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Personality is any person's or individual's collection of interrelated behavioral, cognitive and emotional patterns that biological and environmental factors influence; these interrelated patterns are relatively stable over long time periods, but they change over the entire lifetime. While there is no generally agreed-upon definition of personality, most theories focus on motivation and psychological interactions with the environment one is surrounded by. Trait-based personality theories, such as those defined by Raymond Cattell, define personality as traits that predict an individual's behavior. On the other hand, more behaviorally-based approaches define personality through learning and habits. Nevertheless, most theories view personality as relatively stable.
In psychology, trait theory is an approach to the study of human personality. Trait theorists are primarily interested in the measurement of traits, which can be defined as habitual patterns of behavior, thought, and emotion. According to this perspective, traits are aspects of personality that are relatively stable over time, differ across individuals, are relatively consistent over situations, and influence behaviour. Traits are in contrast to states, which are more transitory dispositions.
Conscientiousness is the personality trait of being careful or diligent. Conscientiousness implies a desire to do a task well, and to take obligations to others seriously. Conscientious people tend to be efficient and organized as opposed to easy-going and disorderly. They tend to show self-discipline, act dutifully, and aim for achievement; they display planned rather than spontaneous behavior; and they are generally dependable. Conscientiousness manifests in characteristic behaviors such as being neat, systematic, careful, thorough, and deliberate.
The Big Five personality traits is a suggested taxonomy, or grouping, for personality traits, developed from the 1980s onward in psychological trait theory.
Personality development encompasses the dynamic construction and deconstruction of integrative characteristics that distinguish an individual in terms of interpersonal behavioral traits. Personality development is ever-changing and subject to contextual factors and life-altering experiences. Personality development is also dimensional in description and subjective in nature. That is, personality development can be seen as a continuum varying in degrees of intensity and change. It is subjective in nature because its conceptualization is rooted in social norms of expected behavior, self-expression, and personal growth. The dominant viewpoint in personality psychology indicates that personality emerges early and continues to develop across one's lifespan. Adult personality traits are believed to have a basis in infant temperament, meaning that individual differences in disposition and behavior appear early in life, potentially before language of conscious self-representation develop. The Five Factor Model of personality maps onto the dimensions of childhood temperament. This suggests that individual differences in levels of the corresponding personality traits are present from young ages.
In the study of psychology, neuroticism has been considered a fundamental personality trait. In the Big Five approach to personality trait theory, individuals with high scores for neuroticism are more likely than average to be moody and to experience such feelings as anxiety, worry, fear, anger, frustration, envy, jealousy, pessimism, guilt, depressed mood, and loneliness. Such people are thought to respond worse to stressors and are more likely to interpret ordinary situations, such as minor frustrations, as appearing hopelessly difficult. The responses can include maladaptive behaviors, such as dissociation, procrastination, substance use, etc., which aids in relieving the negative emotions and generating positive ones.
Agreeableness is a personality trait that manifests as behavior that is perceived as kind, sympathetic, cooperative, warm, frank, and considerate. In contemporary personality psychology, agreeableness is one of the five major dimensions of personality structure, reflecting individual differences in cooperation and social harmony.
Openness to experience is one of the domains which are used to describe human personality in the Five Factor Model. Openness involves six facets, or dimensions: active imagination (fantasy), aesthetic sensitivity, attentiveness to inner feelings, preference for variety (adventurousness), intellectual curiosity, and challenging authority. A great deal of psychometric research has demonstrated that these facets or qualities are significantly correlated. Thus, openness can be viewed as a global personality trait consisting of a set of specific traits, habits, and tendencies that cluster together.
Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job performance and job satisfaction. The model explains the linkages between employees' internal influences and their reactions to incidents that occur in their work environment that affect their performance, organizational commitment, and job satisfaction. The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. The theory proposes that positive-inducing as well as negative-inducing emotional incidents at work are distinguishable and have a significant psychological impact upon workers' job satisfaction. This results in lasting internal and external affective reactions exhibited through job performance, job satisfaction, and organizational commitment.
The dark triad is a psychological theory of personality, first published by Delroy L. Paulhus and Kevin M. Williams in 2002, that describes three notably offensive, but non-pathological personality types: Machiavellianism, sub-clinical narcissism, and sub-clinical psychopathy. Each of these personality types is called dark because each is considered to contain malevolent qualities.
The HEXACO model of personality structure is a six-dimensional model of human personality that was created by Ashton and Lee and explained in their book, The H Factor of Personality, based on findings from a series of lexical studies involving several European and Asian languages. The six factors, or dimensions, include Honesty-Humility (H), Emotionality (E), Extraversion (X), Agreeableness (A), Conscientiousness (C), and Openness to Experience (O). Each factor is composed of traits with characteristics indicating high and low levels of the factor. The HEXACO model was developed through similar methods as other trait taxonomies and builds on the work of Costa and McCrae and Goldberg. The model, therefore, shares several common elements with other trait models. However, the HEXACO model is unique mainly due to the addition of the Honesty-Humility dimension.
The Revised NEO Personality Inventory is a personality inventory that assesses an individual on five dimensions of personality, the so-called Big Five personality traits. These traits are openness to experience, conscientiousness, extraversion(-introversion), agreeableness, and neuroticism. In addition, the NEO PI-R also reports on six subcategories of each Big Five personality trait.
Within personality psychology, it has become common practice to use factor analysis to derive personality traits. The Big Five model proposes that there are five basic personality traits. These traits were derived in accordance with the lexical hypothesis. These five personality traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness and Openness to Experience have garnered widespread support.
The Big Five personality traits are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. The Big Five Personality is a test that people can take to learn more about their personality in relation to the five personality traits. Cross-cultural psychology as a discipline examines the way that human behavior is different and/or similar across different cultures. One important and widely studied area in this subfield of psychology is personality, particularly the study of Big Five. The Big Five model of personality has become the most extensively studied model of personality and has broad support, starting in the United States and later in many different cultures. The Big Five model of personality started in the United States, and through the years has been translated into many different languages and has been used in many countries. Some researchers were attempting to determine the differences in how other cultures perceive this model. Some research shows that the Big Five holds up across cultures even with its origin in the English language. However, there is also some evidence which suggests that the Big Five traits may not be sufficient to completely explain personality in other cultures. In countries such as South America and East Asia, the results weren't as accurate because they weren't as open as some people in other countries are.
In psychology, a facet is a specific and unique aspect of a broader personality trait. Both the concept and the term "facet" were introduced by Paul Costa and Robert McCrae in the first edition of the NEO-Personality Inventory (NEO-PI) Manual. Facets were originally elaborated only for the neuroticism, openness to experience, and extraversion traits; Costa and McCrae introduced facet scales for the agreeableness and conscientiousness traits in the Revised NEO-PI. Each of the Big Five personality traits in the five factor model contains six facets, each of which is measured with a separate scale. The use of facets and facet scales has since expanded beyond the NEO PI-R, with alternative facet and domain structures derived from other models of personality. Examples include the HEXACO model of personality structure, psycholexical studies, circumplex models, the Multidimensional Personality Questionnaire (MPQ), and the California Psychological Inventory.
Most scientists agree that religiosity is not an independent personality trait, despite there being some commonality between their characteristics. Religiosity and personality traits both relate to one's feelings, thoughts, and behaviors. However, unlike for personality, one's level of religiosity is often measured by the presence or lack of belief in and relationship with a higher power, certain lifestyles or behaviors adopted for a higher power, and a sense of belonging with other followers of one's religion. Additionally, personality traits tend to follow a normal distribution, such that the majority of individuals' scores for a personality trait will be concentrated towards the middle, rather than being extremely high or low. Distributions for religiosity, however, follow a non-normal distribution, such that there are more individuals who score particularly high or low on religiosity scales.
Robert Roger McCrae is a personality psychologist. He earned his Ph.D. in 1976, and worked at the National Institute of Aging. He is associated with the Five Factor Theory of personality. He has spent his career studying the stability of personality across age and culture. Along with Paul Costa, he is a co-author of the Revised NEO Personality Inventory. He has served on the editorial boards of many scholarly journals, including the Journal of Personality and Social Psychology, the Journal of Research in Personality, the Journal of Cross-Cultural Psychology, and the Journal of Individual Differences.
Intelligence and personality have traditionally been studied as separate entities in psychology, but more recent work has increasingly challenged this view. An increasing number of studies have recently explored the relationship between intelligence and personality, in particular the Big Five personality traits.
Trait activation theory is based on a specific model of job performance, and can be considered an elaborated or extended view of personality-job fit. Specifically, it is how an individual expresses their traits when exposed to situational cues related to those traits. These situational cues may stem from organization, social, and/or task cues. These cues can activate personality traits that are related to job tasks and organizational expectations that the organization values. These cues may also elicit trait-related behaviors that are not directly related to job performance.
References
- ↑ Roberts, B.W., Wood, D., Smith, J.L. (2005). Evaluating Five Factor Theory and social investment perspectives on personality trait development. Journal of Research in Personality, 39(1), pp. 166-184.
- ↑ Cf. Roberts, Wood & Smith (2005). Ibid, p. 174.
- ↑ Helson, R. et al. (2002). The growing evidence for personality change in adulthood: Findings from research with personality inventories. Journal of Research in Personality, 36, pp. 287-306.
- ↑ Bleidorn, W. et al. (2013). Personality Maturation Around the World: A Cross-Cultural Examination of Social Investment Theory. Psychological Science, 24(12), pp. 2530-2540.
- ↑ Lehnart, J., Neyer, F.J., Eccles, J. (2010). Long-Term Effects of Social Investment: The Case of Partnering in Young Adulthood. Journal of Personality, 78(2), pp. 639-670.
- ↑ Van Scheppingen, M.A. et al. (2016). Personality Trait Development During the Transition to Parenthood: A Test of Social Investment Theory. Social Psychological and Personality Science, 7(5), pp. 452-462.