Validity of observer ratings of the five-factor model of personality traits: A meta-analysis.

Conclusions reached in previous research about the magnitude and nature of personality–performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model (FFM) personality traits and overall job performance. Our results show that the operational validities of FFM traits based on observer ratings are higher than those based on self-report ratings. In addition, the results show that when based on observer ratings, all FFM traits are significant predictors of overall performance. Further, observer ratings of FFM traits show meaningful incremental validity over self-reports of corresponding FFM traits in predicting overall performance, but the reverse is not true. We conclude that the validity of FFM traits in predicting overall performance is higher than previously believed, and our results underscore the importance of disentangling the validity of personality traits from the method of measurement of the traits. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The five-factor model of personality traits and organizational citizenship behaviors: A meta-analysis.

Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A meta-analysis of the five-factor model of personality and academic performance.

This article reports a meta-analysis of personality–academic performance relationships, based on the 5-factor model, in which cumulative sample sizes ranged to over 70,000. Most analyzed studies came from the tertiary level of education, but there were similar aggregate samples from secondary and tertiary education. There was a comparatively smaller sample derived from studies at the primary level. Academic performance was found to correlate significantly with Agreeableness, Conscientiousness, and Openness. Where tested, correlations between Conscientiousness and academic performance were largely independent of intelligence. When secondary academic performance was controlled for, Conscientiousness added as much to the prediction of tertiary academic performance as did intelligence. Strong evidence was found for moderators of correlations. Academic level (primary, secondary, or tertiary), average age of participant, and the interaction between academic level and age significantly moderated correlations with academic performance. Possible explanations for these moderator effects are discussed, and recommendations for future research are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Using the five-factor model to identify a new personality disorder domain: The case for experiential permeability.

Two studies were conducted to demonstrate that maladaptive aspects of high and low Openness to Experience were related to characterological impairment and that this aspect of personality may define a new domain of personality dysfunction. The 55-item Experiential Permeability Inventory (EPI; containing 4 scales) was developed and demonstrated to have acceptable psychometric properties. Evidence of convergent, discriminant, and incremental validity was provided. These studies provide a methodological framework for identifying and developing aspects of personality dysfunction that can expand the comprehensiveness of the current set of Axis II disorders. Theoretical implications of the EPI are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Five-factor model of personality and job satisfaction: A meta-analysis.

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An alternative to the search for single polymorphisms: Toward molecular personality scales for the five-factor model.

There is growing evidence that personality traits are affected by many genes, all of which have very small effects. As an alternative to the largely unsuccessful search for individual polymorphisms associated with personality traits, the authors identified large sets of potentially related single nucleotide polymorphisms (SNPs) and summed them to form molecular personality scales (MPSs) with from 4 to 2,497 SNPs. Scales were derived from two thirds of a large (N = 3,972) sample of individuals from Sardinia who completed the Revised NEO Personality Inventory (P. T. Costa, Jr., & R. R. McCrae, 1992) and were assessed in a genomewide association scan. When MPSs were correlated with the phenotype in the remaining one third of the sample, very small but significant associations were found for 4 of the 5e personality factors when the longest scales were examined. These data suggest that MPSs for Neuroticism, Openness to Experience, Agreeableness, and Conscientiousness (but not Extraversion) contain genetic information that can be refined in future studies, and the procedures described here should be applicable to other quantitative traits. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Evidence of the construct validity of developmental ratings of managerial performance.

The construct validity of developmental ratings of managerial performance was assessed by using 2 data sets, each based on a different 360° rating instrument. Specifically, the authors investigated the nature of the constructs measured by developmental ratings, the structural relationships among those constructs, and the generalizability of results across 4 rater perspectives (boss, peer, subordinate, and self). A structure with 4 lower order factors (Technical Skills, Administrative Skills, Human Skills, and Citizenship Behaviors) and 2 higher order factors (Task Performance and Contextual Performance) was tested against competing models. Results consistently supported the lower order constructs, but the higher order structure was problematic, indicating that the structure of ratings is not yet well understood. Multisample analyses indicated few practically significant differences in factor structures across perspectives. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A comparison between ipsative and normative ratings of personality.

This is a report of results of 2 studies in which ipsative ratings, treated normatively, were correlated with corresponding normative ratings in a test of the functional equivalence of the 2 forms of measurement. "Both analyses showed an almost complete equivalence between the 2 methods. A possible reason for this relationship was discussed and some of the advantages of the ipsative approach presented." The opinion that a number of current rating and assessment procedures bear revision in light of these findings was offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Five-factor model personality traits and the retirement transition: Longitudinal and cross-sectional associations.

The authors examined associations between 5-factor personality traits and retirement in a diverse community sample. Longitudinal analyses (n = 367) compared personality trajectories of participants who remained employed and participants who retired. Personality at baseline did not predict future retirement, but compared to participants who remained employed, retirees increased in Agreeableness and decreased in Activity, a facet of Extraversion. In cross-sectional analyses among retirees (n = 144), those low in Neuroticism and high in Extraversion reported higher retirement satisfaction, and those high in Extraversion reported higher postretirement activity levels. Findings suggest that the trait perspective contributes to the understanding of the retirement process. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The structure of musical preferences: A five-factor model.

Music is a cross-cultural universal, a ubiquitous activity found in every known human culture. Individuals demonstrate manifestly different preferences in music, and yet relatively little is known about the underlying structure of those preferences. Here, we introduce a model of musical preferences based on listeners' affective reactions to excerpts of music from a wide variety of musical genres. The findings from 3 independent studies converged to suggest that there exists a latent 5-factor structure underlying music preferences that is genre free and reflects primarily emotional/affective responses to music. We have interpreted and labeled these factors as (a) a Mellow factor comprising smooth and relaxing styles; (b) an Unpretentious factor comprising a variety of different styles of sincere and rootsy music such as is often found in country and singer–songwriter genres; (c) a Sophisticated factor that includes classical, operatic, world, and jazz; (d) an Intense factor defined by loud, forceful, and energetic music; and (e) a Contemporary factor defined largely by rhythmic and percussive music, such as is found in rap, funk, and acid jazz. The findings from a fourth study suggest that preferences for the MUSIC factors are affected by both the social and the auditory characteristics of the music. (PsycINFO Database Record (c) 2011 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)     

Evaluating dynamic performance: The influence of salient Gestalt characteristics on performance ratings.

It is well recognized that performance changes over time. However, the effect of these changes on overall assessments of performance is largely unknown. In a laboratory experiment, we examined the influence of salient Gestalt characteristics of a dynamic performance profile on supervisory ratings. We manipulated performance trend (flat, linear-improving, linear-deteriorating, U-shaped, and ∩-shaped), performance variation (small, large), and performance mean (negative, zero, positive) within subjects and display format (graphic, tabular) between subjects. Participants received and evaluated information about the weekly performance of different employees over a simulated 26-week period. Results showed strong main effects on performance ratings of both performance mean and performance trend, as well as interactions with display format. Theoretical and practical implications of the results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings.

A rationale and procedures for the development of a taxonomic basis for personality research and theory construction are outlined. Some prior research efforts in this area are briefly reviewed and evaluated. Results of a series of studies are presented which employed primarily groups of university male Ss who varied in length and intimacy of previous associations. Data were obtained using peer nomination rating methods. These analyses yielded clear and consistent evidence for the existence of 5 relatively orthogonal, easily interpreted personality factors. Behavioral correlates of selected patterns of scores on these factors are briefly discussed and suggestions are made concerning subsequent research efforts warranted by these findings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A dimensional model of personality disorder: Incorporating DSM Cluster A characteristics.

The authors articulate an expanded dimensional model of personality pathology to better account for symptoms of DSM-defined Cluster A personality disorders. Two hundred forty participants (98 firstdegree relatives of probands with schizophrenia or schizoaffective disorder, 92 community control participants, and 50 first-degree relatives of probands with bipolar disorder) completed a dimensional personality pathology questionnaire, a measure of schizotypal characteristics, and Chapman measures of psychosis proneness. Scales from all questionnaires were subjected to an exploratory factor analysis with varimax rotation. A 5-factor structure of personality pathology emerged from the analyses, with Peculiarity forming an additional factor to the common 4-factor structure of personality pathology (consisting of Introversion, Emotional Dysregulation, Antagonism, and Compulsivity). These results support a 5-factor dimensional model of personality pathology that better accounts for phenomena encompassed by the Cluster A personality disorders in DSM-IV-TR (4th ed., text revised; American Psychiatric Association, 2000). This study has implications for the consideration of a dimensional model of personality disorder in DSM-V by offering a more comprehensive structural model that builds on previous work in this area. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Transformational Leadership: Relations to the Five-Factor Model and Team Performance in Typical and Maximum Contexts.

This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only .18 across the typical and maximum contexts. Furthermore, transformational leadership related more strongly to team performance in the maximum rather than the typical context. Finally, transformational leadership fully mediated the relationship between leader personality and team performance in the maximum context but only partially mediated the relationship between leader personality and team performance in the typical context. The Discussion section focuses on how these findings, although interesting, need to be replicated with different designs, contexts, and measures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The stability of personality traits in individuals with borderline personality disorder.

Although stability and pervasive inflexibility are general criteria for Diagnostic and Statistical Manual of Mental Disorders, 4th edition (American Psychiatric Association, 1994) personality disorders (PDs), borderline PD (BPD) is characterized by instability in several domains, including interpersonal behavior, affect, and identity. The authors hypothesized that such inconsistencies notable in BPD may relate to instability at the level of the basic personality traits that are associated with this disorder. Five types of personality trait stability across 4 assessments over 6 years were compared for BPD patients (N = 130 at first interval) and patients with other PDs (N = 302). Structural stability did not differ across groups. Differential stability tended to be lower for 5-factor model (FFM) traits in the BPD group, with the strongest and most consistent effects observed for Neuroticism and Conscientiousness. Growth curve models suggested that these 2 traits also showed greater mean-level change, with Neuroticism declining faster and Conscientiousness increasing faster, in the BPD group. The BPD group was further characterized by greater individual-level instability for Neuroticism and Conscientiousness in these models. Finally, the BPD group was less stable in terms of the ipsative configuration of FFM facet-level profiles than was the other PD group over time. Results point to the importance of personality trait instability in characterizing BPD. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Understanding performance ratings: Dynamic performance, attributions, and rating purpose.

The present two studies integrate and extend the literatures on dynamic performance, performance attributions, and rating purpose, making several important contributions. First, examining attributions of dynamic performance, Study 1 predicted that performance mean and trend would affect judged ratee ability and effort and that performance variation would affect locus of causality; both predictions were supported by the results. Second, investigating the interaction between dynamic performance and rating purpose, Study 2 predicted that performance mean would have a stronger impact on administrative than on developmental ratings, whereas performance trend and variation would have a stronger impact on developmental than on administrative ratings; again, both predictions were borne out by the results. Third, both studies found that performance trend interacted with performance mean and variability to predict overall ratings. Fourth, both studies replicated main effects of dynamic performance characteristics on ratings in a different culture and, in Study 2, a sample of more experienced managers. (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)