When Does Personality Composition Matter for Multi-Agent LLM Teams?
Authors: Aryan Keluskar, Amrita Bhattacharjee, Huan Liu
Organizations: School of Computing & AI Arizona State University Tempe, AZ 85281, USA
Abstract
Personality prompting shapes how large language models communicate, yet whether these behavioral shifts affect objective task outcomes remains under-explored. Prior work shows that agents prompted with low agreeableness produce adversarial language, while those prompted with high agreeableness become cooperative, but the relationship between communication style and task performance has not been systematically examined across multiple domains. In this work, we investigate whether personality composition matters for multi-agent team performance by manipulating personality traits across frontier LLMs on three task domains: structured coding, open-ended research collaboration, and competitive bargaining. We find that personality effects depend critically on task structure. In coding tasks, low agreeableness leads to large communication shifts that have little effect on milestone completion. In open-ended collaboration and bargaining, the same manipulation substantially degrades performance. We discuss implications for multi-agent system design and the limits of personality manipulation.
LLM-based agents increasingly operate in multi-agent ecosystems where a coordinating agent chooses which other agents to work with, and agents are increasingly given personalities through persona prompts. However, whether personality itself influences this endogenous partner choice has not been sufficiently examined: prior work on personality in multi-agent teams has typically fixed team composition exogenously. We present a controlled selection paradigm in which a host agent chooses among six candidate agents that differ only in their Big Five personality descriptions, with capability explicitly equalized (375 trials across five task categories). We find that selection is strongly and systematically personality-dependent. Neutral hosts matched personalities to task types, choosing the open candidate for creative work and the conscientious candidate for most other categories, while the extraverted, agreeable, and balanced candidates were almost never chosen, despite human evidence that agreeableness is among the most performance-relevant traits for teams. Hosts that were themselves assigned personalities selected self-similar partners below chance and chose partners farther from themselves in trait space than random choice would produce. These results suggest that hosts read personality descriptions as signals of task fit rather than as grounds for similarity-based attraction: selection follows task stereotypes and favors complements, the opposite of human homophily. Our findings have direct implications for bias auditing in agent marketplaces and orchestration frameworks.
As Large Language Model (LLM) agents become more widespread, associated misalignment risks increase. While prior research has studied agents' ability to produce harmful outputs or follow malicious instructions, it remains unclear how likely agents are to spontaneously pursue unintended goals in realistic deployments. In this work, we approach misalignment as a conflict between the internal goals pursued by the model and the goals intended by its deployer. We introduce a misalignment propensity benchmark, \textsc{AgentMisalignment}, a benchmark suite designed to evaluate the propensity of LLM agents to misalign in realistic scenarios. Evaluations cover behaviours such as avoiding oversight, resisting shutdown, sandbagging, and power-seeking. Testing frontier models, we find that more capable agents tend to exhibit higher misalignment on average. We also systematically vary agent personalities through different system prompts and observe that persona characteristics can strongly and unpredictably influence misalignment, sometimes more than the choice of model itself. Our results reveal the limitations of current alignment methods for autonomous LLM agents and underscore the need to rethink misalignment in realistic deployment settings.
Multi-agent systems (MAS) built on large language models have shown growing promise, with their effectiveness resting on agents' ability to coordinate through text-based channels much as human teams do. Yet recent study suggests that MAS often falter not because agents lack individual task-solving ability, but because they lack collaborative competence: the capacity to establish common ground, maintain shared task understanding, balance individual and collective incentives, and repair misalignment as interaction unfolds. Decades of research in Computer-Supported Cooperative Work have characterized these requirements for human teams coordinating under constrained communication, yet existing MAS evaluations focus mainly on task outcomes or single-agent proficiency in reasoning, planning, and tool use. To enable a systematic analysis of agents' collaborative competence in MAS, we introduce CollabSim, a configurable simulation framework that combines a theory-grounded definition of collaborative capabilities, controlled manipulation of interaction conditions, and action-level probing of agents' internal states. Experiments across four LLMs show that CollabSim can capture condition effects, separate model performance patterns, and reveal task-dependent effects of agent design.