TEST

BIG FIVE
Ps.Pedro Jaramillo Arica MBA (D)

[Direccin de la compaa]

BFQ BIG
(CUESTIONARIO BIG FIVE)
Autor: CAPRARA, G. - BARBARANELLI, C. - BORGOGNI, L.
Tema:

TECNICAS

PSICOMETRICAS

INTELIGENCIA

SELECCION

DE

PERSONAL
Descripcin: Incorpora una escala tipo 'L' para medir la deseabilidad social.
Administracin: Individual o Colectiva Baremos en centiles y puntuaciones T
para cada sexo, en muestras de la poblacin general espaola y de procesos de
seleccin.
Niveles de aplicacin: Adolescentes y adultos. Duracin: Variable, de 20 a 30
minutos.
Finalidad: Evaluacin de 5 dimensiones y 10 subdimensiones de la personalidad
y una escala de Distorsin.
Evaluacin de las 5 dimensiones del modelo de los "Cinco grandes" en la
estructura de la personalidad. Aplicacin: Individual y colectiva. Tiempo: Variable,
unos 30 minutos. Edad: A partir de los 16 aos. Cuestionario con 132 elementos
de respuesta mltiple (tipo Likert) para identificar las cinco dimensiones
fundamentales para describir y evaluar la personalidad humana: Energa,
inherente a una visin confiada y entusiasta de mltiples aspectos de la vida,
principalmente de tipo interpersonal. Amigabilidad, preocupacin de tipo altruista
y de apoyo emocional a los dems. Consciencia, propia de un comportamiento de
tipo perseverante, escrupuloso y responsable. Estabilidad emocional, rasgo de
amplio espectro, con caractersticas tales como capacidad para afrontar los
efectos negativos de la ansiedad, de la depresin, de la irritabilidad o de la
frustracin. Apertura, sobre todo de tipo intelectual ante nuevas ideas, valores,
sentimientos e intereses. Incorpora una escala tipo "L" para medir la deseabilidad
social.

DIMENSIONES:

SUBESCALAS:

Afabilidad (A)

Dinamismo

Tesn (T)

Dominancia

Estabilidad emocional (EE)

Cooperacin/Empata

Apertura mental (AM)

Cordialidad/Amabilidad

Energa (E)

Escrupulosidad

Perseverancia

Control de emociones

Control de impulsos

Apertura a la cultura

Apertura a la experiencia

Big Five Questionnaire (BFQ) de Caprara et al, versin espaola de

Bermdez33 . El BFQ se postula ms parsimonioso que otros cuestionarios del
modelo de 5 factores, ms escrupuloso en su ajuste a los principios tericos y
proporciona una medida adicional de la tendencia del sujeto a distorsionar los
datos y a ofrecer una imagen falseada de s mismo. Adems, este cuestionario
est validado para poblacin espaola y ofrece la posibilidad de presentar los
resultados en puntuaciones T, segn una distribucin normal con media 50 y
desviacin tpica 10, y los valores entre 25 y 34 se consideran muy bajos, los
comprendidos entre 35 y 44 bajos, entre 46 y 54 promedio, entre 56 y 64 altos, y
entre 66 y 75 muy altos.
Jornades de Foment de la Investigacin
ESTUDIO PSICOMTRICO DE LA VERSIN ESPAOLA DEL CUESTIONARIO
DE LOS CINCO GRANDES PARA NIOS (BFQ-N)
Autores
Silvia EDO.
Jorge MOYA.
Jordi LORES.

Vanessa LUELMO.
M. Ignacio IBEZ.
Geners ORTET
2
Descripcin de la Investigacin
Psiclogos de personalidad estn interesados en la diferencia entre una persona y
otra as como en responder porque nos comportamos de la manera en que lo
hacemos. Investigacin en el rea de la personalidad, como la ciencia, se basa en
informacin concreta y cuantificable, la cual puede ser usada para examinar cmo
son las personas. Aqu es donde Los Cinco Grandes juegan un rol muy
importante.
Los Cinco Grandes fueron originalmente derivados en los Setentas por dos
equipos independientes de investigacin: Paul Costa y Robert McCrae (en el
National Institutes of Health), y Warren Norman (en la Universidad de
Michigan)/Lewis Goldberg (en la Universidad de Oregon), quien tom una ruta un
poco diference al llegar a los mismos resultados. Esto es, la mayor parte de los
rasgos de personalidad pueden ser abarcados por cinco grandes dimensiones de
personalidad, muy a pesar del lenguaje o la cultura. Estas cinco dimensioens han
sido derivadas mediante haciendo preguntas a miles de personas y despus
analizando la informacin con un proceso estadstico conocido como factoranlisis. Es importante darse cuenta que los investigadores no decidieron
encontrar cinco dimensiones sino que las cinco dimensiones surgieron de sus
anlisis de datos. En crculos cientficos, los Cinco Grandes son ahora los ms
aceptados y el modelo ms usado de personalidad (claro est muchos otros
sistemas han surgido en la Psicologa Pop y en ambientes de trabajo e.g., el
MBTI). Para tener una mejor perspectiva de los antecedentes histricos y la
historia de los Cinco Grandes, revisat: http://www.centacs.com/quickstart.htm
Durante los ltimos aos, hemos usado los Cinco Grandes para estudiar la
personalidad en trminos de cmo cambia a travs del tiempo(vea un artculo de
investigacin) y como se relaciona con otras variables (tales como auto-estima,
preferencias musicales; vea trabajo de investigacin). Durante este periodo de
tiempo, hemos recolectado datos de personalidad de literalmente millones de
personas de todo el mundo.
Anlisis de la informacin, ha dado a conocer un gran nmero de resultados
interesantes acerca de la personalidad. Por ejemplo, contrariamente a lo que se
pensaba, nuestros resultados sugieren que la personalidad no es esttica a la
edad de 30, sino que contina cambiando, con un patrn exacto de cambio
dependiendo el rasgo de personalidad.

Queremos enfatizar que aqu estamos hablando de generalizaciones, y que estas

generalizaciones no se aplican a todas las personas. Para ilustrarlo, considere la
generalizacin de que los hombres son generalmente ms altos que las mujeres.
Esto no significa que todos los hombres son ms altos que las mujeres. En vez,
significa que en promedio los hombres son ms altos que las mujeres. Esta misma
lgica se aplica a la retroalimentacin dada en este sitio. Aunque, en promedio, las
personas tienden a ser ms conscientes conforme avanza la edad, no todos
siguen este patrn.
Preguntas Frecuentes Acerca del Sitio en Red de Los Cinco Grandes
1. En qu est basada la retroalimentacin?
Toda la retroalimentacin que ve aqu esta basada en anlisis estadsticos de
personalidad, recolectada en ms de 10,000 personas. Nuestra retroalimentacin
no est basada en nuestras intuiciones o teoras acerca de la personalidad. En
pocas palabras, la retroalimentacin es completamente derivada de los datos
recolectados.
2. Por qu es la retroalimentacin muy diferente de cmo me veo a m
mismo?
La retroalimentacin no tiene la intencin de sugerir que todos los que tengan un
puntaje alto en Extraversin (o cualquier otro rasgo) ser exactamente cmo
nosotros los describimos. Como lo mencionamos anteriormente, la
retroalimentacin est basada en generalizaciones derivadas de nuestra
investigacin y del trabajo que otros investigadores han hecho en la rea. Es
inevitable que algunas personas no encajen en estas generalizaciones. Esta
puede ser una razn por la que usted siente que su retroalimentacin no encaja
muy bien con usted.
3. De dnde vienen las preguntas de personalidad?
Las preguntas vienen de nuestra investigacin, y la investigacin de otros en el
rea de la personalidad, estilos de vida, valores, y actitudes. Las preguntas de los
Cinco Grandes usadas en este sitio son de un instrumento conocido como el
Inventario de los Cinco Grandes (desarrollado por Oliver John en UC Berkeley). La
mayora de las preguntas son escritas por investigadores acadmicos actuales,
investigando varias hiptesis acerca de la personalidad.
4. Por qu la retroalimentacin da a veces informacin contradictoria?
Algunas veces la retroalimentacin dada a los respondientes es aparentemente
contradictoria. Esto es una consecuencia desafortunada de hacer
generalizaciones. Algunas veces, individuos no pueden ser encasillados en las
tendecias generales aportadas por anlisis de un gran nmero de personas. Claro,

mientras que nuestras generalizaciones pueden no ser acertadas, algunas veces

tienden a ser ms correctas que incorrectas.
5. Por qu hubo preguntas acerca del lugar donde estoy?
Como parte de nuestra investigacin estamos interesados en diferencias de
personalidad de acuerdo a la regin. Algunos de nuestros anlisis sugieren que
las personas viviendo en distintas regiones de los Estados Unidos, tienen
diferentes personalidades. Para desarrollar un entendimiento de la naturaleza de
estas diferencias, hemos examinado las relaciones entre la personaldiad de cada
regin y factores de ambiente. Por ejemplo, encontramos que la personalidad del
estado est relacionada con la precipitacin (lugares con ms alta precipitacin,
tienen puntajes ms altos en Neuroticismo), densidad de la poblacin (la densidad
de la poblacin est asociada con un alto grado de Apertura y baja Afabilidad),
diversidad tnica (diversidad tnica est asociado con una alta Apertura), y otros
hallazgos que van desde comportamiento para votar, hasta salud y mortalidad.
Una pregunta que surge de esto es si el ambiente moldea la personalidad, o si
otras variables afectan tanto la personalidad y los otros factores. Puede ser que
las personas en con puntajes altos en Apertura, se mueven a lugares que son
densamente poblados y culturalmente diversos. Alternativamente, vivir en un lugar
densamente poblado y culturalmente diverso puede ocacionar que las personas se
vuelvan ms abiertas. La razn por la que actualmente preguntamos por el lugar
de nacimiento y de residencia, y cunto tiempo tiempo las personas llevan
viviendo en cada lugar, es para poder examinar la direccin causal entre
personalidad y ambiente.
Le preguntamos a las personas que tanto les gusta o les gust vivir en ciertos
lugares porque estamos interesados en saber si las personas prefieren vivir en
regiones donde sus personalidades encajen&rdquo, la personalidad de la region.
Si, por ejemplo, una persona es abierta y poco afables, preferir vivr en un lugar
donde la persona promedio es tambin abierta y poco afable en un lugar donde la
persona promedio es de mente cerrada y amenos? Esta idea surge de
investigacin acerca de la relacin entre persona-ambiente, la cual indica que las
personas buscan y crean un ambiente que refleje y refuerce sus disposiciones y
auto-evaluaciones. La relacin entre persona y ambiente ha estado ligado con una
gran variedad de consecuencias fsicas y mentales.
6. Dnde puedo aprender ms de los Cinco Grandes?
http://pmc.psych.nwu.edu/personality.html: Este sitio parece ser el crculo ms
central en personalidad ACADMICA, y tiene muchos buenos enlaces con otras
pginas en el rea. Sin embargo, mientras que puede ser de inters para un
estudiante serio de Psicologa, tambin puede parecer muy poco divertido para el
usuario promedio.
http://www.personalitylab.org: This site has a number of Big Five-based studies
from Dr. Oliver John's group at UC Berkeley.

http://www.personalityresearch.org: Esto da una perspectiva accesible en el rea

acadmica de personalidad.
http://www.faculty.ucr.edu/~funder/lab/index.html: La pgina de inicio del
laboratorio de un muy bien respetado investigador, te dar una idea de lo que
hacen los investigadores de personalidad!
http://www.ship.edu/~cgboeree/perscontents.html: Un texto en lnea le dar al
lector antecedentes bsicos en Psicologa de la personalidad
http://homepage.psy.utexas.edu/homepage/faculty/gosling/: Una pgina de inicio
de un investigador de este sitio, que contiene ms informacin y resultados de
estudios usando los datos de este sitio
Finalmente, la siguiente cita puede ser usada por aquellos interesados en
entender ms acerca de los Cinco Grandes: John, O. P., & Srivastava, S. (1999).
The Big Five trait taxonomy: History, measurement, and theoretical perspectives.
In L. A. Pervin, & O. P. John (Eds.), Handbook of personality: Theory and research
(pp. 102-138). New York: Guilford Press.

Los resultados de esta investigacin son gratuitos y no hay riesgos prevesibles por
participar. Los posibles beneficios consisten en que recibir retroalimentacin de
su personalidad, lo cual le puede dar un mayor conocimiento de usted mismo. Su
participacin en esta investigacin es completamente voluntaria, y todas las
respuestas son annimas y sern confidenciales. Puede negarse a contestar
cualquier pregunta, o puede retirar su consentimiento o puede discontinuar su
participacin, simplemente dejando el sitio.
Al momento que se evala a usted mismo, se le pide que evale a otra
persona. Al evaluar a alguien ms podr recibir una evalucin ms correcta de su
propia personalidad. Tambin se le dar un perfil de personlidad de la persona
que evalu, lo que le permitir compararse a usted mismo con esta persona en
las cinco dimensiones bsicas de personalidad. Trate de evaluar a alguien que
conozca bien, tal como un amigo cercano, un colega de trabajo, su esposo(a) o
otro miembro de la familia.

Sus resultados sern presentados tan pronto como mande sus respuestas.
El test toma alrededor de 5 a 10 minutos.
Porciones de este test son copyright 2000 por el Psiclogo Oliver D. John,
Ph.D. de U.C. Berkeley; todos los derechos reservados.

Big Five personality traits

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In psychology, the Big Five personality traits are five broad factors or dimensions
of personality discovered through empirical research.[1] The first public mention of
the model was in 1933, by L. L. Thurstone in his presidential address to the
American Psychological Association. Thurstone's comments were published in
Psychological Review the next year.[2]
The five factors are Openness, Conscientiousness, Extraversion, Agreeableness,
and Neuroticism (OCEAN, or CANOE if rearranged). They are also referred to as
the Five Factor Model (FFM). However, some discussion remains about how to
interpret the Openness factor, which is sometimes called "Intellect." [3] Each factor
consists of a cluster of more specific traits that correlate together. For example,
extraversion includes such related qualities as sociability, excitement seeking,
impulsiveness, and positive emotions.
The Five Factor Model is a purely descriptive model of personality, but
psychologists have developed a number of theories to account for the Big Five.

Contents
[hide]

1 Overview
2 History
o 2.1 Early trait research
o 2.2 Hiatus in research
o 2.3 Consensus on the Big Five
3 Agreeableness
o 3.1 Sample Agreeableness items
4 Conscientiousness
o 4.1 Sample Conscientiousness items
5 Extraversion
o 5.1 Sample Extraversion items
o 5.2 Biology of Extraversion
6 Neuroticism
o 6.1 Sample Neuroticism items
7 Openness to Experience
o 7.1 Sample Openness items
o 7.2 Correlates of Openness
o 7.3 Biology of Openness
8 Selected scientific findings
o 8.1 Heritability studies
o 8.2 Change and development
o 8.3 Sex differences
o 8.4 Birth order
o 8.5 Cultural differences
9 Criticisms
o 9.1 Limited scope
o 9.2 Methodological issues
o 9.3 Theoretical status
10 Further research
11 See also
12 References
13 External links

[edit] Overview
The Big Five factors and their constituent traits can be summarized as follows:

Openness - appreciation for art, emotion, adventure, unusual ideas,

imagination, curiosity, and variety of experience.

Conscientiousness - a tendency to show self-discipline, act dutifully, and

aim for achievement; planned rather than spontaneous behaviour.

Extraversion - energy, positive emotions, surgency, and the tendency to

seek stimulation and the company of others.

Agreeableness - a tendency to be compassionate and cooperative rather

than suspicious and antagonistic towards others.

Neuroticism - a tendency to experience unpleasant emotions easily, such

as anger, anxiety, depression, or vulnerability; sometimes called emotional
instability.

When scored for individual feedback, these traits are frequently presented as
percentile scores. For example, a Conscientiousness rating in the 80th percentile
indicates a relatively strong sense of responsibility and orderliness, whereas an
Extraversion rating in the fifth percentile indicates an exceptional need for solitude
and quiet.
Although these trait clusters are statistical aggregates, exceptions may exist on
individual personality profiles. On average, people who register high in Openness
are intellectually curious, open to emotion, interested in art, and willing to try new
things. A particular individual, however, may have a high overall Openness score
and be interested in learning and exploring new cultures. Yet he or she might have
no great interest in art or poetry. Situational influences also exist, as even
extraverts may occasionally need time away from people.
[edit] History
[edit] Early trait research
Sir Francis Galton was the first scientist to recognize what is now known as the
Lexical Hypothesis. This is the idea that the most salient and socially relevant
personality differences in peoples lives will eventually become encoded into their
language. The hypothesis further suggests that by sampling language, it is
possible to derive a comprehensive taxonomy of human personality traits.
Carl Jung explicated the concepts of extraversion and introversion in his book
"Psychological Types" the 1920's.
In 1936, Gordon Allport and H. S. Odbert expanded on the hypothesis.[4] They
worked through two of the most comprehensive dictionaries of the English
language available at the time and extracted 17,953 personality-describing words.
They then reduced this gigantic list to 4500 adjectives which they considered to
describe observable and relatively permanent traits.

Raymond Cattell obtained the Allport-Odbert list and eliminated synonyms to

reduce the total to 171.[5] He then asked subjects to rate people whom they knew
by the adjectives on the list and analyzed their ratings. Cattell identified 35 major
clusters of personality traits, and then added ten more traits obtained from a review
of the psychiatric literature. Cattell and his associates constructed personality tests
for these 45 traits, and the data they obtained from these tests was analyzed with
the emerging technology of computers combined with the statistical method of
factor analysis. This resulted in sixteen major personality factors, which led to the
development of the 16PF Personality Questionnaire.
In 1961, two Air Force researchers, Tupes and Christal analyzed personality data
from eight large samples. Using Cattell's trait measures, they found five recurring
factors.[6] This work was replicated by Norman, who also found that five major
factors were sufficient to account for a large set of personality data. Norman
named these factors Surgency, Agreeableness, Conscientiousness, Emotional
Stability, and Culture.[7]
[edit] Hiatus in research
For the next two decades, the changing zeitgeist made publication of personality
research difficult. In his 1968 book Psychological Assessment, Walter Mischel
asserted that personality tests could not predict behavior with a correlation of more
than 0.3. Social psychologists like Mischel argued that attitudes and behavior were
not stable, but varied with context. Predicting behavior by personality tests was
considered to be impossible. Radical situationists in the 1970s went so far as to
argue that personality is merely a perceived construct that people impose on
others in order to maintain an illusion of consistency in the world.
Emerging methodologies challenged this point of view during the 1980s. Instead of
trying to predict single instances of behavior, which was unreliable, researchers
found that they could predict patterns of behavior by aggregating large numbers of
observations. As a result correlations between personality and behavior increased
substantially, and it was clear that personality did in fact exist. Personality and
social psychologists now generally agree that both personal and situational
variables are needed to account for human behavior. Trait theories became
justified, and there was a resurgence of interest in this area.
By 1980, the pioneering research by Tupes, Christal, and Norman had been largely
forgotten by psychologists. Goldberg started his own lexical project with a new set
of adjectives from the dictionary and independently found the five factors once
again.[8]
[edit] Consensus on the Big Five
In a 1981 symposium in Honolulu, four prominent researchers, Lewis Goldberg,
Naomi Takemoto-Chock, Andrew Comrey, and John M. Digman, reviewed the
available personality tests of the day. They concluded that the tests which held the

most promise measured a subset of five common factors, just as Norman had
discovered in 1963. This event was followed by widespread acceptance of the five
factor model among personality researchers during the 1980s, as well as the
publication of the NEO PI-R five-factor personality inventory by Costa and McCrae
in 1985.
One of the most significant advances of the five-factor model was the
establishment of a common taxonomy that demonstrates order in a previously
scattered and disorganized field. 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
understand one another.
A number of meta-analyses have confirmed the predictive value of the Big Five
across a wide range of behaviors. Saulsman and Page examined the relationships
between the Big Five personality dimensions and each of the 10 personality
disorder categories in the Diagnostic and Statistical Manual of Mental Disorders
(DSM-IV). Across 15 independent samples, the researchers found that each
disorder displayed a unique and predictable five-factor profile. The most prominent
and consistent personality predictors underlying the disorders were positive
associations with Neuroticism and negative associations with Agreeableness.[9]
In the area of job performance, Barrick and Mount reviewed 117 studies utilizing
162 samples with 23,994 participants. They found that conscientiousness showed
consistent relations with all performance criteria for all occupational groups.
Extraversion was a valid predictor for occupations involving social interaction (e.g.
management and sales). Furthermore, extraversion and openness to experience
were valid predictors of training proficiency criteria.[10] [11]
[edit] Agreeableness
Main article: Agreeableness
Agreeableness - a tendency to be compassionate and cooperative rather than
suspicious and antagonistic towards others.
Agreeableness reflects individual differences in concern with cooperation and
social harmony. Agreeable individuals value getting along with others. They are
generally considerate, friendly, generous, helpful, and willing to compromise their
interests with others. Agreeable people also have an optimistic view of human
nature. They believe people are basically honest, decent, and trustworthy.
Disagreeable individuals place self-interest above getting along with others. They
are generally unconcerned with others well-being, and are less likely to extend
themselves for other people. Sometimes their skepticism about others motives
causes them to be suspicious, unfriendly, and uncooperative.

[edit] Sample Agreeableness items

I am interested in people.
I feel others emotions.
I have a soft heart.
I make people feel at ease.
I sympathize with others feelings.
I take time out for others.
I am not interested in other peoples problems. (reversed)
I am not really interested in others. (reversed)
I feel little concern for others. (reversed)
I insult people. (reversed) [12]

[edit] Conscientiousness
Main article: Conscientiousness
Conscientiousness - a tendency to show self-discipline, act dutifully, and aim for
achievement; planned rather than spontaneous behaviour.
Conscientiousness concerns the way in which we control, regulate, and direct our
impulses. Impulses are not inherently bad; occasionally time constraints require a
snap decision, and acting on our first impulse can be an effective response. Also,
in times of play rather than work, acting spontaneously and impulsively can be fun.
Impulsive individuals can be seen by others as colorful, fun-to-be-with, and zany.
Conscientiousness includes the factor known as Need for Achievement (NAch).
The benefits of high conscientiousness are obvious. Conscientious individuals
avoid trouble and achieve high levels of success through purposeful planning and
persistence. They are also positively regarded by others as intelligent and reliable.
On the negative side, they can be compulsive perfectionists and workaholics.
Furthermore, extremely conscientious individuals might be regarded as stuffy and
boring. Unconscientious people may be criticized for their unreliability, lack of
ambition, and failure to stay within the lines, but they will experience many shortlived pleasures and they will never be called stuffy (i.e. dull, boring, unimaginative).
[edit] Sample Conscientiousness items

I am always prepared.
I am exacting in my work.
I follow a schedule.
I get chores done right away.
I like order.
I pay attention to details.
I leave my belongings around. (reversed)
I make a mess of things. (reversed)
I often forget to put things back in their proper place. (reversed)

I shirk my duties. (reversed) [13]

[edit] Extraversion
Main article: Extraversion and introversion
Extraversion - energy, positive emotions, surgency, and the tendency to seek
stimulation and the company of others.
Extraversion, also called "extroversion," is marked by pronounced engagement
with the external world. Extraverts enjoy being with people, are full of energy, and
often experience positive emotions. They tend to be enthusiastic, action-oriented
individuals who are likely to say "Yes!" or "Let's go!" to opportunities for excitement.
In groups they like to talk, assert themselves, and draw attention to themselves.
Introverts lack the exuberance, energy, and activity levels of extraverts. They tend
to be quiet, low-key, deliberate, and less dependent on the social world. Their lack
of social involvement should not be interpreted as shyness or depression; the
introvert simply needs less stimulation than an extravert and more time alone.
A simple explanation is that an extravert gains energy by associating with others
and loses energy when alone for any period of time. An introvert is the opposite, as
they gain energy from doing individual activities such as watching movies or
reading and lose energy, sometimes to the point of exhaustion, from social
activities.
[edit] Sample Extraversion items

I am the life of the party.

I don't mind being the center of attention.
I feel comfortable around people.
I start conversations.
I talk to a lot of different people at parties.
I am quiet around strangers. (reversed)
I don't like to draw attention to myself. (reversed)
I don't talk a lot. (reversed)
I have little to say. (reversed)[14]

[edit] Biology of Extraversion

Extraversion has been linked to higher sensitivity of the mesolimbic dopamine
system to potentially rewarding stimuli.[15] This in part explains the high levels of
positive affect found in Extraverts, since they will more intensely feel the
excitement of a potential reward. One consequence of this is that Extraverts can

more easily learn the contingencies for positive reinforcement, since the reward
itself is experienced as greater.
[edit] Neuroticism
Main article: Neuroticism
Neuroticism - a tendency to experience unpleasant emotions easily, such as anger,
anxiety, depression, or vulnerability; sometimes called emotional instability.
Neuroticism, also known inversely as Emotional Stability, refers to the tendency to
experience negative emotions. Those who score high on Neuroticism may
experience primarily one specific negative feeling such as anxiety, anger, or
depression, but are likely to experience several of these emotions. People high in
Neuroticism are emotionally reactive. They respond emotionally to events that
would not affect most people, and their reactions tend to be more intense than
normal. They are more likely to interpret ordinary situations as threatening, and
minor frustrations as hopelessly difficult. Their negative emotional reactions tend to
persist for unusually long periods of time, which means they are often in a bad
mood. These problems in emotional regulation can diminish a neurotic's ability to
think clearly, make decisions, and cope effectively with stress.
At the other end of the scale, individuals who score low in Neuroticism are less
easily upset and are less emotionally reactive. They tend to be calm, emotionally
stable, and free from persistent negative feelings. Freedom from negative feelings
does not mean that low scorers experience a lot of positive feelings; frequency of
positive emotions is a component of the Extraversion domain.
[edit] Sample Neuroticism items

I am easily disturbed.
I change my mood a lot.
I get irritated easily.
I get stressed out easily.
I get upset easily.
I have frequent mood swings.
I often feel blue.
I worry about things.
I am relaxed most of the time. (reversed)
I seldom feel blue. (reversed) [16]

[edit] Openness to Experience

Main article: Openness to experience

Openness - appreciation for art, emotion, adventure, unusual ideas, imagination,

curiosity, and variety of experience.
Openness to Experience describes a dimension of personality that distinguishes
imaginative, creative people from down-to-earth, conventional people. Open
people are intellectually curious, appreciative of art, and sensitive to beauty. They
tend to be, compared to closed people, more aware of their feelings. They
therefore tend to hold unconventional and individualistic beliefs, although their
actions may be conforming (see agreeableness). People with low scores on
openness to experience tend to have narrow, common interests. They prefer the
plain, straightforward, and obvious over the complex, ambiguous, and subtle. They
may regard the arts and sciences with suspicion, regarding these endeavors as
abstruse or of no practical use. Closed people prefer familiarity over novelty; they
are conservative and resistant to change.
[edit] Sample Openness items

I am full of ideas.
I am quick to understand things.
I have a rich vocabulary.
I have a vivid imagination.
I have excellent ideas.
I spend time reflecting on things.
I use difficult words.
I am not interested in abstract ideas. (reversed)
I do not have a good imagination. (reversed)
I have difficulty understanding abstract ideas. (reversed) [17]

[edit] Correlates of Openness

Openness is correlated weakly (.3) with measures of creativity, and with
intelligence test scores. Current analyses suggest that the correlation with IQ is
due to a subset of Openness measures acting as self-report IQ measures. It is
possible that openness is a mechanism facilitating access to novel thoughts this
would explain the correlation of openness (O) to responses on creativity measures
such as imagining different uses for common objects.
Openness is also correlated with liberal as opposed to conservative political
ideology. [18] [19]
Openness is often presented as healthier or more mature by psychologists.
However, open and closed styles of thinking are useful in different environments.
The intellectual style of the open person may serve a professor well, but research
has shown that closed thinking is related to superior job performance in police
work, sales, and a number of service occupations.

Openness has also been demonstrated, by Sanchez-Bernardos and Avia (2004)

[20]
, to correlate positively with Fantasy Proneness. That is, higher levels of
openness relate (significantly) to higher levels of fantasy proneness, and vice
versa,r = .11, p < .01.
[edit] Biology of Openness
Higher levels of Openness have been linked to activity in the ascending
dopaminergic system and the functions of the dorsolateral prefrontal cortex.
Openness is the only personality trait that correlates with neuropsychological tests
of dorsolateral prefrontal cortical function, supporting the link between Openness
and IQ.[21]
[edit] Selected scientific findings
Ever since the 1990s when the consensus of psychologists gradually came to
support the Big Five, there has been a growing body of research surrounding these
personality traits (see for instance, Robert Hogan's edited book "Handbook of
Personality Psychology" (Academic Press, 1997).
[edit] Heritability studies
All five factors show an influence from both heredity and environment. Twin studies
suggest that these effects contribute in roughly equal proportion.[22] An analysis of
the available studies found overall heritabilities for the Big Five traits as follows:[23]
Openness: 57%
Extraversion: 54%
Conscientiousness: 49%
Neuroticism: 48%
Agreeableness: 42%
[edit] Change and development
During young adulthood, a person's ratings on the five factors may change, with
average levels of Agreeableness and Conscientiousness typically increasing, and
with Extraversion, Neuroticism, and Openness generally decreasing. However,
after age 30, researchers have found that stability, not change is the general rule.
Both longitudinal data, which correlate people's test scores over time, and crosssectional data, which compare personality levels across different age groups, show
remarkable stability in adulthood.[24] This is not to say that personality as measured
on the Big Five cannot change, given life altering circumstances or efforts to do so.
It does indicate, however, that after age 30, people generally do not change their
personalities very much.
[edit] Sex differences

Cross cultural research from 26 nations (N = 23,031 subjects) and again in 55

nations (N = 17,637 subjects) has shown a universal pattern of sex differences on
responses to the Big Five Inventory. Women consistently report higher levels of
Neuroticism and Agreeableness than men across nations; higher Extraversion and
Conscientiousness are also often reported in women. Surprisingly, sex differences
in personality traits are larger in prosperous, healthy, and egalitarian cultures in
which women have more opportunities that are equal to those of men.[25][26]
[edit] Birth order
The suggestion has often been made that individuals differ by the order of their
births. Frank J. Sulloway argues that birth order is correlated with personality traits.
He claims that firstborns are more conscientious, more socially dominant, less
agreeable, and less open to new ideas compared to laterborns.
However, Sulloways case has been discredited because his data confound family
size with birth order. Subsequent analyses have shown that birth order effects are
only found in studies where the subjects personality traits are rated by family
members (such as siblings or parents) or by acquaintances familiar with the
subjects birth order. Large scale studies using random samples and self-report
personality tests like the NEO PI-R have found no significant effect of birth order on
personality.[27] [28]
[edit] Cultural differences
Recent work has also found relationships between Geert Hofstedes cultural
factors, Individualism, Power Distance, Masculinity, and Uncertainty Avoidance,
with the average Big Five scores in a country. For instance, the degree to which a
country values individualism correlates with its average Extraversion, while people
living in cultures which are accepting of large inequalities in their power structures
tend to score somewhat higher on Conscientiousness. The reasons for these
differences are as yet unknown; this is an active area of research.
[edit] Criticisms
Much research has been conducted on the Big Five. This has resulted in both
criticism.[29] and support for the model.[30]
[edit] Limited scope
One common criticism is that the Big Five does not explain all of human
personality. Some psychologists have dissented from the model precisely because
they feel it neglects other domains of personality, such as Religiosity,
Manipulativeness/Machiavellianism, Honesty, Thriftiness, Conservativeness,
Masculinity/Femininity, Snobbishness, Sense of humour, Identity, Self-concept,
and Motivation. Correlations have been found between some of these variables

and the Big Five, such as the inverse relationship between political conservatism
and Openness,[31] although variation in these traits is not well explained by the Five
Factors themselves. McAdams has called the Big Five a "psychology of the
stranger," because they refer to traits that are relatively easy to observe in a
stranger; other aspects of personality that are more privately held or more contextdependent are excluded from the Big Five.[32]
In many studies, the five factors are not fully orthogonal to one another; that is, the
five factors are not independent. Negative correlations often appear between
Neuroticism and Extraversion, for instance, indicating that those who are more
prone to experiencing negative emotions tend to be less talkative and outgoing.
Orthogonality is viewed as desirable by some researchers because it minimizes
redundancy between the dimensions. This is particularly important when the goal
of a study is to provide a comprehensive description of personality with as few
variables as possible.
[edit] Methodological issues
The methodology used to identify the dimensional structure of personality traits,
factor analysis, is often challenged for not having a universally-recognized basis for
choosing among solutions with different numbers of factors. That is, a five factor
solution depends on some degree of interpretation by the analyst. A larger number
of factors may, in fact, underlie these five factors. This has led to disputes about
the "true" number of factors. Big Five proponents have responded that although
other solutions may be viable in a single dataset, only the five factor structure
consistently replicates across different studies.
A methodological criticism often directed at the Big Five is that much of the
evidence relies on self report questionnaires; self report bias and falsification of
responses is impossible to deal with completely. This becomes especially
important when considering why scores may differ between individuals or groups of
people - differences in scores may represent genuine underlying personality
differences, or they may simply be an artifact of the way the subjects answered the
questions. The five factor structure has been replicated in peer reports.[33]
However, many of the substantive findings rely on self-reports.
[edit] Theoretical status
A frequent criticism is that the Big Five is not based on any underlying theory; it is
merely an empirical finding that certain descriptors cluster together under factor
analysis. While this does not mean that these five factors don't exist, the underlying
causes behind them are unknown. Sensation seeking and cheerfulness are not
linked to Extraversion because of an underlying theory; this relationship is an
empirical finding to be explained. Several overarching theoretical models have
been proposed to cover all of the Big Five, such as Five-Factor Theory and Social
Investment Theory. Temperament Theory may prove to provide a theoretical

foundation for the Big Five, and provide a longitudinal (life-span) model in which
the Big Five could be grounded.
[edit] Further research
Current research concentrates on a number of areas. One important question is:
are the five factors the right ones? Attempts to replicate the Big Five in other
countries with local dictionaries have succeeded in some countries but not in
others. Apparently, for instance, Hungarians dont appear to have a single
Agreeableness factor.[34] Proponents state that the problem is that the language
does not provide enough variance of the related terms for proper statistical
analysis (CITE). Other researchers find evidence for Agreeableness but not for
other factors.[35]
In an attempt to explain variance in personality traits more fully, some have found
seven factors,[36] some eighteen,[37] and some only three.[38] What determines the
eventual number of factors is essentially the kind of information that is put into the
factor analysis in the first place (i.e. the "Garbage in, Garbage out" principle). Since
theory often implicitly precedes empirical science (such as factor analysis), the Big
Five and other proposed factor structures should always be judged according to
the items that went into the factor analytic algorithm. Recent studies show that
seven- or eighteen-factor models have their relative strengths and weaknesses in
explaining variance in DSM-based symptom counts in non-clinical samples[39] and
in psychiatric patients.[40] and do not seem to be clearly outperformed by the Big
Five.
A second question is, which factors predict what? Job outcomes for leaders and
salespeople have already been measured, and research is currently being done in
expanding the list of careers. There are also a variety of life outcomes which
preliminary research indicates are affected by personality, such as smoking
(predicted by high scores in Neuroticism and low scores in Agreeableness and
Conscientiousness) and interest in different kinds of music (largely mediated by
Openness).
A validation study, in 1992, conducted by Paul Sinclair and Steve Barrow, involved
202 Branch Managers from the then TSB Bank. It found several significant
correlations with job performance across 3 of the Big Five scales. The correlations
ranged from .21 - .33 and were noted across 3 scales: High Extraversion, Low
Neuroticism and High Openness to Experience.[41]
A third area of investigation is to make a model of personality. The Big Five
personality traits are empirical observations, not a theory; the observations of
personality research remain to be explained. Costa and McCrae have built what
they call the Five Factor Theory of Personality as an attempt to explain personality
from the cradle to the grave. They don't follow the lexical hypothesis, though, but
favor a theory-driven approach inspired by the same sources as the sources of the
Big Five.

A fourth area of investigation is the downward extension of Big Five theory, or the
Five Factor Model, into childhood. Studies have found Big Five personality traits to
correlate with children's social and emotional adjustment and academic
achievement. More recently, the Five Factor Personality Inventory - Children[42]
was published extending assessment between the ages of 9-0 to 18-11. Perhaps
the reason for this recent publication was the controversy over the application of
the Five Factor Model to children. Studies by Oliver P. John et al with adolescent
boys brought two new factors to the table: "Irritability" and "Activity." In studies of
Dutch children, those same two new factors also became apparent. These new
additions "suggest that the structure of personality traits may be more differentiated
in childhood than in adulthood"[43] which would explain the recent research in this
particular area.
[edit] See also

NEO-PI
Personality psychology
Trait theory
Myers-Briggs Type Indicator
16 Personality Factors

[edit] References
1. ^ Goldberg, L. R. (1993). The structure of phenotypic personality traits.
American Psychologist, 48, 26-34.
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3. ^ Personality Project
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10. ^ Barrick, M. R., & Mount M. K. (1991). The Big Five Personality
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13. ^ International Personality Item Pool
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17. ^ International Personality Item Pool
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Differences in Personality Traits Across Cultures: Robust and Surprising
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33. ^ Goldberg, L. R. (1990). An alternative description of personality: The bigfive factor structure. Journal of Personality and Social Psychology, 59, 12161229.
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personality traits and the prediction of DSM-IV personality disorder symptom
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The validity of Cloninger's psychobiological model versus the five-factor
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41. ^ Sinclair, P. & Barrow, S. (1992)Identifying Personality Traits predictive of
Performance. The BPSs journal on Occupational Testing Selection &
Development Review, SDR - October 1992 Volume 8 (5)
42. ^ McGhee, R.M., Ehrler, D.J., & Buckhalt, J. (2007). Five Factor Personality
Inventory - Children (FFPI-C). Austin, TX: Pro-Ed.
43. ^ John, O. P., & Srivastava, S. (1999). The Big-Five trait taxonomy: History,
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(Eds.), Handbook of personality: Theory and research (Vol. 2, pp. 102138).
New York: Guilford Press.

Big Five
Me han preguntado por el significado de cada uno de los cinco rasgos de los Big
Five. Aqu os dejo otros nombres aportados por diferentes autores que trabajaron
en
la
teora:
1. Extraversin: Adaptabilidad social, emocionalidad, asertividad (Hablador,
callado, franco, abierto, cerrado, aventurado, precavido, sociable,
retraido...)
2. Afabilidad: Conformidad, agradabilidad, simpata, condescendencia
amistosa (Buen caracter, irritable, celoso, obstinado, dulce, cooperativo...)
3. Tesn: Voluntad de xito, escrupulosidad, responsabilidad (Exigente,
pulcro, descuidado, informal, riguroso, laxo, perseverante, inconstante...)
4. Estabilidad Emocional: Control emociona, emocionalidad, neuroticismo,
afecto (Equilibrado, nervioso, tenso, tranquilo, ansioso, sosegado, excitable,
hipocondraco)
5. Apertura mental: Intelecto inquisitivo, cultura, inteligencia, apertura a la
experiencia (Sensibilidad artstica, intelectual, estrecho de mente,
imaginativo, rudo...)

BFQ, CUESTIONARIO BIG FIVE (b)

Cuestionario con 132 elementos de respuesta mltiple (tipo
Likert) para identificar las cinco dimensiones fundamentales de
la personalidad humana: - Energa, inherente a una visin
confiada y entusiasta de mltiples aspectos de la vida,
principalmente de tipo interpersonal. - Afabilidad, preocupacin
de tipo altruista y de apoyo emocional a los dems. - Tesn,
propia de un comportamiento de tipo perseverante,
escrupuloso y responsable. - Estabilidad emocional, rasgo de
amplio espectro, con caractersticas tales como capacidad para
afrontar los efectos negativos de la ansiedad, de la depresin,
de la irritabilidad o de la frustracin. - Apertura mental, sobre
todo de tipo intelectual ante nuevas ideas, valores, sentimientos e intereses.
Incorpora una escala tipo 'L' para medir la deseabilidad social. La correccin se
realiza mediante un pin en www.e-perfil.com. Consume 1 uso por sujeto evaluado

Tema: TECNICAS PSICOMETRICAS

PERSONAL

INTELIGENCIA

SELECCION

DE

Evaluacin de las 5 dimensiones del modelo de los "Cinco grandes" en la

estructura de la personalidad. Aplicacin: Individual y colectiva. Tiempo: Variable,
unos 30 minutos. Edad: A partir de los 16 aos. Cuestionario con 132 elementos
de respuesta mltiple (tipo Likert) para identificar las cinco dimensiones
fundamentales para describir y evaluar la personalidad humana: Energa,
inherente a una visin confiada y entusiasta de mltiples aspectos de la vida,
principalmente de tipo interpersonal. Amigabilidad, preocupacin de tipo altruista
y de apoyo emocional a los dems. Consciencia, propia de un comportamiento de
tipo perseverante, escrupuloso y responsable. Estabilidad emocional, rasgo de
amplio espectro, con caractersticas tales como capacidad para afrontar los
efectos negativos de la ansiedad, de la depresin, de la irritabilidad o de la
frustracin. Apertura, sobre todo de tipo intelectual ante nuevas ideas, valores,
sentimientos e intereses. Incorpora una escala tipo "L" para medir la deseabilidad
social.