His study investigated the relation of the Big Five personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness,

and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small ( < .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal. The overall conclusion of these studies is that the validity of personality as a predictor of job performance is low. Generally researchers agreed that there are five robust factors of personality which can serve as a meaningful taxonomy for classifying personality attribute. However ,this study is undertaken to study the relationship between five personality traits and job performance criteria based on job proficiency, training proficiency and personnel data for different occupations ,namely, professional, police, managers, sales, skilled/semi-skilled. After many unsuccessful attempts to characterise personality traits ultimately reseachers agreed on five dimensions. The five factors being: surgency , emotional stability, agreeableness, dependability and culture. However it was Norman who gave these factors labels i.e. a)Extraversion b)Emotional Stability c) Agreeableness d)Conscientiousness e) and Culture thats why they are known as Normans Big Five. However some researchers still have their reservations about the model and its relevance. Interpretations Traits associated with first dimension are sociable, gregarious, assertive etc. The second dimension i.e. emotional stability, has some common traits associated like being anxious, depressed, angry, worried and insecure. The third dimension is likeability. Its traits are courteous, flexible , trusting soft-hearted etc. the traits of fourth dimension i.e. conscientiousness are planful , dependability, organized. The last dimension ,openness to experience or culture. Traits associated are being imaginative, cultured, curious etc.

It was hypothesised that Conscientiousness and Emotional stability(when viewed from negative pole) will be valid predictors for all job performance criteria for all jobs. Other dimensions may be related to job performance but only for some occupation or some criteria. The results were analysed using three different methods 1. Analysis by criteria type 2. Analysis by occupational group 3. Analysis by subjective and objective type