A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2017 ◽  
pp. 79-92 ◽  
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2019 ◽  
pp. 1476-1489
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

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.

Five Factor Model and Personality Disorder

2016 ◽  
Author(s):  
Thomas A. Widiger ◽  
Whitney L. Gore ◽  
Cristina Crego ◽  
Stephanie L. Rojas ◽  
Joshua R. Oltmanns
Keyword(s):  
Personality Disorder ◽  
Factor Model ◽  
Five Factor Model ◽  
Empirical Support ◽  
Personality Structure ◽  
Dimensional Model ◽  
Normal Personality ◽  
Personality Disorder Scales ◽  
Relationship Of ◽  
The Relationship

The purpose of this chapter is to provide an overview of the relationship of the Five Factor Model (FFM) to personality disorder. The FFM has traditionally been viewed as a dimensional model of normal personality structure. However, it should probably be viewed as a dimensional model of general personality structure, including maladaptive as well as adaptive personality traits. Discussed herein is the empirical support for the coverage of personality disorders within the FFM; the ability of the FFM to explain the convergence and divergence among personality disorder scales; the relationship of the FFM to the DSM-5 dimensional trait model; the empirical support for maladaptivity within both poles of each FFM domain (focusing in particular on agreeableness, conscientiousness, and openness); and the development of scales for the assessment of maladaptive variants of the FFM.

Linking job performance and big five personality traits of employees in Chandigarh IT sector

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
Neelu Tuteja ◽  
P. K. Sharma
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Performance Appraisal ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Big Five Personality Traits ◽  
Openness To Experience ◽  
Measuring Instruments ◽  
Big Five Personality

Present study investigates employees fromselectedIT companies in Chandigarh to explore the predictive validity of big five personality traits on their job performance and identify the relationship between personality traits and job performance. The Big Five Personality dimensions, commonly known as five factor model consists of extraversion, agreeableness, conscientiousness, openness to experience and neuroticism. The BFI-Personality Inventory – Revised and self structured Performance Appraisal Questionnaire were used as measuring instruments. A Correlation analysis and Causal Study (Multiple Regression Analysis) was conducted on 404 employees of selected IT companies in Chandigarh to analyzepredictive relationship. Openness to Experience, Agreeableness and Extraversion emerged as significant correlates and predictors of job performance and explained 35.2% of the variance in participants’ management performance.Neuroticism was found to be a negative correlate. On the other hand, Conscientiousness trait had insignificant relation to the model. Theoretical and managerial implications are discussed.

The Five Factor Model of Personality in Business and Industry

2015 ◽  
Author(s):  
Scott E. Siebert ◽  
David S. DeGeest
Keyword(s):  
Organizational Behavior ◽  
Personality Traits ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Employee Motivation ◽  
Early Years ◽  
Future Research ◽  
Open Questions ◽  
Unrealistic Expectations

Personality traits have played a central role in industrial/organizational psychology, human resource management, and organizational behavior, the key fields in the application of psychology to business and industry. In the early years, excessive optimism led scholars to unrealistic expectations about the value of personality traits at work. This was followed by a period of profound pessimism regarding the value of personality as an explanatory variable when the unrealistic expectations were inevitably disappointed. More recently, advances in theory and methodology have led scholars to re-examine the role of personality with more realistic expectations. The Five Factor Model (FFM) has predominated as an integrative personality structure for conceptualizing and researching the relationship of personality to workplace outcomes. Five specific domains of research are considered herein: personnel selection; employee motivation, attitudes, and behavior; leadership; teams; and entrepreneurship. The chapter ends with open questions for future research in this domain.

scholarly journals Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Inmaculada Otero ◽  
Jesús F. Salgado ◽  
Silvia Moscoso
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Criterion Validity ◽  
Incremental Validity ◽  
Research And Practice ◽  
Cognitive Intelligence ◽  
Cognitive Reflection ◽  
And Training

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection.

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