Beyond the Big Five: New Directions for Personality Research and Practice in Organizations

  title={Beyond the Big Five: New Directions for Personality Research and Practice in Organizations},
  author={L. Hough and F. Oswald and Jisoo Ock},
Industrial and organizational personality researchers and practitioners contend with ever-changing requirements of the workplace, and therefore, it is important to reevaluate and innovate with respect to useful organizational research. Much research evidence documents the importance of personality variables in determining behavior and performance in work settings, yet further advances in understanding and predicting work outcomes will depend upon more sophisticated taxonomic structures of… Expand

Tables from this paper

Stronger Together: Personality, Intelligence and the Assessment of Career Potential
The value of personality and intelligence to understand individual differences in career potential is discussed, and how to increase the adoption of theories and tools for evaluating Personality and intelligence in real-world organizational contexts is discussed. Expand
Scholars suggest that only certain personality traits can easily adapt and react positively to organisational changes and consequently to innovative behaviour. Hence, in this study, we drew uponExpand
Personality testing: enhancing in-service selection of mid-career soldiers
ABSTRACT Noncognitive attributes – notably personality – consistently predict important job-related outcomes for the Army (e.g., attrition, performance, disciplinary incidents) during Soldiers’ firstExpand
Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence.
Overall, extraversion shows effects in a desirable direction for 90% of variables, indicative of a small, persistent advantage at work, and is synthesized into four extraversion advantages, which are motivational, emotional, interpersonal, and performance advantages. Expand
The Relationship between Paranormal Belief and the HEXACO Domains of Personality
The HEXACO-PI-R (Ashton & Lee, 2007) has been presented as an alternative measure of the Five Factor Model, with the inclusion of the dimension of honesty/humility. This new measure of personalityExpand
Personality and the ADA: Ameliorating fairness concerns and maintaining utility
We strongly agree with the argument presented in the focal article (Melson-Silimon, Harris, Shoenfelt, Miller, & Carter, 2019) that great care should be taken to adhere to the Americans withExpand
Time for work: Analyzing the role of time perspectives in work attitudes and behaviors
Previous research has provided strong evidence for a pronounced role of time perspective (TP) in various areas of human functioning, including cognitive processes, mental and physical health,Expand
Persistence: Defining the multidimensional construct and creating a measure
Abstract Persistence is often viewed as a behavioral event, whereby a person works through obstacles in the pursuit of a goal. This operationalization does not speak to persistence as an individualExpand
Assessing the Utility of Compound Trait Estimates of Narrow Personality Traits
Using data from the Eugene-Springfield Community Sample, the ability of linear composites of scores on Big Five traits to approximate scores on 127 narrow trait measures from 5 well-known non-Big-Five omnibus measures of personality is explored. Expand
Individual Differences and Contribution Sequences in Threshold Public Goods
Following the notion that organizations often face public good dilemmas when collective action is needed, we use a real-time provision-point mechanism to experimentally explore the process ofExpand


Use and Importance of Personality Variables in Work Settings
This chapter describes what we have learned in the past decade in the area of personality research in organizations and integrates it with what we learned before that has stood the test of time.Expand
Personality and job performance: the importance of narrow traits
In a recent discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection, Ones and Viswesvaran (1996) concluded that ‘broader and richer personality traits willExpand
Uncertainty Orientation and the Big Five Personality Structure
Abstract The present study investigated the relationship between the uncertainty orientation construct (Sorrentino & Short, 1986) and the Big Five personality structure. As predicted, uncertaintyExpand
Empirical, Theoretical, and Practical Advantages of the HEXACO Model of Personality Structure
  • M. Ashton, K. Lee
  • Psychology, Medicine
  • Personality and social psychology review : an official journal of the Society for Personality and Social Psychology, Inc
  • 2007
The HEXACO model accommodates several personality variables that are poorly assimilated within the B5/FFM, including the relations of personality factors with theoretical biologists' constructs of reciprocal and kin altruism and the patterns of sex differences in personality traits. Expand
Validity of Six Openness Facets in Predicting Work Behaviors: A Meta-Analysis
A meta-analysis took an exploratory look at differential relationships among 7 organizational criteria and Openness traits varying in breadth to support the idea that Openness facets could exhibit differential validity for many organizational outcomes. Expand
Using Personality Constructs to Predict Performance: Narrow or Broad Bandwidth
One factor that can influence the magnitude of predictive validity of personality tests for selection is the bandwidth of the constructs measured (Ashton, Jackson, Paunonen, Helmes, & Rothstein,Expand
Broad and narrow measures on both sides of the personality-job performance relationship.
Two studies compared specific versus broad measures in linking personality with work behavior. In Study 1, 100 university students completed the 20 subscales of the Personality Research Form and anExpand
Predicting Workplace Delinquency and Integrity with the HEXACO and Five-Factor Models of Personality Structure
Recent lexical studies of personality structure suggest that there are 6, not just 5, basic dimensions of human personality variation. The most distinguishing feature of this new 6-dimensionalExpand
A five-factor versus six-factor model of personality structure
Abstract We evaluated two models of the factor structure underlying the variables of Jackson's (Personality Research Form Manual, 1984) Personality Research Form (PRF). One model posits theExpand
Narrow reasoning about the use of broad personality measures for personnel selection
Ones and Viswesvaran (1996) have argued for the use of broad bandwidth, rather than narrow bandwidth, personality predictors in personnel selection research when overall job performance is theExpand