The higher-order factor structures of five personality inventories

This study examined the internal higher-order structures of five personality inventories (the Hogan Personality Inventory, the Occupational Personality Questionnaire, the Sixteen Personality Factor Questionnaire, the Personality and Preferences Inventory, Profile Match). A sample of 356 individuals from the UK working population completed various combinations of the five inventories. Overall, the results indicated sensible and interpretable factor structures for the inventories. Cross-inventory factor analyses of the extracted factors revealed a variant of the Big Five model underpinning them, enabling examination of inventory convergence and divergence. Our study also examined and compared representations of the General Factor of Personality in each of the inventories.     

A putatively general factor of personality (GFP) is not so general: A demonstration with the NEO PI-R

Recent research suggests that a general factor of personality (GFP) represents the zenith of a hierarchy of personality structure. For a roommate sample of 602 students, we evaluate the presence and validity of a general factor of personality in a Big Five measure. Findings indicate that a first factor, similar to what has been putatively labeled a GFP, can be extracted from self-report and observer-report, that this self-report first factor has validity for predicting an alleged observer-report GFP, and that this validity is not attributable to socially desirable responding. However, despite the existence of a valid first factor, it is not a general factor of personality because it fails to summarize adequately the complete systematic variance in the structure of personality.     

A general factor of personality: Evidence for the Big One in the five-factor model

Exploratory and confirmatory factor analyses using different personality measures in three samples confirmed the existence of general factor of personality (The Big One) within the five-factor model. The Big One is characterized by high versus low Emotional Stability, Conscientiousness, Agreeableness, Extraversion, and Openness, and by high versus low higher-order factors of personality, Stability, and Plasticity. A comprehensive theoretical model of personality structure was therefore proposed with the Big One at the highest level of the hierarchy. The Big One was interpreted as a basic personality disposition that integrates the most general non-cognitive dimensions of personality. It is associated with social desirability, emotionality, motivation, well-being, satisfaction with life, and self-esteem. It also may have deep biological roots, evolutionary, genetic, and neurophysiological.     

No evidence for a General Factor of Personality in the HEXACO Personality Inventory

There have been an increasing number of articles that have speculated on the existence of a General Factor of Personality (GFP) similar to ‘g’ in intelligence research. In this study, I provide evidence that this general factor may be an artifact of the personality instrument used. Specifically, in two samples I show that depending on the type of analysis used there is either no evidence for a GFP in the HEXACO Personality Inventory or the GFP is found to be uncorrelated to GFPs based on Big Five or FFM instruments.     

Between you and God,where is the general factor of personality? Exploring personality-religion relationships in a Muslim context

Personality-religiosity links were studied in a Muslim population. Agreeableness and Conscientiousness were generally the strongest correlates of religiousness. Evidence for the general factor of personality (GFP) was found in analyses of correlations among scores on the Big Five, in four studies (total N = 1000). Also, a GFP was positively correlated with gratitude to God, interest in religion, intrinsic religiosity and extrinsic-personal religiosity, but not extrinsic-social religiosity. Results demonstrated cross-cultural consistency of the GFP, and its relationship with a variety of religious constructs.     

Correlated change of Big Five personality traits across the lifespan: A search for determinants

Correlated change between different personality traits has recently caught the attention of researchers studying personality development. We conducted two studies to examine age effects (Study 1) and effects of cognitive ability (Study 2) on this phenomenon. Results indicated that correlated change was relatively stable from adolescence through adulthood, and then increased after age 70. Second, correlated change was greater among traits that have been linked to the same developmental processes (e.g., social investment or maturation of specific neurological systems). Third, cognitive ability was negatively associated with correlated change. Collectively, our findings suggest that personality change is partly driven by broad mechanisms affecting multiple traits. Associations with age and cognitive ability provide important leads regarding the possible nature of these mechanisms.     

Anger and hostility from the perspective of the Big Five personality model

Sanz, J., García‐Vera, M. P. & Magán, I. (2010). Anger and hostility from the perspective of the Big Five personality model. Scandinavian Journal of Psychology, 51, 262–270. This study was aimed at examining the relationships of the personality dimensions of the five‐factor model or Big Five with trait anger and with two specific traits of hostility (mistrust and confrontational attitude), and identifying the similarities and differences between trait anger and hostility in the framework of the Big Five. In a sample of 353 male and female adults, the Big Five explained a significant percentage of individual differences in trait anger and hostility after controlling the effects due to the relationship between both constructs and content overlapping across scales. In addition, trait anger was primarily associated with neuroticism, whereas mistrust and confrontational attitude were principally related to low agreeableness. These findings are discussed in the context of the anger‐hostility‐aggression syndrome and the capability of the Big Five for organizing and clarifying related personality constructs.     

The General Factor of Personality and peer-rated social status: A rejoinder to de Vries (2011)

In a previous study we showed that self-reported Big Five scores and the General Factor of Personality (GFP) were related to peer-ratings of likeability and popularity (van der Linden, Scholte, et al., 2010). de Vries (2011a) re-analyzed our data and concluded that (i) there was no evidence of a GFP, and (ii) the GFP we used was latent factor of Extraversion. In this rejoinder I present arguments that compromise the re-analysis and conclusions as described by de Vries (2011a) and emphasize the relevance of the GFP.     

The big none: No evidence for a general factor of personality in chimpanzees, orangutans, or rhesus macaques

We examined whether a general factor of personality (GFP) was present in chimpanzees, orangutans, or rhesus macaques. We used confirmatory factor analysis (CFA) to model correlations among first-order factors as arising from a GFP. We then conducted principal axis factor analyses (PFA) of the first-order factors to extract a single higher-order factor and then to extract two oblique higher-order factors. The CFA model fit was poor for chimpanzees and orangutans, but not rhesus macaques. The single higher-order factors extracted via PFA did not resemble the GFP in all three species. The oblique higher-order factors extracted via PFA were only weakly correlated in all three species. These results do not support the existence of a GFP in nonhuman primates.     

The general factor of personality and general intelligence: Evidence for substantial association

Despite theoretical assertions derived from life history theory, research on the relationship between the general factor of personality and general intelligence has shown that there is little overlap between the two higher-order constructs. It is argued that the association between these general factors is largely attenuated by measurement error in assessing the general factor of personality. A substantial association between the general factors at multiple points in time was found when the general factor of personality was derived from rater Q-sorts. The results have important implications for the study of individual differences.     

Measuring the personality of Chinese: QZPS versus NEO PI-R

The response patterns of Chinese subjects to the items and facets of NEO Personality Inventory Revised (NEO PI-R) were investigated. The Big Five-factor structure underlying this instrument was not found, while a seven-factor structure, more recently proposed to represent the Chinese personality, emerged. A cross-cultural strategy was adopted to analyze these results and mechanisms through which culture influences personality, behavioral categories and specific behaviors were proposed. The results showed that the Big Seven model of Chinese personality was stable and Western personality questionnaires could not accurately measure the personality characteristics of the Chinese.     

The impact of “non-targeted traits” on personality test faking,hiring, and workplace deviance

Evidence suggests that job applicants often “fake” on pre-employment personality tests by attempting to portray an exceedingly desirable impression in order to improve the likelihood of being selected. In the current research we shed light on the personality characteristics of those individuals who seem most likely to engage in faking. We refer to these personality variables as non-targeted traits when they are not directly targeted by the organization’s pre-employment personality test. These traits, however, may have an influence on targeted scores used for employment decision making through their effect on faking. Findings suggest that individuals will be more likely to be hired if they are low on non-targeted traits including Honesty–Humility, Integrity, and Morality, and high on Risk Taking. Such individuals also reported higher levels of workplace deviance in their current jobs. Thus, it seems that individuals low on Honesty–Humility, Integrity, and Morality, and individuals high on Risk Taking, may be most likely to engage in personality test faking, be hired, and participate in workplace deviant behaviors if these traits are not directly targeted in selection.     

On the prediction of academic performance with personality traits: A replication study

We describe a large sample study (N = 652) that had two purposes. The first was to replicate a previous study (Paunonen & Ashton, 2001a, Journal of Research in Personality) in which we showed that lower-level personality trait measures related to achievement motivation predict the academic success of university students. The second purpose was to test our earlier conclusion that such lower-level traits are frequently superior to broader personality factors for accuracy in prediction. Both purposes were met in this study, providing more evidence for our general claim that aggregating narrow personality trait measures into broad factor measures can sometimes have negative consequences regarding the prediction and understanding of important outcomes, including academic performance.     

Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes

Basing on career construction theory and self-verification theory, current research examined the mediating and moderating models for the relations among self-esteem, proactive personality, career exploration, future work self and career adaptability. A two-wave survey study was conducted among Chinese university students (N = 305). The results showed that both self-esteem and proactive personality (measured at time 1) positively predicted future work self and career adaptability (measured at time 2), with these relationships mediated by career exploration (measured at time 1). In addition, the results further revealed that the positive effect of self-esteem on career exploration was stronger among students who had a higher level of proactive personality. In support of the hypothesized moderated mediation model, for individuals with a higher level of proactive personality, the indirect effects of self-esteem on future work self and career adaptability through career exploration were stronger. These findings carry implications for research on career construction theory and career counseling practices.     

Examining mindfulness and psychological inflexibility within the framework of Big Five personality

Psychological inflexibility and mindfulness represent two constructs that have garnered a great deal of interest in recent years as central components in the conceptualization of many new cognitive and behavioral therapies. Nonetheless, though theoretically related, relatively little is known regarding associations between these two constructs and consensus models of trait personality such as the Big Five. The current study therefore aimed to more fully elucidate associations among these three domains within a relatively large, diverse undergraduate sample (N = 429). Mindfulness was negatively associated with Neuroticism and positively associated with Conscientiousness while psychological inflexibility was positively associated with Neuroticism and negatively associated with Conscientiousness. Further, while Conscientiousness evidenced the strongest contribution to mindfulness, Neuroticism evidenced the strongest contribution to psychological inflexibility. Better elucidating how psychological inflexibility and mindfulness differentially relate to Big Five personality traits expands the nomological network surrounding these constructs and begins to reveal common processes underlying psychopathology and health behaviors.     

Age differences in instability, contingency, and level of self-esteem across the life span

We investigated age differences in instability, contingency, and level of self-esteem from age 13 to 72 years, using data from 1386 individuals who participated in a diary study over 25 days. Instability and contingency of self-esteem decreased from adolescence to old age, whereas level of self-esteem increased. Big Five personality traits predicted the level, but not the slope, of the trajectories of self-esteem characteristics. Age differences in self-esteem characteristics did not merely reflect age differences in instability and level of positive and negative affect. Finally, self-esteem characteristics showed a stable pattern of interrelations across the life span. Overall, the findings suggest that people’s self-esteem tends to become better adjusted—i.e., more stable, less contingent, and higher—across the life course.     

Role of personality and affect on the social support and work family conflict relationship

The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFOP), 2. family supportive organizational climate (FSOC), 3. perceived organizational support (POS), and 4. perceived supervisor support (PSS), and work interfering with family conflict (WIF) using a sample of working adults (N=435). In Study 2, we examine if Big Five personality traits and negative affect moderate the relationship between co-worker support and (WIF) using a large national sample (N=1130) of working respondents from the “midlife in the US” (MIDUS) study of health and well-being. Taken together, the current research examines the moderating effect of several key personality variables on the relationship between important forms of social support and work family conflict. Results based on these two samples indicate CSE moderates the relationship between POS and WIF, and PSS and WIF, but does not moderate the relationship between FFOP and WIF, or FSOC and WIF. Further, conscientiousness and agreeableness moderate the relationship between co-worker support and WIF. Co-worker support and WIF is stronger for individuals with higher levels of negative affect. We discuss the implications for research and practice relating to work family conflict.     

The mediating role of self-esteem in the relationship between big five personality traits and depressive symptoms among Chinese undergraduate medical students

The objectives of this study were to examine the correlations between big five personality traits and depressive symptoms among Chinese undergraduate medical students, and to explore the mediating role of self-esteem on the correlations. Self-reported questionnaires, including Big Five Inventory, the Center for Epidemiologic Studies Depression Scale, Rosenberg’s Self-Esteem scale, and socio-demographic section were distributed to 2000 undergraduate medical students at four medical colleges and universities in Liaoning province, China, in June 2014. 1738 students became the final subjects. After adjustment for age and gender, agreeableness (β = −0.329) and openness (β = −0.096) were negatively related to depressive symptoms, while neuroticism (β = 0.245) was positively related to the symptoms. Self-esteem functioned as a mediator in the relationship between agreeableness (a * b = −0.154, 95% CI: −0.182, −0.127)/openness (a * b = −0.097, 95% CI: −0.124, −0.069)/neuroticism (a * b = 0.031, 95% CI: 0.007, 0.058) and depressive symptoms. Therefore, identifying at-risk students and undertaking appropriate intervention strategies that focus on both personality traits and self-esteem may be effective in preventing and reducing depressive symptoms among Chinese medical students.     

A general factor of personality,social desirability,cognitive ability,and the survey of work styles in an employment selection setting

How a general factor of personality (GFP) correlated with employment screening measures in an applied setting was examined. Participants were 540 adult insurance sales job applicants who completed scales from two personality measures, the five scales from the Survey of Work Styles (SWS), an intelligence measure, and a social desirability scale. A joint factor analysis of the personality questionnaires produced four first order factors. A single GFP was also extracted. Strong correlations were found between some of the personality factors and the SWS scales. Strong significant correlations were found between the GFP and three of the four personality factors with social desirability. Neither the GFP nor the personality factors correlated significantly with cognitive abilities.     

Optimism and the Big Five factors of personality: Beyond Neuroticism and Extraversion

The purpose of the present study was to investigate the relationship between the Big Five factors of personality and dispositional optimism. Data from five samples were collected (Total N = 4332) using three different measures of optimism and five different measures of the Big Five. Results indicated strong positive relationships between optimism and four of the Big Five factors: Emotional Stability, Extraversion, Agreeableness, and Conscientiousness. Agreeableness and Conscientiousness explained additional variance in dispositional optimism over and above Neuroticism and Extraversion, providing evidence for the complexity of optimism. The position of optimism in the larger web of human personality constructs is discussed.