Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

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.

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.

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.

Recent research in economics and psychology has examined the childhood noncognitive skills which predict future economic success. However, there has been relatively little research on whether these skills predict future unemployment. This thesis uses data from four cohort studies (total N = 47,328) from Great Britain and the United States to examine how lifetime trajectories of unemployment are affected by childhood differences in self-control (chapter 3), conscientiousness (4), and mental health (5-6). These are some of the first studies to examine how pre-labor market measures of these psychological characteristics prospectively predict future unemployment. Chapters 3, 5 and 6 are the first studies to examine how early psychological characteristics interact with recessions to produce differential unemployment outcomes. After adjusting for cognitive ability and key sociodemographic indicators (e.g. gender, SES), all three of these psychological characteristics are found to predict future unemployment. The effects are statistically significant and economically meaningful, comparable in magnitude to the effects of intelligence. Chapter 3 shows that childhood with poor self-control were disproportionately more likely than their more self-controlled peers to become unemployed during the 1980s UK recession, and chapters 5 and 6 find a similar effect for children with high psychological distress compared to their less distressed peers during the 1980s UK recession and 2007 US recession. These studies demonstrate the value of using psychological research to examine economic outcomes. The chief policy implication is that interventions which improve childhood levels of self-control, conscientiousness and mental health may be an effective way to reduce future population unemployment levels. In the short term, remediation programs which take into account individual psychological differences may improve the efficacy of unemployment interventions, particularly during recessions when certain groups are more likely than others to become unemployed.

Within the psychological literature two main approaches can be identified as influential factors in the increase of well-being, defined in this thesis as Hedonic (SWB) vs. Eudaimonic Well-Being (PWB). One of the key qualities of the human mind is its ability to think about and act upon the future. The first approach emphasises the role of psychological strengths related to the utilisation of foresight and planning in such a way as to influence the consequences of current actions. The second approach focuses on the function of basic personality traits in the setting of goals and mental functioning. To integrate these approaches, this thesis brings together two lines of research: future-orientation and personality traits. Two longitudinal studies investigate the predictive qualities of future-orientated constructs in relation to personality traits, while also focusing on their contribution to the setting and attainment of goals and the perception of well-being. In the first study two cognitive-motivational scales, Hope and Personal Growth Initiative (PGI), were administered to measure two hundred and sixty four participants’ future-orientation. The first aim of this study was to examine the distinctiveness of these two scales in predicting well-being. Results from factor analyses cast doubt on the uniqueness of Hope and PGI, while regression analyses demonstrate Hope to be the strongest, most significant predictor of PWB and SWB. A further aim of the study was to ascertain if future-orientation could account for additional variance in the prediction of well-being, after the influence of the Eysenck’s Personality traits have been controlled for. It was indicated that individuals’ Hope levels do account for residual variance in PWB and SWB. The last aim of the study was to determine if future-orientation could contribute to long-term goal attainment and well-being. The results indicate that participant’s Hope levels did not significantly contribute to long-term goal attainment, however it had a direct, significant effect on long-term PWB. The second study, utilising 117 participants, replicated prior findings that demonstrate Hope, instead of PGI, to be the strongest, most significant predictor of both PWB and SWB. The study also extents prior research by utilising the Big-Five traits in the prediction of PWB and SWB. Factor analyses results indicate Hope to share an underlying factor structure with Openness and Conscientiousness, while PGI share an underlying factor structure with Agreeableness. It was further indicated that participants’ Hope, but not PGI, accounts for residual variance in the prediction of PWB, after controlling for the Big-Five traits. Conversely, Hope and PGI did not account for any residual variance in the prediction of SWB, instead almost 60% of the variance can be attributed to the Big-Five personality traits. Extending the first study, the aim of the second study was to ascertain attainment through independent verification and not participant self-assessment. The results indicate that participants who demonstrate greater levels of Openness and PGI tend to set higher quantitative goals. Although not predictive of goal attainment, participants with greater Openness showed higher performance on the goals. Overall, the results question the distinctiveness of Hope and PGI in the prediction of well-being. It adds to our knowledge of how psychological strengths such as future-orientation can contribute variance to the prediction of well-being after basic personality traits have been controlled for. Finally the results also add to our understanding of how personality traits, as well as, Hope and PGI independently contribute to the setting of goals.

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Women are a particularly vulnerable group when it comes to victimization while intoxicated. Personality traits and characteristics have been shown to have an impact on alcohol consumption. Previous research regarding the Big Five Personality Traits indicates higher drinking levels if a person scores high within “Extraversion” and “Neuroticism”, or scores low within the traits of “Agreeableness” and “Conscientiousness”. Concerning women, “Openness” seems to be the only personality related to alcohol consumption, but previous research is scarce. The main focus of previous research has been on the Big Five Personality Traits, people in general and alcohol consumption. Our focus was Swedish women, age range 18-50 years. We proposed that personality traits could affect alcohol consumption and because of the lack of research we specifically wanted to examine women. The results showed that personality traits have an impact on women’s alcohol consumption. In conclusion, women tend to drink more alcohol if they score high on “Extraversion” and “Neuroticism”, and, if they scored low on “Agreeableness” and “Conscientiousness”. This could mean that personality traits serves as risk factors for alcohol consumption. “Openness” and alcohol consumption showed no association. Future research should investigate how other factors combined with personality traits might affect alcohol consumption. / Kvinnor är en extra utsatt grupp när det kommer till viktimisering i samband med alkoholkonsumtion. Fortsättningsvis, vissa personlighetsdrag och karaktärsdrag har visats påverka alkoholkonsumtion. Tidigare forskning gällande Big-Five-teorin och dess personlighetsdrag indikerar vanligtvis högre nivåer av alkoholkonsumtion om en person skattar högre inom dragen “Utåtriktning” och “Känslomässig instabilitet”, eller skattar lägre inom dragen “Vänlighet” och “Målmedvetenhet”. Gällande kvinnor, draget “Öppenhet” verkar vara det enda som är kopplat till alkoholkonsumtion, men tidigare forskning är begränsad. Huvudfokuset inom tidigare forskning har varit på Big-Five-teorin, människor överlag och alkoholkonsumtion, vi ville därmed specifikt undersöka kvinnliga vanor. Vårt fokus har legat på svenska kvinnor i åldrarna 18- 50 år. Vi menade att personlighetsdrag kunde ha en påverkan på alkoholkonsumtion och ville undersöka specifikt kvinnor vad gäller detta då befintlig forskning ansågs bristfällig. Resultatet visade att olika personlighetsdrag påverkar alkoholkonsumtionen hos kvinnor. Sammanfattningsvis, kvinnor tenderar att dricka mer alkohol om de skattar högt inom “Utåtriktning” och “Känslomässig instabilitet”, och om de skattar lågt inom “Vänlighet” och “Målmedvetenhet”, vilket skulle kunna innebära att olika personlighetsdrag fungerar som riskfaktorer för alkoholkonsumtion. Dock visade “Öppenhet” inte på något samband med alkoholkonsumtion. Framtida forskning bör undersöka hur eventuellt andra faktorer kombinerat med personlighetsdrag kan ha en effekt på alkoholkonsumtion.

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The new economy is characterised by globalisation, increased competition, and rapid changes. In order to remain competitive, organisations need to be proactive and innovative to survive. This is mirrored in the South African retail industry which is developing into a dynamic industry driven by changes in technology, shifts in consumer behaviour, saturating markets, and increased competition as a result of globalisation. In light of these increased demands on organisations to be more flexible, adaptable, and competitive, new demands have subsequently been placed on leaders. The retail industry is highly labour-intensive and requires effective leadership at all levels, and Transformational Leadership (TL) has been shown to be an effective leadership style to improve various organisational outcomes. In recent years, personality has been used as a means to predict TL behaviours in leaders. One model of personality that has proved its utility in identifying leadership characteristics has been the Five Factor Model of Personality. However, not much is known about the relationship between TL and the Big Five personality factors in the retail industry. The current study utilised a quantitative research approach in which 101 leaders in a retail organisation in South Africa were assessed on TL and the Big Five personality factors, using the Multifactor Leadership Questionnaire and the Fifteen Factor Plus Personality Questionnaire. Correlation analysis was conducted to determine the statistical relationship between TL and the Big Five personality factors. Results indicated that there were no statistically significant relationships between three of the Big Five personality factors, namely extraversion, openness to experience, and conscientiousness, and any of the TL dimensions or the composite TL score. There are two statistically significant relationships between one Big Five personality factor, namely agreeableness, and two TL dimensions, namely inspirational motivation (.196; p < .05), and individualised consideration (.200; p < .05). Only one Big Five personality factor, namely emotional stability, is statistically significantly related to all the TL dimensions as well as the composite TL score, ranging from a low of .539 (p < .01) for idealised behaviour to a high of .556 (p < .01) for the composite TL score. The study concluded that the Big Five personality factors should be used with caution to identify and develop potential TL behaviours in the diverse South African retail context. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)