Given the large economic and social costs of work-related accidents and injuries, it is not surprising that organisations strive to reduce them; this creates a need to improve the safety performance of the whole construction industry. Health and Safety statistics in general appear to suggest a levelling off of safety performance across the construction industry as a whole and this implies that improving safety beyond the current level of attainment calls for a radical look at how safety is addressed by the industry. Such a radical approach needs to explore alternatives to current practices in safety improvement. Although it is acknowledged that human factors are involved in 80-90% of work-related accidents and incidents, the focus of safety research in recent years still addresses only organisational and environmental factors, rather than variables at the level of the individual. Occupational personality models suggest that the ability to understand, predict and control incidents could minimize their potential transition into accidents. The safety behaviour of the individual worker forms part of such occupational personality modelling. Understanding the safety behaviour of construction workers should provide opportunities for improvement beyond traditional practices in the quest to improve safety management. The study on which this thesis is based aimed to develop a conceptual framework for improving safety performance on sites. This was achieved by exploring, on the one hand, the relationship between the personality traits of individual workers and their safety behaviour (safety participation, safety compliance and safety motivation), and incident rates on the other. The data for the analysis was drawn from multi-cultural construction workers in Saudi Arabia. The emergence of the Big Five personality model has been widely accepted as a valid and reasonably generalisable taxonomy for personality structure and has been used by numerous researchers as a framework to explore the criterion-related validity of personality in relation to job performance. This study employed the Big Five categorisation of traits to explore the relationship between fundamental dimensions of personality and potential for involvement in accidents and incidents. The principal findings from the study showed a very good level of acceptance by practitioners in Saudi Arabia for the conceptual framework developed for managing safety behaviour. The study also established that some personality traits moderated the effects of safety behaviour for incident rates. In addition, the analysis revealed that individual workers characterised by conscientiousness and openness are least likely to experience incidents, and consequently, accidents and injuries at work. However, individuals characterised by high extraversion, neuroticism and low agreeableness are more likely to be v involved in incidents, and potentially, accidents and injuries. These important findings have significant ramifications for the way safety development and training for construction workers should be addressed in the future. Recommendations from the study culminated in the development of a conceptual framework for improving safety performance which aimed to minimize incidents attributable to the worker. The framework relies on the attitudes and behaviours of employees in proposing mitigation strategies for the construction industry.

As the structure of society has changed, there has been a gradual increase in non-profit organizations. People no longer work to only satisfy biological needs, but have started pursuing higher levels of self-actualization by participating in various volunteer activities. This research aimed to investigate the relationships among the big five personality traits, participation motivation, and involvement of the Pingtung County Ligang Squadron Volunteer Firefighters. The main purposes of this study were: (1) To explore the relation of demographic features to the big five personality traits of volunteer firefighters; (2) To explore the relation of the big five personality traits to participation motivation of volunteer firefighters; and (3) To explore whether participation motivation would be associated with involvement. We distributed 185 questionnaires via purposive sampling and received 145 valid questionnaires. The response rate was 80.5%. Reliability, descriptive statistics, independent sample t-test, one-way ANOVA, and regression analysis were employed for data analysis. The results showed that volunteer firefighters' personality traits were correlated with age, education level, and occupation. Among the big five personality traits, conscientiousness and emotional stability were significantly associated with participation motivation. Volunteer firefighters with the firefighting or nursing profession showed greater willingness for continued participation. Implications, limitations, and future directions are discussed.

When first-line service providers are confronted with customers, they are usually demanded by the organization to display certain emotion to meet organization¡¦s service standard, such work condition is known as emotional labor. The purpose of present study was to explore the relationship between emotional management methods (i.e. surface acting and deep acting), the antecedents-personality (i.e. extraversion, agreeableness, conscientiousness, openness to experiences, and neuroticism) and the consequences-burnout (i.e. emotional exhaustion, depersonalization, and diminished accomplishment) of emotional labors. To be specific, the study examined the relationships between personalities with two ways of acting and burnout, and also tends to explore what sort of relationship exists between two ways of acting and burnout. To test these hypotheses, self-report data were collected from 186 cosmetics saleswomen through questionnaires. The results suggested that extraversion; agreeableness, conscientiousness, and openness to experiences had significant negative correlation with surface acting but had positive correlation with deep acting, and neuroticism had significant positive correlation with surface but negative correlation with deep acting; surface acting had significant positive correlation with three dimensions of burnout, while deep acting had significant negative correlation with three dimensions of burnout; the results also suggested that emotional management methods had moderating effect on the relationship of personalities and burnout. Implications for future research and service work were also discussed at the end.

Personality plays an important role in various aspects of our daily life. It is being used in many application scenarios such as i) personalized marketing and advertisement of commercial products, ii) designing personalized ambient environments, iii) personalized avatars in virtual world, and iv) by psychologists to treat various mental and personality disorders. Traditional methods of personality assessment require a long questionnaire to be completed, which is time consuming. On the other hand, several works have been published that seek to acquire various personality traits by analyzing Internet usage statistics. Researchers have used Facebook, Twitter, YouTube, and various other websites to collect usage statistics. However, we are still far from a successful outcome. This thesis uses a range of divergent features of Facebook and LinkedIn social networks, both separately and collectively, in order to achieve better results. In this work, the big five personality trait model is used to analyze the five traits: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. The experimental results show that the accuracy of personality detection improves with the use of complementary features of multiple social networks (Facebook and LinkedIn, in our case) for openness, conscientiousness, agreeableness, and neuroticism. However, for extroversion we found that the use of only LinkedIn features provides better results than the use of only Facebook features or both Facebook and LinkedIn features.

Utmattningsdepression till följd av brister i den psykosociala arbetsmiljön är ett ökande samhällsproblem i Sverige. En komplex interaktion mellan individuella och organisatoriska faktorer föranleder denna problematik. Forskning visar att en individs personlighet och brist på feedback i arbetslivet är betydande faktorer vid utvecklandet av en utmatt- ningsdepression. Föreliggande studie ämnade därför att undersöka olika personlighets- typers behov av feedback i arbetslivet, i syfte att bidra till en del av ett förebyggande ar- bete att motverka utvecklandet av utmattningsdepressioner. En kvantitativ studie utför- des hos tre olika organisationer där data samlades in från 143 anställda via en webb- enkät. I ett försök att kartlägga behovet av feedback genomfördes en standard multipel regressionsanalys. De universala personlighetsdomänerna ur “The big five personality- theory” utgjorde de oberoende variablerna vilka studerades i förhållande till den bero- ende variabeln “feedback orientation”. Resultatet av den multipla regressionsanalysen visade att modellen förklarade 8,5 % av individers “feedback orientation” där signifi- kanta enskilda prediktorer utgjordes av neuroticism (p = 0,020) och “agreeableness” (p = 0,010) gällande det totala antalet deltagare. En könsbunden skillnad framkom även i resultatet, där en icke-sigifikant modell uppstod gällande män. Vad gäller kvinnor var “agreeableness” en signifikant prediktor (p=0,001) till “feedback orientation”. Avslutningsvis diskuteras studiens resultat, applicerbarhet och brister, där även förslag till framtida forskning läggs fram. / Occupational fatigue syndrome, also known as burnout, is an increasing societal issue in Sweden.Acomplex interaction between individual and organisational factors may cause this problem. Research has shown that personality and absence of feedback, impact the development of the syndrome. This study aim to examine the need of feedback in different personality types, with the purpose to shed light on some factors which could help to prevent the development of burnout. A quantitative study was initiated at three different organisations and 143 employees were assessed through an online sur- vey. With an attempt to chart the need of feedback, a standard multiple regression ana- lysis was performed. The universal domains of personality from “The big five personality-theory” represented the independent variables that was examined in relation to the dependent variable “feedback orientation”. The results of the multiple regression analysis shows that the model explained 8,5 % of individuals feedback orientation, sig- nificant predictors where neuroticism (p=0,020) and agreeableness (p=0,010), regarding the total number of participants. Furthermore, the results also showed a difference between genders where a non-significant modell appeared for men. Although, when it comes to women ”agreeableness” was a significant predictor (p=0,001) for ”feedback orientation”. In conclusion, the study's results, practical implications and inadequacies are discussed as well as suggestions for future research.

Tidigare forskning menar att det äldsta syskonet anses vara mer auktoritärt, det mellersta barnet minst familjeorienterat och det yngsta barnet mer socialt. Uppväxten kan påverka individens KASAM. Studien undersöker om syskonplacering samverkar med människors KASAM, personlighet utifrån femfaktormodellen samt ser till eventuella könsskillnader. Urvalet bestod av högskolestudenter, varav 145 kvinnor och 80 män. Enkätens material analyserades med tvåvägs variansanalyser. Studien uppvisade ingen signifikant skillnad mellan de tre syskonplaceringarna. En tendens till signifikant interaktion visades mellan könen, där kvinnliga mellanbarn har lägre KASAM än de manliga. Studien visade två signifikanta könsskillnader mellan kvinnor och män. Kvinnorna var mer neurotiska och samvetsgranna än männen. Resultatet uppvisade en tendens till signifikans, gällande att kvinnor hade högre grad av personlighetfaktorn öppenhet än männen. Slutligen konstaterades att syskonplaceringen inte samverkar med individens personlighet eller KASAM, men att det finns vissa personlighetsskillnader mellan könen. Resultatet kan bero på brister i studien, som att familjekonstellation inte tillfrågades deltagarna.

This study examined the importance of the Big-Five personality traits and work values for the prediction of entrepreneurial intent. Data were collected from a sample of 261 undergraduate students at Nanyang Technological University in Singapore. Results of a hierarchical regression analysis revealed that none of the Big-Five personality factors predicted entrepreneurial intent; however, the importance individuals attached to achievement and social-affective work values accounted for 9% of the variance in entrepreneurial intent, above and beyond personality. The results lend support to the argument that entrepreneurship is a cultural phenomenon and that entrepreneurs are ‘made’ as opposed to ‘born’. Consequently, the implications of culture and gender characterization are discussed in relation to entrepreneurial intentions. Finally, a dynamic model of entrepreneurial emergence is proposed and suggestions for future research are discussed.

As the growing of social media and user-generated content phenomena, SNSs (Social Networking Sites) become a critical platform for people to join the virtual community to communicate and interact with each other. In addition to the positive virtual groups, there are also negative-bias counterparts - Anti-fans groups. The main purpose of Anti-fans groups is to oppose and attack particular celebrities they hate. The influence of such groups on the Internet cannot be underestimated. Based on the Use and Gratification Theory, the study proposes both environmental and psychological factors have the effect on motives, behaviors and attitudes. The research hypothesizes that both Computer-mediated Communication characteristics (CMC) and Big Five Personality traits do influence the motives, behaviors and attitudes of participating in Anti-fans groups. This research adopted Internet surveys and took samples from members from Anti-fans groups on Facebook. Results showed that high levels of Disinhibition and Self-disclosure of CMC characteristics and significantly predicted the motives, behaviors and attitudes of participating in Anti-fans groups, and so do Extraversion and Neuroticism of Big Five Personality traits. Furthermore, individuals with different motivations have diversity of behaviors and gratifications of participating in Anti-fans group

¡@¡@The related researches on voluntary services in Taiwan, instead of focusing on psychological extent, such as personality traits, have mainly been centered on its external fields, including volunteer recruitment, training and management. In terms of the research on personality traits, people usually take the paid staff, such as police officers, medical staff, teachers and leaders as the subject. However, unpaid volunteer is not often to be seen in such study based on the big five personality traits or five factor model (FFM). By questionnaires, the basic statuses of volunteers in Kaohsiung Hakka Cultural Museum have been analyzed in this research, as well as the impact of FFM on the motivations of volunteers. The findings are: ¡@¡@A. Most of the volunteers in Hakka Cultural Museum are usually retired with the average age around 50 years old. The status of them is usually married, having 2 or 3 children. The education level is either college, senior high or vocational high school. Their years of services are more than 5 years, and they would provide voluntary services continuously. ¡@¡@B. In the perspective of personality traits, the volunteers in Hakka Cultural Museum are often full of energy (extraversion), with the preference for adventure and discussing popular issues (openness to experience), with the tendency to be cooperative rather then antagonistic (agreeableness), responsible (conscientiousness) and seldom to experience helplessness (emotional stability). ¡@¡@C. The volunteers who provide services with the motivations for self-fulfillment, willingness of learning and interest have the tendencies of extraversion, agreeableness and conscientiousness. As for the volunteers who provide service due to the introduction of family or friend, or with the motivation for killing time, they have the characteristics of openness to experience. Finally, the volunteers with the motivations for material things have the tendency of neuroticism.

Self-determination theory (SDT) has been used to study motivation and motivational strategies within many different domains one of the most pertinent being academia. The theory emphasizes the importance of autonomy, competence, and relatedness needs and places a strong emphasis on environmental factors as both fostering and impeding of motivational energies, while simultaneously giving less importance to intrapersonal determinants of motivation such as personality and attachment. This gap in the literature was addressed in this study by investigating that aspect of academic motivation which has not been of a salient interest to SDT. To test the hypotheses that Neuroticism, Extraversion, Conscientiousness, and attachment styles are associated with Intrinsic Motivation, with attachment being a stronger predictor, 272 participants at a midsize university completed a survey including scales assessing personality traits, attachment style, and academic motivation. Data were analyzed using correlation, regression, and moderation analyses and as hypothesized, all three personality traits were significantly associated with Anxiety and Avoidance attachment dimensions, which in turn were related to Intrinsic Motivation, though only partially. Attachment Avoidance emerged as the most important dimension of attachment accounting for a significant amount of variance in Intrinsic Motivation beyond personality and illustrating the relatedness component of self-determination theory. Implications of these results include both theoretical (example, conceptualizing relatedness in terms of attachment Avoidance), and practical (example, suggestions for instructors on methods for increasing student Intrinsic Motivation) aspects.