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{{PersonPsy}} |
{{PersonPsy}} |
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| + | In [[psychology]], '''Conscientiousness''' is the [[trait]] of being painstaking and [[careful]], or the quality of acting according to the dictates of one's [[conscience]]. It includes such elements as [[self-discipline]], carefulness, thoroughness, organization, [[:wikt:deliberate|deliberation]] (the tendency to think carefully before acting), and need for [[achievement]]. It is an aspect of what was traditionally called ''character''. |
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| − | ==Definition== |
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| − | *The trait of being painstaking and careful. |
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| + | Conscientiousness is related to [[emotional intelligence]] and impulse control, but it should not be confused with the kind of impulsiveness found in [[neuroticism]]. People high on impulsiveness are unable to resist temptation or delay gratification. Individuals who are low on self-discipline (conscientiousness) are unable to motivate themselves to perform a task that they would like to accomplish. These are conceptually similar but empirically distinct (Costa & McCrae, 1992). |
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| − | *The quality of being in accord with the dictates of one's conscience. |
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| + | Conscientious individuals are generally hard working and reliable. When taken to an extreme, they may also be workaholics, [[perfectionist]]s, and compulsive in their behavior. People who are low on conscientiousness are not necessarily lazy or immoral, but they tend to be more laid back, less goal oriented, and less driven by success. |
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| − | ==Interaction with other faculties== |
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| − | *Negative Conscientiousness + [[Cautiousness]]: fear for action, anxiety. |
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| − | *Negative Conscientiousness + [[Acquisitiveness]]: propensity towards theft and fraud. |
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| − | *Negative Conscientiousness + [[Amativeness]]: inclination towards immoral behaviour. |
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| − | *Negative Conscientiousness + [[Secretiveness]]: hypocrisy, deceit, dissimulation. |
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| − | *Negative Conscientiousness + [[Destructiveness]]: propensity towards violent behaviour. |
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| + | ==Personality models== |
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| − | {{psych-stub}} |
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| + | Conscientiousness is one of five superordinate traits in the "[[Big Five personality traits|Big Five model]]" of personality which also consists of [[Extraversion]], [[Neuroticism]], [[Openness to experience]], and [[Agreeableness]] (but note that different researchers use different names). Example Big Five personality tests are Costa and McCrae's (1992) [[NEO PI-R]] and Goldberg's NEO-IPIP. According to these models, conscientiousness is considered to be a continuous dimension of personality, rather than a categorical "type" of person. Scores in conscientiousness fall on a [[bell curve]]. |
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| + | The trait cluster of conscientiousness overlaps with other models of personality, such as Cloninger's TCI, in which it is called ''self-directedness''. It also includes the specific traits of ''rule consciousness'' and ''perfectionism'' in [[Raymond Cattell|Cattell's]] 16 PF model. Traits associated with conscientiousness are frequently assessed by self-report integrity tests given by various corporations to prospective employees. |
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| + | ==Performance== |
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| + | 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. |
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| + | ==References== |
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| + | *Costa, P. T. & McCrae, R. R. (1992). ''NEO personality Inventory professional manual''. Odessa, FL: Psychological Assessment Resources. |
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| + | *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. |
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| + | *Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. ''Journal of Applied Psychology'', ''82'', 30-43. |
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| + | ==See also== |
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| + | *[[Conscience]] |
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| + | *[[Big Five personality traits]] |
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| + | *[[Personality psychology|Personality]] |
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| + | *[[Trait theory]] |
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| + | *[[Big Five personality traits in the workplace]] |
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| + | [[de:Gewissenhaftigkeit]] |
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Revision as of 11:54, 14 January 2007
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Personality: Self concept · Personality testing · Theories · Mind-body problem
In psychology, Conscientiousness is the trait of being painstaking and careful, or the quality of acting according to the dictates of one's conscience. It includes such elements as self-discipline, carefulness, thoroughness, organization, deliberation (the tendency to think carefully before acting), and need for achievement. It is an aspect of what was traditionally called character.
Conscientiousness is related to emotional intelligence and impulse control, but it should not be confused with the kind of impulsiveness found in neuroticism. People high on impulsiveness are unable to resist temptation or delay gratification. Individuals who are low on self-discipline (conscientiousness) are unable to motivate themselves to perform a task that they would like to accomplish. These are conceptually similar but empirically distinct (Costa & McCrae, 1992).
Conscientious individuals are generally hard working and reliable. When taken to an extreme, they may also be workaholics, perfectionists, and compulsive in their behavior. People who are low on conscientiousness are not necessarily lazy or immoral, but they tend to be more laid back, less goal oriented, and less driven by success.
Personality models
Conscientiousness is one of five superordinate traits in the "Big Five model" of personality which also consists of Extraversion, Neuroticism, Openness to experience, and Agreeableness (but note that different researchers use different names). Example Big Five personality tests are Costa and McCrae's (1992) NEO PI-R and Goldberg's NEO-IPIP. According to these models, conscientiousness is considered to be a continuous dimension of personality, rather than a categorical "type" of person. Scores in conscientiousness fall on a bell curve.
The trait cluster of conscientiousness overlaps with other models of personality, such as Cloninger's TCI, in which it is called self-directedness. It also includes the specific traits of rule consciousness and perfectionism in Cattell's 16 PF model. Traits associated with conscientiousness are frequently assessed by self-report integrity tests given by various corporations to prospective employees.
Performance
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.
References
- Costa, P. T. & McCrae, R. R. (1992). NEO personality Inventory professional manual. Odessa, FL: Psychological Assessment Resources.
- 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.
See also
- Conscience
- Big Five personality traits
- Personality
- Trait theory
- Big Five personality traits in the workplace
de:Gewissenhaftigkeit