Digital Commons Network^™

Exploring Disc Attitudes Toward Organizational Change, Christie Cooper

Theses and Dissertations

This quantitative study explored how different personality styles, using the dominance, influence, steadiness, and compliance (DISC) personality assessment to address the concept of change. Specifically, the attitudes the four main DISC personality styles have toward change. The study aimed to contribute to the body of knowledge. There is a significant gap in the empirical research investigating DISC and change.

This study’s significance was to fill a gap in the literature in an area that has limited empirical research conducted. European and Asian countries do far more work on the front-side of change to ensure people are prepared for the change …

Correlational Study Between Emotional Intelligence Scores And Specific Personality Traits Of Professionals Working In The Nonprofit Sector In The Northwest, Suzan L. Huntington

Theses and Dissertations

Emotional intelligence (EQ) has received much attention as a factor that is potentially useful in understanding and predicting individual performance at work. EQ is defined as the subset of social intelligence involving the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions (Cobb & Mayer, 2000; Goleman, 1995; Thi Lam & Kirby, 2002; Tucker, Sojka, Barone, & McCarthy, 2000). The two nemeses for EQ are general cognitive intelligence (IQ) and personality theory. Abundant research exists regarding the impact IQ has on personal success. Most …

Diversity Congruency Within Organizations: The Relationship Among Emotional Intelligence, Personality Structure, Ethnic Identity, Organizational Context And Perceptions Of Organizational Diversity, David Hurlic

Theses and Dissertations

This study explores the relationship among Emotional Intelligence (EI) (consisting of perception and appraisal, facilitating thinking, understanding emotions, and regulating emotions), Personality Structure (FFM) (consisting of extroversion, agreeableness, conscientiousness, neuroticism, and openness to experiences), Ethnic Identity, Organizational Context (OC), and Perceptions of Organizational Diversity. It is hoped that by examining the impact of individual personality structures, as well as, ethnic identity and organizational context as precursors to individual perceptions between EI, Personality Structure, and diversity and affirmative action, a more coherent method of analysis is created allowing organizations to identify specific factors contributing to affirmative action and diversity program acceptance …