The present study investigated the construct validity and reliability of the Big Five Competencies grid (BFC grid), an instrument framed and validated within a well-established conceptual model, the Five Factor Model (FFM) of personality. A first sample of 1,307 employees (65% males) in a variety of job types completed the BFC grid and a list of Big Five prototypical adjectives. Exploratory structural equation modeling attested a six-factor competencies structure corresponding to four broad traits (Extraversion, Agreeableness, Emotional stability, Openness) and two facets of conscientiousness. The six scales showed adequate reliability and dominant associations with the corresponding personality traits. In a second sample of 150 employees (87% males), the six-factor structure was confirmed together with convergent validity between self- and other-ratings of work competencies. Implications and suggestions for future results are discussed.
Framing Work Competencies Through Personality Traits The Big Five Competencies Grid / Consiglio, Chiara; Alessandri, Guido; Borgogni, Laura; Ronald F., Piccolo. - In: EUROPEAN JOURNAL OF PSYCHOLOGICAL ASSESSMENT. - ISSN 1015-5759. - STAMPA. - 29:3(2013), pp. 162-170. [10.1027/1015-5759/a000139]
Framing Work Competencies Through Personality Traits The Big Five Competencies Grid
CONSIGLIO, CHIARA;ALESSANDRI, GUIDO;BORGOGNI, Laura;
2013
Abstract
The present study investigated the construct validity and reliability of the Big Five Competencies grid (BFC grid), an instrument framed and validated within a well-established conceptual model, the Five Factor Model (FFM) of personality. A first sample of 1,307 employees (65% males) in a variety of job types completed the BFC grid and a list of Big Five prototypical adjectives. Exploratory structural equation modeling attested a six-factor competencies structure corresponding to four broad traits (Extraversion, Agreeableness, Emotional stability, Openness) and two facets of conscientiousness. The six scales showed adequate reliability and dominant associations with the corresponding personality traits. In a second sample of 150 employees (87% males), the six-factor structure was confirmed together with convergent validity between self- and other-ratings of work competencies. Implications and suggestions for future results are discussed.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
