Our personality procedure - The Big-5-Navigator

The Big-5-Navigator (B5N) assesses occupation-related personality traits

  • fast, easily and resource-saving
  • fake-proof and valid
  • adapted to your individual needs
  • scientifically founded and established

The demand and popularity of personality procedures is constantly increasing – with good reason. Due to the relative stability of personality traits, reliable long-term decisions can be made. In order to create differentiated profiles and make differentiated statements, the B5N offers 42 subordinate facets in addition to five broad dimensions and thus represents the largest possible range of occupation-related personality traits among personality procedures to date.

The B5N is based on the Big Five model, which is one of the most renowned models of personality research. It was introduced in the early 1990s (Goldberg, 1990; Digman, 1990; Costa & McCrae, 1997) and is still the consensus of science today. Numerous studies prove the predictive power of test values that represent the Big Five or their facets for the professional field (Mount & Barrick, 1995; Ziegler et al., 2014). In the development of the B5N, the latest scientific findings were also taken into account, for example the expansion of the Big Five space to include the dark triad of personality – narcissism, machiavellianism and psychopathy (Paulus & Williams, 2002; Maaß, Lämmle, Bensch, & Ziegler, 2016).

All relevant information about the B5N at a glance

The Big Five

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People with high values in Openness are characterized by a high appreciation for new experiences, prefer variety, are inquisitive, creative, imaginative and independent in their judgement. They have diverse cultural interests and are interested in public events.
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People with high values in Conscientiousness are orderly, reliable, hard working, disciplined, punctual, meticulous, ambitious and systematic. They are able to focus on tasks and hide information that is not related to the task at hand.
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People with high values in Extraversion orient themselves strongly towards feasible and external conditions. They are sociable, optimistic, cheerful, assertive and have a high level of legal awareness.
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People with high values in Agreeableness are altruistic, compassionate, understanding and benevolent. They tend to interpersonal trust, to cooperativeness, to flexibility and have a strong need for harmony. They strive for others and put their own needs in the background.
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People with high values in Dealing with Stress show emotional stability and increased self-confidence and are less susceptible to doubts and negative feelings.

Our reports provide you with detailed information on the Big Five and the associated personality facets. Use your individually created profiles or work with the overall picture of all facets. If you don’t want to waste time on interpretation or want to use the B5N without prior knowledge, our report with a more detailed interpretation guide on leadership, team and learning as well as motivation and development advice is just right for you.

Find the right report for your needs here!

You want to know more about the personality traits or the development and application of the B5N?

Contact us or attend one of our training courses!

References

Costa, P. T., Jr., & McCrae, R. R. (1997). Personality trait structure as a human universal. American Psychologist, 52, 509–516. https://bit.ly/2B6T11V

Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual review of psychology, 41(1), 417-440.

Goldberg, L. (1990). An alternative “description of personality”: The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216-1229.

Maaß, U., Lämmle, L., Bensch, D., & Ziegler, M. (2016). Narcissists of a Feather Flock Together: Narcissism and the Similarity of Friends. Personality and Social Psychology Bulletin, 42. 366-384. doi:1.1177/0146167216629114

Mount, M. K., & Barrick, M. R. (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. Research in personnel and human resources management, 13(3), 153-200.

Paulhus, D. L., & Williams, K. M. (2002). The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36, 556–563.

Ziegler, M., Bensch, D., Maaß, U., Schult, V., Vogel, M., & Bühner, M. (2014). Big Five facets as predictor of job training performance: The role of specific job demands. Learning and Individual Differences, 29(1), 1-7. doi:http://dx.doi.org/10.1016/j.lindif.2013.10.008