Human Personality Traits Have Been A Prevalent Topic Of

1205 WordsMar 14, 20175 Pages
Human personality traits have been a prevalent topic of research for many years. The most accepted scholarly taxonomy of personality traits, known as the Five Factor Model, classifies personality characteristics into five major factors. There is some dissonance about the names and precise traits that compromise each of the factors, but in general they include: extraversion, agreeableness, conscientiousness, emotional stability and openness to experience (Barrick, Mount & Judge, 2001). This Five Factor Model provides a framework that has been applied to examine the relationship of personality dimensions among variety of areas. One of the major research areas examines personality factors and their relation to job performance. Prediction of…show more content…
The underlying investigative question becomes how reliable and correlated extraversion truly is to job performance and the extent that companies should weight its importance. Previous studies on personality-job performance relationship can be divided into two core phases. The first phase covers the period of 1990s to 1980s. The main inference from the studies of this era, is that personality does not have any effect on job performance. The second phase is defined by the research done since the 1980s. Scholarly work from this period indicates that the previous studies have been flawed for a number of reasons, and that the more agreed upon conclusion is that there is in fact correlation between the five personality characteristics and job performance. Job performance is typically evaluated based on how well the designated tasks are performed, the initiative taken by employees and resourcefulness shown by personnel in tackling problems. It’s agreed most universally across studies and across cultures that two of the five factors, conscientiousness and emotional stability, are reliable predictors in practically all occupations. The other three dimensions, including extraversion, have shown low correlation to job performance and produced mixed results (Barrick et al., 2001). Some studies have shown positive relationship between extraversion and interview performance. The interview
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