The Application of the Big Five Model In HR Practice
Organizational Psychology Research paper
The Application of the Big Five Model In HR Practice Jackie BO YU Advisor: Prof. Rakesh Mittal New York Institute of Technology
Abstract This research paper gives a brief introduction of the big five model and applies it into real business work place. Personality has a big influence on how an employee thinks, feels, and behaves when working. As employers or human resource managers, they can analyze employees’ behaviors and performance to distinguish the personality of them.
Keywords: application, performance, recruitment, motivation.
Introduction of the big five model.
The Big Five model describes and categorizes different personalities into five different traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness and Openness to Experience.
Extraversion is a personality trait that predisposes individuals to experience positive emotional states and feel good about the world around them. (Jennifer M. George, 2012) Extraverts are sociable, affectionate, and friendly. They are more likely than introverts to experience positive moods, are satisfied with their jobs and generally feel good about the organization.
Neuroticism reflects people’s tendencies to experience negative emotional states, feel distressed, and generally view themselves and the world around them negatively. Individuals who are high on neuroticism always feel distressed and have negative moods at work.
Agreeableness is the trait that tends to get along well with others. This type of people trusts their colleagues all the time and is always like a team player.
Conscientiousness is the extent to which an individual is careful, scrupulous and persevering. People in this type are organized and have a lot of self-discipline.
Openness to Experience is the extent to which an
The Application of the Big Five Model In HR Practice Jackie BO YU Advisor: Prof. Rakesh Mittal New York Institute of Technology
Abstract This research paper gives a brief introduction of the big five model and applies it into real business work place. Personality has a big influence on how an employee thinks, feels, and behaves when working. As employers or human resource managers, they can analyze employees’ behaviors and performance to distinguish the personality of them.
Keywords: application, performance, recruitment, motivation.
Introduction of the big five model.
The Big Five model describes and categorizes different personalities into five different traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness and Openness to Experience.
Extraversion is a personality trait that predisposes individuals to experience positive emotional states and feel good about the world around them. (Jennifer M. George, 2012) Extraverts are sociable, affectionate, and friendly. They are more likely than introverts to experience positive moods, are satisfied with their jobs and generally feel good about the organization.
Neuroticism reflects people’s tendencies to experience negative emotional states, feel distressed, and generally view themselves and the world around them negatively. Individuals who are high on neuroticism always feel distressed and have negative moods at work.
Agreeableness is the trait that tends to get along well with others. This type of people trusts their colleagues all the time and is always like a team player.
Conscientiousness is the extent to which an individual is careful, scrupulous and persevering. People in this type are organized and have a lot of self-discipline.
Openness to Experience is the extent to which an
References: 1. Jennifer M. George, Gareth R. Jones, 2012 “Understanding and Managing Organizational Behavior”. 2. Atkinson, Rita, L.; Richard C. Atkinson, Edward E. Smith, Daryl J. Bem, & Susan Nolen-Hoeksema (2000). Hilgard 's Introduction to Psychology (13 ed.). Orlando, Florida: Harcourt College Publishers. p. 437. 3. Judge, T. A., Martocchio, J. J., & Thoresen, C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82, 745-755. 4. Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-Factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87, 530-541. 5. Lim, B., Ployhart, R. E. (2004). Transformational leadership: Relations to the five-factor model and team performance in typical and maximum contexts. Journal of Applied Psychology, 89, 610-621. 6.Martes,Ruby/2012,www.ehow.com/how_8536112_motivate-different-types-personalities-workplace.html