TỔNG ÔN TẬP THI VÀO LỚP 10 MÔN TIẾNG ANH NĂM HỌC 2023 - 2024 CÓ ĐÁP ÁN (NGỮ Â...
Big five
1. Group Members Name
1. Muhammad Asad Siddiqui
2. Abdus Samad Kirmani
3. Yasir Ali Siddiqui
Class : MBA
Student Id : 59523,59783
Subject Name : Human Resource Management
Teacher Name : Sir Tahseen Siddiqui
Topic : BIG FIVE PERSONALITY TRAITS
2. Personality is:
The set of distinctive traits and characteristics
It can be used to compare and contrast individuals.
Why examine personality?
Self awareness
Managing others
Person-job fit
4. HISTORY AND BACKGROUND
The Big Five was originally derived in the 1970's by two independent research
teams -- Paul Costa and Robert McCrae .
These five dimensions were derived by asking thousands of people hundreds of
questions and then analyzing the data with a statistical procedure known as factor
analysis.
The Big Five is now the most widely accepted and used model of personality.
The five-factor theory is among the newest models developed for the
description of personality, and this model shows promise to be among the most
practical and applicable models available in the field of personality psychology
(Digman, 1990).
6. OPENNESS TO EXPERIENCE
Openness is a general appreciation for art, emotion, adventure,
unusual ideas, imagination, and variety of experience.
Open to emotion, sensitive to beauty and willing to try new things.
Sample Ideas
•I have a rich vocabulary.
•I have excellent ideas.
•I am quick to understand things.
•I use difficult words.
7. CONSCIENTIOUSNESS
Tendency to show self-discipline, act dutifully, and aim for
achievement against measures or outside expectations.
It is related to the way in which people control, regulate.
The average level of conscientiousness rises among young adults
and then declines among older adults.
Sample Ideas
•I am always prepared.
•I pay attention to details.
•I follow a schedule.
8. EXTRAVERSION
It is characterized by breadth of activities.
Extraverts enjoy interacting with people, and are often perceived as
full of energy.
They possess high group visibility, like to talk.
Sample Ideas
•I feel comfortable around people.
•I start conversations.
•I talk to a lot of different people at parties.
9. AGREEABLENESS
It reflects individual differences in general concern for social
harmony.
Generally considerate, kind, generous, trusting and trustworthy,
helpful, and willing to compromise their interests with others.
Agreeable people also have an optimistic view of human nature.
Sample Ideas
•I am interested in people.
•I have a soft heart.
•I take time out for others.
•I feel others' emotions.
10. NEUROTICISM
Tendency to experience negative emotions, such as anger, anxiety,
or depression.
It is sometimes called emotional instability.
Those who score high in neuroticism are emotionally reactive.
Sample Ideas
•I get irritated easily.
•I get upset easily.
•I have frequent mood swings.
•I worry about things.
16. RELIABILITY AND VALIDITITY OF PERSONALITY FACTORS
According to research :
Validity of observer ratings of personality measures in the employment context.
It is likely that observer ratings of job-relevant constructs will be valid predictors of job
performance.
Two hypotheses were tested in this study. Firstly hypothesized that supervisor, coworker,
and customer ratings of two job-relevant dimensions—conscientiousness and
extraversion—would be valid predictors of sales representatives' performance. (also
examined the validity of agreeableness, emotional stability, and openness to experience
when ratings were provided by observers as well as by the sales representatives.
Secondly hypothesized that for the two job-relevant dimensions, conscientiousness and
extraversion, observer ratings would account for significant incremental variance in
performance over self-ratings.
17. PILOT TEST
Data collected from a small sample of 15 to 30 subjects of the
study served as a guide for the larger study. The survey
instruments were pilot tested on a small scale sample of
respondents in one of the selected health tourism hospitals. A total
of 35 questionnaires were distributed to the respondents to collect
data. The pilot test was completed with a total of 30 responses.
The instruments were then tested for internal reliability based on
the data collected from the pilot survey.
18. Internal Reliability For Personality Traits
INSTRUMENT ITEM CRONBACH’S ALPHA
Openness to Experience 10 0.859
Conscientiousness 9 0.888
Extraversion 8 0.774
Agreeableness 9 0.904
Neuroticism 8 0.736
The results of the internal reliability showed an excellent
reliability coefficient for each of the instruments. The
Cronbach’s Alphas obtained were above the minimum
acceptable level of 0.7.
19. CONCLUSION
This Five Factors are playing a vital role in job performance.
The reliability of the measures has been found consistent and
indicates the homogeneity of the items in the measures.
In terms of practical implication, managers to identify their
employees’ personality traits. Managers can use the validated
measures in this study to identify their personality traits and
assign them into different groups according to their traits.
By doing this action, it can improve their work behaviors and
enhance the organization’s service performance.
