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. / 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.

The aim of this thesis is to find a relationship between coaching, self-efficacy, employee engagement and personality traits according to the Big Five theory, that means openness to experience, conscientiousness, extraversion, agreeableness and neuroticism. In the theoretical part, the thesis is devoted to measuring the effectiveness of coaching interventions, with a focus on finding connections with the concepts of self-efficacy, engagement and personality traits. The empirical part describes a quasi-experimental research verifying the assumption, that coaching had a significant impact on all monitored independent variables. The experimental group consisted of store managers of unnamed retail company, which were divided into experimental and control group. The experimental group attended six coaching sessions over six months, focusing on any topic related to their work life. The control group did not attend any coaching session. Both groups were tested at the beginning of the coaching program and afterwards. Respondents completed three questionnaires - General Self-Efficacy Scale, Gallup Q12 questionnaire for engagement and NEO five-factor personality inventory. Based on the collected data and statistical analysis, a statistically significant difference was found between the pretest and posttest...

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I dagens digitala uppkopplade värld har traditionella vägar för kärlek och romantik genomgått betydande förändringar. Dejtingappar har snabbt blivit en central del av den moderna dejtingkulturen och erbjuder möjligheten att hitta kärlek med en enkel svepning. Denna studie utforskar hur kön och personlighetsdrag påverkar graden av seriositet i sökandet efter relationer på dejtingplattformar. Med en urvalsgrupp på 98 respondenter undersöker studien om kön och personlighetsdrag påverkar seriositeten i relationssökandet på dejtingappar. Hypoteser formulerades kring hur kön och specifika personlighetsdrag (extraversion, välvilja, samvetsgrannhet, neuroticism och öppenhet) påverkar seriositeten i relationssökandet. Studien antog, med hjälp av tidigare forskning, att män skulle vara de som var mindre seriösa i sitt relationssökande och kvinnor skulle vara mer seriösa (H1). De personlighetsdrag som studien hypotiserade skulle ha ett negativt samband med seriositet var extraversion (H2) och neuroticism (H5). Personlighetsdragen som hypotiserades ha ett positivt samband var välvilja (H3), samvetsgrannhet (H4) och öppenhet (H6). Till skillnad från de ursprungliga hypoteserna, visade studien ingen signifikant skillnad i seriositet mellan könen. Extraversion visade en oväntad positiv korrelation som stred mot förutsägelserna. Personlighetsdraget välvilja visade ett signifikant positivt samband med seriositeten i relationssökandet, medan samvetsgrannhet, neuroticism och öppenhet inte visade något signifikant samband. Dessa resultat tyder på att medan kön kanske inte spelar en betydande roll, kan specifika personlighetsdrag, särskilt vänlighet, påverka seriositeten i relationssökandet på dejtingplattformar. Vidare forskning krävs för att fördjupa förståelsen för hur dessa faktorer påverkar valet av relation i den digitala sfären. / In today's digitally connected world, traditional avenues for love and romance have undergone significant transformation. Dating apps have swiftly become a central aspect of modern dating culture, offering the opportunity to find love with a simple swipe. This study explores the impact of gender and personality traits on the level of seriousness in seeking relationships on dating platforms. Using a sample of 98 respondents, the study investigates whether gender and personality traits influence the seriousness of relationship-seeking behavior on dating apps. Hypotheses were formulated regarding the influence of gender and specific personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness) on relationship seriousness. The study, based on previous research, assumed that men would be less serious in their relationship-seeking behavior, while women would be more serious (H1). The personality traits hypothesized to have a negative correlation with seriousness were extraversion (H2) and neuroticism (H5). The personality traits hypothesized to have a positive correlation were agreeableness (H3), conscientiousness (H4), and openness (H6). In contrast to the original hypotheses, the study found no significant difference in seriousness between genders. Extraversion showed an unexpected positive correlation contrary to predictions. Agreeableness demonstrated a significant positive correlation with relationship seriousness, while conscientiousness, neuroticism, and openness did not show any significant correlation. These findings suggest that while gender may not play a significant role, specific personality traits, particularly agreeableness, impact the seriousness of relationship-seeking behavior on dating platforms. Further research is warranted to delve deeper into how these factors influence the relationships you seek in the digital realm.

Syftet med studien var att undersöka om det fanns skillnader i personlighetsdragen ingående i Big Five-modellen hos ledare i arbetslivet med hänsyn till deras syskonplacering. Studien genomfördes med en digital enkät där 65 deltagare medverkade. Mätinstrumentet som användes i studien var Big Five Inventory (BFI) som mätte deltagarnas personlighetsdrag i Big Five modellen (extraversion, neuroticism, välvillighet, samvetsgrannhet och öppenhet). Medelvärdet skiljde sig i varje personlighetsdrag hos förstfödda jämfört med sistfödda. Resultatet (Wilks´ Lambda) visade en signifikant effekt av syskonplacering, däremot visade de univariata analyserna ingen signifikant effekt för någon av personlighetsdragen på syskonplacering.

Extraversion och skam är psykologiska företeelser relaterade till social interaktion.  En individ som besitter en hög nivå av extraversion tros ha egenskaper som att vara pratsam, social, optimistisk och person-orienterad. Skam är en känsla som uppstår när en individ observeras kränka vad samhället skulle uppfatta som en moralisk eller social förväntan. Extraversion och skam kan anses vara sociala eftersom extraversion är hur du agerar och beter dig i en social miljö och skam är hur du skulle känna och reagera när skamliga känslor introduceras i dessa situationer. Utifrån detta undersöks i denna studie vilken typ av relation dessa två variabler har med varandra. Denna studie syftar till att utforska sambandet mellan extraversion och delskalorna i Compass of Shame-skalan. 52 deltagare i åldrarna 18-64 där 79% var kvinnor och 19% män besvarade ett frågeformulär bestående av 8 items från Big Five Inventory (BIF) som utgör delskalan om extraversion och 48 items från Compass of Shame Scale (CoSS). En korrelationsanalys och regressionsanalys utfördes med hjälp av statistikprogrammet SPSS. Resultaten indikerade ett måttligt samband och en negativ korrelation mellan extraversion och skam. Delskalorna skiljde sig inte nämnvärt i sin relation till extraversion och delskalorna hade även en mycket stark korrelation till varandra, vilket indikerar att de mäter samma sak även om CoSS påstår sig mäta olika dimensioner av skam. / Extraversion and shame are psychological phenomena related to social interaction. An individual who possesses a high level of extraversion is believed to have certain characteristics such as being talkative, social, optimistic and people-oriented. Shame is an emotion that arises when an individual is observed to be violating what society would perceive as a moral or social expectation. Extraversion and shame are considered to be social because extraversion is how you act and behave in a social setting and shame is how you would feel and react when shameful emotions are introduced into these situations. Based on this, this study examines what kind of relationship these two variables have with each other. This study aims to explore the relationship between extraversion and the subscales of the Compass of Shame scale. 52 participants aged 18-64 with 79% being women and 19% being men answered a questionnaire consisting of 8 items from the Big Five Inventory (BIF) that make up the extraversion subscale and 48 items from the Compass of Shame Scale (CoSS). A correlation analysis and a regression analysis were performed using the statistical program SPSS. The results indicated a moderate relationship and a negative correlation between extraversion and shame. The subscales did not differ significantly in their relationship to extraversion and the subscales also had a very strong relationship to each other, which indicates that they measure the same thing even though CoSS claims to measure different dimensions of shame.

Forskning har visat att personlighet och arbetsmotivation påverkar hur individer agerar och presterar på arbetet (Judge & Ilies, 2002). Genom att generera en förståelse för hur dessa faktorer samverkar med varandra kan organisationer skapa en arbetsmiljö som främjar både individens och organisationens framgång. Syftet med denna studie var därför att undersöka sambandet mellan personlighetsdragen i The Big Five och självskattad arbetsmotivation, med utgångspunkt i Self-determination theory samt att identifiera variationer i arbetsmotivationen relaterat till kön,ålder och tid i arbetslivet. Den första hypotesen var att det skulle finnas en positiv korrelation mellan yttre motivation och personlighetsdragen neuroticism och extraversion. Den andra hypotesen berörde korrelationen mellan inre motivation och följande personlighetsdrag:öppenhet, samvetsgrannhet, vänlighet, samt extraversion. Metoden som användes var en enkätundersökning, bestående av två validerade mätinstrument. Dessa var Ten Item Personality Inventory för att mäta personlighet, samt Multidimensional Work Motivation Scale för att mäta arbetsmotivation. 167 svar inkom, varav 160 användbara, 118 (73,7 %) var kvinnor och 42 (26,3%) män. Resultatet visade att samtliga regleringstyper för arbetsmotivation korrelerade signifikant med något av de fem personlighetsdragen. Det fanns en korrelation mellan neuroticism och fyra regleringstyper. Samvetsgrannhet korrelerade positivt med identifierad reglering. Öppenhet visade positiva samband med både intern och introjicerad reglering.Slutligen korrelerade extraversion positivt med samtliga regleringstyper utom extern. Analys av arbetsmotivation i förhållande till deltagarnas ålder visade att deltagare i ålderskategorin 41-70 år i högre grad motiveras av intern reglering, jämfört med ålderskategorin 18-30 som motiveras av extern reglering. Resultatet visade även skillnader på antal år i arbetslivet och vilken typ av reglering som styr ens motivation. / Research has shown that personality and work motivation affect how individuals act and perform at work (Judge & Ilies, 2002). By generating an understanding of how these factors interact with each other, organizations can create work environments that promote individual as well as organizational success. The aim of this study was therefore to examine the relationship between personality traits in The Big Five and self-estimated work motivation, based on self-determination theory and if there were any variations in work motivation depending on gender, age and number of years in working life. The first hypothesis was that there would be a positive correlation between extrinsic motivation and the personality traits neuroticism and extraversion. The second hypothesis concerned the correlation between intrinsic motivation and the following personality traits: openness to experience, conscientiousness, agreeableness and extraversion. The method of choice was a survey consisting of two validated measuring instruments. These were the Ten Item Personality Inventory to measure personality, and the Multidimensional Work Motivation Scale to measure work motivation. We received 167 responses, of which 160 were useful. 118 (73,7 %)were women and 42 (26,3 %) were men. Results showed that all regulation types for work motivation correlated significantly with at least one personality trait. There was a correlation between neuroticism and four regulation types. Conscientiousness correlated positively with identified regulation. Openness to experience showed positive correlations with both intrinsic and introjected regulation. Finally, there was positive correlation between extraversion and all regulation types except for external regulation. Analysis of work motivation in relation to the age of the participants showed that participants in the age category 41-70 years were motivated to a greater extent by intrinsic regulation, compared to the age category 18-30 who were motivated by external regulation. Results also showed differences in the number of years in working life and which type of regulation that control one’s motivation.

The thesis contains four chapters on the structure and predictability of individual differences Chapter 1. Re-analyses data from Holt and Laury's (2002) risk aversion experiments. Shows that big-stakes hypothetical payoffs are better than small-stakes real-money payoffs for predicting choices in big-stakes real-money gambles (in spite of the presence of hypothetical bias). Argues that hypothetical bias is a problem for calibration of mean preferences but not for prediction of the rank order of subjects' preferences. Chapter 2. Describes an experiment: Participants were given personality tests and played a series of dictator and response games over a two week period. It was found that social preferences are one-dimensional, stable across a two-week interval and significantly related to the Big Five personality traits. Suggestions are given about ways to modify existing theories of social preference to accommodate these findings. Chapter 3. Applies a novel statistical technique (spectral clustering) to a personality data set for the first time. Finds the HEXACO six-factor structure in an English-language five-factor questionnaire for the first time. Argues that the emphasis placed on weak relationships is critical to settling the dimensionality debate within personality theory, and that spectral clustering provides a more useful perspective on personality data than does traditional factor analysis. Chapter 4. Outlines the relevance of extraversion for economics, and sets up a model to argue that personality differences in extraversion may have evolved through something akin to a war of attrition. This model implies a positive relationship between extraversion and risk aversion, and a U-shaped relationship between extraversion and loss aversion.

TESIS PARA OPTAR AL GRADO DE INGENIERO COMERCIAL, MENCION EN ECONOM IA / Los rasgos de personalidad (Big Five) resultan relevantes como predictores del rendimiento acad emico, permitiendo anticipar a qu e per l de estudiante obtendr a mejores cali caciones. Las instituciones de educaci on superior podr an utilizar estos estudios para articular t ecnicas de evaluaci on enfocadas en el per l de egreso que persigue el programa educativo. Por lo tanto, ser a de inter es responder en qu e medida y sobre qu e condiciones BF in uye en el rendimiento acad emico. Nuestro objetivo es probar, por medio de evidencia emp rica, c omo la responsabilidad y la extroversi on responden de forma diferenciada a distintas formas de evaluaci on. Encontramos que los estudiantes m as responsables obtienen mejores cali caciones en aquellas evaluaciones en las cuales el tiempo de estudio es reducido, situaci on que se desvanece cuando la evaluaci on es de car acter novedoso. Tambi en encontramos que los estudiantes m as extrovertidos, obtienen cali caciones m as bajas en las evaluaciones que ocurren dentro de periodos con poco tiempo de estudio. Basados en esta evidencia, concluimos que la responsabilidad y la extroversi on no siempre responden de la forma que muestra la literatura, ya que su in uencia en el rendimiento acad emico, se ver a condicionado al tipo de evaluaci on y las condiciones bajo las cuales se realizan. Adem as, mediante descomposiciones de Oaxaca-Blinder encontramos una brecha de g enero, que se arrastra desde la educaci on media, que bene cia a hombres, en pruebas de selecci on m ultiple. Por otro lado, mujeres responden mejor a evaluaciones de respuesta abierta en periodos tiempo de estudio acotado. Del mismo modo, mediante regresiones de cuantiles encontramos heterogeneidad en el efecto de estas variables dependiendo del porcentaje de logro del alumno. Los resultados ac a expuestos pueden ser bene cios a la hora de dise~nar mecanismos de evaluaci on que busquen per les de egresados determinados.

Diese Promotion befasst sich in drei unterschiedlichen Studien mit der Vorhersage schulischer Leistungen in der chinesischen Kultur. Die Arbeit befasst sich demzufolge sowohl mit Konstrukten der fluiden Intelligenz (Gf), den Persönlichkeitsdomänen (Big Five), schmaler gefassten Persönlichkeitskonstrukten (Glaube an sich Selbst, Lernstrategien) sowie dem komplexen Zusammenspiel dieser Konstrukte als Prädiktoren für schulische Leistungen. Nach einer generellen Einführung und der Herleitung des Big Five Narrow Trait (B5NT) Modells werden die drei Studien dargestellt. Studie 1 untersucht bei chinesischen Sekundarschülern figurale Verarbeitungsfähigkeit als Indikator für Gf und Persönlichkeitseigenschaften als Indikatoren für Schulnoten in den Fächern Mathematik, Chinesisch und Englisch sowie mögliche Interaktionen. Die zweite Studie integriert diese Ergebnisse in das B5NT Modell, das zudem mit anderen Modellen, wie etwa dem Double Mediation model (DM), verglichen wird. Der Glaube an sich selbst sowie Lernstrategien werden in den Analysen als wichtige Mediatoren betrachtet. Studie 3 überprüft die Ergebnisse in einem längsschnittlichen Design. Während bereits in Studie 2 starke Evidenz für das B5NT Modell gefunden werden konnte, kann dies auch in Studie 3 repliziert werden. Zudem können in einem Revisionsmodell reziproke Effekte von Performanz auf Persönlichkeitsdomänen angenommen werden. Die Promotion stellt daher ein theoretisches Modell zur Verfügung, das den Einfluss von den Big Five Domänen auf die schulischen Leistungen erklärt und durch querschnittliche sowie längsschnittliche Daten gestützt wird / This dissertation deals with the prediction of scholastic performance in Chinese culture. The thesis uses the constructs of fluid intelligence (Gf), broad personality traits (Big Five), narrow personality traits (i.e., self-beliefs and learning approaches), and their complex interplay as predictors of scholastic performance. Following a general introduction summarizing the theoretical foundations as well as outlining the derivation of the Big Five Narrow Trait (B5NT) Model, three papers are presented. In the context of Chinese secondary school students, Paper 1 examined the predictive power of figural reasoning as an indicator of Gf and personality traits on school grades in three subjects (i.e., Mathematics, Chinese, and English), and further investigated their potential interactions. Paper 2 integrated the findings of Paper 1 with the aforementioned B5NT. Within the study, the B5NT is empirically tested and compared to an alternative model proposed in earlier work, the Double Mediation model [DM]. Self-beliefs and learning approaches were considered as relevant mediators within those analyses. In this cross-sectional study, the B5NT model was strongly supported, whereas the DM model did not find strong empirical support. In order to empirically verify the underlying processes from a longitudinal perspective, Paper 3 expanded on the B5NT related findings in a three-wave longitudinal panel design. The findings supported the B5NT model and further warranted a revision model in which reciprocal effects from performance to big traits are suggested. Thus, the presented thesis provides a theoretical model explaining the influence of the Big Five on scholastic performance. Moreover, empirical support for the proposed model from cross-sectional and longitudinal data was found. Finally, integrating interactions with cognitive ability rounds off the perspective.