Journal:Tiltai
Volume 96, Issue 1 (2026), pp. 142–154
Abstract
This article examines how personality traits of members of the Lithuanian Riflemen’s Union (LRU), based on the Big Five personality model, can influence training effectiveness and the learning process. Compared to the general population, members of the LRU are characterised by particularly great conscientiousness and extroversion, greater agreeableness and openness to experience, and lower neuroticism. Additionally, their personality traits are more homogeneous, suggesting a more uniform learning style across the organisation. Considering these characteristics, training programmes can be optimised to enhance learning outcomes. The results support the continuation of structured and disciplined training environments, while emphasising team-based learning, decision-making under stress, and innovative training methods tailored to LRU members’ cognitive and behavioural tendencies. These insights contribute to a broader discussion of the interplay between personality and learning, and provide practical recommendations for improving military and paramilitary training programmes.
Assessment of the first level managers only in respect of their compliance with the requirements set for a particular job position isnot sufficient. A tool facilitating identification of the relevance of the first level managers in certain management chain is required asit would ensure effectiveness of their performance and harmony in the management chain. The present article aims at emphasisingthe feasibility of identification of the relevance of the first level managers in the management chain (MLM–FLM–SUB) throughpersonality traits. The research analysed the following members (links) of the management chain: first level managers (FLM), theirdirect supervisors – mid-level managers (MLM) and subordinates (SUB) – working in five furniture manufacturing companies ofthe West Lithuania Region. “The Big Five” method was applied as research instrument to assess personality traits of the first levelmanagers. Quantitative analysis enabled modelling of a graph, which represents a derived mean value of the assessment of thefirst level managers’ personality traits, designated to identify disharmonious chains in companies. When identifying the first levelmanagers’ relevance in the management chain, only individual evaluations performed by the members /links of the chains werereferred to and used as a basis for evaluation of personal traits of particular first level manager only. The obtained data supplementsdirect indicators of FLM performance assessment.