Personality and the Prediction of Team Performance

2011 ◽  
Vol 25 (1) ◽  
pp. 31-42 ◽  
Author(s):  
Thomas A. O'Neill ◽  
Natalie J. Allen
Keyword(s):  
Job Performance ◽  
Team Performance ◽  
Big Five ◽  
Criterion Validity ◽  
The Other ◽  
Personality Factors ◽  
Big Five Personality ◽  
Negative Relation ◽  
Five Factors ◽  
Big Five Personality Factors

Although much is known about personality and individuals’ job performance, only a few studies have considered the effects of team–level personality on team performance. Existing research examining the effects of personality on team performance has found that, of the Big Five factors of personality, Conscientiousness is often the most important predictor. Accordingly, we investigated the criterion validity of lower–level Conscientiousness traits to determine whether any one trait is particularly predictive of team performance. In addition to Conscientiousness, we examined the criterion validity of the other Big Five personality factors. We found that Conscientiousness and its facets predicted team performance. Agreeableness, Extraversion and Neuroticism were not predictive of team performance, whereas Openness had a modest negative relation with team performance. Copyright © 2010 John Wiley & Sons, Ltd.

scholarly journals The influence of demographic and cognitive diversity and personality factors on team performance

2012 ◽  
Vol 25 (4) ◽  
pp. 861-887
Author(s):  
YounHee Roh ◽  
YoungWoo Sohn
Keyword(s):  
Team Performance ◽  
Big Five ◽  
Gender Diversity ◽  
Optimal Level ◽  
Personality Factors ◽  
Big Five Personality ◽  
Cognitive Diversity ◽  
Team Composition ◽  
Big Five Personality Factors ◽  
High Diversity

The purpose of this study was to investigate the effects of team composition on team performance. A total of 67 student teams participated in their team-based task for more than 10 weeks and a team is an unit of analysis. The composition variables included demographic diversity (gender and college starting year), cognitive diversity, and Big Five personality factors. To test the hypothesis that there will be significant differences in team performance between three groups (low-, medium-, and high-diversity) varying with demographic (gender and college starting year) and cognitive diversity, one-way ANOVAs and post-hoc analyses were used. Findings regarding gender diversity revealed that team performance was greater for medium- and low-diversity groups than for high-diversity group. While findings regarding college starting year revealed that team performance was greater for low- and high-diversity groups than for medium-diversity group, findings regarding cognitive diversity measured by diversity of attending colleges revealed that team performance was greater for medium-diversity group than for high-diversity group. These findings suggest that there will be an optimal level of diversity for enhancing team performance. Then we examined the relationships between Big Five personality factors as team composition variables and team outcomes. Team extroversion showed positive relationships with the creative part and team presentation. However, the minimum of team agreeableness showed negative relationships with the logical part of team performance, which was the opposite of our hypothesis. We discussed that the personality factors for team composition could vary with task characteristics.

Locating the Big Five Personality Factors in the Relate Relationship Evaluation Measures

2005 ◽  
Vol 97 (3) ◽  
pp. 877-886 ◽  
Author(s):  
Thomas W. Draper ◽  
Thomas B. Holman
Keyword(s):  
Big Five ◽  
Personality Factors ◽  
Big Five Personality ◽  
Factor Analyses ◽  
Evaluation Measures ◽  
Five Factors ◽  
Big Five Personality Factors ◽  
Big Five Factors

Factor analyses of data from 400 students who completed the adjective section of the Relate relationship evaluation and similar descriptors from the measure of the “big five” factors of personality by Digman and Inouye indicated that all of the “big five” measures, surgency, agreeableness, conscientiousness, neuroticism, and openness, can be assessed as part of the Relate assessment.

Lucid Dreaming Frequency and the Big Five Personality Factors

2016 ◽  
Vol 36 (3) ◽  
pp. 240-253 ◽  
Author(s):  
Gabriela Hess ◽  
Michael Schredl ◽  
Anja S. Goritz
Keyword(s):  
Big Five ◽  
Online Survey ◽  
Personality Factors ◽  
Big Five Personality ◽  
Lucid Dreaming ◽  
Personality Correlates ◽  
Five Factors ◽  
Big Five Personality Factors ◽  
Relationship Of ◽  
The Relationship

Lucid dreaming frequency varies strongly among individuals and, thus, research has focused on identifying what factors affect this phenomenon. The present study, an online survey ( N = 2,492), focused on the relationship between the Big Five personality dimensions and lucid dreaming frequency. Additionally, the personality correlates of the age of the first lucid dream were investigated. In our sample, a small but substantial portion of individual differences concerning lucid dreaming frequency was explained by the Big Five personality factors. Openness to experiences correlated positively with lucid dreaming frequency, whereas the correlation was negative for agreeableness. The relationship between neuroticism and lucid dreaming frequency disappeared when nightmare frequency was controlled. Future researchers should examine the relationship of the Big Five factors with the attitudes toward and the contents of lucid dreams. Moreover, longitudinal studies should investigate the lucid dream socialization of children and the effect of age on the course of interest in lucid dreaming.

Body image and personality: Associations between the Big Five Personality Factors, actual-ideal weight discrepancy, and body appreciation

2012 ◽  
Vol 54 (2) ◽  
pp. 146-151 ◽  
Author(s):  
VIREN SWAMI ◽  
ULRICH S. TRAN ◽  
LOUISE HOFFMANN BROOKS ◽  
LAURA KANAAN ◽  
ELLEN-MARLENE LUESSE ◽  
...  
Keyword(s):  
Body Image ◽  
Big Five ◽  
Personality Factors ◽  
Big Five Personality ◽  
Body Appreciation ◽  
Ideal Weight ◽  
Big Five Personality Factors
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