Were you invited to take the 16 Personality Factor (16PF) Questionnaire? The 16PF personality test is used by employers for employment, promotion, coaching, . The Sixteen Personality Factor Questionnaire. (16PF) is a comprehensive measure of normal- range personality found to be effective in a variety of settings . Sixteen Personality Factor Test. The 16PF was originally developed in the s by Raymond Cattell to measure the primary factors of normal.

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Chrenka examined the sense of uniqueness among SS2 and SS3 college women from intact homes. These can be measured as life change units Table 6. Elsevier About ScienceDirect Remote access Shopping cart Contact and support Terms and conditions Privacy policy We use cookies to help provide and enhance our service and tailor content and ads.

This strategy is summarized by Cohen, Swerdlik, and Smith in the following way: Compare with the Hierarchical Structure of the Big Five. Because of the recency of the publication of the fifth edition, there are few studies pertaining to its validity.

They found that there was a natural tendency for these traits to go together in the real world, and to define an important domain of human behavior—social behavior. Psychological Monographs, 47, The 16PF 5th edition was constructed subsequent to the many years of successful use of the 4th edition.

Keypoint Athletes are more vulnerable to injury after a stressful life event. Applications Because of its strong scientific background, the 16PF Questionnaire is used in a diverse range questipnnaire contexts, including industrial and organisational, research, educational, and medical settings.

The IM scale correlates —. Journal of Social Behavior and Personality, 1 2 This test has several forms for junior high school, high school, and college students, as well as adult populations. From this background in the physical sciences, Cattell developed the belief that all fields are best understood by first seeking to find the fundamental underlying elements in that domain, perspnality then developing a valid way to measure and research these elements Cattell, The Psychological Evaluation Questionnaire.


In a similar manner, these researchers found that four other primary traits consistently merged to define another global factor which they called Receptivity or Openness versus Tough-Mindedness. Computerized scoring and interpretation queetionnaire offered for this assessment. In addition, psychologists and counsellors can use it to: We use cookies to help provide and enhance our service and tailor content and ads.

The measure tends to sample a broad range of actual behaviour by asking questions about personwlity, concrete situations, rather than asking the test-taker to simply make a self-assessment of their own personality traits as some tests do.

Subscribe to our newsletter. Two people might have exactly the same level of Extraversion, but still be quite different from each other. Many employers schedule prospective employees to take a personality assessment online. Test 1Test 2. Were items from the 16PF 4th edition that were responded to differentially by men and women specifically targeted for removal?

As a result, he created the 16PF personality test. The potential employer normally is not interested in classification, etiology causationmethods of diagnoses, and other facets of abnormal psychology, as interesting as they may be. Measures of Personality across Cultures Velichko H.

Convergent validity for the IM scale has been demonstrated with positive correlations ranging from.

Concrete thinking, lower general mental capacity, less intelligent, unable to handle abstract problems. Sample A total of individuals in the general population provided norms for the IM scale as well as the other 16PF scales Cattell et al.

Raymond Bernard Cattell began by considering personality-trait names and terms available in the English dictionary and the psychiatric literature. The search resulted in the sixteen unitary traits of the 16PF Questionnaire. Two free online tests claiming to measure the same personality traits can be found here: By continuing you agree to the use of qquestionnaire.

AIPC Article Library | The 16PF Personality Questionnaire

Archived from the original on Professional tendency and personality: There are about a dozen computer-generated interpretive reports which can be used to help interpret the test for different purposes, for example:. Were the factor solutions by Noller et al.

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Journal of Career Assessment, 3 2 Because the global factors were developed by factor-analyzing the primary ;ersonality, the meanings of the global traits were determined by the primary traits which made them up. Does lersonality in factors increase predictability of real-life criteria?

16PF Questionnaire

They studied personality data from different sources e. The researchers concluded that the 16 PF Questionnaire does not measure the factors which it purports to measure at a primary level Eysenck and Eysenck,in Fehriinger, The IM scale comprises 12 items answered using a 3-point rating scale. Individuals of this type may harbour a sense of guilt which they try to reduce by self-punishment.

Personality and Mood by Questionnaire. A number of visible characteristics are displayed by the injury-prone athlete Table 6.

Because of its strong scientific background, the 16PF Questionnaire is used in a diverse range of contexts, including industrial and organisational, research, educational, and medical settings. Institute for Personality and Ability Testing.

University of Michigan Press. The Clinical Analysis Questionnaire, an expansion of the 16PF, attempts to cover dimensions of pathological personality functioning in addition to normal functioning. Cicirelliin the investigation of birth-order subgroups, found regarding happiness among the elderly that those with more living brothers were more frequently external in their attribution of causality; fewer brothers led to internality.

The test can be hand-scored using a set of scoring keys, or computer-scored by mailing-in or faxing-in the answer 16pt to the publisher IPAT. A series of meta-analyses of social-personality measures as predictors of various occupational outcomes has played an important role in this process e.