Relationship of personality to performance motivation: A meta-analytic review.

This article provides a meta-analysis of the relationship between the 5-factor model of personality and 3 central theories of performance motivation (goal-setting, expectancy, and self-efficacy motivation). The quantitative review includes 150 correlations from 65 studies. Traits were organized according to the 5-factor model of personality. Results indicated that Neuroticism (average validity=-.31) and Conscientiousness (average validity=.24) were the strongest and most consistent correlates of performance motivation across the 3 theoretical perspectives. Results further indicated that the validity of 3 of the Big Five traits--Neuroticism, Extraversion, and Conscientiousness--generalized across studies. As a set, the Big 5 traits had an average multiple correlation of .49 with the motivational criteria, suggesting that the Big 5 traits are an important source of performance motivation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Borderline personality disorder from the perspective of general personality functioning.

The authors extended previous work on the hypothesis that borderline personality disorder (BPD) can be understood as a maladaptive variant of personality traits included within the 5-factor model (FFM) of personality. In each of 3 samples, an empirically derived prototypic FFM borderline profile was correlated with individuals' FFM profiles to yield a similarity score, an FFM borderline index. Results across all samples indicated that the FFM borderline index correlated as highly with existing borderline measures as they correlated with one another, and the FFM borderline index correlated as highly with measures of dysfunction, history of childhood abuse, and parental psychopathology as did traditional measures of BPD. Findings support the hypothesis that BPD is a maladaptive variant of FFM personality traits. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The interactive effects of proactive personality and work-family interference on well-being.

Proactive personality was expected to moderate the relationship between controllable work and nonwork stressors (e.g., time-based work-family interference) and job/life satisfaction. Moderated multiple regression analyses of survey data from a sample of professionals (N=133) revealed a significant interaction between time-based family interfering-with work and proactive personality predicting life satisfaction and several main effects offering partial support for the hypothesized relationships (α     

Between facets and domains: 10 aspects of the Big Five.

Factor analyses of 75 facet scales from 2 major Big Five inventories, in the Eugene-Springfield community sample (N=481), produced a 2-factor solution for the 15 facets in each domain. These findings indicate the existence of 2 distinct (but correlated) aspects within each of the Big Five, representing an intermediate level of personality structure between facets and domains. The authors characterized these factors in detail at the item level by correlating factor scores with the International Personality Item Pool (L. R. Goldberg, 1999). These correlations allowed the construction of a 100-item measure of the 10 factors (the Big Five Aspect Scales [BFAS]), which was validated in a 2nd sample (N=480). Finally, the authors examined the correlations of the 10 factors with scores derived from 10 genetic factors that a previous study identified underlying the shared variance among the Revised NEO Personality Inventory facets (K. L. Jang et al., 2002). The correspondence was strong enough to suggest that the 10 aspects of the Big Five may have distinct biological substrates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Big Five factors of personality and replicated predictions of behavior.

Measures of the Big Five factors of personality were used to predict a variety of criterion variables thought to represent behaviors of some social and cultural significance (e.g., alcohol consumption, grade point average). Analyses focused on replicated predictions across 2 independent samples of participants (Ns=276 and 142) with 3 different measures of the Big Five (the NEO Five-Factor Inventory, the Revised NEO Personality Inventory, and the Five-Factor Nonverbal Personality Questionnaire, the latter an experimental nonverbal personality inventory). The results indicated substantial consistency in behavior predictions across the different Big Five assessments. The data are interpreted as supporting both the construct validity of the personality measures used and the role of the Big Five factors as determinants of certain complex behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Big Five personality dimensions and entrepreneurial status: A meta-analytical review.

In this study, the authors used meta-analytical techniques to examine the relationship between personality and entrepreneurial status. Personality variables used in previous studies were categorized according to the five-factor model of personality. Results indicate significant differences between entrepreneurs and managers on 4 personality dimensions such that entrepreneurs scored higher on Conscientiousness and Openness to Experience and lower on Neuroticism and Agreeableness. No difference was found for Extraversion. Effect sizes for each personality dimension were small, although the multivariate relationship for the full set of personality variables was moderate (R = .37). Considerable heterogeneity existed for all of the personality variables except Agreeableness, suggesting that future research should explore possible moderators of the personality-entrepreneurial status relationship. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Interactive effects of situational judgment effectiveness and proactive personality on work perceptions and work outcomes.

This study was based on a sample of 139 employees. The results support the hypothesis that proactive personality (PAP) predicts work perceptions (procedural justice perception, perceived supervisor support, and social integration) and work outcomes (job satisfaction, affective organizational commitment, and job performance) positively among individuals with high situational judgment effectiveness (SJE) but negatively among those with low SJE. The findings on the disordinal SJE = PAP interaction effects show that high levels of PAP may be either adaptive or maladaptive, depending on the individual's level of SJE, and these findings caution against direct interpretations of bivariate associations between PAP and work-relevant criteria. Limitations and implications of the study as well as future research directions on the study of PAP and situational judgment are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Development of personality in early and middle adulthood: Set like plaster or persistent change?

Different theories make different predictions about how mean levels of personality traits change in adulthood. The biological view of the Five-factor theory proposes the plaster hypothesis: All personality traits stop changing by age 30. In contrast, contextualist perspectives propose that changes should be more varied and should persist throughout adulthood. This study compared these perspectives in a large (N=132,515) sample of adults aged 21-60 who completed a Big Five personality measure on the Internet. Conscientiousness and Agreeableness increased throughout early and middle adulthood at varying rates; Neuroticism declined among women but did not change among men. The variety in patterns of change suggests that the Big Five traits are complex phenomena subject to a variety of developmental influences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Introduction to the special section on personality development.

For years the author has been struck by the oddity of having two separate fields that study personality--one in children and one in adults--with relatively little contact between the two. Those who study adult personality rarely refer to the child disposition literature, for example, and those who study childhood temperament infrequently describe how it unfolds into adult personality. Admittedly, part of the problem is that data that shed a bright light on the transition from childhood to adult personality have been hard to obtain and are scarce. Nonetheless, it is crucial to both developmental psychology and personality psychology for researchers to study transitions and continuities in personality throughout the life course. It is to this end that this special section was created. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Vulnerability to violent video games: A review and integration of personality research.

In this report, past research is reviewed, which suggests that the personality traits of psychoticism and aggressiveness likely moderate the negative effects of violent video games (VVGs). The Five-Factor Model (FFM) of personality is then used as a taxonomy to integrate these findings and examine why these traits are important moderator variables. Analyses suggest that these traits likely moderate the effects of VVGs because they contain the FFM traits neuroticism (+), agreeableness (?), and conscientiousness (?). A spherical model of personality, derived from these three FFM traits, is presented as a method of predicting aggression and hostility after playing VVGs; archival data confirms the predictions derived from this spherical model. Findings from the current research demonstrate the utility of a three-trait spherical model to examine the moderating effects of VVGs and suggest that only some individuals are adversely affected by VVGs and that those who are affected have preexisting dispositions, which make them susceptible to such violent media. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

NEO PI-R personality characteristics of high-performing entry-level police officers.

The NEO Personality Inventory-Revised (NEO PI-R; P. T. Costa, Jr., & R. R. McRae, 1992) measures the 5-factor model of personality (Neuroticism, Extraversion, Openness, Agreeableness, Conscientiousness) and 30 specific personality facets within these domains. Researchers in personnel selection are beginning to use the NEO PI-R to describe the personality characteristics of high-functioning employees, including police officers. Here, 100 field training officers (FTOs) described the "best" entry-level police officers they had supervised, using the NEO PI-R Form R (Observer form). The resulting profile was notable for low Neuroticism, high Extraversion, and high Conscientiousness. NEO PI-R profiles of very high- and very low-performing entry-level officers were then compared. The low-performing group had higher Neuroticism and lower Conscientiousness scores than the high-performing group. The latter group was notable for low Neuroticism and high Conscientiousness scores that were similar to those obtained from the FTO sample. Results are relevant to identifying personality characteristics of high-performing entry-level police officers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Big Five factors and facets and the prediction of behavior.

The authors compared the Big 5 factors of personality with the facets or traits of personality that constitute those factors on their ability to predict 40 behavior criteria. Both the broad factors and the narrow facets predicted substantial numbers of criteria, but the latter did noticeably better in that regard, even when the number of facet predictors was limited to the number of factor predictors. Moreover, the criterion variance accounted for by the personality facets often included large portions not predicted by the personality factors. The narrow facets, therefore, were able to substantially increase the maximum prediction achieved by the broad factors. The results of this study are interpreted as supporting a more detailed approach to personality assessment, one that goes beyond the measurement of the Big 5 factors alone. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective.

Drawing from a relational approach, the authors conceptualize the quality of leader–member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader–member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A new Big Five: Fundamental principles for an integrative science of personality.

Despite impressive advances in recent years with respect to theory and research, personality psychology has yet to articulate clearly a comprehensive framework for understanding the whole person. In an effort to achieve that aim, the current article draws on the most promising empirical and theoretical trends in personality psychology today to articulate 5 big principles for an integrative science of the whole person. Personality is conceived as (a) an individual's unique variation on the general evolutionary design for human nature, expressed as a developing pattern of (b) dispositional traits, (c) characteristic adaptations, and (d) self-defining life narratives, complexly and differentially situated (e) in culture and social context. The 5 principles suggest a framework for integrating the Big Five model of personality traits with those self-defining features of psychological individuality constructed in response to situated social tasks and the human need to make meaning in culture. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Approach-avoidance motivation in personality: Approach and avoidance temperaments and goals.

The present research examined the role of approach and avoidance motivation in models of personality. Specifically, it examined the hypothesis that approach and avoidance temperaments represent the foundation of several basic dimensions espoused in the trait adjective, affective disposition, and motivational system approaches to personality. Factor analytic support for the hypothesis was obtained in Studies 1, 2, and 6; measures of extraversion, positive emotionality, and behavioral activation system loaded together on 1 factor (Approach Temperament) and measures of neuroticism, negative emotionality, and behavioral inhibition system loaded on another factor (Avoidance Temperament). This 2-factor structure was shown to be independent of response biases. In Studies 3-7, approach and avoidance temperaments were shown to be systematically linked to achievement goals (both nomothetic and idiographic). The findings are discussed in terms of an integrative approach to personality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-determination theory: A macrotheory of human motivation, development, and health.

Self-determination theory (SDT) is an empirically based theory of human motivation, development, and wellness. The theory focuses on types, rather than just amount, of motivation, paying particular attention to autonomous motivation, controlled motivation, and amotivation as predictors of performance, relational, and well-being outcomes. It also addresses the social conditions that enhance versus diminish these types of motivation, proposing and finding that the degrees to which basic psychological needs for autonomy, competence, and relatedness are supported versus thwarted affect both the type and strength of motivation. SDT also examines people's life goals or aspirations, showing differential relations of intrinsic versus extrinsic life goals to performance and psychological health. In this introduction we also briefly discuss recent developments within SDT concerning mindfulness and vitality, and highlight the applicability of SDT within applied domains, including work, relationships, parenting, education, virtual environments, sport, sustainability, health care, and psychotherapy. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patterns and sources of adult personality development: Growth curve analyses of the NEO PI-R scales in a longitudinal twin study.

The present study examined the patterns and sources of 10-year stability and change of adult personality assessed by the 5 domains and 30 facets of the Revised NEO Personality Inventory. Phenotypic and biometric analyses were performed on data from 126 identical and 61 fraternal twins from the Bielefeld Longitudinal Study of Adult Twins (BiLSAT). Consistent with previous research, LGM analyses revealed significant mean-level changes in domains and facets suggesting maturation of personality. There were also substantial individual differences in the change trajectories of both domain and facet scales. Correlations between age and trait changes were modest and there were no significant associations between change and gender. Biometric extensions of growth curve models showed that 10-year stability and change of personality were influenced by both genetic as well as environmental factors. Regarding the etiology of change, the analyses uncovered a more complex picture than originally stated, as findings suggest noticeable differences between traits with respect to the magnitude of genetic and environmental effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Individual differences in response to automation: The five factor model of personality.

This study examined the relationship of operator personality (Five Factor Model) and characteristics of the task and of adaptive automation (reliability and adaptiveness—whether the automation was well-matched to changes in task demand) to operator performance, workload, stress, and coping. This represents the first investigation of how the Five Factors relate to human response to automation. One-hundred-sixty-one college students experienced either 75% or 95% reliable automation provided with task loads of either two or four displays to be monitored. The task required threat detection in a simulated uninhabited ground vehicle (UGV) task. Task demand exerted the strongest influence on outcome variables. Automation characteristics did not directly impact workload or stress, but effects did emerge in the context of trait-task interactions that varied as a function of the dimension of workload and stress. The pattern of relationships of traits to dependent variables was generally moderated by at least one task factor. Neuroticism was related to poorer performance in some conditions, and all five traits were associated with at least one measure of workload and stress. Neuroticism generally predicted increased workload and stress and the other traits predicted decreased levels of these states. However, in the case of the relation of Extraversion and Agreeableness to Worry, Frustration, and avoidant coping, the direction of effects varied across task conditions. The results support incorporation of individual differences into automation design by identifying the relevant person characteristics and using the information to determine what functions to automate and the form and level of automation. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The kids are alright: Growth and stability in personality development from adolescence to adulthood.

This longitudinal study provides a comprehensive analysis of continuity and change in personality functioning from age 18 to age 26 in a birth cohort (N?=?921) using the Multidimensional Personality Questionnaire (A. Tellegen, 1982). Data were analyzed using 4 different methods: differential continuity, mean-level change, individual differences in change, and ipsative change. Convergent evidence pointing toward personality continuity, as opposed to change, was found. The personality changes that did take place from adolescence to adulthood reflected growth in the direction of greater maturity; many adolescents became more controlled and socially more confident and less angry and alienated. Consistent with this, greater initial levels of maturity were associated with less personality change over time. The results indicate that the transition from adolescence to young adulthood is marked by continuity of personality and growth toward greater maturity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work experiences and personality development in young adulthood.

This longitudinal study provides an analysis of the relationship between personality traits and work experiences with a special focus on the relationship between changes in personality and work experiences in young adulthood. Longitudinal analyses uncovered 3 findings. First, measures of personality taken at age 18 predicted both objective and subjective work experiences at age 26. Second, work experiences were related to changes in personality traits from age 18 to 26. Third, the predictive and change relations between personality traits and work experiences were corresponsive: Traits that "selected" people into specific work experiences were the same traits that changed in response to those same work experiences. The relevance of the findings to theories of personality development is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)