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Frequently
Asked Questions from Those Who Are New to the Five-Factor Model of Personality (or, The Big Five)
Note: We will
add to this list as we receive additional "FAQ's."
Last Update: July 30, 2003
- What is the difference
between the phrase "Five-Factor Model" and "The Big
Five"?
- In a word, none. Some researchers
make the case that the Big Five is associated with Goldberg's work, while
the FFM is associated with McCrae & Costa. Others make the case that the
Big Five refers only to the five superfactors, while the FFM refers to the
faceted components of the superfactors. However, these two phrases are used
interchangeably throughout the literature to refer to the five superfactors.
Specific faceted versions are typically referred to by the researcher's
name(s), or by the name of a particular test, such as the NEO PI-R and the
HPI, or, Costa & McCrae and Hogan.
- On what theory is the Big
Five based?
- Again, in a word, none. The Big Five
were identified by searching for the smallest number of synonym clusters in
the English language that could account for the largest variation in
individual differences in personality. Replications of this process in other
languages have identified the same five synonym clusters. This is generally
referred to as the 'lexical hypothesis," which assumes that natural
language contains sufficient information to account for individual
differences in personality. An excellent treatment of this approach to the
study of personality may be found in John, O.P, Angleitner, A., and
Ostendorf, F. (1988). "The lexical approach to personality: A
historical review of trait taxonomic research." European Journal of
Personality, 2, 171-203. The Big Five is a standard vocabulary, or
framework, with which to discuss individual differences. Essentially any
theory may be discussed using the language of the Big Five (for example, the
Id, the Ego, and the Superego may be described, respectively, in terms of
low, medium, and high Conscientiousness).
- I've heard that the Big
Five is really just the
MBTI (Myers-Briggs Type Indicator) warmed
over. Is that true?
- No. The MBTI is both a test
and a model that are based on the theory of Carl Jung. The Big Five is a
line of research that dates back to 1937. At that time, Allport and Odbert
threw out a challenge to their psychological research community. Namely,
what are the smallest number of synonym clusters that can be reduced from
the 4,500 non-evaluative trait descriptors in the English language? One of
the early results of this effort was Cattell's 16PF, but his sixteen
clusters were based on manual factor analyses and were rife with error. It
was not until the availability of powerful personal computers and
statistical analysis software that a large number of independent researchers
began to converge on the same solution to Allport and Odbert's problem. To
Jung's (and the MBTI developers') credit (assuming that it is
praiseworthy for a theory to be well-grounded in the real world), the four
dimensions are strikingly similar to the Five-Factor Model. Thinker/Feeler
is the weakest construct, as is appears to be a confound of two Big Five
dimensions--Agreeableness and Negative Emotionality.
- Why should I get
interested in another personality test/model? There seems to be a new
"flavor" every year. Why shouldn't I just stick with what already
works and resist what appears to be the latest fad?
- In fact, before the Big Five,
personality psychologists had never even begun to approach agreement on a
standard vocabulary to discuss individual differences in personality. Many
models assumed that four dimensions were sufficient to discuss personality
differences, and this tradition goes back to the early Greeks and their Four
Elements--air, earth, fire, and water. But there has been no agreement on
just what four dimensions to use. That is why there have been so many
"flavors." Or, as some describe the plethora of popular
personality tests, "alphabet soup." Now, however, general
agreement exists that the Big Five provide a simple but powerful conceptual
framework for talking about differences in personality. All of the so-called
flavors will be expected to use the Big Five as a sort of map on which they
must overlay their models. The "flavors" will define themselves in
light of the Big Five. The Big Five is like a source metaphor for
personality, while other models are like derived metaphors. Getting involved
with the Big Five will provide stability to your professional practice. You
may use the Big Five, and tests such as the NEO PI-R, in conjunction
with any personality theory you chose. And, you will find the theory
enriched as the result of being rooted in a commonly accepted vocabulary.
- I've heard that the Big
Five emphasizes the negative, that there are desirable and undesirable
qualities that it measures. Is that true? If so, I could never use it--my
clients wouldn't accept negative stuff.
- First, let us emphasize that the Big
Five does not include judgemental terms like smart/dumb, good/bad,
attractive/ugly, or sane/crazy. It does, however, include all normal
variations in individual personality traits, such as calm/worrying,
disciplined/spontaneous, outgoing/reserved, and trusting/skeptical. It is
not judgemental to describe someone as "a worrier." While worrying
is a so-called negative emotion, it is not a personality flaw to be a
"worrier." No scores on the Big Five-based tests may be construed
as bad, negative, or undesirable. Any given placement on a Big Five
dimension could in fact be undesirable in a particular situation. Calmness
is desirable when flying an airplane, but reactivity (or worrying, fretting)
is more important in customer relations. Skepticism is good for dealmakers,
but beware against bringing it home. No Big Five trait is undesirable unless
something occurs to render it rigid. If someone who normally is a
worrier--yet able to relax periodically--loses the ability to relax and
becomes a constant worrier, then that trait has become rigid and, hence,
abnormal, or maladaptive. Along the same lines, a good dose of pride is
crucial to successful sales performance, but if all capacity for humility is
lost (i.e., the pride becomes fixed, rigid), we've crossed the threshold
into narcissism. So, Big Five tests include the full range of normal
personality traits, and there are not wrong scores. There can be less than
optimal fits between an individual's traits and the demands of their job,
family, career, etc. Our clients accept this full range of feedback
appreciatively. They like the fact that the feedback is comprehensive,
accurate, but not judgemental.
- How much does it cost to
use the NEO tests?
- After some start up costs, not very
much. The NEO and the WB5P pricing is comparable to other similar
instruments and reports. See our online catalog
for the current prices.
The long form can be scored using a template or using software, but the
template is recommended for use only in emergencies, as the scores it yields
are not as accurate as the software-based factor scores. Scannable answer
forms are available for several dollars each, exact price depending on
quantity purchased. Various software options are available for scoring both
forms, as well as various narrative reports. Then there are a variety of
feedback forms. And you can score the tests yourself or use a scoring
service. It is fair to say that single administrations could range anywhere
from $2.00 to $50.00, depending on just what you want, how much of the work
you do yourself, and your volume of usage. If you come across prices higher
than $50, remember that many consultants will add a mandatory consultation
fee to the scoring service, to allow for the usually inevitable and always
desirable time involved in reviewing results with the recipient.
Perhaps you have other questions. We
suggest that you read "The Big Five Quickstart"
for a treatment of the development, definitions, and applications of the Big
Five in Human Resource Development. Otherwise, feel free to send us your
questions.
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