scholarly journals Personality in information systems professions: identifying archetypal professions with suitable traits and candidates' ability to fake-good these traits

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Luka Tomat ◽  
Peter Trkman ◽  
Anton Manfreda
Keyword(s):  
Information Systems ◽  
Personality Traits ◽  
Work Performance ◽  
Real Life ◽  
Personality Type ◽  
Personality Types ◽  
Myers Briggs Type Indicator ◽  
Personality Tests ◽  
Content Type ◽  
Fake Good

PurposeThe importance of information systems (IS) professions is increasing. As personality–job fit theory claims, employees must have suitable personality traits for particular IS professions. However, candidates can try to fake-good on personality tests towards the desired personality type. Thus, the purpose of this study is to identify archetypal IS professions, their associated personality types and examine the reliability of the Myers–Briggs Type Indicator (MBTI) personality test in IS recruitment decisions.Design/methodology/approachThe authors reviewed academic literature related to IS professions to identify job archetypes and personality traits for IS professions. Then, the authors conducted an experiment with 452 participants to investigate whether candidates can fake-good on personality tests when being tested for a particular IS profession.FindingsThe identified job archetypes were IS project manager, IS marketing specialist, IS consultant, IS security specialist, data scientist and business process analyst. The experimental results show that the participants were not able to fake-good considerably regarding their personality traits for a particular archetype.Research limitations/implicationsThe taxonomy of IS professions should be validated further. The experiment was executed in an educational organisation and not in a real-life environment. Actual work performance was not measured.Practical implicationsThis study enables a better identification of suitable candidates for a particular IS profession. Personality tests are good indicators of the candidate's true personality type but must be properly interpreted.Originality/valueThis study enhances the existing body of knowledge on IS professions' archetypes, proposes suitable MBTI personality types for each profession and provides experimental support for the appropriateness of using personality tests to identify potentially suitable candidates.

Personality traits common to fraud investigators

2020 ◽  
Vol 27 (1) ◽  
pp. 119-129
Author(s):  
Lynn H. Clements
Keyword(s):  
Personality Traits ◽  
Design Methodology ◽  
Personality Type ◽  
Fraud Detection ◽  
Personality Types ◽  
Content Type ◽  
The World ◽  
High Level ◽  
Secondary Finding ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the personality traits common to fraud investigators utilizing the ten-item personality inventory (TIPI) instrument. Moreover, the paper seeks to encourage employers and academics to consider identifying the personality traits common to fraud investigators in hiring and educating potential future investigators. Design/methodology/approach A survey was administered to 183 professionals using the TIPI instrument Findings The professionals surveyed self-reported a high level of conscientiousness, measured as a mean of > 12 on a scale of 14. A secondary finding is that the professionals surveyed who are “more experienced” at fraud investigation exhibit more openness and less neuroticism than those with less investigation experience. Research limitations/implications The first limitation is the small number of usable responses (183). A second limitation is that surveys were administered in only two states, and the results may not reflect the general population of professionals who search for fraud. A third limitation is that the survey respondents had a wide variety of careers, and the results may have differed if the survey had been administered to only one type of investigator. Practical implications The results have implications for employers, fraud investigators and academics. Given that fraud is prevalent in all industries around the world, employers may wish to pinpoint current or potential employees who have the personality type(s) that are best suited to detect fraud. Also, academics may identify students who have the personality type(s) that are best suited for a career in fraud detection. Originality/value This the first study to explore the personality types that may identify persons who are well suited for fraud detection.

Four ways mind–body infused coaching approaches sharpen executives’ performance

2018 ◽  
Vol 17 (6) ◽  
pp. 282-289
Author(s):  
Alison Horstmeyer
Keyword(s):  
Emotional Intelligence ◽  
Work Performance ◽  
Holistic Approach ◽  
Personality Types ◽  
Content Type ◽  
Whole Person ◽  
Body Practices ◽  
The Brain ◽  
Practical Implications

Purpose This paper aims to describe mind–body infused coaching and to explain four distinct effects it can have on organizational executives and employees. Design/methodology/approach A review of theory and research on mind–body practices, emotional intelligence and work performance was conducted. A case study from the author’s experience also is included. Findings Mind–body infused coaching activates employees’ awareness, ignites a strengths-based approach, improves inner workings of the brain, boosts emotional intelligence and promotes curiosity. Practical implications HR professionals and managers are encouraged to obtain training in evidence-based mind–body principles to improve and sustain outcomes when coaching organizational executives and employees. Originality/value Conventional coaching approaches tend to be highly reductionistic by focusing solely on employees’ personality types, soft skills or achievement of specific goals. This paper discusses a holistic approach to coaching the whole person and outlines four specific benefits that could be anticipated as a result.

scholarly journals The Relationship Between Personality Type And Leadership Focus

2006 ◽  
Vol 4 (1) ◽  
Author(s):  
Grant Sieff ◽  
Louis Carstens
Keyword(s):  
South African ◽  
Personality Type ◽  
Target Population ◽  
Personality Types ◽  
Leadership Role ◽  
Myers Briggs Type Indicator ◽  
Multiple Focus ◽  
Type Indicator ◽  
Myers Briggs ◽  
The Relationship

Optimising focus is a key success driver for many organisation leaders. The relationship between personality type and leadership focus is examined. Personality type is assessed with Form M of the Myers-Briggs Type Indicator instrument, and leadership focus is explored through the development and application of a Leadership Focus Questionnaire. South African executives form the target population for this study. Both functionalist and interpretive approaches are applied. Three primary theoretical hypotheses about leadership focus, concerning (1) optimising the balance of focus between external and internal priorities, (2) the fit between the leadership personality type and the organisation type, and (3) the capacity to manage a multiple focus, are considered. Results show that Extraverted personality types are more comfortable with the challenges of focus in the leadership role than are Introverted types, and Extraverted, Sensing, Thinking and Judging types experience a greater degree of fit with their organisations than do Introverted, Intuitive, Feeling and Perceiving types.

The potential of game- and video-based assessments for social attributes: examples from practice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Franziska Leutner ◽  
Sonia-Cristina Sonia-Cristina ◽  
Josh Liff ◽  
Nathan Mondragon
Keyword(s):  
Psychometric Properties ◽  
Predictive Validity ◽  
Convergent Validity ◽  
Work Performance ◽  
Impact Analysis ◽  
Real Life ◽  
Recognition Task ◽  
Emotion Management ◽  
Adverse Impact ◽  
Content Type

PurposeThe purpose of this study is to describe the development and psychometric properties of a novel game- and video-based assessment of social attributes. Despite their increasing adaption, little research is available on the suitability of games and video analytics for measuring noncognitive attributes in the selection context.Design/methodology/approachThe authors describe three novel assessments and their psychometric properties in a sample of 1,300 participants: a game-based adaptation of an Emotion Recognition Task, a chatbot-based situational judgment test for emotion management and a video-based conscientiousness assessment.FindingsThe novel assessments show good to moderate convergent validity for Emotional Recognition (r = 0.42), Emotion Management (r = 0.39) and Conscientiousness (r = 0.21). The video-based assessment demonstrates preliminary predictive validity for self-reported work performance. Novel game-based assessments (GBAs) are perceived as better designed and more immersive than traditional questionnaires. Adverse impact analysis indicates small group differences by age, gender and ethnicity.Research limitations/implicationsPredictive validity findings need to be replicated using objective measures of performance, such as performance ratings by supervisors and extended to the GBAs. Adverse impact should be evaluated using a real-life applicant pool and extended to additional groups.Practical implicationsEvidence for the psychometric validity of novel assessment formats supports their adoption in selection and recruitment. Improved user experience and shortened assessment times open up new areas of application.Originality/valueThis study gives first insights into psychometric properties of video- and game-based assessments of social attributes.

How personality traits influence management styles of construction project managers

2020 ◽  
Vol 10 (3) ◽  
pp. 453-468
Author(s):  
Florence Y.Y. Ling ◽  
Zhe Zhang ◽  
Wei Ting Wong
Keyword(s):  
Personality Traits ◽  
Statistical Tests ◽  
Construction Project ◽  
Team Leadership ◽  
Project Managers ◽  
Management Style ◽  
Management Styles ◽  
Personality Tests ◽  
Content Type ◽  
The People

PurposeThis research investigates the dominant personality traits of construction project managers (PMs) and how their personality influences their management styles.Design/methodology/approachAn industry-wide survey with 70 PMs was conducted in Singapore. The survey data were subjected to inferential statistical tests. In-depth interviews were conducted with four subject matter experts.FindingsMajority of the sample PMs are male with age, education level and experience well spread. The dominant personality traits of PMs are found to be: high in Extraversion, Agreeableness, Conscientiousness and Openness and low in Neuroticism. PMs adopt “team leadership” style in which they place high emphasis on both the work that they need to complete and the people they lead. Their Agreeableness and Conscientiousness may improve over time.Research limitations/implicationsThe correlations and regressions cannot prove causality.Practical implicationsIt is discovered that PMs who have high conscientiousness and high openness personalities are more likely to be leaders who are concerned for both the people that they lead and production outcomes. The implication is that employers may wish to conduct personality tests at the time of hiring to ensure good job match.Originality/valueThis study is novel because it integrated two areas of knowledge – personality traits and management style. The regression analysis discovered that Openness and Conscientiousness traits may be used to predict PMs' management styles. This suggests that if personality tests are administered at hiring stage, the outcomes may be used to match potential hires to the jobs that they are being considered for.

Stability of Jungian Personality Types within a College Population over a Decade

1987 ◽  
Vol 60 (2) ◽  
pp. 419-422 ◽  
Author(s):  
Nissim Levy ◽  
Stanley E. Ridley
Keyword(s):  
Personality Type ◽  
Total Sample ◽  
Personality Types ◽  
Myers Briggs Type Indicator ◽  
Type Indicator ◽  
Two Samples ◽  
Significant Difference ◽  
Urban University ◽  
College Population ◽  
The Stability

This study examined the stability of a college population's modal personality type, and its distribution of personality types, over a decade. This was done cross-sectionally by comparing the Jungian personality types of two female samples from the same urban university whose personality types had been tested 10 to 12 yr. apart with the Myers-Briggs Type Indicator. The total sample was 1,764. The results indicated that the slight change in the two samples' modal personality type was artifactual and that there was no statistically significant difference in the distributions of personality types. The findings are discussed in terms of their theoretical and research implications.

scholarly journals Personality Type and Birth Order of Women Engineering Students

2019 ◽  
Vol 8 (4) ◽  
pp. 10932-10938
Keyword(s):  
Birth Order ◽  
Engineering Students ◽  
Personality Type ◽  
Personality Types ◽  
Future Research ◽  
Order Effects ◽  
Myers Briggs Type Indicator ◽  
Psychological Types ◽  
University Admission ◽  
Admission Policies

The present study attempted to assess the psychological types of women engineering students using MBTI (Myers Briggs Type Indicator) and to examine the effects of birth order on personality type. The participants (N=338) on the average scored high on extraversion, sensing, thinking and judging (ESTJ). The most identified personality types were Extraversion-Sensing-Thinking-Judging (ESTJ) and Extraversion-Sensing-Thinking-Perceiving (ESTP). The least common personality types were Introversion-Intuitive-FeelingPerceiving (INFP), and Introversion-Intuitive-Thinking-Judging (INTJ). Cross tabulation examined relationships between personality type and birth order. Results of the study indicated that birth order has bare minimal statistically insignificant effect on the personality type. The present study is anticipated to afford the higher education sector with pertinent information for framing the university admission policies with regards to the career path. Longitudinal studies, to determine an individual’s birth order effects on personality and other variables such as selfworth and contentment with life are recommended. Validation of the results of the study is possible with future research on a larger population of women pursuing varied disciplines

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