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The purpose of this paper is to investigate gender differences in risk aversion and determine the effect of personality traits on risk aversion from an African country context.

The study combined both descriptive and analytical designs, and employed t-test, Pearson’s χ² and binary logistic regression as the main analytical techniques. Data for the analysis were obtained from the World Bank’s Skills toward Employment and Productivity survey on Ghana.

Results of the study revealed systematic differences in personality and gender and their associations with risk aversion. Specifically, women were found to be more risk averse than men. Differences in personality also showed that females reported higher levels of personality in all but one of the Big Five personality traits – extraversion. In addition to gender, age and education, the personality traits of conscientiousness and stability were the main predictors of the likelihood of being risk averse. Although personality differences existed between male and female, the interaction terms between gender and personality factors were not statistically significant.

The paper departs from the extant literature on developed countries and western cultures to add to the understanding on how individual differences account for variation in revealed risk preferences.

This chapter proposes the development of a compound personality trait termed “goal propensity”. Motivation is a key determinant of performance in virtually all contexts, and personality has long been viewed as an important influence on motivation. Despite the long history of exploring how personality influences motivation, we do not have a clear understanding of the linkage between individual differences in personality and work motivation or the tools to reliably and accurately predict individual differences in motivation. Advances in our understanding of personality and the convergence of motivation theories around models of self-regulation present the opportunity to achieve that understanding and predictive efficacy. Goal propensity would be a theoretically derived trait that would explain the role of personality in self-regulation models of motivation as well as allow the prediction of tendencies to engage in self-regulation. This chapter provides the rationale for the development of this construct, articulates the nature of the proposed goal propensity construct, and explores the value of such a construct for theory, future research, and human resource practice.

The purpose of this paper is to reveal the key dimensions reflecting the differences between Chinese and foreign brands, evaluate different consumption generations, and provide evidence for studying differences and similarities of brand personality dimensions from a cross‐cultural perspective.

Using a questionnaire survey among a large sample of people in three cities of China, brand personality of Chinese and foreign brands was measured by an indigenous scale. Principal component analysis and nonparametric tests were used to analyze the data.

Two key dimensions of humanity and trendiness were found and compared with Aaker's scale. Differences in dimensions of brand personality were also identified through comparing foreign brands with local brands as well as consumption by the younger and older generations. In conclusion, China's local brands show a higher level of humanity but a lower level of trendiness. The young generation has significantly higher demands for trendiness than the old generation.

In order to test the robustness of the conclusions of this paper, a more popular interval variable type is needed for further study. In addition, the conclusions drawn from this may not be completely suitable for other industries or categories.

The results have some important implications for building the image of China's local brands, especially time‐honored brands. The key approach is to create a trendiness association while keeping points of difference association on humanity.

Previous research has demonstrated cross‐cultural differences and similarities in the evaluations of brand personality, but there are no studies in the context of the Chinese market. The findings of this paper support the argument that the key dimensions of brand personality exist across different cultures.

Research on economic entrepreneurship identifies a gender gap that is favorable to men. In the social entrepreneurship arena, the existing evidence is slightly fuzzy, as this gender gap is less preeminent. This paper aims to identify how gender differences in social entrepreneurial ventures creation are explained by different personality traits, by analyzing the extent to which female and male social entrepreneurs exhibit the same personality traits and whether potential differences are able to explain the differences in predisposition for the creation of new social entrepreneurial ventures.

A review of the literature on gender differences and personality traits in social entrepreneurship details the main theoretical developments and builds the hypotheses. Based on the Big Five model, the investigation uses a hypothesis testing quantitative approach. Primary data were collected through a questionnaire that was e-mailed and applied to the social entrepreneurs engaged in the creation of social ventures in Portugal.

The data gathered suggest that both female and male social entrepreneurs have personalities characterized by high levels of openness to experience, agreeableness, conscientiousness, extraversion and emotional stability. Based on the analysis of variance (ANOVA) between the two groups and logistic regression, the investigation reveals that women and men who launch a new social venture only differ in one personality dimension – agreeableness – wherein women scored more highly. No significant differences are found in the other personality traits.

The research assumes that most aspects of human personality structure are represented in the Big Five model.

The knowledge about whether gender differences are explained by different personality traits is critical to public entities that might design appropriate public policies to stimulate social entrepreneurship. Also, social entrepreneurs’ capacity building programs should be delineated in accordance with a deeper understanding about gender and personality traits differences.

The knowledge of the factors that affects the creation of new social ventures has an important potential contribution on social value creation and the promotion of gender equality.

This paper links two important topics – gender and entrepreneurs’ personality traits – scarcely explored in the social entrepreneurship literature. Thus, the paper adds new empirical evidence to support (or not) the belief that personality and gender matter in the decision to launch a new social venture.

The purpose of this research is to examine whether personality and motivational driver differences exist across three generations of working Australians: Baby Boomers, Gen Xs, and Gen Ys.

Using the Occupational Personality Questionnaire and the Motivation Questionnaire, the study examined cross‐sectional differences in personality and motivational drivers across three generations.

The results are not supportive of the generational stereotypes that have been pervasive in the management literature and the media. Specifically, few meaningful differences were found between the three generations. Moreover, even when differences have been observed, these have related more to age than generation.

One of the key limitations is the use of cross‐sectional data. To further explore this issue, it would be interesting to undertake a longitudinal study to assess personality preferences and motivational drivers of the different generations, when the participants are at the same age or the same point in their career.

The research emphasizes the importance of managing individuals by focusing on individual differences rather than relying on generational stereotypes, which may not be as prevalent as the existing literature suggests.

Managers and HR professionals may find the lack of differences across generations interesting and refreshing, in contrast with the popular management literature.

The purpose of this paper is to identify personality types between different university disciplines, and to establish whether there are differing requirements in the design of physical learning environment. Also to identify features of the learning environment that can support a sense of community. This paper seeks to investigate the relationship between student’s personality and preferences of features of the built environment.

Quantitative questionnaires were distributed in three university disciplines based on the variables personality, elements of the physical learning environment and features that could support a sense of community.

The analysis revealed that there are differences in preferred features within the physical learning environment for the three university disciplines within a large UK-based university. It can also be seen that there are differences in personality profiles between these three university disciplines. Features of the environment that could support a sense of community have been also identified.

Those who are responsible for the design and refurbishment of higher education institutions may find this research useful to improve the facilities for students. To support the development of appropriate physical learning spaces through the understanding of students’ requirements.

This paper presents a new perspective on how the development of higher education facilities can be designed to increase student experience by identifying specific features of the physical learning environment students prefer.

The purpose of this study is to examine gender differences in personality predictors of a specific form of workplace aggression: counterproductive work behaviors directed at individuals (CWB‐I).

Students (n=212) who were part‐time employees working at least 15 hours per week completed a measure of the five‐factor model (FFM) personality traits and two circumplex personality traits (Calmnesss and Pleasantness), as well as a measure of CWB‐I. Hierarchical regressions and tests of mean differences were used to examine hypotheses pertaining to gender differences in personality predictors of interpersonal aggression.

Results generally supported the hypotheses as shown by the significant interactions between gender and personality traits in predicting CWB‐I. Agreeableness and Pleasantness significantly (negatively) predicted CWB‐I among males, but not females. Emotional Stability significantly (negatively) predicted CWB‐I among females, but not males.

The use of self‐report surveys may impact the results of this study. However, as this is the first study to explore the complex interactions between gender and personality in predicting workplace aggression, it is hoped that future research tests these relationships with alternate samples and methodologies.

The results show that personality traits predict interpersonal workplace aggression differentially for males and females. Results also show that circumplex intersection traits are a useful supplement to the FFM traits in explaining interpersonal aggression in the workplace.

To the authors' knowledge, this is the first study to show that personality traits differentially predict interpersonal aggression for males and females; and to demonstrate the incremental validity of circumplex traits over FFM traits in predicting interpersonal aggression.

Develops a model of the theoretical impact of individual personality differences on the productivity of information systems (IS) development teams, then illustrates that impact by presenting a case example. Following a discussion of team composition and MBTI personality types, analyses the attributes of two IS development teams based on age, intelligence, problem‐solving ability, task responsibility, and personality‐type composition. In this case there were no significant differences in the two teams other than the differences in personality‐type composition. Determines that the differences in team performance were primarily caused by differences in the personality‐type composition of the two teams.

Law enforcement is a stressful career, especially to US-based officers. Officers are typically psychologically screened and declared fit for duty prior to completing training. Current personality research has demonstrated the potential for traits to increase or decrease due to a variety of factors, including time and stress levels. The purpose of this paper is to investigate how officers’ personality traits may differ based upon their levels of stress and lengths of service. This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor model (FFM) personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels. The authors found the current sample had a higher mean stress level than any previously reported law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, and extraversion was significantly correlated with openness to new experiences. The authors found significant differences in several FFM traits for both career-related stress and length of service. The findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer. It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels.

The authors found the current sample had a higher mean stress level than any previously report law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, r(159)=0.36, p<0.000; and, extraversion was significantly correlated with openness to new experiences, r(159)=0.28, p<0.000. The authors found significant differences in several FFM traits for both career-related stress and length of service.

These findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer.

It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This is the first study to examine how personality may differ in law enforcement officers (LEOs) with both high stress and long careers. Logical follow-ups to this study would be longitudinal studies on LEOs.