thus demonstrated a link between personality, positive classroom atmosphere, and foreign language classroom speaking confidence. The implications of the findings included the possibility that foreign language anxiety is not situation-specific as theorized, and that improved social relations within the foreign language classroom might help reduce speaking anxiety.<br>Temple University--Theses
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Maylor, Sharon. "The Relationship Between Big Five Personality Traits and Burnout: A Study Among Correctional Personnel." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4935.
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Burnout is a serious work related syndrome that is a result of exposure to chronic work stress. In addition to the consequences of burnout on the individual, the symptoms of burnout can adversely affect the organization, the clients the individual works with and the individual's close family and friends. The literature has focused on the history of burnout and the level of burnout experienced by various high stress occupations; however there has not been extensive research into the role personality traits play in burnout. The main research question of this study was to identify personality traits that are more susceptible to burnout among correctional workers. This research utilized the survey research method by having participants voluntarily complete a demographics form, the Maslach Burnout Inventory for Human Service Workers, and the Big Five Inventory.
Data was collected through an online questionnaire (N=169). Data was analyzed by correlation analysis and two step multiple regression using demographics and the individual components of burnout. The results suggested that individuals possessing the personality trait Neuroticism experienced high levels of Emotional Exhaustion and Depersonalization. The results also suggested that the length of years employed had no relationship to burnout. The study found that years worked, type of work and marital status on their own did not have any relationship with burnout; however when coupled with personality traits. The findings also showed that Neuroticism was the only personality trait that was associated with all three dimensions of burnout. These findings can assist organizations with identifying individuals in the field of corrections who may be predisposed to burnout and allow for early intervention. As a result, the interventions can lead to social change where individuals can be healthier, happier, more fulfilled and better able to protect and service the clients, the organization and the public.
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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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Bhardwaj, Shally. "Personality Assessment Using Multiple Online Social Networks." Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31734.
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Personality plays an important role in various aspects of our daily life. It is being used in many application scenarios such as i) personalized marketing and advertisement of commercial products, ii) designing personalized ambient environments, iii) personalized avatars in virtual world, and iv) by psychologists to treat various mental and personality disorders. Traditional methods of personality assessment require a long questionnaire to be completed, which is time consuming. On the other hand, several works have been published that seek to acquire various personality traits by analyzing Internet usage statistics. Researchers have used Facebook, Twitter, YouTube, and various other websites to collect usage statistics. However, we are still far from a successful outcome. This thesis uses a range of divergent features of Facebook and LinkedIn social networks, both separately and collectively, in order to achieve better results. In this work, the big five personality trait model is used to analyze the five traits: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. The experimental results show that the accuracy of personality detection improves with the use of complementary features of multiple social networks (Facebook and LinkedIn, in our case) for openness, conscientiousness, agreeableness, and neuroticism. However, for extroversion we found that the use of only LinkedIn features provides better results than the use of only Facebook features or both Facebook and LinkedIn features.
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Love, Ashley Brett. "Okanagan The relations between subjective well-being, psychopathy, and the NEO big five personality traits." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/30458.
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Psychopathy is a personality disorder characterized by the manipulative use of others, callousness, shallow affect, lack of empathy, pathological lying, egocentricity, superficial charm, and impulsive behaviour. The present study investigated the relation between psychopathy and subjective well-being in 436 undergraduates. Subjective well-being was defined as high levels of positive affect and life satisfaction and low levels of negative affect. Participants rated their levels of subjective well-being using the Oxford Happiness Inventory, Satisfaction With Life Scale, Faces Scales (assessing both momentary and overall happiness), Subjective Happiness Scale, Scale of Eudaimonic Well-Being, Positive and Negative Affect Schedule, and Center for Epidemiological Studies Depression Scale. Psychopathy was assessed using two self report measures: The Levenson Self-Report Psychopathy Scales (LSRP) and the Self-Report Psychopathy Scale III R-12 (SRP-III). Personality was measured using the 60 item NEO Five-Factor Inventory. Psychopathy was associated with high levels of depression and negative affect and low levels of life satisfaction, happiness, and positive affect. Scores on the two psychopathy measures (LSRP and SRP-III) accounted for significant portions of the variance in depression (16.6%), negative affect (18.5%), life satisfaction (13.8%), happiness (6.1-20%) and positive affect (11.3%). However, psychopathy failed to account for variance in these measures of well-being above and beyond the variance accounted for by the Big Five personality traits. These results are consistent with the position that personality disorders can be conceptualized as a constellation of extreme levels of normative personality traits. The factor structure of psychopathy was examined using confirmatory factor analysis and the data supported the two-factor model of psychopathy over the more recent four-factor model. This study represents one of the first attempts to investigate subjective well-being in individuals with psychopathy. Implications and directions for future research were also discussed.
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Morallane, Mary Harriet. "The relationship between personality traits and cognitive adaptability of established entrepreneurs." Thesis, University of Pretoria, 2016. http://hdl.handle.net/2263/60510.
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Cognitive adaptability has been conceptualised as the ability to effectively and appropriately change decision policies (i.e. to learn) given feedback (inputs) from the environmental context in which cognitive processing is embedded. Based on a large sample of 2650 established entrepreneurs in South Africa, this study attempts to determine how entrepreneurs cognitively adapt to unpredictable entrepreneurial environments. Multidimensional constructs representing cognitive adaptability and the Big Five personality traits were operationalised and empirically investigated. It was hypothesised that the Big Five personality trait dimensions of openness to experience, conscientiousness, extraversion and agreeableness are positively related to the cognitive adaptability dimensions of goal orientation, metacognitive knowledge, metacognitive experience, and metacognitive choice and monitoring. Neuroticism was hypthesised to be negatively related to the cognitive adaptability dimensions of goal orientation, metacognitive knowledge, metacognitive experience, metacognitive choice and monitoring. Hypotheses were tested using structured equation modelling and correlational and regression analysis. Results provide support for subcomponents of the Big Five personality traits. Intellectual interest (openness to experience), goal striving (conscientiousness), activity (extraversion), prosocial orientation (agreeableness) were found to be positively related to cognitive adaptability. They were found to be negatively related to prior metacognitive knowledge. Self-reproach (neuroticism) was found to be negatively related to cognitive adaptability. It was found to be positively related to prior metacognitive knowledge.
This research builds on and extends existing literature on cognitive adaptability in an entrepreneurial context by bringing together two streams of literature from psychology metacognition and personality traits. The implications of the process for dynamic, adaptable thinking are important in an emerging context such as that found in South Africa. The results of this study will inform the practice of policy makers who are trying to encourage start-up entrepreneurs to think about thinking in unpredictable entrepreneurial environments. In terms of methodology, the use of a sample of established entrepreneurs is desirable for this type of research since metacognition is better studied in entrepreneurs who are involved in a series of activities.<br>Thesis (PhD)--University of Pretoria, 2016.<br>Business Management<br>PhD<br>Unrestricted
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Stearns, Justin Paul. "The Moderating Effects of the "Big Five" Personality Traits on the Relationship Between Budgetary Participation and Motivation." OpenSIUC, 2012. https://opensiuc.lib.siu.edu/dissertations/578.
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This dissertation presents an experiment exploring the moderating effects of individual differences in personality on the motivational effects of increased participation in setting budget goals. This experiment hypothesizes that individual differences in personality will correlate with changes in the strength and/or direction of participation's effect on individual motivation to reach the budget goal. To test these hypotheses an experiment was conducted utilizing undergraduate students as proxies for front line managers. The experiment used a basic decoding task similar to tasks used in many participative budgeting experiments and manipulated participation in establishing a budget target for the number of items to decode at three levels. Instruments measuring the participant's personality according to the "Big Five" personality traits, perception of participation and motivation were administered during the experiment. A regression analysis was conducted to assess the correlation of perception of participation, levels of each of the five personality dimensions and interactions between perception of participation and each of the five personality dimensions with motivation. Results indicate an interaction between levels of the personality trait neuroticism and perception of participation correlating with a significant reduction in motivation. These results suggest a implementation of a participative budgeting system intended to increase motivation to achieve the budget goal may in fact result in lower motivation if the managers participating in the system possess higher levels of neuroticism. Moreover, a supplemental analysis of the data used in this analysis suggests the personality traits agreeableness and conscientiousness may correlate with consistently higher perceptions of personality.
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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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Ghiffi-Enlinger, Hind. "L'influence des traits de personnalité sur les attributs recherchés chez un employeur potentiel : Une étude comparative salariés / étudiants." Thesis, Bordeaux, 2017. http://www.theses.fr/2017BORD0772.
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L’acquisition des meilleurs profils représente un enjeu stratégique et une source de compétitivité pour les organisations, lesquelles se sont intéressées de plus en plus au développement d’outils et de pratiques pour se différencier sur le marché du travail en tant qu’employeurs.En effet, des facteurs tels que l’innovation technologique, les restructurations, la démographie et les fusions ont contribué à l’accroissement de la demande en terme de compétences pointues et profils spécifiques. Plus que jamais, attirer et retenir les meilleurs talents sont devenus une priorité et une garantie de succès des organisations.Au niveau de la recherche académique, l'attractivité de l'employeur a été abordée sous plusieurs angles, notamment depuis le développement du concept de la marque employeur. Cependant, malgré la richesse des écris sur le sujet, nous constatons qu'il existe une lacune concernant l'étude des caractéristiques individuelles et leurs effets sur le choix des candidats potentiels des attributs attractifs qui constituent la marque employeur.La présente thèse étudie l’influence des traits de personnalité des candidats potentiels sur le choix des attributs de la marque employeur.Pour cela, une étude quantitative sur un échantillon de 1062 candidats potentiels (salariés et étudiants) a été réalisée. Elle met en évidence la relation entre les traits de personnalité des candidats potentiels et leur influence sur le choix des attributs recherchés chez un employeur et fait également ressortir également des différences entre les deux catégories de l’échantillon.D’un point de vue théorique, cette étude contribue à l’enrichissement de la recherche sur le concept de la marque employeur, puisqu’il n'existe pas d'études qui traitent le lien entre la personnalité des candidats potentiels et les attributs perçus comme attractifs chez un employeur.D’un point de vue managérial, elle permet aux organisations de comprendre les conséquences des attributs organisationnels affichés et les personnalités susceptibles d’êtres attirées et ainsi donner la possibilité aux praticiens d’ajuster et ou orienter le contenu de la marque employeur selon les traits de personnalité recherchés<br>Hiring the best profiles has become a source of competitive advantage as well as a strategic challenge for most organizations today. It constitutes one of the salient tasks of human resources practitioners as far as recruitment is concerned.The current organizational changes triggered by globalization, innovation, demography, mergers and acquisitions and restructuring among other things have made it mandatory for corporations to attract and retain the best talents in order to secure the organization’s success.At the academic level, employer attractiveness, seeking to understand the work value preferences of current and/or future employees, has been tackled from different facets since the emergence of the Employer Branding concept. However, we have noted a scarcity in studies dealing with individual features characterizing the Employer Branding concept as a strategic tool of competitiveness in analyzing both the influence of personality traits for potential candidates and the preferred employer’s attributes.We have conducted a quantitative study based on a sample of 1062 (students and employees). It highlights three key points: Firstly the study sheds the light on the relationship between the candidates personality traits and the employer’s sought attributes. Secondly, it shows the influence of individual characteristics on the candidate’s choice and finally, it highlights the difference among different sample’s categories.From a theoretical point of view, the results derived from this study enrich our understanding of the employer branding by confirming the relationship between personality traits and organisational attributes.From a managerial point of view, the study reveals to practioners the importance of the communication about the components of the employer branding and the personality characteristics of the would-be potential candidates. It also paves the way for the employer to adjust or orient the contents of the employer branding according to personality traits sought by the organization
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Rauch, Philippa. "Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles." Master's thesis, Faculty of Commerce, 2018. http://hdl.handle.net/11427/31007.
Full textAbstract:
The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy.
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Richaud, de Minzi María Cristina. "A critical review of lexical analysis and Big Five model." Pontificia Universidad Católica del Perú, 2002. http://repositorio.pucp.edu.pe/index/handle/123456789/99942.
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In the last years the idea has resurfaced that traits can be measured in a reliable and valid and this can be useful inthe prediction of human behavior. The five-factor model appears to represent a conceptual and empirical advances in the field of personality theory. Necessary orthogonal factors (Goldberg, 1992, p. 26) to show the relationships between the descriptors of the features in English is five, and its nature can be summarized through the broad concepts of Surgency, Agreeableness, Responsibility, Emotional Stability versus neuroticism and openness to experience (John, 1990, p96) Furthermore, despite the criticisms that have been given to the model, represents a breakthrough in the field of personality assessment. This approach means a contribution to the study of personality, without being the integrative model of personality.<br>En los últimos años ha reaparecido la idea de que los rasgos pueden ser medidos de manera confiable y válida y esto puede ser útil enla predicción de la conducta humana. El modelo de los cinco factores parece representar un avance conceptual y empírico en el campo de la teoría de la personalidad. Los factores ortogonales necesarios (Goldberg, 1992, p. 26) para mostrar las interrelaciones entre los descriptores de los rasgos en idioma inglés es cinco, y su naturaleza puede resumirse a través de los conceptos amplios de Surgency, Agradabilidad, Responsabilidad, Estabilidad emocional versus neuroticismo y Apertura a la experiencia (John, 1990, p96 ) Asímismo, a pesar de las críticas que se han dado al modelo, representa un avance en el campo de la evaluación de la personalidad. Este enfoque significa un aporte a los estudios de la personalidad, sin ser el modelo integrativo de la persobalidad.
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Swid, Ahmed Amr A. H. "The Role of the big five personality traits, proactive behaviour, and socialisation influences in newcomer adjustment." Thesis, Aston University, 2011. http://publications.aston.ac.uk/15798/.
Full textAbstract:
During the early stages of employment, newly hired employees find out what their new organisations are like. Their first impressions are extremely important in determining the course of subsequent attitudes and behaviour. Recently, a considerable progress has been made towards the understanding of adjustment process, however, the literature remain divided along a number of fronts. Moreover, newcomer research has been conducted independent and irrespective of newcomer personality individual differences. This seems to be a critical oversight because there is overlap in predictions involving these constructs. The current research extended the previous one by examining these multiple antecedents, including Big Five personality traits of newcomer to the tandem process of adjustment as well as outcomes that immediate, or ?proximal? to the process of newcomer adjustment. Following a cross sectional pilot study of recent college graduate, a three- wave longitudinal study of newcomers in seven organisations examined Big Five personality traits, proactive behaviour, and socialisation influence (formal training, leaders, co-workers) as antecedents of proximal adjustment outcomes (group integration, political knowledge of organisation, and task performance). The main study results suggested that personality traits were related to proximal adjustment outcomes, specifically, Conscientiousness was positively related to all proximal adjustment outcomes. Openness to experience was related to task performance and political knowledge. Group integration is independently related to Agreeableness, Extraversion and Neuroticism. The socialisation influence moderate these relations, for example, leader socialisation moderate Conscientiousness as it relates to political knowledge and group integration, while co-worker moderate Extraversion as it relates to task performance. Finally, it was found that, the relationship between proximal adjustment outcomes and the personality dimensions Openness was mediated by proactive behaviour. Overall, the results suggested that individual differences have a role in newcomer adjustment as it facilitate the socialisation influence, and Big Five was one of the key determinants of newcomer adjustment.
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Gore, Whitney L. "The DSM-5 Dimensional Trait Model and the Five Factor Model." UKnowledge, 2013. http://uknowledge.uky.edu/psychology_etds/12.
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The current thesis tests empirically the relationship of the dimensional trait model proposed for the fifth edition of the American Psychiatric Association’s (APA) Diagnostic and Statistical Manual of Mental Disorders with five-factor models (FFM) of personality disorder (PD). The DSM-5 Personality and Personality Disorders Work Group proposes to diagnose the disorders largely in terms of a 25 trait dimensional model organized within five broad domains (i.e., negative affectivity, detachment, antagonism, disinhibition, and psychoticism). Consistent with the authors of DSM-5, it was predicted that negative affectivity would align with FFM neuroticism, detachment with FFM introversion, antagonism with FFM antagonism, disinhibition with low FFM conscientiousness and, contrary to the authors of DSM-5, psychoticism would align with FFM openness. Suggested changes in trait placements according to FFM of PD research were also tested. Four measures of five factor models of general personality were administered to 445 undergraduates along with the Personality Inventory for DSM-5. The results of the present study provided support for the hypothesis that all five domains of the DSM-5 dimensional trait model are maladaptive variants of general personality structure, including the domain of psychoticism; however, the findings provided mixed support for suggested trait placement changes in the DSM-5 model.
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O'Donnell, Elizabeth. "Fem-Faktor modellen och stress : Personlighet som prediktor för upplevda påfrestningar?" Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-27553.
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Tidigare forskning visar att personlighet har betydelse för individens stressupplevelse. Särskilt individer högt i Fem-Faktor modellens personlighesdimension neuroticism tenderar att upplevd högre stressnivåer än övriga fyra personlighetsdimensioner extraversion, samvetsgrannhet, öppenhet och sympatiskhet. Denna studie undersökte relationen mellan samtliga personlighetsdimensioner, samt en del övriga variabler, och stress. Detta skedde utifrån fyra frågeställning med fyra tillhörande hypoteser. 152 högskolestudenter deltog genom att besvara en enkät som bestod av översatta versioner av Shafer’s Five-Factor Personality Scale samt Cohen, Kamarck och Mermelsteins Perceived Stress Scale. Samt nio övriga bakgrundsvariabler. Insamlad data undersöktes med korrelationer, regressionsanalys, t-test och variansanalys. Resultatet visade, i linje med tidigare studier, att personlighet har betydelse för upplevd stress. Högt neurotiska individer upplever mest stress. I denna studie kunde 36 % av variationen i stressupplevelse förklaras av personlighet.
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Lust, Ashley. "Five Factor Personality Traits in Schizophrenics with a History of Violent Behavior." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3703.
Full textAbstract:
The diagnosis of schizophrenia has been associated with increased risk of violence and aggression. However, the extent of this association in relation to displayed personality traits among individuals diagnosed with schizophrenia have not been fully investigated. The lack of research has resulted in an inability to determine why only some individuals with schizophrenia display violent tendencies when others do not. Guided by Costa and McCrae's five-factor model of personality and Eysenck's theory of personality and crime, the purpose of this study was to investigate the relationship between the five personality traits and the display of violence among individuals with schizophrenia, as well as the predictability of violence. A personality assessment was used to explore the personality of the participants (n = 111), individuals obtained by convenience sampling of data originally collected by Ohi, Shimada, and Kawasaki. Each of the participants included had been diagnosed with schizophrenia by at least two clinical physicians. One-way analyses of variance were performed for each of the five personality traits in order to distinguish any relationships. A binary logistic regression model was conducted in order to discover a model of predictability in regards to violent behavior among individuals with schizophrenia. Results confirmed previous research findings of a statistically significant relationship between neuroticism and violence. However, adding to the research was the result of a significant contribution of neuroticism in the prediction of violence among schizophrenics. Positive social changes arising from these findings include practitioners having the future abilities of designing specific treatment options for individuals diagnosed with schizophrenia based on personality.
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Levy, Justin. "Personality and demographic correlates of effective retail sales managers." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/30618.
Full textAbstract:
The use of personality traits in the determination of an individual’s future job performance is considered to be a valid measure that offers organisations the ability to carry out career planning, pre-employment selection and promotional testing amongst other uses. The incorrect placement of an individual has negative implications on the business that manifest themselves in different forms but the most prevalent is that of the loss of productivity and increased costs. This study was carried out in the hope of producing an additional measure in the identification of the most suitable candidates for a sales management position.The study was conducted utilising a qualitative research design. A total of (n) = 218 respondents took part in this study and completed the research instrument. The statistical tests that were conducted are that of correlation and linear regression testing between the identified independent and dependent variables.The results produced from the study corroborate the use of personality traits as a predictor of an individual’s future job performance is flawed. It was determined that the dimensions of the big five personality traits were not correlated to, nor could not offer any predictive ability with the required level of significance that of the dependent variables.<br>Dissertation (MBA)--University of Pretoria, 2012.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Desson, Stewart. "Development of an integrated adaptive and maladaptive personality model for measuring the 'Big Five'." Thesis, University of Westminster, 2017. https://westminsterresearch.westminster.ac.uk/item/q3xw6/development-of-an-integrated-adaptive-and-maladaptive-personality-model-for-measuring-the-big-five.
Full textAbstract:
The structure of the Big Five model of personality was examined when its dimensions were measured independently at both poles, based on new items designed to reduce the social desirability bias often found between the polarities. Inductive, deductive and criterion-centric methods were employed and an instrument created that measures Big Five traits both adaptively and maladaptively. Based on a comprehensive literature review of the potency of different personality scales in predicting positive and negative performance at work, 410 items were created to measure the desired adaptive and maladaptive scales and a sample of English speaking professionals (N = 1,686 females, mean age = 44.0, SD = 12.0; N = 820 males, mean age = 46.5, SD = 13.0) assessed themselves against them on a Likert scale. Eighteen scales were created based on fifty-seven items and exploratory and confirmatory factor analysis was employed to understand the impact of the new structure on the Big Five. The convergent and divergent validity were tested using hypotheses regarding the proposed correlations with industry benchmark instruments. A re-validation study (N = 438), test re-test study (N = 117), consensual validity study (N = 105) and social desirability study (N = 26, N = 28, N = 40) were also undertaken. Criterion validity was examined using behavioural competency models (N = 254, N = 73), with 360 observer feedback gathered and a priori hypotheses tested. The results revealed that evaluative bias can be reduced with the proposed approach, and the Big Five factor structure persists, whilst simultaneously enabling test users to explore their adaptive and maladaptive traits at both ends of the polarities. It is argued that conceptualising maladaptive traits as the more extreme ends of the Big Five (“too much of a good thing”) is helpful from a user validity perspective and avoids the risk of pathologizing people in organisational settings. Finally, the instrument’s eighteen scales have been located in the personality periodic table (Woods and Anderson, 2016) and the concept of a blended Conscientiousness and Neuroticism scale has been supported by the current research and provides a new approach. The implications for research and practice are discussed.
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Roach, Paul David. "Evolutionary theory and birth order effects on Big Five personality traits among the Shuar of Amazonian Ecuador : the first cross-cultural test /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?index=null&did=1126776721&SrchMode=5&Fmt=2&retrieveGroup=0&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1166486945&clientId=11238.
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Thesis (Ph. D.)--University of Oregon, 2006.<br>Typescript. Includes vita and abstract. Includes bibliographical references (leaves 157-178). Also available for download via the World Wide Web; free to University of Oregon users.
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Englund, Moa, and Kelly Ståhl. "En studie om hur gemene man definierar fastighetsmäklares personlighetsdrag utifrån The Big Five." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30172.
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Title:Laypeople'sdescription of real estate agents Level: Final assignment for Bachelor Degrees in Business Administration Author:Moa Englund and Kelly Ståhl Supervisor:Jonas Kågström Date:2019 – june Aim: The purpose of the study is to examine the laypeople´s definition of real estate agent's personality types based on The Big Five. Method:We chose to implement a mix method of a quantitative and qualitative study based on a deductive approach through surveys, primarily web-based. The results from these was then analyzed through the program Jamovi where we chose to conduct a descriptive analysis, correlation analysis and a factor analysis. We chose to do this type of analysis to get a clearer picture of how lay people comprehend real estate agents behaviors linked to The Big Five. Result and conclusion: The result shows that the lay people’s definition of The Big Five dimensions for real estate agents partially consistent with the scientistdefinition, On the other hand, there are different views within certain characteristics. In addition, the result shows that the lay people tends to define the Big Five dimensions with the same adjective in several of the different dimensions. The study's results indicate that the lay people self-appreciated knowledge of the Big Five dimensions does not significantly affect their response. Contribution of the thesis: The study contributes on a theoretical perspective to starch science within lay people's comprehension of The Big Five dimensions. The practical contribution the study adds is understand the lay people’s perception of real estate agents based on the Big Five dimensions. Suggestions for future research: Continued research can be implemented in other sectors and thereby create an understanding of the chosen profession. Further research can be carried out where real estate agents may define themselves based on The Big Five. To let the laypeople describe real estate agents in other countries, where the real estate agent's tasks and working methods differ from the Swedish one, are further suggestions for continued research. Keywords: “The Big Five”, laypeople, “laypeople behavior”, “personality behavior”, “personality traits” och “personality perceptions”
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Alharthi, Haifa. "The Use of Items Personality Profiles in Recommender Systems." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/31922.
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Due to the growth of online shopping and services, various types of products can be recommended to an individual. After reviewing the current methods for cross-domain recommendations, we believe that there is a need to make different types of recommendations by relying on a common base, and that it is better to depend on a target customer’s information when building the base, because the customer is the one common element in all the purchases. Therefore, we suggest a recommender system (RS) that develops a personality profile for each product, and represents items by an aggregated vector of personality features of the people who have liked the items. We investigate two ways to build personality profiles for items (IPPs). The first way is called average-based IPPs, which represents each item with five attributes that reflect the average Big Five Personality values of the users who like it. The second way is named proportion-based IPPs, which consists of 15 attributes that aggregate the number of fans who have high, average and low Big Five values. The system functions like an item-based collaborative filtering recommender; that is, it recommends items similar to those the user liked. Our system demonstrates the highest recommendation quality in providing cross-domain recommendations, compared to traditional item-based collaborative filtering systems and content-based recommenders.
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Smith, Lisa. "Relationship of Proactive Personality, Financial Planning Behavior and Life Satisfaction." 2017. http://scholarworks.gsu.edu/bus_admin_diss/89.
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The present study examines relationships among differences in personality, financial planning behaviors, and retirement life satisfaction. The hypothesized sequence of relationships is: PersonalityàFinancial Planning BehavioràRetirement Life Satisfaction. The study adds to prior research by clarifying the hypothesized role that proactive personality (as opposed to other personality variables such as the Big Five) has as a predictor, and also by showing how differences in discrete types of financial planning behavior influence retirement life satisfaction and mediate effects of proactive personality on satisfaction. This study tests these linkages while also addressing limitations and ambiguity in prior research regarding these potentially important effects among disposition, financial planning and a satisfactory retirement.
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Wang, Li-Wen, and 王里文. "The Applicability of Web 2.0 Based Community of Practice on English Teaching—A Scope from Big Five Personality Traits Model." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/76613361883411866316.
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碩士<br>國立高雄餐旅大學<br>餐旅研究所在職專班<br>105<br>The study is to explore the adoption of Web 2.0 English learning platform to the effect of English teaching though the perspective of Big Five personality traits. As the research objects, the students of San Sin High School of Commerce and Home Economies are selected by simple sampling, and all the information of selected students are collected through web questionnaire survey. There are total 500 share of questionnaires, and 500 shares of questionnaire are returned, excluding invalid questionnaires, the effective questionnaires are 477 shares, with the effective returned ratio 95.4%. All the collected data are analyzed by SPSS12.0, through descriptive statistical analysis, reliability analysis, independent sample t test, one-way ANOVA, correlation analysis, and regression analysis.
The results represent that there is a moderate positive correlation between the personality traits of students and the use of Web2.0 English learning platform, and at the same time, the students, who are extraversion personality tendency and agreeableness personality tendency, significant affect to the use of Web2.0 English learning platform. Furthermore, there are significant differences between grades in perceived benefit, self-efficacy assessment, experience compatibility; there are significant differences between subjects in perceived benefits and experience compatibility; there are significant differences between the usage habit of digital products in perceived benefits, subjective norms, self-efficacy assessment, and experience compatibility. Learning outcomes and the use of Web2.0 English learning platform are affected by the Big Five personality traits of student, teachers hence are able to search different digital learning approaches to in accordance with different personality traits.
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Muftic-Globisch, Hana-Vahida. "Exploring the relationship between personality traits, cyberbullying victimisation and coping styles among adults." Diss., 2018. http://hdl.handle.net/10500/25119.
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Running title: Personality and cyberbullying victimisation<br>Includes bibliographical references (leaves 104-120)<br>The aim of this study was to gain insight into the relationship between personality and cyberbullying victimisation using a sample of 107 adult participants. The participants were found using the social media site Facebook in particular and assessed by means of the Big Five Inventory and a cyberbullying measure developed by the researcher. The study also explored the relationship between personality and coping behaviours using the COPE Inventory. The study findings indicate that neuroticism and cyberbullying victimisation are
correlated, albeit weakly, with the largest correlation being between neuroticism and online impersonation and harassment. In addition, the study found a weak correlation between openness to experience and online impersonation. Coping and personality were moderately correlated; with neurotic individuals and victims of cyberbullying often resorting to maladaptive coping strategies. These results may suggest that there are other, more significant risk factors in the cyberbullying field that merit further exploration, while the relationships highlighted in the study also require further investigation.<br>Psychology<br>M.A. (Psychology)
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(11166732), Meredith A. Bucher. "The longitudinal trajectory and client-therapist agreement of personality traits over the course of therapy." Thesis, 2021.
Find full textAbstract:
<div>
<div>
<div>
<p>Personality traits are important factors of psychotherapy for many reasons, as they relate
to a variety of clinical outcomes, can complicate treatment, and can also be targets of treatment
interventions. Because of its clinical prevalence and impact, it is imperative that therapists are able
to effectively assess and treat personality pathology. Previous research has indicated that both
client and therapist ratings of personality can provide meaningful information, and this varies
across different sessions, but no study to date has examined both client and therapist ratings across
the entire therapeutic intervention. There is also limited information on the agreement of client and
therapist ratings of personality, as the majority of studies only examine the outset, the end, or a
random time point of treatment. Examining only one point in time – or just the beginning and end
– misses valuable information regarding possible changes in personality occurring throughout
treatment. Using a naturalistic dataset of 128 client-therapist dyads (3,440 observations), the
present study examined the longitudinal trajectory of client and therapist ratings of personality
change throughout intervention while also accounting for state-level distress. Additionally, the
agreement between clients and therapists were examined throughout treatment for any potential
patterns of change using rank-order, mean-level, and absolute agreement. Significant patterns of
trait change and change in absolute agreement across treatment were assessed using multilevel
modeling. Last but not least, the agreement among clients and therapists were examined as
potential predictors of therapeutic outcomes, such as engagement and improvement. The results
provided evidence for significant decreases in neuroticism that were reported by the client but not
therapist that suggest clients might be report decreases in state-level distress rather than true trait
change. There were meaningful fluctuations in agreement across treatment, particularly for
openness to experience and neuroticism, but the overall agreement – or lack thereof – did not
significantly predict client engagement or improvement. Results highlight several clinical
implications that are discussed. </p>
</div>
</div>
</div>
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Gulamali, Danisha Ismail. "Relationship between personality and work engagement : the role of individual traits and international experience." Master's thesis, 2017. http://hdl.handle.net/10400.14/22733.
Full textAbstract:
To strive in today’s challenging, fast-paced and constantly changing environment,
organizations need to put employees at the core of their business, as people are a fundamental
asset and can either boost or damage a company. It is in this line of thought that the concept of
Work Engagement has been developing and gaining more attention, since engaged employees
exhibit an effective and energetic connection with their work which makes them more resilient,
involved and absorbed in their tasks. This empirical study aims at understanding how the
individual’s dispositional traits, conceptualized in the Big Five model – Extraversion,
Agreeableness, Conscientiousness, Neuroticism and Openness to Experience - impact Work
Engagement, in particular within the Portuguese context. Moreover, it also frames the concept
of International Experience as a moderator variable between the positive relationship of
Openness to Experience and Work Engagement.
Firstly, the results indicate that some of the individual traits of the Big Five model have impact
on Work Engagement, namely, Extraversion, Conscientiousness and Openness to Experience
have a positive relation while Neuroticism has a negative relation. Secondly, it proves the
positive impact of International Experience on Openness to Experience but it does not validate
the extension of that relationship with Work Engagement.<br>Para serem bem sucedidas neste mundo repleto de desafios, de ritmo frenético e em constante mudança, as organizações necessitam de colocar os seus colaboradores no epicentro do seu negócio, pois são as pessoas que impulsionam ou prejudicam uma empresa. É nesta linha de pensamento que o conceito de Envolvimento no Trabalho se tem vindo a desenvolver e a ganhar cada vez mais atenção, já que colaboradores envolvidos no seu trabalho possuem uma conexão mais eficiente e energética com as suas funções tornando-se assim mais resilientes, envolvidos e absorvidos nas suas tarefas. Este estudo pretende compreender como é que os traços de personalidade, conceptualizados no Modelo dos Cinco Fatores – Extraversão, Amabilidade, Conscienciosidade, Neuroticismo e Abertura à Experiência – se relacionam com o Envolvimento no Trabalho, em particular no contexto Português. Para além disso, este estudo coloca também o conceito de Experiência Internacional como variável moderadora da relação positiva entre Abertura à Experiência e Envolvimento no Trabalho.
Primeiramente, os resultados indicam que alguns dos traços de personalidade do Modelo dos Cinco Fatores estão relacionados com o Envolvimento no Trabalho, mais precisamente, Extraversão, Conscienciosidade e Abertura à Experiência têm uma relação positiva enquanto Neuroticismo tem uma relação negativa. Em segundo lugar, confirma o impacto positivo da Experiência Internacional na Abertura à Experiência mas não valida que esse impacto na relação com o Envolvimento no Trabalho.
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Fortin, Guillaume. "Influence des traits et troubles de personnalité sur l’intégration au travail de personnes aux prises avec un trouble mental grave." Thèse, 2015. http://hdl.handle.net/1866/16046.
Full textAbstract:
Bien que le travail soit bénéfique et souhaité par une majorité de personnes aux prises avec un trouble mental grave (TMG), les études réalisées auprès de cette clientèle montrent des taux d’emploi d’environ 10 à 20%. Parmi les services visant le retour au travail, les programmes de soutien à l’emploi (PSE) se sont montrés les plus efficaces avec des taux de placement en emploi standard oscillant entre 50 et 60%, sans toutefois garantir le maintien en emploi. Plusieurs études ont tenté de cerner les déterminants de l’obtention et du maintien en emploi chez cette population sans toutefois s’intéresser à la personnalité, et ce, bien qu’elle soit reconnue depuis toujours comme un déterminant important du fonctionnement des individus. De plus, peu de questionnaires d’évaluation de la personnalité selon le modèle de la personnalité en cinq facteurs (FFM) ont été utilisés auprès d’une clientèle avec un TMG et ceux-ci ont montré des propriétés psychométriques ne respectant pas des normes reconnues et acceptées.
Cette thèse porte sur les liens entre la personnalité et l’intégration au travail chez les personnes avec un TMG. La première partie vise la validation d’un outil de mesure de la personnalité selon le FFM afin de répondre aux objectifs de la deuxième partie de la thèse. À cet effet, deux échantillons ont été recrutés, soit 259 étudiants universitaires et 141 personnes avec un TMG. Des analyses factorielles confirmatoires ont mené au développement d’un nouveau questionnaire à 15 items (NEO-15) dont les indices d’ajustement, de cohérence interne et de validité convergente respectent les normes établies, ce qui en fait un questionnaire bien adapté à la mesure de la personnalité normale dans des contextes où le temps d’évaluation est limité.
La deuxième partie présente les résultats d’une étude réalisée auprès de 82 personnes aux prises avec un TMG inscrites dans un PSE et visant à identifier les facteurs d’obtention et de maintien en emploi chez cette clientèle, particulièrement en ce qui concerne la contribution des éléments normaux et pathologiques de la personnalité. Les résultats de régressions logistiques et de régressions de Cox (analyses de survie) ont démontré que l’historique d’emploi, les symptômes négatifs et le niveau de pathologie de la personnalité étaient prédictifs de l’obtention d’un emploi standard et du délai avant l’obtention d’un tel emploi. Une autre série de régressions de Cox a pour sa part démontré que l’esprit consciencieux était le seul prédicteur significatif du maintien en emploi.
Malgré certaines limites, particulièrement des tailles d’échantillons restreintes, ces résultats démontrent la pertinence et l’importance de tenir compte des éléments normaux et pathologiques de la personnalité dans le cadre d’études portant sur l’intégration au travail de personnes avec un TMG. De plus, cette thèse a permis de démontrer l’adéquation d’un nouvel instrument de mesure de la personnalité auprès de cette clientèle. Des avenues futures concernant la réintégration professionnelle et le traitement des personnes avec un TMG sont discutées à la lumière de ces résultats.<br>Although work is a central component of the recovery of individuals with a severe mental illness (SMI), studies have shown employment rates ranging from 10 to 20% among that population. Among different services aimed at integrating people with a SMI to the labour market, supported employment programs (SEP) are the most effective with 50 to 60% of their participants getting a competitive employment, without however offering job tenure. Several studies have investigated which factors impact job acquisition and tenure among that population but personality has never been considered, although it has been recognized as an important determinant of functioning. Furthermore, few questionnaires aiming at evaluating personality according to the Five-Factor Model of personality (FFM) have been used with a SMI population and those questionnaires have demonstrated psychometric properties that do not satisfy commonly accepted and recognized criteria.
This thesis focuses on the link between personality and work integration of people with a SMI. The first part aims at validating a personality questionnaire according to the FFM in order to achieve the objectives of the second part of the thesis. For this purpose, two samples were recruited: one of 259 university students and one of 141 people with a SMI. Confirmatory factor analyses led to the development of a new 15-item questionnaire (NEO-15) presenting with strong fit indices, internal consistency and convergent validity, which makes it well suited to measure normal personality in time-limited settings.
The second part of this thesis presents the results of a study conducted with 82 people with a SMI enrolled in a SEP and aiming at investigating which variables predict job acquisition and tenure, with a special focus on normal and pathological personality variables. Results from logistic regressions and Cox regressions (survival analyses) demonstrated that prior employment, negative symptoms and level of pathological personality were predictive of competitive employment acquisition and delay to such acquisition. Additional series of Cox regressions showed that tenure of a competitive job was only predicted by conscientiousness.
Although presenting some limits, restricted sample sizes in particular, our results demonstrate the relevance and the importance of considering normal and pathological personality in studies on work outcomes of people with a SMI. Furthermore, this thesis revealed the suitability of a new personality questionnaire to the SMI population. Future directions regarding the work integration and treatment of people with SMI considering these results are discussed.