Five Factor personality models have been widely used in industrial and organizational psychology and business to predict job satisfaction and performance. For example, low Neuroticism scores are predictive of less professional fulfillment (Judge et al., 2002). Despite occupational variability, Conscientiousness is consistently predictive of job performance (Barrick and Mount, 1991). But the domains of Agreeableness, Openness to Experience, and Extraversion are constrained in their predictive ability to those occupations (sales) that require greater social competency and persuasion (Barrick and Mount, 1991) and therefore may be less predictive of job performance across occupations. Among the Five Factor personality measures (NEO Personality Inventory; Costa and McCrae, 1992; Big Five Inventory; Goldberg, 1993; International Personality Item Pool-Five Factor Model; Goldberg et al., 2006; Ten Item Personality Inventory; Gosling et al., 2000) Neuroticism has not been shown to predict competency or business success. Other models of personality, like the six-factor HEXACO (i.e., Honesty–Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience) framework (Ashton and Lee, 2007) may have more value in organizational settings, due to its inclusion of a sixth facet, Honesty–Humility, a factor demonstrated to predict integrity and ethical decision-making beyond other measures of the traditional Big Five (Lee et al., 2008).
To construct this new temperament inventory, we first extracted from a literature review traits linked with any neurochemical system.