College Student Samples Are Not Always Equivalent: The Magnitude of Personality Differences across Colleges and Universities

2016 ◽  
Author(s):  
Katherine S. Corker ◽  
Brent Donnellan ◽  
Su Yeong Kim ◽  
Seth J. Schwartz ◽  
Byron Zamboanga
Keyword(s):  
Big Five ◽  
Psychological Research ◽  
Colleges And Universities ◽  
Group Differences ◽  
Big Five Personality ◽  
Post Secondary ◽  
Individual Level ◽  
Personality Differences ◽  
Cultural Research ◽  
Level Information

Objective: This research examined the magnitude of personality differences across different colleges and universities to understand (1) how much students at different colleges vary from one another and (2) whether there are site level variables that can explain observed differences.Method: Nearly 8,600 students at 30 colleges and universities completed a Big Five personality trait measure. Site level information was obtained from the Integrated Post-Secondary Education System database (U.S.Department of Education).Results: Multi-level models revealed that each of the Big Five traits showed significant between-site variability, even after accounting for individual level demographic differences. Some site-level variables (e.g., enrollment size, requiring letters of recommendation) explained between-site differences in traits, but many tests were not statisticallysignificant.Conclusions: Student samples at different universities differed in terms of average levels of Big Five personality domains. This raises the possibility that personality differences may explain differences in research results obtained when studying students at different colleges and universities. Furthermore, results suggest that research that compares findings for only a few sites (e.g., much cross cultural research) runs the risk of overgeneralizing differences between specific samples to broader group differences. These results underscore the value of multisite collaborative research efforts to enhance psychological research.

The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

Nonverbal assessment of the Big Five personality factors

2001 ◽  
Vol 15 (1) ◽  
pp. 3-18 ◽  
Author(s):  
Sampo V. Paunonen ◽  
Michael C. Ashton ◽  
Douglas N. Jackson
Keyword(s):  
Psychometric Properties ◽  
Big Five ◽  
Discriminant Validity ◽  
Five Factor Model ◽  
Cross Cultural ◽  
Personality Factors ◽  
Big Five Personality ◽  
Personality Questionnaire ◽  
Cultural Research ◽  
Cross Cultural Research

The Nonverbal Personality Questionnaire (NPQ) is an experimental, structured, nonverbal measure of 16 personality traits. Its items lack verbal content and, therefore, the inventory is useful for cross‐cultural research. Our goal is this research was to select a subset of the NPQ items to form a new nonverbal questionnaire based on the Five‐Factor Model of personality. We describe the construction of the Five‐Factor Nonverbal Personality Questionnaire (FF‐NPQ), and present data on its psychometric properties. These data include scale internal consistencies, intercorrelations, convergences with verbal measures of the Big Five factors, discriminant validity correlations, correlations with peer ratings, and ability to predict socially important behaviour criteria such as smoking and alcohol consumption. In a second study, we report on the psychometric properties of the FF‐NPQ in an independent sample of respondents from seven different countries. The utility of the new nonverbal inventory for cross‐cultural research is discussed. Copyright © 2001 John Wiley & Sons, Ltd.

The Practical Effects of Measurement Invariance: Gender Invariance in Two Big Five Personality Measures

Assessment ◽  
2019 ◽  
Vol 27 (4) ◽  
pp. 657-674 ◽  
Author(s):  
Jisoo Ock ◽  
Samuel T. McAbee ◽  
Evan Mulfinger ◽  
Frederick L. Oswald
Keyword(s):  
Measurement Invariance ◽  
Big Five ◽  
Structural Equation ◽  
Practical Significance ◽  
Equation Modeling ◽  
Group Differences ◽  
Big Five Personality ◽  
Personality Measures ◽  
Gender Invariance ◽  
Gender Based

The essence of measurement invariance (MI) analysis is to test the assumption that observed scores on a scale accurately reflect respondents’ standings on a measured construct. Based on exploratory structural equation modeling, the current study examines gender-based MI in two Big Five measures of personality: the Mini-IPIP, and the Big Five Inventory (BFI) facet scales. We report results for MI based on both model fit indices and a practical significance index that quantifies the extent of noninvariance (i.e., dMACS). From the latter, we partition the observed group mean differences in scale scores into construct-irrelevant group differences versus construct-relevant group differences. In measures of Agreeableness, Conscientiousness, Extraversion, and Neuroticism across instruments, results supported metric invariance but not scalar invariance. That said, findings of statistical noninvariance were generally small in terms of practical effects, although some notable variability in the effects was evident. Overall, the current results provide evidence regarding gender-based MI of Big Five personality measures that are more detailed than that provided in past work. More generally, this study also provides useful guidance for future researchers investigating both the statistical and practical significance of measurement invariance.

A gender study of personality and humor in comedians

2015 ◽  
Vol 28 (3) ◽  
Author(s):  
Andrew J. Schwehm ◽  
Wilson McDermut ◽  
Katherine Thorpe
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Humor Styles ◽  
Male And Female ◽  
Personality Differences ◽  
Stand Up Comedy ◽  
Gender Study ◽  
And Gender

AbstractAlthough individual differences in personality traits and humor between comedians and non-comedians have received increased attention, conclusions are limited to males as prior samples include few female comedians. This is the first quantitative study of personality traits and humor with more female (n=36) than male (n=33) comedians. This study compared comedians to a diverse non-comedian sample of undergraduates (n=89). A logistic regression using personality, humor styles, and gender as predictors correctly identified 83% of participants as either comedians or non-comedians. As hypothesized, personality and humor styles, but not gender, were significant predictors of comedian status. Male and female comedians were similar on Big Five Personality traits except for neuroticism, on which female comedians scored significantly higher than their male counterparts. Comedians scored significantly higher than non-comedians on extraversion and openness, while non-comedians just failed to be significant in scoring higher than comedians on agreeableness. In addition, as measured by the Humor Styles Questionnaire, male and female comedians scored similarly on all four humor styles (affiliative, self-enhancing, aggressive, self-defeating) and scored higher than non-comedians on the humor styles. Overall, these findings suggest personality differences and humor styles are two traits responsible for individuals pursuing stand-up comedy.

The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

scholarly journals Managing multi-generation employees at work: understanding inter-generational employee differences with big-five models and their effects on job stress

2019 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Diaz Haryokusumo ◽  
Bambang Setia Wibowo
Keyword(s):  
Multiple Regression ◽  
Job Stress ◽  
Work Stress ◽  
Generation X ◽  
Big Five ◽  
Generation Y ◽  
Personality Types ◽  
Big Five Personality ◽  
Personality Differences ◽  
Five Dimension

This study aims to determine differences of employee’s personality between generation X and generation Y. We use the big five personality model consists of extraversion, agreableness, conscientiousness, neoriticsm, and openness to experience. This research also intended to examine the effect of big five personality on job stress on generation X and Y. The hypothesis was tested using independent sample t-test and multiple regression. The results of hypothesis testing on 126 samples indicated that there are no personality differences in the big five dimension among generation X and Y. The multiple regression results also do not show the influence of personality types on the level of work stress felt by generation X and Y. Additional analysis results show there is no difference in job stress level felt by generation X and Y.

scholarly journals Colour Preferences and Personality Traits

2021 ◽  
Author(s):  
Reidulf G. Watten ◽  
Knut Inge Fostervold
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
The Other ◽  
Pairwise Comparisons ◽  
Big Five Personality ◽  
Natural Environments ◽  
Student Sample ◽  
Personality Differences ◽  
Colour System ◽  
Colour Preferences

Colours are important features in human and natural environments and are related to several psychological functions. However, a possible relation between colour preferences and personality traits is scarcely investigated. The aim of the present study was to find out whether differences in preferences for colours also reflected differences in Big Five personality traits. The sample consisted of 206 individuals voluntarily recruited from a student sample. The participants chose one of six primary colours (blue, green, red, yellow, black, white) from the Natural Colour System (NCS) as their favorite colour. Personality traits were measured with the Big Five Inventory-44 (BFI-44. Blue and yellow was the most and least preferred chromatic colour, respectively. There were no gender differences in preferences for the chromatic colours, but more women preferred white and men preferred black. Compared to the rest of the sample, the blue group had higher scores on agreeableness and extraversion, and the red group had lower scores on agreeableness. Pairwise comparisons showed that the blue group had higher scores on agreeableness and extraversion than the red group, and higher scores on agreeableness compared to the green group. There were no significant personality differences for the other chromatic and achromatic colour groups.

Sign in / Sign up

Export Citation Format

Share Document