Due to global market competition, to increase business advantage and to reduce the producing cost, more and more companies branch in overseas countries. Therefore, it¡¦s important if the dispatched personnel could follow the policy of the company and create business advantage. Overseas personnel have to face different culture and people. How they adapt to multi-culture would be effected by their personality, background, and experience. If overseas personnel could adapt to multi-culture well would lead to good operation of business policy. Therefore, do the Overseas personnel s have sharp observation on their entrepreneurship, how could they Risk-taking, their determination and locus of control when an enterprise choose Overseas personnel. In the past, Scholars mainly study Personality Traits tocross-cultural adjustment or Personality Traits to entrepreneurship¡¦s effect. However, is overseas personnel¡¦s adaption to the new culture, work, and life effecting their Innovativeness¡BRisk-taking and Proactiveness This research will study the relations between Overseas personnel¡¦s personality, cross-cultural adjustment, and entrepreneurship by using questionnaire. After the empirical research, the findings as follow: 1. Overseas personnel¡¦s personality has significant positive effect on cross-cultural adjustment. 2. Overseas personnel¡¦s personality has some positive effect on entrepreneurship. 3. Overseas personnel¡¦s personality has mediating effect between through personality and entrepreneurship. 4. The correlations between Overseas personnel¡¦s multi-culture adaption and entrepreneurship is partly positive. 5. Overseas personnel¡¦s background has great effect on their personality is partly proofed to be positive. 6. Overseas personnel¡¦s background has great effect on their cross-cultural adjustment is partly proofed to be positive. 7. Overseas personnel¡¦s background has great effect on their entrepreneurship is partly proofed to be positive.

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How does the role of parenting and marriage relate to personality development over three age decades in adulthood? To examine this, participants (T1AgeRange = 20 to 55) self-reported on their personality traits (at the domain and aspect level) and investments in their children and relationship partners in up to four annual measurement occasions. Consistent with the predictions of social investment theory, being a parent (NParent = 260; NNever-Parent = 359) or being married (NMarried = 341; NNever-Married = 255) was associated with a more mature personality, especially in terms of agreeableness. The magnitude of differences between parents and never parents (and married and never married participants) in personality trait levels differed as a function of age decade, and for some of the personality traits, the pattern of level differences across the three age decades were explained by different rates of change among parents and never parents (and married and never married participants). Most notable, the difference between parents and never parents in levels of agreeableness and its politeness aspect that emerged during the 30s age decade (and continued into the 40s age decade) was due to the greater increase among parents in these traits from the late 20s to the early 30s. Parents’ investment in their children and married participants’ investment in their spouse was related to personality trait levels but not personality trait change, which is inconsistent with the predictions of social investment theory. Overall, these results indicate the importance for future research to focus on both the acute effects of an event and the ongoing effects of a role on personality development.

The primary objective of this study was to explore the relationship between personality and employability using a sample of 100 employees at a meat producing company in South Africa. A secondary objective was to determine if personality could be used to predict employability, and whether individuals from different demographic groups differed regarding their employability. The instruments used were the sixteen personality factor inventory (16PF) and the Van Der Heidje employability measure. The research findings indicated that the personality factors of submissiveness and seriousness correlated to the employability dimensions of anticipation/ optimization and occupational expertise respectively. Openness and corporate sense were also correlated, with anxiety in particular correlating with the overall employability measure. Differences between the race groups and employability were also noted. Particular interventions aimed at improving individual career decision making and employability practices within the organisation concluded the study. / M.A. (Industrial and Organisational Psychology)

This study was conducted in an effort to determine whether or not the degree of growth in practical skills, personal and social development, and knowledge of subject matter content which an adolescent demonstrates is significantly related to the assumption of leadership roles in the classroom.

The main objective of this project is to identify whether personality traits relate to the major moral categories of Deontology and the two subcategories of Teleology, namely Egoism and Utilitarianism. Chronological Age, the three personality traits of Allocentrism, Machiavellianism and Long-Term Orientation, and the moderating variable of Biological Sex were analyzed with multinomial logistic regression to predict a respondent's justification of moral philosophy across three different scenarios. Although none of the variables were significant predictors across all three scenarios, Machiavellianism significantly predicted a respondent's choice in a confidentiality scenario, and the interaction between Allocentrism and Biological Sex were partially significant predictors for a personal income tax evasion scenario, and Chronological Age was a significant predictor for a bribery scenario and a partially significant predictor for the personal income tax evasion scenario. The results suggest that personality traits can act as significant predictors for the justification of moral acts in specific situations, but the significance of predictability depends on difference contexts.

No / If the face is a window to the soul, then the smile is the light that reflects from the soul. The face conveys much information about a person, be it the identity, gender, feelings or even the thought process, e.g. [10, 13–15]. Since the smile is one of the most complex facial expressions, it is of no surprise that it contains much personality traits and other information about the individual.

The main purpose is to determine whether or not the modern teacher has developed a well-integrated personality and to locate traits that are most in need of correction.

This doctoral thesis investigates the inferential processes recruiters use when evaluating applicants through curriculum vitae (CVs) and LinkedIn profiles, focusing particularly on personality traits inferences. The three studies described, examined the elements involved in such inference-making process from different perspectives. First study investigates the validities of cues retrievable in CVs, in particular the relationships with self-reported personality and job performance scores. In collaboration with an Italian public transportation company, we analyzed data collected in past selection processes across three occupational families and 787 applicants. The findings highlighted significant correlations between CV cues and both personality traits (e.g., number of languages spoken indicative of openness) and job performance (e.g., coherent training certifications positively predicting overall job performance). However, cues taken from previous literature also showed limitations in the generalizability to present sample, with many indicators studied showing no significant relationships with both criteria (personality and job performance). The second study delved deeper into the utilization recruiters do of CV information, examining how specific cues (i.e., the presence of teamwork skills and volunteering activities) affect raters’ perceptions of candidates’ personality traits. Through manipulating CV content, we observed that these cues significantly influence perceptions of agreeableness (with additional impacts observed on perceptions of extraversion and openness) supporting the effect that the availability of specific cues can have on the subsequent utilization and, consequently, on personality inferences. The third study assessed the impact of a training session designed to improve the accuracy of personality trait ratings from LinkedIn profiles. Participants, divided into a control group (who did not receive a training before the assessment) and an experimental group (who received a training on cue validity and utilization), rated the personality traits of LinkedIn users, with their assessments compared against a composite score of self- and friend-reports and experts’ evaluations of the same profiles. The trained group showed greater accuracy in discerning personality trait variations within profiles (i.e., profile accuracy), than the control group. However, the ability to compare different profiles’ levels of specific personality traits (i.e., trait accuracy), was improved only when using experts’ ratings as the criterion of interest (and only for the traits of conscientiousness, agreeableness, and openness). Although these findings do not support the substitution of classical assessment tools for personality evaluations, like personality questionnaires (nor had this purpose), they collectively offer empirical evidence related to cues validity and their utilization, also exploring the possibility to improve screening practices, advocating for more informed and structured approaches in assessing applicant information.

¡@¡@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.