The problem with which this investigation is concerned is that of examining the association between personality as measured by a standard scale and the extent of projection in a social perception role projection task. The investigation assumes that perceptions regarding environment are systematically related to choice behavior. In this regard, the research examines those specific dimensions of personality that facilitate or inhibit social perception. Chapter I presents an introduction to the problem. Additionally, the background of the problem, purpose of the study, the hypotheses, the limits of the study, and the assumptions are given. Chapter II is the methodology. The nature of the subjects, the procedure, the research instrument and the methodological steps used for analysis of data are explained. Results of the investigation are given in Chapter III, while Chapter IV presents a discussion of the results, including the conclusions, implications of the study, and suggestions for further research.

In the highly competitive environment businesses invest big amounts of money into the new product development. New product success potentially depends on different factors among which salespeople play an important role. The aim of this paper is to explore the potential link between salespeople’s personality, motivation to sell new products and performance in selling new products. Based on the theoretical background of the Big Five personality dimensions, motivation and selling performance hypotheses were formulated and tested using statistical methods of correlation and regression analysis. The data was collected within one technologically intensive organization – ABB AB in Sweden using online web questionnaire and self-assessment measurements. Total investigation was conducted among organization’s salesforce. The findings confirm the importance of salesperson’s personality empirically showing that the latter significantly predicts both motivation and performance in selling new products. From all the Big Five Extraversion was confirmed to be the most important predictor of both motivation and performance in selling new products. Extraversion was found positively related with both motivation and performance in selling new products. Salespeople scoring high in Extraversion and especially possessing such characteristics as confident, energetic and sociable tend to be more motivated to sell new products and show higher performance results. Other personality dimensions such as Agreeableness, Conscientiousness, Neuroticism, and Openness to experience complexly approached are not proved to be significantly related neither with motivation nor performance in selling new products. The results are explained by the extreme importance of Extraversion in new product selling situation which analyzing in combination with the other personality dimensions suppresses the others. Finding regarding controlling for certain demographical characteristics of salespeople reveal that performance in selling new products is determined by selling experience. Salespeople’s age is not proved to be significantly related neither with motivation nor performance in selling new products. Findings regarding salespeople’s gender though proposing that males are more motivated to sell new products cannot be generalized due to the study limitations.

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.

Background: Since its publication in 1997, Jennifer Aaker’s brand personality model has been challenged but none of the publications have had the same seminal effect. Additionally, differences in perceptions of Aaker’s personalities have been found which suggests a gap of knowledge to research. With the development of social media, customers begin to be more engaged with the brands. Purpose: The goal of this study is to explore European airlines’ brand personalities and Gen Z’s perception of the personalities through brands’ TikTok content by using Jennifer Aaker’s (1997) brand personality dimensions. Additionally, social media engagement is used as a tool to investigate the significance of social media for brands. Method: An exploratory qualitative deductive study, with an exploratory nature and an experimental design, applying semi-structured interview methods with a sample size of 25 participants. Conclusion: The findings demonstrate that Aaker’s personality traits are somewhat still relevant to Gen Z’s perception of them but there are traits that could be added which have been argued for by other scholars as well before. These additional traits should include negative traits and traits that show extroversion and introversion, for instance.

There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Interindividual differences in animal behaviour that are relatively consistent over time and context are referred to as animal personality. Personality has been recognized throughout the entire animal kingdom, in an array of species like molluscs, arthropods, fish, birds and mammals. The personality of non-human animals has been suggested to vary along five different axes, or continua; boldness-shyness, avoidanceexploration, activity, sociability and aggressiveness. Having a relatively fixed personality may seem nonadaptive compared to infinite behavioural plasticity so the individual would be able to respond adaptively to any changes in the environment. There can be physiological limitations to the phenotypic expressions of any trait, including behaviour. Variation in neuroendocrinology may thus explain why animals have personality. A candidate neurochemical that potentially proximately influences and forms personality, is serotonin (5- HT), one of the most omnipotent neurotransmitter of the animal body. In the many realms of the serotonergic system, there may arise individual differences which forms a proximate basis for differences in personality. In this review paper, I discuss the impact of the serotonergic system on a few different personality traits. Depending on the individual’s motivational state, serotonin can dampen or enhance aggression. Serotonin correlates negatively to anxious traits. Feeding behaviour is affected by serotonin in seemingly opposing directions. Overall, serotonin seem to underlie many behaviours that describe animal personality.

Background: Brand personality is based on the notion that brands possess personalities similar to that of human personalities. It is a common measure for describing consumers’ brand perceptions, and brands with loyal customers often have distinctive personalities. Since Aaker (1997) introduced the first brand personality scale, researchers have noticed increasing difficulties in comparing results from different studies. Geuens, Weijters & De Wulf’s (2009) proposed a solution to this problem by developing a brand personality scale that is claimed to be universal. Purpose: The purpose of this paper is to describe the extent to which the proposed universal brand personality scale (UBPS) can be validated in a Swedish context. Methodology: This descriptive study is of quantitative nature and applied a cross-sectional design. An online questionnaire was sent out to collect data on 12 brands from 193 respondents. These provided 2205 brand impressions that were processed by conducting a confirmatory factor analysis (CFA). Parameters such as content validity, fit indices, composite reliability and construct validity were chosen to determine the overall fitness of the model. Conclusion: The results indicated reasonable support for validation of Geuens, Weijters & De Wulf’s (2009) brand personality scale in a Swedish context.

Can the HEXACO personality dimensions and facets be used to explain the principal-agent problem and the disposition effect? The proposed research is designed to address the relationship between personality dimensions and individuals’ propensity to engage in self-interested behavior (agency effect) and irrational investment decisions (disposition effect). This paper proposes a correlational study that will be one of the first to apply Ashton and Lee’s (2009) HEXACO framework of personality to examine the association between the six personality dimensions and measurements of the agency and disposition effect. The HEXACO model of personality dimension includes Honesty-Humility, Emotionality, Openness to Experience, Extraversion, Conscientiousness, and Agreeableness. Total participants in both experiments will be 480 undergraduate college students. Participating students will complete the HEXACO-60 self-report inventory and take part in a stock simulation where measurements of interests are recorded. Higher scores along the Honesty-Humility and Emotionality dimensions are expected to have a strong negative relationship with the agency effect measurement, while Openness to Experience, Conscientiousness, Agreeableness, and Extraversion will have a weak to moderate positive association. Higher scores along the Emotionality dimensions are expected to have a strong negative association with the disposition effect measurement, while lower scores of Conscientiousness are expected to have a positive relationship.

The present study aimed to explore both situational (Emotional Display Rules and Affective Events) and dispositional antecedents (Four of Big Five personality dimensions / Extraversion, Neuroticism, Conscientiousness and Agreeableness) of emotional labor. Potential interaction effects of situational and dispositional variables on emotional labor / and long-term consequences of the construct were also examined. Data were collected from table servers working in caf&eacute / s, restaurants, and hotels in Ankara, Istanbul, Kusadasi, (Aydin) and Antalya. The study was performed in three stages. In the first stage, diary study was conducted and Affective Events Scale was created for the service work. In the second stage, psychometric properties of the new scale were pilot tested. In the main study, reliabilities of the scales, hypotheses and potential moderation effects were tested with a total sample of 254 employees. Results revealed that emotional display rules were a significant predictor of both surface and deep acting. Positive events positively predicted emotional labor. Among dispositional antecedents, agreeableness was the only dimension that predicted surface acting. Deep acting was predicted by all of the personality dimensions utilized in the study, especially by agreeableness. On the other hand,conscientiousness had a marginally significant moderation effect on the relationship between emotional display rules and surface acting. With respect to consequences of emotional labor, both surface acting and deep acting positively predicted personal accomplishment. Deep acting was also positively related to job satisfaction, and negatively related to turnover intentions. Findings discussed and practical implications, limitations, and directions for future research were presented.