Five Personality Traits

Early meta-analytic work by Barrick and Mount (1991) provided evidence suggesting that personality traits might have some degree of utility for selecting employees into a variety of jobs. Therefore, this research regards the personality trait as a root cause of the socio-economic inequality and as a predictor of individual's job performance. This relation between economic behavior and psychological factor can be explained by one of the well-known assessment tools with its proven validity and reliability. Today, socio-economic inequality is one of the major problems studied by economists, sociologists and psychologists. It is the state of affairs in which assets, wealth, or income are distributed unequally among individuals in a group,

The Big five personality traits is the model to comprehend the relationship between personality and academic behaviors. This model is able to account different traits in personality without overlapping and beneath each global factor, a cluster of correlated and more specific primary factors are found. This model consists of neuroticism, extraversion, openness, agreeableness and conscientiousness. Neuroticism describes vulnerability to unpleasant emotions. Extraversion describes positive emotions, sociability, and the tendency to seek stimulation in the company of others. Openness describes a person's degree of intellectual curiosity, creativity, and preference for novelty. Agreeableness is the tendency to be compassionate and cooperative towards others and Conscientiousness is to show self-discipline, act dutifully, and aim for achievement. As above mentioned, individual personality traits explain different behaviors. Trait-personality psychologists say that behavior is determined by personality traits, having same reactions to given situation overtime. So these different behaviors result different level of performance in job, career success and ultimately, there will be a difference in social status and wealth which can exasperate the social economic

They would obtain better results in their job performing, compare to introverted individuals. According to a research done by Executive Coaching and Leadership Consulting in 2011, individuals who are considered as leaders typically exhibit lower amounts of neurotic traits, maintain higher levels of openness (envisioning success), well-balanced level of conscientiousness (well-organized), and balanced levels of extraversion (outgoing, but not excessive). They predict that measures of characteristics that reflect resoluteness and overconfidence should be positively correlated with performance. There are several psychological assessment tools that can measure this psychological factor. One of the most used tools is “The Revised NEO Personality Inventory”. Developed by American psychologists, Paul Costa, Jr. and Robert McCrae, this test has two types, NEO PI-R (consisting of 240 questions) and NEO-FFI (short version with 60 items). The NEO-PI-R measures big five personality traits with six facets for each trait *(Cf