The aim of this study was to examine the association between personality and risk taking in a sample of 461 older adults from the Charlotte County Healthy Aging Study (CCHAS). The personality factors of openness to experience, extraversion, neuroticism, agreeableness and conscientiousness were measured with the NEO Five Factor Inventory. Risk-taking was measured with an 8-item questionnaire and a single-item question that assessed subjects' participation in sensation seeking behaviors. Spearman correlation coefficients, hierarchical linear regression and hierarchical logistic regression were used to assess the association. As consistent with past research, high scores on openness to experience (beta = 0.16, P<.0001) and low scores on neuroticism (β = -0.14, P<.01) and agreeableness (β = -0.16, P<.01) were associated with the total score of the 8-item risk taking questionnaire. The single-item risk question was also associated with openness [OR = 1.09; 95% CI: 1.05-1.13], neuroticism [OR = 0.94; 95% CI: 0.90-0.97] and agreeableness [OR = 0.95; 95% CI: 0.92-0.99]. After stratifying by gender, only openness was still significantly associated with risk-taking. Interaction terms including gender and personality factors were added to the models to test if gender was an effect modifier. Although personality differences existed between men and women, none of the interaction terms were statistically significant.

The personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). The purpose of this cross-sectional design was first to explore the direct relationship between supervisors and subordinates personality congruence and AC of subordinates. The second purpose of this study was to explore the role of LMX as a mediator between the personality congruence of supervisors and subordinates and AC of the subordinates. A cluster sampling method was used to gather 400 supervisor-subordinate dyads from 3 technopolises in Ankara, who completed self-reported questionnaires. A technopolis is a technology science park. Polynomial regression analysis was conducted to measure the congruence level of dyads' personality traits and structural equation modeling was used to analyze the mediating effect of LMX. Results revealed that, LMX has no mediating effect on personality congruence and AC. The results also revealed that there is a significant relation between the agreeableness congruence of supervisors and subordinates, and AC. This information can be used by organizations by pairing up agreeable dyad members to increase affective commitment. The findings of this study may create positive social change by promoting optimum functioning organizations that have committed employees which would affect the society and economy in a positive way.

Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.

The predominant model of general personality structure is arguably the Five Factor Model (FFM), consisting of the five broad domains of neuroticism, extraversion, openness, agreeableness, and conscientiousness. The FFM of personality disorder (FFMPD) has proposed maladaptive variants at both poles of the FFM. The purpose of the current study was to identify a subset of FFMPD scales, utilizing factor analysis, that illustrate, and provide a potential measure of, the bipolarity present in the FFMPD. All of the FFMPD scales were administered to 443 community participants recruited from Amazon Mechanical Turk. Bipolarity was evident in a series of factor analyses of subsets of FFMPD scales, with the exception of openness. The current study also demonstrated that the presence of bipolarity is impaired by a number of concerns, including the presence of non-diametric scales, bloated specific factors, general factor of personality disorder, and occupation of interstitial space.

An instrumented unmanned aerial vehicle (UAV) was developed and employed to observe the full range of turbulent motions that exist within the inertial subrange of atmospheric surface layer turbulence. The UAV was host to a suite of pressure, temperature, humidity, and wind sensors which provide the necessary data to calculate the variety of turbulent statistics that characterize the flow. Flight experiments were performed with this aircraft, consisting of a large square pattern at an altitude of 100 m above ground level. In order to capture the largest turbulent scales it was necessary to maximize the size of the square pattern. The smallest turbulent scales, on the other hand, were measured through the use of a fast response constant temperature hot wire anemometer. The results demonstrates that the UAV system is capable of directly measuring the full inertial subrange of the atmospheric surface layer with high resolution and allowing for the turbulence dissipation rate to be calculated directly.

In 2009 there were 3.28 million non-fatal occupational injuries and illnesses (Bureau of Labor Statistics, 2010). Of these injuries and illnesses, 965,000 resulted in lost days from work. In addition there were 4,340 workplace fatalities. Given the number of occupational injuries, illnesses, and fatalities, and the associated direct and indirect costs, organizations have sought to improve safety at work. Safety climate and safety motivation are two variables hypothesized to affect safety behaviors and safety outcomes. Safety climate refers to the shared perceptions of workgroup members, of the organizations' commitment to safety as evidenced by heir immediate supervisors' pattern of implementing safety policies and procedures (Zohar, 2003). Therefore, the workgroup supervisor plays an major role in the development of safety climate. Social exchange theory and previous studies of leadership styles and safety suggest that supervisors who convey concern for subordinates' well-being increase workers' motivation to reciprocate by increasing their safe behaviors at work. However, no research to date has examined the relationship between supervisors' personality and workers perceptions of safety climate, or the effect of Big Five trait-level variables on workers safety motivation. In this study I hypothesize that supervisors' proactive personality and three Big Five traits will be positively related to workers' safety climate perceptions. In addition, I hypothesize that four Big Five traits in workers will be positively related to workers safety motivation. Finally, I hypothesize that group-level safety climate will be significantly related to individual-level safety motivation after controlling for workers' personality. Participants in this study were maintenance and construction workers from a municipal city bureau, in 28 workgroups, totaling 146 workers and 28 supervisors. Workgroup sizes vary but averaged 6.21 members, including the supervisor. The data were collected in small groups (paper-and-pencil) and electronically (on-line); workers and supervisors answered questionnaire items on personality variables, safety climate, safety motivation, safety behaviors, and safety outcomes. In addition, archival data on safety outcomes were collected. The data were analyzed using a combination of multiple regression, multi-level modeling, and path analysis to test hypotheses and answer research questions. Both proactive personality and Big Five traits in supervisors accounted for incremental variance in aggregated workgroup safety climate over controls. In addition, workgroup safety climate and individual workers' cautiousness were significant predictors of workgroup safety motivation in a hierarchical linear model. At the individual level of the model, only the traits of cautiousness and morality were significant predictors of individual safety motivation. Tests of the Neal and Griffin (2004) model showed that safety motivation partially mediated the relationship between individual safety climate and safety participation behaviors. In addition, safety motivation fully mediated the relationships between morality and both safety compliance and safety participation behaviors. Finally, safety motivation partially mediated the relationship between cautiousness and both safety compliance and safety participation behaviors. The results suggest that supervisor personality can have an effect on the on workgroup safety climate perceptions. In addition, this study provided evidence that Big Five traits are useful predictors of the antecedents of accidents and injuries. Suggestions for training managers and future research are also discussed.

Small Business Administration statistics indicate that 20% of small businesses fail within the first 2 years and 50% fail within 5 years. The purpose of this case study was to explore the success factors and strategies of 12 small business owners of independent financial planning firms who achieved profitability beyond 5 years. A gap exists in the literature concerning such business owners, and their experiences provide valuable information to others desiring to start or maintain a financial planning business. The conceptual framework was entrepreneurship theory and Porter's 5 forces model of competitive strategy. The data were gathered via semistructured interviews and business websites and newsletters. Initial coding of the responses preceded an analysis of recurring patterns and themes. This process led to the identification of major themes: technical training is necessary but not sufficient for success; planners need training in business creation, operations, and marketing; and differentiation is important and is achieved by specialization and providing excellent client service. The business owners used Internet websites to present unique planning approaches and fee structures to clients and prospects. These results provide information to people considering starting or maintaining a small business, providers of professional education and training, and business leaders seeking to improve recruitment and retention of financial planning employee retention. Implications for positive social change include providing information to policymakers who seek to support small businesses to mitigate small business failure rates, expand job creation, and provide sources for financial guidance for American employees.

While the majority of studies appeared to focus on health service workers and job satisfaction, there was a substantial lack of literature that explored the relationship of personality traits and burnout specific to behavioral health professionals. Research has indicated that behavioral health professional burnout is a mediating factor in early job exodus primarily due to highly interactive work with people. The purpose of this study was to consider the relationship between behavioral health professional burnout, as measured by the Maslach Burnout Inventory for Health and Human Service workers, and the big five personality traits, as measured by the NEO Five Factor Inventory. This multiple regression study evaluated 305 behavioral health professionals who were currently licensed and practicing in the Commonwealth of Kentucky and Ohio. Results of the study yielded a significant correlation between behavioral health professional burnout and personality traits. The more extraverted, open, agreeable, and conscientious behavioral health professionals are, the less likely they are to experience burnout. The more narcissistic behavioral health professionals are, the more likely they are to experience burnout. In addition, age significantly correlated to behavioral health professional burnout. As age increased, burnout potential decreased. The implications for social change include potential use at the organizational level to implement policy changes, such as regular or preburnout screenings, in order to prevent early exodus from the behavioral health field and increase positive patient outcomes.

Traditionally, college and universities have relied on achievement indicators to estimate students' potential for success. More current researchers have demonstrated that other noncognitive factors provide incremental predictive validity to traditional achievement measures in predicting student success. This study is intended to contribute to the scholarly work in this regard by examining the mediating role that student engagement has on the relationship between Big Five personality traits and student success for Hispanic, two-year college students. First factor analysis derived four factors of engagement: Mental Activities, School Opinions, Collaborative Learning, and Student Services. Mediation models showed that there was a negative relationship between Neuroticism and GPA. This relationship was partially mediated by Mental Activities, School Opinions, and Student Services, with engagement factors mitigating the negative effect on GPA. Agreeableness was positively related to GPA (r = .222) and was partially mediated by School Opinions and Student Services. Lastly, Conscientiousness was also positively related to GPA (r = .196), and this relationship was fully mediated by all four factors of student engagement. By assessing these processes, colleges -particularly those with historically underserved populations- can modify their practices, policies, and environments to ensure they are creating opportunities for students of all personality dispositions to succeed.

In recent years, there has been an increasing interest in the study of human operant behavior. One area of study reflecting this interest is the study of the formation of equivalent classes of stimuli by human subjects. The focus of the present research was the study of the conditions under which classes of equivalent stimuli can be inferred to be under conditional control. In Experiment 1-A, three college students were trained to respond to a balanced five-term contingency via a visual-visual simultaneous matching-to-sample task with two choices of comparison stimuli. Probe tests showed that subjects' behavior could be described as being controlled by positive and negative stimulus relations. When the second-order stimulus was removed during subsequent probes, none of the three subjects demonstrated strong correct responses to the four-term unit relations. Also, none of the three subjects demonstrated the expected transitive relations when the second-order (five-term) stimulus was removed. In Experiment 1-B--with the same three subjects--explicit training of the four-term unit relations showed the expected transitive relations in the absence of the second-order stimulus. In Experiments 2 through 5--using a matching-to-sample task similar to that used in Experiments 1-A and 1-B--five subjects were trained to respond to comparison stimuli C and E in the presence of sample A and second-order stimulus X and to comparison stimuli Band Fin the presence of sample D and second-order stimulus X. Likewise, the subjects were trained to respond to comparison stimuli Band Fin the presence of sample A and second-order stimulus Y and to comparison stimuli C and E in the presence of sample D and second-order stimulus Y. Probe tests for transitive relations showed that four of the five subjects eventually demonstrated four three-member classes of equivalent stimuli that functioned separately under the control of the second-order stimuli. The four subjects demonstrating the classes of equivalent stimuli either a) demonstrated the transitive relations immediately orb) demonstrated the transitive relations after explict retraining of the underlying four-term unit relations. The results of all experiments together indicated that the composition of classes of equivalent stimuli can be conditionally controlled by either a) removing the second-order stimulus orb) training subjects to respond to classes of equivalent stimuli under the control of other explicit visual second-order stimuli. The results are discussed in terms of verbal behavior, emergent behavior, and conceptual development.