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In a groundbreaking study, scientists at the University of Mannheim have found a significant link between AI-extracted Big Five personality traits and occupational outcomes across various professions. The research, titled "AI Personality Extraction from Faces: Labor Market Implications," analysed the personality traits of 96,000 MBA graduates using artificial intelligence (AI) to extract Big Five personality traits from facial images.
The study, led by Claudia Rossetti, first author of the research, reveals that professions are chosen not just based on skills or interests, but also on the compatibility of an individual's personality structure with the typical profile of the profession. The five central personality traits - openness, conscientiousness, extraversion, agreeableness, and emotional stability - were found to be more similar within occupational groups than between them.
As individuals work in a profession for a longer period, their personality traits are observed to converge with those of their colleagues over time. However, the study does not discuss the potential impact of personality differences on job satisfaction or performance.
Moreover, the study suggests that personality differences often lead to a change of profession. Yet, it does not provide data on the likelihood or frequency of such profession changes due to personality differences. The research also does not specify the exact nature of the complex interplay between personality and profession.
The AI-derived personality measures were found to predict important labor market variables such as school ranking, compensation, job seniority, industry choice, job transitions, and career advancement. The approach, unlike traditional personality surveys, is scalable and can be applied to large datasets, offering novel ways to study the relationship between personality traits and occupational groups at scale.
The study also noted modest correlations between AI-extracted personality traits and cognitive measures like GPA, suggesting that personality constitutes an independent component affecting occupational outcomes. However, the approach raises ethical concerns related to privacy and discrimination in labor market screening.
The University of Mannheim's research underscores the institution's active role in exploring personality's influence in occupational and labor market contexts. The team led by Sabine Sonnentag has been involved in related research on incorporating personality traits into work psychology and organizational communication.
In summary, the University of Mannheim's study demonstrates a significant link between AI-extracted Big Five personality traits and occupational outcomes across varied groups, highlighting personality as a crucial factor in labor market success and occupational sorting.
The study's findings imply that education and self-development strategies should consider the role of personality traits in career development, as they have a significant impact on occupational choices and outcomes. Interestingly, the research suggests that personality differences can lead to changes in professions and are predictors of important labor market variables like job seniority, industry choice, and career advancement.
