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Five Personality Factors (five + personality_factor)

Distribution by Scientific Domains
Psychology90%

Kinds of Five Personality Factors

  • big five personality factor
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    Selected Abstracts

    Unanswered questions: A preliminary investigation of personality and individual difference predictors of 9/11 conspiracist beliefs

    APPLIED COGNITIVE PSYCHOLOGY, Issue 6 2010
    Viren Swami
    Given the widespread appeal of conspiratorial beliefs, it is surprising that very little empirical research has examined the psychological variables associated with such beliefs. In the present study, we examined individual and demographic predictors of beliefs in conspiracy theories concerning the September 11, 2001 (9/11) attacks on the World Trade Centre and Pentagon among a representative British sample of 254 women and men. Results of structural equation modelling showed that 9/11 conspiracist beliefs were positively associated with belief in other conspiracy theories, exposure to 9/11 conspiracist ideas, political cynicism, defiance of authority and the Big Five personality factor of Agreeableness. In total, a model including demographics, personality and individual difference variables explained over 50% of the variance in 9/11 conspiracist ideas. The implications of these findings for the literature on conspiracy theories are discussed. Copyright © 2009 John Wiley & Sons, Ltd. [source]

    Right-wing authoritarianism, Big Five and perceived threat to safety

    EUROPEAN JOURNAL OF PERSONALITY, Issue 2 2010
    Francesca Dallago
    Abstract Using structural equations modelling, we performed a secondary analysis of the data collected by the Italian Observatory of the North West (Italian national sample, N,=,976) to investigate the direct, mediated and moderated relations connecting the Big Five personality factors and perceived personal and societal threat to safety with right-wing authoritarianism (RWA). Openness, Conscientiousness and perceived societal threat to safety exerted additive effects on RWA; the relation between Openness and RWA was partially mediated by societal threat to safety and that between societal threat to safety and RWA was moderated by Openness. Limitations and possible developments of this research are discussed. Copyright © 2009 John Wiley & Sons, Ltd. [source]

    More than the Big Five: Egoism and the HEXACO model of personality

    EUROPEAN JOURNAL OF PERSONALITY, Issue 8 2009
    Reinout E. de Vries
    Abstract Egoism is a personality trait that is associated with self-enriching and self-centred behaviours. Research has suggested that egoism lies beyond the Big Five personality factors. Recently, the HEXACO model of personality has been proposed as an alternative to the Big Five model. In three studies, the relation between the HEXACO Personality Inventory and egoism, conceptualized using three different questionnaires (DPQ Egoism, SPI Egotism and the Egoism Scale), is investigated. In all three studies, the HEXACO Honesty,Humility factor scale was the most important predictor of egoism. Additionally, in two studies in which FFM measures were used, the HEXACO Personality Inventory explained more variance in egoism than did the FFPI (Study 2) and the NEO-PI-R (Study 3). Copyright © 2009 John Wiley & Sons, Ltd. [source]

    Predicting psychological health: assessing the incremental validity of emotional intelligence beyond personality, Type A behaviour, and daily hassles

    EUROPEAN JOURNAL OF PERSONALITY, Issue 6 2005
    Arla L. Day
    Although some research has linked emotional intelligence (EI) and psychological health, little research has examined EI's ability to predict health outcomes after controlling for related constructs, or EI's ability to moderate the stressor,strain relationship. The present study explored the relationships among EI (as assessed by a trait-based measure, the EQ-i), Big Five personality factors, Type A Behaviour Pattern (TABP), daily hassles, and psychological health/strain factors (in terms of perceived well-being, strain, and three components of burnout). The EQ-i was highly correlated with most aspects of personality and TABP. After controlling for the impact of hassles, personality, and TABP, the five EQ-i subscales accounted for incremental variance in two of the five psychological health outcomes. However, the EQ-i scales failed to moderate the hassles,strain relationship. Copyright © 2005 John Wiley & Sons, Ltd. [source]

    The role of the Big Five personality factors in vigilance performance and workload

    EUROPEAN JOURNAL OF PERSONALITY, Issue 3 2002
    Cynthia Laurie Rose
    Using the five-factor personality model, the present study explored the influence of personality factors on sustained attention and perceived workload. Ninety-six college-aged participants were administered a 12 minute vigilance fast event rate task. Following the vigil, participants were asked to first, rate their perceived workload of the task using the NASA-TLX, and then second, complete the NEO-PI-R personality inventory. Traditional measures of hits, false alarms, and reaction times were examined as well as the signal detection indices of perceptual sensitivity and response bias. Extraversion correlated with false alarms (r,=,0.181; eta2,=,0.055) and conscientiousness correlated with both false alarms (r,=,,0.275, eta2,=,0.097) and perceptual sensitivity (r,=,0.227, eta2,=,0.052). With regard to perceived workload, neuroticism was related to perceived frustration (r,=,0.238, eta2,=,0.057). The findings are discussed in terms of theoretical implications, impact of task parameters, and practical applications. Copyright © 2002 John Wiley & Sons, Ltd. [source]

    Nonverbal assessment of the Big Five personality factors

    EUROPEAN JOURNAL OF PERSONALITY, Issue 1 2001
    Sampo V. Paunonen
    The Nonverbal Personality Questionnaire (NPQ) is an experimental, structured, nonverbal measure of 16 personality traits. Its items lack verbal content and, therefore, the inventory is useful for cross-cultural research. Our goal is this research was to select a subset of the NPQ items to form a new nonverbal questionnaire based on the Five-Factor Model of personality. We describe the construction of the Five-Factor Nonverbal Personality Questionnaire (FF-NPQ), and present data on its psychometric properties. These data include scale internal consistencies, intercorrelations, convergences with verbal measures of the Big Five factors, discriminant validity correlations, correlations with peer ratings, and ability to predict socially important behaviour criteria such as smoking and alcohol consumption. In a second study, we report on the psychometric properties of the FF-NPQ in an independent sample of respondents from seven different countries. The utility of the new nonverbal inventory for cross-cultural research is discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source]

    Symbolic Attributes and Organizational Attractiveness: The moderating effects of applicant personality

    INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2009
    Bert Schreurs
    The present study examined the moderating influence of the Big Five personality factors in the relationship between five symbolic, trait-based inferences about organizations (Sincerity, Excitement, Competence, Prestige, and Ruggedness) and organizational attractiveness. Drawing on the similarity-attraction paradigm, six hypotheses were formulated, stating that the relationship between trait-based inferences and organizational attractiveness would be stronger for persons who perceive the organization as similar to them. Results of moderated regression analyses on data from a sample of 245 prospective applicants for the Belgian military revealed two significant two-way interactions, showing that Sincerity was positively related to organizational attractiveness only for individuals high on Conscientiousness, and that the relationship between Excitement and organizational attractiveness is more positive for individuals high on Openness to Experience. Practical implications, strengths and limitations, as well as directions for further research are presented. [source]

    The Impact of Contextual Self-Ratings and Observer Ratings of Personality on the Personality,Performance Relationship,

    JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 2 2006
    Erika Engel Small
    This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work-specific self-ratings of Big Five personality factors. Results indicated that among general self-ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in-role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in-role performance and OCB) beyond that accounted for by general self-ratings. However, contrary to our expectations, work-specific (i.e., contextual) self-ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self-ratings. [source]

    The Moderating Effect of Situation Strength on the Relationship Between Personality and Provision of Effort,

    JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 8 2005
    Michael J. Withey
    In this research, we examine whether effort-allocation decisions are influenced by the strength of the situation, the personality characteristics of the people involved, and the interaction between these factors. Two role-playing scenarios were created using contextual information (e.g., availability of suitable alternatives) that varied in situation strength. We measured the Big Five personality factors (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) of 418 students prior to the role-playing task and assessed effort-provision decisions after they were exposed to one of the role-playing scenarios. As predicted, our results showed that the effect of personality on provision of effort depended on the strength of the situation. The implications for personality research are discussed. [source]

    Organizational Attractiveness for Prospective Applicants: A Person,Organisation Fit Perspective

    APPLIED PSYCHOLOGY, Issue 1 2001
    Filip Lievens
    This study investigates which of four objective organisational characteristics determine the attractiveness of organisations for prospective applicants and the degree to which the Big Five personality factors moderate the effects of some of these organisational attributes. To this end, 359 final-year students (engineering and business majors, 71% men, mean age = 22.4 years) read short descriptions of organisations. These descriptions varied on four organisational characteristics (i.e. organisation size, level of internationalisation, pay mix, and level of centralisation). The students had to indicate their attraction to the organisation. Additionally, they provided self-ratings on a personality inventory. The results show that prospective applicants are more attracted to large-sized, medium-sized, decentralised, and multinational organisations. Next, the results indicate that several personality characteristics moderate the effects of organisational characteristics on attractiveness. For instance, the factor conscientiousness moderates the effect of organisational size, with subjects high on conscientiousness being more attracted to large-sized organisations. The factor openness/intellect moderates the effect of internationalisation, with subjects high on openness/intellect being more attracted to multinational organisations. Ca travail s'attache a` de´terminer lesquelles de quatre dimensions organisationnelles objectives sont a` l'origine de l'attirance exerce´e par les organisations sur de futurs candidats. Il cherche aussi a` pre´ciser dans quelle mesure les facteurs de personnalite´ du Big Five interfe`rent avec certaines de ces caracte´ristiques organisationnelles. Pour ce faire, 359 e´tudiants en fin d'e´tudes d'inge´nieur et de management (masculins a` 71 % et d'un âge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient a` quatre dimensions organisationnelles, a` savoir la taille de l'entreprise, le degre´ d'internationalisation, les syste`mes de re´mune´ration et le niveau de centralisation. Les e´tudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-e´valuaient a` travers un inventaire de personnalite´. Les re´sultats montrent que les futurs candidats sont plus attire´s par les organisations multinationales, de´centralise´es, de taille moyenne ou grande. Il est e´galement apparu que certaines caracte´ristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur "sens des responsabilite´s" ("conscientiousness") agit sur l'impact de la taille de l'organisation, les sujets pre´sentant un sens des responsabilite´s e´leve´ se montrant plus attire´s par les grandes organisations. Le facteur "ouverture d'esprit" modifie les effets de l'internationalisation, les individus haut situe´s sur l'ouverture d'esprit e´tant davantage se´duits par les multinationales. [source]