Eysenck & cattell

ougDespite the criticisms and non–replication of factors within Cattell’s approach, he and his colleagues were responsible for the Sixteen Personality Factor Questionnaire (16PF: Cattell et al., 1973) and Cattell did pave the way for the development of the FFM. The next major player in the development of trait theory was Fiske (1949). Fiske’s factor analysis of peer, self and psychologist ratings of 128 clinical trainees ratedscales , Norman (1963), working with male university students, found through peer nomination rating methods using twenty paired behavioural descriptions, that there was evidence for the existence of five relatively orthogonal personality dimensions. These dimensions were labelled: ExtravDespite the criticisms and non–replication of factors within Cattell’s approach, he and his colleagues were responsible for the Sixteen Personality Factor Questionnaire (16PF: Cattell et al., 1973) and Cattell did pave the way for the development of the FFM. The next major player in the development of trait theory was Fiske (1949). Fiske’s factor analysis of peer, self and psychologist ratings of 128 clinical trainees rated on 22 scales of surface behaviour was found to reveal four major factors: Social Adaptability, Emotional Control, Conformity, and Inquiring Intellect. Following this, Norman (1963), working with male university students, found through peer nomination rating methods using twenty paired behavioural descriptions, that there was evidence for the existence of five relatively orthogonal personality dimensions. These dimensions were labelled: Extraversion, Good-naturedness, Conscientiousness, Emotional Stability and Culture. However, it was Tupes and Christal (1961) and Goldberg (1981) who actively sought to confirm the existence of the five factors and later work by McCrae and Costa (1985, 1987) resulted in interpreting the Culture factor as “Openness to Experience”. Hogan (1982) put forward his socioanalytic theory, based on the five-factor model. This theory places importance upon both the “actor” and the “observer” in the assessment of personality and its implications in the workplace. Furthermore, it considers that social situations exist only within an individual’s subjective understanding and not within the physical environment. Hogan’s theory is often positively cited as being the only “theory” within the five-factor model. From this he developed the Hogan Personality Inventory (HPI) and the Hogan Development Survey (HDS). The former measures what Hogan terms the “bright-side” of personality (i.e., normal range personalityersion, Good-naturedness, Conscientiousness, Emotional