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Individual differences |
Methods | Statistics | Clinical | Educational | Industrial | Professional items | World psychology |
Since their development the Big Five personality traits have found a role in personality testing in the workplace.
A considerable amount of research indicates that conscientiousness is one of the best predictors of performance in the workplace (Salgado, 1997). It is the only personality trait that correlates with performance across all categories of jobs. However, agreeableness and emotional stability may also be important, particularly in jobs that involve a significant amount of social interaction (Mount, Barrick, & Stewart, 1998). Additionally, conscientiousness is related to successful academic performance in students.
- Barrick, M. R., & Mount M. K. (1991). The Big Five Personality Dimensions and Job Performance: A Meta-Analysis. Personnel Psychology, 44(1), 1-26.
- Howard, P.J. & Howard, J.M. (2001c). WorkPlace Big Five Profile Workbook:: Applying Personality Results at Work. Charlotte: Center for Applied Cognitive Studies.
- Howard, P.J., & Howard, J.M. (1993). The Big Five Workbook: A Roadmap for Individual and Team Interpretation of Scores on the Five-Factor Model of Personality. Charlotte, NC: Center for Applied Cognitive Studies.
- Howard, P.J., & Howard, J.M. (2001a). Professional Manual for the Workplace Big Five Profile (WB5P). Charlotte: Center for Applied Cognitive Studies.
- Mount, M. K., Barrick, M. R., & Stewart, G. L. (1998). five-factor model of personality and Performance in jobs involving interpersonal interactions. Human Performance, 11, 145-165.
- Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43.
- Tyler, G. and Newcombe, P. (2006). Relationship between work performance and personality traits in Hong Kong organisational settings. International Journal of Selection & Assessment, 14, 37-50.