Work-related Personality
The Work-related Personality can be applied to all questions in which insight into personality is important. Many professionals use the Work-related Personality for all kinds of (selection) assessments, coaching, and career advice.
The Work-related Personality is a complete personality questionnaire that can be used for both selection and advice.
Characteristics Work-related Personality
- Differentiated outline of work-related personality traits
- Compact descriptive report
- Link to competencies
- High reliability
- Large and representative norm groups
- Validity has been sufficiently demonstrated
- Very positively evaluated by COTAN
- There are three variants of the Work-related Personality: Adaptive, Normative, and Ipsative.
Work-related Personality Adaptive
In the adaptive version, the candidate always receives the questions that are most relevant to him/her. As a result, the test takes less time (on average three times faster than the normative and ipsative versions). Unlike normative and ipsative questionnaires, the adaptive Work-related Personality also provides accurate estimates of relatively high and low scale scores.
Work-related Personality Normative
In the normative version, the candidate indicates the extent to which they recognize themselves in a statement. This questionnaire has two norm groups, one for advice situations and one for selection processes.
Work-related Personality Ipsative
At the request of our clients, we have developed an ipsative version of the Work-related Personality. In this version, a candidate must always choose between two answer options. This questionnaire is more resistant to “faking good” and social desirability. For that reason, some advisors prefer this ipsative version for selection questions.
Scientific basis
The Work-related Personality is based on the Big Five personality theory and has been further developed on the basis of the needs of assessment psychologists. This results in a number of important improvements for the HR field. As is well known, the Big Five dimension “conscientiousness” is an important factor in predicting someone’s approach to work and performance. Within “conscientiousness,” the Work-related Personality distinguishes two factors, namely drive and structure. This allows you to distinguish between the precise side and the conscientious or driven side of “conscientiousness.”
That is important, because these scales are a good predictor of successful performance. For each role, you can place different accents. Many account managers, for example, are driven, but not always precise. They focus on the bigger picture. For other roles, the structure side and attention to detail are much more important, such as for controllers. In addition, there are several differences from traditional Big Five questionnaires that make the Work-related Personality particularly suitable for an assessment program. For example, “influence” has become a stand-alone factor, with subscales such as “dominance,” “status,” “competition,” and “self-presentation.”
The Work-related Personality is based on the Big Five personality theory and has been further developed on the basis of the needs of assessment psychologists. This results in a number of important improvements for the HR field. As is well known, the Big Five dimension “conscientiousness” is an important factor in predicting someone’s approach to work and performance. Within “conscientiousness,” the Work-related Personality distinguishes two factors, namely drive and structure. This allows you to distinguish between the precise side and the conscientious or driven side of “conscientiousness.”
That is important, because these scales are a good predictor of successful performance. For each role, you can place different accents. Many account managers, for example, are driven, but not always precise. They focus on the bigger picture. For other roles, the structure side and attention to detail are much more important, such as for controllers. In addition, there are several differences from traditional Big Five questionnaires that make the Work-related Personality particularly suitable for an assessment program. For example, “influence” has become a stand-alone factor, with subscales such as “dominance,” “status,” “competition,” and “self-presentation.”
Quick facts | Work-related Personality Adaptive
Language
NL | BE | EN | DE | FR
Norm group
Advice, Selection
Time
15 minutes
Credits
185
NL | BE | EN | DE | FR
Norm group
Advice, Selection
Time
15 minutes
Credits
185
Quick Facts | Work-related Personality Normative
Language
NL | EN | DE | FR
Norm group
Advice (N=3916), Selection (N=957)
Time
35–45 minutes
Credits
125
Reliability
Advice
Scales = 0.88
Factors = 0.96
Selection
Scales = 0.85
Factors = 0.94
NL | EN | DE | FR
Norm group
Advice (N=3916), Selection (N=957)
Time
35–45 minutes
Credits
125
Reliability
Advice
Scales = 0.88
Factors = 0.96
Selection
Scales = 0.85
Factors = 0.94
Quick Facts | Work-related Personality Ipsative
Language
NL | EN | DE | FR
Norm group
Advice (N=861), Selection (N=526)
Time
40–50 minutes
Credits
125
Reliability
Advice
Scales = 0.80
Factors = 0.87
Selection
Scales = 0.77
Factors = 0.85
NL | EN | DE | FR
Norm group
Advice (N=861), Selection (N=526)
Time
40–50 minutes
Credits
125
Reliability
Advice
Scales = 0.80
Factors = 0.87
Selection
Scales = 0.77
Factors = 0.85