Five-Factor Model for cross-cultural questionnaire development
The effectiveness of the Five Factor Model in Developing Cross-Cultural Questionnaire
The discussion of the following section is about the effectiveness of Five-Factor Model in developing the cross-cultural questionnaire. This particular model basically helps in personality test of the individual. Five Factor Model is also defined as the universal structure, which is also used for the research related to cross-cultural. To develop cross-cultural questionnaires with the help of Five-Factor Model it is essential to keep in mind the two essential qualifications of this model such as these five traits or factors are universal that does not mean there are not any extra personality traits particular to the culture of the individual. The second one is all factors of this model are not important equally in all cultures. Revised NEO Personality Inventory, which is used for measuring the questionnaire related to the Five Factor Model, therefore, it has been translated into different languages recently and allowing the test of the questionnaire in relation to cross-cultural (Soto & John, 2017). Moreover, Five Factor Model is also used for addressing lots of questions related to culture and personality. This specific model also facilitates in assessing the board personality domains in each culture including examining the same properly.
The contribution of IPIP to the Development of Individual Personality Questionnaire
Now a day the usage of International Personality Item Pool (IPIP) has been increased considerably in the personality test. IPIP plays a vital role in terms of developing the individual personality questionnaire along with testing the personality of human being. To make sure the proper test items from International Personality Item Pool have been translated into above 25 different languages. More than, 80 publications are using scales of IPIP for the purpose of personality testing, which is listed in IPIP website. The rate in relation to IPIP publications in increasing day by day and this raising popularity related to IPIP can be qualified to five aspects, for example, IPIP is cost-free and items of IPIP can be acquired through the internet, more than 2000 items are available, which can be obtained easily for testing and inspection. There is a facility of providing scoring keys in the behalf of IPIP scales. The items of IPIP can be offered in any sequence (O’Boyle et al., 2015). In addition, items of IPIP are also used for the assessments of the personality of the individual and the use of IPIP is helpful for all individual as it provides reliable score along with facilitates in gaining information regarding characters of the individual.
Reasons behind the Development of a Questionnaire
A case has been developed in this particular section to obtain information regarding the reason behind the development of the questionnaire.
IPIP’s contribution to individual personality questionnaire development
From the result of the questionnaire, it has been evaluated that the individual is extrovert, which signifies that the person has the capability deal with the problems related to workplace along with ensuring the completion of entire work within timeline with the support of others. The emotional stability of individual is strong. On the other hand, the score of agreeableness is low. In addition, conscientiousness score is quite good, wherein the score of intellect or imagination is also low. Based on the result is has been ascertained that with the development of questionnaire it is possible to obtain information regarding the different characters of individual and understand the capability as well as incapability of that person in terms of dealing with personal or work-related problems. With the help of a questionnaire, it is also possible to gain knowledge regarding the emotional stability including openness of individual. The person whose emotional stability is strong can handle all situations in a proper way. Openness people can make collaboration with other easily (Usami et al., 2016). The person, who has low kindness, cannot behave politely with others, which signifies their behaviour is not good and they are not supportive of others. Low imagination powers of people do not have the capability to think positively and develop a new idea for the future improvement of business performance including their personal performance. In this context, to understand the personality of every employee, most of the organizations pay attention to using International Personality Item Pool along with the development of questionnaire related to the behaviour of the individual.
From the above discussion, it has been stated that high imagination power, strong emotional stability and the extrovert person is capable to deal with any situation and perform better that can be effective for their own career growth including organizational growth.
IPIP Measures
IPIP measures have been discussed in the following section to ascertain the information about the impact of the result of each factor of Big Five Model on the behaviour of individual and on their working culture. For example, individuals, who are extrovert, are energetic and confident. On the other hand, person, who got a low score on extrovert are not confident enough to handle all situations. The people, whose emotional stability is strong, ensure the improvement of work performance by performing well and dealing with the emotional situation and they cannot develop emotional attachment with anyone, which is a positive nature for them and their working culture as well. On the other side, whose emotional stability is not strong cannot deal with any emotional situation easily and they easily get attached to others. Openness to experience people has the interest to learn new things and gain new experience, which has an appositive impact on the performance of the business. Individual, who got a low score on openness to experience, does not have the interest to learn new things (Pomerance & Converse, 2014). Moreover, people, whose imagination power is low, cannot think positively and innovate new ideas but individual, who has greater imagination power are able to innovate new idea with the help their positive thought (Soto, 2015). In addition, agreeableness person is friendly and warn, who are able to create a healthy working environment to work. On the other side, people, who got a low score on agreeableness, are not capable to develop good collaboration with others at the workplace and maintain the healthy working environment.
The hypothesis of Individual Thinking
Based on the result of IPIP, it has been assessed that the individual got a low score on agreeableness, imagination and conscientiousness. In this context, the individual faced the issue in terms of creating good relationships with other in the workplace and innovative idea for the improvement organizational as well as own performance. Moreover, the person does not have the capability to perform well and complete the tasks on time (Maples, 2014).Therefore, the individual needs to pay attention to such factors and try to increase the score on these personality traits and ensure the enhancement of ability and imagination power to perform better and attain the personal as well as organizational goals. The person should be behaving politely and friendly with others at work place to maintain it healthy and safety.
Five-Factor model is regarded as big five personality traits, which is a model or set of five trait domains. Sometimes, it is also known as “Big Five”. Five trait dimensions of this particular model are extraversion, neuroticism, agreeableness, openness to experience and conscientiousness. This specific model is also referred as a model of the personality of an individual, which divides this model into five different factors or traits. International Personality Item Pool (IPIP) is considered as the public domain, which is majorly used for the purpose of personality test through the collection of essential items (Judge & Zapata, 2015).
References:
Judge, T.A., & Zapata, C.P. (2015). The person–situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1179.
Maples, J.L., Guan, L., Carter, N.T., & Miller, J.D. 2014. A test of the International Personality Item Pool representation of the Revised NEO Personality Inventory and development of a 120-item IPIP-based measure of the five-factor model. Psychological Assessment, 26(4), 1070.
O’Boyle, E.H., Forsyth, D.R., Banks, G.C., Story, P.A., & White, C.D. 2015. A meta?analytic test of redundancy and relative importance of the dark triad and five?factor model of personality. Journal of Personality, 83(6), 644-664.
Openpsychometrics. 2012. IPIP Big Five Factors. [Online Test]. Retrieved from: https://openpsychometrics.org/tests/IPIP-BFFM/. [Accessed on May 26, 2015].
Pomerance, M. H., & Converse, P. D. (2014). Investigating context specificity, self-schema characteristics, and personality test validity. Personality and Individual Differences, 58, 54-59.
Soto, C.J. (2015). Is happiness good for your personality? Concurrent and prospective relations of the big five with subjective well?being. Journal of personality, 83(1), 45-55.
Soto, C.J., & John, O.P. 2017. The next Big Five Inventory (BFI-2): Developing and assessing a hierarchical model with 15 facets to enhance bandwidth, fidelity, and predictive power. Journal of Personality and Social Psychology, 113(1), 117.
Usami, S., Sakamoto, A., Naito, J., & Abe, Y. (2016). Developing Pairwise Preference-Based Personality Test and Experimental Investigation of Its Resistance to Faking Effect by Item Response Model. International Journal of Testing, 16(4), 288-309.
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