Studying the big five personality traits

Studying the big flipper reputation peculiaritysNowadays disposition trait test becomes more and more famous in recruitment and personal legal opinion, it is aiming to predict possible academic success and work surgery in polar settings. Although on that point be many academic theories judge to conceptualize and generalize individual differences in the character seek field, much(prenominal)(prenominal) as psycho uninflected possibleness, psychodynamic possibility, phenomenological theory and cognitive theory. (B.R. Hergenhahn, 1994). Each theory contri onlyes a lot on the understanding and conceptualizing of human individual differences. No be what theory the investigator chose they any had the joint goal to build a structured stupefy to describe and explain personality trait. From Sigmund Freuds Id Ego Superego model to R.B.Cattells 16 personality grammatical constituents model, we can see that every famous trait-orientated psychologist would rate forward one personality model. However, by analyzing those personality models it is easy to fall upon out that in that respect were huge differences about the number and nature of factors.Since 1980s, trait-orientated psychologists/ interrogationers reached a consensus about the description mode of personality and they brace suggested that there atomic number 18 five dollar bill major personality factors which overly called as the wide-ranging quin personality Trait model. (Arnold J et al, 2005) The five marks of this model was not presenting or deriving from any of the particular one theories above, but obtained from the daily common words that raft used to condition an otherwisewise(prenominal)s and themselves. Instead of displacing all the brisk theories, the large-minded vanadium reputation Trait model works multifunctional because it is cap sufficient to represent various personality trait theories in the same framework. (John and Srivastava, 1999)In new-fashioned decad e, the oversized phoebe bird personality trait model has made unprecedented progress, and also demonstrated and back up by many look into studies, virtually psychologists regarded it as the scoop personality model so far (MBA LIB. 2010).The bad v reputation Trait model highlighted the universality of every dimension in this model. These five traits include (Arnold J et al, 2005)Openness to experiences. This trait describes people, who ar interested in many things, appreciation for art, emotion, fantasy, aesthetic, feelings, actions, ideas.Conscientiousness. This trait describes people wear a tendency to show their self-discipline, act orderly and dutifully, and personal acquirement striving.Extroversion. This trait describes people who treat others warmly, actively, excitement seeking, advances positive emotions and tends to seek ruse when companying others.Agreeableness. This trait describes people tend to trust others more, being straightforwardness, modesty, tender -mindedness and cooperative with others.Neuroticism. This trait describes people who tend to feel anxiety, angry hostility, depression, self-consciousness etc.easily.When assessing a mental theory or model whether to be successful or not, there be few essential aspects should taken into posting.First, when establishing a new theory or model it is important to consider its compatibility with other existing psychological theories. Eysenck derived his PEN model from Cattells 16-factor model and within the same factor analytic psychological model except, they are not contradicted, McMartin proposed the structure of personality is best conceptualized as consisting of five major traits, rather than Eysencks 3 types (McMartin, 1995) (Nathan C. Popkins, 2010) Therefore it is clean up to see that the Big pentad Personality Trait model is tenacious with other factor-analytical models and all these models should not conflicts with each other directly. Some psychologists have assessed t he Big louver Personality Trait model by use the Trait Descriptive Adjectives (TDA) and found highly internal consistency and reliabilities, and their factor structure is easily carried out with same method and procedure. (John and Srivastava, 1999.)In novel years, just about research studies also showed that the five-factor model is also compatible with other psychological personality models. Some psychologists attempted and already discover the correlation coefficient relationship in the midst of the Big Five Personality Traits and Freuds famous depth psychology theories. (Huey and Weisz, 1997) Although they only found out the relationship between some elements of Freuds analysis theory and some elements of the Big Five Personality Trait, it also answers for proving of the compatibility and adaptability of the Big Five Personality Trait.Secondary, a successful psychological theory or model should also be capable to apply widely much(prenominal) as in clinical and faceal f ield, and it also needs to maintain in a high degree of consistency. McAdams suggested that the Big Five Personality Trait model is more handle a list with five dimensions which is helpful to specify and classify personality traits than a psychological theory (McAdams, 1992). To apply the model into academic field to find its effectiveness, Digman (1990) claimed that the Big Five Personality Traits model provides a useful view of broad dimensions that restrict human individual differences. These dimensions can be measured with high take aim of reliability and impressive validity. (Digman, 1990, page 436) Digman had summed up that the Big Five Personality Traits model applies well for providing the personality traits structure. (Digman 1990)As its advantages of being simplified and systematical, it has been concord by many researchers. As Jianan Zhong and Jinyun Duan (2004) indicated that they thought the Big Five Personality Traits is a well established model for describing perso nality traits. For a coarse time, researchers have realized that the number of major personality traits is actually slight(prenominal) the Catells 16 factors and Eysencks 3 factors, therefore 5 factors seemed to be a fairish choice. At the meanwhile, there are some criticisms raised. First, it is a non-explainable descriptive model, it cannot be said that there is only 5 factors to identify human personality traits (Eysenck, 2001). Second, the Big Fives advocates assumed that the five variables are independent to each other however the website is not always so (Eysenck, 2001). Third, there are still arguments among the meaning of these five variables, it has been limited by the different adjectives in different language systems thus the compatibility of the model has been questioned. Fourth, many different ideas on how many should we number for the factors appears, there are 3, 4, 6, 7 factors separately. And finally, the Big Five Personality Traits is not capable and suitable f or all cultural backgrounds by from the United States, researchers should carry out their own local studies (Boies K et al., 2001) (Ashton M C et al., 2000.).Is there any ways to measure our five personality traits? In 1985, Costa and McCrae brought up a questionnaire to measure the Big Five Personality Traits NEO-PI (Costa P T, McCrae R R. 1985, 1989). After that, they came up with the new emended version NEO-PI-R and NEO-FFI. They made this personality model becoming measurable however, there are also criticisms. Frame of reference effects (Schmit M J, Royan A M, 1993) is one of the concerning, a reliable result bequeath gain from some of the volunteer respondents, for those are not volunteers, such(prenominal) as a hire out seeker, they might be truthful on the description of themselves, they will characterize themselves as being reliable, hard-working and organized etc to get the job position. Therefore this whitethorn lead to the raising of general ideal-employees.Despit e the inadequate aspects, the Big Five Personality Traits model still has advantages. It provided an integrated theory framework it is elementary which is consistent with economic principles. For this reason, there are huge amount of application program researches about industry and organizational psychology in recent years.Since the research carried out about the correlation relationship between the Big Five Personality Traits model and the job capital punishment, there is an agreed conclusion that this personality traits model can predict job effect, especially contextual performance (Goliath. 2010.). In these five major traits, conscientiousness is the most effective predictor. A research in 2000 (Gregory M.H et al., 2000) has demonstrated the above conclusions in advance, it also took into account of various job type and diverse performance criterion, and the findings showed that the amenity has the emend prophecy to the service job, nudeness to experience has the better prediction to the managerial job type, conscientiousness works the most effectively to predict different job types and different performance criterion. Jeffrey et al. (2001) carried out a research teaching to measure 276 students personality dimensions by using NEO-PI-R. The subjects were placed in a group decision-making scenario to observe the line performance and contextual performance, and the contextual performance has been divided into cooperative demeanour and contribution port. The so-called voice bearing refers to the creative and constructive communicational behavior for the purpose of improving the environment, diverseness the orientation. Detailed content includes providing constructive suggestions to the organization, such as how to improve the organization how to perform the parturiency persuade others to accept new ideas, advices and guidance etc. The results showed that agreeableness is significantly positive agree to the cooperative behavior however it is significantly disconfirming cor think with voice behavior. The research findings also supported the point of view of dividing the contextual performance into cooperative behavior and voice behavior.In order to investigate the interactional relationship between agreeableness and conscientiousness to the task performance, Witt (2002) use the personality questionnaire with 120 items to measure five factors in seven companies with different job types, it used higher assessment as main method to assess the task performance. The findings showed that, there are 5 out of 7 indicated that the staff with high conscientiousness but dispirited social ability is ineffective especially in the situation where the cooperation with others is essential. In another word, among these work situations, the correlation between conscientiousness and task performance is influenced by agreeableness. Higher agreeableness works better than low agreeableness.It is easy to see that the Big Five Personality Tra its model is able to predict task performance well and in particular the contextual performance.Jennifer et al. (2001) gathered 149 staff with different job types to carry out the research study about the relationship between nudeness, conscientiousness and creative behavior by using the questionnaires. NEO-FFI was used to measure openness and conscientiousness, the creative behavior was assessed by higher assessment. The result showed that, when the environment allows the personality to express, openness will accelerate the occurrence of creative behavior, whereas conscientiousness will block it. This seems to be contradicted to the above research findings of conscientiousness is a predictor of good task performance, the key issue here is the environment is also an important factor. It is precious to conduct further research to stimulate staff with high conscientiousness but low openness to reach their potential of creativity.Costa and McCrae (Li Wang et al. 2000) also suggested that when dealing with the life stress events, people with higher openness would like to use a variety of coping strategies effectively. Because when facing the new environment, people with higher openness tends to be patient to discover, therefore they feel less tense when dealing with changes, they can manage to cope with the changes within the organization.The Big Five Personality Traits model can also be employ with the research about job satisfaction. Timothy (2002) gathered 334 relevant entropy among 163 dependent samples about personality traits and job satisfaction to do the meta- analysis. The findings indicated that openness and conscientiousness are significantly negative correlated with job satisfaction.Besides, David et al. (2002) conducted the research between the Big Five Personality Traits model and self-respect. The result showed that the self-respect is significantly negative correlated with neuroticism and is significantly positive correlated with extroversion, whereas there is no significant correlation with openness and agreeableness.Piers (2002) did the investigation on the relationship between the Big Five Personality Traits model and self offbeat. The findings showed that neuroticism is significantly negative correlated with self well-being, however openness is positive correlated with self well-being, whereas there is no significant correlations between other factors and self well-being.Openness and job satisfaction, self-respect and self well-being all positive correlated, however, neuroticism is significantly negative correlated with all of these. In other words, neuroticism and extroversion are closely related with the life functions.To sum up the above applied research of the Big Five Personality Traits model, we can conclude that despite the consideration of cognitive and intellectual factors, this personality traits model can be used as a predictor during the selection and employee allocation. General speaking, conscientiousn ess has the better prediction to the task performance. For service work, agreeableness is an excellent predictor. For creative work, for instance, strategy planning, advertisement, art, lit etc, openness predicts better than other dimensions. For managerial work, extroversion predicts better than other dimensions. Besides, Barry and Stewart (Yufan Liu et al, 2002) also found out that within a group of people, the squad performance carried out the best when the proportion of openness is adequate. Too much or too few openness people would not be conducive to the improvement of team performance.Unstable neuroticism has a negative impact on individuals in many ways hence we should hear our emotion wisely to improve individuals emotional stability. In a large sense, the Big Five Personality Traits model provides us a reference to understand and shape our personality traits. Every positive outcome such as stable emotions, openness or agreeableness, conscientiousness, extroversion will help people to build a relatively perfect self.