Big Five Personality Traits Model

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In today’s competitive business environments, organizations are facing multifaceted challenges not only in enhancing the productivity but also coping with the pressure of setting efficient and effective human resources (HR) practices in the form of hiring, training and retaining skillful employees. To support this, effective HR policies are becoming mandatory for the success of an organization and to overcome these challenges, management of these organizations are finding new avenues of implementing effective and dynamics HR policies.
In this regards, new dimensions of organizational behavior such as understanding the personality factors, emotional intelligence of the employees, employee commitment and employee satisfaction have gained rapid
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the individual personality traits which will lead to certain kind of attitudes and work related behavior since Michele (1977) described individual behavior as a result of disposition-situation interaction. Understanding someone’s personality is very important to administrators because this understanding is very helpful for assigning people into jobs and it gives them clues about how employees are likely to behave in different situations. Research on dispositions really flourished after the emergence of Big Five personality traits model (Goldberg, 1990). Big Five personality traits model determined the broad five personality types which are very useful in predicting different kinds of work related attitudes and behaviors. Therefore, the researcher considers studying the effect of personality traits on job satisfaction with mediation of emotional intelligence in one aspect and mediation of organizational commitment is other …show more content…
People scoring low on Openness tend to be conventional in behaviour and conservative in outlook. They prefer the familiar to the novel, and their emotional responses are somewhat muted. People scoring high on Openness tend to be unconventional, willing to question authority and prepared to entertain new ethical, social and political ideas. Open individuals are curious about both inner and outer worlds, and their lives are experientially richer. They are willing to entertain novel ideas and unconventional values, and they experience both positive and negative emotions more keenly than do closed individuals. Research has shown that Openness to Experience is related to success in consulting (Hamilton, 1988), training (Barrick and Mount, 1991; Vinchur et al., 1998) and adapting to change (Horton, 1992; Raudsepp, 1990). In contrast, Johnson (1997) and Hayes, Roehm and Castellano (1994) found that successful employees (compared with unsuccessful employees) obtained significantly lower scores on

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