Analyzing the NEO-PI, IPIP, and the DISC Assessments

Origins of the Big Five Factors of Personality

Prior to the 1980s, research had a difficult time understanding the relationship between personality and performance – This occurred because there a universal scale for measuring personality did not exist. Researchers have since developed a hierarchy of personality traits that are categorized into a taxonomy called the Five Factor Model (FFM) (Barrick & Mount, 2001). The FFM model has been found to be stable and robust across different frameworks and models (Digman, 1990; Hough, et. al, 2001). In other words, these five traits have been shown through experimental research to be cross-culturally universal. The FFM hierarchal personality model has been developed through extensive research by psychologists such as Guilford, Cattell, Fiske, Tupes, Christal, Digman, Goldberg, Costa, and McCrae (Barrick & Mount, 1991). Furthermore, experimental research has demonstrated that the five-factor model is relatively free of biases, and is valid cross-culturally (Hough, et. al., 2001).

The Five Factor Model Defined

The Five Factor Model commonly referred to as the “Big Five” is a structured framework for analyzing the intricacies of personality. The “Big Five” personality dimensions are represented and analyzed in the following criteria: Extroversion vs. Introversion, Agreeableness, Conscientiousness, Emotional Stability vs. Neuroticism, and Intellect (openness to experience). The following section will define these universal traits and provide examples of how they are expressed.

Factor I, Extraversion, is identified by traits such as sociability, assertiveness, dominance, talkativeness, and gregariousness. Extraversion represents the ability to connect with others from all walks of life and to freely express oneself in the company of strangers. It represents a comfort level with being in the company of others as opposed to being more comfortable when being alone as would be the case for someone who is more introverted. Factor II, Agreeableness, is associated with traits such as courtesy, flexibility, trust, cooperativeness, forgiveness, and tolerance. Agreeableness represents the likability factor and how well someone can conform appropriately to the social complexities of the situation. Factor III, Conscientiousness, is associated with the traits of being careful, thorough, responsible, organized, achievement oriented, and persevering. Someone who is conscientious enjoys structures that provide strategies that get tasks accomplished with precision and on time. Factor IV, Emotional Stability vs. Neuroticism, concerns emotional control when encountering situations that cause discomfort or extreme concern. Neuroticism is associated with traits such as being anxious, insecure, depressed, worried, and angry. Emotional control over the extremes is paramount to understanding this personality dimension. Factor V, Intellect, is associated with the traits of curiosity, intelligence, originality, imaginativeness, and artistically sensitive. Intellect is prominent in individuals who are highly open to experience (Barrick & Mount, 1991; McCrae & Costa, 1985; Nguyen et. al, 2005).

Personality constructs from the Five Factor Model (FFM) have been shown to predict performance independently of cognitive ability tests (CAT) (Barrick & Mount, 1991; McCrae & Costa, 1987). Additionally, they have been shown to be free of subgroup differences when predicting performance (Hough et. al, 2001). The big five factor of Conscientiousness has been shown to be consistent in predicting performance for all occupations (Barrick & Mount, 1991). Personality is mutually exclusive from cognitive ability (Intelligence) which makes this construct of ability ideal for predicting performance. Furthermore, overall performance is predicted with greater accuracy when utilizing both cognitive ability and personality assessments.

Barrick & Mount’s (1991) , monumental research included 162 samples with total participants of 23,994 that represented professional occupational groups (5%) which contained Engineers, Architects, Attorneys, Accountants, Teachers, Doctors, and Ministers. Other occupational groups were Police Officers (13%); Managers (41%) (Foremen – Executives); Sales (17%); and skilled/semi-skilled (24%) (clerical, nurses, aides, farmers, flight attendants, medical assistants, orderlies, airline baggage handlers, assemblers, telephone operators, grocery clerks, truck drivers, and production workers). This meta-analytic research demonstrated that the personality factor of conscientiousness is a valid predictor of job performance.

Conscientiousness has been extensively researched in the area of personnel performance and the other established predictors of performance are Intellect (openness to experience) and Extroversion. Barrick & Mount (1991) found Intellect (openness to experience), and extraversion to be valid predictors of training proficiency which suggests that individuals who are open to experience and extroverted benefit more from training programs than those individuals that are not extroverted and not open to experience. These findings provide organizational knowledge that relates to efficiency in developing training programs and who to target for development.

NEO-PI and IPIP Personality Assessments

The Neuroticism, Extraversion, Openness-Personality Inventory (NEO-PI), is the most widely used personality assessment that measures the dimensions of the five-factor model (FFM). The NEO-PI contains six scales that assess 30 different traits by using 240 questionnaire items with a 5-point Likert scale answering format (McCrae & Costa, 1987). The International Personality Item Pool (IPIP), which is a “Big Five” personality inventory, was developed by Dr. Goldberg, and is published online at (ipip.ori.org/ipip) (Goldberg, et. al, 2006). The IPIP personality measure is comparable to the NEO-PI because they both measure the “Big Five” model of Extroversion vs. Introversion, Agreeableness, and Neuroticism vs. Emotional Stability, Conscientiousness, and Intellect (openness to experience). The IPIP scale has been used in over one hundred published studies on personality that are cited at ipip.ori.org/ipip. The IPIP measures of the “Big Five” personality inventory include 204 labels for 269 IPIP scales that cover the facet levels of personality as well as the “Big Five”. Each scale provides the correlation with other well know measures of personality such as the NEO-PI (Goldberg, ipip.ori.org/ipip).

DISC Personality Assessment

The DISC assessment is composed of four distinct personality types which are: Dominance, Influence, Steadiness, and Conscientiousness. The dimension of Dominance is concerned with overcoming obstacles and accomplishing results – The dimension of Influence concerns the ability to communicate and influence others – The dimension of Steadiness concerns the ability to assess the situation, cooperate successfully, and calmly develop solutions to carry out the task – The dimension of Conscientiousness focuses on executing conscientious behaviors within existing situations.

These personality types are flexible within this model and blend to form a personality description that enables strategic placement within organizations. The focus of the DISC is to examine the situational behavior of individuals to improve productivity, teamwork, and communication. The application of the DISC personality assessment is most prevalent in business settings and it is used to develop effective teams, managers, and leaders. Additionally, the DISC is used to enhance communication, reduce conflict, and improve overall productivity. Furthermore, the DISC tool can be applied to the coaching relationship and used for organizational placement and promotion.

Personality Assessment Summary

The NEO-PI, IPIP, and the DISC assessments all measure personality which is predictive of job performance. The ability to detect high performers, and to develop individual talents that benefit group dynamics, are the two most valuable components of these assessments. Appropriate use of these highly researched and accurate assessments of targeted personality traits does result in understanding the motivation, application abilities, and strengths possessed by individuals. Personality is constant and difficult to change. However, creating awareness by implementing these personality measures will alert the participant to certain weaknesses that will allow them to focus their energy to improve on their unconscious behaviors. The nature-nurture debate has shown these types of abilities such as personality to be 50/50. Fifty percent are passed on through genetics and fifty percent are learned. We can learn to adapt our behaviors accordingly and we can unlearn poor behaviors with proper intent and action. Although, personality is stable over time – personality can be adapted through self-awareness, motivation to change, and a strong support system such as a professional Coach.

References

Barrick, M.R., Mount, M.K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel Psychology, 44, 1-26.

Digman, J.M. (1990). Personality structure: emergence of the five-factor model. Annual Review of Psychology, 41, 417-440.

Goldberg, L.R., Johnson, J.A., Eber, H.W., Hogan, R., Ashton, M.C., Cloninger, C.R., Gough, H.G. (2005). The international personality item pool and the future of public-domain personality measures. Journal of Research in Personality, 40, 84-96.

Goldberg, L.R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level facets of several five-factor models. Personality Psychology in Europe, 7, 7-28.

Hough, L.M., Oswald, F.L., Ployhart, R.E. (2001). Determinants, detection and amelioration of adverse impact in personnel selection procedures: issues, evidence and lessons learned.

International Journal of Selection and Assessment, 9, 152-194.

McCrae, R.R., Costa, P.T. Jr., (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality & Social Psychology, 52, 81-90.

Nguyen, N.T., Allen, L.C., Fraccastoro, K. (2005). Personality predicts academic performance: exploring the moderating role of gender. Journal of Higher Education Policy and Management, 27, 105-116.

International Personality Item Pool: A Scientific Collaboratory for the Development of Advanced Measures of Personality Traits and Other Individual Differences (http://ipip.ori.org/). Internet Web Site.

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Author Bio: Keith Lawrence Miller, Columbia University, Certified Executive Coach & Consultant – Entrepreneur – Organizational Psychology – We provide Certified Professional Action-based Coaching and Consultation services to Maximize Opportunity through Innovative Communication and Goal Setting by using Strategy in Leadership, Business, Career, and Life. Optimize your Strengths and Achieve Success in Less Time with a motivated Focus – Coachonomics Call 855-My-Pro-Coach

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Keywords: executive coaching, leadership development, professional coaching, self assessments, career coaching