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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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.

Tidigare forskning som undersökt relationen mellan alkoholkonsumtion, Big Five personlighetsfaktorerna samt känsla av sammanhang utfördes med fokus på riskbruk eller på populationer utanför Sverige. Därför testade denna studie samband mellan alkoholkonsumtion och (a) Big Five personlighetsfaktorerna, (b) KASAM, (c) utbildning samt demografiska variablerna (d) kön och ålder bland högskolestudenter i Sverige. Resultatet kan bidra till forskning om alkoholkonsumtion samt vara av intresse för initiativ som försöker begränsa alkoholkonsumtion. Urvalet bestod av 115 deltagare (64 kvinnor, 50 män och 1 ospecificerad. M = 24.64 år SD 4.27 år). Alkoholkonsumtion mättes med AUDIT-C, Big Five mättes med BFM och KASAM mättes med SOC-13. Alkoholkonsumtion korrelerade signifikant endast med en variabel, extravertion. Negativa korrelationer fanns mellan variabeln riskbruk av alkohol och variablerna KASAM och kön, i riskgruppen fanns fler kvinnor än män. Eftersom urvalet i riskgruppen var lågt hade det varit intressant för framtida forskning att undersöka denna relation igen med högre deltagarantal.

SammanfattningFöreliggande studie har undersökt om det finns personlighetsskillnader mellan ingenjörsstudenter och en normgrupp. Testet vi använt oss av är baserat på de fem faktorerna i The big five och ärvidareutvecklat av rekryteringsföretaget A lot of people till testet B5 personlighetsprofil. Det nätbaserade personlighetstest har skickats ut till ingenjörsstudenter vid svenska högskolor ochuniversitet. Sammanlagt genomförde 184 studenter testet och deras svar har jämförts med en normgrupp bestående av 1215 individer. Respondenternas svar har analyserats med hjälp av oberoende t-test där vi funnit signifikanta skillnader mellan grupperna i tre av de fem faktorerna. Ifaktorerna vänlighet/behaglighet och öppenhet för nya erfarenheter visade ingenjörsstudenterna ett lägre resultat än normgruppen, medan de i faktorn emotionell stabilitet hade högre värden.Prestation/samvetsgrannhet och extroversion visade inga signifikanta resultat. Dessa resultat anknyts till ingenjörsyrket genom en diskussion och problematisering av personlighetstestning. / <p>Abstract</p><p>The present study has examined the differences in personality between engineering students and a norm group. The test used in this study is based on the five factors of The big five and is further</p><p>developed by the recruitment company A lot of people to a test named B5 personlighetsprofil. The test was taken online and has been sent to engineering students in Sweden. This resulted in 184</p><p>respondents which the study is now based on. The test-results has been analyzed by using an independent t-test, where significant differences between the groups where found in three out of the five factors. The engineering students showed lower values in the factors agreeableness and openness to experience, while they had higher values in the factor emotional stability.</p><p>Conscientiousness and extraversion showed no significant results. These results are connected to the engineering profession through the discussion and problematization of personality testing.</p><p>Program: Organisations- och personalutvecklare i samhället</p>

Given the large economic and social costs of work-related accidents and injuries, it is not surprising that organisations strive to reduce them; this creates a need to improve the safety performance of the whole construction industry. Health and Safety statistics in general appear to suggest a levelling off of safety performance across the construction industry as a whole and this implies that improving safety beyond the current level of attainment calls for a radical look at how safety is addressed by the industry. Such a radical approach needs to explore alternatives to current practices in safety improvement. Although it is acknowledged that human factors are involved in 80-90% of work-related accidents and incidents, the focus of safety research in recent years still addresses only organisational and environmental factors, rather than variables at the level of the individual. Occupational personality models suggest that the ability to understand, predict and control incidents could minimize their potential transition into accidents. The safety behaviour of the individual worker forms part of such occupational personality modelling. Understanding the safety behaviour of construction workers should provide opportunities for improvement beyond traditional practices in the quest to improve safety management. The study on which this thesis is based aimed to develop a conceptual framework for improving safety performance on sites. This was achieved by exploring, on the one hand, the relationship between the personality traits of individual workers and their safety behaviour (safety participation, safety compliance and safety motivation), and incident rates on the other. The data for the analysis was drawn from multi-cultural construction workers in Saudi Arabia. The emergence of the Big Five personality model has been widely accepted as a valid and reasonably generalisable taxonomy for personality structure and has been used by numerous researchers as a framework to explore the criterion-related validity of personality in relation to job performance. This study employed the Big Five categorisation of traits to explore the relationship between fundamental dimensions of personality and potential for involvement in accidents and incidents. The principal findings from the study showed a very good level of acceptance by practitioners in Saudi Arabia for the conceptual framework developed for managing safety behaviour. The study also established that some personality traits moderated the effects of safety behaviour for incident rates. In addition, the analysis revealed that individual workers characterised by conscientiousness and openness are least likely to experience incidents, and consequently, accidents and injuries at work. However, individuals characterised by high extraversion, neuroticism and low agreeableness are more likely to be v involved in incidents, and potentially, accidents and injuries. These important findings have significant ramifications for the way safety development and training for construction workers should be addressed in the future. Recommendations from the study culminated in the development of a conceptual framework for improving safety performance which aimed to minimize incidents attributable to the worker. The framework relies on the attitudes and behaviours of employees in proposing mitigation strategies for the construction industry.

Syfte och frågeställningar Syftet med studien var att undersöka om det fanns ett samband mellan kondition och personlighetsdrag. Sekundära ändamål var att vidare undersöka hur sambandet ser ut vid indelning av kön, samt undersöka sambandet mellan självuppskattat rörelsemönster och personlighetsdrag. Studiens frågeställningar var följande: 1) Finns det ett samband mellan beräknad maximal syreupptagningsförmåga och femfaktormodellens personlighetsdrag hos gymnasieelever? 2) Vid ett hypotetiskt samband mellan beräknad VO2max och femfaktormodellens personlighetsdrag, hur ser sambandet ut vid indelning av kön? 3) Finns det ett samband mellan självuppskattat rörelsemönster och femfaktormodellens personlighetsdrag hos gymnasieelever? Metod Studiepopulationen bestod av totalt 74 gymnasieelever i ett åldersspann mellan 15-18 år, varav 39 var män och 35 var kvinnor. Deltagarna fick fylla i en enkät om ålder, kön, längd, vikt och rökvanor samt om rörelsevanor. I samband med detta genomgick deltagarna personlighetstestet Big Five Inventory, ett test som skattar personlighetsdragen Öppenhet (Ö), Samvetsgrannhet (S), Utåtriktning (U), Vänlighet (V) och Neuroticism (N) utifrån Femfaktormodellen. VO2max beräknades genom att deltagarna fick springa ett 2,4 km cooper test i skolan under deras idrottslektion. All data utvärderades genom att utföra sambandsanalyser mellan personlighetsdrag och VO2max samt övriga variabler från enkäten. Resultat På helgrupp visades en tendens till att ju mindre av personlighetsdraget N deltagarna hade desto högre var deras beräknade VO2max (r:-0,225, p:0,054). Ett signifikant samband hittades mellan S och självskattad vardagsmotion på helgrupp (r:0,31, p:0,009). Kvinnorna uppvisade ett signifikant samband mellan Ö och beräknat VO2max (r:-0,339, p:0,047). Slutsats Resultaten tyder på ett samband mellan personlighetsdrag och VO2max samt rörelsemönster men att sambandet skiljer sig åt mellan män och kvinnor. Generella slutsatser är att män och kvinnor som skattar lågt i N och kvinnor som skattar lågt i Ö har mer sannolikt ett högre beräknat VO2max än de som skattar högt. Hög skattning i S verkar tyda på ökad vardagsmotion. Det krävs fler studier med mer precision inom ämnet för att bekräfta eller avfärda eventuella samband.