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This report summarises the results of research carried out to explore relationships between personality traits measured by OPQ32 and Enneagram Types. The Enneagram is a typology that features 9 Personality Types. It takes individual differences into account and maps out the basic motivations of each personality orientation. The results show a stron...
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Across two studies we aimed to provide evidences of validity and reliability for the Brief Resilience Scale (BRS) in Brazil. In study 1, 171 individuals participated (Age M = 21.9, SD = 6.59) and 232 in Study 2 (Age M = 26.3,
SD = 7.06). Confirmatory factor analysis (CFA) supported the predicted one-factor solution, with five items and satisfactory...
Citations
... The Enneagram has been investigated in a few research studies. Wagner (1981), Wagner and Walker (1983), Newgent (2001), Newgent, Parr, and Newman (2002), Newgent, Parr, Newman, and Higgins (2004), Bartman and Brown (2005), and Brown and Bartram (2005) evaluated the reliability and validity of the Riso-Hudson Enneagram Type Indicator, the instrument used to identify the personality type. Cohen (2007) suggests applications of the Enneagram to psychological assessment and Matise (2007) promotes the Enneagram as a tool in counseling relationships. ...
... Although the history of the Enneagram system is still being debated (Ellis & Abrams, 2009), the majority of research (Brown & Bartram, 2005;Newgent, 2001;Newgent, Parr, & Newman, 2002;Newgent, Parr, Newman, & Higgins, 2004) identified in this document refer to the system developed by Riso and Hudson (1999). Dallaire (2000Dallaire ( , 2004Dallaire ( , 2010 and De ...
... Lassus (2006) describe the Enneagram system as a way of understanding people's behavior, motivations, values, thinking selves, and ways of solving problems. Brown and Bartram (2005), from the SHL People Performance Group known for the creation of the Occupational Personality Questionnaire, describe the assumptions contained in the Enneagram system. First, no personality type is inherently better or worse than the other. ...
This quasi-experimental study investigated whether the knowledge of the Enneagram system affects unconditional self-acceptance and psychological well-being of university students who have been attending university for at least a year. It also measured the correlation between the total scores on the psychological well-being instrument and unconditional self-acceptance questionnaire. A two-group design was employed, wherein a control and an experimental group completed a pre- and two post-tests on psychological well-being and unconditional self-acceptance. The randomly selected experimental group received three weekly educational sessions on the Enneagram system.
Results show that the knowledge of the Enneagram personality system does not have a significant effect on psychological well-being. Due to a small sample size and violation of the assumptions required to conduct an ANCOVA it was not possible to determine if the knowledge of the Enneagram affects unconditional self-acceptance. Findings indicate also a low to moderate positive correlation between the Unconditional self-acceptance questionnaire Chamberlain and Haaga (2001a) and Ryff Psychological Well-Being Scale (1989).
Recommendations include using a larger sample, changing the number of educational sessions or their format, and using an additional test to measure irrational thoughts. Therefore, in a future study it may be favorable that the intervention be an integral part of a family and consumer sciences university course. Finally, despite the results of this study there are some indicators that suggest the Enneagram system be taught in schools and university to help prepare students to be more conscious of how marketing agencies may manipulate such knowledge to their advantage.
With a growing proportion of online activities on social networking sites on different mediums like Facebook, Instagram, Twitter, LinkedIn the requirement for personality prediction associated with this online mediated behavior has also increased significantly. The user generated content on social media can be effectively leveraged to record, analyze and predict personality through different psychological approaches like MBTI, Big Five, and DISC. Predicting personality has displayed an intrinsic influence in multifarious domains like career choice, political influence, brand inclination, customized advertising, improvising learning outcomes, recommender system algorithms and so on. The objective of this paper is to stipulate an overview of different strategies used by researchers to predict personality based on the social media usage and user generated content across prominent social media platforms. It was observed that the personality traits can be accurately inferred from user behavior reflected on social media through attributes like status posted, pictures uploaded, number of friends, groups joined, network density, liked content. As of now, Facebook followed by Twitter are the most prominent social media platforms for conducting the study however, the use other social media platforms like Instagram, LinkedIn are expected to increase exponentially for carrying out personality prediction study.
Purpose
– The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work.
Design/methodology/approach
– Full-time employees took part in these training interventions and completed questionnaires using a switching-replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts.
Findings
– Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence.
Research limitations/implications
– Sample size limited the extent to which the relatively weak relationships between the concepts could be identified.
Practical implications
– Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes.
Originality/value
– Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.
