The Big Five (Ocean) - Revision history

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Conclusion

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	One of the most significant advances of the five-factor model was the establishment of a common framework that demonstrates order in a previously scattered and disorganised field. The “Big Five” has provided psychologists with a common basis for researching personality variances in a consistent and systematic manner. What separates the five-factor model of personality from all others is that it is not based on the theory of any one particular psychologist, but rather on language, the natural system that people use to communicate their understanding of one another.		One of the most significant advances of the five-factor model was the establishment of a common framework that demonstrates order in a previously scattered and disorganised field. The “Big Five” has provided psychologists with a common basis for researching personality variances in a consistent and systematic manner. What separates the five-factor model of personality from all others is that it is not based on the theory of any one particular psychologist, but rather on language, the natural system that people use to communicate their understanding of one another.

	Project managers need to have some type of control and understanding of their teams, who composes them and their resources, in ~~orther~~ words the people in it. Making a good fit by creating a collaborative and assertive bond will bring uncountable benefits to the development of a project, program, or portfolio. However, it does not matter how scientifically based these personality assertions claim to be, a job performance can’t be defined by the personality of its performer and non the less can justify its success. They can be biased and lead talent away for no reason, but these tests will reduce the personnel pool considerably when time is short and will helps evaluators prepare themselves in advance when handling interviews, conflicts, task distributions, promotions or trainings.		Project managers need to have some type of control and understanding of their teams, who composes them and their resources, in other words the people in it. Making a good fit by creating a collaborative and assertive bond will bring uncountable benefits to the development of a project, program, or portfolio. However, it does not matter how scientifically based these personality assertions claim to be, a job performance can’t be defined by the personality of its performer and non the less can justify its success. They can be biased and lead talent away for no reason, but these tests will reduce the personnel pool considerably when time is short and will helps evaluators prepare themselves in advance when handling interviews, conflicts, task distributions, promotions or trainings.

	= References =		= References =

S213398: /* Conclusion */

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Conclusion

← Older revision		Revision as of 16:50, 20 March 2022
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	One of the most significant advances of the five-factor model was the establishment of a common framework that demonstrates order in a previously scattered and disorganised field. The “Big Five” has provided psychologists with a common basis for researching personality variances in a consistent and systematic manner. What separates the five-factor model of personality from all others is that it is not based on the theory of any one particular psychologist, but rather on language, the natural system that people use to communicate their understanding of one another.		One of the most significant advances of the five-factor model was the establishment of a common framework that demonstrates order in a previously scattered and disorganised field. The “Big Five” has provided psychologists with a common basis for researching personality variances in a consistent and systematic manner. What separates the five-factor model of personality from all others is that it is not based on the theory of any one particular psychologist, but rather on language, the natural system that people use to communicate their understanding of one another.

	Project managers need to have some type of control and understanding of their teams, who composes them and their resources, in ~~order~~ words the people in it. Making a good fit by creating a collaborative and assertive bond will bring uncountable benefits to the development of a project, program, or portfolio. However, it does not matter how scientifically based these personality assertions claim to be, a job performance can’t be defined by the personality of its performer and non the less can justify its success. They can be biased and lead talent away for no reason, but these tests will reduce the personnel pool considerably when time is short and will helps evaluators prepare themselves in advance when handling interviews, conflicts, task distributions, promotions or trainings.		Project managers need to have some type of control and understanding of their teams, who composes them and their resources, in orther words the people in it. Making a good fit by creating a collaborative and assertive bond will bring uncountable benefits to the development of a project, program, or portfolio. However, it does not matter how scientifically based these personality assertions claim to be, a job performance can’t be defined by the personality of its performer and non the less can justify its success. They can be biased and lead talent away for no reason, but these tests will reduce the personnel pool considerably when time is short and will helps evaluators prepare themselves in advance when handling interviews, conflicts, task distributions, promotions or trainings.

	= References =		= References =

S213398: /* References */

2022-03-18T16:23:23Z

References

S213398: /* References */

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References

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	<ref name="Raymondcatell"> http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html </ref>		<ref name="Raymondcatell"> http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html </ref>
	<ref name="lexicalhypothesis"> https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/ </ref>		<ref name="lexicalhypothesis"> https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/ </ref>
	<ref name="~~RaymondCatell~~"> https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/ </ref>		<ref name="RaymondCattell"> https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/ </ref>
	<ref name="honolulureport"> Goldberg LR (May 1980). Some ruminations about the structure of individual differences: Developing a common lexicon for the major characteristics of human personality. Symposium presentation at the meeting of the Western Psychological Association (Report). Honolulu, HI </ref>		<ref name="honolulureport"> Goldberg LR (May 1980). Some ruminations about the structure of individual differences: Developing a common lexicon for the major characteristics of human personality. Symposium presentation at the meeting of the Western Psychological Association (Report). Honolulu, HI </ref>
	<ref name="7W"> Poropat AE (March 2009). "A meta-analysis of the five-factor model of personality and academic performance". Psychological Bulletin. 135 (2): 322–38 </ref>		<ref name="7W"> Poropat AE (March 2009). "A meta-analysis of the five-factor model of personality and academic performance". Psychological Bulletin. 135 (2): 322–38 </ref>

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History of the theory

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	== History of the theory ==		== History of the theory ==
	In 1936 two American psychologists Gordon Allport and H.S. Odbert began to focus on finding the most efficacious way to describe differences between people’s personalities. They suggested that the individual differences that are most salient and socially relevant in people’s lives would eventually become encoded into their language; the more important the more likely it is to become expressed as a single word. This becomes known as the Lexical Hypothesis <ref name="lexicalhypothesis"/>. They took 18,000 words from Webster Dictionary to describe personality traits and found adjectives that described non-physical characteristics creating 4500-word bank of observable behaviour markers.		[[File:Raymond_Cattell.jpg\|left\|thumb\|100px\| Raymond Cattell - image<ref name="Raymondcatell"/>]]In 1936 two American psychologists Gordon Allport and H.S. Odbert began to focus on finding the most efficacious way to describe differences between people’s personalities. They suggested that the individual differences that are most salient and socially relevant in people’s lives would eventually become encoded into their language; the more important the more likely it is to become expressed as a single word. This becomes known as the Lexical Hypothesis <ref name="lexicalhypothesis"/>. They took 18,000 words from Webster Dictionary to describe personality traits and found adjectives that described non-physical characteristics creating 4500-word bank of observable behaviour markers.

	~~[[File:Raymond_Cattell.jpg\|left\|thumb\|100px\| Raymond Cattell - image<ref name="Raymondcatell"/>]]~~In 1946 Raymond Cattell used the emerging technology of computers to analyse the Allport-Odbert list. He organised the list into 181 clusters and asked subjects to rate people whom they knew by the adjectives on the list, which, through factor analysis generated the 16PF Personality Questionnaire, that remains in use today. <ref name="~~Raymondcatell~~"/>		In 1946 Raymond Cattell used the emerging technology of computers to analyse the Allport-Odbert list. He organised the list into 181 clusters and asked subjects to rate people whom they knew by the adjectives on the list, which, through factor analysis generated the 16PF Personality Questionnaire, that remains in use today. <ref name="RaymondCattell"/>

	In 1961, two Air Force researchers, Tupes and Christal analysed personality data from eight large samples. Using Cattell’s trait measures, they found five recurring factors. This work was replicated by Norman shortly afterwards. He found that five major factors were sufficient to account for a large set of personality data. At a 1981 symposium in Honolulu, four prominent researchers, Lewis Goldberg, Naomi Takemoto-Chock, Andrew Comrey, and John M. Digman, reviewed the available personality tests and widespread the acceptance of the five-factor model among personality researchers. Beneath each proposed global factor, there were several correlated and more specific primary factors. These traits were not black and white but rather place on continua. <ref name="honolulureport"/>		In 1961, two Air Force researchers, Tupes and Christal analysed personality data from eight large samples. Using Cattell’s trait measures, they found five recurring factors. This work was replicated by Norman shortly afterwards. He found that five major factors were sufficient to account for a large set of personality data. At a 1981 symposium in Honolulu, four prominent researchers, Lewis Goldberg, Naomi Takemoto-Chock, Andrew Comrey, and John M. Digman, reviewed the available personality tests and widespread the acceptance of the five-factor model among personality researchers. Beneath each proposed global factor, there were several correlated and more specific primary factors. These traits were not black and white but rather place on continua. <ref name="honolulureport"/>

S213398 at 16:14, 18 March 2022

2022-03-18T16:14:43Z

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	<references>		<references>
	<ref name="5personalitydiagram"> https://www.instantprint.co.uk/think-big/how-to-start-a-business/personality-business-success </ref>		<ref name="5personalitydiagram"> https://www.instantprint.co.uk/think-big/how-to-start-a-business/personality-business-success </ref>
	<ref name="Raymondcatell"/> http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html </ref>		<ref name="Raymondcatell"> http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html </ref>
	<ref name="lexicalhypothesis"> https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/ </ref>		<ref name="lexicalhypothesis"> https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/ </ref>
	<ref name="RaymondCatell"> https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/ </ref>		<ref name="RaymondCatell"> https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/ </ref>

S213398: /* History of the theory */

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History of the theory

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	In 1936 two American psychologists Gordon Allport and H.S. Odbert began to focus on finding the most efficacious way to describe differences between people’s personalities. They suggested that the individual differences that are most salient and socially relevant in people’s lives would eventually become encoded into their language; the more important the more likely it is to become expressed as a single word. This becomes known as the Lexical Hypothesis <ref name="lexicalhypothesis"/>. They took 18,000 words from Webster Dictionary to describe personality traits and found adjectives that described non-physical characteristics creating 4500-word bank of observable behaviour markers.		In 1936 two American psychologists Gordon Allport and H.S. Odbert began to focus on finding the most efficacious way to describe differences between people’s personalities. They suggested that the individual differences that are most salient and socially relevant in people’s lives would eventually become encoded into their language; the more important the more likely it is to become expressed as a single word. This becomes known as the Lexical Hypothesis <ref name="lexicalhypothesis"/>. They took 18,000 words from Webster Dictionary to describe personality traits and found adjectives that described non-physical characteristics creating 4500-word bank of observable behaviour markers.

	[[File:Raymond_Cattell.jpg\|left\|thumb\|100px\| Raymond Cattell - image<ref name="Raymondcatell"/>]]In 1946 Raymond Cattell used the emerging technology of computers to analyse the Allport-Odbert list. He organised the list into 181 clusters and asked subjects to rate people whom they knew by the adjectives on the list, which, through factor analysis generated the 16PF Personality Questionnaire, that remains in use today. <ref name="~~RaymondCatell~~"/>		[[File:Raymond_Cattell.jpg\|left\|thumb\|100px\| Raymond Cattell - image<ref name="Raymondcatell"/>]]In 1946 Raymond Cattell used the emerging technology of computers to analyse the Allport-Odbert list. He organised the list into 181 clusters and asked subjects to rate people whom they knew by the adjectives on the list, which, through factor analysis generated the 16PF Personality Questionnaire, that remains in use today. <ref name="Raymondcatell"/>

	In 1961, two Air Force researchers, Tupes and Christal analysed personality data from eight large samples. Using Cattell’s trait measures, they found five recurring factors. This work was replicated by Norman shortly afterwards. He found that five major factors were sufficient to account for a large set of personality data. At a 1981 symposium in Honolulu, four prominent researchers, Lewis Goldberg, Naomi Takemoto-Chock, Andrew Comrey, and John M. Digman, reviewed the available personality tests and widespread the acceptance of the five-factor model among personality researchers. Beneath each proposed global factor, there were several correlated and more specific primary factors. These traits were not black and white but rather place on continua. <ref name="honolulureport"/>		In 1961, two Air Force researchers, Tupes and Christal analysed personality data from eight large samples. Using Cattell’s trait measures, they found five recurring factors. This work was replicated by Norman shortly afterwards. He found that five major factors were sufficient to account for a large set of personality data. At a 1981 symposium in Honolulu, four prominent researchers, Lewis Goldberg, Naomi Takemoto-Chock, Andrew Comrey, and John M. Digman, reviewed the available personality tests and widespread the acceptance of the five-factor model among personality researchers. Beneath each proposed global factor, there were several correlated and more specific primary factors. These traits were not black and white but rather place on continua. <ref name="honolulureport"/>

S213398: /* How to use the Big Five as a project manager. */

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How to use the Big Five as a project manager.

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	According to social life science research, personalities are affected by genes and our face reflects our DNA. Research conducted in the University of Edinburg <ref name="twins"/> studied over 800 sets of twins and found that identical twins, who share the same DNA, were twice as likely to share traits compared with non-identical twins. These uncountable studies tell us that genetic influence is the key to how successful a person will be in life and their ability to learn and develop. Lefevre <ref name="Lefevre"/> has found that people with higher levels of testosterone tend to be wider-faced with bigger cheekbones, and they are also more likely to have more assertive, and sometimes aggressive, personalities. The link between face shape and dominance is surprisingly widespread, from capuchin monkeys – the wider the face, the more likely they are to hold a higher rank in the group’s hierarchy – to professional football players. Differences in skin colour like barely noticeable tints may reflect differences in lifestyle. You appear to be in more robust health, if your skin has a slightly yellowish, golden tone. We exhibit this pigment because we haven’t used these vitamins to battle illness. More intriguingly, the authors also found evidence of a “Dorian Gray effect” – where the ageing face began to reflect certain aspects of the personality that hadn’t been obvious when the people were younger. Women who had more attractive, sociable, personalities from adolescence to their 30s slowly started to climb in physical attractiveness, so that in their 50s they were considered better-looking than those who had been less personable but naturally prettier. Their inner confidence was reflected on subtle differences in expression.		According to social life science research, personalities are affected by genes and our face reflects our DNA. Research conducted in the University of Edinburg <ref name="twins"/> studied over 800 sets of twins and found that identical twins, who share the same DNA, were twice as likely to share traits compared with non-identical twins. These uncountable studies tell us that genetic influence is the key to how successful a person will be in life and their ability to learn and develop. Lefevre <ref name="Lefevre"/> has found that people with higher levels of testosterone tend to be wider-faced with bigger cheekbones, and they are also more likely to have more assertive, and sometimes aggressive, personalities. The link between face shape and dominance is surprisingly widespread, from capuchin monkeys – the wider the face, the more likely they are to hold a higher rank in the group’s hierarchy – to professional football players. Differences in skin colour like barely noticeable tints may reflect differences in lifestyle. You appear to be in more robust health, if your skin has a slightly yellowish, golden tone. We exhibit this pigment because we haven’t used these vitamins to battle illness. More intriguingly, the authors also found evidence of a “Dorian Gray effect” – where the ageing face began to reflect certain aspects of the personality that hadn’t been obvious when the people were younger. Women who had more attractive, sociable, personalities from adolescence to their 30s slowly started to climb in physical attractiveness, so that in their 50s they were considered better-looking than those who had been less personable but naturally prettier. Their inner confidence was reflected on subtle differences in expression.

	= How to use the Big Five as a ~~project manager~~.=		= How to use the Big Five as a Project Manager.=

	This article has been describing in a more psychological manner how humans can be defined within a personality framework, but how is this relevant to a ~~project manager~~? This competence relies under one of the most undervalued perspectives of project management, ~~People~~. People have different perceptions of the world, and ~~you~~ can benefit from the unison of them to better understand, design and develop ~~your~~ teams. Within a team, interdependent individuals ~~whose works needs~~ joint efforts work in synergy and this can be very difficult to achieve, as so, that any help received to walk in the right direction should be considered.		This article has been describing in a more psychological manner how humans can be defined within a personality framework, but how is this relevant to a Project Manager (PM)? This competence relies under one of the most undervalued perspectives of project management, people. People have different perceptions of the world, and PMs can benefit from the unison of them to better understand, design and develop teams. Within a team, interdependent individuals need joint efforts to work in synergy and this can be very difficult to achieve, as so, that any help received to walk in the right direction should be considered.

	Personality traits have their relevance in the recruiting and early stages of a project development. Developing teams is composed of five stages: forming, storming, norming, performing and adjourning. In the first two, the ~~project manager~~ must form an effective team, clarify purposes ~~and ideas~~ by making some teambuilding activities and ground bases, ~~and~~ in occasions, handle conflicts due to power struggles or social contrasts. It is crucial for a PM to understand themselves and their preferences, understand ~~their~~ compatibility and friction points, get the right mix ~~types in their project team, and understand how to take best advantage of these diverse types in a team~~. It also helps recruiters decide which questions to ask when interviewing potential candidates as a bad hire is not just costly investment but can also significantly hamper the productivity and morale of other employees.		Personality traits have their relevance in the recruiting and early stages of a project development. Developing teams is composed of five stages: forming, storming, norming, performing and adjourning. In the first two, the PM must form an effective team, clarify purposes by making some teambuilding activities and establish ground bases, but in occasions, handle conflicts due to power struggles or social contrasts. It is crucial for a PM to understand themselves and their preferences, understand the team's compatibility and friction points, get the right mix. It also helps recruiters decide which questions to ask when interviewing potential candidates or even how to approach them so they work at maximum potential as a bad hire is not just a costly investment but can also significantly hamper the productivity and morale of other employees.

	If you put people in the right place they work better together.		If you put people in the right place they work better together.

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2022-03-18T15:44:38Z

How to use the Big Five as a project manager.

← Older revision		Revision as of 15:44, 18 March 2022
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	This article has been describing in a more psychological manner how humans can be defined within a personality framework, but how is this relevant to a project manager? This competence relies under one of the most undervalued perspectives of project management, People. People have different perceptions of the world, and you can benefit from the unison of them to better understand, design and develop your teams. Within a team, interdependent individuals whose works needs joint efforts work in synergy and this can be very difficult to achieve, as so, that any help received to walk in the right direction should be considered.		This article has been describing in a more psychological manner how humans can be defined within a personality framework, but how is this relevant to a project manager? This competence relies under one of the most undervalued perspectives of project management, People. People have different perceptions of the world, and you can benefit from the unison of them to better understand, design and develop your teams. Within a team, interdependent individuals whose works needs joint efforts work in synergy and this can be very difficult to achieve, as so, that any help received to walk in the right direction should be considered.

	Personality traits have their relevance in the recruiting and early stages of a project development. ~~As learned in the course, developing~~ teams is composed of five stages: forming, storming, norming, performing and adjourning. In the first two, the project manager must form an effective team, clarify purposes and ideas by making some teambuilding activities and ground bases, and in occasions, handle conflicts due to power struggles or social contrasts. It is crucial for a PM to understand themselves and their preferences, understand their compatibility and friction points, get the right mix types in their project team, and understand how to take best advantage of these diverse types in a team. It also helps recruiters decide which questions to ask when interviewing potential candidates as a bad hire is not just costly investment but can also significantly hamper the productivity and morale of other employees.		Personality traits have their relevance in the recruiting and early stages of a project development. Developing teams is composed of five stages: forming, storming, norming, performing and adjourning. In the first two, the project manager must form an effective team, clarify purposes and ideas by making some teambuilding activities and ground bases, and in occasions, handle conflicts due to power struggles or social contrasts. It is crucial for a PM to understand themselves and their preferences, understand their compatibility and friction points, get the right mix types in their project team, and understand how to take best advantage of these diverse types in a team. It also helps recruiters decide which questions to ask when interviewing potential candidates as a bad hire is not just costly investment but can also significantly hamper the productivity and morale of other employees.

	If you put people in the right place they work better together.		If you put people in the right place they work better together.

S213398: /* The Big Five Personalities */

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The Big Five Personalities

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	= The Big Five Personalities =		= The Big Five Personalities =
	~~Fondly known as the~~ Big ~~5 Personality Traits~~, or O.C.E.A.N (can also be referred as C.A.N.O.E)~~, this~~ is the most scientific model to comprehend the relationship between personality and academic behaviour.<ref name="7W"/> [[File:personality-diagram.jpg\|right\|thumb\|250px\| Big 5 Personality Diagram - image<ref name="5personalitydiagram"/>]]		The Big Five personality traits is a suggested taxonomy, or grouping, for personality traits, fondly known as O.C.E.A.N (can also be referred as C.A.N.O.E). This is the most scientific model to comprehend the relationship between personality and academic behaviour.<ref name="7W"/> [[File:personality-diagram.jpg\|right\|thumb\|250px\| Big 5 Personality Diagram - image<ref name="5personalitydiagram"/>]]

	== Openness ==		== Openness ==

← Older revision		Revision as of 16:23, 18 March 2022
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	= References =		= References =
	<references>		<references>
	<ref name="5personalitydiagram"> https://www.instantprint.co.uk/think-big/how-to-start-a-business/personality-business-success </ref>		<ref name="5personalitydiagram"> instantprint. (n.d.). Online Business Card Printing and Flyer Printing. [online] Available at: https://www.instantprint.co.uk/think-big/how-to-start-a-business/personality-business-success [Accessed 10 Mar. 2022].</ref>
	<ref name="Raymondcatell"> http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html </ref>		<ref name="Raymondcatell"> Repaso, T. (2014). Philippine Psychometricians Licensure Exam Reviewer : Guide Notes on Raymond Catell Factor Analysis. [online] Philippine Psychometricians Licensure Exam Reviewer. Available at: http://psychometricpinas.blogspot.com/2014/09/guide-notes-on-raymond-catell-factor.html [Accessed 18 Mar. 2022].</ref>
	<ref name="lexicalhypothesis"> https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/ </ref>		<ref name="lexicalhypothesis"> Anon, (n.d.). The Lexical Hypothesis and Factor Models \|. [online] Available at: https://www.psychometric-assessment.com/the-lexical-hypothesis-and-factor-models/.</ref>
	<ref name="RaymondCattell"> https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/ </ref>		<ref name="RaymondCattell"> Lustbader, R. (2018). Raymond Cattell And His Theory Of Personality \| Betterhelp. [online] Betterhelp.com. Available at: https://www.betterhelp.com/advice/psychologists/raymond-cattell-and-his-theory-of-personality/. </ref>
	<ref name="honolulureport"> Goldberg LR (May 1980). Some ruminations about the structure of individual differences: Developing a common lexicon for the major characteristics of human personality. Symposium presentation at the meeting of the Western Psychological Association (Report). Honolulu, HI </ref>		<ref name="honolulureport"> Goldberg LR (May 1980). Some ruminations about the structure of individual differences: Developing a common lexicon for the major characteristics of human personality. Symposium presentation at the meeting of the Western Psychological Association (Report). Honolulu, HI [Accessed on the 15 March 2022] </ref>
	<ref name="7W"> Poropat AE (March 2009). "A meta-analysis of the five-factor model of personality and academic performance". Psychological Bulletin. 135 (2): 322–38 </ref>		<ref name="7W"> Poropat AE (March 2009). "A meta-analysis of the five-factor model of personality and academic performance". Psychological Bulletin. 135 (2): 322–38 [Accessed on the 11 March 2022] </ref>
	<ref name="38W"> DeYoung, Colin G.; Hirsh, Jacob B.; Shane, Matthew S.; Papademetris, Xenophon; Rajeevan, Nallakkandi; Gray, Jeremy R. (2010). "Testing Predictions From Personality Neuroscience: Brain Structure and the Big Five". Psychological Science. 21 (6): 820–828. </ref>		<ref name="38W"> DeYoung, Colin G.; Hirsh, Jacob B.; Shane, Matthew S.; Papademetris, Xenophon; Rajeevan, Nallakkandi; Gray, Jeremy R. (2010). "Testing Predictions From Personality Neuroscience: Brain Structure and the Big Five". Psychological Science. 21 (6): 820–828.[Accessed on the 10 March 2022] </ref>
	<ref name="quiz"> https://www.scienceofpeople.com/personality/ </ref>		<ref name="quiz"> Vanessa Van Edwards (2015). Take Our Free Personality Test and See Where You Rank for the Big 5 Traits. [online] Science of People. Available at: https://www.scienceofpeople.com/personality/.</ref>
	<ref name="researchreport"> "Research Reports on Science from Michigan State University Provide New Insights". Science Letter. Gale Student Resource in Context. Retrieved 4 April 2012 </ref>		<ref name="researchreport"> "Research Reports on Science from Michigan State University Provide New Insights". Science Letter. Gale Student Resource in Context. Retrieved 4 April 2012 </ref>
	<ref name="Thomas"> https://www.thomas.co/resources/type/hr-guides/what-are-big-5-personality-traits. </ref>		<ref name="Thomas"> Thomas (2021). What Are The Big 5 Personality Traits? [online] Thomas International. Available at: https://www.thomas.co/resources/type/hr-guides/what-are-big-5-personality-traits. </ref>
	<ref name="29W"> Goldberg LR, Johnson JA, Eber HW, Hogan R, Ashton MC, Cloninger CR, Gough HG (February 2006). "The international personality item pool and the future of public-domain personality measures". Journal of Research in Personality. 40 (1): 84–96 </ref>		<ref name="29W"> Goldberg LR, Johnson JA, Eber HW, Hogan R, Ashton MC, Cloninger CR, Gough HG (February 2006). "The international personality item pool and the future of public-domain personality measures". Journal of Research in Personality. 40 (1): 84–96 </ref>
	<ref name="50W"> Kagan J, Snidman N (2009). The Long Shadow of Temperament. Cambridge, MA: Harvard University Press </ref>		<ref name="50W"> Kagan J, Snidman N (2009). The Long Shadow of Temperament. Cambridge, MA: Harvard University Press </ref>
	<ref name="advantages"> https://blog.mettl.com/advantages-disadvantages-of-personality-tests/ </ref>		<ref name="advantages"> https://blog.mettl.com/advantages-disadvantages-of-personality-tests/ </ref>
	<ref name="twins"> https://www.research.ed.ac.uk/en/publications/the-personalities-of-twins-just-ordinary-folks </ref>		<ref name="twins"> Johnson, W., Krueger, R.F., Bouchard, T.J. and McGue, M. (2002). The personalities of twins: Just ordinary folks. Twin Research and Human Genetics, [online] 5(2), pp.125–131. Available at: https://www.research.ed.ac.uk/en/publications/the-personalities-of-twins-just-ordinary-folks [Accessed 18 Mar. 2022]. </ref>
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