Personality Flashcards
What are criticisms of broad Big 5 personality structures?
That they’re:
1) method bound (results rely on factor analysis, not person centered)
2) not comprehensive - missing important constructs
3) do not reflect relationships between factors very accurately (many facets load on multiple factors)
4) do not reflect or inspire enough research attention to personality facets that underlie broad factors
5) limit understanding of clusters of facets (personality trait compounds) that may be relevant for certain jobs
6) limit development of synth validity applications…
(Hough et al 2015)
What’s the difference between the Big 5 and Five Factor Model?
The terms Five-Factor Model and Big Five are often used interchangeably, although in the narrow sense, the former refers to a stricter version of the model with 30 definite lower level facets (Costa and McCrae, 1992), whereas the latter encompasses a broader array of models with different lower level components.
Big 5 was first. The factors were Tupes et al. They were surgency, agreeableness, dependability, emotional stability, and culture. Project A tested validities.
The FFM has five traits and 6 facets under each.
What are facets?
Latent variables that are more narrowly defined than, for example, Big Five broad factors. They often have higher criterion-related validities than their parent factors.
What are the factors of the FFM
emotional stability/neuroticism extraversion agreeableness conscientiousness openness to experience
What are the factors of the HEXACO?
Very similar to 5 factor but has 6th - Honesty/Humility; and emotionality is slightly diff from emotional stability.
However it adds more within subfacets, like self monitoring, narcissism, psychopathy, altruism, modesty, fairness.
Honesty/humility Emotionality Xtraversion Agreeableness conscientiousness openness to experience
Hough et al., 2015
What would HEXACO predict?
Hough et al 2015 say they think Honesty component would predict CWBs/
What’s the strength of the circumplex model of personality and what does it solve for?
An issue in personality research is that personality variables (items) correlate with each other, so facets within Big 5 and HEXACO tend to correlate with more than one factor to which it is supposed to belong. A circumplex model gets around that because it’s a circle where constructs are grouped in terms of how strong correlations are.
Hough et al 2015
What is synthetic validity?
A more flexible version of meta-analysis that can enable a greater understanding of the conditions under which personality traits provide predictive value. Collect data, test against criterion, tailor new models and predictor equations.
What impact does personality have on organizational commitment?
Agreeableness is most strongly related to affective (wanting to stay) and normative (should stay) commitment. In terms of continuance (needing to stay/lack of other options), the higher people are in extraversion, emotional stability and openness to experience, the lower they are on continuance commitment (Choi et al., 2015)
How does personality impact one’s tendency to enact surface vs deep acting in emotional labor?
Yagil et al (2017) found that the need to belong was positively related to use of surface acting, and that surface acting mediated the relationship between fear of isolation and emotional exhaustion. This suggests that service employees with a strong need to belong have a heightened sense of burnout bc of their inclination to engage in emotional labor/surface acting.
How does personality impact one’s ability to deal with job insecurity?
Shoss et al (2018) found that psychological resilience (trait) weakened the relationships between job insecurity and emotional exhaustion, cynicism, and psychological contract breach. And CWBs. Thus resilience can buffer effects during times of job insecurity.
How does personality impact one’s ability to deal with job insecurity?
Shoss et al (2018) found that psychological resilience (trait) weakened the relationships between job insecurity and emotional exhaustion, cynicism, and psychological contract breach. And CWBs. Thus resilience can buffer effects during times of job insecurity.
Frieder et al 2018
This was an empirical study that found that certain personality traits (conscientiousness and openness to experience) impacted job performance, which was mediated by perceived meaningfulness at work.
Transformational leadership moderated that effect such that the lower the TL, the more positive the effect.
Becker and Cropanzano, 2010
This is a review paper on neuroscience and it’s applications to organizational studies.
What are three ways neuroscience can contribute to organizational studies?
1) combating procrastination,
2) climate and sub-climates,
3) the lack of correspondence between attitudinal and behavioral change.
(Becker and Cropanzano, 2011)
