Bonificação de gestores e traços de personalidade em um contexto de sustentabilidade

Abstract

This dissertation explores how personality traits influence managerial bonuses in asustainability context, examining the interaction between individual characteristics andmanagement practices focused on environmental, social, and financial balance. Thestudy is based on the "Big Five" personality model, which includes Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience, measured using the TIPI inventory. The research employs an experiment with 141participants acting as directors, assigning bonuses to fictitious managers based onperformance indicators structured in the traditional Balanced Scorecard (BSC) and itssustainability-oriented versions. Data analysis was conducted using Structural EquationModeling via Partial Least Squares (PLS-SEM), enabling the assessment ofrelationships between personality traits and managerial decisions. The results indicatethat Extraversion and Emotional Stability moderately influence decisions, whileAgreeableness and Conscientiousness have reduced impacts. BSC versionsincorporating sustainability metrics highlighted the relevance of individual traits inaligning with organizational goals. The research provides practical implications for theselection and training of managers, suggesting that understanding personality traits canenhance decision-making effectiveness in complex organizational environments. Despite limitations such as a student-based sample, the study contributes by addressinggaps in the literature and providing insights for future research involving experiencedmanagers and qualitative methods. By emphasizing the intersection of personality traitsand sustainability, the dissertation expands the understanding of individual factors inmanagerial performance, fostering the development of more effective, ethical, andsustainable organizational practices.