These two subsets of motivation lead to sales performance, although the data imply that status striving leads to performance and accomplishment striving leads to performance only indirectly via a relation between accomplishment striving and status striving (Barrick, Stewart, & Piotrowski, 2002). Motivation in the WorkplaceStudies of sales representatives have defined two aspects of motivation-status striving and accomplishment striving-and they are correlated with extraversion and conscientiousness, respectively. Research in this field has yielded correlations between the five-factor model and aspects of job performance such as motivation, deviation, job satisfaction, and teamwork. This is a review of the relation between the five-factor model of personality and performance in the workplace. Individuals who score high on conscientiousness tend to perform well at work, whereas individuals lacking conscientiousness and having neuroticism tend to perform poorly at work. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Conscientiousness and agreeableness appear to be positively correlated with productivity in a team environment among peers and are more likely to aid in being selected for a job. Motivation, deviation, absences, and job satisfaction are related to the five factors. This paper investigates the correlation and validity of the five-factor model with job performance and other job-related activities. Neubert Rochester Institute of Technology The Five-Factor Model of Personality in the Workplace

Five factor theory of personality