This report introduces the "WorkFORCE"™ Assessment for Job Fit, a personality assessment utilizing the "FACETS"™ core capability, which is based on innovations in forced-choice assessment and computer adaptive testing. The instrument is derived from the fivefactor model (FFM) of personality and encompasses a broad spectrum of…

The Shedler-Westen Assessment Procedure (SWAP) is a personality assessment instrument designed for use by expert clinical assessors. Critics have raised questions about its psychometrics, most notably its validity across observers and situations, the impact of its fixed score distribution on research findings, and its test-retest reliability. We…

In exploratory or unrestricted factor analysis, all factor loadings are free to be estimated. In oblique solutions, the correlations between common factors are free to be estimated as well. The purpose of this article is to show how likelihood-based confidence intervals can be obtained for rotated factor loadings and factor correlations, by…

Holland's theory of six work personalities has become a staple of vocational psychology, providing a robust and simple model for understanding the structure of vocational interests. Though Holland's types provide a common vocabulary for vocational psychologists working with a variety of populations, until this point there has not been a measure of…

The convergent validity of the Personality Assessment Inventory (PAI) (Morey, 1991) was examined with 80 referrals in a correctional facility. Comparison of PAI results with those from four other measures reveals moderate to good convergent validity for screening for feigned profiles, clinical correlates of common disorders, and evaluating…

The Myers Briggs Type Indicator is a self-report inventory developed to measure variables in Carl Jung's personality typology. The four personality scales measured by the instrument, and the scoring process are described, and an extensive review of the intercorrelation, reliability, and validity research is presented. (Author/MV)

Job applicants (n=114) for a nonmanagerial position were administered the California Personality Inventory (CPI) before hiring. Two-year postemployment ratings of employee characteristics were used as criteria to validate the Work Orientation and Managerial Potential CPI scales. Scales were correlated to the ratings, but not to employment status.…

Two studies were conducted to explore the convergent and divergent validity of the Psychosocial Maturity (PSM) Inventory. The Individual Adequacy subscales were found to be highly related to measures of personal adjustment while the Social Adequacy and Interpersonal Adequacy subscales showed lower correlations with these measures. The results…

Factor analysis of Gough's 300-item Adjective Check List identified eight highest-loading items for seven factors of self-perception. These were alphabetized and presented with 5-point scales to 713 females in teacher training. Factor analysis of the 56 self-rating items replicated the original structure, and simple scale sums showed satisfactory…

Results of this validation study of a slightly modified version of the Coppersmith Self-Esteem Inventory substantiate its use with seventh graders to assess Goal I (concerning self-understanding and appreciation of self-worth) of the Educational Quality Assessment Program in Pennsylvania. Appendixes include the definition and rationale for Goal I,…

A study involving 211 students enrolled in eight sections of a general psychology course at Brevard Community College was conducted to determine if the course activities and testing methods were biased toward certain personality types, as defined by the Myers-Briggs Type Inventory (MBTI); and to evaluate the usefulness of the MBTI as a learning…

A self-report measure for the Type A subcomponent of time urgency and perpetual activation (TUPA) was developed using 10 coronary heart disease (CHD) patients and validated with another 48 CHD patients. The internal consistency and test-retest reliabilities indicate that the instrument has clinical and research applications. (SLD)

In a comparative evaluation of a standard true-false format for personality assessment and a forced-choice format, subjects from college residential units were assigned randomly to respond either to the forced-choice or standard true-false form of the Personality Research Form (PRF). All subjects also rated themselves and the members of their…