Agreeableness

About: Agreeableness is a research topic. Over the lifetime, 8883 publications have been published within this topic receiving 438950 citations.

Handbook of personality psychology.

Abstract: Introduction: Nature of Personality Psychology: D.P. McAdams, A Conceptual History of Personality Psychology. W.M. Runyan, Studying Lives, Psychobiography, and the Conceptual Structure of Personality Psychology. Conceptual and Measurement Issues in Personality: J.A. Johnson, Units of Analysis for the Description and Explanation in Personality Psychology. J.S. Wiggins, In Defense of Traits. J.T. Lamiell, Individuals and the Differences Between Them. S.G. West and J.F. Finch, Personality Measurement: Reliability and Validity Issues. W. Ickes, M. Snyder, and S. Garcia, Personality Influences on the Choice of Situations. Developmental Issues: J. Loevinger, Stages of Personality Development. R.A. Eder and S.C. Mangelsdorf, The Emotional Basis of Early Personality Development: Implications for the Emergent Self-Concept. C.F. Halverson, Jr., and K.S. Wampler, Family Influences on Personality Development. P.T. Costa, Jr., and R.R. McCrae, Longitudinal Stability of Adult Personality. R. Helson, J. Pals, and M. Solomon, Is There Adult Development Distinctive to Women? Biological Determinants of Personality: D.M. Buss, Evolutionary Foundations of Personality. A.H. Buss, Evolutionary Perspectives on Personality Traits. D.C. Rowe, Genetics, Temperament, and Personality. R.G. Geen, Psychophysiological Approaches to Personality. Social Determinants of Personality: T.F. Pettigrew, Personality and Social Structure: Social Psychological Contributions. H.C. Triandis, Cross-Cultural Perspectives on Personality. W.H. Jones, L. Couch, and S. Scott, Trust and Betrayal: The Psychology of Getting Along and Getting Ahead. Dynamic Personality Processes: R.A. Emmons, Motives and Goals. J.R. Averill, The Emotions: An Integrative Approach. D.L. Paulhus, B. Fridhandler, and S. Hayes, Psychological Defense: Contemporary Theory and Research. E.I. Megargee, Internal Inhibitions and Controls. Personality and the Self: D.C. Funder and C.R. Colvin, Congruence of Self and Others' and Self-Judgments of Personality. R.W. Robins and O.P. John, The Quest for Self-Insight: Theory and Research on Accuracy and Bias in Self-Perception. R.F. Baumeister, Identity, Self-Concept, and Self-Esteem: The Self Lost and Found. J.F. Kihlstrom and R. Hastie, Mental Representations of Persons and Personality. The Five Factor Model: J.S. Wiggins and P.D. Trapnell, Personality Structure: The Return of the Big Five. D. Watson and L.A. Clark, Extraversion and Its Positive Emotional Core. W.G. Graziano and N.H. Eisenberg, Agreeableness: A Dimension of Personality. R.R. McCrae and P.T. Costa, Jr., Conceptions and Correlates of Openness to Experience. J. Hogan and D. Ones, Conscientiousness and Integrity at Work. Applied Psychology: W. Chaplin, Personality, Interactive Relations, and Applied Psychology. D.J. Wiebe and T.W. Smith, Personality and Health: Progress and Problems in Psychosomatics. L.C. Morey, Personality Diagnosis and Personality Disorders. M.J. Lambert and E.C. Supplee, Trends and Practices in Psychotherapy Outcome Assessment and Their Implications for Psychotherapy and Applied Personality. Index.

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

Abstract: 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.

Psychometric Properties of the HEXACO Personality Inventory

Abstract: We introduce a personality inventory designed to measure six major dimensions of personality derived from lexical studies of personality structure. The HEXACO Personality Inventory (HEXACO-PI) consists of 24 facet-level personality trait scales that define the six personality factors named Honesty-Humility (H), Emotionality (E), Extraversion (X), Agreeableness (A), Conscientiousness (C), and Openness to Experience (O). In this validation study involving a sample of over 400 respondents, all HEXACO-PI scales showed high internal consistency reliabilities, conformed to the hypothesized six-factor structure, and showed adequate convergent validities with external variables. The HEXACO factor space, and the rotations of factors within that space, are discussed with reference to J. S. Wiggins' work on the circumplex.

Personality measures as predictors of job performance: a meta‐analytic review

Abstract: The purpose of this study was to investigate conflicting findings in previous research on personality and job performance. Meta-analysis was used to (a) assess the overall validity of personality measures as predictors of job performance, (b) investigate the moderating effects of several study characteristics on personality scale validity, and (c) appraise the predictability of job performance as a function of eight distinct categories of personality content, including the “Big Five” personality factors. Based on review of 494 studies, usable results were identified for 97 independent samples (total N= 13,521). Consistent with predictions, studies using confirmatory research strategies produced a corrected mean personality scale validity (.29) that was more than twice as high as that based on studies adopting exploratory strategies (.12). An even higher mean validity (.38) was obtained based on studies using job analysis explicitly in the selection of personality measures. Validities were also found to be higher in longer tenured samples and in published articles versus dissertations. Corrected mean validities for the “Big Five” factors ranged from .16 for Extroversion to .33 for Agreeableness. Weaknesses in the reporting of validation study characteristics are noted, and recommendations for future research in this area are provided. Contrary to conclusions of certain past reviews, the present findings provide some grounds for optimism concerning the use of personality measures in employee selection.

Relating member ability and personality to work-team processes and team effectiveness.

Abstract: Six hundred fifty-two employees composing 51 work teams participated in a study examining relationships among team composition (ability and personality), team process (social cohesion), and team outcomes (team viability and team performance). Mean, variance, minimum, and maximum were 4 scoring methods used to operationaliz e the team composition variables to capture the team members' characteristics. With respect to composition variables, teams higher in general mental ability (GMA), conscientiousness, agreeableness, extraversion, and emotional stability received higher supervisor ratings for team performance. Teams higher in GMA, extraversion, and emotional stability received higher supervisor ratings for team viability. Results also show that extraversion and emotional stability were associated with team viability through social cohesion. Implications and future research needs are discussed.