...Personality and Individual Differences 39 (2005) 317–329 www.elsevier.com/locate/paid GoldbergÕs ÔIPIPÕ Big-Five factor markers: Internal consistency and concurrent validation in Scotland Alan J. Gow *, Martha C. Whiteman, Alison Pattie, Ian J. Deary Department of Psychology, School of Philosophy, Psychology and Language Sciences, University of Edinburgh, 7 George Square, Edinburgh EH8 9JZ, Scotland, UK Received 12 May 2004; received in revised form 16 July 2004; accepted 17 January 2005 Available online 2 March 2005 Abstract GoldbergÕs (2001) IPIP Big-Five personality factor markers currently lack validating evidence. The structure of the 50-item IPIP was examined in three different adult samples (total N = 906), in each case justifying a 5-factor solution, with only minor discrepancies. Age differences were comparable to previous findings using other inventories. One sample (N = 207) also completed two further personality measures (the NEO-FFI and the EPQ-R Short Form). Conscientiousness, Extraversion and Emotional Stability/ Neuroticism scales of the IPIP were highly correlated with those of the NEO-FFI (r = 0.69 to À0.83, p < 0.01). Agreeableness and Intellect/Openness scales correlated less strongly (r = 0.49 and 0.59 respectively, p < 0.01). Correlations between IPIP and EPQ-R Extraversion and Emotional Stability/Neuroticism were high, at 0.85 and À0.84 respectively. The IPIP scales have good internal consistency and relate strongly to major dimensions of personality...
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...The Big-Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives Oliver P. John and Sanjay Srivastava University of California at Berkeley Running head: Big Five Trait Taxonomy Final draft: March 5, 1999 Author's Address: Oliver P. John Department of Psychology University of California, MC 1650 Berkeley, CA 94720-1650 W: (510) 642-2178; H: 540-7159; Fax: 643-9334 Email: ojohn@socrates.berkeley.edu; sanjays@socrates.berkeley.edu To appear in L. Pervin and O.P. John (Eds.), Handbook of personality: Theory and research (2nd ed.). New York: Guilford (in press). 2 Taxonomy is always a contentious issue because the world does not come to us in neat little packages (S. J. Gould, 1981, p. 158). Personality has been conceptualized from a variety of theoretical perspectives, and at various levels of abstraction or breadth (John, Hampson, & Goldberg, 1991; McAdams, 1995). Each of these levels has made unique contributions to our understanding of individual differences in behavior and experience. However, the number of personality traits, and scales designed to measure them, escalated without an end in sight (Goldberg, 1971). Researchers, as well as practitioners in the field of personality assessment, were faced with a bewildering array of personality scales from which to choose, with little guidance and no overall rationale at hand. What made matters worse was that scales with the same name often measure concepts that are not the same, and scales with different...
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...The Relationship between The Big Five Personality Traits (Five Factor Model-FFM) and Transformational Leadership Yunita Agustian Minjalnis (1121200127) Fatima Al-Qadhibi (1121200083) Aurora Noor Aisa (1121200128) Vasantakumaren Seri Ramalo (1111200145) Assoc. Prof. Dr. Chong Chin Wei – DBA/PhD/MPhil Malaysia 26th December 2012 MULTIMEDIA UNIVERSITY INTRODUCTION Are you born to be a leader? Are you a “natural”? Or is leadership a set of behaviors and competencies that anyone can develop, given the right experiences, circumstances, and training? Since the 1960s, researchers have examined whether there is a relationship between the basic agreed-on factors that make up personality and leadership. The Big Five personality factors are Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion, which some researchers have labelled the CANOE personality model as an easy aid to remembering each factor (Bligh, 2009). As Tejeda (2001) asserts, “the past two decades have witnessed a great deal of scholarly attention transformational leadership behavior, which is currently the most widely accepted leadership paradigm” (as cited in Rubin, Munz, & Bommer, 2005, p.845). Transformational leadership behavior represents the most active/effective form of leadership, a form in which leaders are closely engaged with followers, motivating them to perform beyond their transactional agreements. Barling, Weber, and Kelloway (1996) demonstrated that some transformational leadership...
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...Contents 1. Introduction 1 2. Intrapersonal Skills 2 3. The Big Five Dimensions of Personality 2 4. Analysis and Reflection of Results 3 5. Goal Setting 4 7. Conclusion 5 8. References 5 1. Introduction Research shows that “if your emotional abilities aren't in hand, if you don't have self-awareness, if you are not able to manage your distressing emotions, if you can't have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far” (Treher and Piltz et al., 2011). From a business perspective intrapersonal skills are becoming more important for everyday production. For that reason, in this portfolio, I will effectively examine my interpersonal skills and any strengths or weaknesses that lie within. I will reflect on my learning in regards to the experiences throughout the past 6 weeks of studying BSB124- working in business. My reflections will be fully justified with the use of the results from the NEO IPIP and also by the theories that have been covered. Throughout the report, I have identified an area of improvement for my professional development that will allow me to grow and be better equipped in my career as an Accountant. 2. Intrapersonal Skills Intrapersonal skills (or “often referred to as self-management abilities) are defined to be within the individual and include characteristics such as personality, attitudes, self concept, and integrity” (Lussier, 2006). Throughout this portfolio...
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...1. Executive Summary The key factor for success of any organization lies in the performance of their employees. As organisations grow and mature, managements try to adopt measures to improve the performance of their employees and a lot of questions arise on the best way to go about. Managing Director of Green Curve Interiors, an established interior design and build company, aims to implement an organizational behaviour aimed at ensuring improved job performance of their employees. This paper tries to answer one of his question, ”How does personality affect job performance among various occupational groups?”, by investigating the relation of the “Big Five” personality dimensions (Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness) to job performance for three occupational groups (Mangers, Skilled Workers and Sales). Office based employees at Green Curve Interiors were administered a widely acknowledged Big Five personality online test to obtain their personality trait score. Regression line and scatter charts were the tools used in our study to find the relation between the results of personality test score and job performance ratings. In our study we categorised green curve employees according to their occupational groups. From our analysis we found that conscientiousness was the best predictor for overall job performance among different occupational groups. We also found that extraversion and openness traits did not predict overall job performance, but...
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...57–67 Employee Engagement Does Individual Personality Matter Meenakshi Handa and Aastha Gulati Abstract The purpose of the present study is to explore the relationship between personality and employee engagement amongst frontline personnel in the organized retail industry in India. In particular, the study seeks to examine the relationship between two personality traits, extraversion and conscientiousness with engagement amongst frontline employees. The Utrecht work engagement scale (2003) and Big Five Personality scale (McCrae and Costa, 1989) have been used for this purpose. Primary data was collected from 333 frontline employees working in different retail formats. The study finds that there is considerable scope for improvement in the level of employee engagement amongst the frontline personnel in the organized retail industry. There, however does exist a positive relationship between the extraversion and conscientiousness personality traits and employee engagement. Based on the findings, the paper recommends measures for improving employee engagement levels through a better fit between employee personality and the retail work environment. Keywords: Employee Engagement, Big Five Personality Traits, Extraversion, Conscientiousness, Retail Industry, India Human capital is a vital asset as it is employee effort and performance which finally determines business success. It is therefore important to understand the factors that impact employee motivation and behavior. Hattrup...
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...Personality traits are describes person’s stable patterns of how they think, feel, or behave. They were useful for the description, prediction and explanation about person’s typical behavior. Big Five Factor Test and Catell’s 16 Personality Factor Test are the most common tests that used to measure personality traits. I took two of them to see my personality traits. Firstly, I took the Big Five Factor Test that was measure (O) Openness, (C) Conscientiousness, (E) Extraversion, (A) Agreeableness, and (N) Neuroticism and each traits includes more specific traits. The language of the test was very easy, it doesn’t include any scientific word but there are some sentences that are not clear and I’m hesitated about what does it means. For example, “I often feel blue” because the test doesn’t explain what does it mean by saying feel blue....
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...In psychology, personality traits could be explained from many aspects, and one of them describes personality traits as categorizations of people’s particular characteristics (Burger, 1997) while others hold opposite ideas that personalities are more unique and different for each individual depending on his or her peculiar life experience. The former idea relates itself to nomothetic approach, which is a quantitative approach that studies personalities that people share in common to find out a general law that applies to everyone. The nomothetic approach suggests that people show universal traits and that personality traits are consistent within humans. Gordan Allport first brought up this approach to understand personality in 1930s, and after that, many theories has been conducted from it. Individual’s personality indicates behaviour, thus the accuracy of the indication of individual’s personality and behaviour in nomothetic approach decides the validity and effectiveness of the approach. Thus the statement that “ the nomothetic approach is the most effective way to understand an individual’s personality” can be critically evaluated by testing the validity of predictions of the theories. As mentioned above, there are two commonly accepted approaches to understand individual’s personality. The idea that people’s personalities are unique brings the idiographic approach that investigates individuals in personal and in-depth details. According to idiographic approach, each person’s...
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...Resiliency and the Five-Factor Model By: Ketmany Guenin Psychology: Research Methods Dr. Wall 12/04/2013 Introduction Individual differences in psychology concentrate on how people are different from each other in their own unique way. This level of psychology differentiates people based on their feelings, thoughts, and behaviors. Psychological constructs that attract research interact in individual differences include: personality, psychopathology, cognitive abilities, social attitudes and psychological interests. The most highly researched areas in psychology are differences in personality and in intelligence (Albon, 1994). The Five Factor Model of Personality is a trait theory that was originated by several researchers and it examines five traits that can fully describe personality. (e.g. Fiske, 1949; Norman, 1963). The ‘Big Five’ are Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and are commonly referred to as: N, E, O, A, and C. Extraversion refers to the tendency of enjoying other’s company and people who are outgoing. Neuroticism is the tendency to get upset easily, also known as emotional stability. Agreeableness is the tendency to be cooperative with others. Conscientiousness is the tendency to be motivated and achieve goals. Openness to Experience is the tendency to be open to trying new things and being adventurous (Glantz). Garmezy became interested in the concept of resilience through the...
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...------------------------------------------------- The five factors[edit] A summary of the factors of the Big Five and their constituent traits:[4] * Openness to experience – (inventive/curious vs. consistent/cautious). Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine. Some disagreement remains about how to interpret the openness factor, which is sometimes called "intellect" rather than openness to experience. * Conscientiousness – (efficient/organized vs. easy-going/careless). A tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior; organized, and dependable. * Extraversion – (outgoing/energetic vs. solitary/reserved). Energy, positive emotions, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness. * Agreeableness – (friendly/compassionate vs. cold/unkind). A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of ones' trusting and helpful nature, and whether a person is generally well tempered or not. * Neuroticism – (sensitive/nervous vs...
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...Mieke Christiani (01120119287) Everybody have different personalities. What is personality? The word personality is derived from a Latin word “Persona” which means mask. About 2000 years ago Greek actors used to wear mask in theatres so that they may resemble characters whose roles they used to enact on the stage before the audience. Thus, according to the concept of mask, personality was conceived to be the effect and influence, which the actors wearing a mask left on the audience. Nowadays, the term of personality has been defined in various ways by the psychologists who had worked on the problem of personality and the variables influencing its development. "Personality can be broadly defined as the total quality of all individual behavior” (Russell 222). “In the words of Boring, personality is the integration of those systems of habits that represent an individual’s characteristic adjustments to his environment” (Goldberg 224). “Personality is an individual of is the entire mental organization of a human being at any stage of his development. It embraces every phase of human character: intellect, temperament, skill, morality, and every attitude that has been built up in the course of one's life." (Harris 333). Personality is the characteristic patterns thoughts, feelings and behaviors that make a person unique and different with others. The various definitions of personality state above can be grouped into categories of definitions that are related to social value, summatic...
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...Team Personality Traits Dennys Bayona PSY/250 September 10, 2013 Maritza Telleria Team Personality Traits Psychology talk about five domains of personality also called the big five personality traits. The big five personality traits are openness, conscientiousness, extraversion, agreeableness and neuroticism. The Five Factors The preference in the use of the five factors has been determined by the consistency in the ability to measure the personality without overlapping. Many studies believed that the five factors of personality can predict future outcomes. But is still in research the correlation with these factors and job performance. Some organizations and interviewers asses people base on the five personality traits and these organizations perceived that leadership on an individual is exhibit by lower amounts of neurotic traits, higher levels of openness, balanced levels of conscientiousness, and balance levels of extraversions. Openness: This trait reflect the degree of intellectual curiosity, also describes the imagination and how independent is the individual. My results marked my personality as conventional, down to earth, narrow interest, uncreative. I wont seek out new experiences. Conscientiousness: This trait reflects the degree of responsibility and organization, this trait is normally marked by the individual tendency to show self discipline and aim for achievement. My test results marked my personality as to...
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...refers to the pattern of enduring characteristics that produce consistency and individuality in a given person. A. Cognition B. Maturation C. Personality D. Development 2. The modern view of temperament asserts that it __________. A. is biologically based B. is a mixture of the four humors C. first emerges during adolescence D. changes radically at adolescence 3. Which of the following statements describes the relationship between temperament and personality? A. Temperament and personality are the exact same thing. B. Temperament, which we are born with, is the basis upon which one’s personality is built. C. Temperament refers to the changing parts of our “self,” while personality refers to the static parts of our “self.” D. Temperament refers to negative personal characteristics, while personality refers to positive personal characteristics. 4. A __________ is a relatively stable personality tendency that guides one’s thoughts and actions across various conditions. A. trait B. cluster C. dimension D. behavioral constant 5. __________ theorists have determined five major characteristics of personality. A. Trait B. Cognitive C. Humanistic D. Psychodynamic 6. The factor of __________ is NOT one of the "Big Five" dimensions underlying personality. A. politeness B. extraversion C. conscientiousness D. openness to experience 7. An investigation of students’ housing preferences would probably show that single rooms...
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...to bear in mind that personality theories is not drawn in the irregular behaviors and only concentrate on consistent behaviors. Therefore, personality is defined by Buchanan and Huczynski (2013, p. 186) as “the psychological quantities that influence an individual’s characteristic behavior patterns, in a stable and distinctive manner”. In general terms, this means personality is the enduring traits or characteristics that make people different. It is significant, when examining the effect of personality on career success, to take into consideration the difference between extrinsic and intrinsic career success. While extrinsic is reflected by salary and promotion outcomes - which has more focus by recent studies - intrinsic career success is measured by outcomes of job satisfaction (Seibert, S. and Karimer, M., 2001). However, diversities in career outcomes may be linked with many other variables such as age, gender, marital status, experience, education level,...
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...employees’ personalities, does it help managers to manage them? Introduction In this paper, I am going to find out how the managers can have a better management by knowing more about employees’ personality? First of all, some key words need to be clearly defined. Personality is a person’s characteristics in psychological view which influence someone responds, communicates with people. Traits are some particular quality in person’s character and fundamental characters are parts which important to make up of personality. Consequently, we should know someone personality by beginning investigating and analyzing their basic traits. Then, we can have deeper understanding about those persons. Why we need to study personality when doing management? Personality is important psychological elements which influencing how staff act in an organization. “Managerial performance is largely composed of task completion and relationship building (e.g. Conway, 1999). Both of these performance dimensions have intuitive links to various attributes of persons, such as personality traits.” Which stated in a journal from American Psychological Association of applied psychology. This journal stated the how important knowing personality of employees in management. Measurement of personality Personality or personality traits theories are explained in many journal and publications. Then, I discuss about personality from two different theories, which are the humanistic approach theory and the Big Five...
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