Yossi Borenstein (VisualDNA), Alberto Moraglio, editors; Theory and Principled Methods for the Design of Metaheuristics; Springer; 2013-12-19 (2014), 2016-08-23; Springer:9783642332050, ASIN:3662519550: Kindle: no, paper: $110+SHT.
Renaud Lambiotte, Michal Kosinski; Tracking the Digital Footprints of Personality; In Proceedings of the IEEE, Volume 102, Number 12; 2014-12; 5 pages; pdf (timeout? aclwalled?)
Teaser: This paper reviews literature showing how pervasive records of digital footprints can be used to infer personality.
A growing portion of offline and online human activities leave digital footprints in electronic databases. Resulting big social data offers unprecedented insights into population-wide patterns and detailed characteristics of the individuals. The goal of this paper is to review the literature showing how pervasive records of digital footprints, such as Facebook profile, or mobile device logs, can be used to infer personality, a major psychological framework describing differences in individual behavior. We briefly introduce personality and present a range of works focusing on predicting it from digital footprints and conclude with a discussion of the implications of these results in terms of privacy, data ownership, and opportunities for future research in computational social science.
This 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 profiency, training profiency and personnell data for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicate 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). 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 (p < 0.10). 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.
Big Five Personality Traits
Emotional Stability (Neuroticism)
Conscientiousness (Conformity, Dependability)
Openness to Experience (Intellect, Intellectence sic, Culture)