Personality, Five-Factor Model

Conceptual Overview

Hundreds of personality traits have been identified, and the five-factor model was developed to try to provide a comprehensive taxonomy of personality trait terms. The model is based on the lexical approach, which relies on factor analyses of personality descriptors in natural language and observer descriptions of personality. Gerard Saucier and Lewis Goldberg noted in 2003 that the five-factor structure has been most consistently applicable in languages with origins in Northern Europe, such as English, German, and Polish.

The lexical approach is based on the premise that dimensions of personality are encoded in natural language and by studying natural language, taxonomies of personality traits that are both relevant and comprehensive can be identified. Some of the early lexical work on personality descriptors was conducted in the 1930s. Subsequent efforts by multiple researchers, carrying on in the lexical tradition, led to the contemporary five-factor model and traits that have received extensive empirical support.

A variety of scales and personality inventories include measures of one or more of the five factor traits. Two widely used scales in the contemporary literature that contain measures of both the broad, five factor traits, and more specific traits or facets nested under the five factor traits, are the International Personality Item Pool developed by Goldberg and the NEO Personality Inventory developed by Paul Costa and Robert McCrae and revised in 1992.

The five-factor model is neither a theoretical model per se nor rooted in a particular theory of personality. Rather, it is a factor-analytically derived taxonomy of personality traits based on the lexical approach. Nonetheless, in 1996, McCrae and Costa described a five-factor theory of personality based on the five factor traits. Other researchers have provided alternative theoretical perspectives.

According to Oliver John and Sanjay Srivastava's 1999 review, the five factor traits are typically referred to as: extraversion or surgency, neuroticism (versus emotional stability), conscientiousness, agreeableness, and openness to experience or intellect. These traits are sometimes referred to as the Big Five, given that they describe personality at a broad, global level in terms of general traits. Many more specific traits are nested under the five factor traits. The identification of the five factor traits, and the availability of psychometrically sound measures of the traits, lead to a resurgence of interest in the role of personality in workplace behavior, management, and organizations.

Extraversion reflects a tendency to experience positive moods and emotions, and to feel good about oneself and the world around one. People high on extraversion tend to be sociable, active, friendly, outgoing, energetic, talkative, assertive, positively engaged, dominant, and affectionate and enjoy social interactions. Compared to those high on extraversion, people low on extraversion are less likely to experience positive moods and emotions and likely to engage in less social interaction; those low on extraversion tend to be quiet and low in dominance. Extraversion is sometimes referred to as positive affectivity/positive emotionality, and the traits are very similar. Researchers have found that people high on extraversion are more likely to experience positive moods and emotions in the work-place and be satisfied with their jobs than people low on extraversion. Nonetheless, individuals low on extraversion also experience positive moods and emotions and can be satisfied with their jobs.

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