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Group Members Name
1. Muhammad Asad Siddiqui
2. Abdus Samad Kirmani
3. Yasir Ali Siddiqui
Class : MBA
Student Id : 59523,5...
Personality is:
The set of distinctive traits and characteristics
It can be used to compare and contrast individuals.
Wh...
Personality Determinants
Personality is
defined and
determined by
-Biological Factors
-Social Factors
-Cultural Factors
-S...
HISTORY AND BACKGROUND
The Big Five was originally derived in the 1970's by two independent research
teams -- Paul Costa ...
Openness to Experience
Conscientiousness
Extraversion
Agreeableness
Neuroticism
OPENNESS TO EXPERIENCE
Openness is a general appreciation for art, emotion, adventure,
unusual ideas, imagination, and va...
CONSCIENTIOUSNESS
Tendency to show self-discipline, act dutifully, and aim for
achievement against measures or outside ex...
EXTRAVERSION
It is characterized by breadth of activities.
Extraverts enjoy interacting with people, and are often perce...
AGREEABLENESS
It reflects individual differences in general concern for social
harmony.
Generally considerate, kind, gen...
NEUROTICISM
Tendency to experience negative emotions, such as anger, anxiety,
or depression.
It is sometimes called emot...
More Less
Curious
Imaginative
Creative
Potential
Conservative
Conventional
Avoids Thrill-Seeking
Behaviors
LowHigh
Few Goals
OrganizedSystematic
Careful
Careless
DisorganizedIrresponsible
Many Goals
Responsible
Self-disciplined
Extraversion
Sociable
Talkative Energized by
social
interaction
Tentative
Energized
by being
alone
Reserved
Introversion
High Low
Gentle
ForgivingUnderstanding
Good-natured
Irritable
Short-tempered
Uncooperative Antagonistic
LessMore
Poised Resilient
Secure
ReactiveDepressed
Insecure
AnxiousCalm
RELIABILITY AND VALIDITITY OF PERSONALITY FACTORS
According to research :
Validity of observer ratings of personality mea...
PILOT TEST
Data collected from a small sample of 15 to 30 subjects of the
study served as a guide for the larger study. Th...
Internal Reliability For Personality Traits
INSTRUMENT ITEM CRONBACH’S ALPHA
Openness to Experience 10 0.859
Conscientious...
CONCLUSION
This Five Factors are playing a vital role in job performance.
 The reliability of the measures has been foun...
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Big five

Big Five Personality Traits

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Big five

  1. 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. 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
  3. 3. Personality Determinants Personality is defined and determined by -Biological Factors -Social Factors -Cultural Factors -Situational Factors
  4. 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).
  5. 5. Openness to Experience Conscientiousness Extraversion Agreeableness Neuroticism
  6. 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. 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. 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. 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. 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.
  11. 11. More Less Curious Imaginative Creative Potential Conservative Conventional Avoids Thrill-Seeking Behaviors
  12. 12. LowHigh Few Goals OrganizedSystematic Careful Careless DisorganizedIrresponsible Many Goals Responsible Self-disciplined
  13. 13. Extraversion Sociable Talkative Energized by social interaction Tentative Energized by being alone Reserved Introversion
  14. 14. High Low Gentle ForgivingUnderstanding Good-natured Irritable Short-tempered Uncooperative Antagonistic
  15. 15. LessMore Poised Resilient Secure ReactiveDepressed Insecure AnxiousCalm
  16. 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. 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. 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. 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.

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