Probing the Big Five in Adolescence: Personality and Adjustment during a Developmental Transition

The present study probed the links among Big Five personality differences, self-reported personality differences, and adjustment to school among young adolescents. We used a multimethod converging analysis, with three sources of data: (a) adolescent self-report on standardized personality inventories; (b) classroom teacher trait ratings and evaluations of adjustment; and (c) school guidance counselor evaluations of adjustment. Evaluations of adolescent adjustment were systematically related to Big Five personality differences, as assessed by both classroom teachers' and school counselors' ratings. For classroom teachers, adjustment was closely related to evaluations on the Big Five dimension of Conscientiousness. Adolescent self-report on several standardized measures was not related to adult evaluation of school adjustment. We suggest that the five-factor model may be a useful tool for probing adjustment during the transition to adolescence.     

Personality Resemblance Between Parents and Offspring: Study of Five Factors Across Four Samples and Questionnaires

The aim of this study was to compare personality resemblance in four independent Croatian samples using the same family study design, but different measures of five-factor personality traits. The family study design can provide evidence of familial aggregation of personality and of assortative mating. Father-mother correlations, father-offspring correlations, mother-offspring correlations and regressions of offspring on midparent score were computed for five broad personality domains in each sample. Father-mother correlations ranged between ?.12 and .27 across different samples and questionnaires, while father-offspring correlations ranged between .04 and .34, mother-offspring correlations between ?.01 and .28 and regressions of offspring on midparent scores between .05 and .35. These results are congruent with earlier findings of: (a) low assortative mating for personality, and (b) moderate familial aggregation of personality, which is lower compared to heritability estimates from earlier studies using twin design. Familial aggregation is mostly comparable in size across four different five-factor questionnaires suggesting that, from a behavior genetic perspective, conclusions on family resemblance should not differ depending on the five-factor personality questionnaire used.     

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.     

A quantitative review of the comprehensiveness of the five-factor model in relation to popular personality inventories

Reports of associations between the five-factor model (FFM) and the scales of popular personality inventories have generated controversy regarding the comprehensiveness of the FFM. The controversy is fueled by a preoccupation with capturing scale variance and differentiating between specific scales, whereas the focus should instead be on whether the FFM captures the common variance and the dimensions that exist in personality constructs. Analyses of published data revealed that the portions of scale variance captured by the FFM (mean = 38%) were substantial when evaluated in relation to the portions of common variance that exist in most personality inventories (mean = 50%). Furthermore, interbattery factor analyses indicated that the factor structures in most personality inventories can be closely replicated using data derived solely from scale associations with the FFM. Exceptions to this finding occurred for only 2 of 28 personality inventories. The findings support the comprehensiveness of the FFM.     

Toward a Structure of Preschool Temperament: Factor Structure of the Temperament Assessment Battery for Children

ABSTRACT Much of the research and thinking in the area of childhood temperament has been guided by the structural and measurement model of Thomas, Chess, and colleagues. Recently, researchers have called into question this structural conception and have explored the factor structure of the instruments based on the Thomas and Chess model. A review of the literature indicates that there are few studies at any one age level, and that much of the research is limited by small samples. The results of a large sample factor analysis of parent and teacher ratings of preschool children are reported. A five-factor solution was judged most appropriate for parent ratings, and a three-factor solution seemed most appropriate for teacher ratings. Relations of these factors to the Big Five personality factors found in adult personality research are discussed.     

A large sample investigation of the presence of nonlinear personality-job performance relationships

We examine 123 data sets from validation studies of a single five-factor model-based occupational personality measure for evidence of curvilinear relationships with job performance. Research has produced discrepant findings about whether and when to expect curvilinear relationships between normal range personality measures and job performance. Previous studies have relied on small and unsystematic sampling, a variety of noncomparable performance criteria, the use of personality inventories for which construct validity evidence is not immediately available, and a focus on only one or two of the Big Five personality factors. We report minimal evidence of curvilinearity, suggesting that these effects are unlikely to undermine typical uses of personality test scores in decision making. Any expected declines in performance at high ends of the predictor range were very small on average and would be highly unlikely to produce scenarios in which those passing a realistic cut score would underperform those screened out. Indices of job complexity and the importance of the personality trait did not moderate the forms of each personality–performance relationship. The results are useful for evaluating whether curvilinearity is likely to be an issue when self-report personality assessments are used to make decisions with tangible employment consequences.     

Evaluating comprehensiveness in personality systems: The California Q-Set and the five-factor model

The analysis of natural language trait names and questionnaire scales has suggested that the five factors of Neuroticism, Extroversion, Openness, Agreeable-ness, and Conscientiousness constitute an adequate taxonomy of personality An alternative approach to comprehensive personality assessment based on clinical judgments is given by the California Q-Set (CQS, Block, 1961) When self-Q-sorts from 403 adult men and women were factored, the five factors closely resembled those found in adjectives, and showed convergent and discriminant validity against self-reports and peer- and spouse-ratings on measures of the five-factor model Results were replicated when interviewer Q-sort ratings were examined for a subset of subjects These findings strongly support the claim to comprehensiveness of the five-factor model     

Effects of Supervisor “Big Five” Personality on Subordinate Attitudes

Leadership theory has long sought to find traits associated with effective leadership. This study uses the five-factor model of personality to investigate the relationship between the personality of supervisors and aggregated attitudes of subordinates. Results from 131 supervisors and 467 subordinates support the notion that supervisor personality is related to subordinate attitudes. Overall, high levels of supervisor Agreeableness, Emotional Stability and Extraversion, plus low levels of Conscientiousness are related to subordinate ratings of satisfaction with supervisor, overall satisfaction, affective commitment and turnover intentions. However, the relationships are somewhat weak and differ across specific criteria. Implications for these findings are discussed.     

Personality Correlates of Assessment Center Consensus Competency Ratings: Evidence from Russia

Controversy has revolved around whether assessment center ratings have construct validity to measure intended dimensions of managerial performance. In contrast to much recent research on the internal structure of assessment center ratings, the present studies investigated the relationship of final competency ratings derived by consensus discussion with external questionnaire measures of personality characteristics. Expanding on previous studies showing correlations of dimension scores in relation to individual trait measures, this study investigated the relationship of complex competencies with both single personality traits and with composites of personality traits. Evidence from two samples of managers in Russia shows that final competency ratings are related to predicted composites of personality factors more consistently than to single factors. Taken together, these findings provide evidence that assessment center ratings derived by consensus discussion show construct validity in relationship with predicted composites of personality characteristics.     

Dimensions and categories: the "big five" factors and the DSM personality disorders

The five-factor model of personality, which has been widely studied in personality psychology, has been hypothesized to have specific relevance for DSM-defined personality disorders. To evaluate hypothesized relationships of the five-factor model of personality to personality disorders, 144 patients with personality disorders (diagnosed via a structured interview) completed an inventory to assess the five-factor model. Results indicated that the majority of the personality disorders can be differentiated in theoretically predictable ways using the five-factor model of personality. However, while the personality disorders as a whole appear to be differentiable from normal personality functioning on the five factors, the patterns are quite similar across the disorders, a finding that may provide some insight into the general nature of personality pathology but may also suggest problems with discriminant validity. Third, it does not appear that considering disorders as special combinations of features (as might be expected in some categorical models) is more informative than considering them as the sum of certain features (as might be expected in a dimensional model).     

Adolescent personality: a five-factor model construct validation

The purpose of this study was to investigate convergent and discriminant validity of the five-factor model of adolescent personality in a school setting using three different raters (methods): self-ratings, peer ratings, and teacher ratings. The authors investigated validity through a multitrait-multimethod matrix and a confirmatory factor analysis correlated trait, uncorrelated method model. With the exception of Emotional Stability, each analysis demonstrated similar patterns and together provided support for the convergent and discriminant validity of the five-factor model structure of adolescent personality. However, among the three raters, self-ratings of personality provided a comparatively weaker method for assessing adolescent personality. The influences of agreement between self and other raters are discussed in relation to contrast, perceiver, and target effects; expert observer effects; the degree of acquaintanceship; and the effect of the social context.     

Evaluating the Evidence for the General Factor of Personality across Multiple Inventories

A general factor of personality (GFP) has been proposed as the apex of a personality trait hierarchy that explains covariance among the lower-order factors measured by various personality inventories. In this study we evaluated the GFP hypothesis across several personality inventories, unlike most previous research in which the GFP has been derived from individual instruments in isolation. Exploratory analyses did not produce substantial evidence for the existence of a single cross-instrument higher-order factor of factors and efforts to specify a range of GFP-inspired models in a confirmatory framework led to significant estimation difficulties and poor fit to the data. Overall these results fail to support a common GFP that is positioned at the top of a personality trait hierarchy.     

DSM-III-R personality disorders and the five-factor model of personality: an empirical comparison.

The relationship between the five-factor model (FFM) of personality and the Diagnostic and Statistical Manual of Mental Disorders (rev. 3rd ed.; DSM-III-R) personality disorders was examined in a sample of 54 psychiatric outpatients. Correlations between raw scores on the NEO-Personality Inventory (NEO-PI) and the number of DSM-III-R personality disorder symptoms rated present using a semistructured interview were computed. In addition, correlations between NEO-PI scores and scores on two self-report personality disorder inventories were also examined to determine which results replicated across instruments. Results indicated that the FFM personality dimensions of Neuroticism, Extraversion, and Agreeableness were most apparent in the DSM-III-R conceptualizations of the personality disorders.     

Agreement among adolescents, parents, and teachers on adolescent personality

Agreement between adolescents, mothers, fathers, and teachers on adolescents' personality traits was investigated in a longitudinal study. The targets for personality ratings were the adolescents who participated in the European Youth Heart Study in Estonia. There were 593 participants in the first wave and 480 participants in the follow-up study 3 years later. Adolescents' self-reports as well as father, mother, and teacher ratings were collected using questionnaires to measure the five-factor model of personality. In both waves, inter-rater agreement was highest between mothers and fathers, was low to moderate for parent-self ratings, and was lowest for ratings between self and teacher, mother and teacher, and father and teacher. Test-retest correlations were moderate for parent and self-ratings but failed to reach statistical significance for three of the five teacher-rated traits, suggesting lower reliability of teacher ratings. Possible explanations for the low agreement between teachers and other judges are discussed.     

Personality and Health: Advantages and Limitations of the Five-Factor Model

Interest in the association between personality characteristics and physical health has been renewed in recent years. Theory and research in this area has also been complicated by conceptual and methodological limitations. The present article briefly reviews this literature and discusses the advantages and limitations of the five-factor model of personality as an integrating framework for studies of personality and health. The model has already been fruitfully applied in several contexts, and more possibilities exist. Although it has some potential limitations, the application of the five-factor model--as well as other aspects of current personality theory and research--is likely to facilitate progress in the study of how personality influences health.     

Personality,Faking, and Convergent Validity: A Warning Concerning Warning Statements

Personality measures continue to be criticized for their susceptibility to faking and socially desirable responding. The present study examined the effects of warning applicants against faking on convergent validity of self-observer ratings. Four hundred sixty-four participants completed personality inventories in either a warned or unwarned condition. Results indicated that warning statements resulted in lower mean scores for some personality dimensions but did not improve convergent validity for any of these dimensions. Implications of these findings are discussed in relation to employment selection and future research.     

Predicting Supervisor Ratings of Job Performance Using the NEO Personality Inventory

The resurging interest in identifying personality predictors of job performance has led researchers to use the five-factor model of personality as an important conceptual tool. Two recent meta-analyses illustrated the potential predictive power of the model within an employment context. In this study, we evaluated the relations between a well-validated self-report measure of the five-factor model and supervisor ratings of performance. Fifty-two women and 159 men completed the NEO Personality Inventory (Costa & McCrae, 1985) and were independently rated on various performance dimensions by their supervisors. Scores on the Conscientiousness scales correlated with all the performance ratings over this diverse number of occupational groups. Low Neuroticism and high Extraversion scores also predicted high performance. Low straightforwardness (a facet of agreeableness) was associated with ability to accomplish work-related goals and to adapt to changing work conditions. The results support the utility of the five-factor model as a predictor of job performance.     

Associations between Birth Order and Personality Traits: Evidence from Self-Reports and Observer Ratings

Sulloway (1996) proposed that personality traits developed in childhood mediate the association of birth order with scientific radicalism. Birth-order effects on traits within the five-factor model of personality were examined in three studies. Self-reports on brief measures of Neuroticism, Extraversion, and Openness in a national sample (N= 9664) were unrelated to birth order. Self-reports on the 30 facet scales of the Revised NEO Personality Inventory (NEO-PI-R) in an adult sample (N= 612) showed only small effects for Altruism and Tender-Mindedness. Peer ratings (N= 166) supported the hypotheses that laterborn children would be higher in facets of Openness and Agreeableness, but spouse ratings (N= 88) did not replicate those findings. Birth order may have subtle effects on perceived personality, but it is unlikely that this effect mediates associations with scientific radicalism.