While much research has been devoted to the study of personality, the separate construct of “workplace personality” is beginning to gain empirical attention. The current study takes a closer look at the factor structure of the Workplace Personality Inventory, a measure used to describe workplace personality using sixteen different scales measuring traits associated with positive job performance. This study also uses correlation analyses to determine the relation between workplace personality, personality traits, and self-efficacy. Social Cognitive Career Theory (SCCT) emphasizes the unique and important contribution of self-efficacy to career development and exploration. The present study determines the relationship between personality as measured by the NEO-FFI and workplace personality as it is measured by the WPI. The present study also uses self-efficacy scores and indicators of the Big Five personality factors (as measured by the NEO-FFI) to predict workplace personality. Results show that despite some logical correlations between scales on the NEO-FFI and the WPI, the measures are not redundant, showing the WPI to assess aspects of personality that the NEO-FFI does not. Further, in support of SCCT, self-efficacy was shown to significantly correlate with workplace personality. Practical implications and limitations of the study are also discussed.

Personality prototypes have gained more attention as a unit of personality analysis in the past decade. However, relatively few studies have looked at the personality structure of ethnic minorities in general and Black/African Americans specifically using this method of analysis. The current study utilized a large sample (n = 951) of Black/African American undergraduates. The scale scores and relevant work behaviors of the Workplace Personality Inventory (WPI) were analyzed via k-means to develop a prototypic outline of the three personality prototypes (i.e., resilient, undercontrolled, and overcontrolled.) Further, research relating to high achieving Black/African American undergraduates is also sparse. Thus, this study analyzed the cumulative grade point averages (CGPA) of the participants by gender and cluster type. The results show the replicability of the sample into the three personality prototypes as well as the statistical significance of gender and CGPA. The practical implications and limitations of the current study are discussed.