This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.

The big five personality dimensions and job performance: a meta-analysis

Personality traits are organized hierarchically, with narrow, specific traits combining to define broad, global factors. The Revised NEO Personality Inventory (NEO-PI-R; Costa & McCrae, 1992c) assesses personality at both levels, with six specific facet scales in each of five broad domains. This article describes conceptual issues in specifying facets of a domain and reports evidence on the validity of NEO-PI-R facet scales. Facet analysis-the interpretation of a scale in terms of the specific facets with which it correlates-is illustrated using alternative measures of the five-factor model and occupational scales. Finally, the hierarchical interpretation of personality profiles is discussed. Interpretation on the domain level yields a rapid understanding of the individual interpretation of specific facet scales gives a more detailed assessment.

/pdf/domains-and-facets-hierarchical-personality-assessment-using-28ocxa91mv.pdf

Domains and Facets: Hierarchical Personality Assessment Using the Revised NEO Personality Inventory

Previous longitudinal studies of personality in adulthood have been limited in the range of traits examined, have chiefly made use of self-reports, and have frequently included only men. In this study, self-reports (N = 983) and spouse ratings (N = 167) were gathered on the NEO Personality Inventory (Costa & McCrae, 1985b), which measures all five of the major dimensions of normal personality. Cross-sectional and longitudinal analyses on data from men and women aged 21 to 96 years showed evidence of small declines in Activity, Positive Emotions, and openness to Actions that might be attributed to maturation, but none of these effects was replicated in sequential analyses. The 20 other scales examined showed no consistent pattern of maturational effects. In contrast, retest stability was quite high for all five dimensions in self-reports and for the three dimensions measured at both times in spouse ratings. Comparable levels of stability were seen for men and women and for younger and older subjects. The data support the position that personality is stable after age 30.

Personality in adulthood: a six-year longitudinal study of self-reports and spouse ratings on the NEO Personality Inventory.

In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational groups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M.R. Barrick and M.K. Mount (1991) and L.M. Hough, N.K. Eaton, M.D. Dunnette, J.D. Kamp, and R.A. McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested.

The five factor model of personality and job performance in the European Community.

Research on the dimensions of personality represented in the English language has repeatedly led to the identification of five factors (Norman, 1963). An alternative classification of personality traits, based on analyses of standardized questionnaires, is provided by the NEO (Neuroticism, Extraversion, Openness) model (Costa & McCrae, 1980b). In this study we examined the correspondence between these two systems in order to evaluate their comprehensiveness as models of personality. A sample of 498 men and women, participants in a longitudinal study of aging, completed an instrument containing 80 adjective pairs, which included 40 pairs proposed by Goldberg to measure the five dimensions. Neuroticism and extraversion factors from these items showed substantial correlations with corresponding NEO Inventory scales; however, analyses that included psychometric measures of intelligence suggested that the fifth factor in the Norman structure should be reconceptualized as openness to experience. Convergent correlations above .50 with spouse ratings on the NEO Inventory that were made three years earlier confirmed these relations across time, instrument, and source of data. We discuss the relations among culture, conscientiousness, openness, and intelligence, and we conclude that mental ability is a separate factor, though related to openness to experience.

Updating Norman's "Adequate Taxonomy". Intelligence and Personality Dimensions in Natural Language and in Questionnaires

We completed a comprehensive factor analysis of the full MMPI item pool by using recent advances in computational facilities. Nearly 20,000 MMPI protocols were collected for the analysis, however, we discarded invalid records and protocols with more than 50 missing items. Analyses were computed on a developmental sample of 5,506 subjects and a cross-validation sample of 5,632. Twenty-one replicated factors were found by using an orthogonal varimax solution. The rotated factors were submitted to several experts on MMPI for factor naming. The consensus obtained on the item factors suggests that this analysis provides an unambiguous picture of the major content dimensions in the MMPI item pool.

Replicated item level factor analysis of the full MMPI.

Increasing demands are being placed on a limited pool of mental health professionals to deliver a steadily growing array of effective treatments in an efficient and acceptable manner. The integration of behavioral technology and computing technology may provide a possible solution to the problem of resource limitations. An interactive computer-assisted program for the treatment of mild to moderate unipolar and dysthymic depressive disorders is described. The effectiveness of this treatment will be empirically examined.

/pdf/an-investigation-of-computer-assisted-cognitive-behavior-3r1utyry3m.pdf

An investigation of computer-assisted cognitive-behavior therapy in the treatment of depression

The problem of clinician resistance to automated systems in mental health care delivery settings is discussed. It is argued that this resistance is a natural part of the change process, an indicator of an inadequate change strategy. The theory of change is briefly reviewed. Previous efforts to install automated systems in mental health care delivery settings are discussed in terms of change theory. Suggestions for incorporating the technology of change into the implementation process are proposed.

/pdf/change-technology-and-the-implementation-of-automation-in-3u3siplhxn.pdf

Change technology and the implementation of automation in mental health care settings

A review of pertinent recent events in psychological assessment suggests greater use of computerized testing systems in the future. Just as there are problems of response bias with paper-and-pencil test methods, there are also such problems when using the computer medium for assessment. Problem areas and possible solutions are reviewed. Future research needs are discussed.

/pdf/psychological-considerations-related-to-the-development-of-3d2gdol1gk.pdf

Psychological considerations related to the development of computerized testing stations

Three independent, experienced clinicians trained at the University of Minnesota were asked to rate the quality and accuracy of codetype interpretations and associated rules used in the Psych Systems' automated MMPI program. Results showed that this system is rated highly by clinicians. The authors discuss how this approach can be used in validating other automated test interpretation systems and suggest that feedback by expert judges can be used to improve such systems.

James H. Johnson

Papers

Replicated item level factor analysis of the full MMPI.

An investigation of computer-assisted cognitive-behavior therapy in the treatment of depression

Change technology and the implementation of automation in mental health care settings

Psychological considerations related to the development of computerized testing stations

Validity of a computerized on-line MMPI interpretive system.