abstract: The higher education sector is always changing and seeks for robust methodologies to make education more effective and produce higher quality products which are the future professionals. While each student has different preference in learning, numerous forms of instructional strategies are adopted to engage students in varied ways. Existing literature has studied the impacts of various teaching strategies on students’ performance. Previous studies did not figure out if personal characteristics such as honestly, emotionality, etc. have any impacts on the students’ academic performance. This master thesis uses the detailed information gathered through surveying construction students and analyses such data to determine the relationship between various personal factors and understand if there is any relation between students’ academic performance and personal characteristics. This work has used HEXACO factor scales and Emotional Intelligence (EI) as a basis of its analysis. Results of this analysis indicated that there is no significant correlation between students’ academic performance and HEXACO and EI criteria. Although the analysis process tried to provide the most accurate and robust results, but findings could potentially be affected by a number of factors such as excluding some survey responses from data analysis due to confusing responses or being outlier. / Dissertation/Thesis / Masters Thesis Construction Management 2017

Individens personlighet har länge varit under luppen av både lekmän och forskare. Den senaste egenskapspersonlighetsmodellen är HEXACO vilket denna undersökning använt sig av tillsammans med generell Self-efficacy. Vilka det är som studerar på eftergymnasiala utbildningar och vilka personligheter som har en korrelation med Generell Self-efficacy har varit syftet. Undersökningens har bestått av 120 deltagare vilka var förstaårsstudenter på Mälardalens högskola och deltog genom att svara på enkäter. Studien använde sig av Instrumenten HEXACO-Pi-R för att mäta personlighet och General Self-efficacy scale för att mäta Generell Self-efficacy. Resultaten visar en positiv korrelation mellan Extraversion, Vänlighet, Samvetsgrannhet och Self-efficacy. Detta tyder på att det finns personlighetsdrag hos individer som är relaterade till större tro på sin egen förmåga på den undersökta högskolan. Studenterna uppvisade höga värden av personlighetsdimensionen Samvetsgrannhet. Detta ger tendenser av att studenters personlighet präglas av organisering, flitighet, perfektionism och försiktighet.

Varje individ har en unik personlighet som påverkar olika livsaspekter. Politisk orientering är en av dessa. Forskning har visat att det finns ett samband mellan personligheten och politisk orientering. Syftet med denna studie var att undersöka relationen mellan HEXACO sex personlighetsdimensioner och politisk orientering samt hur den politiska orienteringen förhåller sig mellan högskolans fyra akademier. Etthundratre studenter deltog i undersökningen. En webbenkät delades ut till högskolestudenterna vilken bestod av 3 demografiska frågor, 60 personlighetsfrågor och 1 fråga som mäter politisk orientering. Resultatet från korrelation och regressionsanalyserna visade att personligheten har ett signifikant samband med politisk orientering där vänsterorienterade studenter tenderar att vara mer empatiska och att högerorienterade studenter visar en strävan efter social status. Studenter i UKK och HVV visade en vänsterorienterad inställning medan IDT och EST en högerorienterad. Totalt kunde 36% av studenters politiska orientering förklaras av demografiska variabler, akademitillhörighet och personlighetdimensionerna. I diskussionen diskuteras resultatet med olika infallsvinklar.

En utmaning för företag runtom hela världen är individuella arbetsprestationer, vilket har lett till omfattande forskning kring ämnet. Personlighet har visat sig vara en av de faktorer som har betydande roll för individuella arbetsprestationer. Syftet med föreliggande studie var att undersöka sambandet mellan personlighet och självupplevd individuell arbetsprestation samt att undersöka vilket personlighetsdrag som kan förklara mest av variationen av den självupplevda individuella arbetsprestationen. En kvantitativ studie gjordes med en webbaserad enkät innehållandes totalt 75 frågor. Mätinstrumenten Mini-IPIP6, SD3 och IWPQ användes för att mäta personlighet och självupplevd individuell arbetsprestation utifrån självskattningsskalor. Totalt deltog 302 personer i studien (M = 44 år, SD = 13.2, range 20 - 74 år, 72% kvinnor). Det enda kravet för att få deltaga i studien var att respondenten hade någon form av yrkeslivserfarenhet på minst 50% under minst 3 månaders tid. Den genomsnittliga arbetslivserfarenheten uppgick till M = 22.4 år (SD = 13.2, range 0.7 - 51 år). Resultaten visade att narcissism hade störst betydelse för självupplevd kontextuell prestation och uppgiftsbaserad prestation medans psykopati visade sig ha störst betydelse för självupplevd kontraproduktivt arbetsbeteende. Vår slutsats är att personlighet är en prediktor för självupplevd individuell arbetsprestation. / A challenge for companies around the world is individual work performance, which has led to extensive research on the subject. Personality has proven to be one of the factors that play a significant role in individual work performance. The purpose of the present study was to investigate the relationship between personality and self-perceived individual work performance and to investigate which personality traits can explain most of the variations of the self-perceived individual work performance. A quantitative study was conducted with a web-based questionnaire containing a total of 75 questions. The measuring instruments MiniIPIP6, SD3, and IWPQ were used to measure personality and self-perceived individual work performance based on self-assessment scales. A total of 302 persons participated in the study (M = 44 years, SD = 13.2, range 20 - 74 years, 72% women). The only requirement to participate in the study was that the respondent had some form of professional experience of at least 50% for at least 3 months. The average work experience was M = 22.4 years (SD = 13.2, range 0.7 - 51 years). The results showed that narcissism had the greatest significance for selfperceived contextual performance and task performance while psychopathy proved to be most important for self-perceived counterproductive work behavior. Our conclusion is that personality is a predictor of self-perceived individual work performance.

Frågan om det finns något sätt att förutsäga hög arbetsprestation hos individer är på många sätt relevant i organisationssammanhang. Tidigare forskning har visat att personlighet och arbetsengagemang relaterar till prestation, för vad är det egentligen som bidrar till hög individuell arbetsprestation? Syftet med föreliggande studie var att med hjälp av en enkätundersökning undersöka vilken roll personlighet och arbetsengagemang spelar för individuell arbetsprestation. Studiens hypoteser handlade om vilken prediktor, arbetsengagemang eller ett specifikt personlighetsdrag som kunde förklara mest av variationen i individuell arbetsprestation. En kvantitativ studie genomfördes med hjälp av en webbaserad enkätundersökning som baserades på mätinstrument för individuell arbetsprestation (Individual Work Performance Questionnaire), arbetsengagemang (Utrecht Work Engagement Scale) samt personlighet (Mini International Personality Item Pool-6). Kriterierna för att få delta var att vara över 18 år samt besitta en arbetslivserfarenhet över 6 månader. Studiens deltagande uppgick till 162 personer (ålder: M = 35.8, SD = 14.5). Resultaten från regressionsanalysen överensstämde med studiens hypoteser där arbetsengagemang var den överlag starkaste prediktorn för att kunna förutsäga individuell arbetsprestation. Av personlighetsdragen hade conscientiousness störst samband för uppgiftsbaserad prestation samt kontextuell prestation, medan neuroticism hade störst samband för kontraproduktivt arbetsbeteende. Studiens slutsats var att det mest effektiva sättet att mäta individuell arbetsprestation på var genom mätinstrumentet Utrecht Work Engagement Scale (UWES-9) som mäter arbetsengagemang. / The question of whether there is a way of forecasting high individual work performance is in many ways relevant in organizational contexts. Previous research has shown that personality and work engagement relate to work performance but what part exactly is it that contributes to high individual work performance? The purpose of this paper was to conduct a survey to investigate the relevance between personality and work engagement variables and their correlation to individual work performance. The hypotheses of the study concerned which predictor, work engagement or a specific personality trait could explain most of the variation in individual work performance. A quantitative study was conducted using a web-based survey based on measuring instruments for individual work performance (Individual Work Performance Questionnaire), work engagement (Utrecht Work Engagement Scale) and personality (Mini International Personality Item Pool-6). To participate you had to be over the age of 18 and exceeded 6 months of work experience. 162 participants were involved in this study (M = 35.8, SD = 14.5). The results show that work engagement was the strongest predictor to forecast high individual work performance. In regard to task-based and contextual performance the results show a correlation with the personality trait conscientiousness, while counterproductive work behaviour had a strong correlation with neuroticism. The study shows that the most effective way to estimate individual work performance was through Utrecht Work Engagement Scale (UWES-9), which measures work engagement.

Bakgrund. Forskning har visat att personlighetsdimensionerna Honesty-humility från HEXACO samt Agreeableness från Big Five är viktiga indikatorer på oönskat beteende på arbetsplatsen. Det finns mycket forskning kring Honesty-humility respektive Agreeableness, dock är sambandet mellan dessa två personlighetsdimensioner, så vitt vi vet, sparsamt utforskat. Syftet med denna studie var att undersöka hur sambandet mellan Honesty-humility och Agreeableness ser ut. Material och metod. Enkäten Riks-SOM från 2018 användes för att studera sambandet mellan Honesty-humility och Agreeableness. 3500 personer i åldersspannet 16-85 blev slumpmässigt utvalda ur registret för totalbefolkningen. Multipel regressionsanalys med 5000 bootstrapiterationer användes för att studera sambandet under kontroll för bakgrundsvariabler, med ett underlag om 1635 personer. Resultat och slutsats. Studien visade på ett positivt samband mellan Honesty-humility och Agreeableness även efter att sambandet kontrollerats för ålder, kön och utbildning. / Background. Research has shown that the personality dimensions Honesty-humility from HEXACO and Agreeableness from the Big Five are important indicators of Counterproductive workplace behavior (CWB). There is a lot of research on Honesty-humility and Agreeableness, however, as far as we know the relationship between these two personality dimensions is sparsely explored. The purpose of this study was to research the relationship between Honesty-humility and Agreeableness. Material and method. The Riks-SOM survey from 2018 was used to study the relationship between Honesty-humility and Agreeableness. 3500 people between the ages of 16-85 were randomly selected from the register for the total population. Multiple regression analysis with 5000 bootstrap iterations was used to study the relationship while controlling for background variables, with a sample of 1635 subjects. Result and conclusions. The study showed a positive relationship between Honesty-humility and Agreeableness even after controlling for age, sex, and education.

Syftet med denna studie var att undersöka de individuella skillnaderna i hur personlighet påverkar identitetsutvecklingen. ”Honesty-humility (H), Emotionality (E), Extraversion (X), Agreeableness versus Anger (A), Conscientiousness (C) och Openess to Experience (O)” förkortas till HEXACO och används för att definiera personlighet. ”Dimensions of Identity Development Scale” förkortas till DIDS och används för att definiera identitetsutveckling. Studien har samlat data genom fysiska enkäter från 261 svenska högskolestudenter i åldrarna 19-45. Enkäten bestod av färdigställda empiriska instrument för personlighet och identitetsutveckling. Personlighetsdomänerna som testades var ärlighet-ödmjukhet, extraversion, känslosamhet, målmedvetenhet, välvillighet och öppenhet. Identitetsfacetterna som testades var åtagande, identifiering med ställningstagande, utforskande på bredden, utforskande på djupet och grubblande utforskande. Studiens frågeställningar var hur HEXACO påverkar DIDS och hur denna studies resultat kommer att skilja sig från den tidigare forskningens resultat. Resultatet visade exempelvis att hög grad av ärlighet-ödmjukhet påverkar utforskandet negativt, vilket indikerar att personer som tenderar att undvika att manipulera andra och är ointresserade av lyx i mindre grad är utforskande i sin identitetsutveckling. I jämförelsen med den tidigare forskningen har denna studies resultat funnit alternativa personlighets påverkan på identitetsutvecklingen som tidigare forskning inte uppvisar. Exempelvis att hög grad av målmedvetenhet påverkar grubblande utforskande negativt, vilket indikerar att målmedvetna personer har en bra grund för en reflekterade självuppmärksamhet i sitt utforskande av identitetsutveckling. / The purpose of this study was to analyze how individual differences in personality affects identity development. Honesty-humility (H), Emotionality (E), Extraversion (X), Agreeableness versus Anger (A), Conscientiousness (C) och Openess to Experience (O) is short for HEXACO, and it is used to define personality. Dimension of Identity Development Scale is short for DIDS, and it is used to define identity development. This study has gathered data by collecting questionnaires from 261 Swedish college students in the ages of 19-45. The questionnaire that was used consisted of established definitions for personality and identity development. The personality domains that were analyzed were Honesty-humility, Emotionality, Extraversion, Agreeableness versus Anger, Conscientiousness, and Openess to Experience. The identity facets that was analyzed were Commitment making, Exploration in breadth, Ruminative exploration, Identification with commitment, and Exploration in depth. The questions posed by this study were how HEXACO will affect DIDS, and how the results will compare to previous research. The results showed, for example, that high a degree of Honesty-humility affects exploration negatively. This indicates that people who tend to avoid manipulating others and is not interested in luxuries is less explorative in his or her identity development. In comparing with results with previous research, this study has found new ways in which personality can affect identity development. One example is that a high degree of Conscientiousness affects Ruminative exploration negatively, which indicates that Conscientious people have a good basis for a reflective self to emerge in his or her identity development exploration.

Corporate governance models segregate the role of risk manager and risk taker to allow for independent challenge of risk-related decisions. Numerous studies have demonstrated that broad personality traits predict risk-related behaviour. While prospect theory revealed a natural preference towards risk-taking in a negative risk frame, studies have also shown the influence of personality traits on risk preference. We investigated the less reported subject of the potential influence of risk stakeholder personality on risk decision making in the corporate environment. We expected to observe that the personality traits of risk takers and risk managers will differ as a consequence of occupational self-selection. Further, we expected that such personality differences will produce disparate risk preferences between risk takers and risk managers, supporting the governance expectation of independent challenge of risk-related decisions. A sample of investment banking risk stakeholders (n = 100) completed the HEXACO–PI–R as well as a vignette-based risky choice questionnaire involving positively and negatively framed financial risk scenarios. We found homogeneity in personality traits between risk takers and risk managers but observed a noticeable bias toward risk-taking in the negative frame by risk managers. High Honesty–Humility and Conscientiousness scores in both groups may negate the risk of irresponsible risk-taking or undesirable risk behaviour. The results of this study confirm the importance of personality screening for job applicants and should also alert risk practitioners to potential weaknesses in the independent challenge of risk-related decisions as a result of personality homogeneity among risk stakeholders.

Corporate governance models segregate the role of risk manager and risk taker to allow for independent challenge of risk-related decisions. Numerous studies have demonstrated that broad personality traits predict risk-related behaviour. While prospect theory revealed a natural preference towards risk-taking in a negative risk frame, studies have also shown the influence of personality traits on risk preference. We investigated the less reported subject of the potential influence of risk stakeholder personality on risk decision making in the corporate environment. We expected to observe that the personality traits of risk takers and risk managers will differ as a consequence of occupational self-selection. Further, we expected that such personality differences will produce disparate risk preferences between risk takers and risk managers, supporting the governance expectation of independent challenge of risk-related decisions. A sample of investment banking risk stakeholders (n = 100) completed the HEXACO–PI–R as well as a vignette-based risky choice questionnaire involving positively and negatively framed financial risk scenarios. We found homogeneity in personality traits between risk takers and risk managers but observed a noticeable bias toward risk-taking in the negative frame by risk managers. High Honesty–Humility and Conscientiousness scores in both groups may negate the risk of irresponsible risk-taking or undesirable risk behaviour. The results of this study confirm the importance of personality screening for job applicants and should also alert risk practitioners to potential weaknesses in the independent challenge of risk-related decisions as a result of personality homogeneity among risk stakeholders.

The present study was conducted with the aim of investigating whether perceived organisational support or HEXACO personality traits: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness; was a better predictor of work engagement among university teachers. A sample size of 157 university teachers was conveniently drawn both online and in person. The HEXACO-PI, Survey of Perceived Organisational Support (SPOS) and the Utrecht Work Engagement Scale (UWES) were used to measure personality, perceived organisational support and work engagement respectively. Multiple Regression Analysis was used to examine the data. The study revealed that Extraversion, Conscientiousness and Perceived Organisational Support were significant predictors of work engagement. The similarities in beta values suggest that both personality traits and perceived organisational support were crucial to work engagement. Limitations, as well as suggestions for future research, are discussed.