The Incremental Validity of Honesty–Humility Over Cognitive Ability and the Big Five Personality Traits

2014 ◽  
Vol 27 (3) ◽  
pp. 206-224 ◽  
Author(s):  
In-Sue Oh ◽  
Huy Le ◽  
Daniel S. Whitman ◽  
Kwanghyun Kim ◽  
Tae-Yong Yoo ◽  
...  
Keyword(s):  
Personality Traits ◽  
Cognitive Ability ◽  
Big Five ◽  
Big Five Personality Traits ◽  
Incremental Validity ◽  
Big Five Personality

Personality Disorders and Intelligence

2006 ◽  
Vol 27 (1) ◽  
pp. 42-46 ◽  
Author(s):  
Adrian Furnham
Keyword(s):  
Personality Traits ◽  
Personality Disorders ◽  
Big Five ◽  
Test Scores ◽  
Big Five Personality Traits ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Big Five Personality ◽  
Working Adults ◽  
Intelligence Test Scores

Over 500 working adults completed two intelligence tests: the GMA (Graduate Management Assessment) and the WG (Watson-Glaser), a measure of the Big-Five personality traits (NEO-FFM), and a personality disorders measure (Hogan Development Survey). Regressing first the Big-Five personality traits, then the personality disorders, onto the two different measures of intelligence suggested evidence for the incremental validity of personality disorders, which in both studies accounted for an additional 5% of the variance. Results were slightly different in the two analyses though clearly obsessive-compulsiveness is negatively correlated with intelligence test scores.

scholarly journals Equity Sensitivity and Organizational Outcomes: Incremental Validity over Big Five Personality Traits

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Sergiu Condrea ◽  
Bogdan Oprea ◽  
Amalia Miulescu
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Personnel Selection ◽  
Big Five Personality Traits ◽  
Incremental Validity ◽  
Equity Sensitivity ◽  
Counterproductive Work Behaviors ◽  
Work Outcomes ◽  
Big Five Personality ◽  
Work Behaviors

One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.

Emotional intelligence, management of subordinate’s emotions, and leadership effectiveness

2018 ◽  
Vol 39 (5) ◽  
pp. 592-607 ◽  
Author(s):  
Peter Edelman ◽  
Daan van Knippenberg
Keyword(s):  
Emotional Intelligence ◽  
Personality Traits ◽  
Cognitive Ability ◽  
Big Five ◽  
Leadership Effectiveness ◽  
Big Five Personality Traits ◽  
Assessment Center ◽  
Big Five Personality ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to address two of the major questions in the relationship between emotional intelligence (EI) and leadership effectiveness: does EI conceptualized and assessed as an ability influence leadership effectiveness when controlling for cognitive intelligence and Big Five personality traits? And, what are mediating processes in this relationship? Design/methodology/approach Ability test data for EI for 84 leaders in an assessment center were used to predict unobtrusive observations of leader responses to subordinate’s emotions in a role play, and expert ratings of leadership effectiveness, controlling for cognitive ability and Big Five personality traits. Findings EI predicted the appropriateness of leader responses to subordinate’s emotions, and these responses mediated the relationships of EI and leadership effectiveness, controlling for cognitive ability and Big Five personality traits. Research limitations/implications The assessment center context represents a relatively artificial environment and follow-up research in field settings would be particularly valuable. Practical implications EI can be assessed as a selection tool for leadership positions. Leadership development programs can also focus on developing the skills associated with EI. Originality/value The study provides stronger evidence for the relationship between EI and leadership effectiveness than previous research, bolstering the confidence in conclusions regarding this relationship. The study also contributes to the development of process models of the influence of EI on leadership effectiveness by providing evidence regarding mediation.

Intelligence and Personality

2020 ◽  
Vol 41 (3) ◽  
pp. 124-132
Author(s):  
Marc-André Bédard ◽  
Yann Le Corff
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Real Life ◽  
Big Five Personality Traits ◽  
Original Study ◽  
Life Assessment ◽  
Big Five Personality ◽  
Verbal Intelligence ◽  
Nonverbal Intelligence ◽  
French Canadian

Abstract. This replication and extension of DeYoung, Quilty, Peterson, and Gray’s (2014) study aimed to assess the unique variance of each of the 10 aspects of the Big Five personality traits ( DeYoung, Quilty, & Peterson, 2007 ) associated with intelligence and its dimensions. Personality aspects and intelligence were assessed in a sample of French-Canadian adults from real-life assessment settings ( n = 213). Results showed that the Intellect aspect was independently associated with g, verbal, and nonverbal intelligence while its counterpart Openness was independently related to verbal intelligence only, thus replicating the results of the original study. Independent associations were also found between Withdrawal, Industriousness and Assertiveness aspects and verbal intelligence, as well as between Withdrawal and Politeness aspects and nonverbal intelligence. Possible explanations for these associations are discussed.

Personality of Clown Doctors

2016 ◽  
Vol 37 (1) ◽  
pp. 49-55 ◽  
Author(s):  
Alberto Dionigi
Keyword(s):  
General Population ◽  
Personality Traits ◽  
Big Five ◽  
Normal Population ◽  
Big Five Personality Traits ◽  
Published Data ◽  
Big Five Personality

Abstract. In recent years, both professional and volunteer clowns have become familiar in health settings. The clown represents a peculiar humorist’s character, strictly associated with the performer’s own personality. In this study, the Big Five personality traits (BFI) of 155 Italian clown doctors (130 volunteers and 25 professionals) were compared to published data for the normal population. This study highlighted specific differences between clown doctors and the general population: Clown doctors showed higher agreeableness, conscientiousness, openness, and extraversion, as well as lower neuroticism compared to other people. Moreover, specific differences emerged comparing volunteers and professionals: Professional clowns showed significantly lower in agreeableness compared to their unpaid colleagues. The results are also discussed with reference to previous studies conducted on groups of humorists. Clowns’ personalities showed some peculiarities that can help to explain the facility for their performances in the health setting and that are different than those of other groups of humorists.

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