PERSONALITY PROFILE REPORT

MISIS NO:
Words: 998

PSY2007 – Social, Personality, and Developmental Psychology

08 December 2022

PERSONALITY PROFILE REPORT

Personality consists of distinctive patterns of thoughts, behaviours, and feelings that differentiate a

person from another. Personality is developed within an individual and remains relatively consistent in

different situations and is stable in behaviours throughout life. Gordon Allport is considered the Freud of

Trait tradition. Allport and Odbert compiled a list of 17,953 English language adjectives describing some

personality aspects. Trait theories states that every trait will be present to some degree in every individual,

and the strength and intensity of those traits explain personality differences.

Factor analysis is a technique for identifying a small number of underlying factors that explain the

relationship between a large number of quantitative variables. Raymond Catell worked with Charles

spearsman to create a new factor analysis method. Catell also came up with the 16 personality factors. He

took 12 life data factors, added 4 questionnaire factors, and created the '16Pf.' Even though it is chosen as

the most reliable, it has also been heavily criticized. Tupes and Christal (1958, 1961) used Air Force

personnel to find a five-factor solution to Cattell's data. Norman (1963) confirmed this five-factor solution

based on Tupes and Christal's hypotheses with university students.

The first to use the term "Big Five." was Lew Goldberg. His early paper took a lexical approach and

included some controversial items that are now not much popular. In 1990, Paul Costa and Robert McCrae

presented their own 'Five Factor Theory' using a questionnaire approach along with the NEO Personality

Inventory. Other research has backed up Costa and McCrae's model, which is now widely accepted among

psychologists. The Five-factor theory includes extraversion, Agreeableness, Conscientiousness, neuroticism,

and openness to experience.

Psychometrics is a method of evaluating psychological tendencies, abilities, and traits such as traditional

intelligence, emotions, personality, and other mental-based abilities. The psychometric test will generate

'Raw' scores, which must be compared to the performance of the average group in the same area. This is

known as standardization. A new score is computed using formulae that represent how the individual

performed compared to what was expected of someone like them. Self-report questionnaires are constructed
with a series of items with a range of response options known as a 'Likert scale' developed by Rensis Likert.

These tests are only valuable if there is good validity and reliability.

2) Table of Personality Scores and Personality Profile

Factor Score Meaning

extraversion indicates that she

is neither an introvert nor an

extrovert. She enjoys time with

others but also cherishes her

time spent alone. She tends to

be confident in some situations

but quiet in others.

Agreeableness High xyz's high score in

agreeableness indicates that she

tends to have a strong interest

in the needs of others and their

well-being. She tends to get

along well with others. She is

trustworthy, friendly,

sympathetic, and cooperative

and has an optimistic view of

human nature.

Conscientiousness Average xyz's average score in

Conscientiousness indicates
 that she tends to be reasonably

reliable. She tends to be

organized, self-controlled, and

good at scheduling things. She

can have a balance between

work and social life.

Neuroticism Average xyz's average score in

neuroticism indicates that she

tends to get upset during

stressful and frustrating

situations but usually

overcomes these feelings and

can cope with them. She tends

to be sensitive to what others

think of her. She also

experiences confusion when

under stress.

Openness to experience Average xyz's average Openness to

Experience score indicates that

she tends to try new things but

realistic thoughts stop her from

experiencing something new.

She has a good awareness of

her own feelings. She tends to

have a thinking style that is

neither too complex nor too

simple. Trying new ideas tends

productive for her.

https://www.personal.psu.edu/faculty/j/5/j5j/IPIP/ipipneo120.htm

3) Test-taker's Evaluation of the Profile

Extraversion – I agree with the extraversion score I have received because I am neither an extrovert nor

an introvert. As much as I love and enjoy going out with my friends, sometimes I rather just stay home and

enjoy my time alone. If I spend too much time alone, I tend to get bored, but spending too much time with

others leaves me feeling drained. I consider myself a selectively social person as I am confident in some

situations and quiet in others.

Agreeableness- I agree with the agreeableness score I have received because I have a strong interest in

the needs of others and their well-being. I love gaining the trust of others and am quite friendly. I get along

well with people. I love being there for people, and being able to help them gives me a sense of

belongingness. I am an empathetic person, and I feel the emotions of others deeply.

Conscientiousness- I agree with the conscientiousness score I received because I have a balance

between my studies and social life. I go out with my friends and socialize. Still, at the same time, I get my

university work done. I am also good at scheduling things as I complete my work on time and spend time

with family and friends. I think of myself as a reasonably reliable person, as I know when to have fun and

when to restrict time just for my studies.

Neuroticism- I disagree with the neuroticism score I have received because even though I usually can

overcome stressful situations, I face anxiety often, and I get mood swings wherein I get annoyed easily. I

often lose my self-confidence and doubt myself. I mostly catch myself blaming myself when things go

wrong. I also experience self-loath. I am self-conscious and sensitive to what other people think of me.

Openness to experience- I agree with the openness to experience score that I have received as I

perceive myself to be a thoughtful person. Even though I enjoy trying new things, sometimes thinking about
its consequences also holds me back, making me just not jump into decisions. I am aware of my own

thoughts, and I consider myself responsible and realistic since I don't usually lose myself in my imagination.

4) Evaluation of Psychometric Tests

intelligence, etc. Similarly, Psychometrics is the science concerned with evaluating the characteristics of

psychological tests. (Furr, 2021) It measures personality traits, aptitudes, abilities, and attitudes.

Psychometric tests are considered very helpful because it helps forecast possible differences in the

personalities of an individual. They help people understand their strengths and weaknesses, which could be

of great use in places such as recruiting as it helps determines how team leaders would communicate and can

help resolve problems within an organization. (Saha, 2020) Another advantage of psychometric methods is

that it is highly cost-efficient. Psychometric testing requires less time and resources when compared to other

assessment methods. It is also considered to be highly reliable and valid, which makes it very effective.

(Thompson, 2022)

Despite being highly effective psychometric tests, face certain challenges, one of which is participant

reactivity. This occurs when psychologists measure the psychological characteristics of people who are

generally aware that they are being measured, and the participants may try to understand the researchers'

purpose of the study and change their behaviour to accommodate the demanded characteristics, resulting in

false data. (Furr, 2021) Another challenge identified by (Hughes, 2018) is that identifying response

processes, particularly for attitudinal measures, is difficult, and even though many psychometrics methods

are designed to assess complex behaviours, the responses are unlikely to be unidimensional in their purest

form.

5) References

https://www.personal.psu.edu/faculty/j/5/j5j/IPIP/ipipneo120.htm
(Furr, M. (2021) Psychometrics , Google books. Google. Available at: https://books.google.ae/books?hl=en

(Accessed: November 28, 2022)

Hughes, D.J. (2018) Psychometric validity: Establishing the accuracy and appropriateness of Psychometric

Validity: Establishing the Accuracy and Appropriateness of psychometricmeasures. John Wiley & Sons Ltd.

Available at:

https://www.research.manchester.ac.uk/portal/files/51526413/24._Hughes_Psychometric_Validity._Establis

hing_the_Accuracy_and_Appropriateness_of_Psychometric_Measures.pdf (Accessed: December 3, 2022

Thompson, N. (2022) The Pros and cons of Psychometric Testing, Training Journal. Available at:

https://trainingjournal.com/articles/features/pros-and-cons-psychometric-testing (Accessed: December 3,

2022)

Saha, B. (2020) The Significance of Psychometric Tests inthe Recruitment Process for an Organization to

Induce its Effectivity, View of the significance of psychometric tests in the recruitment process for an

organization to induce its effectivity. Available at: https://journals.resaim.com/ijresm/article/view/175/158

(Accessed: December 3, 2022)