Advertisements have been in digital media for most of its lifetime. They have, however, been increasing with the years and more people are finding the number of advertisements to be excessive. Online users have therefore taken to avoiding advertisements by installing ad-blockers. There have been multiple studies on how ad-blockers work and why people use them. There have also been studies on which demographics mostly use ad-blockers. Younger men are generally seen as the typical ad-block user. However, none have seen if certain personality traits are more common amongst ad-block users. The purpose of this research is therefore to investigate if there are any differences in personality traits amongst ad-block users and non-ad-block users. The Big Five Inventory with 10-questions (BFI-10) personality test is used in an online survey to get an understanding of participants ad-block usage and personality traits. The personality traits that stood out were among females ad-block users with the personality traits of extraversion and neuroticism. The purpose of the study is to indicate a possible way for advertisers to prohibit their message to fall on uninterest and ad-avoiding recipients, and to provide some insights regarding ad-block user segmentation among Swedish ad-block users. / Reklamer har funnits i digitala medier i stort sett hela dess livstid. De har däremot ökat med åren och fler finner att antalet reklamer är överdrivet. Online användare har därför börjat undvika reklam genom att installera ad-blockers. Flertal studier har gjort på hur ad-blockers fungerar och varför de används. Det har även gjorts studier på vilken demografi som mestadels använder ad-block. Unga män är generellt det som ses som den typiska ad-block användaren.Ingen har däremot forskat på om något särskilt personlighetsdrag är vanligare bland ad-blockanvändare. Syftet med denna forskning är därför att utforska om det finns några skillnader i personlighetsdrag mellan ad-blockanvändare och användare utan ad-block. Personlighets testet,The Big Five Inventory bestående av 10 frågor (BFI-10), används i en online undersökning för att få en förståelse om deltagares ad-block användande och deras personlighetsdrag. Personlighetsdragen som stod ut var bland kvinnliga ad-blockanvändare extraversion och neurotisicm. Syftet med studien är att ange ett möjligt sätt för annonsörer att undvika att deras meddelande faller på ointresserade och reklamundvikande mottagare, och att ge insikt gällandesegmentering av ad-blockanvändare bland Svenska ad-blockanvändare.

Anxiety and regret are two concepts that are connected to each other, where the former is and can be a consequence of the latter according to previous research. Making a decision regarding a career choice can be the decision you regret the most. Previous research has shown that personality traits, from the Big Five theory, Neuroticism and Conscientiousness have been associated with multiple facets of the decision-making process. The purpose of the study was to investigate the influence and relationship of personality on regret and regarding career choice. In this questionnaire study, using the “Decision Regret Scale” and BFI-10, a total of 179 participants participated of which 134 were women and 45 were men. The result showed that Agreeableness (r = -0.157, p < .05) and Neuroticism (r = 0.190, p < .05) correlated significantly with the DRS values. However Conscientiousness did not reveal a significant correlation. The findings of this study suggest that personality traits, particularly Agreeableness and Neuroticism within the Big Five model, are linked to decision regret and regret in the context of career choices. By shedding light on this, one can possibly understand more about potential regret and its impact. The essay writers thus hope that the essay will contribute to an understanding of what it is that leads to regret in people's lives, but especially regret in the career choices one makes.

Many corporate offices now offer fitness benefits to their employees. Evidence shows that corporate fitness programs are linked to decreased tardiness, absenteeism, and reduced healthcare costs. These programs also help address the growing obesity crisis threatening one in every three American adults. However, many employees do not participate in corporate fitness plans in spite of the convenience many programs offer. Thus, I wished to explore the personality and lifestyle factors that contribute to older (age 25+) employees’ exercise habits, their use of corporate benefits and correlates to the Big Five model of Personality along with other personality measures. I gathered 94 participants aged 25 and above, who work full-time (at least 32+ hours per week).I had my participants report their demographic information and take a survey through Qualtrics and Amazon Mechanical Turk analyzing their exercise habits and use of corporate benefits. Based on my findings, the Big 5 facet that correlated with corporate benefit use the most was immoderation. Other factors that correlated included Externally Controlled Motivation, Autonomous Motivation, and Perceived Competence. Furthermore, participants were able to share tips for how to improve corporate benefit use. The study could have benefitted from a larger sample size and observation-based reporting, however overall it serves as a good indicator of traits that make a person more inclined to participate in exercise programs and poses suggestions for the improvement of said programs.

Government reports indicate that, on average, more than 3000 people die due to distracted driving each year, accounting for nearly 10% of all fatal car crashes. Other reports claim that two-thirds of fatal car accidents result from aggressive driving. Previous research has been inconclusive regarding how personality impacts distracted and aggressive driving behaviors. Therefore, the goal of this current study is to fill the gap in the literature concerning the role that personality plays in distracted and aggressive driving behaviors. We also explored the role that distracted and aggressive driving behaviors played in accident involvement. A sample of (N=327) participants were recruited using social media and the UCF SONA System. They were asked to self-report their driving behaviors and personality traits by completing a series of online questionnaires (ADBQ, BFI, DBQ, DDQ, DEMO, and IPIP NEO PI-R). Using this data, bivariate correlations were run using the Pearson Correlation Coefficients to determine the role that personality (OCEAN) plays in distracted and aggressive driving behaviors. We used the DDQ and the IPIP NEO PI-R to evaluate the relationship between personality and distracted driving, and we found that personality traits: Agreeableness, Conscientiousness, Extraversion, and Neuroticism were all significant predictors of distracted driving. Openness was the only one of the five personality traits to have no significant correlation. We used the ADBQ and the IPIP NEO PI-R to assess the relationship between personality and aggressive driving, and we found the same four personality traits: Agreeableness, Conscientiousness, Extraversion, and Neuroticism were all significant predictors of aggressive driving. Openness was, again, the only one of the five personality traits to have no significant correlation. Backward regression analyses were performed to determine what caused these relationships. The regression analysis displayed trait subscales: Morality, Cooperation, Self Discipline, Activity Level, Excitement Seeking, Anger, Emotionality, and Liberalism, each significantly contributed to driver distraction. Another backward regression analysis reveals trait subscales: Morality, Self-Efficacy, Dutifulness, Self Discipline, Anger, and Artistic Interests, each significantly contributed to driver aggression.

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This dissertation explores the connection between founder personality and organizational culture in founder-led entrepreneurial companies. With a focus on how founder personality affects culture, it draws from the literature in upper echelon/top management teams, family business and organizational psychology – notably the Attraction-Selection-Attrition (ASA: Schneider, 1987) and Person-Organization fit (P-O: O'Reilly, Chatman, & Caldwell, 1991) theories. Using a combination of ethnographic, psychological and organizational data from the founders and employees of four small firms from multiple industries, and a broader survey study of 336 respondents from 23 firms, it finds support for O’Reilly et al., (2014)’s CEO Personality-Culture link in the small-company setting. It also validates two new findings: 1) that employee personality traits can trump founder personality as an influence on culture, and 2) that founder involvement can moderate the impact of founder personality on culture. The dissertation concludes with plans for further research into the personality-organizational culture effects and thoughts about the applicability of these results for founders and consultants. / Business Administration/Entrepreneurship