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Personality Inventory 1

Personality Inventory

Module 4: Week 4 – M4: Assignment 2

Baroness Thompson

PSY320 Industrial Organizational Psychology

Marian Orr

March 22, 2008


Personality Inventory 2

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 3

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 two-

dimensional 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.


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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?


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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
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Reference Page

References:

Levy, Paul E. (2006) Industrial/ Organizational Psychology: Understanding the

Workplace. Boston, MA: Houghton Mifflin Company

http://www.hr-guide.com/data/G013

Argosy Lecture Notes. (2007). Retrieved March 20, 2008, from

http://myeclassonline.com/ec/crs/default.learn

http://www.personalityresearch.org/bigfive/goldberg.html: project 2 M4