BIG FIVE AND ACADEMIC ACHIEVEMENT
September 30, 2009 | 
Author Evidence for the Relationship between the Big 5 and Academic Achievement
Many different personality traits have been linked to academic performance. Since the Five Factor Model, or “Big 5″, has enjoyed prominence in the personality literature (Digman, 1990), as well as being recognised by the economics literature (Borghans et al., 2008), we believe it is valuable to organise the findings of the research regarding personality and performance around the Big 5 framework. Here we review these findings, one factor at a time.
Posted in Blog | 
Tags: Academic Achievement, Chamorro Premuzic Furnham, conscientiousness, De Fruyt Mervielde, Matthews Deary, Noftle Robins, SAT | 
1 Comment »
The Big 5 Facets
Personality Assessment and the Big 5
Personality assessment has a long history in psychology. Hundreds, maybe thousands of personality traits or constructs have been suggested over the years. But in the last 20 years the field has essentially reached a consensus – there is a much smaller number of independent dimensions underlying the myriad of constructs suggested (Digman, 1990; Goldberg, 1993; John, 1990).
Posted in Blog | Tags: Achievement Striving, Example Items, Excitement Seeking, Five Factor Model, Positive Emotions, Saucier Goldberg, Self Consciousness | Comments Closed
RightPeople’s Time Management Research
Published in the Sydney Morning Herald.
Out of Time?
Researchers at the University of Sydney’s Department of Psychology have found that being a good time manager is closely related to how conscientious a person is, and that this may be a personality trait rather than a skill one can acquire. Good time managers are also likely to be early birds, and slightly more prone to worrying.
Posted in Blog | Tags: conscientiousness, HR, human resources, psychological development, Psychometric Testing, time management | 7 Comments »
Personality Assessment – The Five Factor Model
This paper examines and summarises the big five-factor model, a tool used for studying personality.
One of the long-held goals of psychology has been to establish a model that can conveniently describe human personality, with the intent to use this model in improving the general understanding of personality.
Currently, a handful of models have risen to prominence, and have thus far stood the test of time.
Posted in Blog | Tags: Aptitude Testing, Big Five, OCEANIC, Psychometric Testing, psychometrics | 21 Comments »
RightPeople in the News – Sydney Morning Herald Article
It’s official: the early bird doesn’t necessarily catch the worm.
A new and accurate measure of whether a person is a so-called ‘early bird’ or’ night owl’ could be useful in selecting people for jobs involving shift work, according to Dr Richard Roberts from RightPeople.
Posted in Blog | Tags: Circadian Rhythm, Lark, Occupational Health and Safety, Owl, Shift Workers, Workplace Safety | Comments Closed
You Can’t Beat Psychometric Testing
As published in Computer Weekly
More than 70% of top companies now use psychometric tests – and there is no way to trick them in order to get a job says job agency body the Recruitment and Employment Confederation. They also warn that trying to guess the “right” answer to test questions is not only impossible but will probably reveal someone as a liar.
Posted in Blog | Tags: aptitude, Aptitude Testing, Psychometric Analysis, Psychometric Testing, psychometrics | 1 Comment »
What We Know about Emotional Intelligence
How It Affects Learning, Work, Relationships, and Our Mental Health
Richard D. Roberts
Emotional intelligence (or EI) — the ability to perceive, regulate, and communicate emotions, and to understand emotions in ourselves and others — has been the subject of best-selling books, magazine cover stories, and countless media mentions.
It has been touted as a solution for problems ranging from relationship issues to the inadequacies of local schools. But the media hype has far outpaced the scientific research on emotional intelligence. In ‘What We Know about Emotional Intelligence’, three experts who are actively involved in research into EI offer a state-of-the-art account of EI in theory and practice. They tell us what we know about EI based, not on anecdotes or wishful thinking, but on scientific evidence.
EI promises a new means for achieving success and personal happiness. Coaches and consultants offer EI training and administer EQ tests — despite the lack of any agreement on how to measure EI, the usefulness of testing for EI, and even how to define EI. ‘What We Know about Emotional Intelligence’ looks at current knowledge about EI with the goal of translating it into practical recommendations in work, school, social, and psychological contexts. The authors discuss what is (and what isn’t) EI, why the concept has such appeal today, how EI develops, and the usefulness of EI in the real world — in school curricula, the workplace, and treating psychological dysfunction.
Posted in Blog | Tags: Aptitude Testing, EI, emotional intelligence, psychological development, psychological dysfunction | Comments Closed
Human Resources in the Modern Workplace
“When hiring for a position, taking into account the various interview techniques at the disposal of the average Director, Executive, HR Manager or Business Owner, we can expect that there is about a 70% chance that the person employed will be an average or good employee. “
Posted in Blog | Tags: aptitude, Employee, employees, good employee, HR, human resources, psychometrics | 1 Comment »
The Big Five Personality Dimensions and Job Performance
An independent study investigating the relation of the “Big Five” personality dimensions (Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled) is summarised below.