Undergraduate Research https://hdl.handle.net/11264/442 2026-04-09T15:30:29Z 2026-04-09T15:30:29Z Walker, Hayden https://hdl.handle.net/11264/2223 2025-05-20T14:11:16Z 2025-05-15T00:00:00Z

Title: Big Five Personality Traits and Self- Perceived Performance in the Four Pillars at RMC Authors: Walker, Hayden Abstract: Personality traits have been shown to predict performance across various organizational contexts. However, no prior research has examined how these traits relate to performance within the four-pillar program at the Royal Military College of Canada (RMC). This study investigated whether the big five personality traits predict self-perceived success in the academic, fitness, bilingualism, and military pillars at RMC; if gender differences between participants will influence the pattern of association between the big five personality traits and self-perceived success in each of the four pillars. Participants included 83 students (44 male, 37 female, 2 other) who completed the IPIP-NEO-60 personality inventory and self-report measures of perceived success in each of the four pillars. Independent t-tests and multiple linear regressions were conducted. Results indicated that the big five personality traits significantly predicted success in the academic pillar (with conscientiousness and neuroticism as significant predictors within the model), fitness pillar (with conscientiousness and extraversion as significant predictors within the model), and military pillar (with extraversion as a significant predictor within the model). T-tests revealed no significant gender difference in personality trait scores, except for neuroticism; however, gender specific regression analyses showed differing patterns of prediction for the academic and military pillars. These findings suggest that personality traits partially predict self-perceived success in three of the four pillars and highlight potential gender-based biases in how certain traits are perceived and evaluated in the context of the four pillars.; Les traits de personnalité se sont révélés être des prédicteurs de performance dans divers contextes organisationels. Aucune recherche n'a examiné comment ces traits sont liés à la performance dans le cadre du programme des quatre piliers du Collège Militaire Royal du Canada (CMR). Cette étude a examiné si les traits de personnalité Big Five peux prédir la réussite perçue dans les piliers académique, athletique, bilingue et militaire du CMR; et si les différences de genre entre les participants influencent le type d’association entre les traits de personnalité Big Five et la réussite perçue dans chacun des quatre piliers. Les participants sont composé de 83 étudiants (44 hommes, 37 femmes, 2 autres) qui ont complété la test de personnalité IPIP-NEO-60 et des mesures de la réussite perçue dans chacun des quatre piliers. Des tests t indépendants et des régressions linéaires ont été réalisés. Les résultats ont indiqué que les traits de personnalité Big Five prédisaient la réussite dans le pilier académique (avec la conscience et le névrosisme comme prédicteurs significatifs dans le model), le pilier athletique (avec la conscience et l’extraversion comme prédicteurs significatifs dans le model), et le pilier militaire (avec l’extraversion comme prédicteur significatif dans le model). Les tests t n’ont révélé aucune différence significative entre les genres concernant les scores de traits de personnalité, à l’exception du névrosisme; toutefois, les analyses de régression spécifiques au genre ont montré des types de prédiction différents pour les piliers académique et militaire. Ces résultats suggèrent que les traits de personnalité prédisent partiellement la réussite perçue dans trois des quatre piliers et met en évidence des biais potentiels liés au genre dans la manière dont certains traits sont perçus et évalués dans le contexte des quatre piliers.

2025-05-15T00:00:00Z Iakab, Monica https://hdl.handle.net/11264/2204 2025-05-12T13:31:24Z 2025-05-10T00:00:00Z

Title: Growing Up Too Soon: The Impact of Parentification on Resilience in Adulthood Authors: Iakab, Monica Abstract: During childhood, individuals may be exposed to adverse childhood experiences (ACEs) (Herzog & Schmahl, 2018) which can disrupt the quality of their physical and mental health throughout their entire life (Borchet et al., 2018; Cosco et al., 2018). While many individuals may be exposed to a variety of ACEs, perceptions of unfairness can influence how beneficial or detrimental the situation is to their well-being (Lee & Kawachi, 2019). One type of ACE is parentification, a situation in which a disruption in a family unit causes a parent-child role-reversal and a child is expected to perform tasks that they are often not physically or emotionally mature enough to perform (Boszormenyi-Nagy & Spark, 1973; Hooper, 2012; Hooper et al., 2014; Jurkovic, 1997). Two subtypes of parentification exist: Instrumental, where a child provides physical help to their parent(s) and Expressive, where a child provides emotional help to their parent(s) (Boszormenyi-Nagy & Spark, 1973; Jurkovic, 1997). Exposure to parentification generally inhibits the potential of individuals but in some cases, it can lead to resilience, an area of research that has not been explored extensively (Dariotis et al., 2023). The objective of this study was to determine if past and current exposure to parentification increased levels of well-being and resilience in adulthood within both military and civilian populations. There was no direct relationship between parentification and resilience. Instead, this relationship was mediated by perceived unfairness. This highlights that while difficult, challenges in early life can be overcome by shifting one’s mindset and acknowledging that even through adversity, there is an opportunity to become more resilient.

2025-05-10T00:00:00Z Bartolozzi, Brady https://hdl.handle.net/11264/2203 2025-05-20T14:11:33Z 2025-05-10T00:00:00Z

Title: Sink or Swim: Examining the CCoR's Self-Rated Reluctance and Leadership Behaviours Authors: Bartolozzi, Brady Abstract: Though the opportunity to become a leader is often thought to be a positive experience and a chance to advance one’s knowledge and skill sets, there is nonetheless a growing phenomenon whereby high potential individuals turn down or simply refuse to take up leadership roles. The purpose of this study is to examine reluctance to lead (RTL) among a sample of naval/officer cadets (N/OCdts) at the Royal Military College of Canada (RMC). The aim of this research is to understand how reluctance may affect a range of cadets’ leadership behaviours. Seventy-seven N/OCdts at RMC completed online survey measures evaluating their RTL, leadership self-efficacy (LSE) and self-rated leadership behaviours. Bivariate correlational analysis revealed no relationship between RTL and LSE, nor between RTL and self-rated leadership behaviours. These results indicate that, though some at RMC are reluctant to take on leadership, this reluctance does not appear to be an impediment to their self-reported leadership behaviours. These results suggest that consistent with Epitropaki’s (2018) assertion, reluctance to lead may not be a barrier to effective leadership, and further research is needed to explore the factors underlying RTL and its potential impact on leadership emergence and development.; Bien que l’occasion de devenir un leader soit souvent perçue comme une expérience positive et une chance de développer ses connaissances et compétences, un phénomène croissant émerge selon lequel des individus à fort potentiel refusent ou déclinent tout simplement les rôles de leadership. Le but de cette étude est d’examiner la réticence à diriger (RTL) au sein d’un échantillon d’aspirants de la Marine/de l’Armée (N/OCdts) du Collège militaire royal du Canada (RMC). L’objectif de cette recherche est de comprendre comment la réticence peut influencer un éventail de comportements de leadership chez les cadets. Soixante-dix-sept N/OCdts du RMC ont rempli des questionnaires en ligne évaluant leur RTL, leur sentiment d’efficacité personnelle en leadership (LSE), ainsi que leurs comportements de leadership autodéclarés. Une analyse corrélationnelle bivariée n’a révélé aucune relation entre la RTL et la LSE, ni entre la RTL et les comportements de leadership autodéclarés. Ces résultats indiquent que, bien que certains au RMC soient réticents à assumer un rôle de leadership, cette réticence ne semble pas constituer un obstacle à leurs comportements de leadership autodéclarés. Ces résultats suggèrent, conformément à l’affirmation d’Epitropaki (2018), que la réticence à diriger pourrait ne pas être un frein à un leadership efficace, et qu’une recherche plus approfondie est nécessaire pour explorer les facteurs sous-jacents à la RTL et son impact potentiel sur l’émergence et le développement du leadership.

2025-05-10T00:00:00Z Nesbit , Fiona https://hdl.handle.net/11264/2192 2025-05-20T14:11:53Z 2025-05-08T00:00:00Z

Title: Canada’s Silent Service: The Cultural Evolution and Operational Success of the Canadian Submarine Service (1965–1995) Authors: Nesbit , Fiona Abstract: From 1965 to 1995, the Canadian Submarine Service developed a distinct culture shaped by international influences of the Royal Navy and the United States Navy. This thesis argues that this evolving culture played a pivotal role in the service's operational success. Through an analysis of historical records and firsthand accounts, this study examines how cultural factors contributed to the operational effectiveness of the service. The first chapter explores the establishment of the Canadian Submarine Service, tracing its early reliance on foreign training and the subsequent effects on culture. The second chapter explores the symbols and shared values that shaped the service's culture, including common beliefs and the perception of submariners as an elite force. The third chapter investigates the role of leadership in shaping and reinforcing this culture, assessing two case studies. The first case study highlighted the effects of exemplary leadership whereas the second case showed the effects of poor leadership on board Canadian submarines. Finally, the fourth chapter analyzes the transition to greater operational autonomy, highlighting how cultural foundations enabled the Canadian Submarine Service to assert its independence while maintaining high standards of performance. Ultimately, the findings support the hypothesis that culture was a decisive factor in the service’s success. The study underscores the importance of organizational culture in military effectiveness and offers insight into how cultural identity can influence operational outcomes.

2025-05-08T00:00:00Z