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THE BIG FIVE

THE BIG FIVE. David Normansell. Overview. Intro to the Big Five History & Development Dimensions Examples of Tests Psychometric Properties Personality Studies Job Performance Counterproductive Behaviors Leadership. What are the “Big Five”?. Personality

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THE BIG FIVE

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  1. THE BIG FIVE David Normansell

  2. Overview • Intro to the Big Five • History & Development • Dimensions • Examples of Tests • Psychometric Properties • Personality Studies • Job Performance • Counterproductive Behaviors • Leadership

  3. What are the “Big Five”? • Personality • Enduring characteristics of a particular individual • The “Big Five” • Broad dimensions used to categorize and describe personality. • Each dimension consists of a range of more specific traits. • Synonymous: Five-Factor Model (FFM) • Developed by Costa & McCrae (1988)

  4. History of the Big Five • The study of personality is derived from the Lexical hypothesis. • Important human personality dimensions will be represented in every language. • The more important the attribute, the more synonyms it will acquire. • E.g., for dominance: bossy, assertive, powerful, pushy, forceful, domineering, etc.

  5. History of the Big Five • Allport and Odbert: • Often credited as being the first to use the lexical approach to define personality. • Went through an English-language dictionary - obtained 17000 traits which were then reduced to about 4500 words that described specific personality traits. • Cattell: • Reduced 4,000 terms to about 171 clusters by a rating scheme. • Used factor analysis to identify “bipolar pairs” of traits that were closely related to one another • Eventually reduced his list to 16 key personality factors. • Eysenck: • Three dimensions • Introversion-extroversion • Neuroticism-emotional • Psychoticism

  6. History of Big Five • Tupes & Christal • Air Force Researchers • Factor analysis using Cattell’s traits and suggested that only 5 traits were predominant • Goldberg • Replicated Cattell’s methods • 5 factors: • Surgency, • Agreeableness, • Conscientiousness, • Emotional Stability, • Culture

  7. History of Big Five • Costa & McCrae • Somewhat intuitively consolidated traits • Factor Analysis • Discovered Extroversion, Neuroticism, and Openness. • Added Agreeableness and Conscientiousness to fit with the 5 factors of Goldberg

  8. Extraversion High Pole • Active • Assertive • Seek Stimulation • Outgoing • Talkative • Energetic Low Pole • Reserved • Quiet • Shy • Unexpressive

  9. Neuroticism High Pole • Anxious • Self-pitying • Tense • Touchy • Worrying Low Pole • Calm • Stable • Relaxed • Positive

  10. Openness to experience High Pole • Artistic • Curious • Imaginative • Insightful • Original • Cultured Low Pole • Traditional • Simple • Routine

  11. Agreeableness High Pole • Appreciative • Forgiving • Generous • Kind • Trusting Low Pole • Cold • Aggressive • Uncaring

  12. Conscientiousness High Pole • Efficient • Organized • Reliable • Attentive to detail Low Pole • Lazy • Careless • Frivolous

  13. Personality Tests • NEO Five Factor Inventory (NEO-FFI) • (Costa & McCrey , 1988) • NEI-PI-R – (Costa & McCrea, 1992) • Revised NEO personality inventory • Big Five Inventory (BFI) • (John & Srivastava, 1999) • Trait Descriptive Adjectives TDI • (Goldberg, 1992)

  14. Psychometric Properties • John and Srivastava (1991): • Looked at the validity and reliability of three commonly used instruments: • NEO-FFI • TDA • BFI

  15. Reliability

  16. Validity

  17. Important Personality Studies • Robins, et al. (2001) A longitudinal study of personality change in young adulthood. • College Students • NEO-FFI • Agreeableness, conscientiousness, and openness increased. • Extroversion: no change • Neuroticism: decreased • Problems with the study?

  18. Personality and Job Performance • Barrick, M. R., & Mount, M. K. (1991) • Conscientiousness: consistent relation with all job performance criteria (i.e., turnover or tenure) and occupational group (i.e., police) • 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.

  19. Personality and Counterproductive Behaviors • Salgado, J. F. (2002) conducted a meta-analysis of studies investigating the relationship of the big five to counterproductive work behaviors • Results • Conscientiousness: predicted deviant behaviors and turnover • Emotional Stability (N) and Conscientiousness were the strongest predictors of turnover

  20. Personality and Leadership • Judge et al. (2002) studied the relationship between the Big 5 leadership emergence and leadership success • Extroversion and Conscientiousness predicted leader emergence • Judge & Bono (2000): Transformational Leadership • TL is the ability to inspire followers with a vision beyond their own self interest. • Idealized influence • Charisma • Inspirational motivation • Articulation of vision • Agreeableness, extroversion, and openness all correlated with Transformational Leadership.

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