ABSTRACT
Do theory and data support a single factor of personality? Do narrowly defined personality traits offer added conceptual and practical benefits over the Five-Factor Model (FFM)? Should we consider the six-factor HEXACO model or other taxonomic structures more seriously? What personality constructs are overlooked in a model/structure? The answers to these questions are important. In this chapter, we examine taxonomies of personality with a sensitivity to theory as well as how personality constructs are measured, modeled, and ultimately used to enhance our understanding of higher-level phenomena (e.g., organizational climate), mediators (e.g., goal-setting, reactions to feedback, and teamwork), and outcomes in organizations (e.g., turnover, job satisfaction, and individual and team-level performance). We also suggest directions for future research that builds upon this knowledge.
