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Running head: BIG FIVE PERSONALITY TRAITS

Big Five Personality Traits Grand Canyon University: PSY-255 December 15, 2019

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Personality Research Paper Abstract

The Big Five Personality Traits were pioneered by psychologists Robert McCrae and Paul Costa. After extensive amounts of time and research; they concluded that neuroticism, extraversion, openness, agreeableness, and conscientiousness are the five basic factors. These dimensions are considered by many to be the basis of an individual’s overall personality. By understanding these traits, one has the ability to comprehend why they are interested in certain tasks, how they interact with others, and why they react differently in similar situations than others. Becoming more aware of these traits can help an individual learn more about themselves, discover career success, and cultivate healthy relationships.

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Personality Research Paper

Personality Research Paper Personality traits are stable, and uniquely differentiates each and every person. It can be defined as, “the patterns of behavior, thought, and emotion unique to an individual, and the ways they interact to help or hinder the adjustment of a person to other people and situations” (Personality, 2018). After decades of research, evidence proves that there are five dimensions of personality; openness, conscientiousness, extraversion, agreeableness, and neuroticism. When taking the Big Five personality test, one can either score high or low within the dimensions of these traits causing desirable or unpleasant traits. The following in-depth analysis will highlight all of the Big Five personality traits, the correlation of these traits and career success, and connection between both friendships and relationships. Big Five Personality Traits According to Mcray (2015), “The “Big Five” personality traits are traits that describe adult personality, sometimes abbreviated as OCEAN: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism” (Big Five, 2015, p.1). Studies demonstrate that an individual’s personality and the traits within are not something that changes based on the day or season. They are in fact, stable throughout one’s life. Changes however, are slow and often hard to notice, but may occur if someone has suffered from a very traumatic experience. Aging does play a role in small changes within one’s personality traits. Researchers have concluded that, “our personalities become fairly stable during our 20’s and show little sign of change after the age of 30” (Burger, 2018, p. 148). The first personality trait is openness, high scores in this group include, “an active imagination, a willingness to consider new ideas, divergent thinking, and intellectual curiosity” (Burger, 2018, p. 144). These people are usually very open-minded

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and adventurous, oftentimes pursuing careers as an artist or innovative thinker. If one scores low in this category, they may find comfort in being complacent and rarely would be willing to try new things. The next characteristic is conscientiousness which, “often show up in achievement or work situations, which is why some researchers refer to this dimension as will to achieve or simply work. But these characteristics surface in other areas of our lives as well” (Burger, 2018, p. 145). Most managers or prominent leaders score high in this category because of their organization skills and determination. However, low scores in this category pertains to severe procrastination and disorganization, which may cause one to fail an assigned task or duty. According to Burger (2018), “Extraverts are very sociable people who also tend to be energetic, optimistic, friendly, and assertive” (p. 144). Most people who find themselves being the “social butterfly” or the “life of the party” tend to be drawn to careers in sales, planning, or cosmetology. Yet those who associate more as an introvert may feel as if they are highly reserved, independent, or shy compared to that of an extravert. “People who are high on the agreeableness dimension are helpful, trusting, and sympathetic” (Burger, 2018, p. 144). Since occupations like nursing and teaching require extreme sympathy and selflessness, highly agreeable people usually choose this career path. Less agreeable people tend to be disinterested in others and have a preference to be and work independently. The last trait is best represented as, “people who frequently experience emotional distress and wide swings in emotions will score high on measure of neuroticism” (Burger, 2018, p. 144). Emotional instability goes hand-in-hand with neuroticism; those who score low in neuroticism are usually calm and tend to be more emotionally stable as opposed to those who score high. Choosing a career as a writer, accountant, or even self-employment may suit this personality trait best. Big Five and Career Success

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Research proves that the Big Five personality traits correlate with one’s career success which can be evaluated through intrinsic (job satisfaction) and extrinsic (income or occupational status) measures. In terms of the traits that are most relevant to career success, neuroticism, extraversion, and conscientiousness appear as the most prominent. In the work place, neuroticism sometimes gets a bad reputation as these people usually experience a majority of negative emotions like stress, anxiety, or even depression. They let their work consume their life, which in turn creates an unhealthy and unbalanced lifestyle. Extraversion is a trait that is highly sought out after considering the benefits they have in the workplace. Often times, extraverts will be ambitious, socially oriented, assume the leadership role when it comes to getting work done. Compared to highly neurotic people, an extravert seems like a very valuable asset to have within a company or on a team. Conscientiousness however, manifests itself in three different ways throughout the workplace, “achievement orientation (hardworking and persistent), dependability (responsible and careful), and orderliness (planful and organized)” (Judge, Higging, Thoresen, & Barrick, 1990, p. 624). As manager of a company, conscientious employees would most likely be the type to improve overall job performance considering they strive to be successful and want to achieve the most. However, when it comes to struggling with difficult tasks, these people are extremely persistent and persevere through the hard times. It can be argued that highly agreeable people could be more cooperative than others, which could benefit their career success in the long-run. Yet because of these individuals highly agreeable nature, they often have a hard time making difficult decisions or delivering bad news. Regarding openness, individuals thrive on creativity, new ideas, and their imagination. Despite these great qualities, they are susceptible to job hopping, which in turn can impair their career success. Research proved that career success is correlated with certain personality traits as demonstrated in the study of measuring the career

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success of preschool teachers based on the Big Five personality traits. This study concluded that people who are highly neurotic have higher rates of perceived stress (Smidt, Kammermermeyer, Roux, Theisen & Weber, 2018). Emotional instability at work can cause people to have a difficult time focusing, preventing career success and increasing the risk of “burnout symptoms.” In terms of an individual’s level of conscientiousness, it is positively correlated to objective (extrinsic) and subjective (intrinsic) career success, “because conscientiousness emphasizes work-related habits that are considered to be closely connected to career success. Therefore, it seems difficult to find an explanation for the lack of relation between conscientiousness and objective career success” (Smidt, Kammermeyer, Roux, Theisen & Weber, 2018, p.1349). However, researchers affirm that this can be considered a good and bad thing. Despite having high intrinsic career success if the individual is unable to fulfill the high expectations, this may result in periods of extreme stress or depression. Overall, each personality trait can be considered a valuable asset in the eyes of the employer. Big Five and Relationships Human relationships cultivate the foundation upon which the world functions properly. “On the most basic level, relationships among people are necessary to make a human being fully human” (Frey, 2015). In terms of the Big Five personality traits, neuroticism appears to have the most negative affect. Within a romantic relationship, highly neurotic people are emotionally unstable. These individuals often display feelings of fear or anxiety. This in turn creates a partner that continues to obsess over what “could” go wrong instead of living in the moment. It also, “is associated with declining relationship satisfaction and eventual relationship dissolution” (Harris & Vazire, 2016, p. 659). In friendships, individuals worry about maintaining their friends, and always expect the worst to come. Once those fears have manifested, and the individual begins to

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believe in them, their friendships will take a turn for the worst. These people constantly need reassurance, and often times it becomes draining for others to constantly boost their confidence or self-esteem. Extraversion is associated with very positive relationship and friendship variables but is considered the “double-edged sword.” Marital success and satisfaction are important factors in maintaining a healthy romantic relationship for these individuals (White, Hendrick, & Hendrick, 2004). However, “extraversion has also been associated with negative relationship variables such as lower satisfaction for men, divorce for men, and marital instability” (White, Hendrick, & Hendrick, 2004, p.1521). Although in terms of friendship, extraverts inevitably have more friends than those who are introverts and find their friendships more satisfying. Having an extravert as a friend means they will constantly feel the need to be surrounded by others. These individuals have an innate ability to not only form but maintain numerous amounts of friendships. The personality trait, openness, has been negatively correlated to romantic relationships. Those who score high in openness often seek out stimulation through new experiences, ideas, or even people. This can adversely affect a relationship if the individual becomes unfaithful. Within friendships, openness is often correlated with an individual’s level of closeness. For example, “when they fight, people high in openness are more likely to confront the issue in a constructive way and less likely to use neglect or avoidance towards their friend than people low in openness” (Harris & Vazire, 2016, p. 661). Those who score high in openness truly care about maintaining and growing their friendships. Conscientiousness proves to cultivate healthy relationships and friendships because of the individual’s high levels of trust and low levels of impulsivity (Harris & Vazire, 2016). In a romantic relationship, if this person does something to make their partner angry or upset, they will likely seek forgiveness immediately. Their partner most likely trusts the other person because of their high level of self-control.

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Personality Research Paper Conscientiousness is also useful to maintain and keep friendships going once they begin. These people are trustworthy and reliable so when it comes to keeping a secret, asking a favor, or needing a shoulder to cry on, they are the ones to count on. According to White, Hendrick, and Hendrick, “agreeableness has been consistently positively related to most relationship variables. It has been associated with relationship satisfaction and marital stability” (p.1522). This trait is just as positive when it comes to creating and maintaining friendships because of their agreeable nature and interpersonal skills. Known as the “popular people”, these individuals thrive on growing their social network. Not only are they constantly meeting new people but, “are sought

out as friends and reciprocate friendship behaviors. It is also possible that agreeable people could elicit more pleasant behavior from the people they meet or facilitate an environment in which people are more comfortable and genuine” (Harris & Vazire, 2016, p.655). An agreeable friend causes friendship upon friendship to be made, and makes others feel comfortable branching out when meeting new people. Their actions in turn create a healthy environment that blossom romantic relationships and friendships. Conclusion An individual’s unique personality provides researchers with ways to better understand one’s behavioral patterns, thoughts, and emotions. Psychologists McCrae and Costa have narrowed the list to five basic personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. These traits correlate with intrinsic and extrinsic career success, and depending on the employer, each trait could be considered as a valuable asset in the workplace. In terms of friendships and relationships, each trait manifests and maintains them differently. This distinctively proves that there are no right or wrong ways to go about a friendship, because every relationship works differently for different people. The Big Five

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personality traits provide insight into the correspondence of individuals along with career success and relationships.

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Big five. (2015). In J. Mcray (Ed.), Leadership glossary: Essential terms for the 21st century. Santa Barbara, CA: Mission Bell Media. Retrieved from https://lopes.idm.oclc.org/login? url=https://search.credoreference.com/content/entry/mbmlg/big_five/0? institutionId=5865 Burger, J. M. (2010). Personality (9th ed.). Belmont, CA: Wadsworth-Thomson Learning. Frey, R. J. (2015). Relationships. In Gale (Ed.), The Gale encyclopedia of senior health: a guide for seniors and their caregivers (2nd ed.). Farmington, MI: Gale. Retrieved from https://lopes.idm.oclc.org/login? url=https://search.credoreference.com/content/entry/galegsh/relationships/0? institutionId=5865 Harris, K., & Vazire, S. (2016). On friendship development and the Big Five personality traits. Social and Personality Psychology Compass, (11), 647. https://doiorg.lopes.idm.oclc.org/10.1111/spc3.12287 Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, (3). Retrieved from https://search-ebscohostcom.lopes.idm.oclc.org/login.aspx? direct=true&db=edsbig&AN=edsbig.A56750619&site=eds-live&scope=site Personality. (2018). In P. Lagasse, & Columbia University, The Columbia encyclopedia (8th ed.). New York, NY: Columbia University Press. Retrieved from https://lopes.idm.oclc.org/login?

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url=https://search.credoreference.com/content/entry/columency/personality/0? institutionId=5865 Smidt, W., Kammermeyer, G., Roux, S., Theisen, C., & Weber, C. (2018). Career success of preschool teachers in Germany--the significance of the Big Five personality traits, locus of control, and occupational self-efficacy. Early Child Development and Care, 188(10), 1340–1353. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx? direct=true&db=eric&AN=EJ1185976&site=eds-live&scope=site White, J. K., Hendrick, S. S., & Hendrick, C. (2004). Big five personality variables and relationship constructs. Personality and Individual Differences, (7), 1519. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx? direct=true&db=edsbl&AN=RN156926496&site=eds-live&scope=site...