When we speak informally about an individual’s personality, we may be referring to any number of qualities, from their temperament to their sense of humor, even the kind of media they like. However, in the social sciences, the study of personality focuses on enduring, reliable traits about a person that can be measured, and which are useful in predicting behavior (Saucier & Srivastra, 2015). The leading perspective on personality within the social sciences is the Five Factor Model, or the “Big Five”, which describes individuals in terms of their openness to experience, conscientiousness, agreeability, extroversion, and neuroticism.
This CQ Dossier discusses the trait-based approach to leadership and reviews those personality traits that distinguish effective from ineffective leaders. The dossier also identifies key skills or competencies that are related to leader effectiveness and can be used by organizations for selection, promotion, and training.
Many organizations use selection methods that are not valid based on myths surrounding selection and recruitment. This CQ Dossier describes and challenges those myths and provides an overview of different selection approaches and their effectiveness to predict job performance.
This CQ dossier describes the importance of including both task and contextual performance in defining and describing job performance. Organizations can gain a competitive advantage through linking job performance to the overall mission of the firm.
Research on communication in the workplace has revealed that personality traits such as assertiveness, agreeableness, conscientiousness, and extroversion tend to increase the chance that someone will communicate at work.
Organizations utilize personality inventories such as the Five Factor Model of Personality for a range of purposes including selection and recruitment and employee management. Over the last twenty years, HRM scientists and practitioners have identified the Five Factor Model as a useful tool in predicting employee performance across a range of jobs and settings. This blog post describes the Five Factor Model also called Big Five and how the model can be utilized to increase organizational effectiveness.
This CQ Dossier describes organizational and individual factors that predict an effective safety climate. The dossier draws on theory and research to describe how organizational practices can lead to an effective safety climate. In addition, the dossier describes the importance of individual differences in predicting an effective safety climate.
This CQ Dossier focuses on the dark or destructive side of leadership and utilizes a trait approach in understanding destructive leaders. It summarizes the main personality traits that categorize destructive leaders, including narcissism, psychopathy, hubris and Machiavellianism.
his CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. The dossier focuses on the Big Five Personality Model and describes the research that supports use of the Big Five for validation purposes with criteria.