Visual BFI: an Exploratory Study for Image-based Personality Test

This paper positions and explores the topic of image-based personality test. Instead of responding to text-based questions, the subjects will be provided a set of "choose-your-favorite-image" visual questions. With the image options of each question belonging to the same concept, the subjects' personality traits are estimated by observing their preferences of images under several unique concepts. The solution to design such an image-based personality test consists of concept-question identification and image-option selection. We have presented a preliminary framework to regularize these two steps in this exploratory study. A demo version of the designed image-based personality test is available at http://www.visualbfi.org/. Subjective as well as objective evaluations have demonstrated the feasibility of image-based personality test in limited questions

A third generation personality test

The development of personality testing in the workplace has undergone three phases. The first generation of tests, such as Cattell’s 16 PF and the British test OPQ, was characterized by complex systems for the description of the personality. These systems were simplified in part by the following generation of the test, which was based on the five factor model but that model was simple only at the horizontal level. Beneath the five main factors were a large number of ancillary factors, usually 30-40 in number. No tests of the first and second generation could effectively handle the problem of impression management, nor did they take into account the effects of mood on the test responses. These and a number of other problems were solved to a great extent in the UPP test, which therefore is proposed to represent the third generation of personality tests. The test features focusing on “narrow” and work-relevant traits, inclusion of a few aggregated variables with the same focus, including two variables especially fitted to the requirement of any given application, an effective and validated method for correction for impression management, extensive treatment of quality of data from each tested person to yield a “warning signal” when results should not be trusted, measurement of current mood at the time of testing which can give another “warning signal”, measurement of attitude towards the test (“face validity”), two types of narrative reports both to the person taking the test and the recruiter/psychologist – one based on normative comparisons and the other on ipsative (within-person) comparisons, measures of work related attitudes which are of value in themselves but can also be used as proxy criteria, greatly facilitating validation work.personality test; impression management; mood; face vaility; data quality

Computer-Aided Discovery and Categorisation of Personality Axioms

We propose a computer-algebraic, order-theoretic framework based on intuitionistic logic for the computer-aided discovery of personality axioms from personality-test data and their mathematical categorisation into formal personality theories in the spirit of F.~Klein's Erlanger Programm for geometrical theories. As a result, formal personality theories can be automatically generated, diagrammatically visualised, and mathematically characterised in terms of categories of invariant-preserving transformations in the sense of Klein and category theory. Our personality theories and categories are induced by implicational invariants that are ground instances of intuitionistic implication, which we postulate as axioms. In our mindset, the essence of personality, and thus mental health and illness, is its invariance. The truth of these axioms is algorithmically extracted from histories of partially-ordered, symbolic data of observed behaviour. The personality-test data and the personality theories are related by a Galois-connection in our framework. As data format, we adopt the format of the symbolic values generated by the Szondi-test, a personality test based on L.~Szondi's unifying, depth-psychological theory of fate analysis.Comment: related to arXiv:1403.200

The 5-Dimensional Personality Test (5DPT): Relationships with Two Lexically Based Instruments and the Validation of the Absorption Scale

Although intended to assess vulnerability factors associated with psychopathology, the 5-Dimensional Personality Test (5DPT) shows at least a superficial similarity to instruments that adhere to the lexical tradition in personality psychology. To investigate to which extent this similarity goes, this article compares the 5DPT with 2 lexically based measures, the NEO-Five Factor Inventory and the HEXACO-Personality Inventory-Revised. Moreover, as the NEO Openness to Experience construct demonstrates little relationship with maladaptive personality, whereas the 5DPT Absorption factor was hypothesized to underlie the emergence of positive schizotypic symptoms and related phenomena, the 5DPT was also correlated with the Schizotypic Syndrome Questionnaire (SSQ), the Creative Experiences Questionnaire, Thalbourne's Transliminality Scale, the Launay-Slade Hallucination Scale, and the OLIFE-Unusual Experiences scale. On examining the correlations between the various instruments, it was ascertained (a) that there is no need to extend the theory-informed 5DPT with a 6th dimension similar to the HEXACO factor Honesty-Humility, (b) that the 5DPT dimensions were found on average to share only a moderate amount of variance with the Five-factor model/Big Five factors, and (c) that the 5DPT Absorption scale turned out as anticipated to correlate with the positive symptom scales of the SSQ, as well as with the remaining criterion scales that measure similar constructs. © 2012 Copyright Taylor and Francis Group, LLC

Biases in Personality Test Results

We studied the differences in perceived accuracy of general and specific personality test results in 89 participants. We hypothesized that participants receiving general feedback would rate their reliability higher than those receiving specific feedback. Each participant took a personality test, received either general or specific results, and then rated the accuracy of those results on a numbered scale. The participants who received general feedback, on average, thought the personality test “got them” the most. These results are important, because they show how people are willing to believe results that are vague because they tend to be more positive

Should Personality Testing Be Part of the Hiring Process?

KEY FINDINGS · Job candidates who fail a personality test the first time often change their responses dramatically on the second test—even though adult personality is known to be generally stable and unlikely to change in the short interval (in this study, one year) between tests. · Internal candidates are more likely than external candidates to retest, a tendency companies themselves may unwittingly encourage by providing test-specific feedback

Typology of Ideal Personality: Applicant Perspective In Job Selection Setting

Previously studies suggest that job applicant fake response on a personality test based on their stereotype of ideal employee. This study explored typology of personality that relied on applicants’ stereotype. Experimental participant (N=200) completed three factors of BFI-44 (extroversion, conscientiousness, openness) under two different instruction. An honest fashion (honest condition) and under instructions to a response as if applying for a job (applicant condition). In both conditions, latent class analysis yields three classes for each personality factors with different type of personality. Typologies of personalities that rest on a stereotype of an applicant were different from existing typology. Keywords: Faking Response, Type of Personality, Stereotype, Job Applican

Rapid Personality Test

This project focuses on to develop a personality test system that can determine about person's personality and to analyze different characteristics or traits that each of the individual have. There are many different uses for personality tests in modern society. Examples of benefits that can get by having the personality test are it can be used for self-reflection and understanding, for job placement, and for learning how to better interact with others in a team or work group. The factors that will effect to the characteristics or traits for each user is depend on answer that is given by the user. Basically, this categorization will help to learn how others might react to something in their environment. The scope of study of this project is to help teacher to identify the personality type for each students by using the software inside the personal computer. The system is to provide a convenient access to the user to access the test and get the result. For this Rapid Personality Test system, html (internet programming language) application will apply. The objective of this project is to develop a personality test for the students. In addition, the objective is to study on the current system, which is to get all the information of the manual system. In addition, the objective is to provide a greater benefit to a students and teachers. Problems for this system is to help teachers faster the processes by providing them the system that can effectively calculate the score by reduce data error. It can make the result more accurate. In addition, other problem that are facing is scope market for the system or product. It is because this system developed to provide benefits for the users by providing the system that is easy to use. Second problem that are facing is current system need a teachers and students to calculate score manually. At this time, they only used manual system which is by using paper. Sometimes, they will get some error and it will affect the score and the result. This system is proposed to help them to ensure that this system can work effectively. For this project, Rapid Application Development (RAD) methodology is applied. Phases involved in RAD are; requirements planning, user design, construction, and cutover. RAD methodologies attempt to address both weaknesses of structured design methodologies to get some part of the system developed quickly and into the hands of the users. The users can better understand the system and suggest revisions that bring the system closer to what is needed. Interviews have been conducted to get the feedback from the school about the existing system. From the findings, it shows that the existing system needs a teachers and students to calculate score manually. At this time, they only used manual system which is by using paper. Sometimes, they will get some error and it will affect the score and the result. A research had been done to get the existing personality test to be implemented