Investigators from different areas of research focus on personality and its impact on different aspects of life. Especially in work related contexts, literature shows increasing research interest regarding personality and how it affects issues in human resource management such as leadership, job performance, and organizational citizenship behavior. Hereby, the five-factor model of personality achieved popularity in a meanwhile. In this seminar paper, different personality inventories are analysed regarding their usability in the context of employee surveys. A recommandation based on the analyses is given.
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Figures
Tables
Appendix
1. Introduction and research problem
2. Theoretical foundation
2.1. Definition of personality
2.2. Dimensions of personality
2.3. The five-factor theory of personality
2.4. Psychometric characteristics of established test instruments
2.4.1. NEO Five Factor Inventory (NEO-FFI)
2.4.2. Big-Five Mini-Markers (BFMM)
2.4.3. Big Five Inventory (BFI)
3. Construction of the test instrument
3.1. Conceptualization
3.2. Operationalization
3.3. Measurement and scaling
3.4. Questionnaire design
3.5. Common biases in personality research
4. Conclusion
References
Appendix
- Quote paper
- Maximilian Abele (Author), 2012, The Measurement of Personality in Employee Surveys - Which Personality Inventory fits best?, Munich, GRIN Verlag, https://www.grin.com/document/197224
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