Five-factor personality dimensions and work behavior
The aim of this review was to clarify the role of Five-factor personality traits in order to understand some aspects of work behavior. In the first part of this review the basic assumptions and empirical status of the Five-factor model, problems related to the taxonomy of criterion variables and one of the recent models describing of the role of personality traits in interindividual differences in job performance are described. Empirical findings concerning the relationship between the Five-factor personality traits and some relevant work behavior, like career, occupational choice, training and education, individual job perfomance, counterproductive work behavior, accidents on the job, group processes and team performance are presented in the second part of this review. On the basis of this review it could be concluded that Five-factor traits are important for understanding interindividual differences in work behavior and could be used in the prediction of different aspects of behavior in the work environment.
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