THE BIG FIVE MODEL

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Type of Facebook user and correlational relationship with social comparison and self-esteem along with the moderating variable of the Big Five model

Type of Facebook user and correlational relationship with social comparison and self-esteem along with the moderating variable of the Big Five model

previous studies related to social network use but are not clear on how these personality traits may affect both social comparison orientation along with proactive and reactive Facebook use (Amichai-Hamburger & Vinitzky, 2010; Correa, Hinsley, & Gil de Zúñiga, 2010; Marshall, Lefringhausen, & Ferenczi, 2015; Ryan & Xenos, 2011; Tasi, Chang, Chang, & Chang, 2017). The addition of the personality traits might further explain why Facebook users with high social comparison orientation engage in more reactive use if there is a distinct difference in these personality traits compared to the personality traits of users who have lower social comparison orientation. Also, the inclusion of the Big Five model traits as moderating variables may help to provide a significant relation for users with low social comparison orientation being more proactive in their Facebook use. These personality characteristics may also explain the relationship between both
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Personality differences of college students with public and private Facebook profile: A big five model viewpoint

Personality differences of college students with public and private Facebook profile: A big five model viewpoint

In assessing one’s personality across different cultures, Big Five Model appeared to be the most robust formulation (Costa & McCrae, 2005). It asserts that personality has five general dimensions mainly Extraversion, Openness, Conscientiousness, Agreeableness and Neuroticism (McCrae, 1992). With its utility in predicting behavioral outcomes, several studies proved the association of link between personality and Facebook use and profiles (Amichai-Hamburger, 2002; Bachrach, Kosinski, Graepel, Kohli, & Stillwell, 2012; Butt & Philips, 2008; Goldbeck, Robles, & Turner, 2011; Ross, Orr, Sisic, Arseneault, Simmering, & Orr, 2009). With reference to previous empirical studies conducted in Western context, Facebook is correlated with openness (Quercia, Lambiotte, Stillwell, Kosinski, & Crowfort, 2012), conscientiousness, and extraversion (Amichai-Hamburger & Vinitzky, 2010), and agreeableness and neuroticism (Butt & Philips, 2008). It is very evident that some amount of variances in use of Facebook and preference over specific profiles can be associated to personality traits (Schrammel, Koffel, & Tscheligi, 2009).
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A review of big five personality and job performance among employees

A review of big five personality and job performance among employees

In order to understand human behavior, we must break behavioral patterns down into a series of observable traits. One prominent personality classification characterizing a large number of traits is the Big Five model that, the validity factors has been established across various nations (Costa et al., 2000). The emergence of Big Five personality dimensions has provided a clear perspective has yet to be correlated till what extend in current era. Big Five is currently used as a platform by many organizations. The Big Five personality dimensions are employed in the study as a model to know which is the most influential to job performance. Costa et al. (2000) stated that Big Five personality is the most prominent model of personality that being highest predictor to job performance. The dimensions of Big Five personality are used to explain individual differences in personality ratings. The dimensions of Big Five namely are Openness to Experience, Conscientiousness, Extroversion, Agreeableness, and Neuroticism (Ivancevich, Konopaske, & Matteson, 2008).
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Determinants of Leadership Style in Big Five Personality Dimensions

Determinants of Leadership Style in Big Five Personality Dimensions

predictors of effective leadership has and will continue to interest researchers. The past literature lacks a framework for developing symbolic leadership styles which are needed in order to link leadership with structured frame of references such as the personality traits advanced by the big five model. The personality literature witnessed a similar dilemma at the beginning of the research on personality traits when large number of personality traits were identified among which only few were found consistent in different cases. However, the problem was resolved when extensive research on the subject eliminated the need to use several traits and instead formulate symbolic personality traits which were advanced by the big five model. The discussion on leadership, in contrast, remains scattered which makes it impossible to effectively link the discussion on leadership styles with personality dimensions. This research study has added to the anthology of leadership-personality literature by determining if personality traits can predict leadership styles of leaders by formulating and using representative leadership styles.
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Big Five Traits and Perfectionism are Risk Factors for Nonsuicidal Cutting

Big Five Traits and Perfectionism are Risk Factors for Nonsuicidal Cutting

The Five Factors also accounted for 24% of the variance predicting duration of cutting with Openness providing the only unique contribution. The length of time participants cut was predicted by Openness, which has been described as a preference for variety, intellectual curiosity, imagination, attention to feelings, and a less conventional approach to life [29]. Additionally, duration was associated with higher le- vels of introversion. Interestingly, duration and frequency of cutting were not correlated (r = .10) in this sample, and the two variables had inverse associations with Extraversion. Apparently, these two indices of self-injury independently assess facets of cutting: the length of time one cut was not related to the number of times one cut. Extraverts cut more, and introverts cut longer.
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Predicting Human Locations with Big Five Personality and Neural Network

Predicting Human Locations with Big Five Personality and Neural Network

Abstract—It is generally believed that human mobility pattern is affected by human personality. It implies human personality can influence future human location or usual frequent places. In such a manner, Big Five Personality Traits is utilized in order to figure out the effect of human personality toward human mobility model. The Back Propagation Network is used as a tool for identifying the effect of human personality to human mobility model. Human personality and preferred locations were related in a range of common sense. An algorithm is designed to simulate the effect of personality on human locations and represent the effect numerically. Our result will show the combinatorial effect of human personality and human mobility.
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Predicting Managerial Coaching Behaviors by the Big Five Personality Traits

Predicting Managerial Coaching Behaviors by the Big Five Personality Traits

Particularly, Noer [14,15] put forward the Triangle Coaching Model which conceptualizes the process of coaching as a client-centered, helping relationship with three essential dimensions: accessing, challenging, and supporting. Correspondingly, the Coaching Behaviors Inventory with 30 self-assessment items was developed to measure the three dimensions of coaching behaviors. Accessing refers to the use of analytical processes that lead to measurements and goal-setting, including five components: data gathering, gap analysis, goal setting, measurement, and feedback. Challenging refers to stimu- lating the person being coached to develop concrete plans to meet desired objectives, including four compo- nents: confronting, focusing/shaping, reframing, and em- powering/energizing. Supporting refers to creating an in- terpersonal context that facilitates trust, openness, res- pect and understanding, including five components: at- tending, inquiring, reflecting, affirming, and airtime. Us- ing the inventory and comparing managerial coaching behaviors of Saudi Arabian with US managers, Noer [15] found Saudi managers exhibited less overall variance as a group in their coaching behaviors, and they exhibited significantly more supporting and challenging behaviors than their American counterparts. In terms of accessing
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THE BIG FIVE PERSONALITY TRAITS

THE BIG FIVE PERSONALITY TRAITS

The big five personality traits are describing personality characteristics; they realized that many different words were actually pointing to a single dimension of personality. When these words were grouped, five dimensions seemed to emerge, and these explain much of the variation in our personalities. Goldberg, L. R. (1990). The basis behind this study was to now improve, how many personality traits are there? So that, researchers don't always agree on the exact labels for each dimension .However, these big five personality traits such as: - openness, conscientiousness, extraversion, agreeableness, and Neuroticism—if you put the initials together, you get the short form OCEAN. Everyone has some degree of each of these traits; it is the unique configuration of how high a person rates on some traits and how low on others that produces the individual quality it is called personality. The broad and complex construct, personality has been defined by different researchers in different ways. Allport (1937) called personality one of the most abstract words in language and listed distinct meanings that were derived from fields as diverse as philosophy, sociology, law and psychology. Funder (2001) defines it as “an individual’s characteristic patterns of thought, emotion, and behavior together with the psychological mechanism-hidden or not-behind those patterns”. Also many researchers believe that they are five core personality traits. Evidence of this theory has been growing over the past 50 years, beginning with the research of D. W. Fiske (1949) and later expanded upon by other researchers including Norman (1967), Smith (1967), and McCrae & Costa (1987). The "big five" are broad categories of personality traits. While there is a significant body of literature supporting this five-factor model of personality?
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The Relationship between the Big Five Personality Factors and Job Burnout

The Relationship between the Big Five Personality Factors and Job Burnout

Based on the findings of present research, it is obvious that third statistical hypothesis on the negative relationship between conscientiousness and job burnout of mentioned factory workers is rejected. According to above findings, conscientiousness has positive relationship with job burnout. Finally the results of t-value(Table 7) revealed that all Big Five Personality Factors have significant relationships with Job Burnout, because their t-value are -10.83, -7.24, 3.55, 9.41, and -3.22 respectively. Based on the results of t-value model, it is obvious that more extroversion, leads to less job burnout. Such results are true on agreeableness and openness. It means that people with more agreeableness and openness experience less job burnout. More neuroticism leads to more job burnout. However, the hypothesis of conscientiousness was not supported. The findings indicate that people with higher conscientiousness experience higher job burnout. Therefore, first, second, fourth and fifth hypothesis are supported.
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The Big-Five personality traits as predictors of involuntary turnover

The Big-Five personality traits as predictors of involuntary turnover

Rubenstein, Kammeyer-Mueller, Wang and Thundiyil (2019) are looking at the embeddedness theory which describes different factors that are said to constrain employee turnover, such as fit with the environment, interpersonal skills and benefits. They researched the factors that might predict voluntary and involuntary turnover by empirically testing biographical characteristics with the employee job embeddedness. Their model aims to predict different factors that might lead to a voluntary or involuntary exit of an individual by utilising the biodata that was gathered before or during the hiring process. This data may indicate the job embeddedness of an individual in advance if it contains information about different links to other company’s employees, perceived fit with the organisation and/or potential sacrifices that the individual needs to make in order to be employed by the organisation. The results of their studies indicate that the biodata factors assessed were linked to the employees’ job embeddedness and to the future employee turnover. They also found out that by increasing the job embeddedness companies are able to decrease the turnover rate and increase the retaining of the employees.
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Towards a culture-free model of the Big Five - a cross-cultural investigation of the Orpheus in four different language families

Towards a culture-free model of the Big Five - a cross-cultural investigation of the Orpheus in four different language families

Appendix 22: Initial codes based on randomly selected items Codes from sample amendments Initial Codes template 1: Not exact literal translation 3: Not exact literal translation 4: not a[r]

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Towards a culture-free model of the Big Five - a cross-cultural investigation of the Orpheus in four different language families

Towards a culture-free model of the Big Five - a cross-cultural investigation of the Orpheus in four different language families

This was considered the best available option because: 1 Orpheus consists of 190 items, which makes it a very challenging to get the same participants to fill out the same questionnaire [r]

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Empathy and big five personality model in medical students and its relationship to gender and specialty preference: a cross-sectional study

Empathy and big five personality model in medical students and its relationship to gender and specialty preference: a cross-sectional study

Quantitative variables were described as means and standard deviations if they were normally distributed. For non-normally distributed quantitative variables, evalu- ated by the Shapiro-Wilks test, we used medians and interquartile ranges. Frequencies and percentages were used to describe the qualitative variables. Differences between the empathy scales by gender and specialty preference were analysed using the Student’s t-test or the Mann-Whitney U test. Correlations between the empathy and personality variables were assessed by calculating the Spearman’s rho. Multivariable linear regression analysis was performed to assess the association between personal- ity traits (NEO-FFI dimensions) and empathy. We fitted different models for each empathy scale (JSPE, IRI-PT, IRI-FS, IRI-EC, IRI-PD and EQ). The explanatory vari- ables were the NEO-FFI dimensions, adjusting by gender and specialty preference. The selection of variables was performed by backward stepwise regression, removing variables from the model by means of the F test. We explored all first order interactions between adjusting variables (gender and specialty preference) and the per- sonality variables included in the model. The final models were assessed for residual validation. Goodness-of-fit was assessed by means of R-squared and adjusted R-squared.
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From Common Core Standards to Curriculum: Five Big Ideas

From Common Core Standards to Curriculum: Five Big Ideas

unhelpful ambiguity on the challenge of moving from Standards to curriculum. Worse, most definitions focus on inputs, not outputs – what will be “covered” rather than a plan for what l[r]

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Information Security Management System Standards: A Comparative Study of the Big Five

Information Security Management System Standards: A Comparative Study of the Big Five

The ITIL originated as a collection of books, each covering a specific practice within IT Service Management, was built around a process-model based view of controlling and managing operations often credited to W. Edwards Deming and his plan-do-check-act (PDCA) cycle [4], as IT Services Management Standards and Best Practices [18] contains of 8 main components[figure 5], they are: Service Support, Service Delivery, ICT Infrastructure Management, Security Management, Application Management, Software Asset Management, Planning to Implement Service Management, Small-Scale Implementation .
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The Impact of Demographic Factors and Big Five Factor of Personality on Job Satisfaction

The Impact of Demographic Factors and Big Five Factor of Personality on Job Satisfaction

demographic factors, Big five-factor of personality and job satisfaction amongst the employees working hub branch of one of the Banks in Oman. The descriptive research design was adopted and data were collected from 67 employees through questionnaire method. The research results have shown that demographic factors including gender, age, education and job tenure affect job satisfaction by 45.1%. Gender has emerged as major demographic factor that affects job satisfaction. On the other hand, personality factors including Extroversion, Neuroticism, Openness, Agreeableness and Conscientiousness of employees affect job satisfaction by 82.4%. All the personality traits affect job satisfaction in a positive manner, except neuroticism that affects job satisfaction in a negative manner.
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MANUFACTURING EMPLOYEES’ BIG FIVE PERSONALITY DIMENSIONS AND THEIR RELATIONSHIP TO JOB SATISFACTION

MANUFACTURING EMPLOYEES’ BIG FIVE PERSONALITY DIMENSIONS AND THEIR RELATIONSHIP TO JOB SATISFACTION

This study was carried out using a survey method and the tool used for gathering data was a questionnaire made up of three sections. The first section in the questionnaire gathered respondents’ demographic information, while the second section gathered data on the Big Five personality traits using the NEO-FFI-3 with 12 items per dimension, and the third section involved employees’ self-assessment of job satisfaction. The NEO Five-Factor Inventory (NEO- FFI-3) developed by Costa & McCrae, 1989) was used in the present study. It contains only 60 of the 240 questions in the NEO-PI-Rs. 12 questions for each domain that had the highest correlation with that specific factor using an analytical approach were selected from the NEO-PI. The 60-item NEO-FFI was developed to provide a concise instrument to measure the Big Five personality dimensions (Costa & Mccrae, 1988). It utilizes a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). An example item is “I prefer jobs that let me work alone without being bothered by other people”. After the pre-test, nine items were deleted and there were 51 items altogether. The Cronbach Alpha value for this instrument is 0.817, which is considered good in terms of internal consistency according to George and Mallery (2003). In addition, it provides researchers with a tool that takes significantly less time to complete (typically 10-15 minutes) compared to the NEO-PI-R (45 to 60 minutes).
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Who, What, Where, How: Five Big Questions in Mobile Security

Who, What, Where, How: Five Big Questions in Mobile Security

Sticky Broadcast Tampering Insecure Storage Insecure Network Communication SQL Injection Promiscuous Privileges Intent Hijacking.. Challenges for Organizations[r]

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Running Big Data Infrastructure: Five Areas That Need Your Attention

Running Big Data Infrastructure: Five Areas That Need Your Attention

Businesses quickly discovered that leveraging data allows them to better compete in the marketplace. But, in the rush towards Big Data adoption, most conversation focuses on applications, not the infrastructure that supports any successful deployment of Big Data. While the business and IT communities debate the merits and uses of Big Data, data engineers are quietly focused on architecting and running infrastructures that are efficient, cost-effective,

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PERSONALITY AND LEARNING STYLE: EVIDENCE FOR BIG FIVE TRAITS Keka Varadwaj

PERSONALITY AND LEARNING STYLE: EVIDENCE FOR BIG FIVE TRAITS Keka Varadwaj

First of all, the extent to which the Big Five personality traits predicted each of the four learning styles was examined (see Table 2). It was found that neuroticism, openness, and conscientiousness explained 37% of the variance in synthesis-analysis; openness and conscientiousness explained 26% of the variance in elaborative processing; openness and conscientiousness explained 35% of the variance in methodical study; and conscientiousness alone explained 9% of the variance in fact retention. Hence, the relevance of the findings are discussed below
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