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The Big Five Personality Factors: The psycholexical approach to personality.

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Abstract

This book describes the origin, history, rationale, procedures, developments, models, and practical applications of the so-called Big Five factors, providing a concise but thorough insight into the Big Five model of personality and its emergence from the lexical trait approach to personality structure. This integrated text includes a critical description of the theory that provides readers with all the necessary background information. The book will be of interest to specialists in the field of personality and to applied psychologists. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... Literature shows several personality trait models, such as Big Five model (BFM), the HEXACO model, the Psychobiological model, and the Supernumerary Personality Traits, but BFM is the most dominant and most widely used in studies [5]. According to the BFM, conscientiousness is related to self-discipline, responsibility, and dependability; extraversion is characterized by talkativeness, sociability, and assertiveness; agreeableness is related to kindness, generosity, trust, and cooperativeness; neuroticism is characterized by emotional instability and experiencing negative emotions; and Openness is related to curiosity about the world and people, novelty, and trying new things [2,21]. The Big Five Personality Inventory is a widely accepted scale for understanding personality traits, and has been extensively researched to predict behaviors, attitudes, and life outcomes. ...
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Background Personality traits are linked with different oral health outcomes. However, personality traits and their associations among children are not fully understood. Therefore, this study aimed to investigate the relationship between personality traits and oral health-related quality of life (OHRQoL) among adolescents in Saudi Arabia. Methods This cross-sectional study included male and female students aged 12–18 years from different schools in the Eastern Province of Saudi Arabia. The participants responded to a self-administered questionnaire after providing informed consent. The questionnaire included demographic information and Arabic versions of the Big Five Personality Inventory and the Child Oral Health Impact Profile-Short Form to evaluate personality traits and OHRQoL, respectively. Bivariate and multivariable analyses were performed. Results This study included 231 (59.7%) males and 156 (40.3%) females. Regarding personality traits, conscientiousness had the highest mean score (15.31 ± 3.65), followed by agreeableness (14.94 ± 3.96) and openness (14.08 ± 3.98), whereas neuroticism had the lowest mean score (8.86 ± 3.34). Males had significantly higher mean scores for extraversion (14.28 ± 3.30) and conscientiousness (15.69 ± 3.62) compared to females, who had mean scores of 13.02 ± 3.35 and 14.75 ± 3.63, respectively (P < 0.05). Females, on the other hand, scored significantly higher in neuroticism (9.51 ± 3.71) and agreeableness (15.60 ± 3.75) compared to males, who had mean scores of 8.09 ± 2.94 and 14.49 ± 4.04, respectively (P < 0.05). Bivariate analyses showed that neuroticism was negatively correlated with OHRQoL (r = -0.455, P < 0.001), whereas extraversion (r = 0.182, P < 0.001) and conscientiousness (r = 0.110, P = 0.047) were positively correlated with OHRQoL. In multiple linear regression analyses, extraversion (B = 0.696, P = 0.012) and neuroticism (B=-2.229, P < 0.001) were statistically significant predictors of OHRQoL. Conclusion This study found that neuroticism was significantly and negatively correlated with OHRQoL, whereas extraversion was significantly and positively correlated with OHRQoL. In addition, there were statistically significant differences in personality traits between the male and female adolescents.
... The lexical approach has guided strong and prolific investigations in personality psychology (Ashton & Lee, 2005;Goldberg, 1990;Saucier & Goldberg, 1996). Leading taxonomies of personality dimensions have been based on this approach (De Raad, 2000), including Cattell's 16 Factor (Cattell, 1949), the Big Five (McCrae & Costa, 1987), and the HEXACO (Ashton et al., 2004) models of personality. From descriptive adjectives to elucidatory phrases, the assumption with this approach is that psychological differences between people are found in everyday language (Goldberg, 1981). ...
... RQ2. Can we reliably steer LLM behavior, i.e., does prompting a larger value of a Big Five trait (Raad 2000) monotonically lead to the more pronounced manifestation of it? ...
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The ongoing revolution in language modelling has led to various novel applications, some of which rely on the emerging "social abilities" of large language models (LLMs). Already, many turn to the new "cyber friends" for advice during pivotal moments of their lives and trust them with their deepest secrets, implying that accurate shaping of LLMs' "personalities" is paramount. Leveraging the vast diversity of data on which LLMs are pretrained, state-of-the-art approaches prompt them to adopt a particular personality. We ask (i) if personality-prompted models behave (i.e. "make" decisions when presented with a social situation) in line with the ascribed personality, and (ii) if their behavior can be finely controlled. We use classic psychological experiments - the Milgram Experiment and the Ultimatum Game - as social interaction testbeds and apply personality prompting to GPT-3.5/4/4o-mini/4o. Our experiments reveal failure modes of the prompt-based modulation of the models' "behavior", thus challenging the feasibility of personality prompting with today's LLMs.
... The third possibility, that "optimism"/"pessimism" might be a higher-level trait, under which sets of different personality traits might be grouped, is derived from human psychology, where the so-called "Big Five" traits of personalities have become a standard model for studying personality differences (De Raad, 2000). Examining the links between the Big Five (i.e. ...
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Originating from human psychology, the concepts of “optimism” and “pessimism” were transferred to animal welfare science about 20 years ago to study emotional states in non‐human animals. Over time, “optimism” and “pessimism” have developed into valuable welfare indicators, but little focus has been put on the ecological implications of this concept. Here, we aim to bridge this gap and underline the great potential for transferring it to behavioural ecology. We start by outlining why “optimism” and “pessimism” can be considered as aspects of animal personalities. Furthermore, we argue that considering “optimism”/“pessimism” in a behavioural ecology context can facilitate our understanding of individual adjustment to the environment. Specifically, we show how variation in “optimism”/“pessimism” can play a crucial role in adaptation processes to environmental heterogeneity, for example, niche choice and niche conformance. Building on these considerations, we hypothesise that “optimists” might be less plastic than “pessimists” in their behaviour, which could considerably affect the way they adjust to environmental change.
... Jago [32] indicated that leadership could be viewed as an observable process and that leaders can be judged on the basis of their behaviour when interacting with their followers or potential followers. The personality traits that influence leadership styles are important, as they ultimately affect team effectiveness [33]. ...
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The prevalence of multiple team membership (MTM) in the modern organisation results from the need of an organisation to be efficient with its resources so that the desired efficiency is achieved. This study investigates the effect of leadership styles (transactional, transformational, directive, and laissez-faire) on enabling team effectiveness in the context of MTM. The team effectiveness criteria used are team viability, team processes, and quality of group experience. The data was collected through online questionnaires from 53 individuals in a mining organisation. The results showed a positive relationship between the transactional leadership style and all three criteria of team effectiveness, whereas the directive leadership style indicated a negative relationship with those criteria. Transformational leadership showed a positive impact only on the quality of group experience. Based on the results, it is recommended that transactional leadership styles be adopted for team effectiveness in the context of MTM for similar organisations.
... In this pilot research, we aimed to explore the relationship between the big five personality traits (De Raad, 2000) and employee interactions with generative AI technologies. By examining a range of tasks that vary in complexity and creativity, we sought to identify how personality differences affected the use and perception of generative AI tools. ...
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Purpose This pilot study aimed to evaluate the impact of the big five personality traits on user engagement with chatbots at the early stages of artificial intelligence (AI) adoption. Design/methodology/approach The pilot study involved 62 participants segmented into two groups to measure variables including engagement duration, task performance and future AI usage intentions. Findings The findings advocate for the incorporation of psychological principles into technology design to facilitate more tailored and efficient human–AI collaboration. Originality/value This pilot research study highlights the relationship between the big five personality traits and chatbot usage and provides valuable insights for customizing chatbot development to align with specific user characteristics. This will serve to enhance both user satisfaction and task productivity.
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Existing Theory of Mind (ToM) benchmarks diverge from real-world scenarios in three aspects: 1) they assess a limited range of mental states such as beliefs, 2) false beliefs are not comprehensively explored, and 3) the diverse personality traits of characters are overlooked. To address these challenges, we introduce ToMATO, a new ToM benchmark formulated as multiple-choice QA over conversations. ToMATO is generated via LLM-LLM conversations featuring information asymmetry. By employing a prompting method that requires role-playing LLMs to verbalize their thoughts before each utterance, we capture both first- and second-order mental states across five categories: belief, intention, desire, emotion, and knowledge. These verbalized thoughts serve as answers to questions designed to assess the mental states of characters within conversations. Furthermore, the information asymmetry introduced by hiding thoughts from others induces the generation of false beliefs about various mental states. Assigning distinct personality traits to LLMs further diversifies both utterances and thoughts. ToMATO consists of 5.4k questions, 753 conversations, and 15 personality trait patterns. Our analysis shows that this dataset construction approach frequently generates false beliefs due to the information asymmetry between role-playing LLMs, and effectively reflects diverse personalities. We evaluate nine LLMs on ToMATO and find that even GPT-4o mini lags behind human performance, especially in understanding false beliefs, and lacks robustness to various personality traits.
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Welcome to "Campus to Corporate" This book is dedicated to all those embarking on the transition from academia to the professional world, seeking to equip themselves with the essential skills and knowledge needed to thrive in today's competitive job market. The journey from campus to corporate is an exciting yet challenging one, marked by a significant shift in responsibilities, expectations, and opportunities. "Campus to Corporate" serves as your guide through this transformational phase, offering insights, strategies, and practical advice to help you navigate the complexities of the professional landscape and achieve your career goals. Whether you are a recent graduate stepping into your first job or a seasoned professional looking to advance in your career, this book provides valuable insights into the skills and attributes that employers value most. From communication and teamwork to problem-solving and adaptability, each chapter delves into the key competencies needed to succeed in the corporate world.
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In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational groups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M.R. Barrick and M.K. Mount (1991) and L.M. Hough, N.K. Eaton, M.D. Dunnette, J.D. Kamp, and R.A. McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested.