Research Feed

Wilson and Calanchini (2026) examined how cultural tightness — the strength of social norms and intolerance of deviance — predicts personality at regional levels. Across U.S. states, tighter regions scored higher in conscientiousness and lower in openness. Cross-nationally (56 countries), tighter nations scored lower in extraversion and the creativity facet of openness. Agreeableness, neuroticism, and most conscientiousness facets showed no consistent relationships with tightness.

Among nearly 9,000 Brazilian teachers, Conscientiousness and Agreeableness were elevated while Negative Emotionality was low, replicating the occupational personality profile found in Western samples. Teaching-specific social-emotional and instructional characteristics mapped onto this Big Five structure but formed a distinct sixth factor, with personality accounting for only about 27% of their variance, leaving substantial teaching-relevant individual differences unexplained by broad traits alone.

A 2026 South African study (n=118) found work engagement positively linked to all Big Five traits except neuroticism, which correlated negatively. Extraversion and conscientiousness were the strongest predictors. Basic psychological need satisfaction (especially "joyful connection") explained additional engagement variance beyond personality traits alone. Research purpose: This study investigated the associations among work engagement, personality traits, and basic psychological needs from an organisational neuroscience perspective. Motivation for the study: Few studies have explore...

When people feel more satisfied at work, they gradually become more conscientious and emotionally stable, and those personality shifts in turn make them even more satisfied, creating a self-reinforcing cycle. Two large studies confirmed this goes both ways, with effects building and then fading over time rather than operating steadily. This suggests workplaces aren't just where personality shows up, they're where it develops. Organizations that invest in employee satisfaction may be inadvertently cultivating more reliable, emotionally resilient workers, while employees should recognize that their job choices can fundamentally reshape who they are over time.

Using cluster analysis with 426 Polish participants, Kotus identified three Big Five personality profiles predicting pet attachment. Cluster 1 (high extraversion, openness, emotional stability) showed lower attachment. Clusters 2 (high neuroticism, low extraversion/openness) and 3 (low openness, high conscientiousness, need for predictability) both showed stronger attachment, with animals serving compensatory social functions: particularly as human-relationship substitutes for Cluster 2 and stress-regulating companions for Cluster 3.

This multimodal AI system predicts Big Five personality traits from text, speech, and facial expressions using the myPersonality dataset (86,220 participants). GPT-3 achieved 89.1% accuracy, with Openness (91%) and Extraversion (90%) most reliably classified. Agreeableness proved hardest to detect via speech, while lexical features dominated trait prediction overall, outperforming audio and visual cues.

A 2026 multilevel meta-analysis (k=34 studies) found agreeableness, conscientiousness, extraversion, and openness positively associated with healthy eating and fruit/vegetable consumption; neuroticism was negatively associated. Agreeableness and conscientiousness also predicted lower sodium intake. Effect sizes were small but reliable, with openness-diet associations stronger in samples over age 30.

This study developed an efficient AI system for predicting Big Five personality traits from long-form life narrative interviews (the kind of detailed life stories people tell about key events and relationships). Rather than relying on questionnaires, which can be biased, the model reads how people naturally describe their lives. It accurately detected trait-relevant language: Openness in creativity and adventure, Neuroticism in health struggles and regret, Agreeableness in warmth and mentorship, suggesting personality leaves consistent, readable fingerprints in the stories we tell about ourselves.

Using a cross-sectional sample of 3+ million participants across 68 countries, this study examined how age moderates gender differences in Big Five personality traits. Women scored higher than men on Neuroticism, Extraversion, Agreeableness, and Conscientiousness; men scored higher on Openness. The gender gap widened with age for all traits except Neuroticism, which narrowed. Cultural factors (particularly individualism, education, and later marriage ages) explained cross-national variation in these age-moderated gender differences.

A theoretical analysis argues the human Big Five personality model is inappropriate for describing great ape personality, as structural overlap between human and ape trait dimensions is below 50% for chimpanzees and as low as 25% for other great apes. The author proposes studying simpler, cross-species facets (like sociability, curiosity, and fearfulness) instead.

Among 127 creative adolescents and adults, hierarchical regression found that openness to experience and conscientiousness were the strongest Big Five predictors of creative self-beliefs, with openness showing the largest effect (β = 0.46). Extraversion also predicted creative self-beliefs once age was controlled. Self-compassion correlated positively with creative self-beliefs but lost predictive significance once personality traits (particularly neuroticism) were included, indicating substantial shared variance.

This study proposes a Character Model of Scientists (CMS) comprising four dimensions: personality traits, cognitive preferences, values, and habitual behaviors, each containing four elements drawn from a literature review of 24 studies. Big Five connections are explicit: scientists score higher in openness, with conscientiousness and agreeableness (cooperation) also represented. The model links to established Big Five theory, noting personality dimensions are harder to develop through training than values or behaviors.

Using a 2022 survey of 1,306 U.S. federal bureaucrats, this study examines how Big Five personality traits shape perceptions of agency politicization. Neuroticism is the standout finding: more neurotic employees are significantly more sensitive to formal politicization, perceiving greater appointee influence. Conscientiousness shows weaker, mixed effects; Openness, Extraversion, and Agreeableness show no consistent moderating role.

Using latent profile analysis across 3,600+ men from 103 countries, this study challenges the prototype of the extraverted, confrontational ally. "Well-Adjusted" men (high on all Big Five traits, low neuroticism) rated both committed and relationship-building allyship strategies as best-fitting. Character strengths (especially bravery, kindness, and social intelligence) explained additional variance beyond Big Five traits, suggesting allyship training should leverage diverse personalities and strengths.

Using PLS-SEM with 530 Chinese participants, this study models how Big Five traits shape adoption of AI-powered financial robo-advisors via perceived intelligence and anthropomorphism. Conscientiousness, extraversion, and agreeableness positively influenced both AI perceptions and adoption directly; neuroticism negatively affected perceptions, impacting adoption indirectly through anthropomorphism. Surprisingly, openness had no significant effect, suggesting financial decision-making contexts prioritize reliability over novelty-seeking tendencies.

This cross-sectional study of 291 Chinese dental students examined how Big Five traits relate to empathy, with resilience as a mediator. Extraversion, agreeableness, conscientiousness, and openness positively predicted empathic concern and perspective-taking, while neuroticism was associated with personal distress. Resilience fully mediated links between empathy and agreeableness, conscientiousness, and openness, and partially mediated its relationships with extraversion and neuroticism, suggesting resilience-building as a lever for empathy training.

A 2026 French longitudinal study (n=94, 10 weeks) tracked how exercise becomes more "second nature" (requiring less conscious effort and willpower) over time. More conscientious people developed automatic exercise habits faster; higher neuroticism made it harder to feel in control early on. Practically, building consistent routines matters more than choosing a specific activity type.

Using Big Five personality traits and Latent Profile Analysis, this study segments South Korean robotic café customers into two profiles: "Mindful Consumers" (higher neuroticism, lower openness) and "Future-Forward Consumers" (higher openness, extraversion, agreeableness). The latter reported stronger emotional engagement and word-of-mouth intentions, especially in fully automated settings. The study demonstrates how trait configurations can predict real-world consumer behavior and inform differentiated service design strategies.

This CHI 2026 paper tests whether Big Five (OCEAN) traits can be embedded in AI coding agents. Researchers created three profiles (a no-personality Baseline, a Cautious Guardian (thorough, risk-focused), and a Decision Builder (confident, exploratory)) and had 14 developers use all three on refactoring tasks. Personalities were reliably detectable without hurting task completion, but preferences diverged sharply, suggesting adaptive personality customization may outperform any single universal style.

This correlational study of 80 Filipino public school employees examined how Big Five traits relate to workplace relationship quality. Employees scored high on agreeableness, openness, conscientiousness, and extraversion, with moderate neuroticism. All four high-scoring traits positively and significantly correlated with communication, trust, job performance, and perceived leadership style. Neuroticism showed no significant relationship with any of these factors, suggesting it is a poor predictor of workplace relationship quality.