The Five-Factor Personality Model and Leadership

I am interested in the Five-Factor Personality Model and leadership. These five factors are
neuroticism, extraversion (surgency), openness (intellect), agreeableness, and conscientiousness
(dependability). Shahzad et al.'s (2021) research findings support the trait view of leadership,
implying that a leader's personality qualities might predict his or her real leadership style.
According to these findings, managers can use personality inventories and tests in the selection
and evaluation process to choose and train future authentic leaders. According to Shahzad et al.
(2021), whereas extraversion, agreeableness, conscientiousness, and openness to experience
were all positively connected to authentic leadership style, neuroticism was not. According to
Soomro et al. (2022), personality traits (agreeableness, extraversion, ES, conscientiousness, and
openness to experience) have a favorable and substantial effect on organizational cynicism (OC)
[cognitive cynicism (CC), affective cynicism (AC), and behavioral cynicism (BC)].

Extraversion is the biggest predictor of Authentic Leadership (AL), according to Shahzad et

al. (2021). Extrovert leaders, according to the authors, are optimistic, hopeful, self-regulated, and
self-aware, and these attributes are relevant to authentic leadership conduct. The authors went on
to say that the high association between attributes and authentic leadership behavior can be
attributed to the fact that extrovert leaders are adept at instilling confidence in their followers,
which is essential for authentic leaders.

According to Shahzad et al. (2021), agreeableness and conscientiousness are both positively
related to AL (Authentic Leadership), and agreeableness has been linked with fairness, which
creates authenticity. According to the authors, leaders who are open to new experiences are
unique and analytical, and these characteristics are essential for authenticity. According to the
authors, the existence of a negative link between neuroticism and AL may also be related to the
fact that neurotic leaders have low self-esteem and self-efficacy. AL, according to the authors,
requires a high level of self-esteem and self-efficacy. The authors found that different attributes
are significant for different leadership styles; quality may be very important for one type of
leadership while being less important for another leadership.

HR (Human Resources) experts and politicians should pay special attention to transparency
and morality among employees in leadership posts, according to Shahzad et al. (2021). The
authors continued to say that choosing and developing authentic managers and organizational
leaders is critical since it influences both individual and organizational outcomes. According to
Soomro et al. (2022), personality factors have an important role in the development of
organizational cynicism (OC) because of their ability to influence employees' attitudes and
behaviors in their professional and social life. According to the authors, in Pakistan, effective
commitment modulates the relationship between psychological well-being and employee Job
Performance (JP).

According to Shahzad et al. (2021), when seeking authenticity in managers’ and leaders'
organizations, look for candidates who are high on extraversion, agreeableness, consciousness,
and openness to experience and low on neuroticism. The authors also suggested that, while their
findings support the use of the Big Five Inventory (neuroticism, extraversion, openness,
agreeableness, and conscientiousness) in hiring and promotion processes, when legal and ethical
considerations are considered, caution is warranted in the use of personality inventories for
selection and promotion. One of the best Bible verses regarding leadership (and life in general)
may be found in Colossians 3:12-13 which implies that Kindness, compassion, patience,
humility, forgiveness, and gentleness are all attributes that successful leaders should have.

To improve the external validity of their findings, Shahzad et al. (2021) concluded that future
researchers could examine the prediction potential of personality traits with other kinds of
positive leadership, such as servant leadership and paternalistic leadership. The authors also
proposed conducting cross-cultural studies to investigate how people value or perceive AL and
other styles of leadership across cultures. According to Matthew 20:26, whoever aspires to be
our leader must first serve us. According to Proverbs 29:14, a king's throne will be sustained
forever if he judges the destitute with truth.

Three-Skill Approach in Leadership

I am interested in the Three-Skill Approach to Leadership which describes that technical,

human, and intellectual abilities are the three fundamental personal capabilities. Leaders,
according to Guzmán et al. (2020), must prepare themselves, refresh their knowledge and
abilities, and learn more about which traits might contribute to their job in a digital and
responsive environment, as predicted by Industry 4.0.

According to Guzmán et al. (2020), the major abilities that can best contribute to the industry
4.0 setting are divided into three categories: cognitive skills, interpersonal skills, and strategic
skills. The authors continued to argue that the findings of this study can help leaders improve in a
digital environment by better understanding and enabling the development of these talents,
putting them into practice, and so sustaining and growing skill groupings.

According to Demirdag's (2022) findings, communication skills indirectly moderated the

association between leadership style and 21st-century abilities. Mehrabani and Mohamad (2015)
provided a model and demonstrated the relationship between leadership skill development and
organizational success using knowledge sharing as a moderator. According to Romans 15:4,
whatever was written before was written for our learning, so that we could have hope by the
patience and peace of the Scriptures.

According to Exodus 35:35, God has filled us with the wisdom of heart, to work all kinds of
workmanship, of the engraver, of the skillful workman, and of the embroiderer, in blue, in
purple, in scarlet, and fine linen, and of the weaver, even of those who do any workmanship, and
of those who make skillful works. According to Joshua 19, God's mandate is to be strong and
courageous, and not to be terrified or dismayed, since the Lord our God is with us everywhere
we go. These encouraging words can be followed by all of us as we strive to live a decent life
and conquer the unique challenges of being a leader.

References
Demirdag, S. (2022). The mediating role of communication skills in the relationship between
leadership style and 21st-century skills. South African Journal of Education, 42(2)
https://www.ajol.info/index.php/saje/article/view/238047

Ebrahimi Mehrabani, S., & Azmi Mohamad, N. (2015). A new approach to leadership skills
development (developing a model and measure). The Journal of Management Development,
34(7), 821-853. http://doi.org/10.1108/JMD-03-2013-0046

Guzmán, V. E., Muschard, B., Gerolamo, M., Kohl, H., & Rozenfeld, H. (2020). Characteristics
and skills of leadership in the context of Industry 4.0. Procedia Manufacturing, 43, 543-550.
https://www.sciencedirect.com/science/article/pii/S2351978920307472

Shahzad, K., Raja, U., & Hashmi, S. D. (2021). Impact of big five personality traits on authentic
leadership. Leadership & Organization Development Journal, 42(2), 208-218.
http://doi.org/10.1108/LODJ-05-2019-0202

Soomro, B. A., Saraih, U. N., & Tunku Ahmad, T. S. (2022). Personality traits, organizational
cynicism and employee performance among academic leaders. International Journal of
Educational Management, 36(7), 1152-1175. http://doi.org/10.1108/IJEM-03-2022-0128

Dear Avila

Thank you for your in-depth discourse on Characteristic and Skill Leadership Concepts. You
have talked about the five critical identity variables and authority. I need to include that
personality characteristics have a solid relationship with job performance. HR (Human Assets)
specialists and lawmakers ought to pay extraordinary consideration to straightforwardness and
ethical quality among workers in authority posts, agreeing to Shahzad et al. (2021). The authors
kept on saying that choosing and creating bona fide supervisors and organizational pioneers is
basic since it impacts both personal and organizational results. Another point I need to center on
is organizational cynicism (OC) and personality traits as you know that organizational cynicism
has negative impacts on employee attitude and employee performance. Concurring to Soomro et
al. (2022), personal characteristics have a critical part in the improvement of organizational
cynicism (OC) since of their capacity to impact employees' demeanors and behaviors in their
proficient and social life. Concurring to the authors, in Pakistan, successful commitment tweaks
the relationship between mental well-being and employee Job Performance (JP).

According to Setiany et al. (2022), personality characteristics and work involvement

enormously affect moral decision-making beneath specific conditions, such as the hypothesis of
decision-making which states that each moral alternative contains a situation comprised of
judicious and illogical choices. Therefore, Caution is deserved within the utilization of
personality inventories for the choice and advancement of employees since lawful and moral
contemplations are to be considered. Concurring to Shahzad et al. (2021), when looking for
genuine managers and leaders for organizations, search for candidates who are high on
extraversion, agreeableness, consciousness, and openness to involvement and low on
neuroticism. The authors too proposed that, whereas their discoveries support the utilization of
the Huge Five Stock (neuroticism, extraversion, openness, agreeableness, and conscientiousness)
in hiring and promotion processes when legitimate and moral contemplations are considered,
caution is justified within the utilization of personality inventories for choice and advancement.

Agreeing to Colossians 3:17 anything you are, doing whether in word or deed, do it all within the
title of the Ruler Jesus, giving much appreciation to God the Father through him. All Sacred text
is breathed out by God and productive for educating, for condemnation, for redress, and for
preparing in nobility, that the man of God may be competent, prepared for each great work
(Timothy 3:16-17).

Will anyone please continue this discussion to add something?

References

Setiany, E., Zamzami, A. H., Hidayah, N., & Azhar, Z. (2022). The Effects of Personality Traits,
Work Experience, and Ethics Course Participation on the Ethical Perceptions of Accounting
Students' Decision Making. Review of Integrative Business and Economics Research,
Suppl.Supplementary Issue 4, 11, 154-167. https://go.openathens.net/redirector/liberty.edu?
url=https://www.proquest.com/scholarly-journals/effects-personality-traits-work-experience-
ethics/docview/2738244850/se-2

Shahzad, K., Raja, U., & Hashmi, S. D. (2021). Impact of big five personality traits on authentic
leadership. Leadership & Organization Development Journal, 42(2), 208-218.
http://doi.org/10.1108/LODJ-05-2019-0202

Soomro, B. A., Saraih, U. N., & Tunku Ahmad, T. S. (2022). Personality traits, organizational
cynicism and employee performance among academic leaders. International Journal of
Educational Management, 36(7), 1152-1175. http://doi.org/10.1108/IJEM-03-2022-0128

Dear Key

Thank you for your in-depth discussion on determination and integrity. yes, these are the traits
possessed by true leaders. I would be more pleased if you discussed the Skill Approach in
addition to your discussion posted here. You have focused on intelligence, determination, and
integrity. I want to add some interesting facts here. Emotional intelligence directly impacts work
satisfaction and a caring climate significantly (Sembiring, 2020). Sembiring, 2020 added that
emotional insights have a roundabout impact on employee performance through work fulfillment
and a caring climate. According to Fujino et al. (2022), the whole brain structure has been
gradually known to be connected not as it were with age but with personal contrasts, such as
quality of life, general insights, and way of life. The authors moreover expressed that there is a
relationship between the whole WM (a measure of white matter) brain structure and spiritual
development.

I want to include something about the dark side of high integrity. Gala and Kashmiri (2022)
focused that organizations with CEOs who have high integrity tend to have lower levels of all
sub-dimensions of EO – innovativeness, proactiveness, and risk-taking. The authors added that
the negative impacts that the CEOs of high integrity have are reinforced when the CEO has high
control and is highly overconfident. The authors expressed that the negative impact of high
integrity weakens when the firm incorporates a high client introduction.

We must follow the Instructions of David that he commanded his son to be a true leader.
David charged Solomon his son instructing him to go the way of all the earth, to be strong,
therefore, and prove himself as a man to keep the charge of the LORD his God, to walk in His
ways, to keep His statutes, His commandments, His judgments, and His testimonies, as it is
written in the Law of Moses, that he may prosper in all that he does and wherever he turns to
walk in truth (Merida, 2015).

Will anyone please continue this interesting discussion to add something?

References

Fujino, M., Watanabe, K., & Yamakawa, Y. (2022). The personal trait of spiritual growth is
correlated with the white matter integrity of the brain. Frontiers in Human Neuroscience, n/a.
http://doi.org/10.3389/fnhum.2022.890160

Links to an external site.

Gala, P., & Kashmiri, S. (2022). Exploring the dark side of integrity: Impact of CEO integrity on
firms’ innovativeness, risk-taking and proactiveness. European Journal of Marketing, 56(7),
2052-2102. doi:10.1108/EJM-02-2021-0095

Merida, T. (2015). Exalting Jesus in 1 & 2 Kings. B&H Publishing Group.

Sembiring, N., Nimran, U., Astuti, E. S., & Utami, H. N. (2020). The effects of emotional
intelligence and organizational justice on job satisfaction, caring climate, and criminal
investigation officers’ performance. International Journal of Organizational Analysis (2005),
28(5), 1113-1130. http://doi.org/10.1108/IJOA-10-2019-1908