Syftet med studien var att undersöka personlighetens betydelse för arbetsupplevelsen av distansarbete under Covid-19. Studien undersökte även om det fanns någon skillnad på arbetsupplevelsen av distansarbetet beroende på om det skedde frivilligt eller påtvingat. Studien var en kvantitativ enkätstudie och urvalet var tjänstemän som under Covid-19 arbetat på distans. För att mäta personlighet genom femfaktormodellen tillämpades Ten- Item Personality Inventory (TIPI). Work Experience Measurement Scale (WEMS) användes för att mäta arbetsupplevelsen. Resultatet visade ett signifikant samband mellan personlighet och arbetsupplevelsen av distansarbete under Covid-19, där vänlighet hade störst effekt men även neuroticism och samvetsgrannhet visade sig predicera arbetsupplevelsen av distansarbete. Extraversion, öppenhet, kön, ålder, samt om distansarbetet skedde frivilligt eller påtvingat hade ingen signifikant påverkan på arbetsupplevelsen. / The purpose of this study was to investigate the importance of personality for the work experience of teleworking during Covid-19. The study also examined whether there were any differences in the work experience of teleworking depending on whether the telework was voluntary or forced. The study was a quantitative questionnaire study and the sample were white-collar workers who teleworked during Covid-19. To measure personality through the five-factor model, the Ten-Item Personality Inventory (TIPI) was applied. The Work Experience Measurement Scale (WEMS) was used to measure work experience. The results showed a significant relationship between the predictors and the work experience of teleworking during Covid-19. The results showed that agreeableness had the highest effect on work experience of telework during Covid-19, whereas neuroticism and conscientiousness also proved to be predictors of work experience. However, extraversion, openness, gender, age and whether the telework was voluntary or forced showed a non-significant result.

Ausgehend von den klassischen vier Paradigmen zur Messung individueller Differenzen wird die dominierende variablenzentrierte Forschungsausrichtung in der Differentiellen Psychologie hinterfragt und dafür plädiert, diese um einen personenzentrierten Ansatz zu ergänzen. Die Operationalisierung des personenzentrierten Zugangs erfolgt durch einen Prototypenansatz, der auf dem Fünf-Faktoren-Modell der Persönlichkeit basiert und dessen Potential und Grenzen in dieser Arbeit untersucht wurden. Zuerst wurde die Anzahl der Prototypen untersucht und diese Prototypenlösung anschließend validiert. Die auf Basis von zwei bevölkerungsrepräsentativen Stichproben sowie einer umfangreichen Internetstichprobe durchgeführten Analysen konnten übereinstimmend zeigen, dass anhand der ausgewählten multiplen Entscheidungskriterien eine Fünf-Cluster Lösung anderen Clusterlösungen vorzuziehen ist. Die Replizierbarkeit der Prototypen über unterschiedliche Stichproben verschiedenen Alters, Geschlechts, regionaler Herkunft, Bildungshintergrund, sozioökonomischem Status, Gesundheit (Allgemeinbevölkerung, Patientenstichproben), Erhebungsinstrumente (Selbst- und Fremdbeurteilungsverfahren, Fragebogen, Adjektivlisten, Papier-Bleistift-Verfahren und internetbasiert) und Extraktionsverfahren (Clusteranalyse, Mischverteilungsmodelle) zeigt, dass Persönlichkeitstypen eine Möglichkeit der Klassifikation von Personen nach der Ähnlichkeit ihrer Persönlichkeitsprofile darstellen. In vier Validierungsstudien konnten die Befunde zu emotionalen, kognitiven, verhaltensbezogenen und gesundheitsbezogenen Unterschieden zwischen den Prototypen im Erwachsenenalter repliziert und erweitert werden. Wie im Kindes- und Jugendalter zeigt auch der resiliente Prototyp im Erwachsenenalter die beste psychosoziale Anpassung. Für den über- und unterkontrollierten Prototyp lassen sich die Befunde einer hohen psychischen Belastung ebenfalls ins Erwachsenenalter übertragen. Der zuversichtliche und der reservierte Prototyp nehmen eine mittlere Position im Kontinuum der psychosozialen Anpassung zwischen dem resilienten und dem über- und dem unterkontrollierten Prototyp ein. Weiterhin wurden der variablenzentrierte und der personenzentrierten Ansatz hinsichtlich seiner Prädiktionsleistung verglichen. Anhand von zwei umfangreichen und heterogenen Stichproben konnten konsistente Zusammenhänge zwischen der Zugehörigkeit zu einem Persönlichkeitsprototyp und einer Vielzahl relevanter Straßenverkehrskriterien bestätigt werden. Abschließend wurde das Potential der Prototypen als Moderatoren geprüft. Es konnte demonstriert werden, dass die Prototypen den Zusammenhang zwischen dem CRP-Wert und der täglich verwendeten Dosis Prednisolon zur Behandlung der Symptome einer rheumatoiden Arthritis moderieren.

Syfte: Syftet med detta examensarbete är att kartlägga de egenskaper som efterfrågas av produktionschefer inom tillverkning respektive chefer inom socialt och kurativt arbete utifrån platsannonser riktade mot dessa yrkeskategorier i Sverige. Genom att kartlägga egenskaper undersöks vidare om det går att se mönster, likheter eller olikheter beträffande efterfrågade ledaregenskaper på såväl aggregerad som på detaljnivå, vilka egenskaper som framstår vara de bästa prediktorerna för anställning eller avancemang samt ifall man eventuellt kan nå en bättre förståelse av framtidens ledare genom att kartlägga mönster av efterfrågade ledaregenskaper via femfaktormodellen.  Metod: Kartläggningen av egenskapsord och -uttryck i detta examensarbete bygger på innehållsanalys av 150 stycken platsannonser inom två olika kategorier av chefer. Det empiriska materialet kategoriseras utifrån femfaktormodellen samt Lewis Goldbergs (1990) vidareutveckling av modellen i form av 100 underliggande egenskapskluster.  Resultat och slutsats: Resultaten av kartläggningen visar att personliga egenskaper efterfrågas i väldigt hög utsträckning samt att energinivå, samarbetsvillighet och organisation är de vanligast efterfrågade egenskapsklustren i de båda kategorierna på en aggregerad nivå. Kartläggningen visar även att annonser riktade mot produktionschefer inom tillverkning i högre utsträckning efterfrågar egenskaper såsom energinivå och beslutsamhet, medan annonser riktade mot chefer inom socialt och kurativt arbete i högre grad efterfrågar egenskaper som självkänsla, empati och insikt.  Examensarbetets bidrag: Detta examensarbetes vetenskapliga bidrag ligger i dess försök att utnyttja en mer detaljerad personlighetstaxonomi i kartläggningen av ledares egenskaper. Arbetet utnyttjar även ett material, platsannonser, vilket är förhållandevis sparsamt utnyttjat material när det gäller forskning kring ledare och ledaregenskaper.  Förslag till vidare forskning: Metoden som används i detta examensarbete kan testas och vidare utforskas utifrån andra branscher, tidsrum och kulturella/geografiska ramar. Kartläggningen kan även kompletteras genom kvalitativa infallsvinklar för att pröva korrelation mellan efterfrågan i annonser och faktiskt utfall gällande ledaregenskaper. / Aim: The purpose of this thesis is to map the personal traits that are sought after in job advertisements aimed at production managers in manufacturing and managers in social and curative work in Sweden. By mapping characteristics, it is further investigated whether it is possible to see patterns, similarities or differences regarding demanded leadership qualities on both an aggregated and detailed level, which qualities appear to be the best predictors of employment or advancement, and if a better understanding of the leaders of the future can possibly be achieved through to map patterns of demanded leadership qualities via the five-factor model.  Method: The mapping of personality words and characteristics in this thesis is based on content analysis of 150 job advertisements within two occupational categories. The empirical material is categorized based on the five-factor model and the 100 trait/synonym clusters further developed by Lewis Goldberg (1990).  Results and conclusion: The results of the mapping show that personal traits are in demand to a very high extent and that energy level, willingness to cooperate and organization are the most frequently sought-after trait clusters on an aggregated level. The mapping also shows that advertisements aimed at production managers in manufacturing to a greater extent demand personal qualities such as energy level and determination, while advertisements aimed at managers in social and curative work more often look for qualities such as self-esteem, empathy and insight.  Contribution of the thesis: The scientific contribution of this thesis lies in its attempt to use a more detailed personality taxonomy in the mapping of the characteristics of leaders and its use of job advertisements, a material which is relatively sparingly used when it comes to research on leaders and leadership qualities.  Suggestions for future research: The method used in this thesis can be tested and further explored based on other industries, time periods and cultural/geographical frameworks. The mapping could also be supplemented by qualitative approaches to test the correlation between demands in job advertisements and the actual outcomes regarding leadership qualities.

Världen har i nuläget ett sämre säkerhetsläge än på länge, där Sverige kan behöva förbereda sig för en eventuell samhällskris. Hemberedskap är därmed ett begrepp som blir alltmer relevant i vardagen. Forskning inom området har belyst hur beteenden samt attityder som utövas under samhällskriser relaterar till femfaktormodellens personlighetsdimensioner, med varierande resultat. Denna studie undersökte relationen mellan hemberedskap och femfaktormodellen, demografiska variabler och attityd till egen hemberedskap samt skillnaden mellan attityd till egen hemberedskap och aktuell hemberedskap. I studien deltog 124 studenter som besvarade en enkät bestående av demografiska frågor, en skala för hemberedskap samt en skala för femfaktormodellens personlighetsdimensioner. Materialet undersöktes med korrelationer, regressionsanalys samt variansanalys. Resultatet visade ej på signifikanta relationer mellan personlighetsdimensioner och hemberedskap utan enbart tendenser. Däremot föreligger signifikanta samband mellan hemberedskap och variablerna ålder och boendestatus. Ålder, kön samt boendestatus visade sig vara signifikanta för att predicera hemberedskap.  Slutsatsen i studien blev att demografiska variabler är bättre både för att se samband med och för att predicera hemberedskap. En signifikant skillnad existerade även mellan attityd till egen hemberedskap och aktuell hemberedskap hos universitetsstudenter vilket innebär att de tenderar att överskatta sin förmåga till hemberedskap.

ESG investing is a hot subject in today’s world with socially responsible investments under management reaching 35.3 trillion in the beginning of 2020. Corporations today are highly affected by social and government pressure to take on corporate social responsibility. This rise in corporate social responsibility has led to a need for a deeper understanding of what lies beneath the ESG score and how this affect financial performance. In this study we disassemble the ESG score into its 10 subcategories and test how risk and financial return get affected by investing in a high scored portfolio compared to a low scored one. The study is carried out from the start of 2012 to the end of 2021. When testing our portfolios, the Fama-French five-factor model is applied, and we find results that shows that the alpha is positive and significant in 16 out of 20 portfolios. Our findings suggest that investing in low scored portfolios produce higher excess return than both the top portfolio and the market and that a portfolio consisting of low scored corporations have a higher Sharpe ratio in general than a portfolio consisting of high scored stocks. Furthermore, we find results indicating that for most of the ESG subcategories, investing in the portfolios with high ESG subcategory scores will provide significant excess return to the market.

Research pertaining to personality traits has largely focused on broad dimensions that define personality configurations, rather than on specific actions and behaviours that people engage in every day. While trait theorists hold the belief that individuals' personality traits predict their behaviours, there is no thorough conceptualization of behavioural manifestations of personality traits in the existing literature. The first goal of the present dissertation was therefore to conceptualize a model of behavioural manifestations of the Five Factor Model (FFM) traits. To achieve this goal, in the first article, a taxonomy of behavioural expressions of FFM traits was operationalized through the development of an instrument: the Behavioural Expressions of Traits Inventory (BETI). Results from Study 1 (N = 454) and Study 2 (N = 297) validated the proposed taxonomy by means of both exploratory and confirmatory factor analyses. The final version of the BETI comprised 30 items (6 items/subscale) that presented a clean factor structure. Concurrent validity results revealed that the taxonomy of behavioural expressions could be distinguished from FFM traits. The BETI also displayed good construct validity, satisfactory internal consistency values of all subscales, and no issues with social desirability. The second goal of this dissertation was to use this conceptualization of behavioural expressions of traits advantageously to examine an important fundamental topic: the processes at play in the associations between FFM personality traits and motivation through the lens of Self-Determination Theory (SDT). Results from emerging studies consistently revealed positive associations between beneficial FFM traits (openness to experience, conscientiousness, extraversion, and agreeableness) and autonomous motivation. Conversely, negative associations were obtained for neuroticism, a detrimental trait. The second article of this dissertation aimed to further our understanding of the associations between FFM traits and autonomous motivation by examining two potential mediators of this relationship: behavioural expressions of FFM traits and basic psychological need (BPN) satisfaction, a well-known antecedent of autonomous motivation. Two motivation domains central to the lives of undergraduate students were examined: academics and friendship. In Study 3 (N=635), undergraduate students completed online questionnaires. Structural equation modelling revealed a series of direct and indirect effects, as evaluated by Sobel's test of indirect effects: (1) FFM personality traits were positively associated with their corresponding behavioural expressions; (2) behavioural expressions of beneficial personality traits (openness to experience, conscientiousness, extraversion, and agreeableness) were positively associated with BPN satisfaction (autonomy, competence, and relatedness), while neuroticism was negatively associated with BPN satisfaction; (3) BPN satisfaction was positively associated with (a) autonomous academic motivation and (b) autonomous friendship motivation; (4) behavioural expressions of personality traits mediated the relationships between their corresponding trait and BPN satisfaction; (5) BPN satisfaction mediated the relationships between behavioural expressions of personality traits and (a) autonomous academic, and (b) friendship motivation and (6) behavioural expressions of personality traits and BPN satisfaction acted as sequential mediators of the associations between personality traits and (a) autonomous academic, and (b) friendship motivation. The sequential action of behavioural expressions of traits and BPN satisfaction as processes that explain the relationship between FFM personality dimensions and autonomous motivation is a novel idea that was put to a successful empirical test herein. Taken together, this research contributes to further our understanding of the intricacies involved in the joint study of the FFM model of personality traits and motivation as conceived by SDT.

Published Article / The relationship between the big five personality traits, Extraversion, Agreeableness Neuroticism, Conscientiousness and Openness to Experience and deep and surface approaches to learning forms the basis of this article. The findings of a research study in this milieu will be presented to prove that earlier studies in this field have been upheld, but that an important deviation has occurred on certain levels of personality. A students way of learning implies the type of learning that is taking place. Ultimately we as lecturers want to encourage deep learning as this stimulates retention of information, important in production of students that are ready for employment.

The general aim of this study was to investigate the relationship between personality traits and team culture, establish whether this relationship changed over time and determine if there were significant differences between the research groups in their personalities and team cultures from a before to an after assessment. The study was conducted on a sample from the South African Police Services and assessments utilising the Basic Traits Inventory (BTI) and the Team Emotional and Social Intelligence survey (TESI) were analysed at the onset and completion of the participants' training. The results indicated a slight relationship between personality and team culture and significant differences were detected from the before to after phases of the study. The findings of the study contribute to an understanding of personality as amenable to a specific occupational setting and of team culture as a more stable variable, which is established early in the team‟s development. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Inom ramarna för Femfaktormodellen var det övergripande syftet med föreliggande studie att undersöka relationen mellan personlighet och val av utbildning respektive akademisk prestation på den valda utbildningen i ett svenskt stickprov. Vidare undersöktes om Hollands (1997) teori, som utvecklades för snart 20 år sedan i USA, kan vara av betydelse i dagens Sverige. Totalt deltog 177 studenter som vid tidspunkten för datainsamlingen läste program inom humaniora (N = 121) eller ekonomi (N = 56) vid olika svenska universitet. Dessa fyllde i en webbenkät innehållande IPIP-NEO-PI testet (Goldberg, 1999) samt frågor om utbildning, prestation och yrkesintressen enligt RIASEC – modellen (Holland, 1997). Multivariata kovariansanalyser visade att det finns skillnader i personlighet mellan humaniorastudenter och ekonomistudenter som dessutom verkar inte bero på socialisationsprocessen. Separata korrelationsanalyser för de två grupperna visade på skillnader i samband mellan personlighet och prestation beroende på utbildning. Multipla linjära regressionsanalyser visade att det inte är samma personlighetsfaktorer som predicerar prestation då endast humaniorastudenterna undersöktes och då hela urvalet undersöktes vilket kan vara ett tecken på att olika personlighetsfaktorer predicerar prestation i olika utbildningar. Slutligen visade resultatet på skillnader i utbildningsmiljöer mellan humaniora och ekonomi utifrån RIASEC modellen. För gruppen humaniora, men inte för ekonomi, visade resultatet också på att ”fit” mellan individens profil och typ av utbildningsmiljö ledde till högre prestation. Dessa resultat diskuteras i relation till tidigare forskning inom området. I ett bredare perspektiv diskuteras också innebörden av dessa resultat både för praktiken samt vilka aspekter framtida studier bör ta hänsyn till. / Within the framework of the Big Five factor model, the aim of the present study was to investigate the relationship between personality and choice of college major as well as academic performance in a Swedish sample. A secondary aim was to test whether Hollands (1997) vocational choice theory, which was developed for almost 20 years ago in the United States, could be meaningful for Sweden in present-days. A total of 177 students enrolled in college majors within Humanities (N = 121) and Economics (N = 56) from several Swedish universities used a web-based survey to complete the IPIP-NEO-PI inventory (Goldberg, 1999) and to answer questions about their studies, their academic performance and vocational interests according to the RIASEC model (Holland, 1997). Multivariate covariance analyses showed that there were personality differences between humanities students and economics students that seem to pre-exist rather than to be a consequence of a socialization process. Correlation analyses, separate for the two groups, showed different associations of personality factors with performance across groups. Multiple linear regression analyses showed that the personality factors that predict performance were different when only data from humanities students was analysed and when data from the whole sample was analysed which can be interpreted as if the personality factors that predict performance are different across majors. Finally, results showed that there are differences between educational environments of humanities and economics according to the RIASC model. For humanities students, but nor for economics students, the results also showed that “fit” between the individuals profiles and the profile of the environment leads to higher performance. These results are discussed in relation to previous research in the field. From a wider perspective the implications for practice of these results are discussed as well as insights about aspects needed to be considered in future research.

本研究旨在瞭解臺北市公立幼稚園園長人格特質與團隊領導能力之內涵與現況，探討其兩者之間的關係，進而探討臺北市公立幼稚園園長人格特質對團隊領導能力的影響。 本研究方法主要為訪談法以及問卷調查法，問卷調查樣本以臺北市公立幼稚園園長及教師為研究對象，共500位，樣本回收290份，回收率為58%，可用樣本為287份，可用率為57.4%。研究工具為「臺北市公立幼稚園園長團隊領導能力調查問卷」，主要包括兩大部分，首先是參考Saucier(1994)所編製的「Mini-Markers」(五大人格特質精簡量表)，經翻譯與題意修正後發展成適用於國內的「臺北市公立幼稚園園長人格特質量表」，第二，則是自編之「臺北市公立幼稚園園長團隊領導能力量表」。本研究所使用的統計方法包含描述性統計分析、單因子變異數分析(One-way ANOVA)、皮爾森積差相關(Pearson’s product -moment correlation)、逐步多元迴歸分析(Stepwise Multiple Regression)等方法進行分析。根據研究結果與分析後歸納之研究結論如下： 一、臺北市公立幼稚園園長人格特質與團隊領導能力的內涵及現況 (一)臺北市公立幼稚園園長人格特質包含活潑外向、友善隨和、負責認真、情緒穩定、經驗敞開等五大向度；其整體和分向度得分均為中上，其中以「友善隨和」得分最高，「經驗敞開」得分最低。 (二)臺北市公立幼稚園園長團隊領導能力包含核心領導能力、團隊塑造能力、人際智能與問題解決能力等三大向度；其整體和分向度得分均為中上，其中以「人際智能與問題解決能力」得分最高，「團隊塑造能力」得分最低。 二、不同背景變項在臺北市公立幼稚園園長人格特質與團隊領導能力之差異情形 (一)不同背景變項在臺北市公立幼稚園園長人格特質的得分方面：研究發現在最高學歷、園長年資及園所規模有顯著差異，年齡和服務年資沒有顯著差異。 (二)不同背景變項在臺北市公立幼稚園園長團隊領導能力的得分方面：研究發現在園所規模有顯著差異，而年齡、最高學歷、服務年資、園長年資等方面無顯著差異。 三、臺北市公立幼稚園園長人格特質與團隊領導能力之相關情形 臺北市公立幼稚園園長整體人格特質與整體團隊領導能力之間呈顯著高度正相關(r=.810，p＜.01)，人格特質各分向度與團隊領導能力各分向度之間皆呈顯著正相關。 四、臺北市公立幼稚園園長人格特質對團隊領導能力之預測情形 臺北市公立幼稚園園長人格特質之經驗敞開、負責認真、友善隨和、活潑外向等聯合四個向度對整體團隊領導能力、核心領導能力、團隊塑造能力有顯著的預測力，而經驗敞開、友善隨和及負責認真等聯合三個向度對人際智能與問題解決能力有顯著的預測力，其中團隊領導能力及其分向度皆以經驗敞開最具預測力。 最後，本研究根據研究發現，提出相關建議，俾供臺北市教育行政機關、臺北市公立幼稚園園長以及後續研究參考。 / The main purpose of this study was to investigate personality traits and team leadership competencies of directors for public kindergarten in Taipei City, and to explore the relationship between personality traits and team leadership competencies, and to discuss personality traits how to influence team leadership competencies. The survey method included interview and questionnaires investigation. Participants in this study were teachers and directors for public kindergarten in Taipei City, and the number of participants were 500, and 290 samples(58%) were retrieved, and 287 valid samples(57.4%) were used in this study. The measures included Mini –Markers that made by Saucier (1994) and team leadership competencies questionnaire that made by author. Data were analyzed by description statistics, one-way ANOVA, Pearson’s product -moment correlation and Stepwise Multiple Regression. Based on the statistics analysis of the questionnaire, this study finds reaches the following results: A.In the aspect of personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.The personality traits include five parts: (1) Extraversion, (2) Agreeableness,(3) Conscientiousness,(4) Emotional stability,(5) Openness to Experience. The perception of directors and teachers were above average agreement of the five parts. For directors, the best dimension is “Agreeableness”, and the worst dimension is “Openness to Experience”. 2.The team leadership competencies include three parts: (1) Core Leadership,(2) Team Building,(3) Interpersonal Intelligence and Problem-Solving. The perception of directors and teachers were above average agreement of the three parts. For directors, the best dimension is “Interpersonal Intelligence and Problem-Solving”, and the worst dimension is “Team Building”. B.The influences of personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.Personality Traits: highest educational degree, years of director service, and school size have significant influences on personality traits. But director’s age and years of service do not have any significant influences. 2.Team Leadership Competencies: school size has significant influences on team leadership competencies. But director’s age, highest educational degree, years of service, and years of director service do not have any significant influences. C.In the aspect of relationship between personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.There is a significant and positive correlation between personality traits and team leadership competencies. 2.Personality traits (Extraversion, Agreeableness, Conscientiousness, Openness to Experience) do promote team leadership competencies, especially Openness to Experience.