Sifting the Big Five: examining the criterion-related validity of facets

Purpose – The purpose of this paper is to review organizational research on the criterion-related validity of the Big Five model of personality with a view to examine the organizational utility of facet measures of personality. Design/methodology/approach – A literature review of studies that use personality traits to predict organizational outcomes in three domains: performance (task and contextual), deviance, and interpersonal dynamics (leadership, team cohesion). Findings – The authors identify 15 specific facets drawn from the Big Five model that appear to have demonstrated criterion-related validity in the prediction of organizational outcomes. Practical implications – Results of the analysis suggest the utility of using facet-specific measures in organizational applications such as personnel selection. Originality/value – Although there is a substantial literature speaking to the validity of the Big Five traits, the study identifies specific facets that may provide a basis for more focused use of personality variables in organizations. The work also provides the basis for further measurement development of occupationally relevant personality measures.