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Auflistung nach Schlagwort "Big Five"

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  • Konferenzbeitrag
    The Influence of Participants’ Personality on Quantitative and Qualitative Metrics in Usability Testing
    (Mensch und Computer 2019 - Tagungsband, 2019) Schmidt, Thomas; Wittmann, Vera; Wolff, Christian
    We present the results of a usability study with 35 participants investigating the influence of personality on various metrics used in usability engineering. We conduct a task based usability test with a website integrating tasks of various difficulty and also measure performance metrics like task completion rate and time on task. We also use standard questionnaire based usability metrics like the System Usability Scale (SUS). Furthermore, we gather qualitative data via open-ended questions and count the number of words as well as the mentions of positive and negative aspects. We measure personality using the well-known big five model, also often referred to as OCEAN model (openness, conscientiousness, extraversion, agreeableness, neuroticism) and three basic needs (need for influence and power, need for recognition and performance, need for security and tranquility). We analyze the relationship between personality and usability metrics via correlations and regression models. We identify multiple significant results and show that in our study the personality correlated with some of the usability metrics we inspected. Extraversion and the need for influence and power show the most and strongest correlations. Furthermore, we also show that regression models based on personality traits can explain up to 37% of the variance in usability metrics. The results have implications for the improvement of the selection process of usability test participants as well as for the interpretation of test results. We discuss these implications and give an outlook on further research in this area.
  • Zeitschriftenartikel
    Nutzung von Persönlichkeitsprofilen zur Steigerung von Kooperation in virtuellen Teams
    (HMD Praxis der Wirtschaftsinformatik: Vol. 55, No. 3, 2018) Lamprecht, Jens; Ahmad, Rangina; Robra-Bissantz, Susanne
    Persönlichkeitstests haben schon länger Einzug gefunden in Bewerbungsgespräche größerer Unternehmen. Diese Tests liefern Persönlichkeitsprofile, die Eigenschaften des Bewerbers anhand mehrerer unscharfer (fuzzy) Dimensionen beschreiben und Aufschluss geben sollen, über die Eignung des Bewerbers – ist dieser besonders teamfähig und kreativ, bereit zu Höchstleistungen oder steht er sich womöglich oft selbst im Weg. Neben der Leistung des Einzelnen spielt aber vor allem auch die Leistung in und von Arbeitsgruppen eine wesentliche Rolle im Berufsalltag. Dabei stößt man durch den Trend zur Globalisierung auch vermehrt auf virtuelle Teams, mit Teammitgliedern aus räumlich verteilten Standorten. Oftmals entstehen hierbei Konstellationen, die das verfügbare Potenzial nicht vollständig ausschöpfen. Um den Arbeitsprozess in diesen virtuellen Teams effektiver, kreativer und reibungsloser zu gestalten, beschreiben wir einen Ansatz, bei dem automatisch erfasste Persönlichkeitsprofile aus User Generated Content genutzt werden, um Teams möglichst optimal zusammenzustellen. Jeder Nutzer nimmt dabei im Team eine Rolle ein, die seiner Persönlichkeit am besten entspricht und er sich somit optimal in die Gruppenarbeit einbringen kann. Personality tests have found their way into job interviews for quite some time now. These tests provide personality profiles describing the characteristics and suitability of the candidates by means of several fuzzy dimensions, such as how agreeable, conscientious or emotionally stable the applicants are. In addition to the performance of the individual, the performance within and by working groups play an important role in professional life. As a result of the trend towards globalization, more and more virtual teams (where team members work from different geographic locations) are increasingly being used. Often, this creates constellations that do not fully exploit the available potential. In order to make the work process in these virtual teams more effective, creative and smooth, we describe an approach in which personality profiles that are automatically generated from user-generated content are used to compile teams as optimally as possible. Each user plays a role in the team that best suits his or her personality and can thus contribute to the group work optimally.