Relevant bibliographies by topics / Personality traits of manager

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Academic literature on the topic 'Personality traits of manager'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Personality traits of manager"

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Marcusson, Leif, and Siw Lundqvist. "Swedish IT Project Managers' Personality Traits Mirrored in the Big Five." International Journal of Information Technology Project Management 7, no. 3 (July 2016): 1–14. http://dx.doi.org/10.4018/ijitpm.2016070101.

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Project success, which is critical to achieve, requires a competent project manager. Could anybody become a skilled project manager, or what does it take? One factor that is considered to influence the opportunities of succeeding is individuals' personality traits. Which ones would be suitable for Swedish IT project managers then? Could these be mirrored in the perspective of the Big five categories? This research was carried out by collecting and analyzing job advertisements (henceforth ads.) once a year (2010-2013), in total 325 ads. The findings indicate that the three most requested personality traits for a Swedish IT project manager are driven, communicative and structured. Mirrored in the Big five dimensions the most requested traits from the study fell into the categories conscientiousness and extraversion. The practical implication is improved ads. by using the Big five categories; research implications are foremost yet another perspective of IT project managers' personality traits.
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Truong, Chuong Minh. "Small and medium sized enterprises: clustering and owner manager’s typology." Science and Technology Development Journal 18, no. 4 (December 30, 2015): 25–33. http://dx.doi.org/10.32508/stdj.v18i4.967.

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SMEs are established and managed by owner managers. Their personality traits, demographics impact the enterprise’s managerial system and performance. This study aims at clustering the SMEs to find out the clustering structure via these stated above factors, then, defining a set of criteria to recognize the owner managers’ typology and predicting the enterprise performance. Clustering method has been applied to analyze 240 enterprises into 3 clusters differentiating with each other basing on the personality traits, particularly, innovation, demographics, strategic management and organizational functional structure. These factors are encapsulated into a set of criteria for owner manager’ typology definition and prediction of the enterprise performance. Relations among these factors in each cluster were also recognized.
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Gunawan, Joko. "THE PROS AND CONS OF THE RELATIONSHIP BETWEEN PERSONALITY AND LEADERSHIP OR MANAGERIAL BEHAVIOR OF NURSING MANAGER." Belitung Nursing Journal 2, no. 5 (October 28, 2016): 107–9. http://dx.doi.org/10.33546/bnj.38.

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Dear Editor, “Complex role in complex times” that is what nurse managers have as the one on the most key roles in the hospital.1 They are not just about managing staff schedules, but also need to have a vision and able to inspire them.2 Thus, competent nurse managers are needed. Research suggests that employees and employers are looking for similar characteristics or personality traits in their leaders. Personality trait refers to the dimensions of individual differences in tendencies to show consistent patterns of thoughts, feelings and actions.3 Personality trait seems able to explain why a person acts the way he/she does when in a leadership position. Research aggregated the results of 222 correlations contained in 73 studies of personality and leadership performance by involving 25,000 managers from every level in organizations across every industry sector.4 There were four of the five dimensions of the big five personality were significantly correlated with leadership emergence and effectiveness with adjustment / emotional stability as the best predictor, and agreeableness as the weakest predictor.4 Scholars who believe in data, these findings definitively indicate that personality predicts leadership behaviors across all organizational levels and industry sectors, and does so more powerfully than any known alternative.5 Personality traits relate to leader behaviors to a greater extent and less ambiguously than earlier reviews had suggested.6 However, although there are clear evidences in examining the relationship between personality and leadership or managerial behavior, it is also important that there are cons about the degree to which personality is related to managerial or leadership behavior Literature indicates that personality traits cannot be concluded to determine leadership with some considerations: (1) it is impossible to find one specific personality trait that characterizes leaders and (2) it is impossible to isolate a number of traits, which combined, explain leadership.7 Thus, it is failed to investigate a clear relationship between personality and leadership. It might be other indications that traits work with other factors in the leadership or managerial behavior.8 Study investigated the relationship between personality and transformational leadership, and now some agreement that there may be five super-traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience) are related to managerial or leadership behavior. But, it is important to note the effect sizes were not large.5 Another study emphasized that “one should be careful in generalizing our findings on the relation of traits to leadership perceptions to other areas of leadership."9 The findings could not be directly concluded that there are traits that would generally predict the performance of a leader’s work group or organization, nor do they imply that there are certain types of leadership behaviors that will generally produce superior performance.9 On the other hand, the main issue in management research is what kind of behavior managers exhibit and how behavior influences the outcome of the organization. Why leaders behave the way they do adheres to a general issue in psychology, the relationship between personality and behavior. It is not a burning issue in leadership 5. Additionally, there is no evidence to support that managers are primarily recruited based on their personality traits. Managers are not recruited or promoted based on their personality in formal organizations. Managers are hired primarily due to their formal competence and previous merits.10 Finally, the correlation between personality trait and managerial or leadership behavior remains inconclusive. However, it is agreed that personality cannot be excluded from leadership and management.
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Gray, Karmin, and Frank Ulbrich. "Ambiguity acceptance and translation skills in the project management literature." International Journal of Managing Projects in Business 10, no. 2 (April 4, 2017): 423–50. http://dx.doi.org/10.1108/ijmpb-05-2016-0044.

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Purpose The project management literature provides a fairly united picture of the importance of projects being successful. One success factor is represented by project managers themselves, whose personality, skills, knowledge, competencies, and traits affect project success. To better understand various project manager types, the purpose of this paper is to review the extant project management literature and propose a framework for categorising project managers based on the traits that they possess or lack. Design/methodology/approach The research commenced with identifying and collecting articles from the academic project management literature. The articles were then coded to identify different competencies and traits that a project manager needs to be successful. Based on this analysis, a framework with four main project manager types was developed. Findings The results indicate that ambiguity acceptance and translation skills are two important dimensions that project managers need to be successful. The four project manager types were arranged around two dimensions. Research limitations/implications The framework presented is based on previous research. Empirical testing of the proposed framework would be a promising direction for future research. Practical implications The framework assists reflective practitioners in identifying what kind of project manager they currently are, suggesting how they might transition into a different project manager type to increase their project management success rate. Originality/value This paper conceptualises project managers and how their personal traits relate to project success. It offers practical help to project managers in understanding their strengths and limitations, and how to become a different type of project manager.
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Lounsbury, John W., Eric D. Sundstrom, Lucy W. Gibson, James M. Loveland, and Adam W. Drost. "Core personality traits of managers." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 434–50. http://dx.doi.org/10.1108/jmp-03-2014-0092.

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Purpose – The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers. Design/methodology/approach – An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation. Findings – As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction. Research limitations/implications – Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness. Practical implications – The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development. Social implications – A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles. Originality/value – This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.
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Noor, Syaharudin Shah Mohd, Muneera Esa, Ernawati Mustafa Kamal, and Aida Azlina Mansor. "Project manager personality traits towards project success: Moderated role of working experience in perspectives of small public construction projects in Malaysia." International Journal of Construction Supply Chain Management 10, no. 4 (December 31, 2020): 234–50. http://dx.doi.org/10.14424/ijcscm104020-234-250.

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Project success requires organisations and project managers to change strategies to satisfy stakeholders. Research into project success needs comprehensive analysis and approaches in various contexts, especially touching on non-technical skills (personality). This study aims to focus on examining the association of Project Manager Personality Traits (PMPTs) to the success of Small Public Construction Projects (SPCPs) and moderated by working experience. A survey was carried out to collect data using a structured Big Five Inventory (BFI) and Project Success Achieved Instrument (PSAI) questionnaire. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used on a sample of 137 respondents for hypotheses testing and moderation effect analysis. Results show that PMPTs had a positive impact on the success of SPCPs. Conscientiousness (CT) and Agreeableness (AG) traits influence were more prominent when compared with other traits. While working experience does not moderate the relationship between PMPTs and the success of SPCPs. This study reflected the theoretical research of personality traits and their impact on the construction management industry. There have been limited studies of project success in the relationship with the BFI in the past, especially in the SPCPs context. The present study provides a basis for researchers interested in this area to examine further the use of BFI and PSAI as resources in other industries. Practically these findings may enable government or authorities to better align and suit project managers and their assigned project-based levels, where project managers are located in ministries overseeing small-scale projects. This study contributes theoretically to SPCPs literature by offering insights into project manager personality affecting project success and focus on selected agency in Malaysia.
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ANTONCIC, JASNA AUER, BOSTJAN ANTONCIC, DARJA KOBAL GRUM, and MITJA RUZZIER. "THE BIG FIVE PERSONALITY OF THE SME MANAGER AND THEIR COMPANY’S PERFORMANCE." Journal of Developmental Entrepreneurship 23, no. 04 (December 2018): 1850021. http://dx.doi.org/10.1142/s1084946718500218.

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This study addresses a certain research issue: how do the Big Five personality traits of managers of small and medium-sized enterprises (SMEs) impact the business performance of companies? A representative random sample of managers of SMEs in Slovenia was used for data collection through survey research. Hypotheses and the model were tested using structural equation modeling. A valuable contribution is made in the form of a new model of Big Five personality induced SME growth, profitability and new value creation. Openness of managers can be predictive of growth and new value creation of their companies, with the new value creation impact especially expressed in female-managed companies. Conscientiousness may not be crucial for performance, except for new value creation in females where this relationship can be negative. Extraversion can predict the growth and profitability. Agreeableness can have negative effects on all performance elements. Neuroticism can be predictive of growth and profitability. Practitioners must be aware of the importance of managers’ Big Five personality traits for SME performance. Where possible, managers may like to develop their levels of openness, extraversion, non-agreeableness and neuroticism.
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Ramdani, Dendi, Julie Hermans, Johanna Vanderstraeten, and Marcus Dejardin. "The Fit of Manager Personality Traits-Strategy-Environment and Organizational Performance." Academy of Management Proceedings 2015, no. 1 (January 2015): 16237. http://dx.doi.org/10.5465/ambpp.2015.16237abstract.

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Yang, Byunghwa. "The consistency effect between applicants’ personality traits and job characteristics on employment advertisement." Korean Journal of Industrial and Organizational Psychology 27, no. 1 (February 28, 2014): 55–81. http://dx.doi.org/10.24230/kjiop.v27i1.55-81.

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This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.
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Lodder, Mandy, A. J. P. Schrijvers, J. R. J. de Leeuw, R. M. Brouwer, and W. Cahn. "Community housing: functional outcome of severe mental illness is associated with the personality traits of the case manager." Housing, Care and Support 22, no. 2 (June 3, 2019): 106–13. http://dx.doi.org/10.1108/hcs-10-2018-0026.

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Purpose The purpose of this paper is to examine whether there is an association between case managers’ personality traits and functional outcome of people with severe mental illness (SMI) living in community housing programs (CHP). Design/methodology/approach Functional outcome is measured by the extent of self-reliance. Self-reliance of people with SMI was measured with the Dutch Self-Sufficiency Matrix. The personality of the case manager was measured with the NEO Five Factor Inventory. Findings Conscientiousness of case managers was associated with an increased self-reliance over a period of two years, in those with SMI living in CHP (OR.2.800 ρ = 0.04). Practical implications When these findings are replicated, they could be used in the case managers selection process and/or training programs. Social implications Conscientiousness of case managers was associated with functional outcome of persons with SMI living in supported housing and that female subjects benefitted the most. This study suggests that conscientious care planning is essential in the recovery process. Originality/value No previous studies have been performed examining the specific relationship between the case manager’s personality traits and functional outcome of people with SMI.
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Dissertations / Theses on the topic "Personality traits of manager"

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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.

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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.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Villumsen, Erika, and Jennifer Laurits. "In search for the perfect KAM manager : Exploring both the buyer´s and the supplier’s view of valued personality traits in a KAM manager." Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52981.

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Background: KAM has received a lot of attention over the last decade, where organizations acknowledge the benefits, and choose to implement KAM programs within their companies. Research shows that the individual in a KAM manager role has a huge impact on the outcomes of KAM, crucially responsible for the relationships with the key accounts. Furthermore, there is a clear link between the selection of the right candidate in order to succeed with KAM, and the personality traits of a KAM manager.    Problem: Limited research has been carried out on the personality traits of KAM managers connected to the FFM, yet scholars indicate that the individual has a large effect on the outcomes of KAM. Also, few researchers study both the buyer´s and the supplier's side within KAM relationships, even though mutual benefits are an essential part of KAM.   Purpose: The purpose of the study is to identify if there is an existing mutual understanding between the buyer and supplier regarding valuable traits of a KAM manager to benefit KAM outcomes.    Method: The study utilizes a qualitative research approach, collecting primary data through six semi-structured interviews. The number of participants was equally distributed between buyers and suppliers, all experienced working with KAM. A thematic analysis was then used to analyze the empirical findings.     Conclusion: Based on the results, a conclusion is drawn that there is no mutual understanding between the buyer and supplier regarding valuable traits of a KAM manager. Aligning with previous research, all participants shared the view concerning the individual's importance in KAM, however having divided opinions about which personality traits would contribute to the valuable outcomes. The buyers emphasized the importance of structure and planning relating to the personality trait conscientiousness to optimize KAM outcomes, while the suppliers rather placed focus on aspects connecting to the personality trait extraversion.
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Prince, Rudolph F. A. "The construction briefing process : evaluating the influence of personality traits on the performance of the consultant project manager." Thesis, Heriot-Watt University, 2011. http://hdl.handle.net/10399/2483.

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The briefing process is critical for achieving project success and client satisfaction. It typically involves the consultant project manager co-ordinating the efforts of the demand and supply side stakeholders at the conceptual stage of a project, to identify and define the client requirements. The importance of such early intervention has been highlighted by public sector agencies and professional bodies, leading to the publication of numerous guidance notes and best practice manuals for briefing. Despite such extensive guidance literatures and efforts research shows that current briefing practice is inadequate and a weakness in the construction process. Broadly, the briefing process involves consultant project managers from different background and personality traits. Personality traits are thought of as a pervasive style of thinking, feeling and behaving. The literature demonstrate effective performance relates to an individual`s personality traits. The study attempts to evaluate the influence of personality traits of the consultant project manager on the briefing process. A review of the literature is structured under three chapters; (1) briefing process; (2) consultant project manager role in briefing and; (3) personality traits relationship and influence on performance to introduce a new perspective. It is found that there are correlations between personality traits and effective performance. From the review sixteen traits have been extracted and assessed to be related to the consultant project manager performance in construction briefing. The investigation attempts to establish the relationships between the 16 traits and the consultant project manager performance, and seeks to determine how each trait contributes to effective briefing. This is explored through observing the consultant project manager in briefing and an industry wide questionnaire survey. As the research focuses on the influence of sixteen personality traits on the consultant project manager performance in the briefing process the data was analysed by the Pearson product moment (correlation) coefficient method to evaluate relationships. The research concludes that the consultant project manager performance is connected to the iii sixteen personality traits dimensions tested and these traits are associated with effective briefing performance. The findings have implications for selecting consultant project managers. The implications of the results of this research, and recommendations for future investigations are discussed.
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Kabat, Robert. "Dark Triad Personality Traits Prediction of Managers' Mind-set in Business Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6841.

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Presence of the Dark Triad traits of Machiavellianism, narcissism, and psychopathy in the workplace, especially among managers, has received increased attention due to the implications for organizations. One way to influence behavior in business organizations is through controlled interventions to change individual mind-sets. A review of the extant literature indicated that the relationship between Dark Triad traits and mind-set had not been sufficiently examined. A quantitative study was conducted to examine whether a manager's Dark Triad traits predict their mindset. To explore this relationship, a sample of 153 managers' responses was collected online. The Short Dark Triad measure was used to assess participants' Machiavellianism, narcissism, and psychopathy and the Implicit Theory Measure was used to assess mind-set. Regression showed that only Machiavellianism predicts mind-set, accounting for 7% of the variance in mind-set as the criterion variable. The findings indicate that the relationship between Dark Triad traits and mind-set is weaker than a review of the extant psychological literature might suggest. Additionally, this study found that the Dark Triad traits are significantly negatively correlated with manager age, which might provide a new direction for further research. Further research on how and why Dark Triad traits tend to decline with age is recommended. The present study suggests that a better understanding of the relationship between the Dark Triad traits and mind-set and the knowledge that controlled interventions aimed at promoting a growth mind-set are most likely not a useful tool to mitigate the level of Dark Triad psychological traits of managers in business organizations.
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Lundén, Emma, and Erika Wengberg. "Chefers kommunikation via mejl : Finns det skillnader i hur chefer bedöms av kvinnor och män?" Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21817.

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Avsikten med studien var att undersöka om bedömningen av olika egenskaper hos avsändaren till ett mejl kan relateras till mottagarens kön, avsändarens kön och mejlets valens. I föreliggande studie är avsändaren av mejlet en fiktiv chef och mottagarna av mejlet är deltagarna i studien. Datainsamling genomfördes med en enkät vilken distribuerades i pappersform till 100 studenter på en högskola i Mellansverige. Insamlad data analyserades sedan med SPSS med sex upprepade ANOVA. Enligt de signifikanta huvudeffekter som observerades framkom det att mejlets valens var den variabel som hade störst påverkan på deltagarnas bedömning av avsändarens egenskaper. Vidare observerades det att avsändarens kön endast påverkade deltagarnas bedömning av avsändarens egenskaper gällande maskulinitet/femininitet. Vidare könseffekter som observerades var att deltagarnas kön i interaktion med mejlets valens i viss mån påverkade bedömningen av egenskaperna hos avsändaren. Noterbart i interaktionseffekterna var att kvinnor var mer polariserade än män i sina bedömningar av avsändarens egenskaper både vad gällde mejlen med positiv och negativ valens.
The purpose of the study was to investigate whether participant's assessment of different personality traits of the sender of an email may be related to the participant's sex, the sender's sex and the valence of the email. In the present study the sender of the email is a fictional manager and the recipients of the email are the participants in the study. Data collection was performed by using a questionnaire that was distributed in paper form to 100 students at a university in central Sweden. The data was analyzed with SPSS with six repeated ANOVA. The result showed that it is the valence of the email that had the greatest importance for the assessment of the selected personality traits of the sender. It was observed that the sender's sex only affected the participants' assessment of the sender’s characteristics regarding masculinity/femininity. Other sex effect that was observed in the study was that the sex of the participants in interaction with the valence of the email to some extent affected the assessment of personality traits of the sender. Worth to mention is that in the interaction effect women were more polarized in their assessments of the manager's personality traits than men both as regards emails with positive and negative valence.
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Adams, Jewel Darlene. "The Relationship of Managers' Power Motivations to Personality Pathology." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1333.

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Research has shown that managerial leaders have a higher motivational need for power than those in other positions. A leader's personality traits have been shown to affect organizational performance. Leaders who score high in dark traits (undesirable personality attributes shown to predict career derailment across organizations, levels, and positions) could also be more likely to use company resources for personal gain. There is a paucity of research examining the correlation between managerial dark traits and the need for power. The purpose of this study was to examine the relationship between managers' dark trait scores as measured by the Hogan Development Survey (HDS), and their motivational need for power as measured by the Hogan Motives, Values, and Preference Inventory (MVPI). The effect of Ambition as measured by the Hogan Personality Inventory (HPI) was used as a mediating variable upon dark traits scores and the need for power. The dependent variable in this study was the need for power, and the independent variables were the 11 personality traits measured by the HDS. Participants were managers and executives provided by Hogan Assessments database (N = 500). Multiple regression analysis revealed a significant correlation between the dark traits of those who move against others and their need for power. Ambition had a small effect in mediating the dark trait scores and the need for power. If selection committees could use the HDS and remove candidates with high scores in dark traits that move against others, they could remove many who could be likely to abuse the executive position through a strong need for power. Potentially destructive leaders could be avoided, leadership career derailment could be averted, and even corporate criminal activity might be prevented.
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Walker, Jim L. "Determinants of Small Firm Performance: the Importance of Selected Managerial Personality Traits, Perceived Environmental Uncertainty, Scanning Activities, and Managerial Goal Setting Activities." Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331570/.

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Much of the previous research on organizational performance deals with the larger businesses. As such, the owner/managers of small firms and researchers interested in small businesses have had to work with planning models which were not formulated with small businesses in mind. Therefore, the general purpose of this study is to help correct this deficiency and add to the body of knowledge concerning the contributions specific factors make toward increasing the performance of small firms. Specifically, selected managerial personality traits, managerial perceived environmental uncertainty, managerial scanning habits, and managerial goal setting activities are utilized to develop three models. The three models are used to determine the relationship the factors have to each other and the contribution the variables make toward the performance of the firm. The firms included in this study are located in a South Central metropolitan area. The firms have between 2 and 100 employees, sales of less than 3 million dollars, and have been in operation 2 years or longer. This study utilizes regression analysis and path analysis to determine the effects the factors have on each other and their contribution to the firm's performance. The Statistical Package for the Social Sciences (SPSSx) is utilized to run the regression analysis. An Analysis of Linear Structural Relationships by the Method of Maximum Likelihood (LISREL) is utilized for the path analysis. Using path analysis, the third model demonstrates a total coefficient of determination for structural equations of 0.09. However, only two of the four factors have a t value of 2.0 or greater. The study also indicates the personality trait of dogmatism is inversely related to managerial scanning -.349 p <.01. Perceived environmental uncertainty is negatively correlated to performance at -.215 p <.05. None of the remaining factors demonstrated significant relationship to the firm's performance.
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Šikolová, Lenka. "Vedení lidí." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15502.

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Diploma paper compares theoretical data of questions of leading people with established practice. The information about established practice in leading people was acquired by the help of questioning among managers. The aim of the paper is to evaluate informaion from practice of leading people and to compare them with methods, instructions and recommendations described in theory.
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Achilles, Wendy Walston. "An Experimental Analysis of the Impact of Goal Orientation, Ethical Orientation, and Personality Traits on Managers' And Accountants' Abilities to Recognize Misappropriation of Assets." VCU Scholars Compass, 2006. http://scholarscompass.vcu.edu/etd/699.

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This study examines the impact of knowledge, experience, goal orientation, ethical orientation, and personality traits on managers' and accountants' abilities to recognize misappropriation of assets. Participants included students and professionals. The student group included upper-level accounting majors and upper-level management majors. The professional group included students enrolled in an introductory accounting course for their MBA program and internal auditors from a variety of organizations. Findings in the study show that accounting students assessed the possibility that fraud was in progress at a higher level than the management students, suggesting that the accounting students acquire basic knowledge about fraud from the accounting curriculum, which improves performance. The effect of reading articles was marginally significant for assessing the possibility of fraud, showing that students who have read or who are required to read articles better identify the clues associated with employee theft. For the professional group, the effects of academic major and fraud specific training led to identifying the possibility of employee theft at a higher level. It appears that training sessions help professionals in identifying the risk factors associated with fraudulent activity, producing benefits to organizations that far outweigh the costs. Full-time work experience was marginally significant (p Several findings of the additional analysis using structural equation modeling extend the audit decision making literature by showing certain factors that enhance knowledge and improve decision making as experience increases. Higher learning goal orientation scores, mediated by experience and ethical position, should lead to more accurate identification of risk factors that are commonly associated with fraudulent activity. These findings should encourage firms to draw upon the knowledge of experts as they develop expert decision aids and training sessions for internal audit departments. Organizations should also integrate actual instances of misappropriation of assets into training sessions on fraud prevention and detection while developing and improving models of training sessions and expert decision aids for unstructured, complex tasks.
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Judkins, Sharon Kay. "Hardiness, stress, and coping strategies among mid-level nurse managers: Implications for continuing higher education." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2799/.

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This study investigated relationships among hardiness, stress, and coping strategies among mid-level nurse managers in hospitals. Coping strategies were hypothesized to be positively related to stress. In addition, hardiness and its components were hypothesized to be positively related to stress and coping strategies. Demographics were hypothesized to be unrelated to stress, hardiness, and coping strategies. Both hardiness and coping strategies were hypothesized to be predictors of stress. Pearson correlation coefficients, multiple regression, and linear regression were used in data analysis. Stress was associated with specific coping strategies viz., confrontation, selfcontrolling, accepting responsibility, and escape-avoidance. High hardiness, particularly commitment and challenge, was associated with low levels of stress and with problemfocused coping strategies. By contrast, low hardiness was associated with high stress and use of emotion-focused strategies. Significant demographics, when compared to study variables, included age, experience, time with supervisors, number of direct reports, highest degrees obtained, and formal or informal higher education in management. Young nurse managers who were less experienced in nursing and management, and who had fewer direct reports, reported the highest stress levels among nurse managers. High hardiness, particularly commitment, was a strong predictor of low levels of stress; use of escape-avoidance was a significant predictor of occupational stress. This study supported the theoretical suppositions of lower stress if hardiness and specific coping strategies are high among mid-level nurse managers. Potential exists for work-related stress to be reduced by increasing hardiness and adaptive coping strategies. Implications for higher education research and practice are discussed.
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Books on the topic "Personality traits of manager"

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Kizorek, Bill. The world of risk management: Roles, personality traits, talents, awareness and issues of the risk manager. Naperville, Ill: PSI Publications, 1996.

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J, Deary Ian, and Whiteman Martha C, eds. Personality traits. 2nd ed. Cambridge, U.K: Cambridge University Press, 2003.

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Matthews, Gerald. Personality traits. 3rd ed. Cambridge: Cambridge University Press, 2009.

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J, Deary Ian, ed. Personality traits. Cambridge, UK: Cambridge University Press, 1998.

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Purdy, Karen Lyn. Personality traits and living preferances. Sudbury, Ont: Laurentian University, Department of Psychology, 1989.

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Fehrman, Elaine, Vincent Egan, Alexander N. Gorban, Jeremy Levesley, Evgeny M. Mirkes, and Awaz K. Muhammad. Personality Traits and Drug Consumption. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-10442-9.

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Owens, Lorraine. Handwriting analysis: Dual aspects of traits : positive & negative ways to describe traits. Kansas City, MO: Kaleidoscope Industries, 1987.

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Personality traits: Theory, testing and influences. Hauppauge, N.Y: Nova Science Publisher's, 2010.

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Villanueva, John Paul. Personality traits: Classifications, effects, and changes. Hauppauge, NY: Nova Science Publishers, 2010.

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Hans, Kreitler, ed. The cognitive foundations of personality traits. New York, N.Y: Plenum Press, 1990.

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Book chapters on the topic "Personality traits of manager"

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Marticotte, François. "Which Personality Traits are Promoted by Managers? the Brand Personality of National and International Brands from the Supply Side." In Cultural Perspectives in a Global Marketplace, 87–88. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18696-2_36.

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Steen, R. Grant. "Personality Traits." In DNA and Destiny, 161–83. Boston, MA: Springer US, 1996. http://dx.doi.org/10.1007/978-1-4899-2768-2_10.

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Fung, Lucia, and Robert B. Durand. "Personality Traits." In Investor Behavior, 99–115. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118813454.ch6.

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John, Oliver P., and Samuel D. Gosling. "Personality traits." In Encyclopedia of psychology, Vol. 6., 140–44. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10521-044.

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Tyssen, Reidar. "Personality Traits." In Physician Mental Health and Well-Being, 211–34. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-55583-6_10.

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Troisi, Alfonso. "Personality Traits." In Bariatric Psychology and Psychiatry, 23–32. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-44834-9_3.

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Wallwork, Adrian. "General Traits." In Test Your Personality, 1–16. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67226-7_1.

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Kavanagh, Phillip S. "Antisocial Personality Traits." In Encyclopedia of Personality and Individual Differences, 215–18. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_2299.

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Kreitler, Shulamith, and Hans Kreitler. "Identifying Personality Traits." In The Cognitive Foundations of Personality Traits, 303–16. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4899-2227-4_11.

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van Ginneken, Jaap. "Personality & Traits." In The Profile of Political Leaders, 71–86. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29476-6_5.

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Conference papers on the topic "Personality traits of manager"

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Kalinnikova, Ludmila, Jelena Saplavska, and Aleksey Zavodilov. "Negative personality traits and self-monitoring among sales managers." In 18th International Scientific Conference Engineering for Rural Development. Latvia University of Life Sciences and Technologies, 2019. http://dx.doi.org/10.22616/erdev2019.18.n144.

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Qian, Qiu. "Research on Senior Manager's Personality Traits and Corporate Lifecycles in Different Stages." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.258.

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Barbosa, Raul Afonso Pommer, and Osmar Siena. "PERSONALITY TRAITS AND RISK PROPENSITY OF ENTREPRENEURS AND MANAGERS IN THE WESTERN AMAZON." In ANAIS DO XI EGEPE - ENCONTRO DE ESTUDOS SOBRE EMPREENDEDORISMO E GESTãO DE PEQUENAS EMPRESAS. ANEGEPE - Associação Nacional de Estudos em Empreendedorismo e Gestão de Pequenas Empresas, 2020. http://dx.doi.org/10.14211/xi-egepe-118034.

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Mucharreira, Pedro, Marina Antunes, Maria do Rosário Justino, and Joaquín Texeira Quirós. "THE ROLE OF PERSONALITY TRAITS OF MANAGERS ON THE PERFORMANCE OUTCOMES OF HIGHER EDUCATION INSTITUTIONS (HEIS)." In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.0533.

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Chen, Sheau Hwa, Jing Yi Ma, and Yo Cih Liu. "Notice of RetractionThe Relationships among Personality Traits, Involvement, Perceived Value, Behavior Intention of Managers of 'Taiwan Host' B&Bs." In 2014 IIAI 3rd International Conference on Advanced Applied Informatics (IIAIAAI). IEEE, 2014. http://dx.doi.org/10.1109/iiai-aai.2014.61.

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Deeva, N. A. "Meta-resource opportunities reflective mechanisms of life successfulness, hope and hardiness of a modern person." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.448.461.

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The article contains theoretical and empirical data on the study of metaresource opportunities of the mechanisms of a person’s life successfulness and their relationship with positive attitudes towards life and the achievement of life goals. The relevance of the scientific problem is to find new approaches to the understanding and study of the success of the individual in the modern world. The novelty of the study in testing the concept of life successfulness of a person as a meta-resource in a selfregulation system that performs the function of a reflective comparison of social and individual value bases in order to build its own concept of a successful life and acts as a system of interconnected mechanisms, personality traits and conditions. The methodological foundations in understanding life successfulness are the principles of regulatory, subjective and resource approaches. The purpose of the study: to study the degree of formation of mechanisms of life successfulness, as well as to identify their relationship with a positive motivational attitude and disposition of personality hardiness in a sample of respondents at the beginning of the professionalization process. The correlation analysis allowed to judge whether the relationship mechanisms life successfulness existence of interconnections of positive motivational attitude and personality hardiness. This suggests that respondents with more pronounced reflective mechanisms of life successfulness have a positive motivational attitude towards life, are involved in the situation and are able to manage it, open to receiving life experience, and self-confident. The revealed relationship between the variables indicates the presence of a complex regulatory mechanism of the personality, which allows developing and realizing the meta-resource opportunities of the mechanisms of life successfulness.
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Ranieri, Jessica, Federica Guerra, and Dina Di Giacomo. "BUFFERING EFFECT FOR 2ND COVID-19 LOCKDOWN: THE ROLE OF ACADEMIC E-LEARNING ADOPTION AMONG GENERATION Z." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact025.

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"Background. The undergraduate community is composed of Generation Z members who constitute a social generation of digital natives who are technologically skilled. Their widespread exposure to technology accounts for their comfort with and strong knowledge of digital media. The government adoption of e-learning in academic education during the coronavirus disease (COVID-19) pandemic may be beneficial to such digitally skilled individuals. Some studies have underscored the e-learning adoption adverse psychological impact on the mental health of the younger generation. In fact, the findings underscore an increase in psychological distress, excessive fear of infection, pervasive anxiety, frustration and boredom, a high level of stress, and post-traumatic stress symptoms. We aimed to detect the protective factor for academic community during social restriction for pandemic in 2nd Italian lockdown analysing the adaptive behaviour of undergraduate in 3 field panels of academic education (life sciences, physical and engineer sciences, human and social sciences). We aimed to determine the psychological impact of prolonged e-learning on emotional regulation among undergraduate students. A secondary objective was to identify key components for preventive interventions targeted toward the academic community by investigating the buffering effect of e-learning in academic education on exposure to the pandemic. Methods. An online cross-sectional survey was conducted on 570 university students (aged 18–26 years) pursing degrees in life sciences, physical and engineering sciences, and social sciences in Italy. They were recruited using snowball sampling. We administered emotional (PDEQ, CSSQ, CAS), personality traits (BFI-10) and affinity for e-learning (AEQ) measures. Results. Our findings suggest that a majority of the university students developed peritraumatic dissociative experience and stress, but not dysfunctional coronavirus anxiety during the 2nd COVID-19 lockdown in Italy. Nevertheless, the present findings also highlight the fragility of younger Gen Z undergraduate students who are beginning their academic journey amid the COVID-19 pandemic. Further, coronavirus distress significantly predicted mental health through the mediating effect of personality traits and e-learning affinity. Conclusions. Therefore, health care professionals are encouraged to implement psychological support interventions that strengthen one’s ability to manage stressful situations and reinforce their status as a digital native. Consequently, they may realize the power of their personal strengths, which in turn may mitigate their stress and peritraumatic dissociative experience when they deal with challenges, enhance their competence, and enable them to adopt effective coping strategies."
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Kalimeri, Kyriaki, Bruno Lepri, and Fabio Pianesi. "Causal-modelling of personality traits." In the 2nd international workshop. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1878116.1878130.

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Kumar, K. N. Pavan, and Marina L. Gavrilova. "Personality Traits Classification on Twitter." In 2019 16th IEEE International Conference on Advanced Video and Signal Based Surveillance (AVSS). IEEE, 2019. http://dx.doi.org/10.1109/avss.2019.8909839.

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Kaya, Heysem, and Albert Ali Salah. "Continuous Mapping of Personality Traits." In the 2014 Workshop. New York, New York, USA: ACM Press, 2014. http://dx.doi.org/10.1145/2668024.2668025.

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Reports on the topic "Personality traits of manager"

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Borghans, Lex, Angela Lee Duckworth, James Heckman, and Bas ter Weel. The Economics and Psychology of Personality Traits. Cambridge, MA: National Bureau of Economic Research, February 2008. http://dx.doi.org/10.3386/w13810.

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Kerr, Sari Pekkala, William Kerr, and Tina Xu. Personality Traits of Entrepreneurs: A Review of Recent Literature. Cambridge, MA: National Bureau of Economic Research, December 2017. http://dx.doi.org/10.3386/w24097.

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Akee, Randall, Emilia Simeonova, E. Jane Costello, and William Copeland. How Does Household Income Affect Child Personality Traits and Behaviors? Cambridge, MA: National Bureau of Economic Research, September 2015. http://dx.doi.org/10.3386/w21562.

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Zhao, Li, and Jung Ha-Brookshire. The Impact of Founders' Personality Traits on the Performance of Chinese Apparel New Ventures. Ames: Iowa State University, Digital Repository, November 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1323.

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Inge, Hooijen, Bijlsma Ineke, Cörvers Frank, and Poulissen Davey. The geographical psychology of recent graduates in the Netherlands: Relating enviornmental factors and personality traits to location choice. Maastricht University, Graduate School of Business and Economics, 2020. http://dx.doi.org/10.26481/umagsb.20003.

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Inge, Hooijen, Bijlsma Ineke, Cörvers Frank, and Poulissen Davey. The geographical psychology of recent graduates in the Netherlands: Relating environmental factors and personality traits to location choice. Research Centre for Education and the Labour Market, 2020. http://dx.doi.org/10.26481/umaror.2020001.

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Buck, Michael. Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.268.

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Zhao, Li, and Jung Ha-Brookshire. How to Succeed? An Analysis of the Impact of Women Founder's Personality Traits on Chinese Apparel New Venture Success. Ames: Iowa State University, Digital Repository, November 2015. http://dx.doi.org/10.31274/itaa_proceedings-180814-127.

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Thompson, Mary. Changes in Personality Traits and Identification in Adolescent Female State School Residents, as a Function of Length of Residence. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1755.

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Nagahi, Morteza, Raed Jaradat, Mohammad Nagahisarchoghaei, Ghodsieh Ghanbari, Sujan Poudyal, and Simon Goerger. Effect of individual differences in predicting engineering students' performance : a case of education for sustainable development. Engineer Research and Development Center (U.S.), May 2021. http://dx.doi.org/10.21079/11681/40700.

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The academic performance of engineering students continues to receive attention in the literature. Despite that, there is a lack of studies in the literature investigating the simultaneous relationship between students' systems thinking (ST) skills, Five-Factor Model (FFM) personality traits, proactive personality scale, academic, demographic, family background factors, and their potential impact on academic performance. Three established instruments, namely, ST skills instrument with seven dimensions, FFM traits with five dimensions, and proactive personality with one dimension, along with a demographic survey, have been administrated for data collection. A cross-sectional web-based study applying Qualtrics has been developed to gather data from engineering students. To demonstrate the prediction power of the ST skills, FFM traits, proactive personality, academic, demographics, and family background factors on the academic performance of engineering students, two unsupervised learning algorithms applied. The study results identify that these unsupervised algorithms succeeded to cluster engineering students' performance regarding primary skills and characteristics. In other words, the variables used in this study are able to predict the academic performance of engineering students. This study also has provided significant implications and contributions to engineering education and education sustainable development bodies of knowledge. First, the study presents a better perception of engineering students' academic performance. The aim is to assist educators, teachers, mentors, college authorities, and other involved parties to discover students' individual differences for a more efficient education and guidance environment. Second, by a closer examination at the level of systemic thinking and its connection with FFM traits, proactive personality, academic, and demographic characteristics, understanding engineering students' skillset would be assisted better in the domain of sustainable education.
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