Write a whole new post response from this comment: I think those characteristics of honesty, sincerity$,$ fairness, and modesty originally were gauged through the agreeableness factor however I like the deeper dive into those specific characteristics. Those traits are very important when you look at organizational behavior on a managerial level. A manager needs to be honest, fair, take their role seriously, and be able to remain calm when in the middle of an emergency $($as in healthcare$)$ or caught in between a dilemma $($involving two parties$).$ It appears in two different studies that low ranks can be indicative of negative behavior for a company, one that could be avoided if the evaluation is administered before onboarding and job offers. As management, I personally would not do or expect another to do something that is not appropriate for me$.$ It doesn't matter if I have that title because in the end, it is just that$-$ a title. "Manager" does not change one's personality, morals, and ethics.

$2.$ The studies that show the negativity, or correlation, of low$-$scoring individuals can be alarming when it comes to management. In the study by Profs Wiltshire, Lee, and Bourdage showed the relation of low scores to counterproductive behaviors along with experiencing increased stress levels and decreased job satisfaction. When a company is choosing its leadership, it wants people who can lead by example with not only their work ethics but also their personalities. A company doesn't want to create issues, especially if they can be avoidable. If a leader is counterproductive or shows high anxiety or poor motivation, then it will wear off on the employees. In society, it is known you become who you surround yourself with over time. In the other study, it is mentioned to show intent to commit premeditated$/$calculated vengeful acts. How much more criminalized could one become with that mentality and lack of mental stability? Again, when looking for leadership for employees to follow and grow or learn from, you certainly won't put a criminal in that role when thousands or millions of dollars are invested into your company. The overall summary is who you want as the face of your company.Why might it be important to consider the honesty$-$humility personality dimension in addition to the traditional Big five dimensions?

It might be important to consider the honest$-$humility personality dimension in addition to the traditional Big five dimensions for multiple reasons. One reason is because the honesty$-$humility personality dimension looks at traits such as sincerity$,$ fairness, and modesty as opposed to more negative traits inside of the traditional Big five dimensions. This can give employers a better understanding and different outlook on employees. Another reason it might be important to consider the honesty$-$humility personality dimension in addition to the traditional Big five dimensions is because of a study done by some professors at the University of Calgary and Western University. It suggests that employees that have a low ranking on the honesty$-$humility dimension are more likely to have impression management behaviors, counterproductive work behaviors, greater stress, and decreased job satisfaction. Another study also suggests that people with low levels of honesty$-$humility are more likely to have intentions of calculated and premediated vengeful acts.

$2.$ What are some possible implications of the research findings outlined above for managerial practice?

One possible implication of the research findings outline above for managerial practice could be for hiring and recruiting employees. Managers might want to look for candidates with high honesty$-$humility rankings. This could help ensure that the workers they are hiring will be good employees and work well with others. Another possible implication of the research findings outlined above for managerial practice could be for training and growth of employees. If a manager knows where an employee ranks on the honesty$-$humility dimension, they can know what type of training will work best and$/$or what might be needed for that specific employee.