When filling upp management positions it is all about the perfect match where the right person is at the right place. By interviewing five recruitment specialists insight was gained in how important personal traits are in their opinion when it comes to hiring managers, how they decide which traits are relevant for the position, which methods are used when evaluating candidates personal traits and which challegenges they meet. Personal traits was considered as highly important and their profile of demands was based on the competence needed. The participants used interviews, personality tests and references when evaluating candidates personality traits and the challenges in evaluation consisted in insincere impression given by the candidate and difficulties in making an objective evaluation. / När en chefsposition ska tillsättas gäller det att få en perfekt matchning där rätt person är på rätt plats.  Fem rekryteringsspecialister har intervjuats med syftet att ta reda på hur viktigt deltagarna ansåg att personliga egenskaper är vid chefreskrytering, hur de kommer fram till vilka personliga egenskaper som ska bedömas, vilka metoder som används för denna bedömning samt utmaningar de såg med bedömningen. Deltagarna ansåg personliga egenskaper som oerhört viktigt vid chefsrekrytering och att kravprofilen utformas baserat på kompetensbehov inom företaget. Deltagarna använde intervjuer, personlighetstest och referenser vid bedömning av kandidaters personliga egenskaper och upplevde att utmaningar kan vara att kandidaten ger ett ouppriktigt intryck av sig själv, samt  svårigheter med att utföra en objektiv bedömning.

”The big 5” – en möjlig väg mot uppdraget om likvärdig bedömning är en empirisk studie som utgår från en forskningsbaserad grund där likvärdighet ur ett bedömningsperspektiv står i centrum. Studien fokuseras på ”The big 5” och de fem förmågor som konceptet innefattar. Empirin är insamlad genom enkäter till lärare verksamma i två medelstora kommuner på låg- och mellanstadiet. Enkätstudiens syfte har varit att synliggöra lärares tolkningar av de fem förmågorna samt bedömningen av dem, för att ge svar på huvudfrågan ”Hur kan de fem förmågorna vara ett hjälpmedel mot en likvärdig bedömning?” Resultatet klargör att förmågorna i sig aldrig bedöms men att man som lärare måste vara medveten om deras betydelse för att stödja elevernas fortsatta utbildning och utveckling. Resultatet visar att lärarna är medvetna om de fem förmågornas innebörd men att de beskrivs utifrån olika nivåer av kunnande. För att konceptet ”The big 5” ska fungera som ett hjälpmedel mot en likvärdig bedömning krävs en samsyn på förmågorna, att hänsyn tas till dem vid både planering, undervisning och bedömning samt att bedömningen sker genom interaktion med den enskilda eleven.

Although job boredom is increasingly common in the workplace, little research has examined its’ causes. Reducing job boredom has relevance to companies looking to increase the well-being of their employees in addition to their productivity. This study examined what variables are related to and predict job boredom. The Big Five personality traits and job characteristics as defined by Hackman and Oldham specifically, skill variety, task identity, task significance, autonomy and feedback from the job itself were included. A regression analysis revealed that emotional stability, openness and autonomy were significant predictors of boredom. While those were the only variables predictive of boredom, there were other significant correlations as well. These findings suggest that future research should examine the relationships between the variables in this study and control for factors to further gain insight into possible causes of boredom.

Most previous research on workplace mistreatment has proceeded under the assumption that the various forms of mistreatment are uniformly perceived as negative by recipients. Abusive supervision is one form of mistreatment that has rarely ever been examined through a lens of ambiguity. The question many researchers have failed to ask is whether it is reality that every questionable act labeled as abusive is truly abuse, or such perceptions vary across individuals. And for the individuals perceiving the act (the target), what individual differences are influencing their judgement? The purpose of the study was to explore the influence of individual differences on the perception of abusive supervision in the workplace. The study required 134 participants to fill out a series of questionnaires based on their personality traits. They also read a series of 15 vignettes/scenarios based on Tepper’s abusive supervision scale to decide whether they found the behavior highlighted to be abusive or not abusive. The results indicated that although no significant correlations were present for overall abuse, the traits of Machiavellianism and Narcissism did show to be predictors of overt abuse, and conscientiousness was a predictor of covert abuse. Variability in perceptions of the individual vignettes were also found among each trait. In addition, the means of overall, overt, and covert abuse all partially supported the notion that abusive acts can be ambiguous.

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Sambandet mellan personlighet och arbetssökande beteende har mestadels undersökts bland studenter tidigare. Denna studie undersökte om känslomässig instabilitet påverkade sättet att söka arbete hos 123 arbetssökande icke-studenter mellan 20-65 år. Enkäten som användes bestod av Personality Questionnaire (Bäccman & Carlstedt, 2010), som mäter personligheten utifrån femfaktorsmodellen, samt Job Search Behavior (Blau, 1994), som mäter förberedande och aktiva arbetssökande beteenden. Det fanns ett samband mellan känslomässig instabilitet och båda arbetssökande beteenden. Känslomässig instabilitet kunde dock inte ensam predicera vilket arbetssökande beteende individer väljer, men tillsammans med ålder kunde känslomässig instabilitet predicera förberedande arbetssökande, och ålder kunde även ensamt predicera förberedande arbetssökande. Ålder kan vara en bättre prediktor än känslomässig instabilitet för arbetssökande beteende i en svensk population. / The relationship between personality and job search behavior has mostly been investigated among students before. This study investigated if neuroticism affected job search behaviors for 123 unemployed non-students between 20-65 years. The survey used consisted of Personality Questionnaire (Bäccman & Carlstedt, 2010), measuring personality based on the five-factor model, and Job Search Behavior (Blau, 1994), measuring preparatory and active job search behaviors. There was a relationship between neuroticism and both job search behaviors. Neuroticism alone could, however, not predict which job search behavior individuals choose, but along with age neuroticism could predict preparatory job search, and age could even solely predict preparatory job search. Age may be a better predictor than neuroticism for job search behavior in a Swedish population.

The services that define our personal and professional lives are increasingly accessed through digital devices, which store extensive records of our behaviour. An individual's psychological profile can be accurately assessed using offline behaviour, and I investigate if an automated machine learning system can measure the same psychological factors, only from observing the footprints of online behaviour, without observing any offline behaviour or any direct input from the individual. Prior research shows that psychological traits such as personality can be predicted using these digital footprints, although current state-of-the-art accuracy is below psychometric standards of reliability and self-reports consistently outperform machine-ratings in external validity. I introduce a new machine learning system that is capable of doing five-factor personality assessments, as well as other psychological assessments, from online data as accurately as self-report questionnaires in terms of reliability, internal consistency and external and discriminant validity, and demonstrate that passive psychological assessment can be a realistic option in addition to self-report questionnaires for both research and practice. Achieving this goal is not possible using conventional dimensionality reduction and linear regression models. Here I develop a supervised dimensionality reduction method capable of intelligently selecting only useful parts of data for the relevant prediction at hand which also does not lose variance when eliminating redundancies. In the learning stage, instead of linear regression models, I use an ensemble of decision trees which are able to distinguish scenarios where the same observations on digital data can mean different things for different individuals. This work highlights the interesting idea that similar to how a human expert who is able to assess personality from offline behaviour, an expert machine learning system is able to assess personality from online behaviour. It also demonstrates that big-5 personality are predictors of how predictable users are in social media, with neuroticism having the greatest correlation with unpredictability, while openness having the greatest correlation with predictability.

The Five-Factor Model (FFM) of personality is the most psychometrically supported taxonomies of personality in psychology. Widely applicable and scalable in its implementation, it is increasingly becoming integrated into the literature regarding sports psychology. This literature review examines the role of the FFM (or “Big 5” model) in profiling elite athletes competing at the national or international level. Studies are scrutinized by design and analytical methods, and comparisons are drawn on that basis and on the basis of their findings. The review argues for further research into specifically the personality of elite athletes as compared to less competent ones, more longitudinal studies, and adoption of the model by elite athletic associations looking to attract and cultivate athletic talent.

Personality has long been linked to performance. Evolutions in this relationship have brought forward new questions regarding the true nature of how personality impacts performance. Both direct and indirect relationships have been proven significant. This study further investigated potential indirect relationships by including a mediating variable, mental model formation, in the personality-performance relationship. Undergraduate students were assessed in a 6-week period, Time 1 - Time 2 experiment. Conceptualizations of personality included measures of the Big 5 model and Self-efficacy, with performance measured by content quiz and overall course scores. Findings showed that the Big 5 personality traits, extraversion and agreeableness, positively and significantly impacted commonality with the instructor’s mental model. However, commonality with the instructor’s mental model did not impact performance. In comparison, commonality with an expert mental model positively and significantly impacted performance for both the content quiz and overall course score. Furthermore, similarity with an expert mental model positively and significantly impacted overall course performance. Hypothesized full mediation of mental model formation for the personality-performance relationship was not supported due to a lack of direct effect relationships required for mediation. However, a revised conceptualization of results emerged. Findings from the current study point to the novel and unique role mental models play in the personality-performance relationship. While personality traits do impact mental model formation, accuracy in the mental models formed is critical to performance.

In vorliegender Studie wurden 48 gesunde ProbandInnen dazu aufgefordert, kurz dargebotenen Gesichtsausdrücken eine emotionale Qualität (freudig, wütend, ängstlich, neutral) zuzuordnen. Die Detektionsleistungen wurden auf mögliche Zusammenhänge mit der selbstbeurteilten Verträglichkeit der ProbandInnen untersucht. Mittels funktioneller Magnetresonanztomographie wurde die neuronale Verarbeitung der präsentierten Gesichtsausdrücke als eine Funktion von Verträglichkeit und als Funktion des Detektionsvermögens der Emotionen erfasst. Die Ausprägung des Persönlichkeitsmerkmals Verträglichkeit wurde durch die ProbandInnen mit Hilfe des NEO-FFI selbst beurteilt. In der untersuchten Stichprobe konnte der vermutete positive Zusammenhang zwischen dem Detektionsvermögen emotionaler Gesichter und dem Persönlichkeitsmerkmal Verträglichkeit bestätigt werden. Eine signifikante positive Korrelation bestand im Falle freudiger und ängstlicher Gesichter. In den fMRT-Daten wurden Mehraktivierungen im linken präfrontalen Kortexbeim Betrachten negativer Gesichtsausdrücke im Zusammenhang mit Verträglichkeit ermittelt. Eine bessere Detektionsleistung ging für alle drei präsentierten Emotionen (Freude, Wut, Furcht) mit einer höheren Aktivität in anteriorem Cingulum, Hippocampus, Insula und Brodmann-Areal 6 einher. Weder in den behavioralen Daten noch in den neuronalen Daten zeigten sich Zusammenhänge für die neutrale Ausdrucksbedingung.:Abbildungsverzeichnis …................................................................................................................. 1 Tabellenverzeichnis …................................................................................................................. 2 Abkürzungsverzeichnis .................................................................................................................... 3 1 Einleitung ….................................................................................................................. 4 1.1 Persönlichkeit …................................................................................................................... 4 1.1.1 Begriffsherkunft und Definition …....................................... 4 1.1.2 Persönlichkeitstheorien und Paradigmen der Persönlichkeitspsychologie …................................................................... 5 1.1.3 Die lexikalische Hypothese und das Fünf-Faktoren-Modell der Persönlichkeit …........................................................................................ 7 1.1.4 Verträglichkeit …........................................................................................................ 10 1.1.5 Neuronale Korrelate des Persönlichkeitsmerkmals Verträglichkeit …....................... 10 1.2 Emotionen ............................................................................................................................. 12 1.2.1 Das Konzept der Basisemotionen ............................................................................... 13 1.2.2 Emotionstheorien ….................................................................................................... 14 1.2.3 Der emotionale Gesichtsausdruck ….......................................................................... 15 1.2.4 Die Perzeption emotionaler Gesichtsausdrücke …..................................................... 17 1.2.5 Neuronale Korrelate der Verarbeitung emotionaler Gesichtsausdrücke in der funktionellen Magnetresonanztomographie …........................................................... 19 1.3 Zusammenhänge zwischen Emotionsperzeption und Verträglichkeit ….............................. 22 2 Fragestellungen und Hypothesen …......................................................................................... 25 3 Methoden …................................................................................................................................ 28 3.1 Stichprobe …......................................................................................................................... 28 3.2 Untersuchungsinstrumente ................................................................................................... 28 3.2.1 Intelligenz- und Leistungstests …............................................................................... 28 3.2.2 Selbstbeurteilungsinstrumente …................................................................................ 29 3.3 fMRT-Experiment …............................................................................................................. 31 3.3.1 Ablauf …..................................................................................................................... 32 3.3.2 Stimuli ….................................................................................................................... 32 3.3.3 Detektionsaufgabe ….................................................................................................. 32 3.4 Datenanalyse …..................................................................................................................... 34 3.4.1 Daten aus Selbstbeurteilungsinstrumenten, Leistungstests und Detektionsaufgabe .. 34 3.4.2 Analyse der fMRT-Daten …........................................................................................ 34 4 Ergebnisse …............................................................................................................................... 37 4.1 Ergebnisse aus Fragebögen und Leistungstests …................................................................ 37 4.1.1 Werte in der untersuchten Stichprobe …..................................................................... 37 4.1.2 Korrelationen von Fragebogen- und Leistungswerten mit Verträglichkeit …............ 39 4.2 Ergebnisse der Detektionsaufgabe ….................................................................................... 40 4.2.1 Detektionsleistung ….................................................................................................. 40 4.2.2 Korrelationen der Detektionsleistung mit Verträglichkeit …..................................... 42 4.3 Ergebnisse aus den fMRT-Daten …...................................................................................... 44 4.3.1 Haupteffekte …........................................................................................................... 44 4.3.1.1 Haupteffekt des Kontrasts freudig vs. neutral …................................................ 44 4.3.1.2 Haupteffekt des Kontrasts wütend vs. neutral …................................................ 45 4.3.1.3 Haupteffekt des Kontrasts ängstlich vs. neutral …............................................. 45 4.3.2 Korrelationen zwischen Hirnaktivierung und Verträglichkeit …................................ 47 4.3.2.1 Korrelationen zwischen Hirnaktivierung und Verträglichkeit in der Bedingung freudig …......................................................................................... 47 4.3.2.2 Korrelationen zwischen Hirnaktivierung und Verträglichkeit in der Bedingung wütend …......................................................................................... 49 4.3.2.3 Korrelationen zwischen Hirnaktivierung und Verträglichkeit in der Bedingung ängstlich …...................................................................................... 51 4.3.2.4 Überblick über die Zusammenhänge zwischen Hirnaktivierung und Verträglichkeit …........................................................................................ 52 4.3.3 Korrelationen zwischen Hirnaktivierung und Detektionsleistung …......................... 53 4.3.3.1 Korrelationen zwischen Hirnaktivierung und Detektionsleistung in der Bedingung neutral …......................................................................................... 53 4.3.3.2 Korrelationen zwischen Hirnaktivierung und Detektionsleistung in der Bedingung freudig …......................................................................................... 54 4.3.3.3 Korrelationen zwischen Hirnaktivierung und Detektionsleistung in der Bedingung wütend …......................................................................................... 56 4.3.3.4 Korrelationen zwischen Hirnaktivierung und Detektionsleistung in der Bedingung ängstlich …...................................................................................... 58 4.3.3.5 Überblick über die Zusammenhänge zwischen Hirnaktivierung und Detektionsleistung ….................................................................................. 59 5 Diskussion …............................................................................................................................... 61 5.1 Interpretation der Ergebnisse …........................................................................................... 61 5.1.1 Der Zusammenhang zwischen Verträglichkeit und Detektionsleistung …................ 61 5.1.2 Ergebnisse der fMRT-Messung ….............................................................................. 63 5.1.2.1 Haupteffekte …................................................................................................... 63 5.1.2.2 Der Einfluss von Verträglichkeit auf die Gehirnresponsivität während der Emotionswahrnehmung …........................................................................... 64 5.1.2.3 Zusammenhänge zwischen Gehirnresponsivität und Detektionsleistung …...... 65 5.1.3. Zusammenfassung der Ergebnisse …......................................................................... 67 5.2 Methodische Kritik und Forschungsperspektiven …............................................................ 68 5.3 Ausblick …............................................................................................................................ 70 6 Zusammenfassung der Arbeit …............................................................................................... 72 7 Literaturverzeichnis …............................................................................................................... 74 8 Erklärung über die eigenständige Abfassung der Arbeit ….................................................... 88 9 Danksagung …............................................................................................................................. 89 10 Lebenslauf …............................................................................................................................. 90