The HEXACO Model in Education and Work

Abstract

Abstract. Researchers have long been interested in examining relationships between personality traits and performance in applied settings. Although the Big Five remains the most prevalent model of personality, studies adopting an alternative personality model known as the HEXACO model have been increasing in the past decade (e.g., Ashton et al., 2004 ; Lee & Ashton, 2004 ). The aims of the present paper are three-fold: First, we systematically review the literature on the HEXACO model and its applications in educational and work settings. Second, we introduce an emerging applied personality framework for use in educational research and practice, the ACT Behavioral Skills Framework ( Casillas, Way, & Burrus, 2015 ), which is based on the HEXACO model. Third, we offer a number of suggestions for how future research can continue to refine the development and application of the HEXACO model in educational and organizational research and practice.

Predicting employee attitudes to workplace diversity from personality, values, and cognitive ability

“…The six domains have also been decomposed into four facets per domain along with the interstitial facet of altruism. While the Big Five remains the most established framework, the HEXACO model has become increasingly popular in industrial and organizational psychology (Anglim, Morse, De Vries, MacCann, & Marty, 2017;Hough & Connelly, 2013;McAbee, Casillas, Way, & Guo, 2019), due in part to the ability of Honesty-Humility to incrementally predict a range of workplace deviance behaviors (e.g., De Vries & Van Gelder, 2015;Marcus, Lee, & Ashton, 2007;Oh, Lee, Ashton, & De Vries, 2011;Pletzer, Bentvelzen, Oostrom, & De Vries, 2019). In the current study, we adopt the HEXACO framework, in part, because of the potential for Honesty-Humility to provide increased predictive capacity of attitudes towards workplace diversity and prejudice towards women and minority groups at work.…”

“…While research on general social prejudice has a long history in relation to personality (Adorno, Frenkel-Brunswik, Levinson, & Stanford, 1950;Allport, 1954;, personal values (Lee et al, 2010a;Sibley et al, 2010), and cognitive ability (Brandt & Crawford, 2016;Onraet et al, 2015), it is unclear how well this generalizes to the workplace. In particular, McAbee et al (2019) reviewed the literature and highlighted the paucity of research examining the relationship between HEXACO personality and employee attitudes. Research has also rarely synthesized findings about the role of individual differences across personality, values, and cognitive ability.…”

The Nomological Net of the HEXACO Model of Personality: A Large-Scale Meta-Analytic Investigation

“…The HEXACO model encompasses six trait dimensions: honesty-humility, emotionality, extraversion, agreeableness versus anger (in the following termed agreeableness ), conscientiousness, and openness to experience (in the following termed openness ). Research relying on the HEXACO model as a framework of individual differences has heavily increased in recent years, not only in personality psychology (e.g., Ruchensky, Donnellan, & Edens, 2018) but also across (psychological) disciplines such as behavioral economics (e.g., Thielmann, Spadaro, & Balliet, 2020; Zhao & Smillie, 2015), clinical psychology (e.g., Gaughan, Miller, & Lynam, 2012), educational psychology (e.g., Allgaier, Zettler, Wagner, Püttmann, & Trautwein, 2015; McAbee, Casillas, Way, & Guo, 2019), political psychology (e.g., Lee, Ashton, Griep, & Edmonds, 2018), and work and organizational psychology (e.g., Lee, Berry, & Gonzalez-Mulé, 2019; Pletzer, Bentvelzen, Oostrom, & de Vries, 2019).…”

Predicting Employee Attitudes to Workplace Diversity from Personality, Values, and Cognitive Ability

“…The six domains have also been decomposed into four facets per domain along with the interstitial facet of altruism. While the Big Five remains the most established framework, the HEXACO model has become increasingly popular in industrial and organizational psychology (Anglim, Morse, De Vries, MacCann, & Marty, 2017;Hough & Connelly, 2013;McAbee, Casillas, Way, & Guo, 2019), due in part to the ability of Honesty-Humility to incrementally predict a range of workplace deviance behaviors (e.g., De Vries & Van Gelder, 2015;Marcus, Lee, & Ashton, 2007;Oh, Lee, Ashton, & De Vries, 2011;Pletzer, Bentvelzen, Oostrom, & De Vries, 2019). In the current study, we adopt the HEXACO framework, in part, because of the potential for Honesty-Humility to provide increased predictive capacity of attitudes towards workplace diversity and prejudice towards women and minority groups at work.…”