WHY DOES THE FIVE

PERSONALITY TRAITS DIFFER IN

MEN AND WOMAN? WHAT WORK
ROLES ARE MOST IDEAL
DEPENDING ON THESE TRAITS?
Introduction

This literature analyses a two-part study 'why personality traits differ in men and woman
and what work roles are most ideal based on these personality traits'. Through the Five
personality traits research paradigm this literature review looks at gender difference, the
associated and how these differences are useful in the workplace. The overall goal of this
paper is to understand the bivariate relationship between the genders with the Five-Factor
Model (FFM) and how the FFM can be implemented in a workforce.

Five-Factor Model

Individuals are born with sets of personalities and traits. These personalities and traits
together form the FFM (Neuroticism, Extraverts, openness, Agreeableness and
Conscientiousness) and influence how individuals engage with the world. Neuroticism is
emotional instability specifically, distress in response to stressors. Extraversion includes
sociability and self-report. Openness implies an awareness of personal emotion and
independent judgment. Agreeableness suggests acceptance and interpersonal relationship.
Finally, Conscientiousness is a feature of high achieving organised individuals. (Merz &
Roesch 2011).

Gender variation in the FFM

People are unique, a single person doesn't possess similar traits. Nonetheless, a
resemblance is found within the same gender. Variations between genders and their impact
on society have always sparked an interest. Men and women are both incredibly unique
whether it's their features, attributes or the way they react to different environments.
Research shows a variation within personality traits between the genders – but is this
accurate? Whether psychological gender variations exist because of evolutionary or socio-
cultural, understanding why these differences occur can help in many aspects. Past research
shows that women scored higher in neuroticism for example occasionally men did receive a
higher score (Weisberg, DeYoung & Hirsh 2011) but why does this occur and on what basis
do, we categorize this?

Instinctual and Socio-cultural influence

According to Buss (2014), Gender difference research has demonstrated to be controversial

with much debate concerning the cause and precursors of differences. Women were said to
be more cautious, agreeable and nurturing since their original instinct was to create and
raise children while men had to exhibit a more assertive and risk-taking nature since their
main purpose was mating. Eagly and Wood (2005) argued that variances in personality were
influenced by socio-cultural influences such as the societal image of a person because of
which men and woman were expected to behave differently in society. In some cultures,
traits resembling fearfulness are considered undesirable for men to endorse than for
women. Schmitt et al. (2008) stated that in individualist and egalitarian cultures, women had
to act a certain way since it was associated with their personality. However, in a collectivist
culture personality were dismissed as mere compliance with sex-role norms. Traditionally
women have compared themselves to other women. By contrast, to egalitarian women who
compare themselves to both genders since they believe everyone is at par. Thus, the
difference between modern and traditional men and women causes a larger difference
between their personalities. On observing the theory above, the observed sex differences
showed each sex's undesirable personality characteristics rather than their actual
personality. Through further evaluation, it showed personalities are a combination of
instincts, social role requirements rather than to intrinsic differences in personality traits.

Other factors

Two types of research were conducted, one by Weisberg, DeYoung & Hirsh (2011) which
argued that variation in gender personality dimensions was because each domain was so
large and encompasses a variety of personality characteristics within. In contrast to the
research undertaken by Siegling et al. (2015) which showed that personality traits differed in
men and woman because of the linkage between Trait Emotional Intelligence (Trait EI) and
FFM. Trait EI refers to the 'constellation of emotional of emotional self-perceptions located
in the lower levels of personality hierarchies and integrates the affective aspects of
personality' (Petrides, Pita & Kokkinaki 2007, p. 273). According to research undertaken by
Weisberg, DeYoung & Hirsh (2011) woman scored higher in neuroticism because they
possessed higher levels of stress and anxiety in comparison to men, who exhibited higher
levels in anger and anger hostility. Under agreeableness trait woman performed better since
they were more tender mindedness. While Siegling et al. (2015) found that Neuroticism and
Extraversion were stronger and were similar for both genders. Conscientiousness was
higher in men. Agreeableness and Openness didn't show a significant difference. since the
outcomes of the research vary in several aspects more research must be conducted to get
accurate or equivalent results.

Work roles based on FFM

Workplaces are more intricate and uncertain; hence work roles are more flexible. Therefore,
employers look out for other aspects in an individual such as productivity and adaptivity. By
using the FFM as an aid to hire new employees. Employers can foresee how work will be
conducted and see if these individuals fit with the goals of the organisation Neal et al.
(2012).
Openness

Individuals who possess features like propensity & imagination were better at predicting
sales performance and were more suitable for non-routine sales jobs (Thoresen et al. 2004).
LePine et al. (2000) agreed and stated that individuals with high openness trait were more
adaptable in changing task demanded. Therefore, these individuals were better at fast-
paced and short-term job commitments.

Agreeableness

Individuals who enjoy working in a team and conform to group norms, often holding
managerial positions (Tett and Burnett 2003). However, a contradictory study showed that
Agreeableness hurt affective commitment. Which leads to poor job satisfaction (Erdheim et
al. 2006). This view disproved the role stated by Tett and Burnett since managers need to
have a positive persona to achieve the organisation's goal and motivate others.

Extraversion

Borman et al. (2001) stated that Extraversion was based on citizenship performance and
varied from situation however Tett and Burnette (2003) argued that this trait was based on
interaction and teamwork. Although both opinions vary it can be noted that they involve
public interactions hence jobs like insurance representatives seem most fitting.

Conscientiousness

Conscientiousness had a conflicting opinion since Tett and Burnette (2003) claimed that
precision, deadlines and willingness to comply with organisations were the traits enjoyed
and it was better fitted to an individual work role over teamwork. But Griffin et al. (2007)
argued that clearly stated goals were usually articulated for teamwork rather than individual
work role.

Neuroticism

Neuroticism is described as negative cognition, intrusive thoughts and emotional reactivity

(Smillie et al.2006). Erdheim et al. (2006) agree by saying neurotic individuals experience a
negative effect which reduces their likelihood of fostering a positive emotional reaction to
an organization. Thus, individuals having these characteristics are better for working solo
and in specialised work roles.

Conclusion

Through this literature review, it has been established that there are ample reasons why
gender variation is present in the FFM. Instinctual Influence, socio-cultural influence, Trait EI
and broad domains within the FFM are some theories highlighted. The research further
investigated how the five-personality dimensions could be matched with individuals and
where they stood on the personality spectrum. By undertaking further research and
alternative methodologies, a stable result may be found which is beneficial when
understanding individuals and predict their behaviour patterns. Further, it aids businesses in
selecting the right candidate for the job based on their personalities.

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