Effect of Age upon Leadership Attributes from Recruitment Instrument: a Selective Developmental Trajectory
- *Corresponding Author:
- Archer T
Department of Psychology
University of Gothenburg
Box 500, S-405 30 Gothenburg, Sweden
Tel: +46 31 7864694
E-mail: [email protected]
Received Date: November 02, 2015; Accepted Date: November 05, 2015; Published Date: November 30, 2015
Citation: Archer T, Jansson B, Klaus Olsen (2015) Effect of Age upon Leadership Attributes from Recruitment Instrument: a Selective Developmental Trajectory. Clin Exp Psychol 1: 106. doi: 10.4172/2471-2701.100106
Copyright: © 2015 Archer T, et al. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.
This exploratory report presents the contents of a large data-base consisting of psychometric measurement of personality-related attributes of individuals who underwent the recruitment process by completing the JobMatchTalent instrument that was developed from principles of occupational psychology. On the basis of individuals’, who applied for corporate or governmental leadership positions, responses, the correlations between applicants’ age and personal attributes was obtained. Correlational and regression analyses were used to explore differences between younger and older potential executive participants. These indicated that younger leadership applicants enjoyed an advantage with regard to: ”Focus-on-details”, ”Focus-on-order”, ”Own motivation”, ”Concentration”, ”Will-power”, ”Winner-instinct”, ”Visions-for-the-future”, whereas older leadership applicants enjoyed an advantage with regard to: ”Sphere-of-influence”, ”Tolerant attitude” and ”Trust-in-others”. The levels of stress-sensitivity, strategic focus, energy and communication, as expressed by younger and older recruitment applicants seeking executive positions, were comparable. At higher age levels, the leadership candidates expressed less focus on the tasks and less orientation towards their own ambitions but were rather more concerned with developing their staff, building relations and ‘team-spirit’.