This paper does a study a examining the relationships between the “Big Five” personality dimensions and career success. They surveyed a sample of 318 males and 178 females, in a diverse set of occupations. Hierarchical regression analyses were used to examine variance contributed by the five personality traits after controlling for sever career-related variables. The independent variables were the “Big Five” personality dimensions(extraversion, conscientious, neuroticism, agreeable and openness) and another in dependent variable used was occupational type. The dependent variable was career success which was measured by log salary, promotions and career satisfaction. They put career success into two groups, extrinsic and intrinsic. Extrinsic career success was measured in terms of salary and promotions, it refers to rewards that are objectively observable. Intrinsic career success was measured in terms of career satisfaction which is dependent on the individuals goals and expectations. Since these two aspects of careers are so distinct it is important to consider them both when measuring career success. Seibert and Kraimer believed that neuroticism and job performance have a negative relationship, they expected neuroticism to be related negatively with extrinsic career outcomes. The thoughts behind this were that neurotic individuals experience performance reduction at lower activation levels making them less suited for higher level jobs that are more complex and contain more stress. They also believe that neuroticism may have negative relationship with intrinsic career success as well. A positive relationship between conscientiousness and extrinsic career success is expected, as well as a positive relationship between extraver... ... middle of paper ... ...nship of agreeableness and extrinsic career success was not found while a negative relationship between agreeableness and intrinsic career success was found. No support for hypothesis 3c was found, occupation type did not moderate the relationships between extraversion and extrinsic and intrinsic career success. While partial support for hypothesis 4c was found, occupation type moderated the relationships between agreeableness and salary, but not between agreeableness and promotions or between agreeableness and career satisfaction (Siebert and Kraimer, 2001). Works Cited Saucier, G. (1994). Mini-Markers: A brief version of Goldberg’s unipolar Big-Five markers. Journal of Personality Assessment, 63(3), 506-516 Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21. Chicago
Cervone, D., Pervin, L. A. (2008). Personality: Theory and research (10th Ed.). New York: Wiley.
Neuroticism boldly contrasts with the other personality traits in the Five Factor Model for personality (Openness, Agreeableness, Extraversion, Contentiousness, and Neuroticism). An individual being high in any of the other four traits could hardly be considered pathological. For example, high levels of agreeableness, within reason, would probably be considered to be a positive and healthy characteristic. However, the discussion regarding neuroticism certainly takes a darker turn. Gunthert, Cohen, and Armeli (1999) in their study, operationally define neuroticism as a predisposition to experience negative affect (negative emotional systems). Lahey (2009) defines it slightly differently, as the tendency to “respond with negative emotions to threat, frustration, or loss.” More generally, the personality trait is characterized by anxiety, angry hostility, depression, self-consciousness, impulsiveness, and vulnerability (Cervone & Pervin, 2010). Neuroticism has critical implications outside of personality psychology. Some researchers suggest that neuroticism is significantly correlated with both physical and mental health issues more so than any other personality trait variable. This increased risk is not just for a particular group of pathologies; neuroticism has been linked to Axis I and II disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) across the board (Lahey, 2009). In some occupational performance studies, negative affect was negatively related to job performance (Kaplan, Bradley, Luchman, & Haynes, 2009). This may be extrapolated to individuals high in neuroticism, as it the trait is the predisposition for the experience of negative affect. Research on daily stress and coping showed th...
Application of career theories to my own life allows for analyzing past and future career decisions. Holland’s Theory of Careers states that one’s vocation is an expression of self, personality, and way of life. There is an indisputable and fundamental difference in the quality of life one experiences if they choose a career one truly enjoys, versus choosing a career one detests. A true testament to the validity of Holland’s theory, my job/career choices reflect my interests, as well as the evolution of my personality (internal self). My first job as a fine jewelry specialist and second job as a make-up artist echo my love of the fashion world. As I matured and became less fascinated by presumed “glamour” careers, I became captivated by physical fitness, nutrition, and medicine; I received my national fitness trainer certificate so that I may become a personal trainer. Nevertheless, my career decisions do not fit uniformly into merely one career theory.
Recent research indicates that the minimum level of agreeableness in a team, as well as the mean levels of openness to experience and conscientiousness, had a strong effect on overall team performance. It may have a bad effect when Big Five traits are extreme. Emotionally stable and highly conscientious individuals perform worse on the job than those with more moderately high levels of these personality traits. However, viewing more specific occupations shows that different patterns of the Big Five factors are related to high performance (Nelson & Quick
The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities. Self-assessment is also involved with some exercises which able the employees to identify their career future plan, where are they for now and also how their career match with the current situation and resource that available (Noe, 2010). After done with the exercises, career counsellors usually used to assist the employee in their self-assessment process and also provide explanation about their result of psychology tests. Then the employees assess their current skills and abilities and also capabilities they are lacking with some informa...
Job satisfaction is something that many people are never able to obtain. But what is job satisfaction? And how do we know how to find a job that is truly satisfying? Exploring your own personality is the first place you should look. “Understanding your own personality and the personalities of those around you is critical to success.” (Woodward, 2011) Everyone has his or her own personalities. Some people have similar personalities and some have very different personalities. How personalities work together with other personalities may be the key to finding your dream job. The past few weeks I have been learning about personalities and analyzing how managers and employees’ personalities work together in business. Furthermore, I have
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
P.J. (2004). Personality: Theory and Research. USA: Wiley. SMITH. T. W. and WILLIAMS.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
The next task was to read the scientific article: The big five personality traits, general mental ability, and career success across the lifespan and answer what two personality traits are correlated with job satisfaction and to briefly describe those correlations. The two personality traits that most correlate with job satisfaction are conscientiousness and extroversion. Conscientiousness because of the tendency...
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic theories and modern research (5th ed). Boston , MA, USA: Pearson
The Five-Factor Model of Personality is a system used in order to describe an individual’s personality traits. By requiring said individual to answer a series of questions, this test is able to decipher the traits that are most likely evident within their life. The Five-Factor Model of Personality test gives the test subject a series of situational options. Using the subject’s responses, psychologist match the answers to the personality in which best relates. A highly accurate description of ones’ personality can be easily configured by using the Five-Factor Model of Personality by testing either high or low in the following areas; openness to experience, extraversion, conscientiousness, agreeableness, and neuroticism.
2. What personality characteristics are likely required for this career? How does you own personality match/not match?
People with good nature are always welcomed in the organization. Agreeableness is one of the big 5 personality. It’s not the just the word which an individual use in his daily conversation. This reflects the nature, gesture of an individual. Agreeableness is my 2nd highest trait. I believe in working in an environment, where people work together. They think about the company interest prior their self-interest. In a workplace with full of competition, it can refresh to be around people who are easy to get along with. Agreeableness may be seen as a coin which has two face sides. Some people may admire my kind heart intention. But other would think I am the one who always avoids confrontation which can reflect adversely. But I think there would be some people like me in an organization who believe in agreeableness, which avoids arguments, harsh statements and thinks for the group rather than being selfish. I got 74 percentile in extraversion that means I am a socialize person. That doesn’t mean that a person with the quality of introversion are less socialize or they don’t like to
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic Theories and Modern Research (5th ed.). Boston, MA, US: Pearson. Retrieved May 7, 2014