The Five-Factor Model: Psychometric, biological and practical perspectives

Hartmann, Péter

doi:10.1027/1901-2276.58.2.150

Cited by 14 publications

(14 citation statements)

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“…Personality comprises thoughts, feelings, desires and behavioral tendencies that exist in every person (Hartmann 2006). Each psychologist presents a different classification of personality based on his/her research.…”

Section: Personalitymentioning

confidence: 99%

A Computational Model to Determine Desirability of Events Based on Personality for Performance Motivational Orientation Learners

Fatahi

Moradi

Zonoz

2015

Lecture Notes in Computer Science

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Abstract.One of the most important discussions in artificial intelligence is the modeling of human behaviors in virtual environments. The factors such as personality, emotion, and mood are important to model human behaviors. In this paper, we propose a computational model to calculate a user's desirability as one of the most important factors which in determining the user's emotions. The main purpose of this research is to find a relationship between personality and emotion in virtual learning environments. The model has been evaluated in a simulated virtual learning environment and the results show that the proposed model formulates the relationship between personality and emotions with high precision.

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Section: Personalitymentioning

confidence: 99%

A Computational Model to Determine Desirability of Events Based on Personality for Performance Motivational Orientation Learners

Fatahi

Moradi

Zonoz

2015

Lecture Notes in Computer Science

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“…As to the meaning of personality traits, McCrae and Costa (1997) explain that unlike physical characteristics personality traits are abstractions that cannot be directly measured and must instead be inferred from complex patterns of overt and covert behaviour. Hartmann (2006) draws inspiration from the works of psychology researchers such as McCrae and Costa, and states that a personality trait is a latent attribute constituted of emotions, thoughts and behaviour. Hartmann elaborates further by analysing that personality traits are not focused on abilities such as intelligence quotient but are rather focused on the mental aspects of emotions, thoughts and actions, as well as the reason behind these phenomena.…”

Section: Personality and Behaviourmentioning

confidence: 99%

“…In relation to deciphering personality dimensions, the fi ve-factor model of personality is a trait approach to the conceptualisation of personality and provides a platform for combining various approaches to personality ( Hartmann, 2006 ). In psychology research, there is almost a consensus view that the best representation of trait structure is provided by the fi ve-factor model ( Digman, 1990 ;McCrae and Costa, 1997 ;Paunonen and Ashton, 2001 ).…”

Section: Personality and Behaviourmentioning

confidence: 99%

“…As much as the model is widely accepted as representing a valid theory of personality, there are contrary arguments ( Eysenck, 1992 ;Block, 1995 ). However, the model does not claim to provide the answers to all possible aspects of personality, but rather deals with the important elements of the subject of personality ( Hartmann, 2006 ). The fi ve-factor model of personality has proven robust against scrutinised empirical testing and has provided a valid model for understanding personality ( Hartmann, 2006 ).…”

Section: Personality and Behaviourmentioning

confidence: 99%

“…However, the model does not claim to provide the answers to all possible aspects of personality, but rather deals with the important elements of the subject of personality ( Hartmann, 2006 ). The fi ve-factor model of personality has proven robust against scrutinised empirical testing and has provided a valid model for understanding personality ( Hartmann, 2006 ). The model provides the most widely used and empirically supported structure for describing individual differences in total behaviour ( McCrae and John, 1992 Costa, 1997 ;Paunonen and Ashton, 2001 ).…”

Section: Personality and Behaviourmentioning

confidence: 99%

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The personality of company directors and behavioural risks in corporate governance: Bridging the unidentified gap

Okoye

2013

Int J Discl Gov

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Corporate governance as a concept has become increasingly prominent due to the occurrence Original ArticleThe personality of company directors and behavioural risks in corporate governance: Bridging the unidentifi ed gap Received (in revised form): 20 th February 2013 Ngozi Okoye completed a PhD in Corporate Governance at the University of Dundee Law School, Scotland. Her thesis examined personality and behavioural issues in corporate governance in relation to company directors in the UK. Before undertaking her doctoral studies, she obtained a Masters in International Commercial Law (LLM) and also has a fi rst degree in Law (LLB). Presently, she is a Senior Lecturer in Law at the Lincoln Law School, University of Lincoln, UK. She has published articles in the areas of company law and corporate governance.ABSTRACT The investigations following major corporate failures that occurred in the last two decades have highlighted that the inappropriate behaviour of corporate offi cers such as company directors contributed to these failures. Therefore, it means that behavioural issues constitute risks to the corporate governance process as they have the potential to result in corporate failures. This article examines behavioural risks in corporate governance, and seeks to ascertain what constitutes behaviour. It fi nds upon the examination and analysis of psychology literature that personality and situation are the basic elements that contribute to behaviour. A question then arises as to whether and how behavioural risks have been identifi ed and managed in corporate governance. Taking cognisance of the processes involved in risk identifi cation and risk management, it is found that the personality aspect of behavioural risks have not been identifi ed or managed effectively in relation to company directors under any of the existing corporate governance mechanisms in the United Kingdom, such as the Turnbull Guidance, Corporate Governance Code, Companies Act, Company Law Directives and so on. From an analysis of the risk management mechanisms in place as regards corporate governance, it is argued that behavioural risks have only been managed from the perspective of situations, and considering the signifi cant impact of personality and its associated risks on behaviour this represents a gap in the corporate governance process. This article argues for a remedy in this regard and suggests that personality risks must be managed effectively if corporate failures are to be prevented. In relation to identifying and managing personality risks, the article discusses the fi ve-factor model of personality, which is the most robust and widely accepted explanation and measurement of personality dimensions. The article also evaluates different approaches that might be adopted in managing personality risks and presents arguments in support of regulatory intervention as an effective option for the management of personality risks in corporate governance.

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