Published Article / The relationship between the big five personality traits, Extraversion, Agreeableness Neuroticism, Conscientiousness and Openness to Experience and deep and surface approaches to learning forms the basis of this article. The findings of a research study in this milieu will be presented to prove that earlier studies in this field have been upheld, but that an important deviation has occurred on certain levels of personality. A students way of learning implies the type of learning that is taking place. Ultimately we as lecturers want to encourage deep learning as this stimulates retention of information, important in production of students that are ready for employment.

The general aim of this study was to investigate the relationship between personality traits and team culture, establish whether this relationship changed over time and determine if there were significant differences between the research groups in their personalities and team cultures from a before to an after assessment. The study was conducted on a sample from the South African Police Services and assessments utilising the Basic Traits Inventory (BTI) and the Team Emotional and Social Intelligence survey (TESI) were analysed at the onset and completion of the participants' training. The results indicated a slight relationship between personality and team culture and significant differences were detected from the before to after phases of the study. The findings of the study contribute to an understanding of personality as amenable to a specific occupational setting and of team culture as a more stable variable, which is established early in the team‟s development. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Inom ramarna för Femfaktormodellen var det övergripande syftet med föreliggande studie att undersöka relationen mellan personlighet och val av utbildning respektive akademisk prestation på den valda utbildningen i ett svenskt stickprov. Vidare undersöktes om Hollands (1997) teori, som utvecklades för snart 20 år sedan i USA, kan vara av betydelse i dagens Sverige. Totalt deltog 177 studenter som vid tidspunkten för datainsamlingen läste program inom humaniora (N = 121) eller ekonomi (N = 56) vid olika svenska universitet. Dessa fyllde i en webbenkät innehållande IPIP-NEO-PI testet (Goldberg, 1999) samt frågor om utbildning, prestation och yrkesintressen enligt RIASEC – modellen (Holland, 1997). Multivariata kovariansanalyser visade att det finns skillnader i personlighet mellan humaniorastudenter och ekonomistudenter som dessutom verkar inte bero på socialisationsprocessen. Separata korrelationsanalyser för de två grupperna visade på skillnader i samband mellan personlighet och prestation beroende på utbildning. Multipla linjära regressionsanalyser visade att det inte är samma personlighetsfaktorer som predicerar prestation då endast humaniorastudenterna undersöktes och då hela urvalet undersöktes vilket kan vara ett tecken på att olika personlighetsfaktorer predicerar prestation i olika utbildningar. Slutligen visade resultatet på skillnader i utbildningsmiljöer mellan humaniora och ekonomi utifrån RIASEC modellen. För gruppen humaniora, men inte för ekonomi, visade resultatet också på att ”fit” mellan individens profil och typ av utbildningsmiljö ledde till högre prestation. Dessa resultat diskuteras i relation till tidigare forskning inom området. I ett bredare perspektiv diskuteras också innebörden av dessa resultat både för praktiken samt vilka aspekter framtida studier bör ta hänsyn till. / Within the framework of the Big Five factor model, the aim of the present study was to investigate the relationship between personality and choice of college major as well as academic performance in a Swedish sample. A secondary aim was to test whether Hollands (1997) vocational choice theory, which was developed for almost 20 years ago in the United States, could be meaningful for Sweden in present-days. A total of 177 students enrolled in college majors within Humanities (N = 121) and Economics (N = 56) from several Swedish universities used a web-based survey to complete the IPIP-NEO-PI inventory (Goldberg, 1999) and to answer questions about their studies, their academic performance and vocational interests according to the RIASEC model (Holland, 1997). Multivariate covariance analyses showed that there were personality differences between humanities students and economics students that seem to pre-exist rather than to be a consequence of a socialization process. Correlation analyses, separate for the two groups, showed different associations of personality factors with performance across groups. Multiple linear regression analyses showed that the personality factors that predict performance were different when only data from humanities students was analysed and when data from the whole sample was analysed which can be interpreted as if the personality factors that predict performance are different across majors. Finally, results showed that there are differences between educational environments of humanities and economics according to the RIASC model. For humanities students, but nor for economics students, the results also showed that “fit” between the individuals profiles and the profile of the environment leads to higher performance. These results are discussed in relation to previous research in the field. From a wider perspective the implications for practice of these results are discussed as well as insights about aspects needed to be considered in future research.

本研究旨在瞭解臺北市公立幼稚園園長人格特質與團隊領導能力之內涵與現況，探討其兩者之間的關係，進而探討臺北市公立幼稚園園長人格特質對團隊領導能力的影響。 本研究方法主要為訪談法以及問卷調查法，問卷調查樣本以臺北市公立幼稚園園長及教師為研究對象，共500位，樣本回收290份，回收率為58%，可用樣本為287份，可用率為57.4%。研究工具為「臺北市公立幼稚園園長團隊領導能力調查問卷」，主要包括兩大部分，首先是參考Saucier(1994)所編製的「Mini-Markers」(五大人格特質精簡量表)，經翻譯與題意修正後發展成適用於國內的「臺北市公立幼稚園園長人格特質量表」，第二，則是自編之「臺北市公立幼稚園園長團隊領導能力量表」。本研究所使用的統計方法包含描述性統計分析、單因子變異數分析(One-way ANOVA)、皮爾森積差相關(Pearson’s product -moment correlation)、逐步多元迴歸分析(Stepwise Multiple Regression)等方法進行分析。根據研究結果與分析後歸納之研究結論如下： 一、臺北市公立幼稚園園長人格特質與團隊領導能力的內涵及現況 (一)臺北市公立幼稚園園長人格特質包含活潑外向、友善隨和、負責認真、情緒穩定、經驗敞開等五大向度；其整體和分向度得分均為中上，其中以「友善隨和」得分最高，「經驗敞開」得分最低。 (二)臺北市公立幼稚園園長團隊領導能力包含核心領導能力、團隊塑造能力、人際智能與問題解決能力等三大向度；其整體和分向度得分均為中上，其中以「人際智能與問題解決能力」得分最高，「團隊塑造能力」得分最低。 二、不同背景變項在臺北市公立幼稚園園長人格特質與團隊領導能力之差異情形 (一)不同背景變項在臺北市公立幼稚園園長人格特質的得分方面：研究發現在最高學歷、園長年資及園所規模有顯著差異，年齡和服務年資沒有顯著差異。 (二)不同背景變項在臺北市公立幼稚園園長團隊領導能力的得分方面：研究發現在園所規模有顯著差異，而年齡、最高學歷、服務年資、園長年資等方面無顯著差異。 三、臺北市公立幼稚園園長人格特質與團隊領導能力之相關情形 臺北市公立幼稚園園長整體人格特質與整體團隊領導能力之間呈顯著高度正相關(r=.810，p＜.01)，人格特質各分向度與團隊領導能力各分向度之間皆呈顯著正相關。 四、臺北市公立幼稚園園長人格特質對團隊領導能力之預測情形 臺北市公立幼稚園園長人格特質之經驗敞開、負責認真、友善隨和、活潑外向等聯合四個向度對整體團隊領導能力、核心領導能力、團隊塑造能力有顯著的預測力，而經驗敞開、友善隨和及負責認真等聯合三個向度對人際智能與問題解決能力有顯著的預測力，其中團隊領導能力及其分向度皆以經驗敞開最具預測力。 最後，本研究根據研究發現，提出相關建議，俾供臺北市教育行政機關、臺北市公立幼稚園園長以及後續研究參考。 / The main purpose of this study was to investigate personality traits and team leadership competencies of directors for public kindergarten in Taipei City, and to explore the relationship between personality traits and team leadership competencies, and to discuss personality traits how to influence team leadership competencies. The survey method included interview and questionnaires investigation. Participants in this study were teachers and directors for public kindergarten in Taipei City, and the number of participants were 500, and 290 samples(58%) were retrieved, and 287 valid samples(57.4%) were used in this study. The measures included Mini –Markers that made by Saucier (1994) and team leadership competencies questionnaire that made by author. Data were analyzed by description statistics, one-way ANOVA, Pearson’s product -moment correlation and Stepwise Multiple Regression. Based on the statistics analysis of the questionnaire, this study finds reaches the following results: A.In the aspect of personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.The personality traits include five parts: (1) Extraversion, (2) Agreeableness,(3) Conscientiousness,(4) Emotional stability,(5) Openness to Experience. The perception of directors and teachers were above average agreement of the five parts. For directors, the best dimension is “Agreeableness”, and the worst dimension is “Openness to Experience”. 2.The team leadership competencies include three parts: (1) Core Leadership,(2) Team Building,(3) Interpersonal Intelligence and Problem-Solving. The perception of directors and teachers were above average agreement of the three parts. For directors, the best dimension is “Interpersonal Intelligence and Problem-Solving”, and the worst dimension is “Team Building”. B.The influences of personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.Personality Traits: highest educational degree, years of director service, and school size have significant influences on personality traits. But director’s age and years of service do not have any significant influences. 2.Team Leadership Competencies: school size has significant influences on team leadership competencies. But director’s age, highest educational degree, years of service, and years of director service do not have any significant influences. C.In the aspect of relationship between personality traits and team leadership competencies of directors for public kindergarten in Taipei City: 1.There is a significant and positive correlation between personality traits and team leadership competencies. 2.Personality traits (Extraversion, Agreeableness, Conscientiousness, Openness to Experience) do promote team leadership competencies, especially Openness to Experience.

This thesis investigates pricing-performance of two recently developed multifactor asset-pricing models with the implementation of dual-betas dependent upon prevailing market-conditions. The models included in the study are the Fama and French five-factor model and the Q-factor model by Hou, Xue and Zhang. We test the models on cross-sectional Swedish stock-market data between 2003 and 2015 from the Large-, Mid- and Small Cap-lists and their respective precursors. The models are tested in their ability to explain portfolios sorted on firm beta-values, on a twelve-year period as well as a six-year period characterized by changing market directions and high market volatility.  In our study, we support the presence of changing risk-return relationship in up and down market states by estimating separate market betas with the risk-free rate as threshold. However, we do not find the isolated and volatile period to give rise to a larger difference in the up and down market betas. We consistently find the models to have a decreasing explanatory power on the portfolios of firms with lower beta values. We also find the largest difference in the up and down market betas occurring in the low beta portfolios, suggesting that this is causing measurement problems in the models. While making the models conditional, the measurement problem with the static beta seems to be reduced for the portfolios where the difference between up and down betas differ most. In the applied context, we conclude the conditional dual beta adds explanatory power in the models when the market beta differs in up and down market states.  The insights of this thesis support the method of making the market-beta conditional as suggested by Pettengill, Sundaram & Mathur (Pettengill, et al., 1995), in new multifactor models.

Personlighet är per definition relativt stabila mönster av tankar, känslor och beteenden men det finns även klara belägg för att personlighet kan ändras under hela livsloppet. Exakt hur stabil personligheten är och vilka förändringar som sker hos äldre individer är däremot inte klarlagt. Mognadsprincipen säger att förändring i personlighetsdrag med ökad ålder speglar en funktionell mognad. Nyligen har det föreslagits att sådan mognad i personlighet hos de äldsta individerna skiljer sig från den förändring som sker hos unga vuxna och i medelåldern. Den föreliggande uppsatsen hade två syften. Det första var att undersöka rangordningsstabiliteten i personlighet hos äldre och det andra var att undersöka medelvärdesförändring i personlighetsdrag hos äldre utifrån mognadsprincipen. En longitudinell design användes i ett material av 341 individer mellan åldrarna 60–78 år vid baslinjemätning, över en tidsperiod av 12 år. Personlighet mättes med hjälp av femfaktormodellen (The Big Five). Resultaten visade att: (1) rangordningsstabiliteten var moderat till hög i alla fem personlighetsdrag, (2) Conscientiousness och Extraversion minskade för hela gruppen medan Agreeableness och Openness endast minskade för de yngre deltagarna, (3) Neuroticism visade en icke-signifikant trend av att öka hos de äldsta individerna. Uppsatsens resultat ger stöd för att personlighet är relativt stabil även bland äldre. De förändringar i personlighet som sker verkar skilja sig från trenderna som tidigare påvisats hos unga vuxna och i medelåldern och därmed spegla en annorlunda mognad. / Personality is by definition relatively stable patterns of thoughts, feelings and behaviour but there is also clear evidence that personality can change during the entire life span. Exactly how stable personality is and what kind of changes occur in the elderly, however, is not clear. The maturity principle states that change in personality traits with increased age reflects a functional maturity. Recently it has been proposed that such maturation of personality among the oldest individuals is different from the changes that happen in young adults and in middle age. The current study had two purposes. The first was to examine the rank-order stability of personality in the elderly and the second was to examine mean level change in personality based on the maturity principle. A longitudinal design was used in a sample of 341 individuals between the ages of 60-78 at baseline, over a time period of 12 years. Personality was measured using the five-factor model (The Big Five). The results showed that: (1) the rank-order stability was moderate to high in all five personality traits, (2) Conscientiousness and Extraversion decreased in the entire sample while Agreeableness and Openness decreased only in the younger participants, (3) Neuroticism showed a non-significant trend of increasing in the oldest participants. The results of the thesis support the notion that personality is relatively stable even among the elderly. The changes in personality that do occur seem to deviate from the trends that have been established in young adulthood and middle age and thereby reflect a different maturation.

Föreliggande uppsats avser belysa relationen mellan stress och personlighet, detta undersöktes ur ett individorienterat perspektiv som baserades på personlighetsprofiler. Data baserades på en enkätundersökning som mätte personlighet utifrån femfaktormodellen och självupplevd stress. 89 medarbetare på ett svenskt företag deltog i studien, 43 män och 46 kvinnor mellan åldrarna 22 och 66 år. För att klassificera olika personlighetsprofiler genomfördes en klusteranalys. För att sedan undersöka relationen mellan personlighetsprofilerna och upplevd stress jämfördes graden av upplevd stress mellan profilerna. Resultatet visade på att det finns skillnader mellan personlighetsprofilerna avseende graden av upplevd stress. Individer med lägst värden inom extraversion och något lägre värden inom öppenhet i förhållande till de andra dragen och personlighetsprofilerna upplevde högre grad stress. Individer som tillhör personlighetsprofilen med högst värden inom samtliga dimensioner i femfaktormodellen upplevde låg stress. / This paper is intended to describe the relationship between stress and personality, this is examined from an individual-oriented perspective based on personality profiles. The data was based on a questionnaire that measured personality based on the five factor model and self-perceived stress. 89 employees of a Swedish company participated in the study, 43 men and 46 women between the ages of 22 and 66 years. A cluster analysis was used to classify different personality profiles. To later examine the relationship between personality profiles and perceived stress the degree of perceived stress was compared between the profiles. The result showed that there are differences between the personality profiles regarding the level of perceived stress. Individuals with the lowest values in extraversion and slightly lower values of openness in relation to other features and personality profiles, experienced higher levels of stress. Individuals belonging to the personality profile with the highest values in all dimensions of the five factor model experienced low levels of stress.

Att undersöka ledarens påverkan på privat och offentligt anställdas motivation är aktuellt med tanke på den pågående diskussionen inom svensk politik rörande privatiseringen av offentliga tjänster. Dessutom leder världens ökande globalisering, organisationers utveckling och individens förändrade arbetskultur till att uppfattningen om ledarskap och motivation är i ständig förändring. Tidigare forskning har präglats av ett stort fokus på själva ledaren, men har på senare år riktat större uppmärksamhet mot följderna av ledarskapet. Det är även utgångspunkten i denna studie, vars syfte är att förklara hur ekonomers motivation påverkas av ledarskapsstil och ledarens personlighet, modererat av sektor. Studien har ett deduktivt förhållningssätt och undersöker kvantitativt hypoteser kring ledarskapsstil, personlighet och motivation genom en enkätundersökning riktad till ekonomer. MätinstrumentenMultifactor Leadership Questionnaire, Ten-Item Personality Inventory och Work Extrinsic and Intrinsic Motivation Scale användes för att utforma enkäten och mäta de tre huvudkomponenterna. Studien undersökte även faktorerna kön, ålder, arbetslivserfarenhet och sektortillhörighet. Resultaten av studien bekräftar tidigare forskning genom att påvisa ett starkt signifikant samband mellan såväl transformativ ledarskapsstil och inre motivation, som transaktionell ledarskapsstil och yttre motivation. Vidare fann studien ett signifikant positivt samband mellan egenskaperna Sympatiskhet, Öppenhet och Extraversion och inre motivation samt mellan egenskaperna Samvetsgrannhet och Neuroticism och yttre motivation. Studien kunde däremot inte bekräfta den effekt som sektortillhörighet väntades ha på sambanden mellan ledarskap och motivation, eftersom den modererande effekten antingen var obefintlig eller motsatt det förväntade. Det finns därmed ett behov av mer forskning på området ledarskap med fokus på sektorns effekt på den anställdas motivation. / Investigating leaders’ influence on private and public employee motivation is relevant given the ongoing discussion within Swedish politics regarding the privatization of public services. Furthermore, the world's increasing globalization, the development of organizations and the individual's changed work culture cause the perception of leadership and motivation being in constant change. Previous research has been characterized by focusing on leaders, but has in recent years focused more on the consequences of leadership. Consequently, the purpose of this study is to explain how leadership style and the leader’s personality affects economists' motivation, moderated by sector. The study has a deductive approach and quantitatively examines hypotheses about leadership style, personality and motivation through a questionnaire directed towards economists. The measuring instruments Multifactor Leadership Questionnaire, Ten-Item Personality Traits and Work Extrinsic and Intrinsic Motivation Scale were used to design the survey and to measure the main components. The study also examined gender, age, work experience and sector affiliation. The results of the study confirm previous research by demonstrating a significant relationship between transformative leadership and internal motivation, and between transactional leadership and external motivation. Furthermore, the study found a positive correlation between the traits Openness, Agreeableness and Extraversion and internal motivation, and between the traits Conscientiousness and Neuroticism and external motivation. The study however, could not confirm the effect that sector affiliation was expected to have on the relationship between leadership and motivation, since the moderating effect was either non-existing or opposite the expected. There is therefore a need for more research in the area, with focus on the sector's effect on motivation.

Made available in DSpace on 2016-04-04T18:28:15Z (GMT). No. of bitstreams: 1 Angela Tamye Lopes Fujita.pdf: 2091772 bytes, checksum: 808af13e69106afabd1647d85111c570 (MD5) Previous issue date: 2014-02-11 / Tobacco dependence consists in a complex behavior, which involves physical and psychological dependency. Beyond neurological understanding on nicotine effects, others factors of social, familial and individual nature have been investigated, among these, personality traits can also play animportant role in dependence initiation and it?s maintenance. This study proposed to investigate the existence of differences in personality traits among academic students, which were divided into two separate groups, non-smokers and smokers, and also considering possible influences from sex and level of nicotine dependence variables. The overall sample consisted of 93 college students from a private institution of higher education in the state of S?o Paulo, of which 75 were women and 18 men with a mean age of 21 years. Participants were divided into two groups (smokers and nonsmokers), according to results presented at the Fagerstr?m Test for Nicotine Dependence (TFDN). The Personality Factor Battery (BFP) was answered by all participants, yielding scores on the five major personality factors and facets. From a nonparametric statistical test, Mann-Whitney test, was observed that with respect to the influence of the variable group (smokers and nonsmokers) in personality factors and facets of the group of nonsmokers obtained significantly higher scores on Vulnerability, Pro- sociality Trusts in people, Socialization, and Commitment. Have the smoker group had significantly higher scores in novelty seeking and Openness. The results of the Mann-Whitney statistical teste regarding the influence of level of nicotine dependence (addiction mild group and moderate dependence group) indicated statistically significant differences only on the facet Trust in people with higher average obtained by the group with mild dependence on nicotine. In the analysis of the influence of gender, which was obtained by the Quisquare test,was observed that the group of women obtained significantly higher scores on the facet of Pro- Sociability and Socialization in general factor, whereas men had significantly higher scores on the facets of Openness to ideas, Liberalism, Searching for News and Openness factor. It is expected that these results can be used to favor the improvement of professionals working in the area of smoking and understanding of personality traits that show the different between dependent and non-dependent individuals. / O tabagismo consiste em um comportamento complexo que envolve a depend?ncia f?sica e psicol?gica. Al?m do entendimento neurol?gico dos efeitos da nicotina, diversos outros fatores de natureza social, familiar e individual tamb?m v?m sendo estudados, podendo-se destacar, dentre eles, os tra?os de personalidade, os quais podem exercer papel importante no processo de depend?ncia, assim como na sua manuten??o. Diante do exposto, esse estudo tem como objetivo investigar a exist?ncia de diferen?as de caracter?sticas de personalidade em estudantes universit?rios, divididos em dois grupos: n?o fumantes e fumantes, considerando-se ainda a influ?ncia das vari?veis sexo e n?vel de depend?ncia (no grupo de fumantes).A amostra geral foi composta por 93 estudantes universit?rios de institui??o particular do ensino superior do interior do estado de S?o Paulo, da qual 75 eram mulheres e 18 homens, com idade m?dia de 21 anos. Os participantes foram divididos em dois grupos (n?o fumantes e fumantes), de acordo com o resultado apresentado no Teste de Fagerstr?m para Depend?ncia de Nicotina (TFDN). A Bateria Fatorial de Personalidade (BFP) foi respondida por todos os participantes, dando origem a pontua??es nos cinco grandes fatores da personalidade e suas facetas. A partir de teste estat?stico de Mann-Whitney foi observado que com rela??o ? influ?ncia da vari?vel grupo (fumantes e n?o fumantes) nos fatores e facetas de personalidade o grupo de n?o fumantes obteve escores significativamente maiores em Vulnerabilidade, Pr?-sociabilidade, Confian?as nas pessoas, Socializa??o, e Empenho. J? o grupo fumante apresentou escores significativamente maiores em Busca por novidades e Abertura. Os resultados referentes ? an?lise da influ?ncia do n?vel de depend?ncia nicot?nica (grupo depend?ncia leve e grupo depend?ncia moderada), obtidos a partir de teste de Mann-Whitney,apontaram para diferen?a estatisticamente significativa apenas na faceta Confian?a nas pessoas, com m?dia maior obtido pelo grupo com depend?ncia de nicotina leve. A an?lise estat?stica realizada com o teste do Qui-quadrado sobre a influ?ncia da vari?vel sexo observou-se que o grupo das mulheres obteve escores significativamente maiores na faceta de Pr?-Sociabilidade e no fator geral Socializa??o, enquanto os homens apresentaram escores significativamente maiores nas facetas de Abertura a id?ias, Liberalismo, Busca por Novidades e no fator Abertura. Espera-se que os resultados apresentados possam ser utilizados no sentido de favorecer o aperfei?oamento dos profissionais atuantes na ?rea do tabagismo e na compreens?o dos tra?os de personalidade que se mostram diferentes entre indiv?duos dependentes e n?o dependentes.

Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.