Big Five Personality Traits (OCEAN) Measure

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A Big Five Personality Traits (OCEAN) Measure is a personality measure based on either openness to experience, conscientiousness, extroversion, agreeableness, or neuroticism.

References

2022

When factor analysis (a statistical technique) is applied to personality survey data, it reveals semantic associations: some words used to describe aspects of personality are often applied to the same person. For example, someone described as conscientious is more likely to be described as "always prepared" rather than "messy". These associations suggest five broad dimensions used in common language to describe the human personality, temperament and psyche.[2] [3] Those labels for the five factors may be remembered using the acronyms "OCEAN" or "CANOE". Beneath each proposed global factor, there are a number of correlated and more specific primary factors. For example, extraversion is typically associated with qualities such as gregariousness, assertiveness, excitement-seeking, warmth, activity, and positive emotions. These traits are not black and white, but rather placed on continua.[4]
  1. ↑ Rothmann S, Coetzer EP (24 October 2003). "The big five personality dimensions and job performance". SA Journal of Industrial Psychology. 29. doi:10.4102/sajip.v29i1.88.
  2. ↑ Goldberg LR (January 1993). "The structure of phenotypic personality traits". American Psychologist. 48 (1): 26–34. doi:10.1037/0003-066x.48.1.26. PMID 8427480.
  3. ↑ Costa PT, McCrae RR (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) manual. Odessa, Florida: Psychological Assessment Resources
  4. ↑ De Bolle M, Beyers W, De Clercq B, De Fruyt F (November 2012). “General personality and psychopathology in referred and nonreferred children and adolescents: an investigation of continuity, pathoplasty, and complication models". Journal of Abnormal Psychology. 121 (4): 958–70. doi:10.1037/a0027742. PMID 22448741. S2CID 33228527.

2015

  • (Wikipedia, 2015) ⇒ http://en.wikipedia.org/wiki/Big_Five_personality_traits#Five_factors Retrieved:2015-10-18.
    • A summary of the factors of the Big Five and their constituent traits, such that they form the acronym OCEAN:
      • Openness to experience: (inventive/curious vs. consistent/cautious). Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine. High openness can be perceived as unpredictable and unfocused. Low openness people are pragmatic and data-driven, sometimes perceived to be dogmatic and closed-minded. Some disagreement remains about how to interpret the openness factor, which is sometimes called "intellect" rather than openness to experience.
      • Conscientiousness: (efficient/organized vs. easy-going/careless). A tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned rather than spontaneous behavior. High conscientiousness often perceived as stubborn and obsessive. Low conscientiousness are flexible and spontaneous, but can be perceived as sloppy and unreliable. [1]
      • Extraversion: (outgoing/energetic vs. solitary/reserved). Energy, positive emotions, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness. High extraversion is often perceived as attention-seeking, and domineering. Low extraversion causes a reserved, reflective personality, which can be perceived as aloof or self-absorbed. [2]
      • Agreeableness: (friendly/compassionate vs. analytical/detached). A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of one's trusting and helpful nature, and whether a person is generally well-tempered or not. High agreeableness is often seen as naive or submissive. Low agreeableness personalities are often competitive or challenging people, which can be seen as argumentative or untrustworthy. [3]
      • Neuroticism: (sensitive/nervous vs. secure/confident). The tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability. Neuroticism also refers to the degree of emotional stability and impulse control and is sometimes referred to by its low pole, “emotional stability”. A high need for stability manifest as stable and calm personality, but can be seen as uninspiring and unconcerned. A low need for stability causes a reactive and excitable personality, often very dynamic individuals, but they can be perceived as unstable or insecure. [4]
    • No Strong Preferences (all five dimensions): are adaptable, moderate and reasonable personalities, but can be perceived as unprincipled, inscrutable and calculating. [5] The Big Five Model was defined by several independent sets of researchers. These researchers began by studying known personality traits and then factor-analyzing hundreds of measures of these traits (in self-report and questionnaire data, peer ratings, and objective measures from experimental settings) in order to find the underlying factors of personality. Patrick E. Shrout, Susan T. Fiske (1995). “Personality research, methods, and theory". Psychology Press. </ref> Tupes, E. C., & Christal, R. E. (1961). Recurrent personality factors based on trait ratings. USAF ASD Tech. Rep. No. 61-97, Lackland Airforce Base, TX: U. S. Air Force. </ref> The Big five personality traits was the model to comprehend the relationship between personality and academic behaviors. The initial model was advanced by Ernest Tupes and Raymond Christal in 1961 [6] but failed to reach an academic audience until the 1980s. In 1990, J.M. Digman advanced his five-factor model of personality, which Lewis Goldberg extended to the highest level of organization. These five overarching domains have been found to contain and subsume most known personality traits and are assumed to represent the basic structure behind all personality traits. These five factors provide a rich conceptual framework for integrating all the research findings and theory in personality psychology. At least four sets of researchers have worked independently for decades on this problem and have identified generally the same five factors: Tupes and Cristal were first, followed by Goldberg at the Oregon Research Institute, [7] [8] Cattell at the University of Illinois, [9] [10] and Costa and McCrae at the National Institutes of Health. [11] These four sets of researchers used somewhat different methods in finding the five traits, and thus each set of five factors has somewhat different names and definitions. However, all have been found to be highly inter-correlated and factor-analytically aligned. [12] [13] [14] Studies indicate that the Big Five traits are not nearly as powerful in predicting and explaining actual behavior as are the more numerous facet or primary traits. Each of the Big Five personality traits contains two separate, but correlated, aspects reflecting a level of personality below the broad domains but above the many facet scales that are also part of the Big Five.The aspects are labeled as follows: Volatility and Withdrawal for Neuroticism; Enthusiasm and Assertiveness for Extroversion; Intellect and Openness for Openness/Intellect; Industriousness and Orderliness for Conscientiousness; and Compassion and Politeness for Agreeableness.
  1. ↑ MIT Sloan management review Spring 2012
  2. ↑ MIT Sloan management review Spring 2012
  3. ↑ MIT Sloan management review Spring 2012
  4. ↑ MIT Sloan management review Spring 2012
  5. ↑ MIT Sloan management review Spring 2012
  6. ↑ Tupes, E.C., & Christal, R.E., Recurrent Personality Factors Based on Trait Ratings. Technical Report ASD-TR-61-97, Lackland Air Force Base, TX: Personnel Laboratory, Air Force Systems Command, 1961
  7. ↑ Goldberg, L.R. (1982). From Ace to Zombie: Some explorations in the language of personality. In C.D. Spielberger & J.N. Butcher (Eds.), Advances in personality assessment, Vol. 1. Hillsdale, NJ: Erlbaum.
  8. ↑ Saucier, G. & Goldberg, L.R. (1996). The language of personality: Lexical perspectives on the five-factor model. In J.S. Wiggins (Ed.), The five-factor model of personality: Theoretical perspectives. New York: Guilford.
  9. ↑ Karson, S. & O’Dell, J.W. (1976). A guide to the clinical use of the 16PF. Champaign, IL: Institute for Personality & Ability Testing.
  10. ↑ Cattell, H.E.P, and Mead, A.D. (2007). The 16 Personality Factor Questionnaire (16PF). In G.J. Boyle, G. Matthews, and D.H. Saklofske (Eds.), Handbook of personality theory and testing: Vol. 2: Personality measurement and assessment. London: Sage.
  11. ↑ Costa, P.T., Jr. & McCrae, R.R. (1985). The NEO Personality Inventory manual. Odessa, FL: Psychological Assessment Resources.
  12. ↑ International Personality Item Pool. (2001). A scientific collaboration for the development of advanced measures of personality traits and other individual differences (IPIP.ori.org)
  13. ↑ Carnivez, G.L. & Allen, T.J. (2005). Convergent and factorial validity of the 16PF and the NEO-PI-R. Paper presented at the annual convention of the American Psychological Association, Washington, D.C.
  14. ↑ Conn, S. & Rieke, M. (1994). The 16PF Fifth Edition technical manual. Champaign, IL: Institute for Personality & Ability Testing.

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