Returning from the Wilderness

1993 ◽  
Vol 2 (3) ◽  
pp. 13-17 ◽  
Author(s):  
Robert G.L. Pryor
Keyword(s):  
Career Development ◽  
Big Five ◽  
Theory And Practice ◽  
Practical Application ◽  
Theoretical Frameworks ◽  
Peer Ratings ◽  
Personality Research ◽  
Gender And Age ◽  
Human Trait ◽  
Trait Ratings

The study of personality has been plagued by a series of major disputes which has led many career development practitioners to conclude that it has little to offer them. However, more recently a striking consensus has emerged about the underlying dimensions of human trait ratings. This consensus has been designated ‘the Big Five’ and comprises Extroversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. An impressive range of data has been marshalled in support of these dimensions including that derived from self ratings, peer ratings, existing questionnaires, research across languages, culture, gender, and age, and reanalysis of other theoretical frameworks. Some limitations of ‘the Big Five’ are outlined along with their practical application to education and work. Some further ways in which these dimensions may be usefully applied to the career development field are also adumbrated. It is concluded that it is now appropriate to incorporate personality research and assessment into both the theory and practice of career development.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

The Influences of the Family of Origin on Career Development

2004 ◽  
Vol 32 (4) ◽  
pp. 493-568 ◽  
Author(s):  
Susan C. Whiston ◽  
Briana K. Keller
Keyword(s):  
Career Development ◽  
Family Of Origin ◽  
Contextual Factors ◽  
Career Decisions ◽  
Positive Influence ◽  
Family Process ◽  
Process Variables ◽  
Gender And Age ◽  
The Family ◽  
Family Process Variables

Based on a developmental contextual perspective advocated by Vondracek, Lerner, and Schulenberg, this article provides a comprehensive review of the research published since 1980related to family of origin influences on career developmentandoccupational choice. Because individuals are most likely to seek assistance with career decisions from family members, it is important that counseling psychologists understand how families can have a positive influence and facilitate career development. Influential family contextual factors are identified within four developmentallevels (i.e., children, adolescents, college students/young adults, and adults). Across the lifespan, both family structure variables (e.g., parents’ occupations) and family process variables (e.g., warmth, support, attachment, autonomy) were found to influence a host of career constructs; however, the process by which families influence career development is complex and is affected by many contextual factors such as race, gender, and age. Based on this comprehensivereview, implicationsfor counselingresearch andpracticeare discussed.

Intersibling Agreement for Goldberg's Big Five Adjective Markers

2000 ◽  
Vol 86 (2) ◽  
pp. 400-406 ◽  
Author(s):  
Richard P. Lanthier
Keyword(s):  
College Students ◽  
Relationship Quality ◽  
Big Five ◽  
Rank Order ◽  
Sibling Relationship ◽  
Peer Ratings ◽  
The Mean

In a sample of 240 college students intersibling agreement was examined for Goldberg's 100 unipolar Big Five adjective markers. Participants showed self-enhancement by rating themselves more favorably on three of the five traits (Agreeableness, Conscientiousness, and Culture/Intellect); however, self-ratings on Neuroticism were higher than siblings' ratings. Correlations among raters were moderate (mean r = .41) and comparable to values obtained in studies using peer ratings. The type of the sibling relationship, based on ratings of relationship quality, moderated the rank-order measures but not the mean agreement.

scholarly journals PERSONALITY AND JOB OUTCOMES: MEDIATION OF ETHICAL IDEOLOGY

2020 ◽  
Vol 8 (3) ◽  
pp. 1206-1219
Author(s):  
Rudsada Kaewsaeng-on ◽  
Tariq Iqbal Khan ◽  
Abdul Zahid Khan
Keyword(s):  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Cultural Context ◽  
Interpersonal Conflict ◽  
Openness To Experience ◽  
Workplace Deviance ◽  
Theory And Practice ◽  
Future Research ◽  
Ethical Ideology ◽  
Job Outcomes

Purpose: This study aims to theorize new conceptual linkages between two popular paradigms of management research personality (Big Five Trait) and ethics (Ethical Ideology). Big Five personality traits and ethical ideology dimensions (idealism and relativism) relationship with job outcomes such as interpersonal conflict, workplace deviance, and Organizational Citizenship Behavior (OCB) were proposed. Methodology: This study adopted a longitudinal field survey design. Data analysis for descriptive, regression, and correlation techniques, was done using SPSS v 17 whereas conduct Confirmatory Factor Analysis (CFA) of study variables was done using AMOS v 16. Main Findings: Results revealed significant association of i) extraversion, conscientiousness, and agreeableness with OCB, ii) Agreeableness and neuroticism with workplace deviance and iii) agreeableness, openness to experience, neuroticism with interpersonal conflict. Moreover, agreeableness was a significant predictor of idealism ethical ideology, neuroticism and openness to experience were significant predictors of relativism ethical ideology. Idealism significantly predicted interpersonal conflict and OCB and relativism significantly predicted workplace deviance and interpersonal conflict. Idealism ethical ideology mediated between extraversion and interpersonal conflict, agreeableness and interpersonal conflict as well as OCB. On the other hand, relativism ethical ideology mediated between openness to experience and interpersonal conflict. Similarly, relativism also mediated between neuroticism and two job outcomes (interpersonal conflict, workplace deviance). Limitations/ Applications: Future research directions and implications for theory and practice are suggested. Novelty/Originality of this study: This study explained the conceptual mechanism that individual outcomes of the Big Five traits are determined through the ethical ideology of the respective personality trait; moreover, this study also added empirical evidence in existing OB literature from a unique cultural context i.e., Pakistan.

scholarly journals The fundamental concepts of cultural anthropology applied in the theory and practice of the anthropological theater

2021 ◽  
pp. 1-10
Author(s):  
Polina Mikhailovna Stepanova
Keyword(s):  
Cultural Anthropology ◽  
Modern Art ◽  
Theory And Practice ◽  
Practical Application ◽  
Social Anthropology ◽  
The Past ◽  
Practical Tool ◽  
Key Terms ◽  
Jerzy Grotowski ◽  
Experimental Stage

This article explores the classical terms and concepts of cultural anthropology, which have found practical application in the performances, paratheatrical experiments and actions of the Polish experimental stage director Jerzy Grotowski (1933–1999) and collectives of the modern anthropological theater that continue the pursuits of Grotowski of the late XX century. The methods and terms of cultural (social) anthropology by A. van Gennep, V. Turner, M. Eliade, B. Malinowski and structural anthropology by C. Levi-Strauss give a better perspective on the specific terminological apparatus of Grotowski, unique practical discoveries of his works, and conceptual basis of theatrical anthropology as one of the paramount phenomena in the development of modern art. This article is first to discuss the problems of the emergence and formation of anthropological methodology as the framework for creating a scientific apparatus for understanding ritual-theatrical forms, as well as practical tool for artistic expression in the theatrical and paratheatrical experiments. Based on the fundamental works of the school of cultural anthropology, the author reveals the key terms of modern anthropological theater. As a result of studying the methods and approaches of cultural anthropology, the author determines the new unique technique of the modern Polish theater ensembles based not on the reconstruction of theatrical forms of the past, but rather reactualization of the mythological structures in the process of creating ritual-theatrical action.

Examining the Relationship Between Personality Traits and Exposure to Workplace Bullying

2019 ◽  
Vol 20 (4) ◽  
pp. 1069-1087
Author(s):  
Arpana Rai ◽  
Upasna A. Agarwal
Keyword(s):  
Personality Traits ◽  
Work Environment ◽  
Big Five ◽  
Workplace Bullying ◽  
Openness To Experience ◽  
Theory And Practice ◽  
Big Five Personality ◽  
Full Time ◽  
The Relationship

Workplace bullying is a common and constantly occurring phenomenon in organizations. Various factors render a workplace conducive to the occurrence of bullying-like features of the work environment and personality traits of the employees. While work environment features are well-established antecedents of workplace bullying, much of the research on personality traits as antecedents of bullying remains inconclusive. Drawing on the victim precipitation theory and the Big Five personality taxonomy, the present study aims to examine the relationship between four personality traits (conscientiousness, agreeableness, extraversion and openness to experience) and exposure to workplace bullying. We have excluded neuroticism, as it is a well-established antecedent of workplace bullying, whereas literature suggests mixed findings on the relationships between the remaining four personality traits and workplace bullying. A total of 835 full-time Indian managers working across different Indian organizations served as the sample for our study. The results suggest that conscientiousness, agreeableness, extraversion and openness to experience negatively correlate with workplace bullying. Implications for theory and practice are also discussed in this article.

Of rhizomes and pointillism: David john farmerʼs influence, method and art in the field

2016 ◽  
Vol 19 (1) ◽  
pp. 30-44
Author(s):  
Richard Huff ◽  
Cynthia Cors ◽  
Jinzhou Song ◽  
Yali Pang
Keyword(s):  
Public Policy ◽  
Public Administration ◽  
Theory And Practice ◽  
Research Approach ◽  
Practical Application ◽  
Vast Array ◽  
The Public

The work of David John Farmer has been recognized as critical to the Public Policy and Administration canon. Its impact has been far-reaching both geographically because of its international application and theoretically because of the vast array of public administration challenges it can help resolve. This paper uses the concepts of rhizomatic thinking and reflexive interpretation to describe Farmerʼs work. And because a critical piece of Farmerʼs work is a bridging of the gap between theory and practice, it formally introduces Farmerʼs research approach as Farmerʼs Method. This article is intended to serve as a useful tool for students, practitioners, and theorists in understanding the vast contributions of David John Farmer and the practical application of his work.

Moving between theory and practice within an Indigenous research paradigm

2018 ◽  
Vol 19 (4) ◽  
pp. 418-436 ◽  
Author(s):  
Michelle Pidgeon
Keyword(s):  
Higher Education ◽  
Indigenous Peoples ◽  
Paradigm Shift ◽  
Research Process ◽  
Theory And Practice ◽  
Indigenous Research ◽  
Research Paradigm ◽  
Research Projects ◽  
Practical Application ◽  
Indigenous Research Methodologies

There has been a paradigm shift amongst Indigenous peoples and researchers about how research with Indigenous peoples is conceived, implemented, and articulated. The result has been referred to as the Indigenous research paradigm (Wilson, 2003) and has taken the shape of Indigenous research methodologies and processes. The purpose of this article is to discuss the tenets of the Indigenous research paradigm in relation to its practical application within two research projects conducted in higher education settings in British Columbia, Canada. In sharing how these principles are lived during the research process, it discusses how each project embodied Indigenous research processes by being respectful, relevant, responsible, and reciprocal.

Mapping Big Five Personality Traits Within and Across Domains of Interpersonal Functioning

Assessment ◽  
2020 ◽  
pp. 107319112091395
Author(s):  
Tianwei V. Du ◽  
Alison E. Yardley ◽  
Katherine M. Thomas
Keyword(s):  
Big Five ◽  
Personality Characteristics ◽  
Interpersonal Behavior ◽  
Interpersonal Functioning ◽  
Interpersonal Circumplex ◽  
Big Five Personality ◽  
Personality Research ◽  
Big Five Traits ◽  
Five Factors ◽  
Structural Summary

The Big Five and the interpersonal circumplex are among the most extensively used structural frameworks in personality research. Of the five factors, extraversion and agreeableness are theorized to carry the most interpersonal context, however, all five factors are likely to have important interpersonal implications. In the present study, we evaluated the associations between domains of interpersonal functioning and the Big Five domains and facets using the bootstrapped structural summary method. Results suggested that all Big Five traits showed prototypical and specific interpersonal profiles, with variability observed across lower order facets and domains of interpersonal functioning. Several Big Five traits and facets not overtly related to interpersonal behavior nonetheless showed specific, prototypical associations to interpersonal profiles. Findings suggest that Big Five traits and facets are saturated with interpersonal content and even personality characteristics that are not explicitly interpersonal may still have specific interpersonal implications.

scholarly journals Diminishing the Gap Between IT Governance Maturity Theory and Practice

2019 ◽  
Vol 10 (1) ◽  
pp. 1-21
Author(s):  
Daniël Smits ◽  
Jos van Hillegersberg
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
It Governance ◽  
Governance Structure ◽  
Theory And Practice ◽  
Maturity Level ◽  
Structured Interviews ◽  
Theoretical Frameworks ◽  
Maturity Models ◽  
Soft Governance

IT governance research suggests the existence of a gap between theoretical frameworks and practice. Although current ITG research is largely focused on hard governance (structure, processes), soft governance (behavior, collaboration) is equally important and might be crucial to close the gap. The goal of this study is to determine what IT governance maturity models are available and if there remains a mismatch. The authors conducted a systematic literature review to create an overview of available IT governance maturity models. The study shows five new IT governance maturity models were introduced. Only one of the new IT governance maturity models covers hard and soft IT governance in detail. This model and corresponding instrument was used to illustrate its usability in practice. The authors demonstrate that combining the instrument with structured interviews results in a usable instrument to determine an organization's current maturity level of hard and soft IT governance.

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