Ego-Strength, Hardiness, Self-Esteem, Self-Efficacy, Optimism, and Maladjustment: Health-Related Personality Constructs and the “Big Five” Model of Personality

Assessment ◽  
1996 ◽  
Vol 3 (2) ◽  
pp. 115-131 ◽  
Author(s):  
Larry C. Bernard ◽  
Steven Hutchison ◽  
Alexander Lavin ◽  
Pamela Pennington
Keyword(s):  
Health Status ◽  
Social Desirability ◽  
Big Five ◽  
Self Efficacy ◽  
Factor Model ◽  
Self Esteem ◽  
Ego Strength ◽  
Self Confidence ◽  
Big Five Model ◽  
And Coping

Six personality measures used in health psychology; the NEO Five-Factor Inventory (NEO-FFI) criterion measures of stress, self-reported health status, and coping; and a measure of social desirability were administered to samples of college students and adult community volunteers ( N = 589) in a series of four confirmatory and exploratory factor analytic studies. The hypothesis that the six independently developed personality measures of ego-strength, hardiness, self-esteem, self-efficacy, optimism, and maladjustment would share common variance and that a hierarchical factor model with a single, higher-order Health Proneness factor loading two lower-order factors—Self-Confidence and Adjustment—would account for the covariance in these measures was tested against single and three-factor models and confirmed. The factor model was examined with respect to general personality as represented in the “Big Five” Model. Adjustment was related negatively to NEO-FFI Neuroticism and positively to NEO-FFI Conscientiousness and Agreeableness, whereas Self-Confidence was related to NEO-FFI Extraversion. None of these relationships is extensive, nor does any one account for more than 40% of the variance. Evidence of the validity of Self-Confidence and Adjustment was found in their moderate relationships to measures of stress, health status, and coping, and in their weak relationships to social desirability and negative affectivity.

Mediating the role of work engagement between personal resources (self-efficacy, the big five model) and nurses’ job performance

2018 ◽  
Vol 11 (3) ◽  
pp. 176-191 ◽  
Author(s):  
Muhammad Awais Bhatti ◽  
Mohammed Alshagawi ◽  
Ariff Syah Juhari
Keyword(s):  
Job Performance ◽  
Big Five ◽  
Work Engagement ◽  
Self Efficacy ◽  
Factor Model ◽  
Personal Resources ◽  
Performance Task ◽  
Content Type ◽  
Big Five Model

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between personal resources (self-efficacy and Big Five model) and job performance (task and contextual) rated by supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos-17 was used to obtain model fit with path significance of work engagement as mediator between personal resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with the two-factor model (vigor and dedication) mediates the relationship between personal resources (self-efficacy and Big five model) and with multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Originality/value Past researches have never tested the two-factor model of work engagement (vigor and dedication) as mediating variable between personal resources (self-efficacy and big five model) and job performance rated by the supervisor.

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.

scholarly journals Using the occupational personality questionnaire (OPQ) for measuring broad traits

2004 ◽  
Vol 30 (4) ◽  
Author(s):  
Deléne Visser ◽  
J. M. Du Toit
Keyword(s):  
Big Five ◽  
Factor Model ◽  
Interpersonal Relationship ◽  
Job Applicants ◽  
Western Society ◽  
Personality Questionnaire ◽  
Concept Model ◽  
Big Five Model ◽  
Five Factors ◽  
African Context

The widespread acceptance of the Big Five model implies that personality consists of relatively independent dimensions that form a taxonomy whereby individual differences may be explained. The purpose of this study was to investigate whether the subscales of an established personality inventory that measures narrow traits of personality, the Occupational Personality Questionnaire (OPQ), could be reduced meaningfully to fit a broad factor model within a South African context. The OPQ 5.2 concept model was administered to 453 job applicants in the telecommunications sector. An exploratory factor analysis yielded a six-factor structure that included five factors corresponding to the Big Five model of personality. The sixth factor, labeled Interpersonal Relationship Harmony, resembled the description of the Chinese tradition factor, extracted in a non-Western society. Opsomming Die wye aanvaarding van die Groot-Vyfmodel impliseer dat persoonlikheid uit relatief onafhanklike dimensies bestaan wat ’n taksonomie vorm waarmee individuele verskille verklaar kan word. Die doel van die ondersoek was om vas te stel of die subskale van ’n gevestigde persoonlikheidsvraelys wat gedetailleerde persoonlikheidstrekke meet, die Occupational Personality Questionnaire (OPQ), op sinvolle wyse gereduseer kon word tot ’n breë faktormodel in ’n Suid-Afrikaanse konteks. Die OPQ 5.2 konsepmodel is toegepas op 453 werkapplikante in die telekommunikasiesektor. ’n Ondersoekende faktorontleding het ’n sesfaktorstruktuur gelewer, insluitende vyf faktore wat met die Groot Vyf persoonlikheidsmodel ooreenstem. Die sesde faktor wat as Interpersoonlike Verhoudingsharmonie benoem is, toon ooreenstemming met die Chinese tradisiefaktor wat in ’n nie-Westerse samelewing onttrek is.

scholarly journals Big Five Personality Detection Using Deep Convolutional Neural Networks

2021 ◽  
Author(s):  
Waiel Tinwala ◽  
Shristi Rauniyar
Keyword(s):  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Ocean Model ◽  
Big Five Personality ◽  
Unconscious Bias ◽  
Deep Convolutional Neural Networks ◽  
Convolutional Network ◽  
Critical Feature ◽  
Big Five Model

Personality is the most critical feature that tells us about an individual. It is the collection of the individual’s thoughts, opinions, emotions and more. Personality detection is an emerging field in research and Deep Learning models have only recently started being developed. There is a need for a larger dataset that is unbiased as the current dataset that is used is in the form of questionnaires that the individuals themselves answer, hence increasing the chance of unconscious bias. We have used the famous stream-of-consciousness essays collated by James Pennbaker and Laura King. We have used the Big Five Model often known as the five-factor model or OCEAN model. Document-level feature extraction has been performed using Google’s word2vec embeddings and Mairesse features. The processed data has been fed into a deep convolutional network and a binary classifier has been used to classify the presence or absence of the personality trait. Hold- out method has been used to evaluate the model, and the F1 score has been used as the performance metric.

scholarly journals A Randomized Control Study on the Effectiveness of Holistic Health Practice Program on a Group of Baccalaureate Nursing Students

2020 ◽  
Vol 14 (1) ◽  
pp. 56-63
Author(s):  
Wai Fun. WONG ◽  
Andrew Leung. LUK
Keyword(s):  
Health Status ◽  
Nursing Students ◽  
Self Efficacy ◽  
Self Esteem ◽  
Holistic Health ◽  
Healthcare Team ◽  
Health Practice ◽  
Randomized Control Study ◽  
Randomized Control ◽  
Control Study

Background: From adolescents transitioning into professional healthcare team members, nursing students need to face different kinds of challenges during their journey of nursing study. Are nursing students ready and prepared to take care of themselves before taking care of others? Aim: Few studies were found on the holistic health of nurses in Macao. This study aims to explore the health status of a group of first-year undergraduate nursing students and to investigate whether a holistic health practice program can enhance their holistic health, self-esteem, and self-efficacy after they participate in the program. Methods: A randomized control study was used. Students in both the experimental and control groups filled in an online pre-test questionnaire, which consisted of some demographic information and the following measurement tools including, the Health Promotion Lifestyle Profile-II (HPLP-II), the Self-Esteem Scale (ESTEEM), and the General Self-Efficacy Scale (GSES). The experimental participants had to undergo an additional 6-sessions program on holistic health practice. After the intervention, all participants in both groups were invited to complete an online post-test questionnaire, which was the same as the one used in pre-study. Results: Results showed that participants’ physical activity was the lowest score in 6 domains, followed by their health responsibility. On the other hand, their spiritual growth scored the highest. The study found that participants who had attended the holistic health practice program had significantly enhanced their holistic health, self-esteem, and self-efficacy. Conclusion: This study provided some ground data of the holistic health status of nursing students in Macao. It also demonstrated that the Holistic Health Practice Program is effective in promoting holistic health, self-esteem, and self-efficacy among junior nursing students.

The Five-Factor Model of Personality and Generalized Self Efficacy

2021 ◽  
pp. 1-11
Author(s):  
Urszula Barańczuk
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Self Efficacy ◽  
Factor Model ◽  
Current Knowledge ◽  
Five Factor Model ◽  
Meta Analysis ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
The Relationship

Abstract. The aim of the study was to evaluate the relation between the Big Five personality traits and generalized self-efficacy. Data for the meta-analysis were collected from 53 studies, which included 60 independent samples, 188 effect sizes, and 28,704 participants. Lower neuroticism and higher extraversion, openness to experience, agreeableness, and conscientiousness were associated with greater generalized self-efficacy. Personality traits and generalized self-efficacy measurements, as well as age, moderated the relationship between the Big Five personality traits and generalized self-efficacy. The study extends current knowledge on the associations between personality traits and generalized self-efficacy.

Higher-Order Factors of the Big Five Model of Personality: A Reanalysis of Digman (1997)

2005 ◽  
Vol 96 (1) ◽  
pp. 167-177 ◽  
Author(s):  
Christopher Mutch
Keyword(s):  
Big Five ◽  
Factor Model ◽  
Higher Order ◽  
Big Five Personality ◽  
Data Sets ◽  
Fit Indices ◽  
Correlation Matrices ◽  
Big Five Model ◽  
Model Fit Indices ◽  
Almost All

Based on the results from factor analyses conducted on 14 different data sets, Digman proposed a model of two higher-order factors, or metatraits, that subsumed the Big Five personality traits. In the current article, problems in Digman's analyses were explicated, and more appropriate analyses were then conducted using the same 14 correlation matrices from Digman's study. The resultant two-factor model produced improper solutions, poor model fit indices, or both, in almost all of the 14 data sets and thus raised serious doubts about the veracity of Digman's proposed model.

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