Sifting the Big Five: examining the criterion-related validity of facets

Abstract

Purpose

The purpose of this paper is to review organizational research on the criterion-related validity of the Big Five model of personality with a view to examine the organizational utility of facet measures of personality.

Design/methodology/approach

A literature review of studies that use personality traits to predict organizational outcomes in three domains: performance (task and contextual), deviance, and interpersonal dynamics (leadership, team cohesion).

Findings

The authors identify 15 specific facets drawn from the Big Five model that appear to have demonstrated criterion-related validity in the prediction of organizational outcomes.

Practical implications

Results of the analysis suggest the utility of using facet-specific measures in organizational applications such as personnel selection.

Originality/value

Although there is a substantial literature speaking to the validity of the Big Five traits, the study identifies specific facets that may provide a basis for more focused use of personality variables in organizations. The work also provides the basis for further measurement development of occupationally relevant personality measures.

Citation

Darr, W. and Kelloway, E.K. (2016), "Sifting the Big Five: examining the criterion-related validity of facets", Journal of Organizational Effectiveness: People and Performance, Vol. 3 No. 1, pp. 2-22. https://doi.org/10.1108/JOEPP-11-2015-0038