Personality traits describe individual differences in patterns of thinking, feeling, and behaving ("between-person" variability). But individuals also show changes in their own patterns over time ("within-person" variability). Existing approaches to measuring within-person variability typically rely on self-report methods that do not account for fine-grained behavior change patterns (e.g., hour-by-hour). In this paper, we use passive sensing data from mobile phones to examine the extent to which within-person variability in behavioral patterns can predict self-reported personality traits. Data were collected from 646 college students who participated in a self-tracking assignment for 14 days. To measure variability in behavior, we focused on 5 sensed behaviors (ambient audio amplitude, exposure to human voice, physical activity, phone usage, and location data) and computed 4 within-person variability features (simple standard deviation, circadian rhythm, regularity index, and flexible regularity index). We identified a number of significant correlations between the within-person variability features and the self-reported personality traits. Finally, we designed a model to predict the personality traits from the within-person variability features. Our results show that we can predict personality traits with good accuracy. The resulting predictions correlate with self-reported personality traits in the range of r = 0.32, MAE = 0.45 (for Openness in iOS users) to r = 0.69, MAE = 0.55 (for Extraversion in Android users). Our results suggest that within-person variability features from smartphone data has potential for passive personality assessment.

Assessing performance in the workplace typically relies on subjective evaluations, such as, peer ratings, supervisor ratings and self assessments, which are manual, burdensome and potentially biased. We use objective mobile sensing data from phones, wearables and beacons to study workplace performance and offer new insights into behavioral patterns that distinguish higher and lower performers when considering roles in companies (i.e., supervisors and non-supervisors) and different types of companies (i.e., high tech and consultancy). We present initial results from an ongoing year-long study of N=554 information workers collected over a period ranging from 2-8.5 months. We train a gradient boosting classifier that can classify workers as higher or lower performers with AUROC of 0.83. Our work opens the way to new forms of passive objective assessment and feedback to workers to potentially provide week by week or quarter by quarter guidance in the workplace.

No abstract

No abstract

The Tesserae project investigates how a suite of sensors can measure workplace performance (e.g., organizational citizenship behavior), psychological traits (e.g., personality, affect), and physical characteristics (e.g., sleep, activity) over one year. We enrolled 757 information workers across the U.S. and measure heart rate, physical activity, sleep, social context, and other aspects through smartwatches, a phone agent, beacons, and social media. We report challenges that we faced with enrollment, privacy, and incentive structures while setting up such a long-term multimodal large-scale sensor study. We Permission to make digital or hard copies of part or all of this work for personal or classroom use is granted without fee provided that copies are not made or distributed for profit or commercial advantage and that copies bear this notice and the full citation on the first page. Copyrights for third-party components of this work must be honored. For all other uses, contact the owner/author(s).