Big Five Model Of Personality Essay

Organisations have spent many resources in attempt to predict workplace deviance at the time of hire (Ones, 2002). According to Mount, Ilies, & Johnson (2006), deviant behaviours at work are likely to be subjected to individual’s personality traits rather by ability-related factors because individuals make conscious choices when they decided to or to not engage in deviant behaviours. In the area of research on personality, the Big Five Model (McCrae & Costa, 1987) was identified as the most widely used and empirical supported personality measure in industrial psychology (Salgado, 2002). There are five personality traits in the Big Five Model of Personality. First, the agreeableness personality dimension includes traits related to getting

Second, the conscientiousness personality dimension includes traits related to achievement (Lussier, 2008, p.40). Locke and Latham (2004) found conscientiousness trait was characterised as willing to work hard and put in extra time and effort to accomplish goals to achieve success. Third trait of the Big Five Model of Personality is extraversion (McCrae & John, 1992), and extraversion personality behaviour is strong when called outgoing, sociable, assertive and comfortable with interpersonal relationships and willing to confront others (Lussier, 2008, p. 40). The next personality trait is neuroticism or low emotional stability. The neuroticism personality dimension is on a continuum between emotionally stable and unstable (Lussier, 2008, p. 40). According to Daft (2010, p. 450), an emotionally stable person will demonstrate calmness, enthusiasm, and self-confident whereas emotionally unstable person will have the tendency to be tense, depressed, moody and

Berry's et al., (2007) meta-analysis have indicated that agreeableness and conscientiousness were the strongest predictors of overall workplace deviance score where agreeableness predicted interpersonal deviance and conscientiousness predicted organisational deviance. Moreover, Bolton, Becker and Barber (2010) found that agreeableness, conscientiousness and extraversion were valid predictors of workplace deviance where agreeableness was a valid predictor of interpersonal deviance and conscientiousness predicted organisational deviance. These empirical findings however were contradicted with workplace deviance in Asian context. For example, in a study using hotel employees in Malaysia, Kozako, Safin and Rahim (2013) found extraversion, agreeableness, neuroticism and openness to experience were valid predictors of interpersonal deviance, while agreeableness, neuroticism and openness to experience to be valid predictors of organisational deviance. However, Santos and Eger (2014) conducted an online survey at a project management consultancy firm in Singapore and they only found extraversion to be a valid predictor for interpersonal and organisational deviance but not agreeableness and conscientiousness This suggest a systematic investigations of whether personality traits of volunteer may