The main purpose of the study was to investigate the role of Big Five personality dimensions (Extraversion, Conscientiousness, Openness to Experience, Neuroticism and Agreeableness) and justice perceptions (procedural, distributive, informational and interactional justice) on social loafing in a field setting. Another purpose was to explore potential moderation effects of personality and justice dimensions on social loafing. Data was gathered both from employees and their supervisors working in three leading software companies in Ankara, Turkey. The study was conducted in two phases. In the pilot study, social loafing and perceived coworker social loafing scales were developed. Task visibility scale was adapted to Turkish. The internal consistency reliabilities of the scales were tested by a pilot study with a sample of 53 employees. In the main study, hypothesis and potential moderation effects were tested by gathering data from 156 participants. Results supported only two hypotheses proposing positive relations between extraversion &amp / social loafing and neuroticism &amp / social loafing. Investigating potential moderators, distributive justice turned out to be moderator on the relation between extraversion and social loafing. Moreover, conscientiousness had moderation effect on the relation between informational justice and social loafing. The results were discussed along with practical implications, limitations of the study and future directions.

In the media, one type of prejudice is often discussed as isolated from other types of prejudice. For example, after Breivik’s massacre, intolerance toward Muslims was intensely debated (for good reasons). However, his manifesto also disclosed extreme attitudes towards women and gays, a fact which passed without much notice. Still, in understanding why some individuals are so extremely intolerant compared to others, the psychological unity underlying different kinds of prejudice (e.g., racism, sexism) needs to be considered. This psychological unity, referred to as generalized prejudice, provided the starting point for personality theories on prejudice because it suggests that some people are simply more biased than other people in principle. Today it is well known that two basic personality characteristics, agreeableness and openness to new experiences, are powerful predictors of prejudice. However, more precisely what these variables can, versus cannot, explain has received little attention. Consequently, the aim of this thesis was to provide a more fine-grained analysis of generalized prejudice and its personality roots. Paper I demonstrated that personality mainly accounts for variance shared by several prejudice targets (generalized prejudice) whereas group membership mainly predicts unique variance in prejudice towards a particular target group. Thus, personality and group membership factors explain prejudice for different reason, and do not contradict each other. Paper II demonstrated, across three studies, that agreeableness and openness to experience are related to self-reported (explicit) prejudice, but not automatically expressed (implicit) biases. Personality seems informative about who chooses to express devaluing sentiments, but not who harbors spontaneous biases. Finally, Paper III examined the assumption that personality explains (explicit) generalized prejudice because some people simply favor their own group over all other groups (ethnocentrism). Providing the first direct test of this assumption, the results from three studies suggest that while agreeableness and openness to experience explain generalized prejudice, they do not account for purely ethnocentric attitudes. This indicates a fundamental difference between ethnocentrism and generalized prejudice. All in all, self-reported personality seems to have little to do with spontaneous group negativity or simple ingroup favoritism. However, personality strongly predicts deliberate and verbalized devaluation of disadvantaged groups. / I media diskuteras ofta fördomar mot en viss grupp som helt skilda från fördomar mot andra grupper. Efter Breivik’s massaker debatterades till exempel intolerans mot muslimer i stor utsträckning, men det diskuterades inte mycket kring att han även uttryckt extrema åsikter om kvinnor och homosexuella. Likväl är den gemensamma nämnaren i sådana attityder av yttersta vikt för att förstå varför vissa individer är mer intoleranta än andra. Tidigare forskning visar att personer som är mer rasistiska än andra också tenderar att vara mer sexistiska, samt nedvärdera till exempel, handikappade människor. Den gemensamma nämnare i sådana attityder kallas generaliserad fördomsfullhet och utgör grundbulten i personlighetsteorier om fördomar då det pekar på att somliga alltid tycks ogilla/nedvärdera utsatta grupper. Idag är det även välkänt att två personlighetsvariabler, vänlighet och öppenhet för nya erfarenheter, beskriver vem som uttrycker mer fördomar än andra. Däremot har det inte ägnats mycket kraft åt frågan vad exakt det är som dessa variabler förklarar, respektive inte förklarar. Syftet med avhandlingen var därmed att erbjuda en mer detaljerad analys av kopplingen mellan personlighet och generaliserad fördomsfullhet. Artikel I visade att personlighet förklarar den gemensamma nämnaren i olika typer av fördomar, medan grupptillhörighet (exempelvis kön) förklarar skillnader som är unika för fördomar mot en viss grupp (kvinnor). Personlighet och grupptillhörighet kompletterar alltså varandra som förklaringar snarare än att vara motsägelsefulla, såsom vissa forskare menat. Tre studier från Artikel II visade att vänlighet och öppenhet till nya erfarenheter hänger samman med viljekontrollerade fördomar, men inte spontana negativa associationer. Målet med Artikel III var att undersöka om personlighet förklarar fördomar av anledningen att vissa alltid favoriserar sin egen grupp över andra grupper (så kallad etnocentrism). Denna tanke har tagits för givet inom forskning om fördomsfullhet, men antagandet har inte testats empiriskt. Resultaten från tre studier pekar på att, till skillnad från generaliserad fördomsfullhet, så visar etnocentrism i sig inte på några starka samband med personlighet. Sammanfattningsvis så hänger varken vänlighet eller öppenhet ihop med spontan gruppnegativitet eller att ogilla ”de andra”. Däremot så pekar personlighetsfaktorer i stor utsträckning på vem som väljer att uttryckligen nedvärdera utsatta grupper.

The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.

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)

Numerous factors are likely to influence response patterns to situational judgment tests, including agreeableness, leadership style, impression management, and job and organizational experience. This research presents background information and research on situational judgment tests and several constructs hypothesized to influence situational judgment test responses. A situational judgment test and manipulations to influence response patterns were developed and piloted with a small sample of management professionals and undergraduate students. Larger samples of management professionals and undergraduate students participated in the experimental research. Participants were asked to imagine that they are applying for a job. Each participant was presented with background information about a fictitious company, describing a company as either highly Participative/Supportive or highly Directive/Achieving in its leadership culture. A third description provided no information about leadership culture to serve as a control. Participants responded to a situational judgment test consisting of some commercially developed items and some new items. Then participants responded to an inventory comprised of items that measure the factors hypothesized to influence response patterns, specifically Agreeableness and Experience. Significant differences in response patterns were determined to be attributable to the Agreeableness and Experience variables, and the Leadership Culture manipulations, as well as the interaction between Experience and the Leadership Culture manipulations. No significant differences were clearly attributable to the Agreeableness by Leadership Culture interaction. The ramifications of these findings are discussed and recommendations for future research are presented.

Previous research has focused limited attention on how personality affects job search for university educated people in work and no studies have focused on the difference between active and passive job seekers. This survey-based study that examined university educated economists and engineers with 5-25 years of experience, showed that career ambition mediated active job search for the personality dimensions of openness, agreeableness and extraversion and also gave clear evidence that active job seekers have lower levels of job satisfaction, and higher levels of career ambition, agreeableness and extraversion, compared with passive job seekers. These findings provide a more nuanced picture of the impact of different recruitment strategies and provide a starting point for in-depth studies on passive job seekers / Tidigare forskning har riktat begränsad uppmärksamhet mot hur personlighet påverkar jobbsökande för akademiker i arbete och inga studier har fokuserat på skillnaden mellan aktivt och passivt jobbsökande. Denna enkätbaserade studie som undersökt universitetsutbildade ekonomer och ingenjörer med 5-25 års erfarenhet, visade att karriärambition medierade aktivt jobbsökande för personlighetsdimensionerna öppenhet, samstämmighet och extraversion och gav också tydliga belägg för att aktivt jobbsökande har lägre grad av arbetstillfredställelse, och högre grad av karriärambition, samstämmighet och extraversion, jämfört med passivt jobbsökande. Dessa rön ger en mera nyanserad bild av konsekvenser av olika rekryteringsstrategier och utgör en utgångspunkt för fördjupade studier beträffande passivt jobbsökande.

Submitted by Jinlong Huo (thassiafgv@gmail.com) on 2018-04-03T19:44:54Z No. of bitstreams: 1 Jinlong Huo- Dissertation.pdf: 664289 bytes, checksum: 9edf2cf8666e879beaf88d10ee2dbb92 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2018-04-10T16:02:53Z (GMT) No. of bitstreams: 1 Jinlong Huo- Dissertation.pdf: 664289 bytes, checksum: 9edf2cf8666e879beaf88d10ee2dbb92 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2018-04-13T12:46:18Z (GMT) No. of bitstreams: 1 Jinlong Huo- Dissertation.pdf: 664289 bytes, checksum: 9edf2cf8666e879beaf88d10ee2dbb92 (MD5) / Made available in DSpace on 2018-04-13T13:06:50Z (GMT). No. of bitstreams: 1 Jinlong Huo- Dissertation.pdf: 664289 bytes, checksum: 9edf2cf8666e879beaf88d10ee2dbb92 (MD5) Previous issue date: 2017-12-05 / Leaning from external sources is a crucial but challenging task for improving team performance. Using the role-based team composition approach, we investigate how traits of team members in different roles—spanners and receivers—influence a team’s ability to benefit from its external advice ties. We argue that the interplay between spanners’ learning goal orientation and receivers’ agreeableness affect the influence of teams’ external advice ties on team performance. In 88 teams working over the course of 14 weeks, we find that team external advice ties influence team performance more positively when spanners’ learning goal orientation and receivers’ agreeableness are high. We discuss both theoretical and managerial implications of our findings.

MCom (Human Resource Management) / Department of Human Resources Management and Labour Relations / The objective of this study was to investigate the relationship between ethical leader behaviour and the five factors of personality in Vhembe District, South Africa. This research used a quantitative method. A self-administered questionnaire was used to collect data from a stratified random sample of n=202 participants. All categories from selected government departments of the Vhembe District were included in the strata meaning that junior and senior employees both participated. The Statistical Package for the Social Sciences (SPSS) version 25 was used for descriptive and inferential statistics (Correlation and ANOVA) to determine relationships between ethical leadership and personality factors of agreeableness, consciousness, neuroticism, extroversion and openness to experience. The Personality Factor Scale was used to collect data on the five factors of personality, and the ethical Leaders Scale was used to collect data on the dependent variable of ethical leader behaviour. The findings of this study confirmed that out of the five factors of personality, consciousness had the most a positive significant relationship with ethical leader behaviour. Therefore, this study concludes that selected government departments of the Vhembe District should exhibit ethical leadership to their employees. The study also discovers that fairness, role clarifications and power sharing were the aspect of ethical leadership which is required in every leader to become ethical. / NRF

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