Personality Inventory


Personality Inventory Module 4: Week 4 – M4: Assignment 2 Baroness Thompson PSY320 Industrial Organizational Psychology Marian Orr March 22, 2008

Personality Inventory


Personality Inventory

Personal factors may affect Samantha’s performance. There are two related, but conceptually distinct five-factor models, although many psychologists refer to the two interchangeably. I don’t think Samantha’s personality test suggests that she will be a successful manager Costa and McCrae's "OCEAN model" is based on factor analyses of questionnaires. It is hierarchical, in that the five factors are derived from factor analyses of lower-order facets. Goldberg's "Big Five," by contrast, are based primarily on factor analyses of adjectives and are not hierarchical, but circular. The Big Five in the lexical tradition The Big Five in the lexical tradition, most vigorously advocated by Goldberg and colleagues, are based upon the lexical hypothesis: that those individual differences that are most salient and socially relevant will come to be encoded into the natural language. Therefore, the Big Five are based upon factor analyses of all (or a large number) of the trait-descriptive adjectives in a natural language, as culled from an unabridged dictionary. The Big Five are meant to provide a comprehensive description of phenotypic personality traits. They are not necessarily meant to have a biological basis. One way of determining what is important in factor analytic studies Factors in Management Samantha May or may not be a good Manager. Thus, Managers are in charge of special departments. Departments are always affected by factors relating to other

Personality Inventory employees. Samantha may have a low performing employee. This employee may affect


the department as a whole. This factor may affect Samthas promotion as a Store Manager. Could be promoted to a department. She has to prove she can manage her personal issues, before being promoted. She may receive a promotion through a Job Analysis. Through observation, she may be chosen for that particular promotion. This model is very important for executives, to identify personal traits about managers and or employees.

Goldberg's Big Five

In closing, Goldberg's Big Five, unlike Costa and McCrae's OCEAN model are not hierarchical. Instead, each pair of Goldberg's factors forms a circle in twodimensional space, which together comprise the Abridged Big Five-Dimensional Circumflex, or AB5C (Hofstee, de Raad, & Goldberg, 1992). Pairs of factors form a circle because many items (usually adjectives) have large correlations, or "loadings," on two factors, rather than just one. The loadings are used as x- and y-coordinates to determine the item's angular location in two-dimensional space. Once its angular location is determined, the item is projected onto the perimeter of a circle. Items have been generated that represent all possible "blends" of pairs of the Big Five factors. Proponents of the circular Big Five model claim that there are many interstitial items, not that each group of items forms a circumflex. However, the first two Big Five factors map onto the two dimensions of the interpersonal circumflex, so theoretically items in this space should have circumflex structure.

Personality Inventory


Assignment 2: Personality Inventory

Samantha recently completed a personality inventory as part of her executive training program. She was supposed to receive a printout of her results but got only the first page of the packet. This page indicated that she scored moderately high in Openness to Experience and Agreeableness, very high in Conscientiousness and Extraversion, and low in Neuroticism. However, the page offered no analysis of these findings because the analysis was a part of missing pages.

She has contacted HR to obtain the remaining pages of her feedback because she is interested in knowing what the results mean.

Based on the Big Five model of personality, explain the findings to Samantha.

Include the explanations of each dimension of personality, and provide examples of each. Be sure to discuss research findings regarding personality measures and job performance.

Do you think Samantha’s personality test suggests that she will be a successful manager? Why or why not?

Personality Inventory Submit your response to the Faculty by Sunday, March 23, 2008. Your response should be at least one page long. You can use the Personality Inventory template to submit the answer.


Assignment 2 Grading Criteria and Respective Point Value Maximum Points Explained the findings to Samantha, based on the Big Five model of personality. 25 Included explanations of each dimension of personality and provided examples of each. 25 Discussed the research findings regarding personality measures and job performance. 30 Reasoned whether they think that Samantha’s personality test suggests that she will be a successful manager. 25 Total: 105

Personality Inventory


Reference Page References: Levy, Paul E. (2006) Industrial/ Organizational Psychology: Understanding the Workplace. Boston, MA: Houghton Mifflin Company Argosy Lecture Notes. (2007). Retrieved March 20, 2008, from project 2 M4

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