Conscientiousness and its Link to Success in the Workplace

Recent research has examined the circumstances under which the usually positive big five trait of conscientiousness has led to higher levels of distress in individuals. Although these effects have been evident in severe forms of failure such as unemployment, this area of personality has yet to be sufficiently explored. The idea of whether the conscientiousness trait is also of hindrance in lower levels of failure is of interest. It is hypothesised that conscientious individuals will have a greater negative affect after a non-severe failure-task than those who are less conscientious. Data is collected qualitatively through self-report questionnaires, measuring conscientiousness with items based on the Behavioural Indicators of

After taking the Project 2 assessment, I found that I have an agreeableness, conscientiousness, and openness to experience personality (Project 2 Assessment, 2017). At times, I can sympathize with people’s feelings. Usually, I can have a better understanding of why someone is thinking a way if I understand what they think. I am completely a conscientiousness person. I always want to do well with any task that is in from of me. Also, I am always thinking and planning things to do.

According the Carver & Schreier (2012), “the trait approach to personality can be exemplified by two traits” (p. 52). One trait can be described as consistency while the other trait usually describes an individual being different from their neighbors. Vollrath and Torgersen argue that the extraversion and neuroticism traits are substantially present among individuals who are likely to participate in “risky health behaviors such as smoking, excessive drinking and drunk driving, drug use and sexual behaviors” that risks the overall wellbeing of a person or a person who lacks both of the following traits in larger quantities. They are generally regarded as individuals who can withstand temptation and are less likely to participate in risky behaviors. “Extraversion seems to relate to having social impact.” (Carver & Schreier, 2012) People with high levels of extraversion seemingly engage with and enjoy being with other people and often are the assertive ones in the group. People with high levels of neuroticism react differently in situations of stress, oftentimes unable to cope with situations. Torgersen (1995) “proposed a typology defined as priori” (p.288). “This typology represents the possible combinations of the Big Three personality factors, which result in eight unique types” (Vollrath & Torgersen, 2008). This study examined that high neuroticism and low constraint played a role in high risk behaviors. Torgersen’s definition of constraint is what the United States

Chow and Roberts (2014) examined these personality traits (i.e., neuroticism and conscientiousness) to conduct cross-sectional, prospective and correlated-change analyses. The goal was to confirm past research which stated that neuroticism and conscientiousness were could be strong predictors of depression. Chow and Roberts then extended their analyses by using a representative sample of older adults. They used this sample to determine whether changes in these traits would predict a change in depression. They examined variables such as physical health, and life satisfaction to explore the reasoning as to why personality traits could contribute to depression (38). They hypothesized that they would be able to replicate existing data which suggested that neuroticism and conscientiousness would have an association with depression. They believed they

Those who are conscientious ordinarily spend more time thinking while making decisions and consider all of the possible consequences that might occur as a result. The reason why those who are high in conscientiousness oppose those who are high in openness is because they are not as quick to jump into new experiences or take the advice of others (i.e. agreeableness). Those who are low in conscientiousness and agreeableness, however, do not spend as much time making these considerations. They are more likely to make impulsive decisions and have more resulting health problems. “Low levels of conscientiousness are associated with diabetes, high blood pressure, skin problems, strokes, ulcers, and tuberculosis” (Goodwin & Friedman, 2006; as cited in Roberts, Smith, Jackson, & Edmonds, 2009, p. 553). What happens when a husband or wife high in conscientiousness act as a caregiver for their spouse? The study by Roberts et. al. (2009) predicts a form of conscientiousness referred to as compensatory conscientiousness, which suggests that the partner’s conscientiousness allows for better health in their spouse. To test this, they first presented a self-report questionnaire of health and personality to each individual within the relationship aged 50 and up and allowed them to rate their partner. After doing so, they ran several models in order to identify correlations between the tested variables of personality and

I disagree with my low score on “Openness.” A real-world example is that every summer, my friends and I plan a vacation to a new place, which we never explored before. Thus, we can experience a new adventure, meet new people, and learn about diverse cultures. In addition, you would never see me visiting the same places or watching the same movies over and over. I always like to get out of my comfort zone and be adventurous.

Well, for me in school being a nerd and an overachiever many fellow students would hate that, but the opposite seemed to happen in my History class people would look up to me because my diligent work ethic and overall success in the class, because they wanted to genuinely succeed in high school. This is when I got the idea to tutor after school and conveniently there was a program in my school called the homework lab, in which struggling teens would go to when they want to do homework or understand something from class. I happened to be one of the volunteers for that program, so I decided to make study group after school and tutor each individual like a teacher, I gained and gave away a lot of knowledge and luckily all that hard work paid off

I am not surprised that conscientiousness is my strongest personality trait in the least because it represents me perfectly. I am a very emotionally-controlled person that doesn’t let what is going on in my external environment frazzle me. Instead, I think things through to find the best and most efficient solution to the problem. I am very organized and dependable. And I am also very persistent in accomplishing both my long and short-term goals. Therefore, I consider conscientiousness to

Recent research has examined the circumstances under which the usually positive Big Five trait of conscientiousness has led to higher levels of distress in individuals. Although these effects have been evident in severe forms of failure such as unemployment, this area of personality has yet to be sufficiently explored. The idea of whether the conscientiousness trait is also of hindrance in lower levels of failure is of interest. It is hypothesised that conscientious individuals will have a greater negative affect after a non-severe failure-task than

Personality is a large part of being human, as each person has a unique set of characteristics and traits. One person can be kind and patient and another can be rude and ill tempered. This variability is both what makes the study of personality fascinating and incredibly difficult. Although there are a myriad of different personality traits that can be used to describe a person, psychologists have narrowed it down to five overarching ideas. These are commonly referred to as the “Big Five” personality traits and they consist of, neuroticism, extraversion, agreeableness, openness, and conscientiousness. In particular, this study will focus on neuroticism, the trait that is characterized by high emotionality and instability, anxiety, and irritability (Soto, John, Gosling, & Potter 2011). Of the five, neuroticism is the only one with a negative connotation, which separates it from the others. Nonetheless, despite its poor reputation, neuroticism is an incredibly important trait to study as it is often linked with anxiety and depression (Soto et al., 2011). For example, one study found that participants who were clinically depressed and those who were not but scored highly on the neuroticism scale both had significantly greater negative self-perceptions (Thomson, 2016). Although currently there is only a correlation between these mental disorders and neuroticism, further experimentation could lead to more conclusive result. Recently, mental health has

One salient aspect of Clark’s personality that can be observed from a trait perspective is his lack of conscientiousness. The “Big Five” was established to create a standardized list of essential traits to explain how/why individuals are both similar and different in personality. The journey to establish the “Big Five” began with the Lexical Hypothesis, which took 17,953 adjectives and consolidated them to 4,500 “enduring psychological traits,” which were whittled to 35 clusters of personality, with a final factor analysis leading to the “Big Five” traits known today. Subsequent analysis and repeated testing has consistently yielded the same five traits: extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. The “Big Five” fall on a larger spectrum that includes metatraits, as well as aspects and facets of

Those employees that are higher in conscientiousness will be more likely to be driven to show OCB as a possible means of satisfying their personal need for success and accomplishment. Scholars suggested that OCB could be driven by the desire to have an increase in job satisfying experiences and not just the desire to help others or reciprocate favorable treatment. LMX quality enhances job satisfaction, which further increases OCB. An average corrected correlation of .36 was found between job satisfaction and OCB. This is proved by pointing out the correlation between trait conscientiousness and job satisfaction (.21). Scholars and practitioners have regarded OCB as a valuable form of behavior since OCB’s use by the employees can be used for attaining greater LMX quality and satisfying job experiences and not just for signifying the response from the satisfaction stemming from a better valued LMX relationship (Lapierre and Hackett, 2007, p. 550).

Numerous studies have been conducted on each factor and their subsets within the Five Factor Model; however, most studies have focused on extraversion and neuroticism and their contributions to understand an aspect of personality due to the ease in which each factor can be observed. The study of the Five Factor Model personality trait, conscientiousness, and its sub factors began to gain recognition as a meaningful and practical personality trait in the 1990s, and have been extensively studied and will continue to be studied throughout the twenty-first century. This paper examines how conscientiousness and its sub factors affect personality psychology based on scholarly literature and scientific research that thoroughly explains the role conscientiousness functions within personality.

Several studies have considered the relationship between personality and employee job performance (Barrick, Mount and Judge, 2001). Research has shown consistent relationships between FFM personality traits and employee work performance (Barrick, 2002). Dimensions such as conscientiousness has been found to be one of the most valid predictors for job performance after general intelligence (Hurtz and Donovan, 2000), whereas other dimensions such as agreeableness where found not to be strongly related to sales performance (Barrick, 2002). FFM model and other models that

In addition, extremely conscientious individuals could be observing as stuffy and boring because they are studying looking for unique knowledge. Unconscientiously people may be criticized for their unreliability, lack of ambition, and failure to stay within the lines, but they will experience many short-lived pleasures and they will never be called stuffy. Conscientious employee likes challenges in difficult task and they doing all their effort to got an excellent and unique performance task at work. So manger, administration, director, and the sector would be happy and welcome to have employee with these personality to build up the organization and to achieve all success.