Modèle des Big Five (psychologie)

[[File:Modèle Big Five.png|thumb|upright=1.2|Le 5 traits du modèle de personnalité Big Five']] En psychologie, Big Five désigne un modèle descriptif de la personnalité en cinq traits centraux, empiriquement proposé par en 1981 puis développé par Costa et McCrae dans les années 1987-1992. Il constitue non une théorie mais un repère pour la description et l'étude théorique de la personnalité. Il a servi à établir les profils psychologiques utilisés pour influencer les élections américaines et le référendum qui a abouti au Brexit, dans le cadre du Scandale Facebook-Cambridge Analytica/AggregateIQ. Définition Le modèle est parfois appelé « modèle OCEAN », acronyme du nom de ses différentes dimensions.

(O) Ouverture : appréciation de l'art, de l'émotion, de l'aventure, des idées peu communes ou des idées nouvelles, curiosité et imagination ;
(C) Conscienciosité (conscience morale, virtus, c'est-à-dire vertu au sens romain) : autodiscipline, respect de

Genome-Wide Association Study of Alzheimer's Disease Brain Imaging Biomarkers and Neuropsychological Phenotypes in the European Medical Information Framework for Alzheimer's Disease Multimodal Biomarker Discovery Dataset

Christopher Clark

Alzheimer's disease (AD) is the most frequent neurodegenerative disease with an increasing prevalence in industrialized, aging populations. AD susceptibility has an established genetic basis which has been the focus of a large number of genome-wide association studies (GWAS) published over the last decade. Most of these GWAS used dichotomized clinical diagnostic status, i.e., case vs. control classification, as outcome phenotypes, without the use of biomarkers. An alternative and potentially more powerful study design is afforded by using quantitative AD-related phenotypes as GWAS outcome traits, an analysis paradigm that we followed in this work. Specifically, we utilized genotype and phenotype data from n = 931 individuals collected under the auspices of the European Medical Information Framework for Alzheimer's Disease Multimodal Biomarker Discovery (EMIF-AD MBD) study to perform a total of 19 separate GWAS analyses. As outcomes we used five magnetic resonance imaging (MRI) traits and seven cognitive performance traits. For the latter, longitudinal data from at least two timepoints were available in addition to cross-sectional assessments at baseline. Our GWAS analyses revealed several genome-wide significant associations for the neuropsychological performance measures, in particular those assayed longitudinally. Among the most noteworthy signals were associations in or near EHBP1 (EH domain binding protein 1; on chromosome 2p15) and CEP112 (centrosomal protein 112; 17q24.1) with delayed recall as well as SMOC2 (SPARC related modular calcium binding 2; 6p27) with immediate recall in a memory performance test. On the X chromosome, which is often excluded in other GWAS, we identified a genome-wide significant signal near IL1RAPL1 (interleukin 1 receptor accessory protein like 1; Xp21.3). While polygenic score (PGS) analyses showed the expected strong associations with SNPs highlighted in relevant previous GWAS on hippocampal volume and cognitive function, they did not show noteworthy associations with recent AD risk GWAS findings. In summary, our study highlights the power of using quantitative endophenotypes as outcome traits in AD-related GWAS analyses and nominates several new loci not previously implicated in cognitive decline.

FRONTIERS MEDIA SA2022

Impact de la communication voco-visuelle dans le management sur la motivation des collaborateurs

Our research work wishes to highlight the importance of the relationship between the vocal and physical behaviour of the manager and team motivation. In order to investigate this important relationship, a survey by means of a questionnaire and two field studies were undertaken. The survey has notably showed that in communication situations the working population questioned is above all sensitive to physical behaviour. The people questioned often put vocal communication in second place. It should be noted that their principal factor of motivation within the professional environment is recognition and respect for the individual. According to them, for physical behaviour, it is mainly through the eyes, followed by facial expressions and then the manager's posture that recognition and respect for the individual are expressed. With regard to vocal behaviour, these elements can be expressed through the intonation, tone and loudness of the voice. The field studies and the decision to prioritize the analysis of physical behaviour allowed us to confirm whether this body language, a sign of recognition and respect of the individual and therefore source of motivation, was a reality and resulted in a successful contact. In the working place, the way the manager looks at his team, notably, can be lacking or even absent and consequently this absence can be perceived as a closure. Therefore, if we follow our logic, this could have an influence on staff motivation. We therefore decided to complete our field studies by having the teams pass a connotation test to find out their real feelings towards their manager's behaviour. It appears that the manager's recognition for them takes second place to other equally necessary managerial qualities such as strength, endurance and a proactive personality which are widely accepted. The conclusions of the questionnaire survey have therefore been confirmed by the qualitative study. By proceeding stage by stage, our research has therefore managed to confirm the real relationship between the principal factor of motivation for staff "recognition and respect of the individual" and the physical behaviour "look, facial expression and posture" which expresses this recognition. And by really taking into consideration the relationship of vocal and visual behaviour to motivation, every manager can encourage a better quality of understanding within his team. This active listening will allow him to build a complementary and successful team by placing the right person in the right place! Henceforth, every individual's satisfaction at work becomes progressively a collective effort and a real social culture within the working place begins to grow…

EPFL2009

Christopher Clark

FRONTIERS MEDIA SA2022

Impact de la communication voco-visuelle dans le management sur la motivation des collaborateurs

EPFL2009