The HEXACO Model of Personality Structure
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== '''Abstract''' == | == '''Abstract''' == | ||
| − | According to the American Psychological Association (APA), the definition of a personality trait is "''a relatively stable, consistent, and enduring internal characteristic that is inferred from a pattern of behaviors, attitudes, feelings, and habits in the individual. The study of personality traits can be useful in summarizing, predicting, and explaining an individual’s conduct...''" <ref> APA Dictionary of Psychology. Retrieved from: https://dictionary.apa.org/personality-trait </ref>. | + | According to the American Psychological Association (APA), the definition of a personality trait is "''a relatively stable, consistent, and enduring internal characteristic that is inferred from a pattern of behaviors, attitudes, feelings, and habits in the individual. The study of personality traits can be useful in summarizing, predicting, and explaining an individual’s conduct...''" <ref> APA Dictionary of Psychology. Retrieved from: https://dictionary.apa.org/personality-trait </ref>. Personality traits greatly influence an individual's behavior, attitudes, and decision-making processes. Understanding and recognizing the influence of personality traits at work is crucial since they directly affect a person's performance and effectiveness inside an organization. This is crucial while managing projects because effective teamwork, communication, and conflict resolution are necessary for success. |
| − | Effective management of personality traits can lead to improved collaboration and communication among team members | + | Effective management of personality traits can lead to improved collaboration and communication among team members and better handling of conflicts. Managers can assign tasks and responsibilities that capitalize on each team member's strengths while being aware of their deficiencies, resulting in a more effective and productive team dynamic. Additionally, by adapting their management style to each team member's personality qualities, managers can increase team member motivation and job satisfaction. |
| − | It | + | It is critical to have a comprehensive framework for evaluating and comprehending personality features to identify and capitalize on these traits in the workplace. The Hexaco Model is one such model that offers a structured method for comprehending personality and predicting behavior. Since the 1990s, there have been two predominant views about the question of personality structure, namely the "Big Five" or "Five-Factor Model". Both of these positions are currently supported by much evidence to be incorrect. The HEXACO model, a six-dimensional framework, is supported by the outcomes of investigations into personality structure. <ref> Ashton, M.C. and Lee, K. (2008), The HEXACO Model of Personality Structure and the Importance of the H Factor. Social and Personality Psychology Compass, 2: 1952-1962 </ref> |
== '''The Big Idea''' == | == '''The Big Idea''' == | ||
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[[File:HEXACO_1.png|350px|thumb|right|Figure 1: The six HEXACO personality traits <ref> https://en.wikipedia.org/wiki/HEXACO_model_of_personality_structure </ref>]] | [[File:HEXACO_1.png|350px|thumb|right|Figure 1: The six HEXACO personality traits <ref> https://en.wikipedia.org/wiki/HEXACO_model_of_personality_structure </ref>]] | ||
| − | The HEXACO Model of Personality Structure is a comprehensive framework for understanding and assessing individual differences | + | The HEXACO Model of Personality Structure is a comprehensive framework for understanding and assessing individual personality differences. It is a widely used model in academic research and practical applications and is seen as an alternative to the more well-known Big Five (OCEAN) model. The HEXACO Model consists of six dimensions divided into Facet-Level Scales, each of which represents a broad aspect of personality: |
| − | '''Honesty-Humility (H)''': This dimension reflects the degree to which individuals are modest and unassuming | + | '''Honesty-Humility (H)''': This dimension reflects the degree to which individuals are modest and unassuming versus those who are more boastful and pretentious. Honesty-Humility is measured in Sincerity, Fairness, Greed Avoidance, and Modesty. Those who score high in this dimension are often characterized as modest, fair-minded, unassuming, and lacking in arrogance. They are generally not preoccupied with power, status, or personal gain and instead value relationships and cooperation. They are often seen as sincere and down-to-earth. People who score low on this dimension are more likely to be boastful, self-promoting, and manipulative. They tend to be more concerned with personal gain, power, and status and may be seen as insincere and lacking empathy <ref name="hexaco">Ashton MC, Lee K. Empirical, theoretical, and practical advantages of the HEXACO model of personality structure. Pers Soc Psychol Rev. 2007 May;11(2):150-66. doi: 10.1177/1088868306294907. PMID: 18453460.. Retrieved from https://journals.sagepub.com/doi/10.1177/1088868306294907 </ref>. |
| − | '''Emotionality (E)''': This dimension refers to the extent to which people experience and express emotions | + | '''Emotionality (E)''': This dimension refers to the extent to which people experience and express emotions and their ability to regulate these emotions. Emotionality is measured in Fearfulness, Anxiety, Dependence, and Sentimentality. Those who score high in this dimension are often characterized as sensitive, warm, and compassionate. They tend to be easily moved by emotions and may have a strong empathy for others. They are often seen as nurturing and supportive. People who score low on this dimension are more likely to be unemotional, detached, and rational. They tend to be less sensitive to the emotions of others and may have a more stoic approach to life. They may be seen as lacking in empathy and as being uninvolved in the emotional lives of others <ref name="hexaco" />. |
| − | '''Extraversion (X)''': This dimension reflects the degree to which people are outgoing and sociable | + | '''Extraversion (X)''': This dimension reflects the degree to which people are outgoing and sociable versus those who are more introverted and reserved. Extroversion is measured in ''Social Self-esteem, Social Boldness, Sociability and Liveliness''. Those who score high in this dimension are often seen as outgoing, energetic, and assertive. They tend to be sociable, confident, and highly expressive. They enjoy being around other people and thrive in social situations. People who score low on this dimension are more introverted and reserved. They tend to be less assertive, less talkative, and less energetic. They may be seen as quiet and reserved and prefer to spend time alone or with a small group of close friends <ref name="hexaco" />. |
| − | '''Agreeableness (A)''': This dimension refers to the extent to which people are cooperative, caring, and empathetic towards others. Agreeableness is measured in ''Forgiveness, Gentleness, Flexibility and Patience''. Those who score high in this dimension are often characterized as cooperative, empathetic, and compassionate. They tend to be easy-going, flexible, and have a strong sense of empathy for others. They value harmonious relationships and may be seen as friendly and approachable. People who score low on this dimension are more competitive, assertive, and confrontational. They tend to be more concerned with their | + | '''Agreeableness (A)''': This dimension refers to the extent to which people are cooperative, caring, and empathetic towards others. Agreeableness is measured in ''Forgiveness, Gentleness, Flexibility and Patience''. Those who score high in this dimension are often characterized as cooperative, empathetic, and compassionate. They tend to be easy-going, flexible, and have a strong sense of empathy for others. They value harmonious relationships and may be seen as friendly and approachable. People who score low on this dimension are more competitive, assertive, and confrontational. They tend to be more concerned with their interests and may be seen as confrontational, uncooperative, or even ruthless <ref name="hexaco" />. |
| − | '''Conscientiousness (C)''': This dimension reflects the degree to which individuals are dependable, responsible, and self-disciplined. Conscientiousness is measured in ''Organization, Diligence, Perfectionism and Prudence''. People who score high in this dimension are often seen as People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences. People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences | + | '''Conscientiousness (C)''': This dimension reflects the degree to which individuals are dependable, responsible, and self-disciplined. Conscientiousness is measured in ''Organization, Diligence, Perfectionism and Prudence''. People who score high in this dimension are often seen as People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences. People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences <ref name="hexaco" />. |
| − | '''Openness to Experience (O)''': This dimension reflects the extent to which a person is imaginative, curious, and open to new ideas and experiences. Openness to Experience is measured in ''Asthetic Appreciation, Inquisitiveness, Creativity and Unconcentionality''. People who score high on Openness to Experience are typically imaginative, curious, and open-minded. They tend to be creative, intellectual | + | '''Openness to Experience (O)''': This dimension reflects the extent to which a person is imaginative, curious, and open to new ideas and experiences. Openness to Experience is measured in ''Asthetic Appreciation, Inquisitiveness, Creativity and Unconcentionality''. People who score high on Openness to Experience are typically imaginative, curious, and open-minded. They tend to be creative, intellectual and enjoy new experiences and ideas. They are often seen as innovative and forward-thinking. People who score low on this dimension are more traditional, conservative, and closed-minded. They tend to be less curious about new ideas and experiences and may be seen as needing more imagination. They may be more resistant to change and prefer familiar, established ways of doing things <ref name="hexaco" />. |
| − | As | + | As can be seen, the model's name HEXACO is an acronym for the six factors. |
===The HEXACO Model of Personality Structure as a measurement tool=== | ===The HEXACO Model of Personality Structure as a measurement tool=== | ||
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[[File:HEXACO_test.png|450px|thumb|right|Figure 1: The HEXACO Model test results <ref name="hexaco.org test">Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. Take the HEXACO-PI-R. Retrieved from https://survey.ucalgary.ca/jfe/form/SV_0icFBjWwyHvJOfA </ref>. ]] | [[File:HEXACO_test.png|450px|thumb|right|Figure 1: The HEXACO Model test results <ref name="hexaco.org test">Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. Take the HEXACO-PI-R. Retrieved from https://survey.ucalgary.ca/jfe/form/SV_0icFBjWwyHvJOfA </ref>. ]] | ||
| − | + | Based on the theoretical descriptive model, several researchers have developed questionnaires and scales to measure and interpret personality traits and correlations between behavior and personality. Among others are the following HEXACO measurement tools: | |
* HEXACO Personality Inventory - Revised (HEXACO-PI-R) <ref name="hexaco 140">Lee, K., & Ashton, M. C. (2012). The H factor of personality: Why some people are manipulative, self-entitled, materialistic, and exploitive—and why it matters for everyone. Wilfrid Laurier University Press. </ref>. | * HEXACO Personality Inventory - Revised (HEXACO-PI-R) <ref name="hexaco 140">Lee, K., & Ashton, M. C. (2012). The H factor of personality: Why some people are manipulative, self-entitled, materialistic, and exploitive—and why it matters for everyone. Wilfrid Laurier University Press. </ref>. | ||
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* HEXACO-100 Personality Inventory <ref name="hexaco 100">Lee K, Ashton MC. Psychometric Properties of the HEXACO Personality Inventory. Multivariate Behav Res. 2004 Apr 1;39(2):329-58. doi: 10.1207/s15327906mbr3902_8. PMID: 26804579. Retrieved from https://pubmed.ncbi.nlm.nih.gov/26804579/ </ref>. | * HEXACO-100 Personality Inventory <ref name="hexaco 100">Lee K, Ashton MC. Psychometric Properties of the HEXACO Personality Inventory. Multivariate Behav Res. 2004 Apr 1;39(2):329-58. doi: 10.1207/s15327906mbr3902_8. PMID: 26804579. Retrieved from https://pubmed.ncbi.nlm.nih.gov/26804579/ </ref>. | ||
| − | All tests assess personality | + | All tests assess personality concerning the HEXACO factors but are done differently with regard to the amount and appearance of question items. They vary from long-sentence questions in the HEXACO-PI-R to brief phrases in the HEXACO-60 Personality Inventory. Further, some tests are commercial, and others are created for non-commercial research purposes. The best validated HEXACO measures in the questionnaire tradition are the HEXACO-PI-R test. However, for research settings where time is of the essence, the HEXACO-60 Personality Inventory is also frequently used. |
| − | The HEXACO-PI-R is developed by Michael Ashton and Kibeom Lee and is a 140-item questionnaire. Each item is a sentence that is rated using the Likert scale, a scale from 1 to 5 where one is equal to strongly disagree and five to strongly agree. The items fall under the six HEXACO factors, but the factors are further categorized into facets, giving a total of 30 facets. The HEXACO-PI-R is developed so the questionnaire can be assessed in two forms; a self-report called the S-form and an observer report called the R-form | + | The HEXACO-PI-R is developed by Michael Ashton and Kibeom Lee and is a 140-item questionnaire. Each item is a sentence that is rated using the Likert scale, a scale from 1 to 5 where one is equal to strongly disagree and five to strongly agree. The items fall under the six HEXACO factors, but the factors are further categorized into facets, giving a total of 30 facets. The HEXACO-PI-R is developed so the questionnaire can be assessed in two forms; a self-report called the S-form and an observer report called the R-form, getting both an internal and an external perspective of a person's personality and a comparison here off. <ref name="hexaco.org">Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. Scale Descriptions Retrieved from https://hexaco.org/scaledescriptions </ref>. |
=== Origin and Development of the HEXACO Model of Personality Structure === | === Origin and Development of the HEXACO Model of Personality Structure === | ||
| − | A psychological model of personality called the HEXACO Model of Personality Structure was first presented by Belgian psychologists Kibeom Lee and Michael C. Ashton in the late 1990s. In order to solve some of the shortcomings of the Big Five model, the model was developed as an extension of the Big Five Personality Traits. Based on the notion that personality can be described by six broad dimensions or characteristics rather than simply five, the HEXACO Model was developed | + | A psychological model of personality called the HEXACO Model of Personality Structure was first presented by Belgian psychologists Kibeom Lee and Michael C. Ashton in the late 1990s. In order to solve some of the shortcomings of the Big Five model, the model was developed as an extension of the Big Five Personality Traits. Based on the notion that personality can be described by six broad dimensions or characteristics rather than simply five, the HEXACO Model was developed <ref name="hexaco.org history">Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. History of the Inventory. Retrieved from https://hexaco.org/history </ref>. |
| − | A thorough examination of personality descriptors in several languages served as the foundation for | + | A thorough examination of personality descriptors in several languages served as the foundation for creating the HEXACO Model. The study's goal was to list the most frequent and significant personality qualities that individuals use to describe others and themselves. The HEXACO Personality Inventory, a self-report questionnaire that assesses the model's six dimensions, was created using the findings of this study <ref name="hexaco.org history" />. |
| − | The model was later | + | The model was later revised to include changes to the way certain traits were defined, as well as changes to the scoring of the test. The primary purpose of these modifications was to improve the model's suitability for usage in a wider variety of cultural contexts. The HEXACO Personality Structure Model's original creators collaborated with additional experts in the field of personality psychology to create the updated version. Reviewing the body of research on personality structure and input from users of the original model helped shape the development of the new model. The updated model was created to provide further validity, dependability, and accuracy in assessing personality structure and more practical applications in various industries, including business, education, and healthcare <ref name="hexaco.org history" />. |
=== The HEXACO Model of Personality Structure vs. The Big Five (OCEAN) Model === | === The HEXACO Model of Personality Structure vs. The Big Five (OCEAN) Model === | ||
| − | The Big Five (OCEAN) model has | + | The Big Five (OCEAN) model has been the leading model of personality traits for many years, since the 1980s. It has gained widespread acceptance in the scientific community and has been extensively researched and validated across different cultures and languages. The HEXACO model of personality structure was developed as an alternative, as the Big Five (OCEAN) model has faced criticism for not capturing the full complexity of human personality <ref name="beyond">Leaetta M. Hough, Frederick L. Oswald, Jisoo Ock. Beyond the Big Five: New Directions for Personality Research and Practice in Organizations. Annual Review of Organizational Psychology and Organizational Behavior 2015 2:1, 183-209 Retrieved from https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111441 </ref>. Although the HEXAXO model is similar to the Big Five (OCEAN) model, the HEXACO model is not merely the Big Five (OCEAN) model plus the honest-humility factor, as the factors used in both models are characterized differently. For example, the Honesty-Humility dimension has been found to predict ethical behavior and reduce the likelihood of engaging in unethical behavior. The Emotionality dimension captures a range of emotional experiences, including anxiety, fearfulness, and sentimentality, which can be important in understanding an individual's emotional makeup. Overall, the HEXACO model offers a more nuanced and comprehensive approach to understanding human personality, as the HEXACO model not only reorganizes personality variables from The Big Five (OCEAN) model but it encompasses more of them ultimately leading to critical applications in fields such as psychology, business, and social science research <ref name="beyond" /> |
== '''Application''' == | == '''Application''' == | ||
| − | The HEXACO model has many applications, but in the context of project management, the answers to a HEXACO questionnaire can be | + | The HEXACO model has many applications, but in the context of project management, the answers to a HEXACO questionnaire can be beneficial when assembling and leading a project team. The organization depends on the project team to meet predetermined project goals since people are essential to a project's success. |
=== The HEXACO Model in Project, Program and Portfolio Management === | === The HEXACO Model in Project, Program and Portfolio Management === | ||
| − | Recent years have seen a rise in interest in the HEXACO Model of Personality Structure due to its potential use in | + | Recent years have seen a rise in interest in the HEXACO Model of Personality Structure due to its potential use in several industries, including project, program, and portfolio management. The model offers perceptions of a person's personality attributes, which can be helpful in project planning and execution. The application of the HEXACO Model to project, program, and portfolio management will be covered in this part. |
| − | '''Project Management:''' Understanding team members' personalities is essential for project management | + | '''Project Management:''' Understanding team members' personalities is essential for project management to enable appropriate work delegation, collaboration, and communication. Project managers can utilize the HEXACO Model to determine the personality qualities of their team members and then use that knowledge to foster a positive and effective work environment. For instance, those who perform well on the Honesty-Humility scale may be good team players and collaborators. However, those who perform well on the Emotionality scale may be more sensitive to criticism and need more support. Project managers can adapt their leadership style and communication strategy to match the needs of each team member and enhance team performance by being aware of these characteristics <ref name="hexaco" />. |
| − | '''Program Management:''' The HEXACO Model can be used in program management to evaluate the compatibility of various programs and projects to | + | '''Program Management:''' The HEXACO Model can be used in program management to evaluate the compatibility of various programs and projects to ensure they align with company goals. Programs with high levels of Extraversion may need more outreach and marketing efforts, whereas programs with high levels of Emotionality may need additional resources and support. Program managers may allocate resources wisely, prioritize programs, and guarantee effective outcomes by being aware of the personality qualities of the programs and projects <ref name="hexaco" />. |
| − | '''Portfolio Management:''' The HEXACO Model can offer insightful information about an organization's culture and the personalities of | + | '''Portfolio Management:''' The HEXACO Model can offer insightful information about an organization's culture and the personalities of essential stakeholders in portfolio management. Portfolio managers can customize their communication and decision-making strategies to achieve buy-in and support for portfolio objectives by studying the personality attributes of stakeholders. While stakeholders with high levels of Agreeableness may be more likely to support initiatives that align with the organization's values, those with high levels of Conscientiousness may be more detail-oriented and want a detailed explanation of portfolio projects <ref name="hexaco" />. |
=== Organizational Behaviour === | === Organizational Behaviour === | ||
| − | It has been demonstrated that the HEXACO Model has significant consequences for | + | It has been demonstrated that the HEXACO Model has significant consequences for various outcomes, including leadership, teamwork, and job performance. It has been widely employed in the field of organizational behavior. For instance, studies have shown that people with high Honesty-Humility are more likely to be great leaders because they are less inclined to act selfishly and more likely to act in the organization's best interests. Additionally, studies have indicated that very emotional people are less successful leaders because they may be more susceptible to burnout and emotional tiredness. The HEXACO Model has also demonstrated effectiveness at forecasting collaborative behavior and results. For instance, people with high levels of agreeableness are more likely to cooperate. However, highly conscientious people are more likely to accept responsibility for their actions and finish what they start <ref name="hexaco organization">Breevaart, K., & de Vries, R. E. (in press). Followers' HEXACO personality traits and preference for charismatic, relationship-oriented, and task-oriented leadership. Journal of Business and Psychology. Retrieved from https://findit.dtu.dk/en/catalog/5e14953ed9001d01925a9bf7 </ref>. |
| − | The HEXACO Model has also | + | |
=== Personnel Selection === | === Personnel Selection === | ||
| − | The HEXACO Model has also been used in personnel selection to find people | + | The HEXACO Model has also been used in personnel selection to find appropriate people for particular positions or tasks. For tasks requiring diligence, responsibility, and organization, people high in conscientiousness are frequently viewed as good prospects. In contrast, people high in extraversion are frequently viewed as promising candidates for roles requiring sociability and assertiveness. Additionally, the HEXACO Model has been applied to leadership selection processes. People with high Honesty-Humility scores are frequently viewed as the ideal candidates since they are less inclined to act selfishly and more likely to act in the interests of the group as a whole <ref name="hexaco" />. |
=== Well-being Research === | === Well-being Research === | ||
| − | In order to explore the role of personality in subjective well-being, the HEXACO Model has been employed in well-being research. For instance, studies have revealed that | + | In order to explore the role of personality in subjective well-being, the HEXACO Model has been employed in well-being research. For instance, studies have revealed that very emotional people tend to feel negative emotions more intensely. However, highly honest and humble people tend to be happier because they are less inclined to act selfishly and more likely to engage in actions that benefit others. Additionally, studies have indicated that people with high levels of conscientiousness have lower stress levels and better physical health. In contrast, people with high levels of openness to experience have higher levels of creativity and cognitive flexibility <ref name="hexaco wellbeing">Buca, A., Calin, M., & Mincu, L. (2016). The relationship between HEXACO model of personality and employee well-being. Romanian Journal of Experimental Applied Psychology, 7. Retrieved from https://journals.sagepub.com/doi/10.1177/1088868306294907 </ref>. |
== '''Criticism and Limitations''' == | == '''Criticism and Limitations''' == | ||
| − | Like any personality model, the HEXACO model has its limitations and critics. Some of these limitations and criticisms are common for personality models such that the HEXACO model | + | Like any personality model, the HEXACO model has its limitations and critics. Some of these limitations and criticisms are common for personality models, such that the HEXACO model does not capture the full complexity of human personality <ref name="beyond" />. Another criticism of the HEXACO Model is that while the model has been used in various cultures, there may be cultural differences in the expression of personality traits that the HEXACO model does not fully capture <ref name="commentary">Open peer commentary and author’s response. (2020). European Journal of Personality, 34(4), 511–590. Retrieved from https://doi.org/10.1002/per.2284 </ref>. Also, since the HEXACO Model is based on self-reported data when using the questionnaires, the data might be subject to various forms of bias, such as individuals may underreport, overreport or have difficulty accurately assessing certain personality traits, which impacts the validity of the model <ref name="commentary" />. |
| − | One of the main criticisms of the HEXACO Model of Personality Structure is whether the HEXACO Model provides a better framework for understanding and measuring personality traits | + | One of the main criticisms of the HEXACO Model of Personality Structure is whether the HEXACO Model provides a better framework for understanding and measuring personality traits than the well-established Big Five (OCEAN) model <ref name="commentary" />. Due to the inclusion of the Honesty-Humility factor, which is thought to be particularly useful in predicting counterproductive workplace behaviors, the HEXACO model has been marketed as superior to the Big Five model. An important subject that, according to critics, has not been adequately addressed is whether the HEXACO model and its factors and facets provide a more substantial validity or an overall better-explained proportion of variation than the Big Five (OCEAN) model related to predicting workplace behavior relevant to personality <ref name="beyond" />. The understanding of the predictive potential of personality measures is constrained by the use of criteria measures in studies that demonstrate support for the HEXACO model that is susceptible to standard method variance or suffers from other types of contamination and deficiency. Noting that the HEXACO model, like the Big Five model, does not encompass all personality traits, it is also significant to underline that a more profound comprehension of personality at a facet level is required <ref name="beyond" />. |
== '''Annotated Bibliography''' == | == '''Annotated Bibliography''' == | ||
Revision as of 17:55, 19 February 2023
Contents |
Abstract
According to the American Psychological Association (APA), the definition of a personality trait is "a relatively stable, consistent, and enduring internal characteristic that is inferred from a pattern of behaviors, attitudes, feelings, and habits in the individual. The study of personality traits can be useful in summarizing, predicting, and explaining an individual’s conduct..." [1]. Personality traits greatly influence an individual's behavior, attitudes, and decision-making processes. Understanding and recognizing the influence of personality traits at work is crucial since they directly affect a person's performance and effectiveness inside an organization. This is crucial while managing projects because effective teamwork, communication, and conflict resolution are necessary for success.
Effective management of personality traits can lead to improved collaboration and communication among team members and better handling of conflicts. Managers can assign tasks and responsibilities that capitalize on each team member's strengths while being aware of their deficiencies, resulting in a more effective and productive team dynamic. Additionally, by adapting their management style to each team member's personality qualities, managers can increase team member motivation and job satisfaction.
It is critical to have a comprehensive framework for evaluating and comprehending personality features to identify and capitalize on these traits in the workplace. The Hexaco Model is one such model that offers a structured method for comprehending personality and predicting behavior. Since the 1990s, there have been two predominant views about the question of personality structure, namely the "Big Five" or "Five-Factor Model". Both of these positions are currently supported by much evidence to be incorrect. The HEXACO model, a six-dimensional framework, is supported by the outcomes of investigations into personality structure. [2]
The Big Idea
What is the HEXACO Model of Personality Structure?
The HEXACO Model of Personality Structure is a comprehensive framework for understanding and assessing individual personality differences. It is a widely used model in academic research and practical applications and is seen as an alternative to the more well-known Big Five (OCEAN) model. The HEXACO Model consists of six dimensions divided into Facet-Level Scales, each of which represents a broad aspect of personality:
Honesty-Humility (H): This dimension reflects the degree to which individuals are modest and unassuming versus those who are more boastful and pretentious. Honesty-Humility is measured in Sincerity, Fairness, Greed Avoidance, and Modesty. Those who score high in this dimension are often characterized as modest, fair-minded, unassuming, and lacking in arrogance. They are generally not preoccupied with power, status, or personal gain and instead value relationships and cooperation. They are often seen as sincere and down-to-earth. People who score low on this dimension are more likely to be boastful, self-promoting, and manipulative. They tend to be more concerned with personal gain, power, and status and may be seen as insincere and lacking empathy [4].
Emotionality (E): This dimension refers to the extent to which people experience and express emotions and their ability to regulate these emotions. Emotionality is measured in Fearfulness, Anxiety, Dependence, and Sentimentality. Those who score high in this dimension are often characterized as sensitive, warm, and compassionate. They tend to be easily moved by emotions and may have a strong empathy for others. They are often seen as nurturing and supportive. People who score low on this dimension are more likely to be unemotional, detached, and rational. They tend to be less sensitive to the emotions of others and may have a more stoic approach to life. They may be seen as lacking in empathy and as being uninvolved in the emotional lives of others [4].
Extraversion (X): This dimension reflects the degree to which people are outgoing and sociable versus those who are more introverted and reserved. Extroversion is measured in Social Self-esteem, Social Boldness, Sociability and Liveliness. Those who score high in this dimension are often seen as outgoing, energetic, and assertive. They tend to be sociable, confident, and highly expressive. They enjoy being around other people and thrive in social situations. People who score low on this dimension are more introverted and reserved. They tend to be less assertive, less talkative, and less energetic. They may be seen as quiet and reserved and prefer to spend time alone or with a small group of close friends [4].
Agreeableness (A): This dimension refers to the extent to which people are cooperative, caring, and empathetic towards others. Agreeableness is measured in Forgiveness, Gentleness, Flexibility and Patience. Those who score high in this dimension are often characterized as cooperative, empathetic, and compassionate. They tend to be easy-going, flexible, and have a strong sense of empathy for others. They value harmonious relationships and may be seen as friendly and approachable. People who score low on this dimension are more competitive, assertive, and confrontational. They tend to be more concerned with their interests and may be seen as confrontational, uncooperative, or even ruthless [4].
Conscientiousness (C): This dimension reflects the degree to which individuals are dependable, responsible, and self-disciplined. Conscientiousness is measured in Organization, Diligence, Perfectionism and Prudence. People who score high in this dimension are often seen as People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences. People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences [4].
Openness to Experience (O): This dimension reflects the extent to which a person is imaginative, curious, and open to new ideas and experiences. Openness to Experience is measured in Asthetic Appreciation, Inquisitiveness, Creativity and Unconcentionality. People who score high on Openness to Experience are typically imaginative, curious, and open-minded. They tend to be creative, intellectual and enjoy new experiences and ideas. They are often seen as innovative and forward-thinking. People who score low on this dimension are more traditional, conservative, and closed-minded. They tend to be less curious about new ideas and experiences and may be seen as needing more imagination. They may be more resistant to change and prefer familiar, established ways of doing things [4].
As can be seen, the model's name HEXACO is an acronym for the six factors.
The HEXACO Model of Personality Structure as a measurement tool
Based on the theoretical descriptive model, several researchers have developed questionnaires and scales to measure and interpret personality traits and correlations between behavior and personality. Among others are the following HEXACO measurement tools:
- HEXACO Personality Inventory - Revised (HEXACO-PI-R) [6].
- HEXACO-60 Personality Inventory [7].
- HEXACO-100 Personality Inventory [8].
All tests assess personality concerning the HEXACO factors but are done differently with regard to the amount and appearance of question items. They vary from long-sentence questions in the HEXACO-PI-R to brief phrases in the HEXACO-60 Personality Inventory. Further, some tests are commercial, and others are created for non-commercial research purposes. The best validated HEXACO measures in the questionnaire tradition are the HEXACO-PI-R test. However, for research settings where time is of the essence, the HEXACO-60 Personality Inventory is also frequently used.
The HEXACO-PI-R is developed by Michael Ashton and Kibeom Lee and is a 140-item questionnaire. Each item is a sentence that is rated using the Likert scale, a scale from 1 to 5 where one is equal to strongly disagree and five to strongly agree. The items fall under the six HEXACO factors, but the factors are further categorized into facets, giving a total of 30 facets. The HEXACO-PI-R is developed so the questionnaire can be assessed in two forms; a self-report called the S-form and an observer report called the R-form, getting both an internal and an external perspective of a person's personality and a comparison here off. [9].
Origin and Development of the HEXACO Model of Personality Structure
A psychological model of personality called the HEXACO Model of Personality Structure was first presented by Belgian psychologists Kibeom Lee and Michael C. Ashton in the late 1990s. In order to solve some of the shortcomings of the Big Five model, the model was developed as an extension of the Big Five Personality Traits. Based on the notion that personality can be described by six broad dimensions or characteristics rather than simply five, the HEXACO Model was developed [10].
A thorough examination of personality descriptors in several languages served as the foundation for creating the HEXACO Model. The study's goal was to list the most frequent and significant personality qualities that individuals use to describe others and themselves. The HEXACO Personality Inventory, a self-report questionnaire that assesses the model's six dimensions, was created using the findings of this study [10].
The model was later revised to include changes to the way certain traits were defined, as well as changes to the scoring of the test. The primary purpose of these modifications was to improve the model's suitability for usage in a wider variety of cultural contexts. The HEXACO Personality Structure Model's original creators collaborated with additional experts in the field of personality psychology to create the updated version. Reviewing the body of research on personality structure and input from users of the original model helped shape the development of the new model. The updated model was created to provide further validity, dependability, and accuracy in assessing personality structure and more practical applications in various industries, including business, education, and healthcare [10].
The HEXACO Model of Personality Structure vs. The Big Five (OCEAN) Model
The Big Five (OCEAN) model has been the leading model of personality traits for many years, since the 1980s. It has gained widespread acceptance in the scientific community and has been extensively researched and validated across different cultures and languages. The HEXACO model of personality structure was developed as an alternative, as the Big Five (OCEAN) model has faced criticism for not capturing the full complexity of human personality [11]. Although the HEXAXO model is similar to the Big Five (OCEAN) model, the HEXACO model is not merely the Big Five (OCEAN) model plus the honest-humility factor, as the factors used in both models are characterized differently. For example, the Honesty-Humility dimension has been found to predict ethical behavior and reduce the likelihood of engaging in unethical behavior. The Emotionality dimension captures a range of emotional experiences, including anxiety, fearfulness, and sentimentality, which can be important in understanding an individual's emotional makeup. Overall, the HEXACO model offers a more nuanced and comprehensive approach to understanding human personality, as the HEXACO model not only reorganizes personality variables from The Big Five (OCEAN) model but it encompasses more of them ultimately leading to critical applications in fields such as psychology, business, and social science research [11]
Application
The HEXACO model has many applications, but in the context of project management, the answers to a HEXACO questionnaire can be beneficial when assembling and leading a project team. The organization depends on the project team to meet predetermined project goals since people are essential to a project's success.
The HEXACO Model in Project, Program and Portfolio Management
Recent years have seen a rise in interest in the HEXACO Model of Personality Structure due to its potential use in several industries, including project, program, and portfolio management. The model offers perceptions of a person's personality attributes, which can be helpful in project planning and execution. The application of the HEXACO Model to project, program, and portfolio management will be covered in this part.
Project Management: Understanding team members' personalities is essential for project management to enable appropriate work delegation, collaboration, and communication. Project managers can utilize the HEXACO Model to determine the personality qualities of their team members and then use that knowledge to foster a positive and effective work environment. For instance, those who perform well on the Honesty-Humility scale may be good team players and collaborators. However, those who perform well on the Emotionality scale may be more sensitive to criticism and need more support. Project managers can adapt their leadership style and communication strategy to match the needs of each team member and enhance team performance by being aware of these characteristics [4].
Program Management: The HEXACO Model can be used in program management to evaluate the compatibility of various programs and projects to ensure they align with company goals. Programs with high levels of Extraversion may need more outreach and marketing efforts, whereas programs with high levels of Emotionality may need additional resources and support. Program managers may allocate resources wisely, prioritize programs, and guarantee effective outcomes by being aware of the personality qualities of the programs and projects [4].
Portfolio Management: The HEXACO Model can offer insightful information about an organization's culture and the personalities of essential stakeholders in portfolio management. Portfolio managers can customize their communication and decision-making strategies to achieve buy-in and support for portfolio objectives by studying the personality attributes of stakeholders. While stakeholders with high levels of Agreeableness may be more likely to support initiatives that align with the organization's values, those with high levels of Conscientiousness may be more detail-oriented and want a detailed explanation of portfolio projects [4].
Organizational Behaviour
It has been demonstrated that the HEXACO Model has significant consequences for various outcomes, including leadership, teamwork, and job performance. It has been widely employed in the field of organizational behavior. For instance, studies have shown that people with high Honesty-Humility are more likely to be great leaders because they are less inclined to act selfishly and more likely to act in the organization's best interests. Additionally, studies have indicated that very emotional people are less successful leaders because they may be more susceptible to burnout and emotional tiredness. The HEXACO Model has also demonstrated effectiveness at forecasting collaborative behavior and results. For instance, people with high levels of agreeableness are more likely to cooperate. However, highly conscientious people are more likely to accept responsibility for their actions and finish what they start [12].
Personnel Selection
The HEXACO Model has also been used in personnel selection to find appropriate people for particular positions or tasks. For tasks requiring diligence, responsibility, and organization, people high in conscientiousness are frequently viewed as good prospects. In contrast, people high in extraversion are frequently viewed as promising candidates for roles requiring sociability and assertiveness. Additionally, the HEXACO Model has been applied to leadership selection processes. People with high Honesty-Humility scores are frequently viewed as the ideal candidates since they are less inclined to act selfishly and more likely to act in the interests of the group as a whole [4].
Well-being Research
In order to explore the role of personality in subjective well-being, the HEXACO Model has been employed in well-being research. For instance, studies have revealed that very emotional people tend to feel negative emotions more intensely. However, highly honest and humble people tend to be happier because they are less inclined to act selfishly and more likely to engage in actions that benefit others. Additionally, studies have indicated that people with high levels of conscientiousness have lower stress levels and better physical health. In contrast, people with high levels of openness to experience have higher levels of creativity and cognitive flexibility [13].
Criticism and Limitations
Like any personality model, the HEXACO model has its limitations and critics. Some of these limitations and criticisms are common for personality models, such that the HEXACO model does not capture the full complexity of human personality [11]. Another criticism of the HEXACO Model is that while the model has been used in various cultures, there may be cultural differences in the expression of personality traits that the HEXACO model does not fully capture [14]. Also, since the HEXACO Model is based on self-reported data when using the questionnaires, the data might be subject to various forms of bias, such as individuals may underreport, overreport or have difficulty accurately assessing certain personality traits, which impacts the validity of the model [14].
One of the main criticisms of the HEXACO Model of Personality Structure is whether the HEXACO Model provides a better framework for understanding and measuring personality traits than the well-established Big Five (OCEAN) model [14]. Due to the inclusion of the Honesty-Humility factor, which is thought to be particularly useful in predicting counterproductive workplace behaviors, the HEXACO model has been marketed as superior to the Big Five model. An important subject that, according to critics, has not been adequately addressed is whether the HEXACO model and its factors and facets provide a more substantial validity or an overall better-explained proportion of variation than the Big Five (OCEAN) model related to predicting workplace behavior relevant to personality [11]. The understanding of the predictive potential of personality measures is constrained by the use of criteria measures in studies that demonstrate support for the HEXACO model that is susceptible to standard method variance or suffers from other types of contamination and deficiency. Noting that the HEXACO model, like the Big Five model, does not encompass all personality traits, it is also significant to underline that a more profound comprehension of personality at a facet level is required [11].
Annotated Bibliography
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Reference
- ↑ APA Dictionary of Psychology. Retrieved from: https://dictionary.apa.org/personality-trait
- ↑ Ashton, M.C. and Lee, K. (2008), The HEXACO Model of Personality Structure and the Importance of the H Factor. Social and Personality Psychology Compass, 2: 1952-1962
- ↑ https://en.wikipedia.org/wiki/HEXACO_model_of_personality_structure
- ↑ 4.0 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 Ashton MC, Lee K. Empirical, theoretical, and practical advantages of the HEXACO model of personality structure. Pers Soc Psychol Rev. 2007 May;11(2):150-66. doi: 10.1177/1088868306294907. PMID: 18453460.. Retrieved from https://journals.sagepub.com/doi/10.1177/1088868306294907
- ↑ Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. Take the HEXACO-PI-R. Retrieved from https://survey.ucalgary.ca/jfe/form/SV_0icFBjWwyHvJOfA
- ↑ Lee, K., & Ashton, M. C. (2012). The H factor of personality: Why some people are manipulative, self-entitled, materialistic, and exploitive—and why it matters for everyone. Wilfrid Laurier University Press.
- ↑ Ashton MC, Lee K. The HEXACO-60: a short measure of the major dimensions of personality. J Pers Assess. 2009 Jul;91(4):340-5. doi: 10.1080/00223890902935878. PMID: 20017063.. Retrieved from https://pubmed.ncbi.nlm.nih.gov/26804579/
- ↑ Lee K, Ashton MC. Psychometric Properties of the HEXACO Personality Inventory. Multivariate Behav Res. 2004 Apr 1;39(2):329-58. doi: 10.1207/s15327906mbr3902_8. PMID: 26804579. Retrieved from https://pubmed.ncbi.nlm.nih.gov/26804579/
- ↑ Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. Scale Descriptions Retrieved from https://hexaco.org/scaledescriptions
- ↑ 10.0 10.1 10.2 Ashton MC, Lee K. THE HEXACO PERSONALITY INVENTORY - REVISED. History of the Inventory. Retrieved from https://hexaco.org/history
- ↑ 11.0 11.1 11.2 11.3 11.4 Leaetta M. Hough, Frederick L. Oswald, Jisoo Ock. Beyond the Big Five: New Directions for Personality Research and Practice in Organizations. Annual Review of Organizational Psychology and Organizational Behavior 2015 2:1, 183-209 Retrieved from https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-032414-111441
- ↑ Breevaart, K., & de Vries, R. E. (in press). Followers' HEXACO personality traits and preference for charismatic, relationship-oriented, and task-oriented leadership. Journal of Business and Psychology. Retrieved from https://findit.dtu.dk/en/catalog/5e14953ed9001d01925a9bf7
- ↑ Buca, A., Calin, M., & Mincu, L. (2016). The relationship between HEXACO model of personality and employee well-being. Romanian Journal of Experimental Applied Psychology, 7. Retrieved from https://journals.sagepub.com/doi/10.1177/1088868306294907
- ↑ 14.0 14.1 14.2 Open peer commentary and author’s response. (2020). European Journal of Personality, 34(4), 511–590. Retrieved from https://doi.org/10.1002/per.2284
