Have you taken action or made a decision, only to wonder to yourself a while later why you behaved the way you did? The Big Five personality traits model might have the answer. The model claims that all humans possess five core traits. By understanding where you fall on the spectrum, you can better understand your personality and behavior.
There's a famous quote by Sun Tzu, a legendary Chinese military strategist, on the value of knowing yourself.
“If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle.”
While you may not be charging off into battle anytime soon (we hope), there is still wisdom in this saying. Adapted to modern realities, you can understand it to mean that the better you know yourself, the better you can perform in your professional and social life.
Unfortunately, for most people, the answer to the question "Who am I?" is a lifelong pursuit, requiring lots of introspection and, sometimes, guesswork.
Luckily for you, we have a shortcut. The Big 5 personality assessment is a surefire way to gain insight into who you are and what makes you tick. Unlike other methods that make predictions with zero evidence to back them up, the Big Five personality test uses the scientific method to help you understand the fundamental dimensions of your personality.
This article will discuss the Big Five personality traits, how they were developed, how they work, and how you can use the insight from taking the assessment to improve your career.
What are the Big Five Traits of Personality?
As its name implies, the Big Five refers to the most important traits psychologists look to for an accurate picture of a person's personality. It is also called the five-factor model and is the world's most widely used model of personality today.
Psychologists In the nineties set out to discover the most vital/essential traits that provide a workable idea of who a person is. Their answer was these five personality traits—Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. For convenience, they are acronymized as OCEAN or CANOE, with OCEAN being the most commonly used.
The model is by no means an exhaustive list of the personality variables operating in each person. Still, they are the five most important ones that help us understand how and why people react, behave, and perceive things differently than others, even in the same situation.
Where Did the Big Five OCEAN Personality Traits Come From?
So, why these five traits? Out of the nearly unlimited personality variables, how did we end up with these five OCEAN traits?
The answer to that question starts with a decades-old idea called the "lexical hypothesis." The lexical hypothesis was the idea that personality characteristics that are important to a group of people become part of their language, with fundamental personality characteristics becoming encoded into the language as a single word.
Following this hypothesis, psychologists Gordon Allport and Henry Odbert analyzed the English dictionary in 1936, extracting nearly 18,000 personality terms that we use to distinguish behavior.
However, this list developed by Allport and Odebert was too large and cumbersome, so other psychologists got to work culling the numbers.
- In 1946, Raymond Cattell used clustering procedures to reduce the list to 16 personality variables.
- In the 1960s, Ernest Tupes and Raymond Christal reanalyzed Catell's work and found five recurring personality variables.
- Robert Costa and Paul Mcrae, and Lewis Goldberg independently also analyzed this list, and both arrived at five descriptions of personality.
All in all, four groups of independent researchers took on this task, each applying different methods. All four sets of researchers found the same five traits, albeit with somewhat different names and definitions.
At a symposium in Honolulu, the world's most prominent psychologists gathered to examine the Big 5 personality trait model. They concluded that it was the most comprehensive model of personality available. This consensus, in turn, led to the widespread adoption of the model, and it remains the most popular model to this day.
What Are the Big Five Personality Dimensions?
The Big 5 personality dimensions are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, or OCEAN for short. Each one is not a cut-and-dried category but represents a spectrum, with people falling on different ends.
Take the Extraversion trait as an example. While other personality models divide you into black-and-white categories of extroverted or introverted, the Big 5 model provides the degree to which a person is extroverted. If you score high on this trait, you're an extrovert. If you score lower, you're more of an introvert. And if you place somewhere in the middle, you're social but value your alone time (known as an ambivert).
In the following sections, we provide an overview of the OCEAN personality traits and the characteristics of people on either side of the spectrum. Suppose this piques your interest, and you want to learn more. In that case, we offer more in-depth information about each personality type in our free members’ area.
When learning about the Big 5 personality traits, it's important to remember that the Big 5 is not an “either/or” type assessment. For example, a person is NOT Conscientious OR Extroverted. They have a score on both the Conscientiousness scale and the Extraversion Scale. When you take the Big 5 assessment, you will learn how you score on all five traits. This is similar to the MBTI, where people are assessed on four characteristics.
However, unlike the MBTI, which uses a person’s scores on the different traits to come up with 16 distinct types, the Big Five looks at the characteristics in isolation. Let’s look at them now.
Big Five Openness Vs. Closedness
The meaning of this trait becomes more apparent once you consider its full name, "Openness to experience." As its name suggests, it measures your adventurousness, willingness to try new things, imagination, and insight.
People high on the openness spectrum are curious, inventive, and creative. They usually have multiple interests and are not afraid to dive down new rabbit holes. They are also abstract thinkers and are perfectly willing to chase an argument to its conclusion, even if it has no real-world value. They are unconventional and, in the extreme, can even be disruptive.
On the other hand, people with lower openness scores are considered closed to experiences. The closedness trait causes a person to be more cautious, traditional, and conservative. They have no patience for abstract thoughts and can be rigid and unadaptable in the extreme.
Learn more about Openness vs Closedness:
Big Five Conscientiousness vs. Lack of Direction
Conscientiousness refers to how much attention you give to your surroundings and work. If you're the person who plans out your day, creates a schedule and sticks to it, and prioritizes efficiency, you place high on the conscientiousness scale. Other characteristics of highly conscientious people are that they are well organized, think about how their actions affect others, and possess good impulse control.
In contrast, people with lower conscientiousness are usually easier going and maybe careless. Instead of creating routines or schedules, they go where the wind takes them and prefer spontaneity over structured plans. Think of that friend who announces a last-minute vacation trip or never gets projects started until the last minute.
Learn more about Conscientiousness vs. Lack of Direction:
Big Five Extraversion vs. Introversion
Extraversion measures how much you seek and enjoy other people's company. It includes sociability, talkativeness, assertiveness, and expressiveness.
Extraverted people are usually easy to spot. They have a million friends, and they thrive in social situations. There's never any awkwardness when they meet new people, and they are usually the center of attention in any social gathering. They are great conversationalists, usually taking the reins, and they thrive off the energy of social interaction.
Unlike extroverts, introverts cherish their alone time. They don't necessarily hate social gatherings but find them draining, hence the need for solitude to recharge. They may come off as shy and reserved and have trouble initiating and holding conversations.
People who fall in the middle of this scale are called ambiverts. Despite popular opinion, neither of these traits is better than the other; each has its strengths and weaknesses.
Learn more about Extraversion vs. Introversion:
Big Five Agreeableness vs. Antagonism
Agreeableness means how you interact with other people and the degree to which you are interested in their people's lives.
Agreeable people are kind, selfless, caring, and empathetic. They're always willing to lend a helping hand and take on others' problems like they are their own. In the extreme, though, they can be naive and gullible.
People on the opposite end of the spectrum are more detached and suspicious of others. They have little interest in other people or their problems. Additionally, they may be competitive and uncooperative, or perhaps even manipulative.
Learn more about Agreeableness vs. Antagonism:
Big Five Neuroticism vs. Emotional Stability
Neuroticism is your predisposition to emotional and psychological stress. When looking at this particular trait, it's the only one in the model whose name is the perceived negative side of the spectrum. The truth is that all traits have strengths and weaknesses associated with either extreme. The “problem” that comes up when people learn about this trait is that the words "neurotic" and "neuroticism" are associated with mental health issues and problematic behaviors.
Then, on the other side of the spectrum, the term “emotionally stable” is seen as something people should strive for—something that’s “obviously” better than being called neurotic! We encourage you to do your best to view this trait without the biases you may have for the labels.
People high in neuroticism are more emotionally volatile than others. They may consistently experience negative emotions such as anger, depression, fear, and anxiety. They are likely to fall into an emotional downward spiral when faced with challenges and may find it difficult to dig themselves out of a rut.
Conversely, people with low neuroticism are better at keeping a cool head even in difficult situations. They have excellent coping mechanisms, and you can always rely on them to develop a game plan even when things are not going according to plan.
Learn more about Neuroticism vs. Emotional Stability:
Is the Big Five Personality Traits Model Useful For Work?
Your personality affects your output at work; therefore, you must understand it in detail. The Big 5 personality traits model can give you much-needed insight into yourself so that you can:
Guide Your Behavior at Work
The Big 5 personality traits in this model indicate other primary and secondary traits. For example, a highly extroverted person may also have correlated traits of gregariousness, sociability, warmth, and assertiveness.
You can sort these primary and secondary traits into positives and negatives to get a clear idea of your strengths and weaknesses. You can then use that information to modify your behavior at work so that only your best traits shine.
Find a Satisfactory Job
Evidence supports the view that the fit between a person and their occupation is a significant determinant of job satisfaction. The Big 5 personality traits model can take the guesswork out of the process and help you confirm whether you match your chosen career path or job.
If you're on the right track, you'll know you have within you the skills you need to succeed. If you have a job-personality mismatch, you can switch to a more compatible occupation before you become too invested.
Earn a Higher Income
You'll perform better when your job matches your personality and earn more. This is not simply speculation. Research shows that you can make more money if your job and personality match. In addition, some OCEAN personality traits, such as conscientiousness and extraversion, can improve your odds of being noticed by management and getting a raise.
Optimize Your Interactions
After using the Big 5 personality model for a while, you'll get a feel for where people around you fall on the scale. You can use this knowledge to identify the different traits people around you demonstrate and formulate appropriate responses to them.
For example, suppose you suspect one of your colleagues is on the low end of the conscientious scale. In that case, you might increase your supervision of their work. Or if one of your team members is highly extroverted, you may ask them to brief clients or represent the company.
What is the Big 5 Personality Test for Careers?
As we've already established, your OCEAN personality traits influence your behavior in the workplace, so knowing yours can is highly beneficial to your work life. We specially designed the Big 5 personality traits test for careers to help you take full advantage of this. The test combines the Big 5 model with the Holland model for an even more comprehensive result which can give you new insight into your job-personality fit.
What end of the spectrum you fall for all five traits has different implications for your personality and career, and we discuss this in-depth in separate articles. For now, a brief interpretation of the Big Five personality test scores will suffice.
Openness in the Workplace
People open to new experiences are curious, imaginative, and intrigued by new ideas. In the workplace, they are highly motivated to learn new skills and enthusiastic about skills training or acquisition programs. They are the quickest to adapt to changes in workflows and may even come up with new, more efficient ones.
Conversely, people closed to new experiences are more or less stuck in their ways. They struggle the most to adapt to changes in their work pattern or schedule.
To learn more about the strengths and weaknesses of the openness trait in the workplace and how to find a job that matches your score, read this article.
Conscientiousness in the Workplace
Conscientiousness is the most consistent predictor of job performance among the OCEAN personality traits in the Big Five model. Generally, conscientious people are organized, systematic, driven, and dependable, making them great work assets.
Inversely, people who are low in conscientiousness often lack direction. They may be poor workers, slacking off, missing deadlines, or procrastinating on important tasks.
Read this article to learn more about the strengths and weaknesses of the conscientiousness trait in the workforce and how to find a job that matches your score.
Extraversion in the Workplace
The spectrum of extroversion is between extrovert and introvert. Extroverts thrive in interactive positions like sales or leadership positions like management. They find their rhythm easier in a new job and can integrate seamlessly into any team in very little time. However, extroverts are not always model employees. They may miss work because of their many social commitments or struggle to take directives because of their assertive nature.
Introverts, on the other hand, may take some time to settle into a new team. They may find it difficult to speak up about their needs and build relationships with co-workers. However, once they're comfortable, they can be very lively and blend well into any team.
To learn more about the strengths and weaknesses of the extraversion trait in the workplace and how to find a job that matches your score, read this article.
Agreeableness in the Workplace
Agreeable workers take orders well and get along with their co-workers. They value cooperation and teamwork, so they work well in group settings. In the extreme, however, agreeable workers are more likely to persist in a lousy job environment and may struggle in leadership positions.
In contrast, antagonistic workers value results over personal relationships, so that they may be disruptors in the workplace. However, their assertiveness makes them good leaders and excel at getting things done, despite their sometimes-questionable methods.
Read this article about the strengths of the agreeableness and antagonism traits at work and learn how to find a job that matches your score on this scale.
Neuroticism and Emotional Stability in the Workplace
Neurotic people usually perform worse at work compared to emotionally stable people. Their negative emotions, like anxiety and irritability, often interfere with their work and relationships, leading to lower career success and job satisfaction.
Emotionally stable workers, however, absorb the shock and stresses of the workplace easily. They usually have high job satisfaction and successful work relationships.
Learn about the strengths and weaknesses of the neuroticism trait in professional settings and how to find a job that matches you’re your score—read this article.
How Do the Big Five Traits of Personality Differ Across Cultures?
When Allport and Odbert were compiling their 18,000-term-long master list of personality traits, they did so in English. They relied heavily on American and Western European samples. Thus, it is only natural to question the applicability of the model on a global scale.
There are differing views on this point. One research project applied the Big 5 model to more than 50 different cultures and found it an accurate personality descriptor. Another uncovered that the model did not wholly represent personality in South American and East Asian countries. A recent study applied the model in non-European, middle- and lower-income countries. The researchers discovered that the test did not accurately measure personality.
Psychologists are still figuring out if there are reasons for this variance that we have yet to spot or if the Big 5 personality traits model is fundamentally flawed. We'll have to wait for more research on this topic before we can give a definitive answer.
However, the fact remains that the Big 5 personality traits model is still the world's most accurate descriptor of personality.
Is There A Gender Difference In Big Five Personality Traits?
In a 2001 study, psychologists Paul Costa, Robert McCrae, and Antonio Terracciano set out to uncover whether men and women have different personality traits. They analyzed personality questionnaire answers from over 23,000 men and women from 26 different cultures. They found that, on average, women consistently rate themselves as warmer, friendlier, more anxious, and more sensitive to their feelings than men.
Different researchers have conducted similar tests. While there is some variance in their results, they generally reveal that women are more agreeable and neurotic than men.
This variance has caused some trouble interpreting the Big 5 personality trait test results. There are online versions of the Big Five personality test that do such a bad job of it that they give sexist results. The intent is not malicious, but since these tests compare your results with those of other women, you may get wildly different interpretations than if you took the test as a man.
For example, since women are, on average, more agreeable than men, if you are slightly disagreeable and take these sexist tests as a woman, you will appear relatively more disagreeable than you would if you took the test as a man.
Our assessment avoids this pitfall by comparing your Big 5 personality test results with others who take our test, male and female. That way, you get a more objective view of yourself.
What Are My Big Five Personality Traits?
By now, you can probably guess your Big Five personality traits. However, suppose you want accurate results that will give you the insight you need to succeed at work or in your personal life.
In that case, you will want to take one of our Big Five personality assessments.
We have one to help you find the right job and one that’s a bit longer and provides more information about your personality.
To get started, you only need to answer some easy questions, and the best part is you can take the test and get your result in just a few minutes
