Filtern
Dokumenttyp
- Wissenschaftlicher Artikel (2)
- Bericht (2)
- Diplomarbeit (1)
- Dissertation (1)
- Masterarbeit (1)
- Studienarbeit (1)
Schlagworte
- Persönlichkeit (8) (entfernen)
Institut
Ziel der Untersuchung ist es, Persönlichkeitsmerkmale der Unternehmensgründer aufzudecken, von welchen ein Einfluss auf den Erfolg der Unternehmung ausgeht.
Die vorliegende Examensarbeit beschäftigt sich mit dem Themenkomplex um die geschlechtsspezifischen Schulleistungsunterschiede. Hierbei wird das Ziel verfolgt, festzustellen, welche Unterschiede bestehen und warum sich die aktuellen Vergleichsstudien mit dem Thema befassen. Dazu werden Differenzen in Schulleistung und Persönlichkeitsmerkmalen von Mädchen und Jungen anhand der PISA- und IGLU-Ergebnisse sowie vorheriger Forschungsergebnisse betrachtet und deren Auswirkungen auf Individuum und Gesellschaft beleuchtet. Um die Möglichkeit des Abbaus der Unterschiede überprüfen zu können, werden die Ursachen für die Entstehung der Unterschiede erörtert, so dass sich Ansatzpunkte für Gegenmaßnahmen verdeutlichen. Hierzu dient u.a. ein Vergleich der Ergebnisse aus PISA mit denen aus IGLU, mit dem verdeutlicht wird, inwiefern geschlechtsspezifische Unterschiede bereits in der Grundschule entstehen und sich auf die Sekundarstufe auswirken. Zur Erklärung der Entstehung der Differenzen werden insbesondere Persönlichkeitsmerkmale herangezogen, welche auch in den Studien untersucht wurden. Zusätzlich werden mögliche Gründe gefunden, die zur unterschiedlichen Ausprägung der Differenzen in den verschiedenen Staaten führen und Aufschluss über Beeinflussungsmöglichkeiten geben. Inwieweit ein Gegenwirken gegen die geschlechtsspezifischen Differenzen notwendig ist, wird anhand der Auswirkungen der Schulleistungsunterschiede und Persönlichkeitsmerkmale auf den Bildungs- und Berufsweg von Mädchen und Jungen aufgezeigt. Letztendliches Ziel ist es, herauszufinden, wie die vorhandenen Unterschiede ggf. minimiert werden können. Hierzu wird u.a. geprüft, inwiefern die Möglichkeit der Übernahme bildungsrelevanter Maßnahmen aus anderen Nationen zur Reduktion der Differenzen besteht. In diesem Rahmen werden auch kulturelle Unterschiede betrachtet.
Content of this study ist the examination of the influence of personality and context related variables on socio-cultural as well as psychological adjustment. A sample of 139 German speaking expatriates in China participated in standardized interviews and filled out a personality questionnaire (NEO-PI-R). Other-ratings of adjustment were provided by supervisors, colleagues, or employees (N=69) of the interviewee. Results show that with exception of Conscientiousness the Big Five predict adjustment. Likewise, context related variables were found to be related to the adjustment of expatriates.
Research in work and organizational psychology frequently conducts studies based on self-report questionnaires. Evidence of the reliability and validity of these measures has to be provided based on thorough research in order to be certain that meaningful conclusions can be reached. Recently, latent variable approaches have been introduced that provide new opportunities to examine the instruments and determine if they are suitable to obtain meaningful results. They also offer new approaches to investigate the relationships between constructs, particularly when assessed over time. The research conducted in this PhD thesis and reported in three papers aims at utilizing these opportunities to examine the measurement properties of a selection of self-report questionnaires and to address conceptual questions regarding the validity of these instruments. In the first paper, the structure of two five-factor personality inventories was examined using Confirmatory Factor Analyses (CFA) and Exploratory Structural Equation Modeling (ESEM). Both methods were applied to construct better-fitting, though more complex models based on data from two questionnaires (NEO PI-R and 16PF) completed by 620 respondents. The impact on the construct validity of the inventories was assessed. Generally, scores derived from either method did not differ substantially. When applying ESEM, convergent validity declined but discriminant validity improved. When applying CFA, convergent and discriminant validity decreased. We conclude that using current personality questionnaires that utilize a simple structure is appropriate. In the second paper, the nature of and reason for the relationship between a presence of a calling and three aspects of career preparation (career planning, decidedness, and self-efficacy) were investigated. Data were collected in three waves of a diverse sample of German university students (N = 846) over one year. Latent growth analyses revealed that calling was positively related with all career preparation measures. The slope of calling was positively related to those of decidedness and self-efficacy but not to planning. Cross-lagged analyses showed that calling predicted a subsequent increase in planning and self-efficacy. Planning and decidedness predicted an increase in the presence of a calling. In the third paper, the measurement properties of an adapted protean career orientation scale were examined. We present a series of studies that (1) establish the scale’s unidimensionality and measurement invariance across gender within separate samples of students and working professionals as well as measurement invariance between both samples; (2) demonstrate measurement invariance and differential stability over six months among students and professionals; (3) show that a protean career orientation partially mediates the relationship between personality dispositions (i.e., proactive personality, core self-evaluations) and proactive career behaviors and career satisfaction among students and employees; (4) demonstrate that a protean career orientation possesses incremental predictive validity regarding proactive career behaviors and career satisfaction beyond personality dispositions among students and employees; and (5) based on a cross-lagged study among employees, we show that career satisfaction predicts a protean career orientation but not vice versa. In summary, the research presented here provides researchers in the field of work and organizational psychology with a thorough assessment of the measurement properties and aspects of validity of these self-report questionnaires. The findings demonstrate their suitability for future research studies conducted in work and organizational psychology as well as for practical applications.