The United Nations Sustainable Development Goals (UNSDGs) offer a broad international environment that is intended to address immediate issues such as poverty, inequality, climate change, and environmental degradation [1]. To achieve these objectives, we need not only institutional and legislative reforms but also to construct a workforce that is able to hold the right skills, knowledge, and personal qualities to ensure progress in various areas [2]. Research by [3-6] identifies the areas in which personality is implicated as a central influence on job performance and job satisfaction, as well as work ethics, emotional issues, and psychological areas like stress and perfectionism.

Yet a preoccupation with technical competence and levels of education during the recruitment process has meant that considerable regard has not been paid to considering how personality variables can shape workplace performance and contribution to sustainability goals. This gap in research is a chance to advance our knowledge further on the role which personality types, defined by models such as Holland's RIASEC, can play in delivering the UNSDGs.

The Holland RIASEC model, which was established in 1959 and has been widely applied since then, categorizes individuals into six general personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional [7,8]. These are also matched with different career choices, allowing companies to determine which occupation can be allocated to an individual, thus supporting recruitment strategies for posts that have sustainability [9,10]. For example, individuals with Realistic traits often excel in hands-on and physically demanding tasks, while those with social traits thrive in roles that require interpersonal interaction.

The RIASEC model has been tried extensively through cross-cultural and meta-analytical research, and it has proven to be valid and useful in predicting a variety of work outcomes, such as job performance, training outcome, and organizational fit [11]. The model has been translated into 25 languages and has attracted more than 22 million users from a variety of cultures. This study aims to provide organizations with an all-inclusive framework, beyond technical capabilities, to also determine underlying drivers. By combining the RIASEC model with the FIKR (Facet, Insight, Knowledge, and Resilience) Profiling Assessment, organizations can enhance their recruitment process, linking talent sourcing with the bigger cause of being able to significantly contribute to the UNSDGs. The FIKR profiling technique has been implemented by Humanology Sdn. Bhd [12-14]. Moreover, the research also seeks to maximize the recruitment process by fitting job candidates to respective jobs that are most appropriate for their attributes and sustainability-oriented project requirements.

This study utilized a quantitative research design to explore the personality traits of 360 participants, drawing on Holland's RIASEC model and the FIKR Profiling Assessment. The research involved independent samples of 360 eligible individuals sourced from Humanology Sdn Bhd. Each participant completed a detailed set of responses to a panel of 200 unique items. The questionnaire was structured as a quantitative survey, using a binary scale where participants could answer with either Yes (1) or No (0). This design made it easy for participants to provide quick and clear responses by choosing between the two options. The questionnaire included 200 items aimed at capturing the key personality factors necessary for evaluating Holland's RIASEC codes. The identified characteristics were as follows: R stands for Endurance, Variety, and Aggressiveness; I represent Self-criticism, Analytical thinking, and Intellectualism; A signifies Intuition, Emotional awareness, and Perception; S indicates Dependence, Nurturance, and Extroversion; E denotes Extroversion, Achievement, and Control; and C refers to Support, Structure, Self-conceptualization, and Autonomy. The methodology involved a thorough assessment of 250 respondents using Holland's RIASEC model to pinpoint the best candidates for business administrator positions.

The results from Holland's RIASEC dimensions are presented in Table 1, which details the number of respondents, their percentages, mean scores, and the relevant UNSDGs for each personality type. In this study, we looked at the personality profiles of 360 participants through the lens of Holland's RIASEC model, a framework that evaluates individuals across six unique dimensions: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C). Our goal was to identify the personality traits that align best with roles that contribute to achieving the UNSDGs. Below, you'll find a brief summary of the key findings, including the number of participants in each category and the implications for job positions linked to the UNSDGs.

Table 1: Displays the Outcomes of Holland's RIASEC Dimensions, Including the Count of Participants, Percentage, Average Scores, and Pertinent UNSDGs for each Personality Typology.

Realistic (R)

Out of 360 participants, 90 individuals, or 25%, scored high in the Realistic category, with an average score of 23.1. Those who excel in Realistic traits tend to be intuitive and practical, thriving in hands-on or technical roles. They have the qualifications and skills needed for careers in sustainable infrastructure development (SDG 9: Industry, Innovation, and Infrastructure) and climate action (SDG 13: Climate Action). Their practical mindset makes them a great fit for jobs in engineering, renewable energy, environmental conservation, and infrastructure projects that promote sustainability.

Interrogative (I)

Among all respondents, 72 individuals, which is 20%, achieved a high score in the Investigative dimension, averaging 21.4. People with strong Investigative traits are known for their love of scientific inquiry, sharp analytical skills, and effective problem-solving abilities. They are particularly well-suited for roles in research and development, healthcare, and technology sectors, all of which play a crucial role in achieving Sustainable Development Goal 3 (Good Health and Well-Being), Sustainable Development Goal 4 (Quality Education), and Sustainable Development Goal 7 (Affordable and Clean Energy). These individuals are likely to make significant contributions in scientific research, educational roles, and innovations in sustainable energy.

Artistic (A)

The survey showed that 65 participants, or 18%, displayed notable artistic traits, with an average score of 16.3. People with artistic inclinations are often drawn to creativity and innovation, seeking out roles that allow them to express themselves and let their imaginations run wild. This trait aligns perfectly with jobs that focus on SDG 12 (Responsible Consumption and Production) and SDG 11 (Sustainable Cities and Communities), as creativity plays a vital role in advancing sustainability in areas like urban planning, sustainable fashion, environmental design, and cultural development.

Societal (S)

Among all the responses, 79 individuals, making up 22%, scored above average in social skills, with an average score of 23.7. Those with strong social abilities excel in roles that require meaningful interpersonal interactions, effective communication, and teamwork. These traits are particularly valuable in careers that aim to achieve SDG 1 (eliminating poverty), SDG 5 (promoting gender equality), and SDG 10 (reducing inequalities). Individuals with solid social skills are ideally suited for jobs in education, healthcare, social work, and community development, where good communication and empathy are essential for enhancing social welfare.

Enterprise (E)

Out of all the respondents, 83 individuals, which is about 23%, scored high in the enterprising dimension, with an average score of 24.2. People who fall into this category naturally exhibit leadership traits, driven by a desire to achieve and make a difference. They really shine in roles that demand initiative and leadership. These enterprising individuals are particularly well-suited for jobs that promote economic growth and encourage innovation, aligning with SDG 8: Decent Work and Economic Growth. You can expect them to excel in areas like business, entrepreneurship, policymaking, and management, where strong leadership and smart decision-making are essential.

Conventional (C)

A notable number of respondents, specifically 87 individuals or 24%, scored impressively high with an average of 28.4 in the Conventional dimension. Those who identify as Conventional thrive in structured, rule-oriented environments and do exceptionally well in administrative and organizational leadership roles. Their skills align perfectly with SDG 16 (Peace, Justice, and Strong Institutions), where their expertise in organization, data management, and adherence to rules and procedures plays a vital role in promoting transparency and effective governance within institutions.

This study takes a closer look at how Holland's RIASEC model, along with the FIKR Profiling Assessment, can help pinpoint key personality traits that are ideal for roles aimed at achieving the UNSDGs. The research is divided into three main sections, focusing on the importance of specific personality traits and how they align with crucial functions of the UNSDGs. Additionally, each section dives deeper into the implications for global sustainability efforts.

Key Characteristics for Leadership in Infrastructure, Innovation, and Economic Development

Successfully navigating the complexities of sustainable development is no small feat; it demands a wide array of skills and expertise [15,16]. From the bibliographic co-occurrence analysis shown in Figure 1, we can see four prominent thematic clusters: (1) personality traits and job satisfaction (red), (2) stress, coping, and psychological adaptation (green), (3) demographic factors and psychological assessment tools (blue), and (4) workplace decision-making and organizational context (yellow). These clusters, drawn from 748 meticulously selected documents spanning from 1964 to 2025, highlight the intricate relationship between personality traits, job roles, leadership effectiveness, and the overarching aim of promoting innovation and infrastructure development.

Figure 1: The Bibliographic Analysis Using Network Visualization in Vosviewer, Outputting Four Major Clusters with 57 Items Meeting the Threshold of Minimum 15 Number of Occurrences of a Keyword, in which out of 2104 Keywords, 57 Met the Threshold Based 748 Papers (After Removed 1 Retracted, 1 Survey and 2 Editorials) (1964-2025), Searched in Scopus Database with Keywords ‘Job Roles Personality Traits’ in Article Title, Abstract and Keyword, on 13 July 2025.

Note: These 748 documents were finalized for bibliometric analysis in Inclusion. Article titles, abstracts, keywords, author names, affiliations, publication sources, and publication years were exported in CSV format and analysed using [17-19]. To maintain keyword balance among studies, a keyword co-occurrence analysis was performed using the full counting approach with a minimum threshold of 15 keyword occurrences.

Figure 2 illustrates how personality-based leadership integrates predictive analytics, personality inventories, and skills development to achieve sustainable organizational outcomes. Predictive analytics recommends suitable job placements and employee fit, while personality inventories chart individual strengths and align them with appropriate roles. Skills development emphasizes participatory and collaborative approaches to enhance leadership capacity. When personality traits do not match job demands, mismatched personalities can reduce efficiency and satisfaction. Conversely, when alignment is achieved, organizations experience enhanced efficiency, innovation, and long-term sustainability. Figure 2 also highlights the essential role of personality alignment in driving sustainable leadership. It suggests that matching personal traits with job responsibilities through data-driven analytics and continuous skills training fosters adaptive, innovative, and ethically grounded workplaces. The framework emphasizes that sustainability in leadership arises not merely from environmental or economic strategies but from understanding human individuality as a core element of organizational success.

Figure 2: Personality-Based Leadership for Sustainable Development.

Realistic (R) and Enterprising (E) personality types, the most critical of Holland's RIASEC model components, are directly connected to the red and yellow groups of Figure 1. These groups highlight features like job satisfaction, leadership, extraversion, organizational culture, and decision-making-qualities necessary for planning and building infrastructure, advancing technology, and developing economic systems [16,20,21]. Realistic individuals are typically pragmatic, mechanically talented, and goal-oriented. They are best suited to the working hands-on mode of creating sustainable solutions such as constructing renewable energy systems, adopting smart farming practices, and fostering climate-resilient practices [22]. These individuals are also attracted to themes found in the green cluster-e.g., stress management, workload balancing, and coping styles-especially when they are engaged in field-intensive or risky work [23,24].

Entrepreneurial individuals, being adventurous, risk-taking, and leadership-focused, typically sympathetic to themes within the red cluster, where leadership, job satisfaction, and extraversion prevail. They are the best fit for decision-making roles demanding strategic thinking, leveraging resources, and the ability to execute innovative projects. Their independent spirits help them capitalize on the complexities within the organization, make educated risks, and move teams towards ambitious economic development goals. Research has inevitably concluded that these traits are positively associated with organizational commitment, job satisfaction, and effective team leadership [25-27]. Moreover, personality tests used in leadership choice, especially for entrepreneurial personalities, have been identified as being beneficial in other contexts, including hospitality [28], business strategy formulation [29], and even in psychotherapeutic professions [30], where decision-making and people-oriented style of management are paramount. On the other hand, the blue cluster points to personality inventories, demographic factors like gender and age, and psychometric testing as crucial instruments to bridge human potential and workforce requirements.

Instruments such as personality inventories and questionnaires enable researchers and administrators to chart individual strengths and match them with appropriate job roles, ultimately enhancing organizational efficiency and fueling innovation [31,32]. For instance, studies of multicultural personality traits in recruitment preferences illustrate intricate patterns behind recruitment practice and leadership [33], whereas procurement job adverts highlight the significance of alignment of traits with roles of some sectors [34]. The green cluster indicates an essential yet oftentimes overlooked topic: psychological resilience and occupational stress.

Research in fields like correctional services [35], civil service [36], and education [27] shows that personality is crucial in determining how we respond to stress and develop job satisfaction. This is particularly significant in areas of work deemed core to sustainable development, where burnout and mental fatigue risk jeopardizing the continuation of projects. [37] pointed out that when the work requirements do not match an individual's personality, it risks the health of public officials. This emphasizes the need for personality-based workload planning and psychological support. In fields like IT and AI, predictive analytics for job-personality matching has emerged as a growing trend, as identified by [38]. These help not just recommend the appropriate jobs but also overall employee fit, happiness, and productivity. By incorporating these models in leadership, organizations can recognize ahead of time those with both technical competencies and the psychological readiness required for innovative environments. Collectively, the bibliometric data and empirical studies support the calls for diverse, personality-based leadership profiles to address the challenges of SDG 9 (Industry, Innovation, and Infrastructure) and SDG 13 (Climate Action).

We need to develop skills like systems analysis, learning participatory, and collaborative leadership [20]. The multi-clustered network diagram is an affirmation that personality traits do not occur in singularity; they are intertwined within stress reaction systems, organizational decision-making models, demographic congruence, and the drivers that propel human capital into long-term economic and infrastructure evolution.

The Pivotal Role of Social (S) Individuals in Promoting the Achievement of Sustainable Development Goals

Figure 3 illustrates how socially oriented individuals contribute to achieving the UNSDGs through various pathways of engagement and leadership. The continuum shows the transition from limited to significant impact, beginning with evaluation tools that align individuals with UNSDG-related occupations. Social support strengthens community trust and service delivery, while gender equality efforts drive advocacy and policy influence. Through poverty reduction initiatives, socially conscious individuals design and implement programs that benefit vulnerable populations. Ultimately, their roles in reducing inequalities foster social justice and conflict resolution, thereby advancing sustainable development. This framework emphasizes that social individuals serve as essential agents in realizing sustainability goals by aligning personal values with societal needs. Their actions enhance inclusivity, empower marginalized groups, and promote fair access to opportunities. By integrating social empathy with structured evaluation and targeted interventions, these individuals transform leadership and governance into participatory processes that sustain long-term social and environmental progress.

Figure 3: Social Individuals’ Impact on Sustainable Development Goals.

Social (S) type persons, as delineated in Holland's RIASEC model, bring with them unique people skills, the very essence of which is critical to the achievement of the UNSDGs. These are individuals with compassion, effective communication skills, emotional intelligence, and genuine concern for other people's well-being. This makes them very effective in areas that require direct interaction with humans, such as healthcare, education, counseling, community development, and social services [39-41]. The bibliometric co-occurrence network in Figure 1 depicts this connection with a green cluster filled with "mental stress," "psychology," "coping behavior," and "depression" words, reflecting the emotional and mental health spaces where socially-minded practitioners work most vigorously. Social individuals excel in jobs that seek to reduce human misery and optimize flourishing. Their interpersonal and emotional skills align with the sustainable development agenda, specifically with respect to promoting UNSDG 1 (No Poverty), UNSDG 5 (Gender Equality), and UNSDG 10 (Reduced Inequalities) [42]. These positions are emotionally challenging and necessitate high levels of psychological resilience-skills that in the green cluster are linked to stress management coping strategies, burnout, and workload. Research has shown that personality traits like honesty-humility and emotional stability can be applied to reduce counterproductive work behavior and enhance job satisfaction in careers involving human interaction [43,35].

The blue cluster in Figure 1 points to a key consideration-evaluation tools and demographics-and these find themselves at the heart of locating social individuals into jobs that best align with UNSDGs work. Questionnaires and personality tests form the heart of measuring such traits as social concern, agreeableness, and empathy among candidates [31,28]. By psychometric profiling, public administrators and human resource departments can better position socially conscious citizens in areas where they can truly have an impact, particularly in under-funded communities. The worth of such strengths is exemplified across industries. Take healthcare, for example; social workers and mental health workers need to deal with vulnerable populations experiencing mental distress and depression-two of the predominant characteristics of the green cluster. Their ability to communicate empathetically is essential not just for therapy but also for raising awareness and advocacy in communities (Social Work Is a Human Rights Profession, 2019). Research in public sector settings indicates that job satisfaction in these positions is strongly related to the degree to which an employee's personality is aligned with an organization's mission [37, 24]. Social individuals are the ones who design and put in place poverty reduction initiatives that assist vulnerable populations in the framework of UNSDG 1. They realize the tough realities of poverty and are thus well placed to campaign for access to medicine, education assistance, and job training initiatives [42]. In addition, the red cluster, which includes the likes of "social support," "employee," and "job satisfaction," validates the argument that empathetic leadership can positively influence community trust significantly and improve service delivery outcomes.

Social actors play an imperative role in driving the forward march of UNSDG 5: Gender Equality. Their ability to spearhead campaigns for advocacy, influence policies, and collaborate with grassroots movements as well as institutional stakeholders is instrumental in overcoming the deep-rooted systemic barriers that obstruct equality [44]. Their strong communication skills, highlighted in both the blue and yellow clusters (look at "decision-making," "workplace," and "education"), make them better equipped to drive change and promote inclusivity within most workplace settings. Found that transformational leadership-traditionally linked to social personality factors-can lead to higher job satisfaction and empowerment for both men and women [45]. Besides that, social individuals also play a significant role in achieving UNSDG 10: Reduced Inequalities by advocating for the rights of the marginalized communities. Through the mix of their social and psychological abilities, they can solve conflicts within a community, advance social justice, and take actions that fight against the roots of exclusion and discrimination [42]. This influence is experienced in various settings, from NGOs and schools to government institutions, where social traits are critical to building trust and communication. Social support and emotional stability are key aspects highlighted in studies by [23] and [25], which are crucial in these roles for long-term commitment and prevention of burnout. In addition, certain personality weaknesses, e.g., Type D personality or neuroticism, may lead to lower job satisfaction or higher emotional exhaustion. However, when combined with resilience-building training and supportive working environments, these individuals can still play a valuable role in social development [27,36]. Implementing personality-directed HR practices can help mitigate work-stressors such that emotionally sensitive individuals are provided with the appropriate facilitation in carrying out their work.

The added global focus on psychological wellbeing and emotional intelligence leadership highlights how vital social traits are in influencing change. As illustrated by [38], we can harness personality analytics with AI and predictive platforms to bring socially-responsible professionals together with humanitarian, educational, or gender-related causes. In addition, researchers like [32] and [46] have articulated the means through which personality and communication are core in establishing organizational equity and effective leadership in diverse environments. In simple terms, social beings with desirable personality traits are pivotal stakeholders towards sustainable development. Their capacity to empathize, effectively communicate, and collaborate enables them to bridge gaps between disciplines and communities, mobilizing for equity, well-being, and inclusive development. The multi-cluster analysis in Figure 1, underpinned by numerous empirical studies, confirms that the social personality domain is not only important but critical to achieving significant UNSDGs-most especially the human welfare and social justice-related ones.

Crucial Contributions of Artistic, Inquisitive, and Traditional Individuals in Attaining the United Nations Sustainable Development Goals

Figure 4 presents the complementary roles of different personality types, namely artistic, investigative, and conventional-in advancing the UNSDGs through both scientific and social domains. Artistic types contribute to scientific advancement and social impact through creative innovation, fostering new ideas and cross-disciplinary thinking. Investigative types drive structured scientific implementation through systematic inquiry and data-driven solutions. Conventional types strengthen the practical application of these innovations, ensuring consistency, reliability, and long-term sustainability in social programs. Together, these personality archetypes represent an integrated model linking creativity, structure, and collaboration for advancing sustainable development.

This model underscores the interdependence between diverse personality orientations in achieving global goals. Creativity without structure risks fragmentation, while structure without innovation limits progress. The synergy between artistic imagination, investigative rigor, and conventional order creates a balanced framework for both discovery and impact. By aligning personality-based strengths with the UNSDG agenda, institutions can cultivate holistic teams capable of addressing complex sustainability challenges with both precision and imagination.

Figure 4: Contributions of Personality Types to the United Nations Sustainable Development Goals (UNSDGs).

The UNSDGs provide a holistic and integrated framework intended to solve some of the global most critical social, environmental, and economic issues of today [1]. Strategic utilization of human capital across various sectors is one of the success determinants for achieving these targets. As is evident in the bibliographic clustering in Figure 1, four overarching thematic clusters-personality and job satisfaction (red), psychological coping and resilience (green), psychometric and demographic measurements (blue), and workplace dynamics and leadership (yellow), that intersect with the underlying personality dimensions defined in the RIASEC model. Of these, individuals with Artistic (A), Investigative (I), and Conventional (C) types hold specific and critical roles in propelling the sustainable development agenda. Artistic people, who make up about 18% of test-takers on different tests, are renowned for their creativity, originality, and preference for non-conventional and expressive settings. Their impact is most evident in the red and yellow groupings that pin down themes like innovation, space transformation at work, and work satisfaction as key aspects of UNSDG 11: Sustainable Cities and Communities and UNSDG 12: Responsible Consumption and Production [41,47]. These art geniuses are best positioned to imagine cities newly with green art, green design, and green urban planning. Their capacity for envisioning solutions that balance aesthetic beauty with environmental sustainability is crucial in driving a circular economy. The shift towards resource-aware consumption, reducing wastage, and creating sustainable products is essential in actualizing long-term environmental equilibrium and public awareness [1].

The green cluster, which deals with psychological stress, emotions, and how we adapt, highlights the particular contribution that arts individuals have to social connection and emotional healing. Through expressive arts therapy, community storytelling, and awareness raising, these arts individuals are encouraging well-being and resilience-integral components of UNSDG 3: Good Health and Well-Being and UNSDG 16: Peace, Justice, and Strong Institutions [25]. Their presence carries over into education, environmental activism, and civic engagement, making them central figures in shaping both our outer and inner worlds. Investigative types, representing 20% of FIKR and RIASEC participants, are preeminent examples of extraordinary skills in scientific inquiry, data analysis, and evidence-based problem-solving. Their characteristics intersect with elements in the blue cluster (with psychometric tools, personality tests, and research tools) and the red cluster (with creativity, decision-making, and job satisfaction). They are key to advancing UNSDG 3: Good Health and Well-Being, UNSDG 4: Quality Education, and UNSDG 7: Affordable and Clean Energy [47,39]. Their skills are brought to the fore in research projects in academics, public health research in health, green energy ventures, and technological development, where hard-nosed empiricism and unbiased analysis are the orders of the day.

[23], [26], and [36] discovered in recent studies that there is a positive correlation between intellectual curiosity and problem-solving skill and satisfaction and performance at work in STEM jobs. People with an investigative personality are at the core of developing and sharing knowledge, solving climatic issues via data modelling, health innovation, and education policy reforms. Further, the growing need for predictive analytics and AI in sustainability studies is most appropriate for such investigative types [38,29], especially closing the gap between theories and practice. Conversely, Traditionalists, who usually do not receive the accolades they are accustomed to, are critical to the operational and administrative functions of sustainability efforts. Their character-such as organizational discipline, detail orientation, and an affinity for order and routine-resonates equally with the blue and yellow quadrants, especially in tasks that include organizing work environments, gauging performance, and document management. These individuals are best suited to enable the achievement of UNSDG 8: Decent Work and Economic Growth and UNSDG 16: Peace, Justice, and Strong Institutions [47,32]. Whether they are managing supply chain records, performing environmental compliance audits, or ensuring quality assurance, Conventional individuals ensure that strategic plans are being converted to actionable and measurable processes.

The value of these positions really becomes real in policy enforcement, organizational reporting, and management. Pointed out that positions focused on procurement, supply management, and administration oversight are increasingly appreciating Conventional energies due to their accuracy and dependability [34]. This highlights the need for reconciling imaginative and questioning energy and order of process to ensure programs will flourish in the long term. The green cluster's psychological observations also indicate that Conventional individuals like collaborative, structured environments that lower psychological stress and lead to predictable outcomes-a requirement for their ongoing contribution. Mixing up Artistic, Investigative, and Conventional personality types gives you a rich combination of creativity, analytical, and administrative potential. This synergy is powerful, and it sparks innovation, propels scientific advancement, and ensures institutional sustainability-essentials to the achievement of the UNSDGs holistically. Such collaboration also demands interdisciplinary cooperation, where artists, scientists, and administrators work together to meet complex challenges in sustainability.

The large proportion of Realistic, Enterprising, and Conventional individuals in the workforce, which we have described earlier and illustrated in Figure 1, properly highlights the heterogeneous human talent needed to achieve global development goals. The Realistic and Enterprising types are superb for hands-on implementation and direction by strategy, with Conventional people maintaining projects connected with the realities of operation. These are aligned with the use of personality profiling tools like the RIASEC and FIKR tests in hiring and capacity building programs [48,46]. With increased needs for green skills, ethical innovation, and evidence-based methods, future studies and talent development programs have to remain focused on aligning personality with the specific needs of tasks across all 17 UNSDGs. Governments and organizations would do well to implement personality profiling to improve role allocation, improve job fulfilment, and improve impact measures. By integrating Artistic, Investigative, and Conventional types into sustainability models, we improve not just the diversity of ideas and enactment but also hasten our own journey toward a more equitable, better-nurtured, and sustainable world [49].

This study highlights the worth of Holland's RIASEC model, further worked on with the FIKR Profiling Assessment, to align personality types with the varied workforce needs of the UNSDGs. The results show that Realistic and Enterprising personalities play significant roles in UNSDG 9 (Industry, Innovation, and Infrastructure) and UNSDG 8 (Decent Work and Economic Growth), wherein pragmatic skills, leadership, and economic application are most required. On the contrary, people with social personalities-marked by empathy, communication, and inclusiveness-are at the forefront of solving inequalities in society as a result of UNSDG 1 (No Poverty), UNSDG 5 (Gender Equality), and UNSDG 10 (Reduced Inequalities). Their ability to connect with marginalized communities and push for social equity places them at the core of the education, healthcare, and public service industries. These roles were most significantly emphasized in the bibliometric clusters based on stress resilience, social support, job satisfaction, and psychological adaptation. So, incorporating personality assessment tools into hiring, workforce development, and institutional planning can help us maximize the way we deploy talent and make our sustainability efforts more effective. Moving forward, it's essential for research to keep refining these assessment models to enhance their predictive accuracy and real-world application in tackling complex global issues.

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