Research Findings

RESULTS AND RESEARCH FINDINGS

Since the pioneering works of Gordon Allport in 1920, there has been widespread interest in the field of personality psychology. Cattell drew on the initial list of about 4500 words drawn out by Allport and Odbert to describe personality traits, and eventually arrived at his list of 180 adjectives. After many years of research, Cattell developed the 16 Personality Factor Questionnaire, which we now know as 16PF. It is largely upon this list of 16 factors that many of the psychometric instruments in use today were designed and developed. Of course there were other sources of inspiration such as the clinical research works of Carl Jung, which led to the development of the Myers-Briggs Type Indicator. Another alternative approach was developed by Hans Eysenck who took a top down approach by breaking down the three main aspects of personality.

Sigma Solutions hopes to build upon the research over the last century in an effort to develop more comprehensive executive assessment systems that will not only leverage technology but also create a better match between the individual profiles and the corporate requirements. In particular, our in-house research is focusing on job-related motivation, ability and personality or simply MAP™ . Contact us for more of our research efforts in this area.

TYPE	YEAR INVENTED	TIME TO USE	APPLICATION
16 PF (updated version – 16PF5) or BIG FIVE	1949 ( USA )	40 mins	It is used for industrial selection, development and clinical purposes. In the UK, it is commonly used for selecting graduates, sales, professional and technical staff.The instrument measures 16 personality scales which can be reduced to five main personality scales or “global factors”. (The Big Five) - Extroversion, Anxiety, Tough-mindedness, Independence and Self-control
California Psychological Inventory (CPI) => CPI 309 & CPI 434	1950s ( USA )	CPI 309 (30 mins) CPI 434 (50 mins)	It is a general purpose personality questionnaire. Widely used by large organizations to select managers and other staff. It can also be used to test leadership and creative potential, and has applications within organizations for counseling and development purposes. Two versions. CPI 309 has 14 personality scales while CPI 434 has 23 scales.
Myers-Briggs Type Indicator (Form F & G)	( USA )	20-30 mins	Based on Jung's theory of types, the measure is concerned with differences in the way people perceive, and in the way they make decisions. Provides 4 bipolar scales: Extroversion/Introversion; Sensing/Intuition; Thinking/feeling; judgement/perception. Gives 16 personality types from the various combinations of these scales. Adults & adolescent
Neo Personality Inventory-revised (includes the Neo Five Factor Inventory)	( USA )	35-45 mins	This instrument provides a comprehensive overview of normal adult personality, including emotional, interpersonal, experiential, attitudinal and motivational styles. Measures the 5 major domains of personality + 6 traits that define each domain. Form S is self-report; Form R is for an observer. The FFI is a shortened version.
Occupational Personality Questionnaire (OPQ) – 16PF	1984 ( UK )	10-60 mins	This instrument is designed as specifically to measure personality dimensions related to work. Widely used in the UK for selection and development purposes. Longest version has 30 personality scales and shortest version has 6 scales.
Personal Profile Analysis (PPA) or DISC	1950s ( USA )	5-7 mins	Used widely by large companies and organizations for selection and development. It uses an adjective check-list and is quick and simple to complete. It has four personality scales : Dominance, Influence, Submission and Compliance (DISC)
Personal Style Inventory (Hogan & Champagne, 1980)	1980 ( USA )	30 mins	A modified measure of the Myers-Briggs Type Indicator, the inventory has 32 pairs of statements. For each pair the respondent allocates a total of 5 points across the statements, with the amount indicating his/her preference (the more points the higher the preference). Eight subscales are generated: extraversion/introversion; sensing/perceiving; thinking/feeling; judging/perceiving.
Position Analysis Questionnaire 3rd Ed (PAQ)	USA	30-45 mins	The PAQ is a structured job analysis instrument that consists of 187 job elements (items) of a generic nature that provide for analyzing jobs in terms of work activities and work-situation variables" (from the manual). Job elements are classified in terms of 6 major job divisions (information output; mental processes, work output, relationships with other persons, job context, other job characteristics
Professional and Managerial Position Questionnaire (PMPQ).	USA	45 mins	The PMPQ is a structured job analysis questionnaire designed for the study of executive, professional and managerial positions. It represents a continuation of the line of occupational research which led to the development in 2969 of the Position Analysis Questionnaire (PAQ). . . Results suggested the possibility that a separate version might be needed for positions at the upper end of the worker-supervisor-manager-executive spectrum
Rapid Personality Questionnaire (RPQ)	1990 ( UK )	10-15 mins	Designed to give a rapid and valid assessment of an individual's personality by using an adjective check list. RPQ-2 is used widely in management, sales, technical, financial, clerical and administrative recruitment. RPQ-1 is used for development within organizations especially for self-awareness training and team building. It measures five personality scales – Extroversion, Confidence, Structure, Tough-mindedness and Conformity