1 / 24

The Big Five

The Big Five. Presented by: Meghan Purdy. Outline. Introduction History of the Big Five Dimensions of the Big Five Test Examples Test Psychometric Properties Big Five Relationship with Job Satisfaction Job Performance Leadership Criticisms of the Big Five. Introduction.

caldwell-flores
Download Presentation

The Big Five

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Big Five Presented by: Meghan Purdy

  2. Outline • Introduction • History of the Big Five • Dimensions of the Big Five • Test Examples • Test Psychometric Properties • Big Five Relationship with • Job Satisfaction • Job Performance • Leadership • Criticisms of the Big Five

  3. Introduction • The Big Five are five broad factors (or dimensions) of personality traits. • Personality • a comprehensive profile of someone’s personalitytraits • Conceptual framework used to classify lower-level personality constructs • The most commonly accepted clarification is the Five-Factor Model (FFM) developed by Costa and McCrae (1992).

  4. History Timeline Allport & Odbert 4000+ traits Eysenck P-E-N Goldberg 5 traits 1936 1940 1947 1958-1961 1990 1992 Costa & McCrae 5 traits Tupes & Christal 5 traits Sir Francis Galton Lexical Hypothesis Cattell 16 traits

  5. History • Sir Francis Galton – first major inquiry into the Lexical Hypothesis • The most salient and socially relevant personality differences in people’s lives will eventually become encoded into language • The more important the attribute, the more synonyms it will acquire. • Gordon Allport and H.S. Odbert (1936) • Tested the hypothesis: by sampling language, it is possible to derive a comprehensive taxonomy of personality traits • Raymond Cattell (1940) • Identified 35 major clusters of personality traits to create the “personality sphere” • Led to the development of the 16PF Personality Questionnaire

  6. History • Hans Eysenck (1947) • Three personality dimensions (P-E-N) • Psychoticism-Socialization • Introversion-Extroversion • Neuroticism-Emotional • Tupes & Christal (1958, 1961) • Factor analysis of Cattell’s traits used to analyze how personality traits are correlated • Suggested that only 5 traits were predominant • Goldberg (1990s) • Coined the term the “Big Five” • Replicated Cattell’s methods and also found five factors: • Surgency, Agreeableness, Conscientiousness, Emotional Stability and Culture

  7. History • Costa & McCrae (1992) • Used the questionnaire approach • Ask participants to describe self/target • sentences vs single adjectives • Factor Analysis • First found Extroversion & Neuroticism, followed by Openness to Experience. • Agreeableness & Conscientiousness were adopted as there was “some evidence” and it fit with the 5 factors of Goldberg

  8. Dimensions: the Big Five • Extraversion • Positive emotions, surgency, and the tendency to seek out simulation and the company of others • High • Gregariousness • Activity Level • Assertiveness • Excitement Seeking • Positive Emotions • Warmth • Low • Reserved • Loner • Quiet

  9. Dimensions: The Big Five • Agreeableness • Tendency to be compassionate and cooperative rather than suspicious and antagonistic toward others • High • Straightforwardness • Trust • Altruism • Modesty • Tender-mindedness • Compliance • Low • Aggressive • Ruthless • Suspicious

  10. Dimensions: The Big Five • Conscientiousness • Tendency to show self-discipline, act dutifully, and aim for achievement • High • Self-disciple • Dutifulness • Competence • Order • Deliberation • Achievement Striving • Low • Lazy • Aimless • Quitting

  11. Dimensions: The Big Five • Neuroticism • Tendency to experience negative emotions, such as anger, anxiety or depression • High • Anxiety • Self-consciousness • Depression • Vulnerability • Impulsiveness • Hostile • Low • Calm • Even-tempered • Unemotional • Hardy

  12. Dimensions: The Big Five • Openness to Experience • General appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity and variety of experience • High • Fantasy • Aesthetics • Feelings • Ideas • Actions • Values • Low • Down-to-earth • Conventional • Uncreative • Prefer routine

  13. Test Examples • NEO Five Factor Inventory (NEO-FFI) • Full sentences, 240 items • (Costa & McCrea , 1988) • Formats • Self Report – 240 items, roughly 35 minutes to complete • Observer Report – 240 items • Short Form – 60 Items, self report • Measurement • Each domain (factor) is measured in terms of 6 facets • Item example: E5 Excitement Seeking • “Have sometimes done things just for “kicks” or thrills

  14. Psychometric Properties • In 1991, John and Srivastava (1991) looked at the validity and reliability of three commonly used instruments: • NEO-Five Factor Inventory • Shorter version of the original NEO instrument • Shows the most validity for the Big Five dimensions • Trait Descriptive Adjectives • 100 items • Uses single adjectives to measure • Big Five Inventory • Measures core features of the Big Five • Uses short phrases rather than one work traits • Frequently used in research settings • Items provide more context than one word items

  15. Reliability

  16. Validity

  17. Big Five andJob Satisfaction • Neuroticism • Experience more negative life events than other individuals • Put themselves in situations that foster negative affect • If these experiences occur at work it will lead to decreased job satisfaction • Extraversion • Predisposed to experience positive emotions to generalize to job satisfaction (Connolly & Viswesvaran, 2000) • Likely to find interpersonal interactions at work to be more rewarding • Openness to Experience • Related to scientific and artistic creativity, divergent thinking, and low liberalism • Predisposed individuals to feel both the good and bad more deeply • Not closely related to job satisfaction because job satisfaction is subjective

  18. Big Five andJob Satisfaction • Agreeableness • Involves getting along with others in pleasant, satisfying relationships • Positively related to life satisfaction • Assuming these same motivations operate on the job, the same process should operate with respect to job satisfaction • Conscientiousness • Positive relationship suggested between conscientiousness and job satisfaction • Represents a general work-involvement tendency leading to a greater likelihood of obtaining satisfying work rewards • Formal = pay, promotions • Informal = recognition, respect, feelings of personal accomplishment

  19. Big Five andJob Satisfaction • Correlations with job satisfaction • Neuroticism = -.29 • Conscientiousness = .26 • Extraversion = .25 • Openness to experience = .02 • The relationship between conscientiousness and agreeableness with job satisfaction did not fully generalize across studies • 80% credibility value included 0 • Why do you think the relationship with agreeableness was not as strong as the other traits?

  20. Big Five andJob Satisfaction k = number of correlations, N = combined sample size, p = estimated true score correlations, SD = standard deviation of true score correlation, CV = credibility interval, CI = confidence interval

  21. Big Five andJob Performance • Barrick & Mount (1991): meta-analysis to compare the Big Five dimensions to three job performance criteria and five occupational groups • Conscientiousness: consistent relation with all job performance criteria (i.e., turnover or tenure) and occupational group (i.e., police) • Validity = 0.2 • Extroversion: predicted success in management and sales • Openness and Extroversion: predicted training proficiency • Agreeableness and Neuroticism: some evidence to suggest that they contribute to performance in group settings

  22. Big Five and Leadership • Judge & Bono (2000): • Transformational Leadership – leader’s ability to inspire followers with a vision beyond their own self-interest • Four dimensions: • Idealized influence, inspirational motivation, intellectual stimulation, individual consideration • Results: • Big Five and TL = .40 • Agreeableness and TL = .32 • Judge et al. (2002): • Relationship between leadership emergence and leadership success to the Big Five traits • Results: • Conscientiousness and Extroversion predicted leader emergence

  23. Criticisms of the Big Five • Frequent objection to the Big Five dimensions is that five dimensions is too few to capture all variation in personality • Dimensions are too broad • Discrepancies about which five should be considered the Big Five • Many different names for the terms as they are, but there is a large amount of agreement on the “meaning” of the five. • Openness to experience does not usually generalize across cultures and countries • Broad categories = low fidelity • Not very useful for predicting specific behaviors

  24. Questions?

More Related