Investigators from different areas of research focus on personality and its impact on different aspects of life. Especially in work related contexts, literature shows increasing research interest regarding personality and how it affects issues in human resource management such as leadership, job performance, and organizational citizenship behavior. Hereby, the five-factor model of personality achieved popularity in a meanwhile. In this seminar paper, different personality inventories are analysed regarding their usability in the context of employee surveys. A recommandation based on the analyses is given.
Table of Contents
1. Introduction and research problem
2. Theoretical foundation
2.1. Definition of personality
2.2. Dimensions of personality
2.3. The five-factor theory of personality
2.4. Psychometric characteristics of established test instruments
2.4.1. NEO Five Factor Inventory (NEO-FFI)
2.4.2. Big-Five Mini-Markers (BFMM)
2.4.3. Big Five Inventory (BFI)
3. Construction of the test instrument
3.1. Conceptualization
3.2. Operationalization
3.3. Measurement and scaling
3.4. Questionnaire design
3.5. Common biases in personality research
4. Conclusion
Research Objectives and Themes
This paper aims to identify the most suitable personality inventory for use in employee surveys by evaluating the psychometric properties and administrative efficiency of established instruments like the NEO-FFI, the BFMM, and the BFI, ultimately providing a framework for construct measurement.
- Theoretical emergence of the five-factor model of personality.
- Psychometric evaluation (objectivity, reliability, validity) of major personality tests.
- Operationalization of personality dimensions for organizational survey settings.
- Methodological considerations in questionnaire design and item formulation.
- Strategies for mitigating common response biases such as acquiescence and social desirability.
Excerpt from the Book
3.1. Conceptualization
Before measuring employee’s personality, theoretical aspects or dimensions of personality to be assessed, must be clearly defined. Hence, a precise definition of personality is indispensable for its measurement. The definition of personality by Allport (see above) is not practicable because terms like “dynamic organization”, “psychophysical systems” are neither precisely, nor they reflect the in the meanwhile well-researched factors of personality. A definition of personality must contain the five factors of personality that can be measured (Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness). A better approach of a definition is given by Asendorpf. He defines personality of an individual as “the totality of all of his characteristics (dispositions and physical traits) […] in which he differs from other human beings [translation of the author]“ (Asendorpf 2007: p. 5). Nevertheless, this definition is not precisely even though it is considered as convenient. For this reason, Asendorpf’s definition is revised to make it more precisely. Personality is now defined as the totality of all characteristics classified into Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness, in which a human being differs from other human beings. This definition is convenient and precise as it only contains dimensions that are relevant and unambiguous.
Summary of Chapters
1. Introduction and research problem: This chapter introduces the growing relevance of personality research in HR and outlines the paper's aim to find an efficient, psychometrically sound instrument for employee surveys.
2. Theoretical foundation: This section covers the history of the "Big Five" personality traits, discusses the five-factor theory (FFT), and evaluates the psychometric properties of the NEO-FFI, BFMM, and BFI.
3. Construction of the test instrument: This chapter provides instructions on conceptualizing, operationalizing, and scaling personality measurements, including questionnaire design and methods to address common research biases.
4. Conclusion: The final chapter summarizes the findings, confirming the Big Five Inventory (BFI) as the most suitable choice for employee surveys due to its balance of brevity and psychometric validity.
Keywords
Personality, Big Five, Employee Surveys, Five-Factor Model, NEO-FFI, BFMM, Big Five Inventory, Psychometrics, Reliability, Validity, Operationalization, Questionnaire Design, Acquiescence, Social Desirability, Human Resource Management.
Frequently Asked Questions
What is the primary focus of this paper?
The paper focuses on evaluating personality inventories to determine which is best suited for application in time-constrained employee surveys.
What are the central thematic fields covered?
The core themes include the definition and history of the Big Five model, psychometric testing requirements, and the practical construction of surveys.
What is the main research goal?
The goal is to recommend a personality assessment instrument that is both fast to administer and exhibits high psychometric quality.
Which scientific method is utilized?
The work employs a literature-based review and critical analysis of existing psychometric instruments and established personality theories.
What topics are discussed in the main section?
The main section evaluates specific personality tests, discusses measurement and scaling methods, and explains how to handle common measurement biases.
Which keywords characterize this work?
Key concepts include personality measurement, Big Five, BFI, survey methodology, and psychometric validation.
Why is the NEO-FFI often considered unsuitable for employee surveys?
The NEO-FFI is rejected for these contexts primarily due to its length and the significant time required for employees to complete it.
What specific challenge does the BFI solve compared to the BFMM?
While the BFMM is short, it relies on single adjectives that can be ambiguous; the BFI provides short, descriptive phrases that ensure clarity and minimize misinterpretation.
How should researchers handle acquiescence effects?
The author suggests using an "ipsatizing" method, which involves calculating the mean of reverse-coded item pairs and adjusting the individual's total scores accordingly.
- Arbeit zitieren
- Maximilian Abele (Autor:in), 2012, The Measurement of Personality in Employee Surveys - Which Personality Inventory fits best?, München, GRIN Verlag, https://www.hausarbeiten.de/document/197224
