Merging Structural and Process-related Approaches to the Study of Agreeableness: A Preregistered Replication and Extension Attempt

2020 ◽  
Author(s):  
Colin Vize ◽  
Donald Lynam
Keyword(s):  
Hierarchical Models ◽  
Factor Model ◽  
Five Factor Model ◽  
Process Models ◽  
Antisocial Behaviors ◽  
Substantial Evidence ◽  
Personality Research ◽  
Emotional Processes ◽  
Future Work ◽  
Insight Into

Agreeableness is one of the major domains included within prominent hierarchical models of personality like the Five-factor Model (FFM). (Low) agreeableness is the strongest correlate of a variety of antisocial behaviors relative to the other FFM domains. Though there is substantial evidence that (low) agreeableness is arguably the most important personality correlate of various antisocial behaviors, this evidence is descriptive and provides little information on the direction or processes underlying the relation. Process-related research has started to provide more insight into how agreeableness-related traits give rise to various antisocial and prosocial behaviors. The proposed study looked to first replicate previous research on some of the potential cognitive/emotional processes related to agreeableness, and then conduct exploratory analyses to identify which, if any, of the empirically identified facets of agreeableness bear specific relations to the processes under study. Overall, we were unable to replicate the primary effects of interest in regard to processes of agreeableness and found little support for our preregistered confirmatory and exploratory hypotheses despite having high power to detect these effects. Nonetheless, process-models of personality remain at the vanguard of personality research and we discuss how the current results can inform future work in this area.

Merging Structural and Process–Related Approaches to the Study of Agreeableness: A Preregistered Replication and Extension Attempt

2020 ◽  
Vol 34 (2) ◽  
pp. 139-163
Author(s):  
Colin E. Vize ◽  
Donald R. Lynam
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Process Models ◽  
Substantial Evidence ◽  
Personality Psychology ◽  
Personality Research ◽  
Emotional Processes ◽  
Prosocial Behaviours ◽  
Future Work ◽  
Insight Into

Agreeableness is one of the major domains included within prominent hierarchical models of personality like the five–factor model. (Low) agreeableness is the strongest correlate of a variety of antisocial behaviours relative to the other five–factor model domains. Although there is substantial evidence that (low) agreeableness is arguably the most important personality correlate of various antisocial behaviours, this evidence is descriptive and provides little information on the direction or processes underlying the relation. Process–related research has started to provide more insight into how agreeableness–related traits give rise to various antisocial and prosocial behaviours. The proposed study looked to first replicate previous research on some of the potential cognitive–emotional processes related to agreeableness and then conduct exploratory analyses to identify which, if any, of the empirically identified facets of agreeableness bear specific relations to the processes under study. Overall, we were unable to replicate the primary effects of interest in regard to processes of agreeableness and found little support for our preregistered confirmatory and exploratory hypotheses despite having high power (≥.94) to detect these effects. Nonetheless, process models of personality remain at the vanguard of personality research, and we discuss how the current results can inform future work in this area. © 2020 European Association of Personality Psychology

Development of a Measure of Calculative Mindset (CM): Establishing a Nomological Net and Predictive Utility of the CM Measure

2021 ◽  
pp. 003329412110102
Author(s):  
Joongseo Kim ◽  
I. M. Jawahar ◽  
Brigitte Steinheider ◽  
Thomas Stone ◽  
Brandon Ferrell
Keyword(s):  
Organizational Citizenship ◽  
Factor Model ◽  
Five Factor Model ◽  
Experimental Studies ◽  
Field Research ◽  
Performance Outcomes ◽  
Work Behavior ◽  
Hierarchical Regression ◽  
Organizational Contexts ◽  
Personality Research

A calculative mindset (CM) describes the tendency to analyze and convert qualitative social values into numeric or monetary metrics and is a predisposition that shapes behaviors and actions of the employee. CM has been manipulated in experimental studies, but it has not been investigated in field research due to the absence of a scale to measure CM. In study 1, we followed Hinkin’s scale development protocol to conceptualize, develop, and validate a measure of CM to facilirate research in organizational contexts. In Study 2, we examined the relationship between CM and measures of performance, counterproductive work behavior (CWB), organizational citizenship behaviors (OCB), and in role-performance (IRP). Results from hierarchical regression analyses indicate that CM is related to these performance outcomes and explains incremental variance over established measures of the Five-Factor Model of personality. Implications for personality research, selection of human resources, and facilitation of an ethical workplace are discussed.

Are we looking for parsimony, or what?

1994 ◽  
Vol 8 (4) ◽  
pp. 335-339 ◽  
Author(s):  
Willem K. B. Hofstee
Keyword(s):  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Item Selection ◽  
Factor V ◽  
Special Issue ◽  
Tentative Interpretation ◽  
Joint Study ◽  
Item Pools ◽  
Insight Into

In a comment on the special issue of the European Journal of Personality on Factor V from the Five‐Factor Model, I argue that attempts to arrive at a definitive interpretation are premature in view of the limitations of the item pools that have been used, arbitrariness in choosing criteria for item selection, and limitations of sample sizes. At present, the best tentative interpretation of V is Creativity/Imagination. However, the relation of this concept to the domain of measured intelligence should be reconsidered. The joint study of temperament (Factors I and IV), character (II and HI), and intelligence factors should provide insight into the fascinating blends that arise between these dimensions. Such blends are captured by the Abridged Big‐Five Dimensional Circumplex approach to personality structure in a parsimonious manner.

From types to typological thinking: a reply to Asendorpf

2006 ◽  
Vol 20 (1) ◽  
pp. 49-51 ◽  
Author(s):  
Robert R. McCrae ◽  
Antonio Terracciano ◽  
Paul T. Costa ◽  
Daniel J. Ozer
Keyword(s):  
Individual Differences ◽  
Factor Model ◽  
Five Factor Model ◽  
Factor Analyses ◽  
Model Based ◽  
Personality Research ◽  
Typological Thinking ◽  
Q Sort

We continue to disagree with Asendorpf (2006) on the best way to analyse Q‐sort data and on our priorities for personality research. We believe on statistical grounds that the large first factor found in inverse factor analyses of raw CAQ items tells us much about response norms, but little or nothing about individual differences. These emerge more clearly in analyses of standardised items, which show the familiar dimensions of the Five‐Factor Model. Based on our research on types and the mixed results reported by other researchers, we do not believe that replicable empirical types are likely to be found, and suggest that a more profitable line of research would focus on the heuristics of types and the configural interpretation of traits. Published in 2006 by John Wiley & Sons, Ltd.

scholarly journals Personality of internal auditors; an exploratory study in The Netherlands

2020 ◽  
Vol 94 (3/4) ◽  
pp. 113-125
Author(s):  
Bob van Kuijck ◽  
Violaine Paresi
Keyword(s):  
Literature Review ◽  
The Netherlands ◽  
Personality Traits ◽  
Exploratory Study ◽  
Factor Model ◽  
Five Factor Model ◽  
Internal Auditors ◽  
Five Factors ◽  
Significant Difference ◽  
Insight Into

Many studies have been performed on the interpretation of a person’s personality along the Five-factor model that includes the following traits: openness to experience, emotional stability, conscientiousness, extraversion and agreeableness. However, very little research has been done specifically on the personality of internal auditors. This study tries to establish insight into the personality of internal auditors by comparing them with other professionals. Based on a literature review and discussion, it is hypothesized whether or not the personality traits of internal auditors differ from those of other professionals. The hypotheses on each of the five factors have been tested for internal auditors and other professionals in The Netherlands. Results show that, for four personality traits, the internal auditor’s personality is significantly different from other professionals; only the trait agreeableness shows no significant difference. Limitations of the study lie in its exploratory nature.

Personality Neuroscience and the Five Factor Model

2016 ◽  
Author(s):  
Timothy A. Allen ◽  
Colin G. DeYoung
Keyword(s):  
Best Practices ◽  
Personality Traits ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Personality Psychology ◽  
Personality Research ◽  
Neuroscience Research ◽  
Behavior Motivation ◽  
Psychological Functions

Personality psychology seeks both to understand how individuals differ from one another in behavior, motivation, emotion, and cognition and to explain the causes of those differences. The goal of personality neuroscience is to identify the underlying sources of personality traits in neurobiological systems. This chapter reviews neuroscience research on the traits of the Five Factor Model (the Big Five: Extraversion, Neuroticism, Openness/Intellect, Conscientiousness, and Agreeableness). The review emphasizes the importance of theoretically informed neuroscience by framing results in light of a theory of the psychological functions underlying each of the Big Five. The chapter additionally reviews the various neuroscientific methods available for personality research and highlights pitfalls and best practices in personality neuroscience.

Understanding Team Personality Evolution in Student Engineering Design Teams Using the Five Factor Model

2018 ◽  
Author(s):  
Hallie Stidham ◽  
Michelle Flynn ◽  
Joshua D. Summers ◽  
Marissa Shuffler
Keyword(s):  
Engineering Design ◽  
Factor Model ◽  
Five Factor Model ◽  
The Self ◽  
Design Teams ◽  
Personality Profiles ◽  
Capstone Course ◽  
Peer Evaluations ◽  
Future Work ◽  
Over Time

This research explores the role of personalities in engineering design teams in a capstone course using the Five Factor Model of Personality. Specifically, the self and peer assessed personality profiles are across a semester project. After four iterations, the expectation was that peers would be better able to identify their teammates personality traits. Results show that the peer evaluations do change over time. For the factors of Openness, Conscientiousness, and Agreeableness, the agreement between self and peer evaluations increased from Iteration 2 to Iteration 4. The Extraversion factor agreement increased, but not to the point where the peer and self-evaluations did not have statistically significant differences. The agreement between the self and peer evaluations for Neuroticism decreased over time. Extended results, limitations, and future work are also discussed.

Animal Personality

2016 ◽  
Author(s):  
Alexander Weiss ◽  
Marieke Gartner
Keyword(s):  
Social Relationships ◽  
Factor Model ◽  
Five Factor Model ◽  
Animal Personality ◽  
Well Being ◽  
Life History Strategies ◽  
Life Outcomes ◽  
Personality Research ◽  
Working Together ◽  
Personality Facets

Animal personality has been studied for decades, and a recent renaissance in the field has revealed links to health and life outcomes that echo those found in humans. Some of this research is tied to the Five Factor Model—the predominant model of human personality—which informs animal personality research as well, and allows for comparative work that points to evolutionary pathways that delineate phylogenetic continuity. From personality facets and traits to factors, this work has implications for human and nonhuman animal genetics, life history strategies, survival, and well-being, as well as development and social relationships. Working together, scientists from a variety of fields who study personality can hope to puzzle out causality, use personality as a tool for health, and simply define personality, across species, and therefore evolutionary time.

Trauma Surgeon Personality and Job Satisfaction: Results from a National Survey

2010 ◽  
Vol 76 (4) ◽  
pp. 422-427 ◽  
Author(s):  
Kelli H. Foulkrod ◽  
Craig Field ◽  
Carlos V.R. Brown
Keyword(s):  
Job Satisfaction ◽  
Factor Model ◽  
Five Factor Model ◽  
Emotional Stability ◽  
Personality Factors ◽  
Surgical Resident ◽  
Personality Variables ◽  
Empirically Supported ◽  
Personality Research ◽  
Trauma Surgeons

Personality is correlated with job satisfaction, whereas job satisfaction is linked to performance. This study examines personality of practicing trauma surgeons in relation to their job satisfaction. The dominant theory in personality research is the five-factor model, which includes: extraversion, agreeableness, conscientiousness, emotional stability, and openness. The sample was identified from American Association for Surgery of Trauma, Eastern Association for Surgery of Trauma, and Western Trauma Association membership. A web-based survey of demographics and empirically supported measures was created. Four hundred and twelve trauma surgeons (49 ± 14-years-old, 85% male) completed the survey. When comparing satisfied to unsatisfied trauma surgeons on personality variables, extraversion (5.0 ± 1.6 vs 4.4 ± 1.6, P = 0.014) and emotional stability (5.8 ± 1.1 vs 5.4 ± 1.2, P = 0.007) were significantly higher in satisfied surgeons. Moderate correlations were found for job satisfaction with emotional stability (r = 0.20, P < 0.01) and extraversion (r = 0.20, P < 0.01). Logistic regression of personality variables highlighted the significance of emotional stability and extraversion in prediction of job satisfaction. Extraversion and emotional stability are the most significant personality factors to job satisfaction of trauma surgeons. These findings may have important implications for surgical resident recruitment, job performance, and retention.

Sign in / Sign up

Export Citation Format

Share Document