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<p>This article in the journal “Gruppe. Interaktion. Organisation. (GIO)” aims to show companies a&#xa0;practical approach to recognize the individual decision-making behavior of their employees depending on their personality traits and thus to be able to promote high-quality decisions, e.g. through a&#xa0;targeted design of decision-making processes as well as individually adapted support for decision-makers. In a&#xa0;quantitative questionnaire study, employees across all sectors were asked about their personality traits and individual decision-making behavior (<i>N</i> = 461). The <i>Big Five Inventory&#xa0;10 </i>(<i>BFI-10</i>) was used to measure personality. Individual decision-making behavior was assessed using self-developed items that operationalize various behaviors and are based on postulated behavioral dimensions of the practice-oriented decision-maker profile (Sutrich and Opp <CitationRef CitationID="CR51">2016</CitationRef>) as well as two decision-making styles (Scott and Bruce <CitationRef CitationID="CR46">1995</CitationRef>). Using a&#xa0;hierarchical cluster analysis, six combinations of occurring behaviors in corporate decision-making were exploratively identified. Multiple regression analyses were then used to investigate the extent to which the characteristics of these behavioral combinations are influenced by the Big Five personality traits. For example, the <i>cooperative-designing </i>combination is significantly influenced by all Big Five personality traits, while the <i>intuitive-impulsive </i>combination shows only one significant correlation overall. Significant correlations exist most frequently with <i>conscientiousness</i>, followed by <i>neuroticism</i> and <i>openness</i>.</p>

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Entscheidungen in Unternehmen: Einfluss der Big Five auf das individuelle Entscheidungsverhalten

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年8月8日

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  • Marisa Schirmer,
  • Selina Fußwinkel,
  • Susanne Mütze-Niewöhner,
  • Rüdiger von Nitzsch

摘要

This article in the journal “Gruppe. Interaktion. Organisation. (GIO)” aims to show companies a practical approach to recognize the individual decision-making behavior of their employees depending on their personality traits and thus to be able to promote high-quality decisions, e.g. through a targeted design of decision-making processes as well as individually adapted support for decision-makers. In a quantitative questionnaire study, employees across all sectors were asked about their personality traits and individual decision-making behavior (N = 461). The Big Five Inventory 10 (BFI-10) was used to measure personality. Individual decision-making behavior was assessed using self-developed items that operationalize various behaviors and are based on postulated behavioral dimensions of the practice-oriented decision-maker profile (Sutrich and Opp 2016) as well as two decision-making styles (Scott and Bruce 1995). Using a hierarchical cluster analysis, six combinations of occurring behaviors in corporate decision-making were exploratively identified. Multiple regression analyses were then used to investigate the extent to which the characteristics of these behavioral combinations are influenced by the Big Five personality traits. For example, the cooperative-designing combination is significantly influenced by all Big Five personality traits, while the intuitive-impulsive combination shows only one significant correlation overall. Significant correlations exist most frequently with conscientiousness, followed by neuroticism and openness.