It’s easy to see how someone with low levels of
conscientiousness or extraversion might struggle in the workplace. An employee
who can’t stay organized might lose track of important papers or miss a
critical meeting, while those who prefer solitude can struggle to make the
professional connections needed to advance in their careers.
But people who tend to score higher than average on the “Big
5” personality traits – openness, conscientiousness, extraversion,
agreeableness, and neuroticism — can face hurdles of their own too, write
Nathan T. Carter, a professor of industrial-organizational psychology at the
University of Georgia, and colleagues in Current
Directions in Psychological Science.
“Psychologists have generally operated under the assumption
that for all traits, more is better,” the authors wrote. “It is possible that
persons with moderate levels of [five-factor model] traits will see better work
and life outcomes — across a variety of jobs and situations — than those at the
extremes.”
Studies have already suggested a link between trait conscientiousness
and obsessive-compulsive personality disorder (OCPD), but Carter’s research
suggests that having very high levels of this widely valued trait can also create
issues specific to the workplace. After collecting data on personality traits
and job performance from 1,258 employees working at an international consulting
firm through self-reports and and supervisor ratings, Carter and colleagues
found higher conscientiousness was, in fact, positively linked with performance
– except among those who scored highest for the trait, who actually performed
worse than their peers.
And there is evidences that other Big 5 personality traits show
this curvilinear relationship, as well, Carter said. The trusting, altruistic
natures of highly agreeable people have been found to correlate with lower
salary and reduced opportunities for mentorship, for example, while incredibly
outgoing individuals may feel isolated or aggravate their colleagues in less
socially-oriented industries. Although openness has been shown to support
creative achievement and relationship building, it can contribute to difficulty
distinguishing between fantasy and reality at extreme levels.
Of all of the Big 5 traits, the potential negative impacts
of scoring very high in neuroticism – a trait characterized by emotional
instability, anxiety, and depression — are perhaps the most self-evident. The
potential drawbacks of being incredibly emotionally stable, on the other hand,
have not been so thoroughly investigated, the authors note. It’s possible, they
add, that a lessened ability to feel anxiety could be similarly maladaptive to
the inability to feel physical pain, and may even contribute to the
fearlessness of some psychopathic individuals.
Aristotle himself argued that all human qualities can be too
extreme in both directions, Carter notes, and that virtues such as temperance
and courage exist not at the highest levels of abstinence and bravery, but at
the mean.
“I think it is really intuitive,” Carter says. “There were
philosophers that really thought very hard about these types of things and some
of the ways that we were measuring and operationalizing took us away from
that.”
Personality traits are thought of as existing on continua
with maladaptive levels at both ends, he continues, but the dominance model of
measurement, which supports the view that more of a given trait is always
better, prevents researchers from accounting for the full spectrum of behavior.
On a typical five-factor model (FFM) personality test, for
example, a participant who disagrees with the statement “I am usually on time
for my appointments” would be assumed to usually be late for their appointments. Someone extremely high in
conscientiousness, however, might disagree with the statement because they are always on time for appointments.
The ideal point model of measurement, on the other hand,
permits participants to indicate not only whether they disagree with a
statement, but that they disagree because they perceive themselves to possess
more or less of a trait than the statement allows for. It’s possible that the
dominance model of measurement has created a sort of false ceiling for
personality scores, Carter adds, because researchers haven’t been using items
that allow them to measure extremely high levels of these traits.
That’s not to say that extreme personalities are always bad,
but they do seem to be highly dependent on context for success. Otherwise
extreme levels of conscientiousness may be desirable in an air traffic
controller who is responsible for helping pilots navigate safely, for example.
Carter’s ongoing study on agreeableness has also suggested that results can
vary between individuals of different groups, with highly agreeable women
tending to be better compensated than highly agreeable men.
Just because an extreme personality benefits someone
professionally doesn’t mean that it isn’t maladaptive in other areas of life,
however, Carter noted.
“What leads to success may not always be the best thing in
general for the person,” he says.
Currently, Carter is investigating the relationship between
extroversion and prosocial behavior in different workplace contexts, as well as
how highly dutiful employees who are reluctant to “job-hop” may pay an economic
penalty.
Reference
Carter, N. T., Dalal, D. K., Boyce, A. S., Oconnell, M. S.,
Kung, M., & Delgado, K. M. (2014). Uncovering curvilinear relationships
between conscientiousness and job performance: How theoretically appropriate
measurement makes an empirical difference. Journal
of Applied Psychology, 99(4), 564-586. doi:10.1037/a0034688
Carter, N. T., Miller, Joshua D., Widiger, Thomas A. (2018).
Extreme personalities in work and in life. Current
Directions in Psychological Science, 27(6), 429-436. Doi:10.1177/0963721418793134