Cattell's Theory Of Personality

Personality is the "combination of stable physical and mental characteristics that give individuals his or identity and is influenced by our genetics and surrounding environment (Kreiner & Kinicki, 2013, p. 131). According to Choi, Oh, Colvert ( 2015) in relation to job attitudes, the big five personality dimensions (Extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) is one of the most examined trait taxonomies (as cited by e.g., Judge, Heller, & Mount, 2002; Swider & Zimmerman, 2010; Zimmerman, 2008).

According to Digman (1990), it appears that the five-factor model came about because of the Cattell's system, in which peer ratings of college students was studied, and it was later replicated by Fiske. However, Tupes & Christal reanalyzed Cattell's work, in correlation with Fiske's interpretation. As a result, all agreed, and the five-factor model was derived. Consequently, other theorists, such as Norman continued to study the five-factor model, deriving their own conclusions, however, it seems that Norman constructed the "Big Five."

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As noted by Kichuk & Wiesner (1998), emotionally stable personality traits correlates will with group effectiveness. Finally, openness to experience is beneficial to the group because their traits are attributed to creativity. Individuals with this trait are curious, open-minded, and imaginative, they are out-the-box thinkers. I presume that individuals with this personality trait see the bigger picture, and are open to new ideas. In closing, while it is important to develop teams that have a good balance of the Big-Five Dimensions, managers should keep in mind that no matter what a person's personality trait may be, factors such as culture and how a person is raised has a great impact on how these traits are