Studien undersökte hur de tre demografiska variablerna kön, ålder och civilstatus samt de fem grundläggande personlighetsdimensionerna extraversion, vänlighet, samvetsgrannhet, neuroticism och öppenhet  relaterar till spel om pengar samt att börja spela i tidig ålder. Detta gjordes utifrån fem frågeställningar. 163 personer besvarade en enkät. Materialet undersöktes genom att utföra Pearson korrelationskofficienter samt t-test. Slutsatserna som drogs i studien var att män spelar mer samt börjar spela tidigare än kvinnor. Personligheten har ej någon påverkan på spel om pengar. Däremot fungerar samvetsgrannhet som en skyddsfaktor mot att börja spela om pengar i tidig ålder. Det noterades även att spel om pengar i tidig ålder är en riskfaktor för att utveckla ett problematiskt spelande. Studien påvisade en skillnad i personlighetsdimensionerna, där kvinnor har högre grad av neuroticism än män.  Slutligen noterades det att 7% av respondenterna i studien har ett problematiska spelande, vilket är i linje med tidigare forskning.

Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.

In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.

No description available.

Apresentamos uma pesquisa na área de Processamento de Linguagem Natural, para reconhecimento de personalidade com base em textos da língua portuguesa. Neste trabalho utilizamos textos provenientes da rede social Facebook, em conjunto com o modelo de personalidade dos Cinco Grandes Fatores, para construir um córpus rotulado com as personalidades de seus autores e, após a identificação das características mais relevantes para o reconhecimento de personalidade, construir modelos computacionais utilizando essas características. Utilizando-se métodos provenientes de léxicos, como o dicionário LIWC ou atributos psicolinguísticos, e métodos provenientes do próprio texto, como bag of words, representação distribuída de palavras e de documentos foram desenvolvidos modelos para reconhecimento de personalidade sem a necessidade de outros métodos mais comumente utilizados para essa tarefa, como inventários ou entrevistas com psicólogos. Os resultados dos métodos de representação distribuída são ligeiramente superiores do que os resultados utilizando o dicionário LIWC, com a vantagem de não exigirem recursos dependentes de um idioma específico / We present a research proposal in the Natural Language Processing field, to recognize personality through texts in the portuguese language. Using texts from the social network Facebook we built a corpus labeled with authors Big-5 personality traits, and after identifying the most relevant atributes to recognize personality, we built computational models based on those attributes. The model was expected to recognize personality without the help of any other methods commonly used in this task, such as inventories or interviews with psychologists. Using lexical methods such as the LIWC dictionary or psycholinguistic attributes, and methods from the text itself, such as bag of words, distributed representation of words and documents, we obtained models for personality recognition without the need of other methods most commonly used for this task. The results of distributed representation methods are slightly better than the results using the LIWC dictionary, with the advantage of not requiring features dependent on a specific language

Apresentamos uma pesquisa na área de Processamento de Linguagem Natural, para reconhecimento de personalidade com base em textos da língua portuguesa. Neste trabalho utilizamos textos provenientes da rede social Facebook, em conjunto com o modelo de personalidade dos Cinco Grandes Fatores, para construir um córpus rotulado com as personalidades de seus autores e, após a identificação das características mais relevantes para o reconhecimento de personalidade, construir modelos computacionais utilizando essas características. Utilizando-se métodos provenientes de léxicos, como o dicionário LIWC ou atributos psicolinguísticos, e métodos provenientes do próprio texto, como bag of words, representação distribuída de palavras e de documentos foram desenvolvidos modelos para reconhecimento de personalidade sem a necessidade de outros métodos mais comumente utilizados para essa tarefa, como inventários ou entrevistas com psicólogos. Os resultados dos métodos de representação distribuída são ligeiramente superiores do que os resultados utilizando o dicionário LIWC, com a vantagem de não exigirem recursos dependentes de um idioma específico / We present a research proposal in the Natural Language Processing field, to recognize personality through texts in the portuguese language. Using texts from the social network Facebook we built a corpus labeled with authors Big-5 personality traits, and after identifying the most relevant atributes to recognize personality, we built computational models based on those attributes. The model was expected to recognize personality without the help of any other methods commonly used in this task, such as inventories or interviews with psychologists. Using lexical methods such as the LIWC dictionary or psycholinguistic attributes, and methods from the text itself, such as bag of words, distributed representation of words and documents, we obtained models for personality recognition without the need of other methods most commonly used for this task. The results of distributed representation methods are slightly better than the results using the LIWC dictionary, with the advantage of not requiring features dependent on a specific language

Datum: 2018 – maj Syfte: Att skapa förståelse för sambandet mellan en ledares personlighet och dennes förmåga att hantera emotionella och uppgiftsorienterade konflikter i organisationer som präglas av mångfald. Utifrån Big Five-modellen ämnar studien besvara vilka av ledarens personlighetsfaktorer som har påverkan på det som sker i konflikter som uppstår i mångkulturella grupper.   Metod: Utifrån en kvalitativ forskningsansats har 10 stycken semistrukturerade intervjuer genomförts för insamling av information. Det gemensamma för de medverkande är att de har lång erfarenhet av arbete i mångkulturella organisationer. En tematisk analys av empirin har genomförts och resultatet av det har sedan redovisats utifrån de identifierade ämnena. Resultat & slutsats: Studien visar sambandet mellan ledarens personlighet och det som sker i konflikter som uppstår i mångkulturella grupper. Vidare framkommer det att specifika personlighetsfaktorer har en betydande påverkan på både emotionella och uppgiftsorienterade konflikter samt att det finns faktorer som endast relaterar till respektive konflikttyp.  Examensarbetets bidrag: Arbetet ger en djupare förståelse för det förhållande som råder mellan ledarskap, mångfald och konflikter. Ur ett vetenskapligt perspektiv kan arbetet därför användas som språngbräda för forskning inom ledarskap, mångfald och konflikthantering och i praktiken tillhandhåller det mer kunskap om vad som krävs av en ledare och vad det innebär att hantera en mångkulturell grupp.     Förslag till fortsatt forskning: Studien visar att det finns specifika personlighetsdrag hos ledaren som påverkar konflikter. Vidare forskning som fokuserar på att bekräfta vilka av dessa som är bättre respektive sämre lämpade för hantering av olika typer av konflikter skulle därför vara värdefullt. / Date: 2018 – May Aim: The purpose of this study is to generate understanding for the correlation between the personality of a manager and the ability to manage relationship conflicts and task oriented conflicts in multicultural organizations. With the Big Five Model as a starting point the intention is to answer which of the manager personality factors that can have an influence on conflicts that arises in multi- cultural environments.  Method: From a qualitative research approach the information is gathered through 10 semi structured interviews. All of the respondents in the study have a long experience of working in multicultural organizations. The analysis has been conducted by identifying specific topics and the result of that is then presented accordingly.   Result & Conclusions: The study shows the correlation between manager personality and the events occurring in conflicts related to diversity. Also shown is that there are specific personality factors that has a significant impact on both relationship- and task oriented conflicts as well as there are factors that only relates to each of these conflict types.    Contribution of the thesis: The essay brings a deeper understanding to the relationship that exists between management, diversity and conflicts. From scientific point of view it can therefore be used as a platform for research within management, diversity and conflict management. From an organizational perspective it provides more knowledge regarding what the requirements are when managing multicultural teams and what to expect while doing so. Suggestions for future research: The study shows that specific manager characteristics have impact on conflicts. Therefore it would be valuable to further verify which of these that is better suited to handle different types of conflicts.

Os estudos sobre comprometimento organizacional vêm se expandindo no cenário internacional e nacional e apresentam diferentes focos de investigação. A relação entre o Comprometimento Organizacional e a personalidade no referencial teórico do Modelo dos Cinco Grandes Fatores – Big Five é o objetivo dessa pesquisa. Os participantes foram 269 profissionais entre 17 e 80 anos de idade, oriundos de empresas públicas e privadas. Os instrumentos utilizados foram um questionário sócio-demográfico, uma Escala de Comprometimento Organizacional, e as Escalas Fatoriais de Extroversão, Socialização e Abertura. As análises de Regressão apontaram que as variáveis que apresentam maior efeito sobre o Comprometimento Organizacional foram Abertura e alguns subfatores das Escalas de Extroversão e Socialização. Já a natureza das instituições (pública e privada) influenciou no vínculo que os trabalhadores desenvolvem com a organização sendo que esse vínculo é respaldado por diferentes fatores da personalidade. A percepção dos colaboradores quanto ao apoio que as empresas oferecem para o desenvolvimento profissional e o tempo de atividade no mesmo local de trabalho foram as variáveis mais significativas na interação com o Comprometimento Organizacional. / Studies on commitment to organizations are expanding in both national and international scenes and there are multiple focuses of investigation and research. The study of the relationship between commitment to organizations and personality in the context of the Big Five Model is the goal of this research. The participants were 269 professionals, 17 to 80 years old, working in state-controlled companies or in private companies. The instruments used were a social-demographic questionnaire, the Scale of Organizational Commitment, and the factorial Scales of Extraversion, Agreeableness and Openness. An analysis of regression showed that the variables that had most effect on organizational commitment were openness, some sub-factors of extraversion and agreeableness. No significant relationship was found between these construct. The nature of the institution (state-controlled or private) affected the bond between the workers and the organization, mediated by different personality factors. The perception of the workers about the support the companies offer to personal development and the time of activity in the same company were the most significant variables to determine organizational commitment.

Submitted by Luís Fernando Varotto (lvarotto@ig.com.br) on 2015-03-30T14:56:01Z No. of bitstreams: 1 TESE Luís F Varotto - Franchisor- franchisee relationship and performance.pdf: 5577752 bytes, checksum: c2c0a5c8e14cab676f16eb65bfeaa9b3 (MD5) / Approved for entry into archive by PAMELA BELTRAN TONSA (pamela.tonsa@fgv.br) on 2015-03-30T14:56:46Z (GMT) No. of bitstreams: 1 TESE Luís F Varotto - Franchisor- franchisee relationship and performance.pdf: 5577752 bytes, checksum: c2c0a5c8e14cab676f16eb65bfeaa9b3 (MD5) / Made available in DSpace on 2015-03-30T14:57:27Z (GMT). No. of bitstreams: 1 TESE Luís F Varotto - Franchisor- franchisee relationship and performance.pdf: 5577752 bytes, checksum: c2c0a5c8e14cab676f16eb65bfeaa9b3 (MD5) Previous issue date: 2015-02-27 / Literature in franchise has virtually ignored the role of psychological aspects on firm interorganizational results, despite its influence on firm level results and relationship quality. Therefore, the present study aims to examine the influence of franchisees’ personality and entrepreneurial drive on franchisor-franchisee relationship quality and financial performance over time. The study also investigated the role of the time of relationship on the relationship quality and financial performance. This study used a self-report survey conducted by mail to collect data from a sample of 342 franchisees selected from 3 franchise networks. Personality was represented by the Big-Five personality traits (IPIP-B5 scales): extraversion, agreeableness, conscientiousness, emotional stability, and imagination. Entrepreneur drive was represented by the Carland Entrepreneurship Index (CEI). Relationship quality was conceptualized through a 23-item second-order construct (incorporating trust, commitment, and relationship satisfaction), while financial performance was represented by using a scale measuring sales growth and profitability. Time of relationship was measured by the months of relationship between franchisee and franchisor. A Partial Least Squares (PLS) structural equation model, mean analysis, and regression analysis were conducted to test the hypothesized relationships. Three of the five personality dimensions produced the predicted effect on the outcome variables of relationship quality – agreeableness (positively), emotional stability (positively), and imagination (positively). Financial performance was affected as predicted by conscientiousness (positively), emotional stability (positively), and imagination (positively). As expected, relationship quality presented a positive and significant effect on financial performance. Entrepreneurial drive showed the predicted positive effect only on performance. Time of relationship presented the positive predicted effect on the franchisor-franchisee relationship as regards relationship quality and financial performance; however, the hypothesized shape of the relationship phases could only partially be confirmed, since only between two phases (routine and stabilization) mean analysis showed significant differences. Results indicate that personality does in fact influence relationship quality and performance, but the manner in which this occurs differs from the Brazilian context where this research was conducted to the findings of research conducted in Australia, suggesting that factors such as culture and market stability may have influence on the relationship between personality traits and both relationship quality and financial performance. Entrepreneurial drive appears to positively influence franchisee performance, but its influence proved not to produce a significant impact on relationship quality. The present study’s results also indicate the importance of the time of relationship needed to foster relationship quality and performance. Moreover, long-term relationships are related to better franchisee relationship quality and financial performance assessments. Limitations of this work and suggestions for future studies are also discussed. / A literatura em franchising tem virtualmente ignorado o papel de aspectos psicologicos nos resultados interorganizacionais das empresas, a despeito de sua influencia nos resultados das organizações e da qualidade de relacionamento. Este estudo, portanto, tem por objetivo analisar a influência da personalidade e do potencial empreendedor na qualidade de relacionamento e desempenho financeiro na relação franqueador-franqueado, ao longo do tempo, sob a perspectiva dos franqueados. Este estudo analisa também o papel do tempo de relacionamento sobre a qualidade de relacionamento e o desempenho financeiro. Foi utilizado neste estudo um questionário de auto-preenchimento, enviado por e-mail, com o objetivo de recolher dados de uma amostra de 342 franqueados de 3 redes de franquias. A personalidade foi mensurada por meio dos “Cinco Grandes” traços de personalidade (escalas IPIP-B5): extroversão, agradabilidade, consciencia, estabilidade emocional e imaginação. O potencial empreendedor foi mensurado por meio do índice CEI (Carland Entrepreneurship Index). A qualidade do relacionamento foi estruturada como um constructo de segunda ordem, composto por 23 itens (incorporando confiança, comprometimento e satisfação com o relacionamento), e o desempenho financeiro foi representado por meio de uma escala de mensuração de crescimento de vendas e de rentabilidade. O tempo de relacionamento foi medido por meio dos meses de relacionamento entre franqueado e franqueador. As hipoteses foram testadas por meio de modelagem por equações estruturais, com a utilização do método de mínimos quadrados parciais (PLS), análise de regressão e análise de médias. Três das cinco dimensões da personalidade apresentaram o efeito previsto sobre as variáveis qualidade do relacionamento – agradabilidade (positivamente), estabilidade emocional (positivamente), e imaginação (positivamente). O desempenho financeiro foi influenciado, como previsto por consciência (positivamente), estabilidade emocional (positivamente), e imaginação (positivamente). Como esperado, a qualidade do relacionamento apresentou efeito positivo e significativo em relação ao desempenho financeiro. O potencial empreendedor apresentou o efeito positivo previsto apenas sobre desempenho. O tempo de relacionamento teve o efeito positivo esperado sobre o relacionamento franqueador-franqueado, em relação à qualidade do relacionamento e o desempenho financeiro, mas as diferenças entre as fases de relacionamento propostas foram apenas parcialmente confirmadas, uma vez que em somente duas fases (rotina e estabilização) a análise de médias mostrou diferenças significativas. Os resultados indicam que a personalidade influencia a qualidade de relacionamento e o desempenho, mas a meneira pela qual isso ocorre é diferente no contexto brasileiro, onde esta pesquisa foi realizada, dos achados da pesquisa conduzida na Austrália, sugerindo que fatores como cultura e estabilidade de mercado podem ter influencia sobre a relação entre traços de personalidade e qualidade de relacionamento, e traços de personalidade e desempenho financeiro. O potencial empreendedor parece influenciar positivamente o desempenho do franqueado, mas a sua influência não foi significativa em relação à qualidade do relacionamento. Os resultados também indicam a importância do tempo no desenvolvimento da qualidade de relacionamento e desempenho. Além disso, os relacionamentos de longo prazo estão relacionados a melhores avaliações de qualidade de relacionamento e desempenho financeiros por parte dos franqueados. As limitações do trabalho e sugestões para estudos futuros também são discutidos.

Os estudos sobre comprometimento organizacional vêm se expandindo no cenário internacional e nacional e apresentam diferentes focos de investigação. A relação entre o Comprometimento Organizacional e a personalidade no referencial teórico do Modelo dos Cinco Grandes Fatores – Big Five é o objetivo dessa pesquisa. Os participantes foram 269 profissionais entre 17 e 80 anos de idade, oriundos de empresas públicas e privadas. Os instrumentos utilizados foram um questionário sócio-demográfico, uma Escala de Comprometimento Organizacional, e as Escalas Fatoriais de Extroversão, Socialização e Abertura. As análises de Regressão apontaram que as variáveis que apresentam maior efeito sobre o Comprometimento Organizacional foram Abertura e alguns subfatores das Escalas de Extroversão e Socialização. Já a natureza das instituições (pública e privada) influenciou no vínculo que os trabalhadores desenvolvem com a organização sendo que esse vínculo é respaldado por diferentes fatores da personalidade. A percepção dos colaboradores quanto ao apoio que as empresas oferecem para o desenvolvimento profissional e o tempo de atividade no mesmo local de trabalho foram as variáveis mais significativas na interação com o Comprometimento Organizacional. / Studies on commitment to organizations are expanding in both national and international scenes and there are multiple focuses of investigation and research. The study of the relationship between commitment to organizations and personality in the context of the Big Five Model is the goal of this research. The participants were 269 professionals, 17 to 80 years old, working in state-controlled companies or in private companies. The instruments used were a social-demographic questionnaire, the Scale of Organizational Commitment, and the factorial Scales of Extraversion, Agreeableness and Openness. An analysis of regression showed that the variables that had most effect on organizational commitment were openness, some sub-factors of extraversion and agreeableness. No significant relationship was found between these construct. The nature of the institution (state-controlled or private) affected the bond between the workers and the organization, mediated by different personality factors. The perception of the workers about the support the companies offer to personal development and the time of activity in the same company were the most significant variables to determine organizational commitment.