Randall D. Ordovich Clarkson, MD
June 19, 2022
Personality traits have enormous implications on the ways in which individuals live their lives, including the types of relationships they are able to foster as well as the career choices that they ultimately choose. Over recent history in behavioral science, the likes of Robert McCrae and Paul Costa, Jr. have helped develop a greater understanding of the fundamental personality characteristics that shape who we are and how we live our lives (Kail & Cavanaugh, 2016). The Five-Factor Trait Model, sometimes referred to as “The Big Five,” breaks down personality into (1) neuroticism, (2) extraversion, (3) openness, (4) agreeableness, and (5) conscientiousness (Bozionelos, 2004; Kail & Cavanaugh, 2016; McCrae & Costa, 2003). Let us explore some of the idiosyncrasies associated with each trait characteristic:
1. NEUROTICISM
Those who are high in trait-neuroticism will be extremely vulnerable to anxiousness, hostility, self-consciousness, and even depression (Kail & Cavanaugh, 2016; McCrae & Costa, 2003). Individuals in this category find it difficult to buttress themselves from life’s difficult challenges and often cave in despair and hopelessness.
2. EXTRAVERSION
Individuals who exhibit trait-extraversion are highly social, enjoying engaging with other people, sharing their thoughts and feelings, and going as far as to actively seek out challenging environments (Kail & Cavanaugh, 2016). These individuals are what one could deem as the stereotypical ‘extrovert’ who feeds off of the energy of social interaction. In terms of career choice, individuals high in trait-extraversion would be ideal in academic teaching settings, management, and sales.
3. OPENNESS
With individuals demonstrating trait-openness, one can expect to find an individual who is highly creative and imaginative, being ‘open’ to new experiences, preferring experience rather than economic considerations such as income (Kail & Cavanaugh, 2016). In that, think of an artist or musician who would rather revel in their creation, knowing full well that their work may not yield substantial economic returns.
4. AGREEABLENESS
In terms of those who demonstrate trait-agreeableness, we see an individual who not only wants to be accepted by their community, but is also very accepting in return (Kail & Cavanaugh, 2016). These individuals are generally extremely caring and want to work with others to achieve a higher goal and purpose. A good example of agreeableness is a woman who wishes to help contribute to the future by providing a nurturing environment for those around her in a sort of ‘motherly instinct.’ Career-wise, these individuals would be well-suited for caretaker type environments, such as nursing homes and daycare centers.
5. CONSCIENTIOUSNESS
Finally, those who exhibit trait-conscientiousness believe in hard work, ambition, perseverance through energetic dedication and scrupulousness (Kail & Cavanaugh, 2016). Such character traits describe the highest performing individuals in society who will stop at nothing to achieve their ultimate goals in life. Careers that would be suited for such individuals include doctors, business owners, and career politicians.
An important consideration to understand is that not everyone fits perfectly into each prospective camp, insofar as most individuals demonstrate varying degrees of the aforementioned characteristics. For instance, an individual with high degrees of agreeableness may contemporaneously demonstrate high levels of trait-neuroticism. An example of this may involve a ‘people-pleaser’ (agreeableness) who is also extremely insecure about their ability to meet significant obligations (trait-neuroticism). Similarly, an individual with high levels of trait-extraversion may also be highly conscientious as well (e.g. entrepreneurs and CEOs that require people skills as well as ambition in order to succeed at their line of work). Furthermore, it is important to understand that these personality trait factors have been demonstrated across various cultures. As Kail & Cavanaugh (2016) point out, the five-factors have been demonstrated in at least 50 cultures, some of which include Black African and Arabic cohorts of which are scarcely studied in the behavioral literature. This goes to show that the ‘Big Five’ is a very real phenomenon with extremely important practical applications, particularly when it comes to the process of psychological development and career choice.
References
Bozionelos, N. (2004). The big five of personality and work involvement. Journal of Managerial Psychology.
Kail, R. V., & Cavanaugh, J. C. (2016). Human development: A life-span view (7th ed.). Belmont, CA: Thomson Wadsworth. ISBN-13: 9781305116641
McCrae, R. R., & Costa, P. T. (2003). Personality in adulthood: A five-factor theory perspective. Guilford Press.
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