16-PF
Background
16-PF (16 personality factors) is also a very popular, fairly quick to use inventory. The Industrial Society, in their guide to assessment and selection, rated the 16-PF most highly relevant.
Devised by Cattell from 1946-9, the 16-PF is based around the proposal that an individual’s personality consists 16 different personality factors, a conclusion which was also based on the application of factors, a conclusion which was also based on application of factor analysis to statements about the individual’s personality.
The aims of the test
The 16-PF can be used, among other applications, for identifying personalities, which fit specific profiles for occupational applications.
The format
16-PF includes a list of just over 100 statements on a self-scoring sheet. In completing 16-PF, it is simply a case of choosing between two statements given, with the option also to choose a midway answer. Thus there are three options to each statement.
Doing the test
This test takes about half an hour to complete, longer than PAPI. . The 100+ questions are simple and straightforward, and it is relatively easy to choose between them.
Time needed to complete the test
About 30 minutes.
Time to score the test
About 10-15 minutes on the self-scoring sheet.
Necessary time for feedback
20-30 minutes, but may vary depending on the objectives of the feedback.
Format/structure of the feedback
In the feedback, the 16-PF results are then related specifically to personality characteristics, which have been very well validated. The 16-PF results can be examined in some depth to produce a detailed report, or can be just to create a quick profile. The 16-PF, examines personality factors, and is also useful for analyzing stress levels and anxiety. The second order factors can be looked at in more detail, and males and females can be scored slightly differently.
Disadvantages of the test
The 16-PF is very well established as one of the traditional questionnaires, but – as with other instruments – used incorrectly it can be almost dangerous, and it most certainly needs feedback discussion.
There is a concern that the 16-PF is easier to falsify than some other tests, which can be a problem because it is extensively used in selection. By contrast, it is hard to fake PAPI, because of the element of forced choice.
The 100+ questions are simple and straightforward, and it is relatively easy to choose between them but the problem is, if the testees are familiar with the idea of doing tests with only two options, it is easy to forget that the third option of ‘in between’ is available.
16-PF is not specifically work-related, and gives indications of general personality type.
There can be some inherent contradictions in 16-PF and it is necessary to carry out extensive feedback to find out what is driving the person, in order to explain the personality type into which they seem to fit most appropriately.
Some people come over as very aggressive or authoritarian in 16-PF, as it tends to show up extremes of personality rather than giving a rounded picture.
Tests may be combined with . . .
16-PF may be combined with other personality type indicators, such as the Myers Briggs or OPQ, or PAPI.
Static/predictive value
Good static value of personality type, and useful for predicting behaviour, especially in teams.
Overall review
Speed of being tested – moderate
Speed of scoring results – moderate
Cost – low
Range of applications – especially selection
In-house/Out-house – In-house
Courtesy....
Kiran Srinivas K
From India, Coimbatore
733Background
16-PF (16 personality factors) is also a very popular, fairly quick to use inventory. The Industrial Society, in their guide to assessment and selection, rated the 16-PF most highly relevant.
Devised by Cattell from 1946-9, the 16-PF is based around the proposal that an individual’s personality consists 16 different personality factors, a conclusion which was also based on the application of factors, a conclusion which was also based on application of factor analysis to statements about the individual’s personality.
The aims of the test
The 16-PF can be used, among other applications, for identifying personalities, which fit specific profiles for occupational applications.
The format
16-PF includes a list of just over 100 statements on a self-scoring sheet. In completing 16-PF, it is simply a case of choosing between two statements given, with the option also to choose a midway answer. Thus there are three options to each statement.
Doing the test
This test takes about half an hour to complete, longer than PAPI. . The 100+ questions are simple and straightforward, and it is relatively easy to choose between them.
Time needed to complete the test
About 30 minutes.
Time to score the test
About 10-15 minutes on the self-scoring sheet.
Necessary time for feedback
20-30 minutes, but may vary depending on the objectives of the feedback.
Format/structure of the feedback
In the feedback, the 16-PF results are then related specifically to personality characteristics, which have been very well validated. The 16-PF results can be examined in some depth to produce a detailed report, or can be just to create a quick profile. The 16-PF, examines personality factors, and is also useful for analyzing stress levels and anxiety. The second order factors can be looked at in more detail, and males and females can be scored slightly differently.
Disadvantages of the test
The 16-PF is very well established as one of the traditional questionnaires, but – as with other instruments – used incorrectly it can be almost dangerous, and it most certainly needs feedback discussion.
There is a concern that the 16-PF is easier to falsify than some other tests, which can be a problem because it is extensively used in selection. By contrast, it is hard to fake PAPI, because of the element of forced choice.
The 100+ questions are simple and straightforward, and it is relatively easy to choose between them but the problem is, if the testees are familiar with the idea of doing tests with only two options, it is easy to forget that the third option of ‘in between’ is available.
16-PF is not specifically work-related, and gives indications of general personality type.
There can be some inherent contradictions in 16-PF and it is necessary to carry out extensive feedback to find out what is driving the person, in order to explain the personality type into which they seem to fit most appropriately.
Some people come over as very aggressive or authoritarian in 16-PF, as it tends to show up extremes of personality rather than giving a rounded picture.
Tests may be combined with . . .
16-PF may be combined with other personality type indicators, such as the Myers Briggs or OPQ, or PAPI.
Static/predictive value
Good static value of personality type, and useful for predicting behaviour, especially in teams.
Overall review
Speed of being tested – moderate
Speed of scoring results – moderate
Cost – low
Range of applications – especially selection
In-house/Out-house – In-house
Courtesy....
Kiran Srinivas K
From India, Coimbatore
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