Big Five FFM Five-Factor Model. 1 Neuroticism 3 (Openness to experience) O + O - 4 (Agreeableness) 5 (Conscientiousness) N E O A C

Transcription

1 ~ 583 Advances in Psychological Science B849:C93 Big Five FFM Five-Factor Model 16PF EPQ Fiske Costa McCrae [1] Neuroticism N + 2Extraversion 3 (Openness to experience) O + O - 4 (Agreeableness) 5 (Conscientiousness) N E O A C OCEAN 1985 Costa McCrae [2,3] NEO-PI NEO-PI-R NEO-FFI HPI [4] BFI [5] jiananzhong@zju.edu.cn

2 [6] 2 [6] [7~9] (frame of reference effects) [10] (general ideal-employee) (social desirability) [11], Smith [12] Barrick Mount(1991) [13] [14] Jeffrey [15] 2001 NEO-PI-R 276 voice behavior Witt [16] Mount Barrick

3 Timothy [17] N , E 0.15, O 0.18, A C 0.28 N , E 0.10, O -0.08, A 0.13, C 0.23 N , E 0.33, O 0.20, A 0.11, C Timothy [18] leadership emergence leadership effectiveness N , E 0.31, O 0.24, A 0.08, C Jennifer [19] 149 (O ) (C ) NEO-FFI

4 Costa McCrae [20] 2.5 Timothy [21] N , E 0.25, C 0.26, A 0.17, O 0.02 David [22] (N - ) (E) (O) (A) Timothy [23] 0.26 N , 0.19 Piers [24] N - SWB, self well-being) SWB SWB Barry Stewart [13] 3 N - N +

5 Henry [25] (C) (achievement striving) (duty) [1] ~296 [2] Costa P T, McCrae R R. The neo personality inventory manual. Psychological Assessment Resources. Odessa, FL, 1985 [3] Costa P T, McCrae R R. The neo PI/FFI manual supplement. Psychological Assessment Resources. Odessa, FL, 1989 [4] Hogan R T, Hogan J C. Manual for the hogan personality inventory. Hogan Assessment systems. Tulsa, OK, 1992 [5] John O P, Donahue E M, Kentle R. The big five inventory versions 4a and 54. Institute of Personality and Social Research. Berkeley, CA: University of California, 1991 [6] M ~729 [7] Boies K, Lee K, Ashton M C, Pascal S, Nicol A M. The structure of the French personality lexicon. European Journal of Personality, 2001, 15(4): 277~295 [8] Ashton M C, Lee K, Son C. Honesty as the sixth factor of personality: Correlations with Machiavellianism, primary psychopathy, and social adroitness. European Journal of Personality, 2000, 14(4): 359~369 [9]. QZPS., ~136 [10] Schmit M J, Royan A M. The big five in personnel selection: Factor structure in applicant and nonapplicant populations. Journal of Applied Psychology, 1993, 78: 966~974 [11] Douglas E F, McDaniel M A, Snell A F. The validity of non-cognitive measures decays when applicants fake. Proceedings of the Academy of Management, USA, [12] Smith D B, Paul J H, Marcus W D.Personnel selection and the five-factor model: Reexaming the effects of applicant s frame of reference. Journal of Applied Psychology, 2001, 86(2): 304~315 [13] , 8(3): 23~80 [14] Gregory M.H, John J D. Personality and job performance: the big five revisited. Journal of Applied Psychology, 2000, 85(6): 869~879 [15] Jeffrey A L, Linn V D. Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability. Journal of Applied Psychology, 2001, 86(2): 326~336 [16] Witt L A, Lisa A B, Murray R B, Michael K M. The interactive effects of conscientious and agreeableness on job performance. Journal of Applied Psychology, 2002, 87(1): 164~169 [17] Timothy A J, Remus I. Relationship of personality to performance motivation: a meta-analytic review. Journal of Applied Psychology, 2002, 87(4): 797~807 [18] Timothy A J, Joyce E B, Remus I, Megan W G. Personality and lerdership: a qualitative and quantitative review. Journal of Applied

6 Psychology, 2002, 87(4): 765~780 [19] Jennifer M G, Zhou J. When openness to experience and conscientious are related to creative behavior: an interactional approach. Journal of Applied Psychology, 2001, 86(3): 513~524 [20],.., 2000, 8(4): 57~62 [21] Timothy A J, Daniel H, Michael K M. Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology, 2002, 87(3): 530~541 [22] David W, Jerry S, Jeffrey H. Global self-esteem in relation to structural molds of personality and affectivity. Journal of Personality and Social Psychology, 2002, 83(1): 183~197 [23] Timothy A J, Joyce E B. Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control and emotional stability with job satisfaction and job performance: a meta-analysis. Journal of Applied Psychology, 2001, 86(1): 80~92 [24] Piers S, Denis S O. Personality and happiness: a national level analysis. Journal of Personality and Social Psychology, 2002, 83(3); 767~781 [25] Henry M. Research reports the two faces of conscientiousness: Duty and achievement striving in escalation of commitment dilemmas. Journal of Applied Psychology, 2001, 86(3): 533~540 Big Five and Its Application on I/O Psychology Zhong Jian an Duan Jinyun (Department of Psychology, Zhejiang University, Hangzhou ) Abstract: Big Five is the abbreviation of five personality factors, it includes: Neuroticism, Extraversion, Openness to experience, Agreeableness and Conscientiousness. Based on describing this model, the article reviewed its application on industrial and organizational psychology, that is, Big Five can effectively predict work performance, work motivation, leadership behavior, creative behavior and job satisfaction. Key words: Big Five Model work performance, work motivation, leadership behavior, creative behavior, job satisfaction.