Personality structure and emotional intelligence of high-potentials compared to low-potentials in a business context

Table of Contents

1 Preface

1. 1 Structure of the Thesis

1. 2 Summary and Perspective

2 Theoretical Introduction

2. 1 A Discourse on High Potential

2. 1. 1 Potential

2. 1. 2 Leadership

2. 1. 3 High Potential – Low Potential

2. 1. 4 Innate or Acquired

2. 1. 5 Constancy

2. 2 Attributes

2. 2. 1 Personality

2. 2. 2 Emotional Intelligence

2. 2. 3 Upbringing

2. 2. 4 Political Activities

2. 2. 5 Social Network

2. 3 Additional Attributes

2. 3. 1 Authenticity and Type-Inadequate Behaviour

2. 3. 2 Intelligence

2. 3. 3 Power

2. 4 Typology

2. 4. 1 Personality Models

2. 4. 2 Typology - F. Riemann

2. 4. 3 Riemann Test

2. 5 Aims of the Study

2. 5. 1 Statement of the Problem

2. 5. 2 Research Question

2. 5. 3 Hypothesis

3 Methodology and Design

3. 1 Sample

3. 2 Measures

3. 2. 1 Online Tests

3. 2. 2 Online Questionnaire

3. 2. 3 Risk Mitigation

3. 3 Data Analysis

3. 3. 1 Aggregation of the Raw-Data

3. 3. 2 General Statistics

3. 3. 3 Data Analysis used for Hypothesis 1 – Personality Type

3. 3. 4 Data Analysis used for Hypothesis 2 - EQ

3. 3. 5 Data Analysis used for Hypothesis 3 - Environment

3. 3. 6 Data Analysis used for Hypothesis 4 - Attributes

3. 3. 7 Data Analysis used for Hypothesis 5 - Attribute Pattern

3. 3. 8 Data Analysis used for Hypothesis 6 - Early Detection

3. 3. 9 Data Analysis used for Hypothesis 7 - Income

4 Results

4. 1 General Statistics

4. 2 Results for Hypothesis 1 – Personality Type

4. 2. 1 Hypothesis 1 - Dominant Personality Type

4. 2. 2 Hypothesis 1 - Personality Type Pattern

4. 2. 3 Hypothesis 1 - Analysis

4. 3 Results for Hypothesis 2 - EQ

4. 3. 1 Hypothesis 2 - EQ Test Scores

4. 3. 2 Hypothesis 2 - EQ Components

4. 3. 3 Hypothesis 2 - Analysis

4. 4 Results for Hypothesis 3 - Environment

4. 4. 1 Hypothesis 3 - Birth Order

4. 4. 2 Hypothesis 3 - Family Structure

4. 4. 3 Hypothesis 3 - Family Wealth

4. 4. 4 Hypothesis 3 - Analysis

4. 5 Results for Hypothesis 4 - Attributes

4. 5. 1 Hypothesis 4 - Political Activity

4. 5. 2 Hypothesis 4 - Regard for the Social Network

4. 5. 3 Hypothesis 4 - Analysis

4. 6 Results for Hypothesis 5 – Attribute Pattern

4. 6. 1 Hypothesis 5 - Attribute Combination

4. 6. 2 Hypothesis 5 - Analysis

4. 7 Results for Hypothesis 6 – Early Detection

4. 7. 1 Hypothesis 6 - Early Detection

4. 7. 2 Hypothesis 6 - Analysis

4. 8 Results for Hypothesis 7 - Income

4. 8. 1 Hypothesis 7 - Average Income

4. 8. 2 Hypothesis 7 - Job Satisfaction

4. 8. 3 Hypothesis 7 - Average Income, Job Satisfaction and Personality Type

4. 8. 4 Hypothesis 7 - Analysis

5 Discussion and Conclusion

5. 1 Interpretation of Research Results

5. 1. 1 General Statistics

5. 1. 2 Attributes and Potential

5. 1. 3 Early Detection

5. 1. 4 Personality Type, Job Satisfaction and Income

5. 2 Conclusion

5. 3 Critical Reflection

5. 3. 1 Critical Reflection on the Personality Type

5. 3. 2 Critical Reflection on the Riemann Test

5. 3. 3 Critical Reflection on High-Potential

5. 3. 4 Critical Reflection on the Data Pool

5. 3. 5 Critical Reflection on the Constancy

5. 3. 6 Limitations of the Study

5. 4 Further Research

Objectives and Topics

This thesis investigates the specific personality structures and emotional intelligence attributes that distinguish high-potential employees (HiPos) from those with lower potential (LoPos) in a business environment. By applying F. Riemann's personality typology and D. Goleman's emotional intelligence framework, the study seeks to identify common attribute patterns that contribute to an individual being selected for high-potential development programs.

• Correlation between personality types (Riemann typology) and professional potential
• Impact of emotional intelligence (EQ) components on career success
• Influence of environmental factors such as upbringing and birth order on potential
• Role of political activity and social networking in professional advancement
• Statistical validation of an "attribute pattern" characteristic of high-potential individuals

Excerpt from the Book

Summary of Chapters

1 Preface: Introduces the research context, the motivation behind examining HiPos, and the focus on personality and emotional intelligence as key success factors.

2 Theoretical Introduction: Defines core concepts like potential and success, details the Riemann personality typology, and establishes the theoretical framework for attributes like EQ, upbringing, and social networks.

3 Methodology and Design: Outlines the quantitative study design, participant sampling from various European companies, and the use of Riemann and EQ self-assessment tests.

4 Results: Presents the statistical data analysis, testing seven hypotheses regarding the correlations between personality, environment, early detection, and professional success.

5 Discussion and Conclusion: Critically evaluates the research findings, addresses limitations such as sample size and social desirability bias, and provides a final conclusion on the characteristic attribute patterns of high potentials.

Keywords

High Potentials, Personality Structure, Emotional Intelligence, Riemann Typology, Career Success, Talent Management, Leadership Ability, Workplace Psychology, Professional Development, Attribute Pattern, Potential Assessment, Job Satisfaction, Employee Engagement, Early Detection, Social Network

Frequently Asked Questions

What is the primary focus of this research?

The research investigates the differences in personality structure and emotional intelligence between high-potential employees (HiPos) and those with lower potential (LoPos) within a business context.

Which theoretical models are used to evaluate personality?

The study primarily utilizes the Riemann typology (based on fear structures) and references the Big Five model and Goleman’s emotional intelligence framework.

What is the central research question?

The study aims to determine which specific personality traits and emotional intelligence levels distinguish high-potential employees from their counterparts in an international corporate environment.

How is the data collected and analyzed?

Data is collected via a voluntary online questionnaire including Riemann and EQ self-assessment tests, followed by statistical analysis using Chi-Square and t-tests to identify significant differences.

What does the "attribute pattern" represent?

It refers to the specific combination of personality traits, EQ components, and background factors that appear statistically more prevalent in individuals identified as high-potentials.

Which keywords define this study?

Key terms include High Potentials, Riemann Typology, Emotional Intelligence, Career Success, and Attribute Pattern.

Does the birth order impact a person's potential?

The study’s analysis of upbringing factors, including birth order, proved inconclusive, suggesting limited direct impact on being considered a high-potential in this sample.

Is there a correlation between income and job satisfaction?

The study found that while income is generally higher for HiPos, a higher income does not necessarily correlate with higher job satisfaction, suggesting a complex relationship between financial success and personal fulfillment.

Can high potential be detected at an early age?

The study notes that while 80% of HiPos report noticeable behaviors in childhood, the statistical significance for using this as a definitive early detection method remains inconclusive.