No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
The Big Five Personality Dimensions and Job Performance: A Meta-Analysis
Abstract
This study investigated the relation of the "Big Five" personality di- mensions (Extraversion, Emotional Stability, Agreeableness, Consci- entiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of person- ality. Conscientiousness, showed consistent relations with all job per- formance criteria for all occupational groups. For the remaining per- sonality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid pre- dictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (p < .10). Overall, the results illustrate the benefits of using the 5- factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of person- nel selection, training and development, and performance appraisal.
... The Big Five are conscientiousness, extraversion, neuroticism, agreeableness, and openness to experience. Conscientious people are responsible, diligent, and perseverant (Barrick & Mount, 1991), systematic, dependable, and risk-averse, diligent people (Goldberg, 1990) while extraversion includes talkativeness, assertiveness, activity, ambition, and expressiveness (Barrick & Mount, 1991) and neuroticism includes anxiety, despair, rage, humiliation, concern, and insecurity (Barrick & Mount, 1991). Openness comprises imagination, culture, curiosity, originality, open-mindedness, intellect, and aesthetic sensitivity (Barrick & Mount, 1991). ...
... The Big Five are conscientiousness, extraversion, neuroticism, agreeableness, and openness to experience. Conscientious people are responsible, diligent, and perseverant (Barrick & Mount, 1991), systematic, dependable, and risk-averse, diligent people (Goldberg, 1990) while extraversion includes talkativeness, assertiveness, activity, ambition, and expressiveness (Barrick & Mount, 1991) and neuroticism includes anxiety, despair, rage, humiliation, concern, and insecurity (Barrick & Mount, 1991). Openness comprises imagination, culture, curiosity, originality, open-mindedness, intellect, and aesthetic sensitivity (Barrick & Mount, 1991). ...
... The Big Five are conscientiousness, extraversion, neuroticism, agreeableness, and openness to experience. Conscientious people are responsible, diligent, and perseverant (Barrick & Mount, 1991), systematic, dependable, and risk-averse, diligent people (Goldberg, 1990) while extraversion includes talkativeness, assertiveness, activity, ambition, and expressiveness (Barrick & Mount, 1991) and neuroticism includes anxiety, despair, rage, humiliation, concern, and insecurity (Barrick & Mount, 1991). Openness comprises imagination, culture, curiosity, originality, open-mindedness, intellect, and aesthetic sensitivity (Barrick & Mount, 1991). ...
... Agreeableness involves individuals' tendency to be trusting, likable, cooperative, compassionate, and empathetic (Barrick & Mount, 1991;McCrae & Costa, 1985). Agreeable individuals exhibit kindness and are genuinely concerned with the well-being of others. ...
... Conscientiousness is about one's inclination toward being responsible, diligent, organized, dependable, and risk-averse (Goldberg, 1992;John et al., 2008). Conscientious individuals pay close attention to detail and show precision in their tasks (McCrae & Costa, 1987;Barrick & Mount, 1991). Extraversion describes individuals who are characterized as being sociable, talkative, friendly, and active (Costa & McCrae, 1992). ...
... Openness to experience trait explains one's tendency to experience original experiences (McCrae & Costa, 1987;Simha & Parboteeah, 2020). Individuals who are open are characterized as being intelligent, creative, broad-minded, and curious (Barrick & Mount, 1991). Neuroticism is often linked to an inclination toward anxiety, depression, anger, pessimism, and worry (Scheier et al., 1994;Judge et al., 1999). ...
The use of immersive technologies such as augmented reality (AR) on social media platforms has drastically increased in the past few years. As AR technologies focus on providing individual experiences, it becomes critical to understand how individual differences affect AR immersive experience. In this study, we draw on the Big-Five model to examine the impact of personality traits on AR immersive experiences. Through a survey involving 331 participants from Amazon MTurk, we explore the varied effects of personality traits on AR immersive experiences. To ensure the robustness of the results, we utilized both variance-based SEM and co-variance-based SEM. Results show that agreeableness and openness positively affect the AR immersive experience, while conscientiousness partially influences the AR immersive experience. Theoretically, our findings elucidate the influence of personality traits on AR immersion. In addition, our study offers important practical implications for social media and brand managers. These implications provide important design considerations that can enhance user experiences in AR environments.
... We follow this setup but equip each agent with a textual role description ∈ {spreader, commentator, verifier, bystander}, which defines their behavior in the network. Agents also possess a personal profile P that includes demographic attributes (such as name, age, gender, and education level) and personality traits based on psychological models like the Big Five [5]. These attributes influence how agents perceive, interpret, and respond to information, adding depth and variability to their behaviors. ...
... When creating the network structure, we used the Python library networkx to construct different social network structures. The simulation includes 40 agents, whose traits were based on the Big Five personality dimensions commonly used in psychology [5]. Each agent was assigned scores on these traits to introduce variability in behaviors and interactions within the simulation. ...
... Using a terrorism topic, we compared the impact of personality traits on fake news evolution. Based on the Big Five personality traits [5], individuals with high agreeableness and neuroticism (Impressionable) are more likely to believe rumors, while those with low levels (Vigilant) are less susceptible. Table 1 show that impressionable agents are more prone to accepting and spreading misinformation. ...
With the growing spread of misinformation online, research has increasingly focused on detecting and tracking fake news. However, an overlooked issue is that fake news does not naturally exist in social networks -- it often originates from distorted facts or deliberate fabrication by malicious actors. Understanding how true news gradually evolves into fake news is critical for early detection and prevention, reducing its spread and impact. Hence, in this paper, we take the first step toward simulating and revealing this evolution, proposing a Fake News evolUtion Simulation framEwork (FUSE) based on large language models (LLMs). Specifically, we employ LLM as agents to represent individuals in a simulated social network. We define four types of agents commonly observed in daily interactions: spreaders, who propagate information; commentators, who provide opinions and interpretations; verifiers, who check the accuracy of information; and bystanders, who passively observe without engaging. For simulated environments, we model various social network structures, such as high-clustering networks and scale-free networks, to mirror real-world network dynamics. Each day, the agents engage in belief exchanges, reflect on their thought processes, and reintroduce the news accordingly. Given the lack of prior work in this area, we developed a FUSE-EVAL evaluation framework to measure the deviation from true news during the fake news evolution process. The results show that FUSE successfully captures the underlying patterns of how true news transforms into fake news and accurately reproduces previously discovered instances of fake news, aligning closely with human evaluations. Moreover, our work provides insights into the fact that combating fake news should not be delayed until it has fully evolved; instead, prevention in advance is key to achieving better outcomes.
... Individu dengan sifat kepribadian conscientiousness merupakan pribadi yang gigih, teliti, penuh perencanaan, cermat, bertanggung jawab, pekerja keras dan dapat diandalkan. Individu dengan sifat kepribadian conscientiousness merupakan individu yang berkinerja baik karena dinggap mampu untuk menyelesaikan tugas tanggung jawabnya Barrick & Mount, 1991). Dalam jangka panjang mereka akan mencapai kesuksesan dalam karir mereka. ...
... Seseorang dengan sifat kepribadian openness ditandai dengan adanya sifat yang imajinatif, cerdik, menyukai variasi, memiliki rasa ingin tahu, kreatif, inovatif, memiliki pemikiran yang bebas dan orisinil, serta artistik (Rustiarini, 2013). Seorang dengan sifat kepribadian openness memiliki ide-ide yang tidak biasa, punya rasa ingin tahu sehingga memiliki banyak pengalaman juga pribadi yang memiliki interaksi sosial yang tinggi (Barrick & Mount, 1991). Orang dengan kepribadian terbuka cenderung mempunyai kecerdasan yang tinggi sehingga mempunyai kecerdasan dalam pemecahan masalah. ...
This study aims to test and provide empirical evidence of the effect of incentive-based compensation as extrinsic motivation on managerial performance. This study also used individual intrinsic motivation, namely the big five personality traits to test the moderating role affecting the relationship between incentive-based compensation and managerial performance. This quantitative research was conducted using a survey method of managers, with a total of 115 participants. The results showed that incentive-based compensation affects managerial performance. The big five personality traits, extraversion, and conscientiousness, significantly weakened the relationship between incentive-based compensation and managerial performance in this study. However, agreeableness and openness had no significant effect in weakening the relationship. Neuroticism also did not significantly strengthen the relationship between incentive-based compensation and managerial performance. Keywords: Incentive-based Compensation; Managerial Performance; Big Five Personality Traits
... Conscientiousness and extraversion are among the Big Five personality qualities that have been studied broadly. According to the research conscientiousness, self-control, a strong sense of duty and reliability leads to better job and career performance (Barrick & Mount, 1991). On the other side extraversion, illustrated by passion, friendliness, and strong energy might impact the dynamics of the workplace and job satisfaction (Barrick & Mount, 2012). ...
... As a result, highly conscientious people tend to work hard, set goals, and self-regulate well-all of which contribute to their career success in structured and challenging workplace environments. In fact, a wide range of studies show that conscientiousness correlates very strongly with job performance, regardless of the type of technical, managerial, or creative work (Barrick & Mount, 1991). Extraversion is made up of traits such as sociability, assertiveness, and enthusiasm. ...
This study explores the relationships between personality traits-conscientiousness and extraversion-and career achievements and job satisfaction among teachers at Punjab University. A quantitative research design was employed, using a probability sampling technique to ensure that all teachers had an equal chance of being selected, resulting in a sample of 268 teachers. Data were collected through an online self-administered questionnaire, and responses were analyzed using regression, correlation, and ANOVA statistical techniques. The findings reveal a significant positive correlation between conscientiousness and both career achievements (r = 0.45, p = 0.001) and job satisfaction (r = 0.52, p = 0.000), indicating that teachers with higher conscientiousness tend to experience better career outcomes and report higher levels of job satisfaction. Regression analysis further confirms that extraversion significantly impacts both career success (B = 0.40, β = 0.42, p = 0.000) and job satisfaction (B = 0.33, β = 0.38, p = 0.000), with extraversion explaining 22% of the variance in career success and 15% in job satisfaction. When both conscientiousness and extraversion were analyzed together, both traits emerged as significant predictors of career success and job satisfaction, with extraversion showing a stronger effect. The study concludes that personality traits play a crucial role in shaping career outcomes and job satisfaction, suggesting that interventions designed to enhance these traits could improve both professional success and well-being for university teachers. This study underlines the importance of personality qualities in educational policy and teacher development and focuses on university professors from different academic backgrounds. The study studies the effect of the two fundamental qualities of the personality which are conscientiousness and extraversion on job satisfaction and career conquest. Conscientiousness is associated with reliability, work ethics and advancement of the career. The second one is extraversion that are associated with effective networking, interpersonal dynamics and leadership. These studies examine characteristics that affect job performance, satisfaction ___________________________________________ 1 MS (SHRM) University of Management and technology (UMT) Lahore, Corresponding Author's ORCiD: https://orcid.org/0009-0003-3295-2321 2 University of management and technology (UMT) Lahore, https://orcid.org/0009-0005-7499-4807 1017 with a job and career achievement among the professors of the University of the Punjab. The quantitative methods used involved regression analysis and correlation. This study aims to demonstrate how conscientiousness and extraversion contribute to professional success and highlights the synergistic effects in the presence of both qualities.
... In contemporary times, several psychologists believe that the human personality is composed of five dimensions: extroversion, emotional stability, affability, righteousness, and openness to new experiences (BARRICK & MOUNT, 1991). Several meta-analyzes establish the relationships between the five dimensions and the productivity of tasks (HURTZ & DONOVAN, 2000); Salgado (2003as quoted in SPECTOR, 2012 and conclude that the personality can be linked to performance at work, and righteousness is conceived as a predicted factor. ...
... The remaining 14.3% of the sample said they did not feel respected, in the justification of the reply, these same people associated the lack of respect with pay, yet the manager himself argues as "very good" the work of these employees. The intrinsic motivational factor, composed of innate skills for the work exercise, is an explanable variable for the optimal productivity of these employees (BARRICK & MOUNT, 1991), without external incentives to encourage higher productivity. ...
... The results discussed here are consistent with a substantial body of research showing that significant social and economic consequences can be influenced by broad and persistent personality traits (Borghans et al, 2008;Roberts et. al, 2007;Barrick et al, 1991). Moreover, longitudinal studies have shown the persistence of personality effects over time, while mounting research has highlighted the genetic foundation of consistent individual differences in gaming behavior. ...
... This reliability shows that behavioral evaluation techniques, such as economic games, might offer insightful information about potential candidates' performance in diverse organizational roles. Barrick et al., 1991, Camerer et al., 2003 ...
This study presents the current tools used in empirical research over the last two decades. To select empirical and review papers that propagated the idea of employing economic games in the last five years, we used the Preferred Reporting Items for Systematic Review and Meta-analyses (PRISMA) framework and a bibliometrics analysis. To answer the research questions, we extracted and analysed over 1,000 documents from Scopus. In order to understand the evolution and application of economic games, analysing the progress, the fields of progress, and the relevant advantages of the same in the Human Resource Management domain will be the problems looked at in this study.
... Therefore, changes in personality traits are challenging, and these traits play a critical role in understanding individuals' behaviors and attitudes in the workplace (Barrick & Ryan, 2004;John & Srivastava, 1999). Personality traits play a crucial role in shaping job performance, making them an essential factor in hiring decisions and career selection (Barrick & Mount, 1991). ...
... This trait may reduce their stress levels. Therefore, individuals who can consistently fulfill their responsibilities in both social and work life are expected to have higher mental health and job performance (Barrick & Mount, 1991). ...
Research is limited on the relationship between accountants' personality traits and their work-related attitudes, behaviors, and self-perception. Therefore, this study examines the effects of accountants' personality traits on job performance and mental health. The study examined individual variations in general self-efficacy, self-esteem, and “the Big Five personality traits, including openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.” 192 accountants working in the Sakarya and Kocaeli regions participated in the study through online surveys. The findings indicate that positive personality traits, such as agreeableness and extraversion, have beneficial effects on both job performance and mental health. Additionally, self-esteem and self-efficacy were positively correlated with these variables. Conversely, neuroticism was identified as having a negative impact on both mental health and job performance. These results highlight the importance of assessing personality traits before hiring accountants. Neuroticism may increase the likelihood of experiencing difficulties in the accounting profession. Therefore, it is crucial to consider personality traits in the recruitment processes of accounting professionals.
... These tests generally include dimensions of conscientiousness as it is considered to be the best predictor of personality. Barrick and Mount (1991) found a validity coefficient of r = .23 between conscientiousness and job proficiency. Later personality testing started including other four dimensions of agreeableness, neuroticisms, extraversion and emotional stability under the name of "Big Five personality factors". ...
Counterproductive work behaviors are intentional and harmful behaviors directed either towards the organization or towards its people. This study attempts to examine the role of two antecedent variables, spiritual intelligence (SQ), and personality based on the Big Five Personality dimensions (extraversion, agreeableness, conscientiousness, neuroticism and openness) in predicting the occurrence of counterproductive work behaviors. Two dimensions of counterproductive work behaviors: rating and self-indulgence were used in this study based on the tool developed by Jain & Singh (2020). A sample of 351 employees working in both public (170) and private (181) sector organizations in India was taken for the purpose of the study. Mean, correlational analysis and multiple hierarchical regressions were carried out to test the hypotheses. Significant results were found for both personality and spiritual intelligence (SQ) in predicting counterproductive work behaviors across both public and private sector organizations. The two antecedent variables significantly improved the model's predictive power, for both public and private sector organizations, though to a lesser extent in the private sector. No difference was found based on gender.
... The Big Five personality traits include openness (OE), Conscientiousness (CS), Extraversion (ET), Agreeableness (AG), and Neuroticism (NUR) and are widely known for their effects on various aspects of behavior such as risk evaluation and choice making (Costa & McCrae, 1992;Digman, 1990). These traits can affect how people view risk and this is relevant, especially in crop insurance where farmers have to decide on whether to take an insurance cover despite the risks they may come across in their returns (Barrick & Mount, 1991). In addition, the Theory of Planned Behavior (TPB) offers a theoretical framework for examining the determinants of BI. ...
This study seeks to establish the influence of the Big Five personality traits, which include Openness, Neuroticism, Conscientiousness, Agreeableness, and Extraversion, on growers’ willingness to embrace crop insurance schemes. Furthermore, it explores the role of Attitude, Subjective Norms, and Perceived Behavioral Control, as proposed in the Theory of Planned Behavior (TPB), on this relationship. Using a structured questionnaire, data were collected from 412 growers of arecanut and pepper. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via Smart-PLS 3.3. The analysis revealed that Perceived Behavioral Control (β = 0.462**), Subjective Norms (β = 0.260**), and Attitude (β = 0.115**) positively influenced growers’ behavioral intentions. Interestingly, the Big Five personality traits themselves did not have a direct effect on these intentions. Further mediation analysis demonstrated that Attitude and Subjective Norms fully mediated the effects of Extraversion (α = 0.026**, β = 0.069), Neuroticism (α = 0.019**, β = –0.016), and Openness (α = 0.024**, β = 0.069) on Behavioral Intention. However, these variables did not mediate the relationship between Agreeableness (α = 0.011, β = 0.058), Conscientiousness (α = –0.017, β = –0.080), and Behavioral Intention. Additionally, perceived behavioral control mediated the link between personality traits and intention, though this was not the case for Conscientiousness. This study contributes to the application of the TPB by incorporating the Big Five personality traits and exploring their interaction with the TPB dimensions.
... Responses inconsistent with the character's personality were discarded to maintain the quality and consistency of the dataset. Scale Selection Our scales are sourced from psychological scales (Bem, 1981;Barrick and Mount, 1991), utilizing the questions rewritten by InCharacter (Wang et al., 2024a). However, not all scales are closely related to character personalities. ...
... SAT posits that interpersonal performance hinges on one's social skills, specifically, the ability to translate intentions to foster positive relationships and achieve personal goals into actions that effectively navigate social interactions (Blickle et al. 2011;Blickle, Wendel, and Ferris 2010;Hogan and Holland 2003;Hogan and Shelton 1998). Prior research indeed shows that people who successfully get along are evaluated by others as team players, organizational citizens, and service providers (Barrick and Mount 1991;Chiaburu et al. 2015;Hogan and Holland 2003;Moon 2001). Similarly, newcomers in organizations who successfully pursue a getting ahead strategy move to more central organizational positions and receive more organizational resources (Zhou, Li, and Chi 2022), and, people who are able to successfully calibrate their strategies of getting along and getting ahead are more likely to emerge as leaders (Hu et al. 2019;Marinova, Moon, and Kamdar 2013), and receive higher ratings of performance (Blickle et al. 2011;Blickle, Wendel, and Ferris 2010;Minbashian, Bright, and Bird 2009). ...
Although Assessment Center (AC) role‐play assessments have received ample attention in past research, their reliance on actual behavioral information is still unclear. Uncovering the behavioral basis of AC role‐play assessments is, however, a prerequisite for the optimization of existing and the development of novel automated AC procedures. This work provides a first data‐driven benchmark for the behavioral prediction and explanation of AC performance judgments. We used machine learning models trained on behavioral cues ( C = 36) to predict performance judgments in three interpersonal AC exercises from a real‐life high‐stakes AC (selection of medical students, N = 199). Three main findings emerged: First, behavioral prediction models showed substantial predictive performance and outperformed prediction models representing potential judgment biases. Comparisons with in‐sample results revealed overfitting of traditional approaches, highlighting the importance of out‐of‐sample evaluations. Second, we demonstrate that linear combinations of behavioral cues can be strong predictors of assessors' judgments. Third, we identified consistent exercise‐specific patterns of individual cues and cross‐exercise consistent behavioral patterns of behavioral dimensions and interpersonal strategies that were especially predictive of the assessors' judgments. We discuss implications for future research and practice.
... Agreeable employees consider personal interaction carefully, such that they offer more constructive responses to customers and to their work. In addition, agreeableness can push staff members to work together, which should result in effective working behaviors (Barrick & Mount, 1991). In turn, a highly agreeable employee is likely to develop positive perceptions of work efficiency. ...
In China, recent social and economic development have resulted in further attention being given to the development of preschool education. Culturally, many Chinese parents have held high expectations of their children's early learning and academic success in later studies. Hence, a high-quality preschool service has become a contentious issue. The recent child abuse incidents involving various kindergarten teachers exposed by the media have increased parents and society's concerns about the personal qualities and mental health of kindergarten teachers. Novice teachers are an important part of the kindergarten workforce as they are at the beginning of their careers. Their professional development level is a fundamentally important matter as it directly affects the reform and development of preschool education. The publication of a relevant preschool policy document not only emphasizes the importance of early childhood education, but also introduces new requirements for kindergarten teachers. Professional identity factors (Motivation, Self-Image, Self-efficacy, Task perception) and personality trait factors (extraversion, neuroticism, openness, conscientiousness, agreeableness) have been found in many research studies to be associated with kindergarten teachers' job involvement. However, research on professional identity, personality traits and job involvement of novice kindergarten teachers is an undeveloped research area in China. This study will explore the relationship between personality traits, professional identity, and job involvement of novice kindergarten teachers in Zhejiang Province, China. A study of this nature will aid policy makers, the Ministry of Education, kindergarten management, and researchers on the implementation and enforcement of policies and practices that could be implemented to improve kindergarten teachers' overall quality and teaching effectiveness in China.
... Interviewees' Demographics their desire to experiment and learn new things, and their emotional and psychological stability (Tschannen-Moran & Woolfolk Hoy, 2001). The Big Five Model was applied 9to accumulate data about the Fulbright FLTA participants' personality traits(Barrick & Mount, 1991). The model helped measure the participants' openness, extraversion, readiness, and willingness to participate in learning activities and elicit insights regarding the influence of the Fulbright FLTA program on the participants' personality traits and their language learning and development. ...
An increase in language development is an expected outcome of international exchange programs. However, research studies on linguistic outcomes of international exchange programs are limited. This study explores the influence of participating in the Fulbright Foreign Language Teaching Assistant program on the English language development of the program sojourners. The study examines the impact of internal or external factors , participants' characteristics, and the program's social affordances on the partici-pants' English language learning outcomes. Through an explanatory sequential mixed methods research design, the study gathers quantitative data from a convenience sample of 164 participants and qualitative data from a purposive sample of 10 participants. It uses thematic analysis through MAXQDA and correlation and multiple linear regression through SPSS to analyse the data. The study found that the Fulbright Foreign Language Teaching Assistant program positively influences the program participants' Eng-lish language development. The study also found that competence in using English and intercultural communicative competence are the most prominent direct outcomes of participating in the program. The study concludes that the Fulbright Foreign Language Teaching Assistant program provides a culturally and linguistically rich environment for the language development of the program participants. The study suggests host institutions integrating culture and language-enriching pre-and in-program activities and orientations to support English language development of the Fulbright Foreign Language Teaching Assistant program participants.
... These data indicate that more conscientious employees will respond well to corporate innovation and digital readiness support, and are more engaged. This is consistent with studies that have shown personality traits such as conscientiousness to affect HRM practices (Barrick & Mount, 1991). Finally, we ran a multi-group test to see if the connections in our model were different in subgroups. ...
... careful, thorough, methodical, perseverance, vigilant, organized, reliable) that can contribute to their behavior at work (Roberts and Hogan, 2001). Trait conscientiousness is one of the few traits shown to be a consistent predictor of job performance across many occupations (Barrick and Mount, 1991;Barrick et al., 2001). Yet, little research has focused on the relationship between conscientiousness and safety behavior (cf. ...
Purpose
A critical issue in organizations concerned with cybersecurity is how to motivate personnel to engage in safety and security behaviors to counter potential threats. For these organizations to be effective, they must rely upon their members who are motivated to engage in behaviors to assure various forms of cybersecurity.
Design/methodology/approach
A conceptualization is described outlining the factors and processes involved in motivating cybersecurity behaviors. The theoretical starting point is the reasoned action approach (Fishbein and Ajzen, 2010), which provides a strong and parsimonious basis for considering the processes and factors that predict safety and security behaviors (intentions, perceived behavioral control, subjective norms, attitude toward the behavior and beliefs).
Findings
The conceptualization presented goes beyond the reasoned action approach to consider factors involved in cybersecurity behaviors that might not be reasoned (work routines and habits and motivating emotions). This more integrated conceptualization describes how personal factors such as anticipated affect, attitude toward the process and personal norms can be seen as contributing to motivated behavior.
Originality/value
The beyond reasoned action conceptualization is of value to organizations for which motivated safety and security behaviors contribute to their effectiveness, with the conceptualization providing practical recommendations for enhancing cyber safety and cybersecurity. A research agenda based on this beyond reasoned action conceptualization articulates numerous avenues for further investigation.
... Though this is a matter of debate, because academic achievement does not play a straightforward role as a mediator between education and earning potential (Barrick & Mount, 1991), it is often considered that higher academic attainment reflects better cognitive abilities, which are imperative for marketplace success. However, the relationship is not as clean-cut, particularly in circumstances where the quality of education can differ. ...
In this study, researchers explored how education, training, and earning potential are connected among young professionals in Pakistan, focusing on the mediating role of academic achievement. Using data from 200 respondents in Lahore, the study employed a cross-sectional survey design and structural equation modelling to test the proposed relationships. The findings indicate that education and training significantly boost earning potential, with academic achievement playing a key mediating role. However, systemic challenges such as underfunded educational infrastructure and a mismatch between training programs and labour market needs hinder the full realisation of earning potential in Pakistan. These insights are valuable for policymakers, educators, and industry stakeholders, emphasising the need for strategic alignment between education, training, and market demands to improve labour market outcomes. The study also extends the human capital theory by contextualising it within the unique socio-economic environment of a developing country.
... Their motivation is deeply intertwined with a desire to excel academically, meet expectations, and attain long-term objectives. Conscientiousness has been linked to success in almost every professional field (Barrick and Mount, 1991). ...
In this study, the relationships between personality and academic motivation were
examined using 200 undergraduate university students distributed equally across two separate universities in the United Kingdom and Nigeria.
The research relied on exploratory factor analysis to identify personality clusters and investigate patterns and themes within data, as well as statistical data analysis – (correlation and multiple linear regression) to uncover significant associations and relationships between personality types and three domains of academic motivation – intrinsic, extrinsic and amotivation.
All approaches demonstrated that the Big Five traits (conscientiousness,
openness to experience, extraversion, agreeableness and neuroticism) were
instrumental in the trajectory of academic motivation displayed by students. As
expected, the results demonstrated conscientiousness as central to all three
motivation types, and as the best predictor of academic motivation. Furthermore,
multiple regression analysis indicated that conscientiousness explained more than 50% of the variability for all motivation dimensions across both populations.
Ranking just below conscientiousness, openness to experience and extraversion were also found to be positively correlated to motivation. However, their
hierarchical significance differed depending on the cohort being examined, suggesting the possibility of an ethnic colouration, especially as prior research has reported mixed evidence in this regard. Notwithstanding, more of the existing literature seem to converge of the notion of openness being a more significant predictor than extraversion, particularly with the intrinsic domain of motivation.
More importantly, this study also indicated that where conscientiousness is lacking, a combination of openness and extraversion tends to be a significant predictor amotivation. Amotivation itself was generally associated with low levels of conscientiousness and agreeableness.
These results were interpreted within the context of how educational institutions
and the wider academia could leverage the insights uncovered to enhance student
motivation, optimize academic aptitude and scholarship.
... The current findings align with existing research on the Big Five personality traits and occupational roles. Conscientiousness has consistently been linked with better job performance, particularly in leadership roles where planning and reliability are critical (Barrick & Mount, 1991;Judge et al., 2002). The higher levels of Conscientiousness among Management and HR professionals observed in this study corroborate previous research, which emphasizes the need for reliability and task orientation in these roles (Lounsbury et al., 2014). ...
Introduction. This study explores the variations in the Big Five personality traits – Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism – across different job positions in the IT industry. Aim. To investigate how the Big Five personality traits differ across various job roles within the IT sector. Method. 155 IT professionals from management, software development, data science, human resources, and other roles participated in this study. The Big Five traits were assessed using the BFI-2-XS questionnaire, and Multivariate Analysis of Variance (MANOVA) was employed to analyze the data. Results. Significant differences in personality profiles were observed across job roles. Data Scientists exhibited the highest levels of Openness, while Management and HR professionals scored higher on Conscientiousness and Extraversion. No significant differences were found in Agreeableness and Neuroticism across the job positions. Conclusion. The findings provide valuable insights into how personality traits align with specific job demands in the IT industry, offering practical implications for recruitment, team composition, and career development strategies.
... For example, Suzanne described going deeper and deeper in her own reflections: A different sub-theme of transformation was greater openness. This is profound as 'openness to experience' is one of the 'Big Five' personality dimensions and is related to some aspects of job performance (Barrick & Mount, 1991 ...
CONTEXT Peer-led team learning (PLTL) is a well-defined active learning model that emphasises student achievement through active learning in small peer-led teams. The "peer leaders" are not content experts, but rather more experienced students who guide by questioning, engaging every student to be part of the conversation, and helping them reflect on the material to understand the process and the approach to a problem. Team learning builds strong study skills, develops critical professional skills such as working in teams, listening, and critical thinking. It fosters communities of learners who approach learning as a way of life. In addition, PLTL can play a significant role for the learning and development of those serving as peer-leaders/mentors. At the University of Melbourne we have implemented a unit to support the leadership development of peer and industry mentors, who in turn are each leading, in a parallel unit, student teams working on industry-sponsored innovation projects. PURPOSE OR GOAL The immediate purpose of the study is to evaluate the effectiveness of the leadership training of the peer mentors, with the long-term goal being to understand how these lessons can be transferred to other contexts. To this end, we asked three research questions: (1) to what extent does the unit deliver the intended learning outcomes, (2) do mentors feel equipped by the leadership unit to manage their authority over peers, and more generally (3) what is the peer mentor experience in the two units? APPROACH We took a grounded theory approach as our focus is on the mentors' learning and experience. We developed a focus group protocol using open-ended questions, and conducted a focus group with six of the seven peer mentors. This has been transcribed and analysed thematically using pre-identified codes for the different learning outcomes whilst remaining open to what other themes emerged in the discussion as salient to the participants. OUTCOMES Beyond meeting the stated learning objectives of the unit, several other themes emerged in the analysis of the focus group transcript. These were around dealing with ambiguity, the sense of community amongst the mentors and staff, perceived differences between the industry and peer mentors, and the power of the 'on the balcony' metaphor. Beyond all of these, what stood out most was the transformational nature of the mentoring experience. CONCLUSIONS Although this study was only conducted with a small group of participants, the results suggest that the scaffolded mentoring program was a powerful learning experience for the participants. Future research will triangulate the findings with data from team members, industry mentors, and project sponsors, and investigate if such learning can be replicated as the program scales.
... In light of these intricate dynamics, further research is warranted to explore the interplay of these factors in diverse professional contexts, shedding light on the nuanced relationship between PT duration, experience, and work efficiency. 6,[20][21][22][23] The study presents a significant opportunity for improving the delivery of physical therapy services, especially in countries where patient-therapist ratios are employed as a primary means of work scheduling. Standardized service delivery rates, as explored in this research, can serve as a fundamental benchmark for enhancing the consistency, efficiency, and quality of physical therapy care across diverse healthcare systems. ...
Background and Objectives. Inpatient physical therapy (PT) care entails careful provision of service for individuals across a spectrum of disorders needing evidence-based physical rehabilitation during their hospital admission. The main difficulty is identifying adequate time allocation for safe patient service within an eight-hour working time frame. At a selected tertiary teaching government-run hospital, an arbitrary personnel-population ratio method is used for human resource allocation which may lead to issues in service delivery and healthcare workforce wellness. Apart from patient care, physical therapists also assume non-clinical roles revolving on administration, clinical education, and research. This highlights the importance of identifying the duration of tasks to assess work efficiency and manage time constraints posed by the limitations of the work shift. Practice guidelines may help improve staff workload scheduling, however, there is a lack of available guidelines regarding physical therapy practice in the hospital or acute care setting for developing countries. The purpose of this study was to determine the duration of care for inpatients with musculoskeletal and neurological conditions and administrative tasks, and to determine the relationship of duration of care with months of experience. Methods. A continuous observation time motion study of a typical workday of all physical therapists in an in-patient setting of a tertiary teaching hospital was conducted. An external observer will time the tasks done by the PT. The external observer kept distance from the direct patient encounter to minimize interference that may affect timing. Patients with conditions of different etiologies and functional levels were included. Results. Nineteen physical therapists with a mean experience of 54.63 months were observed. There were no adverse events during the implementation of this study. The total mean time in minutes of management of neurological patients is 37:32, and musculoskeletal patients is 28:30. Time for administrative tasks took an average of 20:33 minutes. There was also a low positive correlation on months of experience and treatment duration for patients with neurologic conditions (p=0.0471). Results showed that the allocated treatment duration is determined to be sufficient for performing PT activities. The optimal number of patients to be decked can also be appropriately determined to optimize resource allocation. Conclusion. Our pilot study attempted to quantify the duration of PT care in an inpatient setting that caters to patients with different diagnosis and varying needs for PT management. Although descriptive statistics and a weak to insignificant correlation was seen in most of the variables, there may be some benefit in gathering more duration data across different acute care settings within the country. Our pilot time and motion study can contribute to the limited evidence of duration of inpatient care that may inform human resource allocation, deliverables prioritization, and employee wellness and development. Figures have been presented which could be the basis for future policy research for management science and resource allocation studies.
... According to McAdams, these broad trait constructs are grossly insufficient in understanding the "big picture" to personality. Conscientiousness, for example, may generally be a good predictor of job performance, but does little to explain the motivation behind applying for a particular position, or how happy an individual is with their selected position [31]. This is where the evaluation of "personal concerns" should be taken into consideration, which McAdams uses to refer to the motivational, developmental, and strategic dimensions of personality. ...
The present study had three primary objectives: examine goal-concordant motivation throughout the adult lifespan, assess the relationship between goal-concordant motivation and subjective well-being (operationalized as life satisfaction, positive affect, and negative affect), and examine private self-consciousness (operationalized as insight and rumination) for potential moderation effects on the relationship between goal-concordant motivation and subjective well-being. Data were collected in person and online from 433 participants (55% female) between the ages of 18-79 (M = 31.8, SD = 13.7). Results showed that introjected motivation decreased with age, goal-concordant motivation predicted all aspects of subjective well-being, and private self-consciousness (insight, specifically) had significant moderation effects on the relationship between goal-concordant motivation and positive affect. Findings are discussed with relevance to goal pursuit and attainment, their association to wellbeing, and mindful self-attention that can strengthen the relationship between motivation and positive emotional experience.
... 6 The Big Five is a highly reliable, popular, and clinically used 7,8 personality test consisting of 44 questions targeting five categories of traits presented in English. 9 The test claims that every human personality is a complex mix of five "big" traits with different strengths which are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Thus, there is no cutoff score for this test, the higher the score, the stronger its presence in the individual's personality. ...
Background Dental anxiety is a common issue affecting a significant portion of the
population, often leading to avoidance of dental care and subsequent oral health
problems. Understanding the underlying factors contributing to dental anxiety is a
crucial step toward developing an effective intervention.
Objectives To assess the prevalence of dental anxiety among students of health-
related majors, evaluate their personality traits, and find the correlation between
them. Additionally, this study aims to find the predictors of such traits and their
relationship with each other.
Materials and Methods The study was conducted on 163 consented students (124
males and 39 females), selected based on major and year of study at the University of
Sharjah medical campus. The questionnaire was sent online through Google Forms. It
included questions from the Modified Dental Anxiety Scale (MDAS)and the Big Five
personality test. Data analysis was done using SPSS software (IBM Co. version 29)
where all descriptive and inferential statistics were conducted with statistical signifi-
cance set at p < 0.05.
Results Moderate level of dental anxiety (12.3 5.8) was observed among students
of the medical campus, where nondental students scored higher in mean dental
anxiety (13.0 6.2) compared with dental students (10.4 4.5). Males scored higher
on the dental anxiety scale (12.5 5.8) compared with females (11.7 5.6). The Big
Five personality test results displayed statistical significance association between
neuroticism and dental anxiety, compared with other measured parameters (p < 0.05).
Conclusion Neuroticism (Big Five characteristics scoring) and dental anxiety (MDAS
scoring) exhibit a significant correlation. The Big Five test’s characteristics are
interrelated, including neuroticism and conscientiousness which, in turn, had a substantial correlation with agreeableness. Subsequently, agreeableness, conscien-
tiousness, and extraversion exhibit substantial correlations with openness. This
dynamic between the traits indicates that the adoption of personality tests in dental
clinics would lead to improved prediction and management of dental anxiety in health-
related students.
Clinical Relevance Since dentistry relies on patient management to get the best
results, understanding the relationship between personality factors and dental anxiety
might enhance patient management. This would prevent health care neglect and
undiagnosed oral problems.
... A higher sensitivity is desirable as it implies higher hit and lower false alarm rates. For example, system-related factors (e.g., system accuracy; Zerilli et al., 2019), task-related factors (e.g., information about system limitations; Bansal et al., 2021), and person-related factors (e.g., conscientiousness; Barrick & Mount, 1991) may affect an overseer's sensitivity. In contrast to sensitiv- Kellen and Klauer (2018) ity, where higher values are better, for an overseer's response bias, there is no inherently "optimal" value. ...
Legislation and ethical guidelines around the globe call for effective human oversight of AI-based systems in high-risk contexts – that is oversight that reliably reduces the risks otherwise associated with the use of AI-based systems. Such risks may relate to the imperfect accuracy of systems (e.g., inaccurate classifications) or to ethical concerns (e.g., unfairness of outputs). Given the significant role that human oversight is expected to play in the operation of AI-based systems, it is crucial to better understand the conditions for effective human oversight. We argue that the reliable detection of errors (as an umbrella term for inaccuracies and unfairness) is crucial for effective human oversight. We then propose that Signal Detection Theory (SDT) offers a promising framework for better understanding what affects people’s sensitivity (i.e., how well they are able to detect errors) and response bias (i.e., the tendency to report errors given a perceived evidence of an error) in detecting errors. Whereas an SDT perspective on the detection of inaccuracies is straightforward, we demonstrate its broader applicability by detailing the specifics for an SDT perspective on unfairness detection, including the need to choose a standard for (un)fairness. Additionally, we illustrate that an SDT perspective helps to better understand the conditions for effective error detection by showing examples of task-, system-, and person-related factors that may affect the sensitivity and response bias of humans tasked with detecting unfairness associated with the use of AI-based systems. Finally, we discuss future research directions for an SDT perspective on error detection.
... Research also found that NPP operators with high levels of mindfulness had better work performance and safety performance when performing complex tasks Zhang & Wu, 2014). Second, conscientiousness is one of the Big Five personality traits that reflects a dutiful, deliberate, and self-disciplined component (Barrick & Mount, 1991). In particular, responsibility has been identified as a personality factor with a moderate risk of influencing work performance in PSF models of the NPP domain (Liu et al., 2017;Yin et al., 2021). ...
Objective
Although previous research has indicated that human errors represent the primary cause of incidents in nuclear power safety, few studies have investigated the potential impact of psychological factors on the performance of operators. This study makes a pioneering contribution to the field by integrating the effect of personal states and personality traits on work evaluation.
Method
A total of 101 commissioning workers in nuclear power plants were recruited and monitored for ten consecutive workdays. The research collected their personality traits and personal states which were indexed by cognitive tasks before daily work. The participants rated their work performance after work as the dependent variable.
Results
The results of the LASSO regression analysis indicated that the perceptual speed, visual selective attention, and executive control before work were significantly correlated with the self-rated work performance. Furthermore, the interaction between personal states and personality traits exhibited moderating effects, with the effect of mindfulness being the most prominent.
Conclusion
The present study enhanced understanding of how personality traits may moderate the effect of pre-work personal states on daily work performance. It also provided practical insights for the selection and support of commissioning workers, with a particular focus on the role of appropriate personality traits and robust personal states.
... For example, to induce an extroverted persona in LLMs, use the prompt of"You are a very friendly and outgoing person who loves to be around others. You are always up for a good time and love to be the life of the part" which achieve more consistent results on human psychological assessments such as the Big Five Personality Test (Barrick & Mount, 1991). Through this type of prompt injection, LLMs can deviate from their intrinsic "personality" (Karra et al., 2022;Safdari et al., 2023;Huang et al., 2023b;Santurkar et al., 2023;Hartmann et al., 2023) and exhibit altered characteristics in their responses in accordance with the requirements in the prompt. ...
Personalization of Large Language Models (LLMs) has recently become increasingly important with a wide range of applications. Despite the importance and recent progress, most existing works on personalized LLMs have focused either entirely on (a) personalized text generation or (b) leveraging LLMs for personalization-related downstream applications, such as recommendation systems. In this work, we bridge the gap between these two separate main directions for the first time by introducing a taxonomy for personalized LLM usage and summarizing the key differences and challenges. We provide a formalization of the foundations of personalized LLMs that consolidates and expands notions of personalization of LLMs, defining and discussing novel facets of personalization, usage, and desiderata of personalized LLMs. We then unify the literature across these diverse fields and usage scenarios by proposing systematic taxonomies for the granularity of personalization, personalization techniques, datasets, evaluation methods, and applications of personalized LLMs. Finally, we highlight challenges and important open problems that remain to be addressed. By unifying and surveying recent research using the proposed taxonomies, we aim to provide a clear guide to the existing literature and different facets of personalization in LLMs, empowering both researchers and practitioners.
... Personality traits refer to the characteristics which predict a person's behaviour. The Big Five personality traits constitute a set of five distinct characteristics employed in the study of personality (Barrick and Mount, 1991). The model presents the personality at the "broadest level of abstraction." ...
Emotional well-being is an important part of holistic wellness. Emotional well-being involves an individual's overall positive feelings and their general outlook on life. By investing in the emotional well-being of their employees, firms can get significant business benefits such as improved performance, productivity, and commitment from employees, which in turn lowers attrition rates. The study aims to empirically investigate the factors influencing emotional well-being and their impact on the job performance of service sector professionals. A survey method was employed to gather responses from professionals in the service sector across various industries. The collected data, comprising 318 responses, underwent analysis using the partial least squares structural equation modelling approach. The findings from the study establish personality traits, Mindfulness and Resilience as factors affecting emotional well-being and a positive impact on job performance is observed. This study helps organisations understand that increasing the emotional well-being of professionals is one of the important parameters for their job performance. Future researchers may try to explore the other factors affecting emotional well-being and their impact on job performance.
... Much of the research on this topic has focused on the Big Five personality traits-extraversion, conscientiousness, openness to experience, agreeableness, and neuroticism-each of which can either support or hinder an individual's ability to navigate workplace demands. For instance, traits like extraversion and conscientiousness are often considered resources, helping individuals build strong social networks, stay organized, and meet work goals (Barrick & Mount, 1991;Judge et al., 1999). Research shows that individuals high in these traits are more likely to engage in proactive behaviors like job crafting (Teng & Chen, 2019). ...
Practically, discrepancies in job satisfaction among workers in similar roles suggest that individual characteristics significantly impact how job crafting behaviors are implemented. The potential for job crafting to enhance satisfaction has yet to be fully explored, particularly in the context of Machiavellian traits as a moderating influence. Using the Job Demands-Resources (JD-R) model as the framework, our study aimed to determine if these traits functioned as a resource or demand. Understanding how Machiavellian traits impact how employees craft their work may inform and facilitate tailored workplace interventions that accommodate diverse personality types. This cross-sectional study, using Partial Least Squares Structural Equation Modeling (PLS-SEM) with multiple post hoc analyses, examines the moderating role of Machiavellianism on the relationship between job crafting behaviors and job satisfaction in a sample of U.S. workers (N = 291). Results from the total sample revealed that cognitive crafting had the strongest positive relationship with job satisfaction, while relational crafting showed a smaller but significant positive effect. Machiavellianism did not moderate the relationship between task crafting and job satisfaction but moderated the effects of cognitive and relational crafting. Specifically, Machiavellianism acted as a demand for cognitive crafting in the total sample and the segmented sample for Generation X, reducing job satisfaction while functioning as a resource for relational crafting in the same group. These findings highlight the dual role of Machiavellianism and suggest that its impact on job crafting and satisfaction varies by crafting type and generation.
Studies have shown a correlation between neuroticism and aggressive behaviors. In this study, we use data collected from employees working in the manufacturing and research sector to form associations between big-five personalities and aggressive workplace behavior. A correlation was established between personality (neuroticism, openness, agreeableness, extraversion, and conscientiousness) and aggression (physical aggression, anger, verbal aggression, and hostility). Additionally, the study also examines any correlation between aggression and participant’s motives (need for power, need for achievement, and need for security). The sample consists of 47 participants from a research and manufacturing unit of India. B5T was used to measure the big five personality aspects and a brief aggression questionnaire was used to measure four aspects of aggression. Using the Pearson Correlation, a statistically significant positive correlation was established between neuroticism and two subsets of aggression—anger and hostility. Additionally, there was a positive correlation between openness to new experiences and physical aggression, another subset of aggression. This result was not supported by the existing literature. Thus, more research is needed to examine this link. Interestingly, this paper found no statistically significant negative correlation between aggression and agreeableness that is well documented in other studies. Moreover, no significant correlation between people’s motivations and behavior was found. A workplace can employ the use of these results to see which personality type would best benefit from which kind of aggressive intervention. Hence, they can help provide a more targeted intervention for aggressive behavior in the workplace.
Self-report personality tests used in high-stakes assessments hold the risk that test-takers engage in faking. In this article, we demonstrate an extension of the multidimensional nominal response model (MNRM) to account for the response bias of faking. The MNRM is a flexible item response theory (IRT) model that allows modeling response biases whose effect patterns vary between items. In a simulation, we found good parameter recovery of the model accounting for faking under different conditions as well as good performance of model selection criteria. Also, we modeled responses from N = 3046 job applicants taking a personality test under real high-stakes conditions. We thereby specified item-specific effect patterns of faking by setting scoring weights to appropriate values that we collected in a pilot study. Results indicated that modeling faking significantly increased model fit over and above response styles and improved divergent validity, while the faking dimension exhibited relations to several covariates. Additionally, applying the model to a sample of job incumbents taking the test under low-stakes conditions, we found evidence that the model can effectively capture faking and adjust estimates of substantive trait scores for the assumed influence of faking. We end the article with a discussion of implications for psychological measurement in high-stakes assessment contexts.
Purpose
The purpose of this study is to examine the moderating effect of personality traits on social responsibility-oriented human resources management (SR-HRM) practices and job performance.
Design/methodology/approach
The sample of the study consists of 442 employees working in firms developing knowledge and innovation-based systems in Ankara (Turkey). The strengths of this study stem from its methodology, which contributes to the literature in terms of analysis comparing linear and fuzzy set qualitative comparative analyzes (fsQCA).
Findings
Both linear analyses and fsQCA results show the moderating effect of conscientiousness on the relationship between job performance and SR-HRM. Both models demonstrate the impact of agreeableness on business performance. Study results indicate that linear and fsQCA examine the moderating effect of conscientiousness in the same way as the literature. The linear analysis results differ from fsQCA, which examined the moderating effect of compatibility in this study. The fsQCA results of this study show that SR-HRM affects job performance when extraversion and conscientiousness are taken into account.
Research limitations/implications
Further research may compare linear and fuzzy logic models about moderating and mediating effects. Future researchers may highlight the increasing importance of linear and fsQCA in any organizational behavior or organizational theory subject.
Practical implications
The main implication is that managers should consider the significant impacts of effective SR-HRM development on employees’ job performance. Personality traits should be taken into account in HRM processes such as recruitment and retention.
Social implications
The main contribution of the current study is the insight it provides into the moderating effects of the big five personality traits on the relationship between job performance and SR-HRM and how they differ in the linear model and fsQCA.
Originality/value
The current study contributes to the relevant literature by presenting the research design and questions. Using a multi-method approach, this research provides a better understanding of patterns between variables and contributes to the existing literature.
This study examined teacher component and parental participation impact on senior secondary school student academic outcome in Ifo local government area of Ogun state, Nigeria. The study adopted the descriptive survey research design type. 250 respondents comprising of fifty (50) teachers and two hundred (200) students were sampled using stratified sampling technique. The instruments used in the study for data collection were “Teacher Component and Parental Participation Impact on Student Academic Outcome” (TCPPISAO) and student academic outcome Test (SAOT). Four hypotheses were tested at 0.05 level of significance. The Data that was collected were analysed with simple percentage and Pearson Product Moment Correlation Coefficient at 0.05 level of significance. The sub-variables that enhanced student academic outcome are teacher components, classroom management, class control, teaching experience and instructional skills while the other variable of parental participation and teacher certification are not great determinants of student academic outcome. This study can be used to enlighten the educational stakeholders and planners on the need for qualified teachers to enhance adequate teaching and learning in secondary schools in Ogun State and Nigeria at large. Ogun State students can make great academic growth if their parents are consistent in their support to attain academic goals and aspirations.
İşini seven çalışanların sorumluluk almaktan kaçmayacakları düşünülerek bu bireylerin verilen görevleri en iyi şekilde yerine getirmeye, yüksek performans göstermeye çalışacakları bilinmektedir. Bunun gerçekleşmesi için, çalışanları motive eden faktörlerin sağlanması önemlidir. Performansın artmasını sağlayan önemli etkenin ileri görev bilinci olduğu düşünülmekte ve başka motive edici unsurların da olması beklenmektedir. Bu kapsamda araştırmada amaç, ileri görev bilincinin rol performansı üzerindeki etkisinde içsel güdülenmenin aracılık rolünü tespit etmektir. Araştırma amacı doğrultusunda araştırma sorusu "ileri görev bilincinin rol performansına etkisinde içsel güdülenme aracı rol oynamakta mıdır?" olarak belirlenmiştir. Araştırma sorusunun cevaplanabilmesi için araştırma örneklemi Kırşehir Ahi Evran Üniversitesi'ndeki akademik personeller (n=484) olarak belirlenmiştir. Örneklemden anket yoluyla elde edilen veriler SPSS 24 ve AMOS 26 programlarıyla analiz edilmiştir. Araştırma sonucunda ileri görev bilincinin içsel güdülenmeyi pozitif yönde etkilediği, içsel güdülenmenin de rol performansını pozitif yönde güçlendirdiği belirlenmiştir. Ayrıca ileri görev bilincinin rol performansı üzerindeki etkisinde içsel güdülenmenin kısmi aracı role sahip olduğu tespit edilmiştir. Araştırma sonucunda çalışanlarda ileri görev bilincinin arttırılmasıyla içsel güdülenme ve rol performansının güçlenebileceği ve bu durumun da örgütlerde etkinliği, verimliliği ve sürdürülebilirliği arttırabileceği söylenebilir. A B S T R A C T It is known that employees who love their jobs will not avoid taking responsibility and will try to perform the given tasks in the best way and show high performance. It is important to provide factors that motivate employees to do this. It is thought that the important factor that ensures increased performance is advanced task consciousness and it is expected that there will be other motivating elements. In this context, the research aims to determine the mediating role of intrinsic motivation in the effect of advanced task consciousness on role performance. In line with the purpose of the research, the research question was determined as "Does intrinsic motivation play a mediating role in the effect of advanced task consciousness on role performance?" The data obtained from the survey sample were analyzed using SPSS 24 and AMOS 26 programs. To answer the research question, the research sample was determined as academic staff (n=484) at Kırşehir Ahi Evran University. As a result of the research, it was determined that advanced task consciousness positively affects intrinsic motivation and intrinsic motivation positively strengthens role performance. In addition, it was determined that intrinsic motivation has a partial mediating role in the effect of advanced task awareness on role performance. As a result of the research, it can be said that by increasing advanced task awareness in employees, intrinsic motivation and role performance can be strengthened and this can increase effectiveness, efficiency, and sustainability in organizations.
İşini seven çalışanlar sorumluluk almaktan kaçmazlar ve verilen görevleri en iyi şekilde yerine getirmeye, yüksek performans göstermeye çalışırlar. Bunun gerçekleşmesi için çalışanı motive eden durumların olması gerekmektedir. Yani performansın artmasını sağlayan görev bilincinin yanısıra başka motive edici unsurlarında olması önemlidir. Bu çalışmada amaç ileri görev bilincinin rol performansı üzerine etkisinde içsel güdülenmenin aracılık rolünü tespit etmektir. Araştırma sorusu ise “ileri görev bilincinin rol performansına etkisinde içsel güdülenme aracı rol oynamakta mıdır” şeklinde belirlenmiştir. Araştırmanın örneklemini ise Kırşehir Ahi Evran Üniversitesi’ndeki akademik personel oluşturmaktadır (n=484). Araştırma bulgularına göre ileri görev bilincinin rol performansını ve içsel güdülenmeyi güçlendirdiği belirlenmiştir. Ayrıca içsel güdülenmenin rol performansını pozitif yönde etkilediği belirlenirken içsel güdülenmenin rol performansı üzerine etkisinde ileri görev bilincinin aracı role sahip olduğu tespit edilmiştir. Sonuç bölümünde ise araştırmaya yönelik öneriler sunulmuştur.
Three determinants of the factor structures of personality traits are investigated. The 1st, selection of variables, was controlled by using 57 bipolar scales, selected to be representative of common trait terms. In analyses of 7 data sets, variants of the “Big Five” factors were always found. Factor similarities were very strong for the 3 largest factors, which were transformed into general evaluation and 2 descriptive dimensions. As a 2nd determinant, judgments about real people were compared with judgments about the conceptual relations among traits. Factor structures based on the 2 types of judgments are similar, but those based on conceptual judgments tend to be simpler. The 3rd determinant involved the degree of restriction of the sample to evaluatively homogeneous targets. Restriction of range reduced the size of all factors, especially Factor II. Findings from previous studies are integrated within this framework.
Research on the dimensions of personality represented in the English language has repeatedly led to the identification of five factors (Norman, 1963). An alternative classification of personality traits, based on analyses of standardized questionnaires, is provided by the NEO (Neuroticism, Extraversion, Openness) model (Costa & McCrae, 1980b). In this study we examined the correspondence between these two systems in order to evaluate their comprehensiveness as models of personality. A sample of 498 men and women, participants in a longitudinal study of aging, completed an instrument containing 80 adjective pairs, which included 40 pairs proposed by Goldberg to measure the five dimensions. Neuroticism and extraversion factors from these items showed substantial correlations with corresponding NEO Inventory scales; however, analyses that included psychometric measures of intelligence suggested that the fifth factor in the Norman structure should be reconceptualized as openness to experience. Convergent correlations above .50 with spouse ratings on the NEO Inventory that were made three years earlier confirmed these relations across time, instrument, and source of data. We discuss the relations among culture, conscientiousness, openness, and intelligence, and we conclude that mental ability is a separate factor, though related to openness to experience.
The longitudinal stability of personality was investigated in a group of several hundred adults who were rated by themselves, their marriage partners, and their acquaintances in 1935–1938 and by themselves and their marriage partners in 1954–1955. For both men and women, there were very similar factorial structures in all five sources of ratings. Individual differences in neuroticism, social extraversion, and impulse control had reasonably high levels of longitudinal stability over a 19-year period. Both the synchronic and diachronic correlations converged across methods and discriminated among traits. Self-report personality inventory data available in 1935–1938 and 1954–1955 provided corroborating evidence of the longitudinal and methodological robustness of personality traits. In data gathered on the same panel in 1980–1981, the questionnaire and the life history correlates of neuroticism and social extraversion displayed patterns indicative of temporal stability, methodological convergence, and discrimination among constructs. The data of this longitudinal study carried out over five decades strongly indicate that there is a set of personality traits that are generalizable across methods of assessment and are stable throughout adulthood.
Conducted a comprehensive factor analysis of the full MMPI item pool using recent advances in computational facilities. Nearly 20,000 MMPI protocols were collected from 13–89 yr old psychiatric patients for the analysis; however, invalid records and protocols with more than 50 missing items were discarded. Analyses were computed on a developmental sample of 5,506 Ss and a cross-validation sample of 5,632 Ss. 21 replicated factors were found by using an orthogonal varimax solution. The rotated factors were submitted to several experts on MMPI for factor naming. The consensus obtained on the item factors suggests that this analysis provides an unambiguous picture of the major content dimensions in the MMPI item pool. (19 ref)
In the 45 years since Cattell used English trait terms to begin the formulation of his “description of personality,” a number of investigators have proposed an alternative structure based on 5 orthogonal factors. The generality of this 5-factor model is here demonstrated across unusally comprehensive sets of trait terms. In the first 3 studies, 1,431 trait adjectives grouped into 75 clusters were analyzed; virtually identical structures emerged in 10 replications, each based on a different factor-analytic procedure. A 2nd study of 479 common terms grouped into 133 synonym clusters revealed the same structure in 2 samples of self-ratings and in 2 samples of peer ratings. None of the factors beyond the 5th generalized across the samples. In the 3rd study, analyses of 100 clusters derived from 339 triat terms suggest their potential utility as Big-Five markers in future studies.
The alphabetical list of needs described by Murray (1938) has formed the basis for a number of inventories, including the Personality Research Form (PRF; Jackson, 1984). In an attempt to provide a more meaningful classification of the Murray needs, the scales of Form E of the PRF were examined in relation to the NEO Personality Inventory (NEO-PI; Costa & McCrae, 1985), which measures the five major dimensions of normal personality. Data from 296 adult men and women showed hypothesized correlations on the level of individual scales, and suggested that the Desirability scale of the PRF measures substantive traits when used in a volunteer sample. Although the NEO-PI and PRF have different conceptual origins and measure somewhat different aspects of personality, a joint factor analysis showed that the needs measured by the PRF can be meaningfully organized within the framework of the five-factor model. Use of this taxonomy can facilitate communication between motivational and trait psychologists, and supplement the dynamic interpretation of motives with a second level of interpretation that points to related affective, interpersonal, and experiential styles. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Factor analysis of teacher ratings of 499 6th graders on 43 adjectives (e.g., curious, fearful) supported a 5-factor model of personality trait information. The factors are interpreted as reflecting introversion–extraversion, conscience-governed concern for others, will, anxiety, and intellect. A weak 6th factor related to creativity was also observed. Findings are discussed in relation to the existence of additional factors, the possibility that the correlations reflect the language used by raters rather than behavioral traits, and the potential utility of the ratings. The relation of the 5 robust factors to theories of interpersonal relations, H. J. Eysenck's (1953) 3-factor model, R. B. Catell's (1947) multiple-factor system, and studies of the semantic meaning of personality terms is also considered. (65 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Comments on the statement by R. R. McCrae and P. T. Costa (see record
1987-01218-001) that the 5-factor paradigm offers a universal and comprehensive framework for the description of individual differences in personality. The present authors maintain that claims for the comprehensiveness of the paradigm must be viewed as premature and suggest that many of the studies offered in support of the 5-factor model are replications rather than validations. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
MULTIPLE-FACTOR PATTERNS BASED ON RATINGS OF PERSONALITY TRAITS ARE NOT, IN THEMSELVES, SUFFICIENT GROUNDS ON WHICH TO INFER ANYTHING ABOUT THE PERSONALITY STRUCTURE OF THE RATEES. AN ARGUMENT AND THE RESULT OF A MONTE CARLO STUDY CONFIRMED THAT A CLEARLY ARTICULATED, MULTIPLE-FACTOR STRUCTURE CAN BE OBTAINED SOLELY AS A RESULT OF THE SHARED "IMPLICIT PERSONALITY THEORY" OF THE RATERS. HOWEVER, 2 KINDS OF CRITERIA, 1 BASED ON A MEASURE OF INTERRATER AGREEMENT AND THE OTHER ON CONVERGENT AND DISCRIMINANT VALIDITY AGAINST OTHER MEASURES OF THE TRAITS, PROVIDE BASES FOR JUDGING THE DEGREE OF RATEE RELEVANCE IN ANY SET OF PERSONALITY RATINGS. THE USE OF THESE CRITERIA IS ILLUSTRATED FOR THE MONTE CARLO DATA AND FOR 4 SAMPLES OF EMPIRICAL DATA. IMPLICATIONS FOR THE DESIGN, ANALYSIS, AND REPORTING OF FUTURE PERSONALITY RATING STUDIES ARE DISCUSSED. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Employee reliability (or unreliability) is often conceptualized quite narrowly—for example, as employee theft. But theft is just one element in a larger syndrome of antisocial behavior. Consequently, employee screening procedures that focus on theft necessarily ignore a number of other indicators of unreliability; these include substance abuse, insubordination, absenteeism, excessive grievances, bogus worker compensation claims, temper tantrums, and various forms of passive aggression. In this article we describe the development and validation of a personality measure designed to assess a construct called organizational delinquency. Data from several studies show that scores on this measure are related to a wide range of indicators of both positive and negative work performance. Persons with low scores on the measure engage in a variety of counterproductive behaviors on the job; persons with high scores tend to be well liked by their supervisors and coworkers. We also discuss the economic consequences of using this measure. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Attempted to replicate and extend the results of Passini and Norman (1966), who found surprising evidence of convergent validity (i.e., significant correlations with the targets' self-ratings) in strangers' judgments of 5 broad personality factors. In the current study, 250 previously unacquainted Ss were run in small, same-sex groups of various sizes. Ss rated both themselves and their fellow group members on the same set of 20 bipolar trait scales used by Passini and Norman. Consistent with previous research, significant self–peer agreement correlations were obtained for Extraversion and Conscientiousness. Ratings of Agreeableness also showed significant convergent validity when a sufficient number of peers rated the target. More generally, self–peer agreement correlations tended to rise as the number of peer raters increased. Possible explanations for the validity of strangers' trait ratings are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
We administered the Cattell 16 Personality Factor Questionnaire (16 PF), the Comrey Personality Scales (CPS), and the Eysenck Personality Inventory (EPI) to a sample of 669 Australians that was controlled in composition for age, sex, and social class. Factor analyses derived from analyzing scales of the three inventories in the same matrix produced a group of factors that were similar to the five robust factors of personality found in studies that used ratings by others. Two of the factors were similar to the two EPI scales and five were similar to five of the eight CPS scales. One of these five factors was similar to a single 16PF scale. The 16PF scales were highly overlapping and factorially complex, an indication that fewer than 16 separate constructs are measured at the primary level. There were, however, clear relations between the five factors and the second-order factor structure of the 16PF, as Karson and O'Dell (1976) described. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A review of 30 meta-analyses that have been conducted in organizational behavior and human resource management using procedures described by J. E. Hunter et al (1982) suggests that there is confusion regarding the use and interpretation of confidence intervals and credibility intervals. This confusion can lead to conflicting conclusions about the relationships between variables. The most frequent mistake has been the attempt to address the accuracy of the estimate of the mean effect size using "confidence intervals" based on the corrected standard deviation instead of on the standard error of the mean
r or
d. The corrected standard deviation should be used to generate a "credibility interval" to assess the extent to which moderators might account for the unexplained variance in effect sizes. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The hypothesis was tested that the standard deviation of employee output as a percentage of mean output (
SDp) increases as a function of the complexity level of the job. The data examined were adjusted for the inflationary effects of measurement error and the deflationary effects of range restriction on observed
SDp figures, refinements absent from previous studies. Results indicate that
SDp increases as the information-processing demands (complexity) of the job increase; the observed progression was approximately 19%, 32%, and 48%, from low to medium to high complexity nonsales jobs, respectively.
SDp values for sales jobs are considerably larger. These findings have important implications for the output increases that can be produced through improved selection. They may also contribute to the development of a theory of work performance. In addition, there may be implications in labor economics. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Analyzed data from 236 couples and 221 correctional officers (COs) to develop a 40-item work orientation (WO) scale for the California Psychological Inventory (CPI). Each of the items in the CPI was correlated with job performance ratings of the COs, with the Adjective Checklist work ethic (WE) cluster scored on female partners' descriptions of male partners, and with male partners' WE descriptions of female partners. To be selected for the WO scale, items had to have a significant correlation with the criterion in at least 1 of the 3 analyses. High scorers on WO were dependable, moderate, optimistic, and persevering. (27 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Using a sample of 315 adult men and women, self-reports on Wiggins's revised Interpersonal Adjective Scales were jointly factored with self-reports, peer ratings, and spouse ratings on the NEO Personality Inventory to examine the relations between the two models. Results suggest that the interpersonal circumplex is defined by the two dimensions of Extraversion and Agreeableness, and that the circular ordering of variables is not an artifact of response biases or cognitive schemata. Circumplex and dimensional models appear to complement each other in describing the structure of personality, and both may be useful to social psychologists in understanding interpersonal behavior.
We examined the correspondence between the structure of act-report data and 5-factor models emerging from trait-rating data. Twenty categories were selected as markers for the 5-factor model and retrospective act reports were constructed for the target categories. One hundred eighteen men and women comprising 59 dating couples completed self-based and observer-based act reports. Several factor analyses tested different assumptions. Retaining total act performance (TAP) produced a blend of the traditional 5 factors. Removing TAP closely reproduced the 5-factor model in both principal-components and procrustes analyses. Correlations between the derived act factors and trait ratings from 6 data sources support a reinterpretation of the traditional trait labels. Discussion focuses on the implications of different assumptions on the formulation of a basic model of personality structure.
Two data sources--self-reports and peer ratings--and two instruments--adjective factors and questionnaire scales--were used to assess the five-factor model of personality. As in a previous study of self-reports (McCrae & Costa, 1985b), adjective factors of neuroticism, extraversion, openness to experience, agreeableness-antagonism, and conscientiousness-undirectedness were identified in an analysis of 738 peer ratings of 275 adult subjects. Intraclass correlations among raters, ranging from .30 to .65, and correlations between mean peer ratings and self-reports, from .25 to .62, showed substantial cross-observer agreement on all five adjective factors. Similar results were seen in analyses of scales from the NEO Personality Inventory. Items from the adjective factors were used as guides in a discussion of the nature of the five factors. These data reinforce recent appeals for the adoption of the five-factor model in personality research and assessment.
The alphabetical list of needs described by Murray (1938) has formed the basis for a number of inventories, including the Personality Research Form (PRF; Jackson, 1984). In an attempt to provide a more meaningful classification of the Murray needs, the scales of Form E of the PRF were examined in relation to the NEO Personality Inventory (NEO-PI; Costa & McCrae, 1985), which measures the five major dimensions of normal personality. Data from 296 adult men and women showed hypothesized correlations on the level of individual scales, and suggested that the Desirability scale of the PRF measures substantive traits when used in a volunteer sample. Although the NEO-PI and PRF have different conceptual origins and measure somewhat different aspects of personality, a joint factor analysis showed that the needs measured by the PRF can be meaningfully organized within the framework of the five-factor model. Use of this taxonomy can facilitate communication between motivational and trait psychologists, and supplement the dynamic interpretation of motives with a second level of interpretation that points to related affective, interpersonal, and experiential styles. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Although the five-factor model of personality originated in studies of natural language, recent research suggests that it can encompass dimensions of individual differences derived from many of the major schools of personality psychology. This chapter summarizes empirical evidence of the convergence of all these lines of theory and research on the five-factor model, and illustrates the validity of the factors across different instruments and observers and their stability over decades of adult life. These appear to be compelling reasons to adopt the model as a framework for the comprehensive description of personality.
Personality psychology has not yet established a generally accepted, systematic framework for distinguishing, ordering, and naming individual differences in people’s behavior and experience. Such a systematic framework is generally called a taxonomy. In biology, for example, the Linnean taxonomy established an orderly classification of plants and animals and a standard nomenclature. The availability of this initial taxonomy has been a tremendous asset for biologists: it has permitted researchers to study specified classes of instances instead of examining separately every individual instance, and it has served to facilitate the communication and accumulation of empirical findings about these classes and their instances.
The present study involved a comparison among a variety of measures in predicting first-year grade-point average (GPA) in graduate school in Psychology at the University of Illinois. The predictors included standard ability measures such as the Graduate Record Examination, biographical characteristics, peer ratings on intellective and personological variables, and scales from the Opinion, Attitude, and Interest Survey. The samples involved forty-six psychology first-year students at the University of Illinois in 1965 and fifty-eight students in 1966. Results indicated that among ail predictors only the peer ratings demonstrated predictive validity of first-year grades.
William McDougall once argued that tendencies are the indispensable postulates for all of psychology (1938). To the extent that his assertion is correct, the study of personality focuses on tendencies of two types: those common to the species and those specific to individuals (Murphy, 1966). In the first instance, students of personality explore the “nature of human nature”, attempting to identify, understand, and integrate the qualities and tendencies that are central to our humanness. In the second instance, students of personality catalogue and measure personal tendencies: the actions, thoughts, feelings, perceptions, and motives that reliably distinguish individuals from one another. Thus, the study of personality encompasses two endeavors that are complementary, but quite distinct (Buss, 1984). One venture is directed toward the study of species-typical characteristics, the other toward individual differences. This difference in orientation is reflected in the name of the relevant section of the Journal of Personality and Social Psychology: Personality Processes and Individual Differences. It also emerges in the subject matter of textbooks that focus primarily on personality theory or personality measurement.
Two matrices of intercorrelations among the scales of the California Psychological Inventory (CPI) were subjected to oblique multiple group factor analysis. In contrast to previous studies, this approach allows a direct test of the factor structure implicit in its standard use. We found this structure to provide a satisfactory representation of the data as long as one realizes that the resulting six factors are correlated and contain one dependency and that Scales Wb and Cm fulfill their postulated roles somewhat more poorly than the remaining scales.
Dimensions of Japanese person perception were assessed using Norman's (1963) method and stimulus materials. These dimensions were then compared statistically with results from similar studies involving subjects from the United States and from the Philippines. Students from Japan and the United States grouped the same behaviors into the five factors of extroversion, good-naturedness, conscientiousness, emotional stability, and culture. For all three subject populations, the same behavior descriptions were grouped together to form the high variance dimensions of extroversion, good-naturedness, and conscientiousness. The factors of emotional stability and culture, however, appear to be construed in culturally specific ways. Differences in the relative strength of the first three factors across the three cultures were discussed with the prominence of the extroversion factor in Japan being related to the importance of relative status in Japanese society.
A meta-analysis was conducted with 23 studies to assess the relationship between supervisory ratings and results-oriented measures of performance. As hypothesized, the corrected mean correlation was higher when a relative (versus absolute) rating format was used and when a composite (versus overall) rating method was used. These differences did not, however, account for all of the remaining variance around the relationship between ratings and results. Suggestions are offered for the direction of future research and practice.
Psychometric studies of the organization of the "natural language of personality" have typically employed rating scales as measurement medium and factor analysis as statistical technique. The results of such investigations over the past 30 years have varied greatly, both with respect to number of factors and with respect to the constructs generated. Re-analysis of the correlations of six studies, including the classical work of Cattell, indicated that the domain appears to be well described by five factors, with some suggestion of a sixth. The five factors were related across studies, using the Kaiser-Hunka-Bianchini method. Generally, the factors were highly related, with most indices of relatedness exceeding .90. The five-factor model was tested by the multiple-group method, used to factor a large-scale study of teachers' ratings of children. With slight modification of the originally hypothesized structure, the five-factor model accounted for the observed relationships quite well. The five constructs suggested by the factors appear to be domains of research effort and theoretical concern which have long been of interest to psychologists.
The research described was performed under Project A, the U.S. Army's large-scale, multiyear manpower and personnel effort for improving the selection, classification, and utilization of Army enlisted personnel. This report is one of three derived from an extensive literature review aimed at identifying many types of constructs that might be used to enhance the accuracy of the present Army screening system (the other two reports deal, respectively, with cognitive abilities and psychomotor abilities). The present report is divided into three sections, each dealing with the utility of one type of information for predicting job performance. The section on temperament discusses traits as the basis for temperament assessment, several methods of scale construction, comparison of psychometric properties, a proposed taxonomy of temperament scales, criterion-related validity, and various moderator variables. The section on biographical data discusses measurement methods and concerns, structure and conceptual issues, and validity research. The section on interest assessment discusses various methods of measuring interests, models and theories, and validity research.
L'auteur discute un modele a cinq facteurs de la personnalite qu'il confronte a d'autres systemes de la personnalite et dont les correlats des dimensions sont analyses ainsi que les problemes methodologiques
To determine the higher order factors defined by scales of the Interpersonal Style Inventory (ISI), data from two male samples and from one female sample were separately analyzed. Intercorrelations of 14 of the scales were analyzed by the method of principal axes. The five rotated factors established were highly similar across samples. They were interpreted as Socialized vs. Unsocialized, Interpersonally Involved vs. Withdrawn, Autonomous vs. Conforming, Controlled vs. Spontaneous, and Stable vs. Anxious. The findings are compared to constructs established in the PRF and 16 PF.
Using the analysis of covariance structures approach, a simultaneous factor analysis was conducted on English (N=1,465) and French (N=695) language versions of the Personality Research Form. A five factor solution that was restricted to be identical in both populations provided a good fit to the data, as measured by the size of residual correlations and difference between x[SUP2] values for respective models. The five factors were labelled: (1) Orientation toward work versus play, (2) Outgoing, social leadership, (3) Dependence versus autonomy, (4) Self-protective versus submissive orientation, and (5) Aesthetic, intellectual achievement. This finding provided evidence for the effectiveness of the French language PRF translation, as well as for the presence of common personality dimensions among English and French speaking populations.
The second-order factors structure of the 16 Personality Factor Questionnaire (16PF) was cross-validated on a large sample ( N = 17,381) of normal males and females. Subjects were sampled across a broad range of ages, socioeconomic levels, education, geographic location, and ethnicity. The purposes of this investigation were (1) to provide a precise definition of 16PF second-order factor structure, (2) to shed additional light on the nature of two second-order factors that have been previously identified but described as “unstable” and “poorly reproduced,” and (3) to determine the extent to which common factor estimation formulas for men and women would prove satisfactory for applied work. The resulting solutions were congruent with previous studies and showed a high degree of simple structure. Support was provided for one, but not both, of the two additional second-order factors. Results also supported the use of simplified estimation formulas for applied use.
PRESENTS RESULTS INDICATING THAT PEER RATINGS OF PERSONALITY (AN APPROACH TO PERSONALITY ASSESSMENT NOT OFTEN USED BY PSYCHOLOGISTS) CAN BE HELPFUL IN CLARIFYING THE RELATIONSHIP BETWEEN PERSONALITY AND ACADEMIC SUCCESS. IT IS CONCLUDED THAT: (1) PEER RATINGS OF PERSONALITY, PROPERLY ELICITED AND EVALUATED, CAN PROVIDE INFORMATION OF HIGH RELIABILITY AND PREDICTIVE VALIDITY; (2) THE FACTOR ANALYTIC STRUCTURE OF THE 42 PERSONALITY VARIABLES STUDIED WITH THE PEER RATING TECHNIQUE IS HIGHLY STABLE FROM SAMPLE TO SAMPLE WITHIN AND ACROSS POPULATIONS; AND (3) THE PEER VARIABLES BELONGING TO THE "STRENGTH OF CHARACTER" FACTOR ARE IMPORTANT NONINTELLECTIVE CORRELATES OF ACADEMIC SUCCESS. (33 REF.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reviews research on the validity, adverse impact on minorities, and fairness of 8 categories of alternatives to employee selection tests and discusses the feasibility of operational use of each type of alternative in an employment setting. Only biodata and peer evaluation have validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self-assessments, reference checks, academic achievement, expert judgment, and projective techniques have levels of validity generally below those reported for tests. Data, where available, offer no clear indication that any of the alternatives meet the criterion of having equal validity with less adversive impact. Results are discussed and several additional alternatives are described. (4½ p ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Results of factor analyses of personality have been inconsistent because of the use of different measures (ratings, behavior, questionnaires), biases of investigators, limited sampling of subjects and of aspects of personality, and varying naming of traits. The writer suggests that these difficulties may be overcome by a factor analysis of the entire 'sphere' of trait names, on the argument that these adequately represent personality. By grouping synonyms and opposites, Allport and Odbert's list of trait names was reduced to 150 categories, to which were added the names of 10 special abilities and 11 special interests. One hundred adults representative of the general population were each rated by an intimate as to whether the subject was above or below average on each trait. Tetrachoric correlations of the 171 traits were surveyed for clusters in which items intercorrelated above .45. Sixty such clusters are listed and interpretations deferred. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The Adjective Check List (ACL; Gough and Heilbrun, The Adjective Check List Manual. Consulting Psychologists Press, Palo Alto, Calif., 1965) was used to study the cross-measure validity of the five-factor model of personality (McCrea and Costa, J. Person. soc. Psychol.49, 710–721, 1985; 52, 81–90, 1987). Adjective scales from the ACL were selected as marker variables, in a factor analytic investigation, to assess the generalizability of the proposed five personality traits—Neuroticism, Extraversion, Openness to experience, Agreeableness-antagonism, and Conscientiousness-undirectedness—across adjective measures. Results of the factorial ACL adjective scales from 143 respondents failed to confirm the structure of the five factor model. Contrary to expectations, none of the hypothesized sets of ACL marker scales converged to form any of the suggested five personality factors. Certain procedural and methodological dissimilarities between the present and former studies are discussed, which may possibly account for the discrepancies in the findings.
Meta-analyses of validity coefficients from tests of clerical abilities for five criteria—supervisor ratings, supervisor rankings, work samples, production quantity, and production quality—were conducted, and the resulting expected true validities were compared. Ratings, rankings, work samples, and production quantity all resulted in high test validities. Validities resulting from ratings and quantity-of-production criteria were highly similar across tests. Validities resulting from rankings and work samples were on the average higher than those from ratings and quantity of production. The fifth criterion, quality of production, had low predictability and did not generalize across situations.
A predictor battery of cognitive ability, perceptual-psychomotor ability, temperament/personality, interest, and job outcome preference measures was administered to enlisted soldiers in nine Army jobs. These measures were summarized in terms of 24 composite scores. The relationships between the predictor composite scores and five components of job performance were analyzed. Scores from the cognitive and perceptual-psychomotor ability tests provided the best prediction of job-specific and general task proficiency, while the temperament/personality composites were the best predictors of giving extra effort, supporting peers, and exhibiting personal discipline. Composite scores derived from the interest inventory were correlated more highly with task proficiency than with demonstrating effort and peer support. In particular, vocational interests were among the best predictors of task proficiency in combat jobs. The results suggest that the Army can improve the prediction of job performance by adding non-cognitive predictors to its present battery of predictor tests.
Interest has grown in recent years in a five-factor model for the organization of personality characteristics. A brief history of the development of this model is given. It is evident that the model is very general, across variations in raters and ratees and across languages. There is also evidence that the structure of personality inventories reflects this model. Although most of the studies that have demonstrated the model have utilized either self-report inventories or have relied on ratings, there is clear evidence that both ratings and inventories are importantly related to actual behavior. A longitudinal study of children's personality traits is reported. Evidence for the five-factor model is examined, including data for the stability over time of characteristics organized in terms of the model. One trait of particular focus in this study has been Factor 3, often interpreted as Conscientiousness but here referred to as Will to Achieve because of its high correlations with formal measures of educational achievement. Studies indicate that this dimension is responsible for much of the variance in achievement left unexplained by aptitude measures.
Three determinants of the factor structures of personality traits are investigated. The 1st, selection of variables, was controlled by using 57 bipolar scales, selected to be representative of common trait terms. In analyses of 7 data sets, variants of the "Big Five" factors were always found. Factor similarities were very strong for the 3 largest factors, which were transformed into general evaluation and 2 descriptive dimensions. As a 2nd determinant, judgments about real people were compared with judgments about the conceptual relations among traits. Factor structures based on the 2 types of judgments are similar, but those based on conceptual judgments tend to be simpler. The 3rd determinant involved the degree of restriction of the sample to evaluatively homogeneous targets. Restriction of range reduced the size of all factors, especially Factor II. Findings from previous studies are integrated within this framework.