Racial and Gender Differences in the Five Factors of Personality within Military Samples

Abstract

The public reportinq burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, qathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection ^information including suggestions for reducing the burden, to Department of Defense, Washington Headquarters Services, Directorate for Information SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES)Office of Naval Research 800 N. Quincy Street Arlington, VA 22302 PERFORMING ORGANIZATION REPORT NUMBERRSP 00-7 SPONSOR/MONITOR'S ACRONYM(S) ONR SPONSOR/MONITOR'S REPORT NUMBER(S)N/A DISTRIBUTION/AVAILABILITY STATEMENTApproved for public release; distribution unlimited. SUPPLEMENTARY NOTES ABSTRACTThis project assessed racial and gender differences on responses to the NEO-PI-R, the major instrument for measuring the five factors of personality. Theoretical rationale and empirical research is provided regarding possible personality differences between groups. Members of the Armed Services completed the NEO-PI-R resulting in a total sample of 472 (293 males, 179 females; 222 African Americans, 250 Whites). Multiple analysis of variance with race and gender as factors and age as a covariate (MANCOVA) demonstrated that African Americans scored higher than Whites on the factor of Agreeableness (p< .003 and lower on the factor of Negative Emotionality (p< .0001). Females scored higher on Agreeableness (p_< .0001), Negative Emotionality (p< .006), and Openness to Experience (p_< .0001) than males. A significant interaction effect emerged for Agreeableness (p< .03^, with White males scoring lower than White females and African-American males and females. Univariate F tests indicated significant racial differences for twelve (out of thirty) of the facet scales and gender differences were significant for ten of the facet scales. Within the context that this research is comparative, not causal, possible interpretations of between-group differences, applicability of the findings to organizational settings, and implications for universality are discussed. SUBJECT TERMS Racial and Gender Differences in the Five Factors of Personality within Military Samples AbstractThis project assessed racial and gender differences on responses to the NEO-PI-R, the major instrument for measuring the five factors of personality. Theoretical rationale and empirical research is provided regarding possible personality differences between groups. Members across all branches of the Armed Services completed the NEO-PI-R resulting in a total sample of 472 (293 males, 179 females; 222 African Americans, 250 Whites). Multiple analysis of variance with race and gender as factors and age as a covariate (MANCOVA) demonstrated that African Americans scored higher than Whites on the factor of Agreeableness (p_ <.003 and lower on the factor of Negative Emotionality (p < .0001). Females sc...