Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.

Effective leadership, ethical leadership, and leadership emergence have been extensively researched, but there remains a lack of research on the relationship between the big 5 personality traits and authentic leadership. This quantitative study was based on the empirical principles of the big 5 model and guided by the big 5 theory. In addition, this research asked if there was a relationship between the big 5 model and authentic leadership, and which combination of the 5 personality traits best predict authentic leadership. Fifty-five adult participants, employed in various corporations, were recruited from a convenience sample. They rated their leaders by completing an Authentic Leadership Questionnaire, the NEO Five-Factor Inventory-3, and a demographic questionnaire. Data were analyzed using multiple linear regression analyses and the results showed that the big 5 personality model explained 46.9% of the variance (F (5, 49) = 8.65, p < .001. Conscientiousness positively (β = 0.40, p = .003) correlated with authentic leadership while neuroticism was inversely (β = -0.04, p = .046) correlated. These 2 traits best predicted authentic leadership and provided the strongest correlation. Extraversion (β = -.04, p = .739) and openness-to-experience (β = .25, p = .080) were non-significant traits. In the Pearson Correlation analysis, agreeableness had a weak inverse correlation with authentic leadership, (r (53) = -0.30, p = .027), and contributed 8.9% of the variance in predicting authentic leadership. Conscientious leaders with low level of neuroticism, who practice authentic leadership, will bring about positive social change by reducing unethical practices, improving communication with employers, employees, and consumers, and improving employee morale.

It is well-established that personality not only affects physical health and longevity, but also mental health and coping mechanisms. One area of limited research is the relationship between cancer pain and personality. This study examined how personality traits affect reported cancer pain severity in older patients (N = 150) receiving outpatient treatment at a comprehensive cancer center. Participants were interviewed regarding their pain severity, personality, affect, and self-efficacy for pain management. Symptom data were collected from the Brief Pain Inventory, while personality data were gathered from the Ten Item Personality Inventory and the Positive and Negative Affect Schedule. Self-efficacy for pain management was collected from the Chronic Pain Self-efficacy Scale. Analyses included descriptives, Chi-square tests, t-tests, stepwise linear regressions, and moderation analyses. The mean age of the sample was 65.38 ± 7.72 years. Seventy-nine percent of the sample was White. Analyses indicated that the average pain was 4.15 ± 2.01 (0-10 scale; with 10 being worst pain), with the sample recording means of 6.53 ± 2.57 and 2.45 ± 2.15 on worst and least pain, respectively. Regression analyses showed extraversion (â = -0.21, p < .01) and openness to experience (â = 0.18, p < .05) to be significant predictors of higher current and average pain severity, respectively. Agreeableness (â = 0.18, p < .05) was found to be a significant predictor of higher self-efficacy for pain management. Conscientiousness and extraversion were significant moderators in the relationship between self-efficacy for pain management and worst pain severity. These findings indicate that different personality types and personal affect may influence reports of pain severity. More empirical research is needed to understand the impact of personality and its relationship with pain severity and self-efficacy for pain management in more diverse and marginalized cancer populations across the age continuum. Finally, the results may be used to design more individualized interventions on pain management, depending on personality type, an application that has never been done in older adults with cancer.

近年來，金融環境的變遷，使金融業面臨很大的變化，金融業勢必提高非利息收入並發展不耗用資本的業務，因此財富管理業務成為銀行獲利來源重要的一環。理財專員是銀行財富管理業務的軸心，銀行理財專員的遴選便成為一項重要工作。 本研究採用五大人格特質理論的觀點，探討理財專員的人格特質與工作績效的關聯性。本研究以問卷調查方式，採用五大人格特質繁體中文量表，工作績效除了實際手續費收入之外，分為任務績效與脈絡績效，透過發放問卷由理財專員自評，問卷內容分為人口統計變項、五大人格特質量表及工作績效自評量表，研究對象為國內F銀行理財專員共183人，採用量化分析方法包括敘述性統計、皮爾森相關分析及迴歸分析，探討人格特質與工作績效的關聯性，實證結果發現： (1) 人格特質中的「經驗開放性」、「親和性」、「勤勉審慎性」及「外向性」與其工作績效是顯著有相關的，且皆屬於正相關。 (2) 「親和性」的人格特質對理財專員的「任務績效」及「脈絡績效」有正向的影響的。 (3) 「勤勉審慎性」的人格特質對理財專員的三項工作績效指標有正向的影響，而且該特質對於三項工作績效因素構面的影響力皆是最大的。 (4) 「經驗開放性」的人格特質對理財專員的三項工作績效指標有正向的影響。 (5) 「外向性」的人格特質對於理財專員的「脈絡績效」有正向的影響的。 本研究建議個案銀行日後在遴選理財專員時，可優先考慮選擇人格特質中具有「勤 勉審慎性」者，預期未來會有較佳的工作表現。 / In more recent years, changes in the financial environment are significant. Banks have to increase the profits from the non-interest income and develop the business not entailing Regulatory Capital. So the fee incomes from the Wealth Management Section become more important for banks. The financial advisor is the key factor of the Wealth Management Section. The selection of financial advisors is very important for the banks. The study is based on the view of the personality theory of Big-Five factor. The purpose of this study is to find the relationship between the personality traits of financial advisors and the job performance. The study involved a survey, comprised of three sets of questionnaires concerning demographics, Big-five personality and job performance. 183 financial advisors in the domestic F Bank participated in this study. The quantitative analysis of the questionnaires was conducted through descriptive statistics, Pearson correlation and regression analysis were used to indicate the direction and relationship between personality and job performance. The result of this study was showed as following： 1. Four of Big-Five factors including “Extraversion”, “Openness to Experience”, “Agreebleness” and “Conscientiousness” are positively correlated with job performance. 2. The factor “Agreebleness” has a positive effect on “task performance” and “contextual performance”. 3. The factor “Conscientiousness” has a positive effect on “task performance”, “contextual performance” and “fee income”. The factor “Conscientiousness” has the greatest effect on job performance among the Big-Five factors. 4. The factor “Openness to Experience” has a positive effect on “task performance”, “contextual performance” and “fee income”. 5. The factor “Extraversion” has a positive effect on “contextual performance”. Based on the results, the researcher recommends that F Bank select employees with personality trait “Conscientiousness” and “Conscientiousness” as the financial advisors. The researcher expects the financial advisors with personality trait “Conscientiousness” have better job performance.

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 112-115).

This mixed methods study contains two studies that are linked together sequentially to explore the work/nonwork boundary management of home-based teleworkers through the overarching research question: Do personality traits and ICT use influence how teleworkers manage their work-nonwork boundary? Mobile ICT s such as smartphones are becoming increasingly more important for work and they can have a boundary blurring effect on the work-nonwork boundary as they may be used at anytime and anywhere. However, the issue of how personality traits influence ICT use and work-nonwork boundary management has been neglected, particularly in a teleworking context. As people manage their work-nonwork boundaries differently and some people work better at home than others, it is not known to what extent personality traits play a role in boundary management and ICT use. Study One explores the relationships between the big five personality traits of conscientiousness, extraversion and neuroticism, the facet level traits of dutifulness, gregariousness, and impulsiveness and work/nonwork boundary interruptions. It also explores the relationships between these traits and frequency of technology use for work purposes and the relationship of ICT s (smartphones, tablets and laptops) to work/nonwork boundary interruptions. Data was collected via an online survey, with recruitment from social media sites and Local Authorities totalling 391 usable responses. Conscientiousness was found to be negatively related to work-nonwork and nonwork-work interruptions, dutifulness negatively related to nonwork-work interruptions, neuroticism positively related to work-nonwork interruptions and impulsiveness positively related to nonwork-work interruptions. Personality traits were found to have small correlations to boundary interruptions which was a new finding, although it was expected that the correlations might have been larger than they were found to be. Extraversion was positively related to frequency of laptop use and extraversion and gregariousness were positively related to frequency of smartphone use, neuroticism was negatively related to frequency of smartphone use which were new findings in a work context. Frequency of ICT use was positively related to work-nonwork interruptions, with smartphones showing the highest correlation, followed by tablet and then laptop displaying a stepped effect. This finding of a stepped effect was new and suggests that the portability of smartphones makes them much easier to connect to work out of hours, than laptops and tablets. The second study included interviews from 20 participants who had completed the survey, four from each of five boundary management groups (Strong Segmentors, Strong Integrators, Moderate Managers, Work Boundary Protectors and Family Boundary Protectors). The groups were derived from scores from the survey data, in order to investigate in more depth, other factors that influenced boundary management interruptions that were not picked up in Study One and specifically the idiosyncrasies of ICT use between groups. The qualitative data was analysed via Template Analysis and the final themes in the template were Boundary Management, Crafting Work, Individual Differences, Telework and Interruptions. The theme of Boundary Management was dealt with in this study. Some key findings were that Study Two built upon Study One by finding that proactivity was a key theme and that this trait may be particularly active while individuals are teleworking due to the context. ICT s were used in a way that reflected the wide ranging boundary management preferences of the individuals using them.

Emotionell intelligens har studerats under flertalet år, i olika länder, och har definierats på olika sätt. Egenskapen emotionell intelligens består av fyra dimensioner; emotionality, self-control, well-being och sociability, och mäts genom mätinstrumentet TEIQue-SF. TEIQue-SF har uppnått god validitet som mätverktyg på olika språk, och valideras för första gången på svenska genom denna studie. Tidigare forskning har uppvisat flertalet samband mellan egenskapen emotionell intelligens (EI), personlighet och arbetsprestation. Dessa tillsammans har dock inte undersökts i Sverige. Syftet med att genomföra denna studie var att undersöka sambanden mellan Trait Emotional Intelligence Questionnaire Short Form (TEIQ-SF), Mini-International Personality Inventory Pool-6 (Mini-IPIP6), Short Dark Triad (SD3) och Individual Work Performance Questionnaire (IWPQ) ytterligare, samt att ta reda på vilka personlighetsdrag och dimensioner inom självupplevd individuell arbetsprestation som bäst förklarar variansen inom TEIQue-SFs dimensioner. Studien genomfördes som en tvärsnittsstudie med 228 svenska deltagare (M = 34 år, SD = 12.6, range 16-71 år, 66% kvinnor) med genomsnittlig arbetslivserfarenhet på 14 år (SD = 11.5). Förväntat resultat var att neuroticism skulle korrelera negativt med TEIQue-SF fyra dimensioner, vilket uppnåddes även i denna studie. Positiva samband med Task performance och Contextual performance fanns mellan samtliga dimensioner av EI. Regressionsanalyser visade även att neuroticism hade negativt samband vid förklaring av varians i samtliga dimensioner tillhörande TEIQue-SF. En preliminär slutsats är att TEIQue-SF visat på teoretiskt och empiriskt rimliga samband med relevanta variabler, och kan anses vara validerat bland yngre personer med relativt hög utbildningsnivå. / Emotional intelligence has been defined differently throughout studies for many years in several countries. The trait emotional intelligence consists of four dimensions; emotionality, self-control, well-being and sociability, and is measured by the TEIQue-SF measuring instrument. TEIQue-SF has achieved good validity as a measurement tool in different languages and is now validated in Swedish through this study. Previous research has shown liaisons between the emotional intelligence (EI), personality and work performance. However, these together have not been investigated in Sweden. The purpose of this study was to investigate correlations between Trait Emotional Intelligence Questionnaire Short Form (TEIQ-SF), Mini-International Personality nventory Pool-6 (Mini-IPIP6), Short Dark Triad (SD3) and Individual Work Performance Questionnaire (IWPQ), and to find out which personality traits and dimensions within self-perceived individual work performance best explain the variance within TEIQue-SF dimensions. The study was conducted as a cross-sectional study with 228 Swedish participants (M = 34 years, SD = 12.6, range 16-71 years, 66% women) with an average work experience of 14 years (SD = 11.5). Expected result was that neuroticism would correlate negatively with TEIQue-SF four dimensions, which was also achieved in this study. Positive correlation with Task Performance and Contextual Performance was found between all dimensions of EI. Regression analysis also showed that neuroticism had a negative relation to explanation of variance in all imensions of TEIQue-SF. A preliminary conclusion is that TEIQue-SF has shown theoretical and empirically reasonable relation to relevant variables and can be considered validated among younger people with relatively high educational levels.

No description available.

The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.

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)