Qu'est-ce que Big Five — OCEAN Model ?
Definition
The Big Five (or OCEAN model) is the most empirically robust personality framework in psychology, supported by decades of cross-cultural research. It measures five broad dimensions: Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (emotional stability). Unlike typological models (MBTI, DISC), it treats each dimension as a continuous spectrum rather than a category.
In practice
Among the five traits, Conscientiousness is the strongest cross-situational predictor of job performance across virtually all occupational roles. Emotional stability predicts performance under pressure. Extraversion predicts success in sales and management roles. Openness to experience predicts creativity and adaptability to change. In selection, Big Five assessments are typically used in combination with structured interviews and cognitive ability tests for a holistic picture. Well-validated instruments include the NEO-PI-R, the Hogan Personality Inventory, and various shorter derivatives. Administered and interpreted by trained occupational psychologists, Big Five assessments provide legally defensible, evidence-based insight into candidates' likely work behaviour.
Key takeaway
The Big Five is the personality scientist's tool of choice — if you use only one personality measure in selection, this is the one with the strongest predictive validity evidence.
Définitions connexes
Personality Assessment
Standardised psychological tool measuring individual traits, preferences and behavioural tendencies to inform professional development or selection decisions.
MBTI — Myers-Briggs Type Indicator
Personality typology model that classifies individuals into 16 types based on four preference dimensions (E/I, S/N, T/F, J/P).
Psychometrics
The science of measuring psychological attributes — abilities, personality, attitudes — through standardised, validated tests.
Assessment Centre
Standardised evaluation method combining multiple exercises (role plays, case studies, group exercises, psychometric tests) to assess candidates' competencies.