Staffing Organizations
Chapter 9:
External Selection II
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The Big Five Personality Traits
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Overview of Personality Tests 1
Current role of personality tests e.g., role of Big Five
• Describe behavioral, not emotional or cognitive traits.
• Big Five factors (Personality Characteristics Inventory etc.).
• Extraversion-sociable, assertive, active, upbeat, and talkative.
• Agreeableness-altruistic, trusting, sympathetic, and cooperative.
• Conscientiousness-purposeful, determined, dependable, and attentive to detail.
• Emotional stability-calm, optimistic, and well adjusted.
• Openness to experience-imaginative, attentive to inner feelings, have
intellectual curiosity and independence of judgment.
Stable over time and across situations
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Sample Personality Items from the International
Personality Item Pool
• Conscientiousness
• I am always prepared.
• I pay attention to details.
• I am exacting in my work.
• Extraversion
• I am quiet around strangers. (reverse-scored)
• I take charge.
• I am skilled in handling social situations.
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Sample Items from the Personal Characteristics
Inventory
• Agreeableness
• I have a soft heart.
• I insult people. (reverse-scored)
• I have a good word for everyone.
• Emotional Stability
• I am relaxed most of the time.
• I seldom feel blue.
• I have frequent mood swings. (reverse scored)
• Openness to Experience
• I have a vivid imagination.
• I love to think up new ways of doing things.
• I try to avoid complex people. (reverse scored)
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Overview of Personality Tests 2
Big Five Trait
Advantages
Disadvantages
Conscientiousness
•
•
•
•
•
•
Better overall job performers
Better career decisions
More engaged
More likely to emerge as leaders
Fewer deviant work behaviors
Higher retention
•
•
Lower adaptability
Can be “too much of a good
thing”
Emotional stability
•
•
•
•
•
Better overall job performers
Better career decisions
More effective leaders
More motivated
Less prone to burnout
•
•
Less able to identify threats
More likely to engage in high
risk behaviors
Extraversion
•
•
•
•
Perform better in sales
•
More likely to emerge as leaders
•
More engaged
Higher levels of commitment and satisfaction
Less task oriented behavior
Dominating
Agreeableness
•
•
•
More valued as team members
More helping behaviors
Fewer deviant work behaviors
•
•
•
Lower career success
Less able to cope with conflict
Give more lenient ratings
Openness
•
•
•
Higher creativity
More effective leaders
More adaptable
•
•
Less committed to employer
More deviant work behaviors
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Example of an Organizational Drug Testing Program
Access the text alternative for slide images.
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