Predicting Job Performance

The five-factor model is a common ground between Raymond Cattell’s 16 personality factor and Hans Eysenck’s three-factor theory. The five-factor model was designed by Robert McCrae and Paul Costa. The five-factor model consist of five different main personality traits known as the big five. Personality is fundamental traits, or characteristic behaviors and conscious motives. The five personality traits are extraversion, agreeableness, conscientiousness, openness, and neuroticism. These are also known as OCEAN. These traits are used to predict individual’s attitude and behavior. Each factor characterizes the level between two extremes. Openness is creativity, intelligence, perceptive, flexibility, imaginative, the and the ability to try new things (Fuhrman, 2015). Conscientiousness is to be future oriented, organized, and goal driven. Extraversion is warmness fun-loving, sociable, affectionate, and optimistic emotionality. Agreeableness is nurturing, emotionally supportive, and trustworthy. Neuroticism is commonly characterized by stress, anxiety, and depression as well as secure, calm and self-satisfied. Researchers believe that environmental and biological factors can influence individual’s personality. These traits are stable but can change over time. People become more conscientiousness and agreeable as they get older, and less neurotic, open, and extraverted. The outcome of clinical studies and research settings can be guessed using these five personality traits (Ilie,

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

The five-factor model (FFM) is a contemporary construct describing personality. It incorporates five traits – openness, conscientiousness, extraversion, agreeableness and neuroticism also referred to as OCEAN. Within each dimension, there are specific personality attributes, for example, openness includes subcategories of feelings and actions. The FFM was influenced by Cattell’s 16-factor model (1957) and shares traits with many other personality theories such as Eysenck’s PEN model. There has been an ongoing debate discussing how many factors appropriately represent the brain structure of personality, suggestions have varied from 2-7, recently Almagor et al. (1995) advocated that a 7-factor model unfolds when evaluative traits are involved. Costa & Mcrae (1992) claim that the FFM is the best theory of personality, however, the model has received much criticism. Through examining different aspects of the model its credibility can be explored.

The “Big Five” personality classification model includes the traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The Big Five are broad, global traits that are associated with behaviors at work.

The five personality dimensions are listed above. To get an accurate understanding of the five traits, different types of data test must be used. The four types of data tests are: S-Data (self report data), O-Data (observer report data), T-Data (test data), and L-Data (life outcome data).

The first step in this research was to collect and organize testing methods and literature from many reputable sources, review all aspects of this information to valid the effectiveness of the testing and to ensure that the literature was relevent to this research project. After all the information is selected and the test criteria is determined, the study researches each individual element of the five factors to see how each area correlates with each of the three specific job performance criteria. The test explains that up until the five factors were established and there was agreement among psychology professionals to accept these as the basis for establishing personality traits, the overall conclusion was that there wasn't much validity in the idea that personality was a

Among the numerous psychological models of personality studied in this chapter, I believe the most useful model of personality is the five-factor model. Rather than focusing on character traits, the unconscious, or learning principles, this model describes personality as being derived from five higher-order traits known as the “Big Five” (Weiten, McCann, 2016). The Big Five, developed by Robert McCrae and Paul Costa, consists of extraversion, neuroticism, openness to experience, agreeableness, and conscientiousness. Thesis (?): This model is most compelling to me as I can easily identify fundamental aspects of my personality with it.

Other core personality variables that are present at birth and innate to human beings. To better understand the biological and genetic factors that affect personality one must consider how prominent researchers define personality. According to Joshua Wilt and William Revelle (2015), personality is “the coherent pattern of affect, cognition, and desires (goals) as they lead to behavior” (p. 479). Correspondingly, the most prevalent personality framework is the “Big Five,” or the five-factor model of personality developed by McCrae and Costa who specifically assume that traits are biologically based, inherent tendencies that persistently influence thoughts, feelings, and behaviors throughout life (Broderick, & Blewitt, 2015). The five traits are as follows: (1) Extraversion which has the characteristics of being outgoing, enthusiastic, active, talkative, and assertive. (2) Agreeableness which has the characteristics of being warm, forgiving, sympathetic, kind, affectionate, generous, and compliant. (3) Conscientiousness which has the characteristics of being organized, reliable, careful, responsible, self-controlled, and efficient. (4) Neuroticism which has the characteristics of being tense, sensitive, moody, anxious, self-pitying, and self-conscious. (5) Openness to Experience which has the characteristics of being insightful, imaginative, artistic, curious, having wide-ranging interests, and a positive orientation to learning.

The big five factors of personality are five broad domains or dimensions of personality which have been scientifically discovered to define human personality at the highest level of the organization. These five over-arching domains have been found to contain and subsume more or less all known personality traits within their five domains and to represent the basic structure behind all personality traits. They have brought order to the often-bewildering array of specific lower level personality concepts that are constantly being proposed by psychologists, which are often found to be overlapping and confusing. These five factors provide a rich conceptual frame work for integrating all the research findings and theory in personality psychology.

The five-factor model of personality or Big Five has five dimensions which underlie human behavior. These dimension are extroversion, agreeableness, conscientiousness, emotional stability and openness to experience (Robbins & Judge, 2008). My scores to the assessment are as follows: extroversion – 5, agreeableness -10, conscientiousness – 12, emotional stability – 5, openness to experience -11 (Robbins & Judge, 2008). Two of my strengths are that I am dependable and conscientious. I received a moderate score on openness to experience. I am open to new experiences. I am imaginative, intellectual, and artistically sensitive. I enjoy writing and the performing arts. My score on agreeableness was moderate. The analysis and interpretation described a person who possessed agreeableness as being trusting,

Myers Briggs Type indicator is usually the standard for managers and human resource departments to categorize employees to help determine the best method of coaching for optimal performance. Employees were given a test and evaluated on categories that included extraversion-introversion, sensing-intuitive, thinking-feeling, and judging-perceiving. A personality profile was based on evaluating these categories. A new method of creating personality profiles has been introduced in the workplace that expands upon the categories of the Myer Briggs Type indicator. This is called the Big 5 Factor Personality Type. This method evaluates emotional reactions, interpersonal patterns, and openness to experience, agreeableness, and work ethic (Briggs, 1998). By evaluating these categories, immediate supervisors can predict job performance across many industries. For example, low scores on emotional reactions, high extraversion, and high conscientiousness or work ethic is an indicator of high job performance. Job burnout can be predicted by

The Five Factor Model (FFM) has been the dominant dimensions of personality. According to Big Five model, there are five dimensions including Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to stability. The impact of those dimensions on employee interaction within the team will be illustrated as follows.

Personality traits reflect people’s characteristic patterns of thoughts, feelings, and behaviors. Motivation is a factor that is highly dependent upon personality and because of this, managers must be able to recognize and respond to the different traits. Personality has been studied extensively throughout the years and researchers have found five distinct personality traits that are most relevant to organization; agreeableness, conscientiousness, neuroticism, extraversion and openness. Because of the way personality influences a person’s performance, these are

In contemporary psychology, the Big Five Personality Inventory of personality are five broad domains or dimensions of personality which are used to describe human personality. The Big five factors are Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. The Big Five structure was derived from statistical analyses of which traits tend to co-occur in people 's descriptions of themselves or other people. The underlying correlations are probabilistic, and exceptions are possible. For example, talkativeness and assertiveness are both traits associated with Extraversion, but they do not go together by logical necessity: you could imagine somebody that is assertive but not talkative. However, many

A largely effective method of breaking up the human personality is using the Big Five Factor Model, this presents five traits (extraversion, agreeableness, conscientiousness, neuroticism, openness). Many studies that been done on each individual trait and their respective influences on success, however when individual traits are studied to observe their effect on academic success it is clear that some traits are more desirable than others if one is to strive within an academic setting (ETS, 2016).