L’objectif de ce mémoire est d’examiner les nombreuses associations qui existent entre les conditions de l’organisation du travail, les traits de personnalité et la détresse psychologique au travail. La question de recherche principale était : est-ce que les cinq grands traits de personnalité (Big Five personality traits) ont un effet modérateur sur la relation entre les conditions de l’organisation du travail et la détresse psychologique. De nombreuses autres questions ont aussi été considérées. Pour répondre aux vingt-et-une hypothèses proposées dans cette recherche, nous avons utilisé des données secondaires d’une étude transversale de 395 employés d’un service de police municipal. À la suite d’analyses multivariées, nous avons pu observer quatre associations significatives. Concernant les conditions de l’organisation du travail, nous avons trouvé que les demandes psychologiques en milieu de travail augment la détresse psychologique, tandis que le support d’un superviseur la diminue. En ce qui concerne, les traits de personnalité, nous avons trouvé qu’être névrotique (neuroticism) augmente la détresse psychologique. Finalement, nous avons trouvé un effet modérateur du trait de personnalité, être consciencieux (conscientiousness), sur la relation entre les demandes psychologiques et la détresse psychologique. Bref, nos résultats nous indiquent que les cinq grands traits de personnalité (Big Five personality traits) ont une influence mitigée sur la santé mentale en milieu de travail. / The current thesis sought to observe the multiple relationships that exist between work organization conditions, personality characteristics and psychological distress in the workplace. The main question of interest was whether the Big Five personality traits have a moderating effect on the relationship between work organization and psychological distress, but numerous other questions of interest were also considered. In order to address the twenty-one hypotheses proposed in this study, secondary data was used from a cross-sectional survey of 395 workers from a municipal police service. Multivariate analyses showed four significant relationships between the three variables of interest. With regards to the work organization conditions, it was found that psychological demands in the workplace increase psychological distress, whereas, support from a supervisor decreases psychological distress. With regards to personality, neuroticism was found to increase psychological distress. Finally, a moderating relationship was found for the conscientiousness trait on the relationship between psychological demands and psychological distress. Globally, the results indicate that the Big Five personality traits have a mitigated impact on mental health problems in the workplace.

Med hjälp av personlighetstester och genom att känna till individers personlighet har forskning visat att man i viss mån kan förutsäga beteende och upplevd mental hälsa. Föreliggande studie syftade till att undersöka om och hur personlighetsdraget agreeableness (svenskans välvillighet) samverkar med upplevt välmående hos personer med en ledarroll. I en ledarroll förväntas personen kunna hantera beslutsfattande och konfrontationer. Furnham, Richards och Paulhus (2013) menar att Dark Triad, socialt avvikande personlighetsdrag, är en förlängning av agreeableness. Därför användes Dark Triad i studien och även för att eventuellt finna ytterligare samband med välmående i rollen som ledare. Mätinstrument som användes var IPIP-NEO-120 (α=.87) utifrån Big Five teorin vilken är den vanligaste teorin bland forskning om personlighet. För att mäta Dark Triad användes Dirty Dozen (α=.86). För att mäta välmående användes GHQ-12 (General Health Questionnaire) (α=.87). Studien utfördes med en online-enkät som besvarades av respondenter som har eller har haft en ledarposition (N=99). Respondenternas ålder varierade mellan 25-67, könsfördelningen var 54% män och 46% kvinnor. Insignifikanta resultat återfanns mellan agreeableness och upplevt välmående. Signifikanta resultat återfanns mellan Dark Triad och upplevt välmående (r=.22*) vilket vidare kan tolkas som att personer tenderar att må bättre om de besitter socialt avvikande personlighetsdrag. En rimlig slutsats av resultatet är därmed att det inte går att predicera hur välmående upplevs hos personer med en ledarroll med hjälp av agreeableness, dock i viss mån med hjälp av Dark Triad. / With the help of personality tests and by knowing the individual's personality, research has shown that it's possible to predict behavior and perceived mental health to some extent. The present study aimed to examine whether and how the personality trait agreeableness relates to perceived well-being among leaders. Furnham, Richards and Paulhus (2013) argue that Dark Triad, socially deviant personality traits, is an extension of agreeableness. Therefore Dark Triad was used in this study and in order to possibly obtain more connections for perceived well-being. Instruments used were IPIP-NEO-120 (α=.87), based on the Big Five theory, the most common theory among personality research. To measure Dark Triad traits Dirty Dozen (α=.86) was used. To measure well-being GHQ-12 (General Health Questionnaire) (α=.87) was used. The study was conducted by an online survey that was answered by respondents who have or have had a leader position (N=99). Respondents age ranged from 25-67, the gender distribution was 54% male and 46% female. Insignificant results were found between agreeableness and perceived well-being. Significant results were found between Dark Triad and perceived well-being (r=.22*), which is further interpreted to mean that people tend to feel better if they possess deviant personality traits, and particularly narcissism. A reasonable conclusion from the study is that it's not possible, based on our sample, to predict how well-being is perceived in the role of leader with agreeableness but to some extent with the help of Dark Triad.

Title:Laypeople'sdescription of real estate agents  Level: Final assignment for Bachelor Degrees in Business Administration Author:Moa Englund and Kelly Ståhl  Supervisor:Jonas Kågström  Date:2019 – june   Aim: The purpose of the study is to examine the laypeople´s definition of real estate agent's personality types based on The Big Five.    Method:We chose to implement a mix method of a quantitative and qualitative study based on a deductive approach through surveys, primarily web-based. The results from these was then analyzed through the program Jamovi where we chose to conduct a descriptive analysis, correlation analysis and a factor analysis. We chose to do this type of analysis to get a clearer picture of how lay people comprehend real estate agents behaviors linked to The Big Five.     Result and conclusion: The result shows that the lay people’s definition of The Big Five dimensions for real estate agents partially consistent with the scientistdefinition, On the other hand, there are different views within certain characteristics. In addition, the result shows that the lay people tends to define the Big Five dimensions with the same adjective in several of the different dimensions. The study's results indicate that the lay people self-appreciated knowledge of the Big Five dimensions does not significantly affect their response.   Contribution of the thesis: The study contributes on a theoretical perspective to starch science within lay people's comprehension of The Big Five dimensions. The practical contribution the study adds is understand the lay people’s perception of real estate agents based on the Big Five dimensions.   Suggestions for future research: Continued research can be implemented in other sectors and thereby create an understanding of the chosen profession. Further research can be carried out where real estate agents may define themselves based on The Big Five. To let the laypeople describe real estate agents in other countries, where the real estate agent's tasks and working methods differ from the Swedish one, are further suggestions for continued research.   Keywords: “The Big Five”, laypeople, “laypeople behavior”, “personality behavior”, “personality traits” och “personality perceptions”

Title: Impact of personality types on negotiations - A study conducted with the help of the personality test The Big Five. Level: Final assignment for Bachelor Degrees in Business Administration Author: Felicia Sökare and Josefin Ruthman Lloyd Supervisor: Jonas Kågström Date: 2019 May Aim: The purpose of this study is to analyze the personality traits of negotiators in relation to how they prepare for a negotiation and in relation to what is required to refrain from negotiating with the help of The Big Five. Method:The study is based on mixed methods. The method is based on a combination of both a qualitative and quantitative research method. The empirical material is obtained through five semi-structured interviews with a total of 15 real estate agents who, in connection with the interviews, answered a questionnaire survey. The data was processed using a cluster analysis, which was created in the statistical computer program SPSS. The results are then compared with theory and the interviews. Result & Conclusions: The results of the study show that real estate agents read in on the statistics, listen to music and come in good time to prepare for a negotiation. The result also shows that threatening, lack of communication, high price expectations or a bad feeling inside requires that negotiators in the real estate brokerage refrain from entering into negotiations. Through this study we can observe that high values of extraversion and low values of neuroticism do not have to be related to a competing negotiating style, which differs from what previous research has shown. Contribution of the thesis:The study's implementation has provided both practical and theoretical contributions, especially how different negotiators with different personality profiles prepare for negotiation and in which situations they choose to refrain from entering into negotiations. The study gives an insight that negotiators are not quite as personal in character, meaningful information about what differences there are in preparing for negotiators with more and less experience in the professional role of real estate agent, an insight that the words that the real estate agents use most during the interviews show connection with their personality traits and knowledge of which personalities choose to refrain from being included in the negotiation at the first customer meeting. Suggestions for future research:As this study focuses on real estate agents and their personalities, it would be interesting to investigate other industries to see if real estate agents results differ from other professional roles. It would also be interesting to carry out the study in other countries to investigate whether there are any similarities or differences in comparison with the real estate agents in Sweden. Further research should continue to investigate real estate agents with more and less experience in the industry to ensure the results in this study. Key words: Personality, The Big Five, real estate agents, integrative negotiations, negotiation, preparation.

This essay is about how thinking skills are requested in examinations in the course religion 1 in Swedish upper secondary schools. To investigate this an analysis template has been created which is constructed from Göran Svanelids theory the big five, who explains which abilities the Swedish curriculum demands. The main question for this study is How clear and to what extent are the abilities who Göran Svanelids theory the big five points out in exams within the course religion 1? To answer this, three support questions has been made. The First is about how these abilities change between the program they are used. The second one is how the form of examination affects the possibilities to show the abilities and lastly how the kind of question affects the possibility to show the abilities. The analysis template and theory derive from the Swedish curriculum and the lecturer Göran Svaneldis analysis of the curriculum. He found five thinking skills or abilities which all subjects value and who the pupils are supposed to learn. These are; concept skills, the skill to analyse, communicative skills, the ability to perform a procedure and metacognition. These abilities have been operationalized to become a theory to inspect how well and to what extent they are asked for in an examination. Therefore, this study is based on text interpretation of the examinations, with an aim of being both qualitative and quantitative. Out of the total amount of 106 emails sent to principals, teachers and administrative personnel at upper secondary school’s total of 38 examinations were collected1. 14 out of these were written tests, 16 were written essays and eight were oral examinations. The result displays that all examinations ask for the abilities but not all types of questions in the examinations ask for all abilities. The closed type of question only gives the opportunity to show concept skills. The concept skill is the most visible ability in all exams, the secondly most visible skill is the communicative skill, thirdly the analysis skill, fourthly is the skill of procedure and fifth and lastly, the metacognitive skill. The conclusion is that programs who aim to ensue further studies ask for all abilities to a larger extent and with a higher level of clarity. While the vocational program who aim to ensure a working career after upper secondary school ask for the abilities with a lesser clarity. Written essays are the best form of examination to ask for the abilities to a larger extent and with a higher clarity than oral examinations or written tests.

Föreliggande studie undersöker om lärare har en universal personlighetstyp inom fem-faktor modellen och om det finns någon signifikant skillnad mellan kön och personlighet hos lärare. Ämnet är av intresse då det för närvarande är brist på lärare i Sverige och yrket är i behov av höjd attraktivitet. Diskussioner för att hitta en lösning har varit att ta reda på vem som vill bli lärare, varför de arbetar kvar i yrket och vad dessa individer har gemensamt, och personlighet framkommer som ett möjligt svar. Studien var genomförd genom självskattningsformulär skickat via e-mail till ett antal skolor; universitet, folkhögskolor, gymnasium och högstadium i södra Sverige. Analys av resultaten visade på en möjlig personlighetstyp hos lärare. Ingen signifikant skillnad mellan kön hittades. / The current study investigates if teachers show a consistent trend of personality traits within The Big Five personality model and if there is any significant difference between gender and personality among teachers. This study is relevant due to the overall lack of consistent workforce within the profession and struggles to try to improve its status throughout Sweden. Part of the discussions to find solutions is to find out who becomes a teacher, why they remain within the profession and what these people have in common, personality being a topic of interest. The Big Five personality model is one of the more commonly used instruments to distinguish personality through the use of five main traits and values that individuals score within them. The study was conducted through the use of a self-report survey e-mailed to a number of schools; universities and secondary schools, in southern Sweden. Analysis of the results showed that there was a  personality trend among teachers and no significant difference between the genders but due to the study’s size it is unclear how universal these results are.

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.

Title: Sellers’ preferences for real estate agents’ personalities. A quantitative study about the congruency between the estate agent's and the seller's personality traits. Level: Student thesis, final assignment for Bachelor Degrees in Business Administration. Author: Emma Johansson Florsjö and Amanda Rosvall Stenman Supervisor: Jonas Kågström Date: 2019 - May Aim: The purpose is to analyze the congruency between the estate agent's and the seller's personality traits. Method: The study used a quantitative research method done with the personality test The Big Five and the empirical material was gathered through a web-based survey. The study population consisted of individuals that, at some point in their lives have or will have hired a real estate agent at a housing sale. Jamovi was used to analyze and to see connections between the answers obtained from the participants in the survey. The answers were processed through descriptive analyze, correlation analysis and factor analysis. Results &amp; Conclusions: The results of the study showed that sellers preferred real estate agents who had similar personality traits as themselves, which confirmed the similarity hypothesis. The results indicated that none of the sellers preferred a real estate agent with high levels of neuroticism. The survey also showed that the expectations about the real estate agent were different for people who never had hired an agent before as opposed to those who had. Contribution of the thesis: The survey contributes to an understanding that real estate agents should adjust to the sellers’ personality traits to raise the chances of being hired, when interacting with the seller. Real estate agents with high levels of neuroticism should conceal this. Suggestions for future research: It would be interesting to conduct a similar study with a more extensive version of the personality test The Big Five. Further, The Big Five could be done by real estate agents to compare the personal traits of sellers who had hired a specific agent. Lastly, it would have been interesting to study the efficiency of the real estate agent in their perception of similar personality traits between customer and agent from the customers’ side. Key words: The Big Five, personality, service provider, personality matching, co-creation, real estate agent. / Titel: Säljarens preferenser för fastighetsmäklarens personlighet. En kvantitativ undersökning om kongruensen mellan fastighetsmäklarens och säljarens personlighetsdrag. Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi. Författare: Emma Johansson Florsjö och Amanda Rosvall Stenman Handledare: Jonas Kågström Datum: 2019 - maj Syfte: Syftet är att analysera kongruensen mellan fastighetsmäklarens och säljarens personlighetsdrag. Metod: I studien användes en kvantitativ forskningsmetod genomförd med personlighetstestet The Big Five och det empiriska materialet samlades in genom en webbaserad undersökning. Studiens population utgjordes av individer som någon gång i livet har eller kommer att anlitat en fastighetsmäklare i samband med en bostadsförsäljning. Jamovi användes för att analysera och se samband mellan de svar som erhållits från deltagarna i enkätundersökningen. Svaren bearbetades genom deskriptivanalys, korrelationsanalyser och faktoranalyser. Resultat &amp; slutsats: Studiens resultat visade att säljare föredrog fastighetsmäklare som hade liknande personlighetsdrag som de själva, således bekräftades likhetshypotesen. Resultatet indikerade på att ingen säljare föredrog neurotiska mäklare. Vidare konstaterar undersökningen att förväntningarna av en fastighetsmäklare skiljde sig hos säljare som aldrig har anlitat en mäklare och säljare som har anlitat en mäklare i samband med en bostadsförsäljning. Examensarbetets bidrag: Undersökningen bidrar till en förståelse av att fastighetsmäklare ska anpassa sig utifrån säljarens personlighetsdrag vid bemötandet för att öka chanserna att bli anlitad av säljaren. Vidare bör mäklare med höga värden av neuroticism inte visa det för säljaren. Förslag till fortsatt forskning: Det skulle vara intressant att genomföra en liknande studie med en mer omfattande version av personlighetstestet The Big Five. Vidare hade The Big Five kunnat genomförts på fastighetsmäklare, i syfte att jämföra personlighetsdragen på säljare som hade anlitat en specifik mäklare. Slutligen hade det varit intressant att studera fastighetsmäklarens effektivitet vid uppfattningen av liknande personlighetsdrag mellan kund och mäklare från kundens sida. Nyckelord: The Big Five, personlighet, tjänsteleverantörer, matchande personlighet, cocreation, fastighetsmäklare.

L’objectif de ce mémoire est d’examiner les nombreuses associations qui existent entre les conditions de l’organisation du travail, les traits de personnalité et la détresse psychologique au travail. La question de recherche principale était : est-ce que les cinq grands traits de personnalité (Big Five personality traits) ont un effet modérateur sur la relation entre les conditions de l’organisation du travail et la détresse psychologique. De nombreuses autres questions ont aussi été considérées. Pour répondre aux vingt-et-une hypothèses proposées dans cette recherche, nous avons utilisé des données secondaires d’une étude transversale de 395 employés d’un service de police municipal. À la suite d’analyses multivariées, nous avons pu observer quatre associations significatives. Concernant les conditions de l’organisation du travail, nous avons trouvé que les demandes psychologiques en milieu de travail augment la détresse psychologique, tandis que le support d’un superviseur la diminue. En ce qui concerne, les traits de personnalité, nous avons trouvé qu’être névrotique (neuroticism) augmente la détresse psychologique. Finalement, nous avons trouvé un effet modérateur du trait de personnalité, être consciencieux (conscientiousness), sur la relation entre les demandes psychologiques et la détresse psychologique. Bref, nos résultats nous indiquent que les cinq grands traits de personnalité (Big Five personality traits) ont une influence mitigée sur la santé mentale en milieu de travail. / The current thesis sought to observe the multiple relationships that exist between work organization conditions, personality characteristics and psychological distress in the workplace. The main question of interest was whether the Big Five personality traits have a moderating effect on the relationship between work organization and psychological distress, but numerous other questions of interest were also considered. In order to address the twenty-one hypotheses proposed in this study, secondary data was used from a cross-sectional survey of 395 workers from a municipal police service. Multivariate analyses showed four significant relationships between the three variables of interest. With regards to the work organization conditions, it was found that psychological demands in the workplace increase psychological distress, whereas, support from a supervisor decreases psychological distress. With regards to personality, neuroticism was found to increase psychological distress. Finally, a moderating relationship was found for the conscientiousness trait on the relationship between psychological demands and psychological distress. Globally, the results indicate that the Big Five personality traits have a mitigated impact on mental health problems in the workplace.

Idag är många branscher beroende av ett gediget teamwork. Det finns dock ett behov av objektiva mätsystem för teamwork och därför har detta projekt som syfte att skapa och testa ett observationsprotokoll utifrån den teoretiska modellen ’The Big Five of Teamwork’ framtagen av Salas, Sims &amp; Burke (2005). Observationsprotokollet användes för att observera teamwork mellan två flygledare på Arlanda ATCC. Därefter fick flygledarna svara på en enkät för att bidra med subjektiva aspekter från modellen. Totalt genomfördes 15 stycken strukturerade observationer. Resultatet visade att det är möjligt att skatta teamwork på flygledare med hjälp av ett observationsprotokoll baserat på sex av åtta komponenter, där inte teamorientering och gemensam mental modell ingick. Komponenterna visade sig vara mer än bara ett observerbart beteende och enbart observationer frambringar inte en rättvis bild över komponenten. Resultatet visade också på att flygledarna själva upplever samtliga komponenter som en del av arbetet. Observationerna visade att samarbetet kunde se olika ut och skilja sig från team till team, och att flygledarna anpassar sig efter varandras behov. / Today, many industries are dependent on a solid teamwork. However, there is a need for objective measurement assessment for teamwork and therefore this project aims to create and test an observation protocol based on the theoretical model ’The Big Five of Teamwork’ compiled by Salas, Sims &amp; Burke (2005). The observation protocol was used to observe teamwork between two air traffic controllers at Arlanda ATCC. After the observations the air traffic controllers answered a survey to receive subjective aspects from the model. A total of 15 structured observations were conducted. The results revealed that it’s possible to estimate teamwork on air traffic controllers using an observation protocol based on six of eight components, where team orientation and shared mental model were not included. The components appeared to be more than just an observable behavior, thus only observations does not give a fair picture of the component. The result also showed that air traffic controllers themselves perceive all components as a part of the work. The observations showed that the cooperation could look different and differ from team to team, and that air traffic controllers adapt to each other’s needs.