OCEAN as a Career Test
Version 1 - January 16, 2002 Darrell Butler
The OCEAN, also called the Big 5, is a well-respected test of personality. It has 5 major dimensions and six subscales of each, for a total of 30 subscales. Research suggests that many of these scales are relevant to career satisfaction and success. The version of the OCEAN used for this class is taken from Janda (1999), “Career Tests.” The author indicates that this test is taken from the psychology literature and is not identical to versions that one can purchase. However, Janda argues that the results are very similar. The norms provided below are those provided by Janda. I recommend you take the tests before you read much of this paper and attempt to interpret your scores. The interpretations provided below are taken from a number of sources, included Janda (1999). The interpretations below are an attempt to summarize research on the relation between scores on this test and jobs/careers. Research in this area is active and I am still learning about this area, so this document will be evolving. Please read with some skepticism because this is a first draft and there may be errors, including errors of omission. I would be interested in your hypotheses and ideas. In addition to the interpretations I have provided, you may find some of these descriptors of your personality helpful in matching yourself to careers to read about.
Openness to Experience (and 6 subscales)
Scales Imagination Artistic Interests Emotionality Adventurousness Intellect Liberalism Openness Low Up to 24 Up to 31 Up to 25 Up to 24 Up to 25 Up to 12 Up to 124 Medium 25 - 35 32 - 40 26 - 36 25 - 33 26 - 36 13 - 25 125 - 207 High 36 & up 41 & up 37 & up 34 & up 37 & up 26 & up 208 & up Your Score
Imagination People high in Imagination find it easy to get lost in their thoughts. This quality is closely related to creativity, and high scorers are the ones who are likely to
make important contributions to art, literature, and technological innovation. Low scorers may be better at getting the nitty-gritty work done, but it is the high scorers that are likely to come up with the new ideas that make this nitty-gritty work easier or more productive. Artistic People who receive high scores on Artistic Interests will enjoy occupations that allow them to express these interests. Musicians, artists, and actors are obviously high scorers, but many other careers, such as commercial artists, graphic designers, and teachers also have opportunities to express their artistic side. Emotionality People who score highly on Emotionality tend to experience and express their emotions more intensely than most people. There is virtually no research to suggest that this is either a positive or negative predictor of success in any occupation, but it may concern resistance to stress. Some researchers believe that people who experience intense emotions have strong reactions to stressful working environments and, consequently, would be less effective under such circumstances. Adventurousness Adventurousness characterizes people who like new and different things. If you received a high score on this subscale, obviously you should avoid occupations that involve highly repetitive duties. Intellect refers to intelligence. People who receive high scores on the Intellect subscale place a high value on the intellectual aspects of life. They should work in an occupation that presents themselves with cognitive challenges. Liberalism refers to political position. People high in Liberalism occupy the left side of the political spectrum, and low scorers can be found on the right side of the political spectrum. Some areas of psychology are associated with more liberalism.
Conscientiousness Scale (and 6 subscales)
Scale Self-efficacy Orderliness Dutifulness Achievement-Striving Self-discipline Cautiousness Conscientiousness Low Up to 24 Up to 31 Up to 25 Up to 24 Up to 25 Up to 12 Medium 25 - 35 32 - 40 26 - 36 25 - 36 26 - 36 13 - 25 High 36 & up 41 & up 37 & up 37 & up 37 & up 26 & up 208 & up Your Score
Up to 124 125 - 207
In most cases, employers are eager to hire applicants with high scores on consciousness. Furthermore, most people want to work with managers and administrators who are high in conscientiousness. Self-efficacy. People who score high on self-efficacy take pride in their work. They can be trusted to do a good job even if they receive minimal supervision, because their motivation comes from within. In contrast, low scorers must be closely supervised if they are to perform their duties in a competent fashion, since they derive little satisfaction from a job well done. They tend to see their jobs as an onerous duty, and their goal is to expend as little effort as possible and still keep their positions. Orderliness. A high score on orderliness would be desirable for many positions, e.g., administrative assistants, because such positions require organization. Dutifulness is related to a category of behaviors called job delinquency, which includes employee theft, substance abuse on the job, absenteeism, and arguments with and even assaults on coworkers and supervisors. Many employers try to avoid applicants who score below the mean on dutifulness. Achievement-Striving. High scorers on achievement-striving derive satisfaction from doing their jobs well, but they also work hard and diligently because they have an eye on that possible promotion. If you are high in this, you should look for careers than have many opportunities for advancement and promotion. Self-Discipline. People getting high scores on self-discipline have the ability to plod ahead and make steady progress, even when they are faced with an unpleasant task or when their motivation is at a low ebb. Cautiousness. Those who receive high scores on the cautiousness subscale are not impulsive. They may take risks, but they carefully consider all the options before making decisions related to work or profession.
Extroversion Scale (and 6 subscales)
Scale Friendliness Gregariousness Cheerfulness Assertiveness Low Up to 27 Up to 18 Up to 26 Up to 23 Medium 28-37 19-29 27-35 24-32 High 38 & up 30 & up 36 & up 33 & up Your Score
Activity Level Excitement Seeking Extraversion
Up to 21 Up to 18 Up to 138
22-30 19-29 139-191
31 & up 30 & up 192 & up
Extraversion does appear to be important in people's happiness and effectiveness in some positions. Friendliness, Gregariousness, and cheerfulness are strongly related to success in the service industry and in sales. High scores suggest compatibility with jobs that require a person to make soliciting phone calls or to interact with new people regularly. Low scores suggest incompatibility. Assertiveness is the socially appropriate expression of one’s thoughts and feelings. Assertive people are able to get stand up for themselves and get their point of view across. Assertive people are not obnoxious or overbearing. Many employers prefer employees with relatively high scores in assertiveness. Assertiveness is important in most careers in psychology. If you did score low, and you are concerned about the low score, you can participating in assertiveness workshops and learn assertiveness skills. Activity Level refers to the extent to which people are doers. People with high scores in activity level are more successful than their low-scoring peers because they make more of an effort. High scorers are more likely to finish graduate school and continue to learn on the job. Low scorers may simply need to spend more time developing plans that get them more motivated, energized, or excited. Excitement Seeking subscale can be strength in some jobs, but not others. People high in excitement seeking are not afraid of trying new things or taking a calculated risk. However, in some positions they are likely to get into trouble as a result of their craving for novel, exciting experiences.
Agreeable Scale (and 6 subscales)
Scale Trust Morality Altruism Cooperation Low Up to 28 Up to 28 Up to 31 Up to 28 Medium 29-37 29-37 32-60 29-37 High 38 & up 38 & up 41 & up 38 & up Your Score
Modesty Sympathy Agreeable
Up to 20 Up to 25 Up to 161
21-31 26-34 162-220
32 & up 35 & up 221 & up
There is no absolute relationship between any of these test scores and job proficiency. That is to say, people with either high or low scores can have successful performance on their jobs. It depends on personal situations. However, there is some data indicating that agreeableness is negatively associated with desire for achievement. Thus very high scores in agreeableness are not often found in supervisors, leaders, and managers. Trust refers the ability to rely on others. People who score high on this dimension tend to believe the best about people. They assume that most people are honest, decent, and trustworthy. They will continue to hold these beliefs unless they are presented with compelling evidence to the contrary. Low scorers assume that people cannot be counted on to say what they mean and that one should always be concerned with possible hidden motives a colleague might harbor. Hypothesis: If you have high scores, you may wish to avoid positions working with criminals. Morality refers to one's sense of right and wrong. Those high in morality live by rules defining right and wrong and pride themselves on treating other people fairly. Low scorers are more cynical and manipulative. They evaluate relationships in terms of what they can get from them. Low scores believe that rules are meant to be bent, if not broken. Hypothesis: High scores are important for those working in human services areas. Altruism refers to the desire to help other people. High scorers feel good when they make other people feel good. Low scorers, on the other hand, can be nice, but only when they have an ulterior motive. For them, helping others is a waste of time, unless they can expect to get something in return. Hypothesis: High scores are important for those working in human services areas. Cooperation refers to one’s style in working with others. High scores on the cooperation subscale want to avoid being seen as promoting themselves. They live by the cliché that the best way to get along is to go along. They tend to be forgiving people and at times carry this to the point where others view them as doormats. Low scorers are competitive. They do not avoid confrontations; they usually enjoy them, since they provide the opportunity to demonstrate superiority. Modesty refers to one's estimate of their abilities. Those high in modesty do not think of themselves as having any particular skills or expertise, and even if they did, they would be reluctant to let others know about it. On the other hand, immodest people tent to let everyone know how wonderful, competent, and versatile they are. They don't evade the issue of talking about their skills and knowledge.
Sympathy refers to the ability to perceive others' feelings. People with high scores on sympathy can perceive others' suffering. They have concern for other people's unfortunate experience and translate this concern into action. Compared with them, low scorers are likely to associate unfortunate persons' status with their weakness or shortcomings.
Neuroticism Scale (and 6 subscales)
Scale Anxiety Anger Depression Self-consciousness Immoderation Vulnerability Neuroticism Low Up to 15 Up to 13 Up to 13 Up to 16 Up to 17 Up to 12 Up to 88 Medium 16-26 14-24 14-23 17-27 18-28 13-21 89-153 High 27 & up 25 & up 24 & up 28 & up 29 & up 22 & up 154 & up Your Score
Neuroticism may not be the best name for this scale - Emotional Character might be a better name. Regardless of the name, it does appear to be relevant to some kinds of jobs and careers. Anxiety, Anger, and Depression can be interpreted straightforwardly. High scores mean that you are above average in your levels of anxiety, anger, and depression. The higher your scores, the more easily you may feel anxious, angry, or depressed in your job. High anger scores are associated with problems at work - friction with other workers and property destruction. If your scores are high in any of these scales, experts recommend that consider jobs that minimize opportunities for you to get in trouble (e.g., work at home as much as possible). Self-consciousness refers to social anxiety. Those with high scores tend to be unassertive in social situations, especially around people they do not know well, and they are likely to be easily intimidated. If your scores are high, experts recommend that avoid jobs that emphasize social contact (such as sales, complaints departments, or counseling). Immoderation scores refer to impulse control. People who score high on the immoderation subscale tend to have poor impulse control. They are also more likely than low scorers to have problems with alcohol or drug abuse. It is not clear how this scale is related to career choices.
Vulnerability scores refer to resistance to stress. People who score high on the Vulnerability subscale are those who are likely to become flustered and find it difficult to perform their jobs under stressful circumstances. In other words, they may not perform well in difficult circumstances. It is difficult to identify jobs with extremely low stress, but if your scores are high, you should either try to find such a career.
References Janda, L. (1999). Career Tests. Holbrook, MA: Adams Media Corp.