16 Personality Factor score low marks and characteristics 1.

A High Score characteristics: Outgoing, Passion, usually amiable, Easy to get along with others. Co. adaptable. Willing to participate in various community activities or organizations. Meet by chance you can hit it off. Low-scoring features: depression, silence, lonely, human indifference, usually presents arguments, human indifference, carping, prefer to work alone, and work standards are often quite high. 2. B High score feature: Smart, Talented, Good at abstract thinking. Low-scoring features: mental retardation, abstract thinking ability is weak. 3. Stability C High score features: emotional stability and maturity, to face reality, action full of courage, can calm attitude to cope with real problems. Low-scoring features: emotional excitability, easy to produce trouble, susceptible to environmental control and mind wavered. 4. E High score features: good strong stubborn Independent positive, assertive, independence of the strong, but easy conceited, self-righteous. Low score features: modest, obedience, accommodation, deferential. 5. Excitability F High score feature: Easily excited adaptable usually lively, happy, and talkative. Low score features: serious, prudent, calm, reticent, introspective and not easy to speak, more negative, gloomy. 6. Immutability G High score features: exercise and responsible, doing due diligence, strong sense of responsibility, working and attentive, beginnings and ends. Low-scoring features: struggling perfunctory, the lack of a serious and responsible spirit of the lack of lofty ideals and goals. 7. Dare sexual H High score features: dare to take risks, very few scruples, may sometimes be careless, and ignore the details. Low-scoring characteristics: timid withdrawal, lack of confidence in a strong sense of inferiority in the crowd shy there is not a natural performance. 8. Sensitivity I High score characteristics: sensitive to emotional, usually soft-hearted, vulnerable to moving, more feminine, love Art, fanciful. Low-scoring features: intellectual, focus on reality, count on self-reliance, more objective, strong and the independent attitude problem, is not emotional. 9. Suspected of L Score features: suspect, forward, stubborn, suspicious, do not trust other people, with people care about, regardless of the interests of others. Low-scoring features: easy-going trust, easy to get along with others, no suspicion, not to compete with others, responsive cooperation, good and considerate people. 10. Fantasy M ??? Score features: fantasy, unrestrained, overlooked details of life, only to their own motivation when interest subjective factors such as the starting point for action, be creative. Low-scoring features: a reality. meet the rules. for proper and reasonable. reckless in not in the critical moment can remain calm. 11 . sophistication of N ??? score features: smart and competent. sophisticated. doing things experienced. decency. will sit down and analyze everything. rational, objectively.

??? low-scoring features: Frankly. straightforward. naive. thinking simple emotional with people without dispute. contented, but sometimes seem naive. rude. awkward. 12. Anxiety O ??? score features: anxiety depression. trouble from interference usually think morals hard. life unhappy and even depressed. pessimistic. ??? low-scoring characteristics: peaceful. calm there self-confidence. not easy to shake. a sense of security and believe they have to cope with problems. 13 experimental Q1 ??? score characteristics: freedom radical does not stick to reality for new ideas and behavior are interested. ??? low-scoring features: conservative focus traditional values and standards of conduct. do not want to try to explore the new. often vehemently opposed to new ideas and change. 14. independence Q2 ??? score characteristics: self-reliance. decision and usually can be self- proindependence to complete its work plan. does not depend on others. ??? low-scoring characteristics: dependence with the group. echo usually willing to work in cooperation with others, while does not want to arbitrarily. often give up personal assertive. echo public meeting. 15. self-discipline Q3 ??? score features: Know thyself. careful and precise self-discipline usually practice what they preach. that a reasonable action to control their feelings. dealing with others to maintain self-esteem. ? ?? low score features: contradictions and conflicts. unknown in general, usually can not restrain myself. can not respect the customs. more reluctant to consider the needs of others. 16. tension Q4 ??? high score feature : nervous problems. emotional struggles, lack of patience. distracted. over-excited. often feel tired. low-scoring features: calm. tranquil idle. easily contented satisfaction. psychological well balanced. may also be too loose lazy, lack of progress heart. (4) times per personality factor ???? 16PF also based on the experimental results obtained, determined by many kinds of personality types can be described as a secondary factor in these sub-personality factors do not direct use of raw scores projections. but by a few basic factors related to the standard points through the number of trade-offs, together with the specified constant sum made. constant and the equilibrium quantity is the number of years of research by the cartels, according to statistical analysis by results obtained. ???-dimensional type of standard personality factors are also divided into ten, that is, each divided into 10 sub-types of the highest, the lowest score of 1, 3 The following is the low score, more than 7 for the high score. 1. Adaptation and anxiety-type ??? is calculated as: (38 + 2L + 3O + 4Q 4 2C 2H 2Q3) 10 ??? score features: anxiety high irritability. prone to a sense of dissatisfaction. a high degree of anxiety not only reduce efficiency. and it will affect their health. susceptible to nerve disease. ??? low-scoring features: low anxiety usually feel satisfied. can be expected and that there are important things. adapting to life in smooth, but extremely low scores. may be difficult for the lack of perseverance. 2. inward and outward ??? is calculated as: (2A + 3E + 4F + 5H 2Q2 11) 10 ??? score characteristics: outgoing. cheerful. sociable. unfettered Excluding sections. ??? low-scoring characteristics: introverted. tends timid. self-sufficiency. dealings with others stiff and not natural.

??? inward and outward personality is not good or bad . shall be determined according to specific job requirements. introvert than concentrate. to engage in more accurate work. outward while those engaged in social interaction, good work. 3. emotional and calm alertness type ? calculation formula: (77 + 2C + 2E + 2F + 2N 4A 6I 2M) 10 ??? score characteristics: peaceful alertness. full of dedication. decisive. fortitude. aggressive. but also easy to act rashly. regardless of the consequences, sometimes too real. ignore interest in life. ??? low-scoring features: emotional. rich in emotions. subtle. sensitive to warm personality, pay attention to the art of living. emotional distress more than disturbing. feeling of frustration is usually discouraged. 4. timid and bold type ??? is calculated as: (4E + 3M + 4Q1 + 4Q2 3A 2G) 10 ?? ? score features: decisive. independent. ambitious. hard-edged. offensive. creative usually seek to cast their opportunities and the environment. in order to fully demonstrate their unique capabilities. ??? low sub-features: cowardice. obedience. worry soft indecisive, vulnerable people driven and passive. dependent. cater to accommodate others. (5) 16PF 16PF application with either a measure of a persons aspects of personality traits. but also the personality of a person to conduct a comprehensive analysis of a comprehensive evaluation in the application process for many years 16PF. accumulated a large variety of occupations and types of mental illness suffer from personality information through analysis can be used some special formula as several comprehensive personality factors: 1. mental health factors of personality are all mental health work and learning. this method out of the mental health standards in 4-40 minutes between average score of 22 points is generally accounted for less than 12 points the number of allocated 10% of the significant emotional instability are generally served as the arduous work of people ask for a higher Mental health standard score its projection formula: C + F + (11 O) + (11 Q4) 2. professional accomplished the personality factors??? intelligence of course, is to choose the level of professional standards, but also made certain personality factors important component of professional achievement, professional achievement who have scored between 10-100 personality factors between the standard average score of 55.60 points approximately equal to 7. approximately equal to 63 points or more sub-standard 8.9.10. score 67 points or more in the General should have its achievements its projection formula: 2Q3 + 2G + 2 C + E + N + Q2 + Q1 3. Strong creative personality factors have a high creative people generally have some aspects of personality factors with a projected formula: (11 A.) 2 + 2B + E + (11 F) 2 + H + 2I + 2M + (11 N) + Q1 + 2Q2 factors obtained from the total score on the style can be converted into the corresponding table of standard scores Its standard score higher. the ability to create stronger. 4. in the new environment has the ability to grow in personality factors ???? in the new environment has the ability to grow in personality factors of the projection formula To: ???? B + G + Q3 + (11 F) ???? factors obtained from the above equation between the score in the 4-40, were divided into 22 points. less than 17 points were the number of points issued by the 10% probability of success is small .27 points more than the greater hope of success.

(group members within the editor. declined plagiarism) This is a very professional, very professional test results data, specifically tell you to explain it would be very troublesome, in short, you only need to know that you are a mental health person on the line, according to the data you have the ability to create more good and leadership, and his smooth, strong ability to adapt, in short, the simple point that you were more intelligent, but prone to mental illness in anxiety disorders, advise you do not give yourself too much pressure, a lot of relaxation, and constantly adjust their attitude on the line, remember this: sometimes there are things better go with the flow, everything Mo insist. close you are interested in the top of the input knowledge. click on the search answers. You will appear below list of issues of interest. into any problems you are interested in viewing. Click satisfactory answers to their evaluation of the four buttons at one to complete the evaluation of the satisfactory answer. The 16PF Questionnaire: Primary Factors - Definitions Warmth (A) Low A: Reserved, impersonal, distant, formal. They tend to be reserved and cautious about involvement and attachment. They tend to like solitude, often focusing attention on intellectual, mechanical, or artistic pursuits, where they can be quite effective. Low scorers can be uncomfortable in situations that call for emotional closeness or extensive interaction. High A: Warm, caring, soft-hearted, and generous. They tend to have an intrinsic interest in people and they often seek situations that call for closeness with other people. Their friends describe them as sympathetic and comforting. Extreme scorers may be seen as gullible, and may be uncomfortable in situations where close relationships are inaccessible. Reasoning (B) Low B: They are less able to solve verbal and numerical problems of an academic nature. This can indicate lower intellectual ability, but it is also related to educational level. Low scores can also result from a range of problems affecting concentration and motivation. High B: They are more able to solve verbal and numerical problems of an academic nature. This is often indicative of intellectual ability, but is also related to educational level. This index should not replace full-length measures of cognitive ability. Emotional Stability (C) Low C: Reactive, easily upset, and temperamental. They tend to feel a lack of control over life's challenges and to react to life rather than making adaptive or proactive choices. For some test takers, reactivity can reflect current life stressors; for others, it may characterize their way of life. High C: Calm, stable, mature, unruffled. They tend to take life in stride and to cope with day-to-day life and its challenges in a calm, balanced, adaptive way. They tolerate frustration well, can delay gratification, and don't let emotions obscure realities. Extreme scorers may tend to avoid "negative" feelings or use strong defenses like denial. Dominance (E)

Low E: Deferential, modest, and submissive. They tend to accommodate others' wishes, and are cooperative and agreeable. They are likely to avoid conflict by acquiescing to the wishes of others, and they are willing to set aside their own wishes and feelings. Extreme deference can disappoint those who wish for a more forceful or participating response from them. High E: Assertive, forceful, competitive. They tend to be vocal in expressing their opinions and wishes. While dominance can create a commanding, take-charge social presence, at times it can be seen as overbearing, stubborn or argumentative. For example, dominant people who are also Warm (A) may be more thoughtful than reserved people. Liveliness (F) Low F: Serious, quiet, reflective, cautious. Though they may not be the life of the party or the most entertaining person in a group, their quiet attentiveness can make them reliable and mature. At the extreme, they can inhibit their spontaneity, sometimes to the point of appearing constricted. High F: Carefree, enthusiastic, spontaneous, and energetic. They are high spirited and stimulating and drawn to lively social situations. Extreme scores may reflect an impulsive or unreliable quality. They may find it hard to rein in their enthusiasm in situations that call for restraint or decorum. Rule-Consciousness (G) Low G: Expedient, non-conforming. They may not worry about conventions, obligations, or following rules and regulations. This may be because they lack internalized standards or simply because they follow unconventional values. High G: Rule-conscious, dutiful, scrupulous. They tend to be proper and conscientious, and conform to conventional cultural standards. At the extreme, they can be perceived as inflexible, moralistic, or self-righteous. Social Boldness (H) Low H: Shy, socially timid, threat-sensitive, easily embarrassed. They find speaking in front of groups to be difficult, and may feel intimidated when facing stressful situations of an interpersonal nature. However, they may be sensitive listeners, who are more aware of risks in situations. High H: Socially bold, outgoing, gregarious, adventuresome. They tend to boldly initiate social contacts, be fearless in the face of new or intimidating social settings, and to be risk-takers seeking adventure. Extreme scorers may be thick-skinned or attention seeking. Sensitivity (I) Low I: Tough, realistic, logical, unsentimental. They focus more on how things work than on aesthetics or refined sensibilities, and may be so concerned with utility and objectivity that they exclude emotions from consideration. Because they don't tend to allow vulnerability, extreme low scorers may have trouble in situations that demand awareness of feelings. High I: Emotionally sensitive, intuitive, cultured, and sentimental. High scorers are attuned to sensitive feelings, and thus are empathetic, sympathetic, and tenderminded. They tend to be artistic and refined in their interests and tastes. Extreme scorers may be so focused on subjective aspects of situations that they overlook more functional aspects.

Vigilance (L) Low L: Trusting, unsuspecting, forgiving, accepting. They tend to be easy-going and expect fair treatment and good intentions from others, and to have trusting relationships. However, extremely low scorers may be taken advantage of because they do not give enough thought to others' motivations. High L: Vigilant, suspicious, distrustful, wary. They tend to be attentive to others' motives and intentions and sensitive to being misunderstood or taken advantage of. They may be unable to relax their vigilance, and at the extreme their mistrust may have an aspect of animosity. Abstractedness (M) Low M: Grounded, practical, concrete. They tend to focus on practical, observable realities of their environment and may be better at working on a specific solution than at imagining possible solutions. Extreme scorers may be so concrete in their focus, unimaginative, or literal that they "miss the forest for the trees." High M: Abstracted, imaginative, idea-oriented, contemplative. They are more oriented to abstract ideas than to external facts and practicalities. Being focused on thinking, imagination and fantasy, high scorers generate many ideas and theories and are often creative. Extreme scorers can be so absorbed in thought that they can be absentminded and impractical. Privateness (N) Low N: Forthright, self-revealing, transparent. They tend to be open, artless, and transparent. They are willing to talk about themselves readily, even about fairly personal matters. They tend to "put all their cards on the table", and to be genuine and unguarded. At the extreme, they may be forthright in situations where it might be more astute to be circumspect or tactful. High N: Private, discreet, non-disclosing. They tend to be guarded, and reluctant to disclose personal information, and "play their hand close to their chest." They may be tactful, diplomatic and calculating regarding others' motives. At the extreme, they maintain their privacy at the expense of developing few close relationships. Apprehension (O) Low O: Self-assured, unworried, complacent. They tend to be self-confident and untroubled by self-doubt. While this may make them more resilient in stressful situations, at the extreme, the person's confidence may be unshaken, even in situations that call for self-evaluation and self-improvement. The extreme low score may reflect an avoidance of anything negative about the self. High O: Apprehensive, self-doubting, guilt-prone. They tend to worry about things and to feel anxious and insecure. These feelings may be in response to current life events or they may be characteristic. While worrying can help the person anticipate dangers, be sensitive to others' reactions, and anticipate consequences of actions, it can also be painful and make a poor social impression on others. Openness to Change (Q1) Low Q1: Traditional, attached to familiar, resistant to change. They tend to stick to traditional ways of doing things. They prefer what's predictable and routine, and so they don't tend to challenge the status quo. At the extreme, they may not initiate or be open to change, even when the situation calls for it. High Q1: Open-to change, experimenting, freethinking. They tend to be open-minded and innovative, and seek ways to improve the status quo. They enjoy experimenting, and tend to think critically or question authority. Extreme scorers may find it hard to "leave well enough alone." Self-Reliance (Q2) Low Q2: Group-oriented, affiliative. They tend to prefer being around other people, and enjoy social groups and working in teams. At the extreme, they may not be effective in

situations where they need to function independently or where others are giving poor direction or advice. High Q2: Self-reliant, solitary, individualistic. They enjoy spending time alone and prefer to rely on their own thinking and judgment. While self-reliant people are autonomous in their thoughts and actions, extreme scorers may be uncomfortable working collaboratively or neglect interpersonal consequences of their actions. Perfectionism (Q3) Low Q3: Tolerates disorder, unexacting, casual, lax. They tend to be comfortable leaving things to chance, tending to be spontaneous rather than planful, organized, and structured. Extreme scorers may seem flexible and spontaneous, but they may also seem unorganized, unprepared, or undisciplined. High Q3: Perfectionistic, self-disciplined, goal-oriented. They tend to be organized, plan ahead, persevere, and work conscientiously. They are most effective in organized and structured situations, and may find it hard to deal with unpredictability. At the extreme, they may be seen as inflexible or preoccupied with tasks. Tension (Q4) Low Q4: Relaxed, placid, tranquil, patient. They are laid back, easy-going, and composed. They are not easily upset or aroused, and frustrations rarely bother them. At the extreme, their low level of arousal can make them unmotivated. That is, because they are comfortable, they may be disinclined to change or push themselves. High Q4: Tense, driven, high energy, impatient. They tend to have a lot of drive, to be high strung, and to be fidgety when made to wait. A certain amount of tension is necessary to focus effectively and can motivate action. However, extremely high tension can lead to impatience and irritability. The source of tension should be explored when scores are extremely high. The 16PF The 16 Personality Factors: Factor H Social Boldness Communicating with ISFJs It's common for ISFJs to prefer dealing with people who are affirming, considerate, supportive, and who provide positive feedback. Likewise, they prefer people who are helpful and friendly. Many ISFJs prefer to have some time to process and absorb what they have been told, so give them uninterrupted private time to decide or prepare a response. ISFJs like to have as many specifics and details as possible as far in advance as possible. Show them immediate, realistic and concrete applications for your information. They prefer people who focus with precision on one thing at a time. For example, 9:00 is not the same as 8:59 or 9:01. Most ISFJs want to know exactly what's expected of them and when, so they appreciate thorough, systematic, and organized explanations. If you can show how your information relates to their past experiences, they will understand your position better. On the other hand, things ISFJs tend to dislike include people who are harsh, critical, or judgmental. ISFJs resist being forced to make an immediate decision, or to change their minds on the spot. Generally, they dislike surprises, or changes to existing plans, particularly if there's no notice or explanation of why change is necessary. ISFJs tend to distrust people who are too enthusiastic or excited about new ideas, theories, or concepts. Similarly, many are skeptical of long-range plans. ISFJs don't like being rushed or having to scan something quickly for information. Vague instructions or goals, missing details, and unclear expectations or responsibilities make ISFJs uncomfortable.

About the Strong Interest Inventory: Social Behavior

Another interesting thing about the theme codes on the Strong is how they can predict how much they interact with others. As with all statistics, these studies describe groups, and cannot predict how any one individual in a group will behave. You might be a very sociable person in a group not known for that quality. It doesn't mean the statistics are incorrect or there's something wrong with you. It means simply that many people in the group will tend to follow the pattern. As you might imagine, those who are highest on the Social scale tend to participate most in social activities, and often gravitate towards leadership positions in such groups. Enterprising types are the second most likely to do so. The other personality types participate in far fewer cases. Competency in interpersonal relationships tends to follow this pattern, from high to low: Social, Enterprising, Artistic, Investigative, Conventional, & Realistic. As is true with other topics related to the Strong, people tend to enjoy the company of others with similar types. For example, Realistic types generally prefer to spend social time with other Realistic people. The opposite is also true: the more dissimilar the personality types, the more likely people will have conflict or dislike each other. For instance, it would seem that Conventional and Artistic types are most dissimilar. Other mismatches include Social and Realistic, and Enterprising and Investigative. Similar to other factors, the more closely a person fits one personality style, the more likely the above will hold true. If a person has a clear preference for the Artistic style, for example, it's more likely he or she will enjoy spending time with other Artistic types.

The FIRO-B: Team Development Role Preferences, Part I When working with others, most of us tend to behave consistently. As other team members get used to our style, it starts to become a role they expect from us. This role is determined partly by our own desires and from the groups desires and experiences. The role you are most likely to take in a group can be determined by your highest Expressed Need. This time we'll look those with Inclusion as the highest score. The role most often associated with Inclusion is Clarifier. Typical behavior includes finding ways to make everyone participate in discussions, speaking to everyone in the group (and not just a few people), bringing together ideas from many sources, and summarizing or explaining the discussion. Some advantages of this role include increasing the group's collaboration, making sure the work is evenly distributed, adding new viewpoints to discussions, and helping the group evaluate where it stands. Potential disadvantages include trying for fairness at all costs, seeing commonalities where none exists, putting people under pressure to contribute, and attempting to keep a team together that no longer serves a purpose and needs to disband. As with most scores on the FIRO-B, you are more likely to fit the above pattern the higher your score on this scale is. You might do the above less frequently, or only when others do not take this role. Likewise, if your highest Total Need is in the same category, you are more likely to take on this role.

The 16 Personality Factors: Factor H Social Boldness The next 16PF scale for discussion is the Factor "H" scale, which is Social Boldness (Bold vs. Shy). What exactly does this scale measure? People with high scores on this scale describe themselves as adventurous and bold in social groups and have little fear of social situations. They report starting conversations with strangers to be easy, and that they fit quickly into new groups. High scorers usually have no trouble speaking before groups. They often initiate social contacts, and very high scorers tend to have a need for self-exhibition. In contrast, low scorers tend to be shy, socially timid, cautious, and reserved. Many find it difficult to speak in front of groups. A common report is feeling embarrassed if they suddenly become the center of attention in a social setting. They often feel discomfort in social settings, and can tend towards low self-esteem. This factor contributes to the Independence global factor, along with Dominance, Vigilance, and Openness to Change. Likewise, Factor H contributes to the Extraversion global scale, as do Warmth, Liveliness, Forthrightness, and Group Orientation. As with all the 16PF scales, major insights come from the interactions among the 16 scales, and not from each scale in isolation. The 16pf contains 16 measures of personality, 5 measures of global functioning, and 3 different validity scales. Product Summary Overview Since its introduction more than 40 years ago, the 16PF instrument has been widely used for a variety of applications, including treatment planning and couples' counseling and to provide support for vocational guidance, hiring and promotion recommendations. The 16PF Fifth Edition includes significant enhancements to the 16PF Fourth Edition that did not change the tests' basic structure, such as: Global Factors that combine related primary scales into global factors of personality Updated language and simpler, shorter questions Reduced administration time Consistent response format A normative sample that reflects contemporary U.S. Census statistics on sex, age and race How to Use This Instrument Psychologists and counselors can use the 16PF assessment to: Provide information for general vocational guidance to help determine occupations for which the individual is best suited Assist with personnel selection and career development through measurement of five primary management dimensions frequently identified to forecast management potential and style Assist with clinical diagnosis, prognosis and therapy planning. The 16PF instrument helps provide clinicians with a normal-range measurement of anxiety, adjustment, and behavioral problems.

Help identify personality factors that may predict marital compatibility and satisfaction. Results also highlight existing or potential problem areas. Help identify students with potential academic, emotional, and social problems. Key Features The 16PF assessment is easy to administer, requiring only 35 to 50 minutes to complete. Five distinct report options give the 16PF test utility in a wide variety of settings. Because the relationship between the test items and the traits measured by the 16PF instrument is not obvious, it is difficult for the test-taker to deliberately tailor responses to achieve a desired outcome. The Couple's Counseling Report includes an easy-to-understand narrative summary of results to share with the couple. Scales Bipolar Dimensions of Personality Warmth (Reserved vs. Warm; Factor A) Reasoning (Concrete vs. Abstract; Factor B) Emotional Stability (Reactive vs. Emotionally Stable; Factor C) Dominance (Deferential vs. Dominant; Factor E) Liveliness (Serious vs. Lively; Factor F) Rule-Consciousness (Expedient vs. Rule-Conscious; Factor G) Social Boldness (Shy vs. Socially Bold; Factor H) Sensitivity (Utilitarian vs. Sensitive; Factor I) Vigilance (Trusting vs. Vigilant; Factor L) Abstractedness (Grounded vs. Abstracted; Factor M) Privateness (Forthright vs. Private; Factor N) Apprehension (Self-Assured vs. Apprehensive; Factor O) Openness to Change (Traditional vs. Open to Change; Factor Q1) Self-Reliance (Group-Oriented vs. Self-Reliant; Factor Q2) Perfectionism (Tolerates Disorder vs. Perfectionistic; Factor Q3) Tension (Relaxed vs. Tense; Factor Q4) Global Factors Extraversion Anxiety Tough-Mindedness Independence Self-Control Criterion Scores Self-Esteem* Emotional Adjustment* Social Adjustment* Emotional Expressivity* Emotional Sensitivity* Emotional Control* Social Expressivity* Social Sensitivity* Social Control* Empathy* leadership Potential* Creative Potential* Creative Achievement* Dyadic Adjustment*

*Not included on all reports Vocational Themes Realistic* Investigative* Artistic* Social* Enterprising* Conventional* *Not included on all reports Validity Scales Impression Management Infrequency Acquiescence Degree of Compatibility Degree of Compatibility (DOC)* *Not included on all reports Couple's Compatibility Score Couple's Compatibility (COM)* *Not included on all reports Leadership Scores Assertive* Facilitative* Permissive* Leadership Style* *Not included on all reports

Psychometric instruments - 16PF questionnaire FAQ

By Rob Bailey, Managing Consultant, R&D at OPP

The 16PF questionnaire is a powerful and comprehensive measure of personality. Learning how to make the best use of that continues well after initial training in the instrument. This article presents answers to a number of questions that OPP from practitioners using the 16PF questionnaire, in relation to the transition from the fourth to the fifth edition, and the in particular factors.

Q: I have been using the fourth edition of the 16PF questionnaire for many years and really like should I switch to the fifth edition?
A: Although the fifth edition of the 16PF questionnaire has been available for over ten years, a number of people still use edition. The 16PF questionnaire does, however, offer some significant advantages over the earlier version:

The questions are now shorter and less ambiguous. Questions which were unnecessarily complicated were rewritt This makes the questionnaire clearer, fairer and more acceptable to those completing it.

Some questions that could be challenged on the basis of gender, race, culture, religion or disability, or that showe biases on these factors, have been removed.

Some questions that were dated, or that were likely to become dated, were removed, giving the 16PF questionna contemporary feel.

All the questions, other than those relating to Reasoning, now have the same consistent response format, with '?' response, making the questionnaire easier to complete.

All of the Reasoning (Factor B) questions have now been moved to the end of the questionnaire. As a result, resp the questionnaire more straightforward to complete, and it is easier for administrators to ask respondents to omit questions if desired.

Questions that were seen as extremely socially desirable or undesirable have been removed, as have questions w a strong bias to a particular response. This means that the fifth edition is less prone to response biases than earli the questionnaire. The 16PF questionnaire also has three scales, or indices, to look at response biases Impressi Management, Acquiescence and Infrequency.

Scale reliabilities have been improved, without significantly reducing the breadth of the factors. This means that 1 have more confidence in the accuracy of their results and there is less likelihood that respondents will disagree w results.

The 16PF questionnaire has been standardised on a representative sample of the UK population, meaning that lar representative norm groups are available. British validity data is available and OPP has an ongoing programme of also happy to work with clients to develop their own norm tables.

The 16PF questionnaire is available in a wide range of languages, including Danish, Dutch, and French, which hav standardised with local samples. New scale names have been developed, which are easier for people to understand and remember An integrated profile chart and feedback sheet is available for the 16PF questionnaire.

The 16PF questionnaire is available on PC-based software and in a large number of different languages via the int

The basic personality structure underlying the test remains the same, which means a transfer to 16PF will be easy

Q: Somebody got a high score on Impression Management (IM). What does this mean?

A: A high score on IM indicates that the person has demonstrated traits or behaviours deemed desirable in society, or has undesirable characteristics. The tendency to portray oneself in an improbably positive light is sometimes seen in job place However, it may also reflect authentic responses. A high IM score also may reflect an idealised self-image rather than deli

Q: Somebody got a low score on Impression Management (IM). What does this mean?

A: A low IM score suggests that the person has presented themselves in an unfavourable light by selecting items that refl exaggerate undesirable qualities. This may be because they are extremely self-critical or may reflect a need for support o

Q: Somebody got a high score on Infrequency (INF). What does this mean?

A: A high score on the INF scale indicates that the person selected responses seldom chosen by others. This therefore sug selected their responses randomly. Alternatively, a high INF score may indicate an inability or unwillingness to make a com specific response choices. In rare cases, a high INF score may reflect the accurate responses of an individual with an idios

Q: Somebody got a high score on Acquiescence (ACQ). What does this mean?

A: The purpose of the ACQ scale is to detect a person's tendency to answer a question positively, regardless of its content acquiescent response pattern can affect all the results. This may indicate a high need for acceptance, or may reflect 'test where the respondent has deliberately chosen mostly or all 'a' responses.