Factor 4 Introduced - Revision history

Flc: /* Factor 4 Labeled With a Number */

2026-02-22T17:43:13Z

Factor 4 Labeled With a Number

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	=Factor 4 Labeled With a Number=		=Factor 4 Labeled With a Number=
	As with the three other factors, Factor 4 measures drives, behavior, and motivation with opposite meanings. Look at the extremes of Factor 1: on the low end, it means being ~~submissive,~~ and on the high end, being ~~belligerent~~.		As with the three other factors, Factor 4 measures drives, behavior, and motivation with opposite meanings. Look at the extremes of Factor 4: on the low end, it means being free-wheeling; and on the high end, being inflexible.

	Giving a neutral label like "4" and learning its meaning and use along the continuum has proven more effective than speaking only about the meaning of one side of the continuum with a label that’s already biased by idiosyncratic connotations, as traits do, while ignoring or being vague about the other side of the spectrum.		Giving a neutral label like "4" and learning its meaning and use along the continuum has proven more effective than speaking only about the meaning of one side of the continuum with a label that’s already biased by idiosyncratic connotations, as traits do, while ignoring or being vague about the other side of the spectrum.

Flc: /* Factor 4 Labeled With a Number */

2026-02-22T17:40:21Z

Factor 4 Labeled With a Number

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	=Factor 4 Labeled With a Number=		=Factor 4 Labeled With a Number=
	As with the three other factors, Factor 4 measures drives, behavior, and motivation with opposite meanings. Look at the extremes of Factor 4: on the low end, it means being ~~free-wheeling;~~ and on the high end, being ~~inflexible~~.		As with the three other factors, Factor 4 measures drives, behavior, and motivation with opposite meanings. Look at the extremes of Factor 1: on the low end, it means being submissive, and on the high end, being belligerent.
	Giving a neutral label like "4" and learning ~~the~~ meaning and use ~~of it~~ along the continuum ~~proves to be~~ more ~~efficient~~ than speaking about the meaning of ~~what it is on~~ one side of the continuum ~~only~~, ~~which is what~~ traits do, ~~but~~ ignoring or being vague about the other side of the spectrum.
			Giving a neutral label like "4" and learning its meaning and use along the continuum has proven more effective than speaking only about the meaning of one side of the continuum with a label that’s already biased by idiosyncratic connotations, as traits do, while ignoring or being vague about the other side of the spectrum.

			Once learned, speaking about Factor 4 as low or high at different intensity levels facilitates its use at the individual, job, and organizational levels for comparisons and better-quality deductions. It also facilitates comparisons between factors, an aspect that adds critical nuance to the behaviors inferred from the profiles.

	=Factor 4 Low=		=Factor 4 Low=

Flc: /* Introduction */

2026-02-21T22:55:26Z

Introduction

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	[[File:Factor_4_Visual.png\|right\|350px]]		[[File:Factor_4_Visual.png\|right\|350px]]
	It's important to understand that the factors are measured along a continuous scale, from one extreme to the other. The position on ~~this~~ scale reflects how intense a factor is. The four factors are arranged vertically and connected by lines, as shown on the right. This profile helps explain how the factors interact. These features make the factor model distinct from type- or trait-based models by accurately depicting behaviors, as well as the thoughts, emotions, and growth that accompany them. Once measured and displayed in the adaptive profile, the factors also show how a person adapts and engages in different contexts.		It's important to understand that the factors are measured along a continuous scale, from one extreme to the other. Using “Low” and “high” is only a language convention for positioning the factor. There is no judgment of being right or wrong attached to being low or high on the scale. In fact, all positions offer something different and potentially positive for the person and their environment.

			The position on the scale reflects how intense a factor is. The four factors are arranged vertically and connected by lines, as shown on the right. This profile helps explain how the factors interact. These features make the factor model distinct from type- or trait-based models by accurately depicting behaviors, as well as the thoughts, emotions, and growth that accompany them. Once measured and displayed in the adaptive profile, the factors also show how a person adapts and engages in different contexts.

	=Factor 4’s Intensity=		=Factor 4’s Intensity=

Flc: /* Factor 4 in Personality Research */

2026-02-21T22:35:19Z

Factor 4 in Personality Research

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	</ref>, as well as extravagant and frivolous<ref>Goldberg L. R. (1992). The Development of Markers for the Big-Five Factor Structure. Psychological Assesment. Vol. 4, No. 1, p. 26-42.</ref>. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized<ref>De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačić, B., Church, A. T. (2014). Towards a Pan-cultural Personality Structure: Input from 11 psychological Studies. European Journal of Personality, 28, 497-510.</ref>.		</ref>, as well as extravagant and frivolous<ref>Goldberg L. R. (1992). The Development of Markers for the Big-Five Factor Structure. Psychological Assesment. Vol. 4, No. 1, p. 26-42.</ref>. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized<ref>De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačić, B., Church, A. T. (2014). Towards a Pan-cultural Personality Structure: Input from 11 psychological Studies. European Journal of Personality, 28, 497-510.</ref>.

	A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious<ref>Ibid, De Raad B., Hendricks A. A. J., Hofstee W. K. B. (1992).</ref>. Other facets or adjectives include dutifulness, self-discipline, and order<ref> Ibid; McCrae R. R., Costa P. T. (1997):</ref>, as well as conscientious, organized, cautious, and responsible<ref>Ibid, Goldberg L. R. (1992).</ref>. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly<ref>Ibid, De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačićwhich, B., Church, A. T. (2014).<ref>.		A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious<ref>Ibid, De Raad B., Hendricks A. A. J., Hofstee W. K. B. (1992).</ref>. Other facets or adjectives include dutifulness, self-discipline, and order<ref> Ibid; McCrae R. R., Costa P. T. (1997):</ref>, as well as conscientious, organized, cautious, and responsible<ref>Ibid, Goldberg L. R. (1992).</ref>. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly<ref>Ibid, De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačićwhich, B., Church, A. T. (2014).</ref>.

	=Notes=		=Notes=

Flc: /* Factor 4 at an Organizational Level */

2026-02-21T20:44:11Z

Factor 4 at an Organizational Level

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	Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing<ref>Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2006). Competing Values Leadership. Creating Value in Organizations. Northampton, MA: Edward Elgar Publishing.</ref>.		Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing<ref>Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2006). Competing Values Leadership. Creating Value in Organizations. Northampton, MA: Edward Elgar Publishing.</ref>.

	Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the ~~later~~, the person’s adaptive profile will be needed.		Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the latter, the person’s adaptive profile will be needed.

	=Adapting Factor 4=		=Adapting Factor 4=

Flc: /* Factor 4 at an Organizational Level */

2026-02-21T20:41:14Z

Factor 4 at an Organizational Level

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	Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing<ref>Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2006). Competing Values Leadership. Creating Value in Organizations. Northampton, MA: Edward Elgar Publishing.</ref>.		Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing<ref>Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2006). Competing Values Leadership. Creating Value in Organizations. Northampton, MA: Edward Elgar Publishing.</ref>.

	Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the ~~latest~~, the person’s adaptive profile will be needed.		Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the later, the person’s adaptive profile will be needed.

	=Adapting Factor 4=		=Adapting Factor 4=

Flc: /* Factor 4 in Personality Research */

2026-02-21T20:40:35Z

Factor 4 in Personality Research

← Older revision		Revision as of 20:40, 21 February 2026
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	</ref>, as well as extravagant and frivolous<ref>Goldberg L. R. (1992). The Development of Markers for the Big-Five Factor Structure. Psychological Assesment. Vol. 4, No. 1, p. 26-42.</ref>. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized<ref>De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačić, B., Church, A. T. (2014). Towards a Pan-cultural Personality Structure: Input from 11 psychological Studies. European Journal of Personality, 28, 497-510.</ref>.		</ref>, as well as extravagant and frivolous<ref>Goldberg L. R. (1992). The Development of Markers for the Big-Five Factor Structure. Psychological Assesment. Vol. 4, No. 1, p. 26-42.</ref>. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized<ref>De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačić, B., Church, A. T. (2014). Towards a Pan-cultural Personality Structure: Input from 11 psychological Studies. European Journal of Personality, 28, 497-510.</ref>.

	A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious. Other facets or adjectives include dutifulness, self-discipline, and order, as well as conscientious, organized, cautious, and responsible. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly.		A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious<ref>Ibid, De Raad B., Hendricks A. A. J., Hofstee W. K. B. (1992).</ref>. Other facets or adjectives include dutifulness, self-discipline, and order<ref> Ibid; McCrae R. R., Costa P. T. (1997):</ref>, as well as conscientious, organized, cautious, and responsible<ref>Ibid, Goldberg L. R. (1992).</ref>. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly<ref>Ibid, De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačićwhich, B., Church, A. T. (2014).<ref>.

	=Notes=		=Notes=

Flc: /* Factor 4 in Personality Research */

2026-02-21T20:37:45Z

Factor 4 in Personality Research

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	=Factor 4 in Personality Research=		=Factor 4 in Personality Research=
	In the Big Five approach to personality, low ~~4s emerge~~ at the low end of the Order dimension, with markers such as indolent, nonchalant, or lax. Other facets or adjectives include impulsiveness, as well as extravagant and frivolous. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized.		In the Big Five approach to personality, low 4 emerges at the low end of the Order dimension, with markers such as indolent, nonchalant, or lax<ref>De Raad B., Hendricks A. A. J., Hofstee W. K. B. (1992). Towards a refined structure of personnality traits. European Journal of Personnality, Vol. 6, p. 301-319.<br/>In this article De Raad and Hendricks suggest that the label “Order” better characterizes the Big Five “Conscienciousness” dimension, the term used in this section.</ref>. Other facets or adjectives include impulsiveness<ref>McCrae R. R., Costa P. T. (1997). Personality trait structure as a human universal. American Psychologist, 52, p. 509-516.
			</ref>, as well as extravagant and frivolous<ref>Goldberg L. R. (1992). The Development of Markers for the Big-Five Factor Structure. Psychological Assesment. Vol. 4, No. 1, p. 26-42.</ref>. In the Big Four approach, it is present in the Order dimension with adjectives such as unsystematic, inconsequent, or disorganized<ref>De Raad, B., Barelds, D. P. H., Timmerman, M. E., de Roover, K., Mlačić, B., Church, A. T. (2014). Towards a Pan-cultural Personality Structure: Input from 11 psychological Studies. European Journal of Personality, 28, 497-510.</ref>.

	A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious. Other facets or adjectives include dutifulness, self-discipline, and order, as well as conscientious, organized, cautious, and responsible. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly.		A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious. Other facets or adjectives include dutifulness, self-discipline, and order, as well as conscientious, organized, cautious, and responsible. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly.

Flc: /* Factor 4 in Personality Research */

2026-02-21T20:34:28Z

Factor 4 in Personality Research

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	A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious. Other facets or adjectives include dutifulness, self-discipline, and order, as well as conscientious, organized, cautious, and responsible. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly.		A high level of factor 4 is present in the high end of the Conscientiousness dimension of the Big Five approach to personality, with adjectives such as careful, meticulous, precise, or industrious. Other facets or adjectives include dutifulness, self-discipline, and order, as well as conscientious, organized, cautious, and responsible. In the Big Four, it falls under the other end of the Order dimension, characterized by adjectives such as consistent, careful, disciplined, thorough, or orderly.

			=Notes=

			[[Category:Articles]]
			[[Category:Assessment]]

Flc: /* Factor 4 at an Organizational Level */

2026-02-21T20:34:02Z

Factor 4 at an Organizational Level

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	Since an organization’s dynamics are typically explained in a flat two-dimensional 2x2 matrix, which is the easiest to understand and use, rather than a too-abstract four-dimensional space, only the high side of Factor 4 is used in this representation. The grid includes all possible combinations of the four factors, totaling 24, which helps regroup all of an organization’s individual profiles. The high 4-quadrant on the lower-left, which regroups profiles with a factor 4 higher than all other factors, is called Group 4. All other aspects of the low 4 will appear at varying degrees of intensity in the three other quadrants, as shown in the illustration on the right.		Since an organization’s dynamics are typically explained in a flat two-dimensional 2x2 matrix, which is the easiest to understand and use, rather than a too-abstract four-dimensional space, only the high side of Factor 4 is used in this representation. The grid includes all possible combinations of the four factors, totaling 24, which helps regroup all of an organization’s individual profiles. The high 4-quadrant on the lower-left, which regroups profiles with a factor 4 higher than all other factors, is called Group 4. All other aspects of the low 4 will appear at varying degrees of intensity in the three other quadrants, as shown in the illustration on the right.

	Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing.		Typical organizations in Group 4 are public and private administrations, whose main characteristics include streamlining processes, operating efficiently through continuous improvement, and relying on the organization's leadership and market position, as well as vertical information flow, hierarchical levels, and cross-functional information sharing<ref>Cameron, K. S., Quinn, R. E., DeGraff, J., Thakor, A. V. (2006). Competing Values Leadership. Creating Value in Organizations. Northampton, MA: Edward Elgar Publishing.</ref>.

	Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the latest, the person’s adaptive profile will be needed.		Please note that this typological representation is effective for analyzing an organization’s dynamics. But it is invalid for understanding a person’s natural ways of acting, adapting, engaging, and growing in context. For the latest, the person’s adaptive profile will be needed.