VALUES and

MOTIVES
QUESTIONNAIRE
the
technical

5
manual

Measures of Personality Values & Interests

c
ONTENTS
1 THEORETICAL OVERVIEW

2 VALUES SCALES CONTAINED WITHIN THE VMI

3 PSYCHOMETRIC PROPERTIES OF THE VMI

4 ADMINISTRATION INSTRUCTIONS

5 REFERENCES
2
LIST OF TABLES 3
1 MEAN RAW SCORE DIFFERENCES & T-TEST SIGNIFICANCE LEVELS BY GENDER

2 VMI INTERNAL CONSISTENCIES & ITEM TOTAL CORRELATIONS (ITC’S)

3 VMI INTER-CORRELATION MATRIX

4 CORRELATIONS BETWEEN VMI AND MAPP

5 CORRELATIONS BETWEEN VMI AND 16PF FORM 5

6 CORRELATIONS BETWEEN VMI AND OPP

4
1
THEORETICAL
OVERVIEW
Values are presumed to encapsulate
the aspirations of both individuals
and societies. They relate to the most
desirable, deeply ingrained stan-
dards that determine future direc-
tions and explain past actions.
Values have been treated as key con-
structs in the process of socialisation,
and have emerged in research in the
1 THE CONCEPT OF VALUES AND ITS
ROLE IN PERSONNEL ASSESSMENT

occupational, cultural, religious,

political, educational areas. Other
intellectual traditions view values as
also having an individual function
shaped by the biological and psy-
chological needs of each person. This
perspective has fostered research
linking values to the attitudes and
personality of individuals and to the
maintenance and enhancement of
self-esteem. In spite of widespread
acceptance of the relevance of values
to human activity at both the indi-
vidual and social levels of analysis,
developments in the field have been
hampered by problems of definition
and doubts about the empirical via-
bility of the construct.
 THE CONCEPT OF VALUES
AND ITS ROLE IN
6 PERSONNEL ASSESSMENT
Out of numerous deliberations in the
l950s and 1960s a unifying consen-
sus emerged that values were
“person-centered” and pertained to
the desirable.” a consensus captured
in the following definition:

A value is a conception, explicit or implicit, distinctive of an individual or

characteristic of a group, of the desirable which influences the selection from
available modes. means, and ends of action.

In spite of a unifying theme at the systems, defined as “enduring organ-

conceptual level, convergence in isations of beliefs concerning
empirical values research did not preferable modes of conduct or end-
follow. One of the concerns was states of existence along a continuum
appropriate level of abstraction for of importance”
sampling value items. Values were These value systems were regarded
widely accepted as general rather as part of a functionally integrated
than specific. It has never been clear, cognitive system’ in ‘which the basic
however, whether values were to be units of analysis are beliefs. Clusters
inferred from responses to specific of beliefs font attitudes that are func-
attitude statements or more directly tionally and cognitively connected to
from general orienting responses. the value systems. Rokeach further
Furthermore, at what point on the postulated classes of beliefs concerned
specific-general continuum did atti- with self-cognitions representing “the
tudes become values? innermost core of the total belief
It was only during the early system and all remaining beliefs, atti-
1970’s that a conceptual and opera- tudes and values can be conceived of
tional framework that had eluded as functionally organised around this
value research was proposed. innermost core. Like other beliefs,
Rokeach (1973) defined a Values as then, values serve to maintain and
“... an enduring belief that a specific enhance the self-concept.
mode of conduct or end-state of exis-
tence is personally of socially
preferable to an opposite or converse
mode of conduct or end-state of exis-
tence”. Sets of values formed Value
 7

Rokeach accepted values as

general beliefs, as having a motiva-
tional function, as not merely
evaluative but prescriptive and
proscriptive, as guiding actions and
attitudes, and as individual as well
as social phenomena. As well as
consolidating these themes, Rokeach
integrated a number of other strands
of thought and research from the
values literature. A significant body
of work has focused on the attitude-
value relationship. According to this
view, values were more central
concepts than attitude. were deter-
minants of attitude, and were more
resistant to change, with favourable
attitude emerging toward objects
instrumental in the attainment of
important values.
8
2
VALUES SCALES
CONTAINED WITHIN
THE VMI

To ensure a comprehensive coverage

of the universe of occupationally rele-
vant value items, a review was
undertaken of research and instru-
ments in the Values arena. On the
basis of this review, three Value cate-
gories were formulated:

Interpersonal
1

3
INTERPERSONAL VALUES

EXTRINSIC VALUES

INTRINSIC VALUES

Extrinsic
Intrinsic
bk INTERPERSONAL VALUES
Interpersonal Extrinsic Intrinsic
Values that refer to Values that refer to Values that relate to
relations with others. motivating factors at personal beliefs and
work. attitudes.

ALTRUISM AFFECTION
High scorers on altruism tend to be High scorers have a tendency to
generous and helpful people, always want to get close to people, liking
ready to do something for other others to show warmth and affec-
people. They will be inclined to be tion. With a need to be able to share
easily moved by the plight of those feelings and emotions with sympa-
less fortunate than themselves and thetic others high scorers will tend to
will, if able, attempt to do something fairly empathic.
to help alleviate the suffering the see Low scorers have no particular
around them. wish to get too close to people.
Low scorers on altruism will be Having no particular desire for
inclined to have a less sympathetic others to show sympathy or concern
attitude toward the plight of those towards them they will be unlikely to
less fortunate than themselves. display these sentiments towards
Believing, perhaps, that most people others.
are responsible for the position they
find themselves in low scorers see
little reason why they should help
those in a less fortunate position.

AFFILIATION
Those people scoring highly on need
for affiliation require a great deal of
contact with other people. High
scorers will go out of their way to
meet people, feeling at their most
comfortable when engaged in activi-
ties involving other people. With a
need for the companionship of other
people, friends and associates play a
very important role in their life.
Low scorers tend to be much
more self-sufficient with little need
for the companionship of others.
Tending to prefer solitary pursuits
they will be comfortable with their
own company.
EXTRINSIC VALUES bl
ACHIEVEMENT ECONOMIC STATUS AESTHETICS
High scorers on achievement tend to High scorers on the need for High scorers appreciate cultural
want to excel in everything they economic status tend to desire the activities such as art, music and liter-
attempt, no matter what this might trappings of wealth and the status ature. They would tend to believe
cost. With a desire to succeed it is which comes with it. Materialistic, that artistic, cultural pursuits are
important to them to know that they they believe in the pursuit of mater- worth following for their own sake.
are the best in their chosen field. ial wealth for the status they regard Intellectually abstract they quite
Hard workers, they will be willing to ensues from such wealth. enjoy discussing issues which would
make many personal sacrifices to Low scorers would probably see seem to have little bearing on every-
achieve their success. High scorers little point in pursuing wealth after day life.
require the respect and admiration of they had achieved what was, for Low scorers have little interest in
those they perceive as ‘worthwhile them, a comfortable lifestyle. Not artistic or cultural pursuits, having
people’. They will routinely set excessively materialistic they would little understanding of what others
themselves difficult targets, finding not be overly impressed by sheer see in such topics. Much preferring to
greatest satisfaction from succeeding accumulation of wealth, regarding discuss concrete issues they will have
at the most difficult tasks. an individuals status as something little time for what they would
Low scorers are not overly much more than the amount of regard as ‘airy-fairy’ abstract issues.
concerned with being the best. Not material possessions they had
particularly desiring the respect and managed to gain.
admiration of others they will not let
career ambitions interfere with SECURITY/SAFETY
personal and family life. Low scorers High scorers on security tend to be
will tend to set themselves realistic cautious, safety-conscious people.
career targets which they believe They have no particular inclination
they can achieve without too much to take risks and find no excitement
difficulty. at all in thoughts of dangerous
pursuits. Preferring a fairly
predictable, routine life they have no
great love of variety.
For low scorers variety is the spice
of life and they are at their happiest
when some risk is involved in their
activities. Tending to enjoy adventur-
ous pursuits they wish to enjoy life to
the full, experiencing as many differ-
ent aspects as they can.
bm INTRINSIC VALUES
MORAL VALUES INDEPENDENCE
For high scorers truthfulness and High scorers on independence will
personal integrity are of highest believe in standing up for their own
importance in living ones life. views regardless of what others
Having a belief in basic principles of might think. Individualists, they will
right and wrong, they tend to be very suspicious of anyone in a
measure their own, and others, position of authority and be fairly
actions in terms of these fundamen- unwilling to submit to such author-
tal principles. Thus, high scorers ity. Being totally committed to their
would conduct their affairs in line own viewpoint they will treat the
with a strict code of moral values views of others with some suspicion,
and expect those around them to do being on their guard against
the same. attempts to persuade them to adopt
Low scorers on moral values do a different position.
not particularly believe in a funda- Low scorers are not particularly
mental set of principles which dictate concerned with putting their own
the way one should live ones life. views across, being fairly content to
With no rigid moral code to guide let others have their way. Tending to
them they will be more inclined to believe that those in authority are
view their own, and others, behav- just doing their job they will gener-
iour in the light of the circumstances ally accept the rulings of such people
at the time. quite happily.

TRADITIONAL VALUES ETHICAL VALUES

High scorers on traditional values High scorers have a tendency to
tend to have great respect for believe in some ‘higher-order’ expla-
authority believing that rules and nation for the world around them
laws are meant to be obeyed and not rather than accept a materialistic,
broken. They will be inclined to scientific explanation. They will be
believe that the status quo is to be reluctant to accept a totally scientific
maintained and be firm defenders of explanation of the world, but will
all that is traditional. High scorers instead believe that there are areas of
will also tend to place emphasis on existence which can only be under-
national pride, believing that patrio- stood through faith. High scorers may
tism and loyalty are qualities to be well feel justified in ignoring rules and
desired in all citizens. regulations which they believe are
Low scorers, on the other hand, contrary to their particular faith.
will be more inclined to challenge Low scorers will tend to believe
existing authority, believing that that their are scientific, rational
changes to existing laws and rules explanations for all phenomenon.
are not only possible, but desirable. They will assume that even events
Believing that one should follow the which might seem unexplainable at
spirit, rather than the letter, of the present will one day be explained
law such people will show little hesi- when the required scientific
tation in breaking an existing rule if advances are made. Low scorers will
they think the rule unjust. tend to have little time for mystical,
or religious explanations preferring
to rely instead on rational, logical
arguments.
3
PSYCHOMETRIC
PROPERTIES OF THE
VMI
This chapter will present details con-
cerning the psychometric properties
of the Values & Motives Inventory.
The aim will be to show that the VMI
fulfils various technical requirements,
in the areas of standardisation, relia-
bility and validity, which ensure the
psychometric soundness of the test
1

4
INTRODUCTION

GENDER DIFFERENCES ON THE VMI

RELIABILITY OF THE VMI

VALIDITY
bo INTRODUCTION
In order to provide meaningful inter-
pretations, the VMI was standardised
against a number of relevant groups.
The constituent samples which make
up the VMI norm base are fully
described later.

STANDARDISATION :
NORMATIVE RELIABILITY : STABILITY
Normative data allows us to compare Also known as test-retest reliability,
an individuals score on a standard- an assessment is made of the similar-
ised scale against the typical score ity of scores on a particular scale
obtained from a clearly identifiable, over two or more test occasions. The
homogeneous group of people.0 occasions may be from a few hours,
Standardisation ensures that the days, months or years apart.
measurements obtained from a test Normally Pearson correlation coeffi-
can be meaningfully interpreted in cients are used to quantify the
the context of a relevant distribution similarity between the scale scores
of scores. Another important techni- over the two or more occasions.
cal requirement for a Stability coefficients provide an
psychometrically sound test is that important indicator of a test’s likely
the measurements obtained from usefulness of measurement. If these
that test should be reliable. coefficients are low (< approx. 0.6)
then it is suggestive of either that the
behaviours/attitudes being measured
RELIABILITY are volatile or situationally specific,
The property of a measurement or that over the duration of the retest
which assesses the extent to which interval, situational events have the
variation in measurement is due to content of the scale irrelevant or
true differences between people on obsolete. Of course, the duration of
the trait being measured or to the retest interval provides some clue
measurement error. as to which effect may be causing the
Reliability is generally assessed unreliability of measurement.
using two specific measures, one However, the second measure of a
related to the stability of scale scores scales reliability also provides valu-
over time, the other concerned with able information as to why a scale
the internal consistency, or homo- may have a low stability coefficient.
geneity of the constituent items that
form a scale score.
 bp

RELIABILITY : INTERNAL VALIDITY : CRITERION

CONSISTENCY VALIDITY
Also known as scale homogeneity, an VALIDITY Criterion validity involves translating
assessment is made of the ability of The ability of a scale score to reflect a score on a particular test into a
the items in a scale to measure the what that scale is intended to prediction concerning what could be
same construct or trait. That is a measure. Kline’s (1993) definition is expected if another variable was
parameter can be computed that “A test is said to be valid if it observed.
indexes how well the items in a scale measures what it claims to measure”. The criterion validity of a test is
contribute to the overall measure- Reliability is generally investigated provided by demonstrating that
ment denoted by the scale score. A before validity as the reliability of test scores on the test relate in some
scale is said to be internally consis- places an upper limit on tests validity. meaningful way with an external
tent if all the constituent item It can be mathematically demon- criterion. Criterion validity comes in
responses are shown to be positively strated that a validity coefficient for a two forms –predictive and concur-
associated with their scale score. particular test can not exceed that rent. Predictive validity assesses
The most common measure of tests reliability coefficient. whether a test is capable of predict-
internal consistency is Cronbach’s ing an agreed criterion which will be
Alpha. If the items on a scale have VALIDITY : CONSTRUCT available at some future time –e.g.
high inter-correlations with each VALIDITY can a test predict the likelihood of
other, and with the total scale score, Construct validity assesses whether someone successfully completing a
then coefficient alpha will be high. the characteristic which a test is training course. Concurrent validity
Thus a high coefficient alpha indi- actually measuring is psychologically assesses whether the scores on a test
cates that the items on the scale are meaningful and consistent with the can be used to predict a criterion
measuring very much the same tests definition. measure which is available at the
thing, while a low alpha would be Validation studies of a test investi- time of the test –e.g. can a test
suggestive of either scale items gate the soundness and relevance of predict current job performance.
measuring different attributes or the a proposed interpretation of that test. The construct validity of a test is
presence of error. Two key areas of validation are assessed by demonstrating that the
The fact that a test has high inter- known as criterion validity and scores from the test are consistent
nal consistency and stability construct validity. with those from other major tests
coefficients only guarantees that it is which measure similar constructs
measuring something consistently. It and are dissimilar to scores on tests
provides no guarantee that the test is which measure different constructs.
actually measuring what it purports
to measure, nor that the test will
prove useful in a particular situation.
Questions concerning what a test
actually measures and its relevance
in a particular situation are dealt
with by looking at the tests validity.
 GENDER DIFFERENCES ON
bq THE VMI
Table 1 lists mean score differences between 68 male and 87 female students
respondents drawn from student populations. Of the 11 value scales of the
VMI, four reveal statistically significant differences between male and female
respondents. The most substantial difference is found on the Financial Status
scale where a difference equivalent to about half the pooled SD is observed,
with the males mean rating higher than of females. Females rate Moral and
Ethical values lower than the males but curiously males appear to endorse
traditional values more than their female counter-parts. It should be noted
that while these constitute statistically significant differences, the absolute
differences remain small and with the possible exception of the Financial
Status value, are unlikely to have ramifications as far as profile interpretation
is concerned. The question as to the Financial Status scale would be to ascer-
tain whether the difference observed reflects a true difference in the
population or is an artefact of the test.

RELIABILITY OF THE VMI

Internal consistency reliabilities (Cronbach’s Alpha) were computed on the
total standardisation sample. The coefficients are computed over the
combined males & females. (see Table 2).
With the exception of the Achievement sub-scale of the VMI, the scales
approximate or exceed acceptable levels of internal consistency. Eight of the
11 VMI Value scales exceed the 0.7 level, considered to reflect acceptable
measurement error. The Moral and Independence scales fall slightly below
(at 0.68 and 0.66 respectively) although the Achievement scale, with a
Standard Error of Measurement equivalent to almost 1.4 sten points, should
be treated with a greater degree of caution. Additional items are currently in
the process of being trialled and this scale will be updated once the data is
forthcoming. Reliability estimates for the response style indicators Social
Desirability and Infrequency are provided as these are dedicated scales
unlike the Central tendency and Acquiescence scales which are simply a sum
of all central and acquiescent responses. The estimate for SD is acceptable at
0.64 although the Infrequency scale falls somewhat short of ideal. This is in
part due to its distribution which is far from normal.
 br
VMI Scale Mean F Mean M SD F SD M t-value p-value

Affiliative 35.18 36.46 6.32 5.52 -1.31 .1911

Altruistic 43.98 41.93 6.47 6.64 1.94 .0547
Affection 36.44 36.81 6.29 4.49 -.41 .6805
Achievement 25.43 26.21 3.70 3.40 -1.35 .1790
Financial 39.72 44.79 8.33 6.01 -4.23 .0000
Security 14.97 13.66 4.35 4.78 1.77 .0782
Aesthetics 39.54 39.16 6.33 7.85 .33 .7400
Moral 21.26 22.75 3.63 3.34 -2.62 .0097
Traditional 25.20 27.07 5.24 5.14 -2.23 .0270
Independence 19.08 19.28 3.12 2.65 -.42 .6748
Ethical 21.68 20.32 3.51 4.19 2.19 .0300
Social Desirability 20.33 21.53 4.35 4.28 -1.71 .0890
Infrequency .66 .63 .85 .71 .18 .8585
Central Tendency 110.25 111.66 24.87 23.69 -.36 .7213
Acquiescence 55.38 54.28 10.66 8.90 .68 .4947

Table 1: Mean raw score differences & t-test significance levels by gender.

VMI Scale items Alpha ITC SEm

Affiliative 11 0.74 .22 1.02

Altruistic 12 0.74 .19 1.02
Affection 10 0.79 .28 0.92
Achievement 7 0.53 .14 1.37
Finance 12 0.83 .30 0.82
Security 6 0.79 .40 0.92
Aesthetics 11 0.83 .32 0.82
Moral 7 0.68 .24 1.13
Traditional 9 0.70 .22 1.10
Independence 6 0.66 .24 1.17
Ethical 7 0.70 .26 1.10
S.D. 9 0.64 .16 1.20
Infrequency 7 0.52 .15 1.39

Table 2: VMI Internal Consistencies & Item Total Correlations (ITC’s)

bs VALIDITY
As was said in the introduction once INTER-CORRELATIONS OF
we have ascertained the reliability of VMI SCALES
a test we must address its validity. It A sample of 159 Psychology and
is important to know that the MBA’s students completed the VMI
constructs we are measuring are as part of an introductory course in
valid, that it is indeed measuring the Personnel Assessment. Table 3
characteristic it purports to measure. provides the full VMI inter-correla-
This section of the manual provides tion matrix.
a number of tables which demon- Generally the inter-correlations
strate that the dimensions of the VMI are fairly modest, with a range from
are consistent with similar measures. 0 to 0.57, with a low median value
of 0.10. This indicates that the VMI
scales are generally independent of
each other and are measuring
distinct aspects of the individual’s
value system. The highest correla-
tions are found between Affection
and Affiliation (0.57), Traditional
and Moral (.49) Financial Status
and Altruism (-.46) and finally
Affection and Altruism (.39). Two
response style indicators,
Acquiescence and Central Tendency
are also highly correlated (.57) but
this is simply related to the fact that
they share a significant number of
items.
 bt
VMI 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

1 Affiliation 1 26 57 -09 02 00 -04 07 10 -08 05 04 -11 03 04

2 Altruism 26 1 39 -06 -46 06 24 27 -10 -02 11 -02 -10 -27 23

3 Affection 57 39 1 -12 -09 05 -01 15 05 -15 05 -03 -06 -16 28

4 Achievement -09 -06 -12 1 40 -03 -01 22 14 -09 05 12 04 29 25

5 Finanical 02 -46 -09 40 1 -21 -13 03 19 -17 -21 -07 11 -07 01

6 Safety 00 06 05 -03 -21 1 -10 17 02 -03 19 -04 -02 16 -01

7 Aesthetics -04 24 -01 -01 -13 -10 1 04 -06 17 -06 -09 -06 -26 04

8 Morality 07 27 15 22 03 17 04 1 49 -15 32 24 -01 -06 23

9 Tradition 10 -10 05 14 19 02 -06 49 1 -30 27 24 -00 09 09

10 Indep -08 -02 -15 -09 -17 -03 17 -15 -30 1 -03 -10 12 -17 10

11 Ethics 05 11 05 05 -21 19 -06 32 27 -03 1 26 05 02 20

12 Social D 04 -02 -03 12 -07 -04 -09 24 24 -10 26 1 05 15 13

13 Infrequency -11 -10 -06 04 11 -02 -06 -01 -00 12 05 05 1 -21 19

14 Central T 03 -27 -16 -29 -07 16 -24 -06 09 -17 02 15 -21 1 -57

15 Aquiescence 04 23 28 25 01 -01 04 23 09 10 20 13 19 -57 1

Table 3: VMI Inter-correlation Matrix

10 Indep Independence
12 SocD Social Desirability
14 Cent Central Tendency
ck
RELATIONSHIP BETWEEN VMI & MAPP
A sample of 59 Psychology under-graduates volunteered to complete the VMI
and MAPP as part of a validation study in exchange for feedback on their
results.
From Table 4, we can observe a large number of psychologically meaning-
ful correlations between the VMI and MAPP, specifically in those value areas
which both instruments cover. A remarkably high correlation is registered
between MAPP Material Wealth and VMI Financial (.83). This suggests that
these two scales are inter-changeable. VMI Financial also correlates strongly
with MAPP Personal Authority (.71), Competition (.5) and negatively (-.55)
with MAPP Altruism. VMI Altruism also converges with its MAPP namesake
(.71) and registers moderate to high correlations with Intimacy (.49) and
Personal Authority (-.52). Both VMI Affiliation and Affection register a 0.68
correlation with MAPP Intimacy, suggesting MAPP Intimacy may be tapping
into aspects of these two VMI scales. VMI Need for Achievement correlates
highly with a number of MAPP scales, Competition (.48), Responsibility
(.52), Personal Authority (.56) and Work (.53), without a single MAPP scale
standing out. VMI Safety which measures the degree to which an individual
places emphasis on personal security and harm-avoidance, correlates nega-
tively with MAPP Novelty (-.50), but only registers a .39 correlation with
MAPP Security. This is likely to be due to the different focus of these same
name scales. MAPP in contrast to VMI is more directed at job security and
long-term future, with no reference to danger and risk-taking. VMI Aesthetics
is related to MAPP Self-Expression (.45), Novelty (.41) and Intellect (.35)
which reflects aspects of this scale.
VMI intrinsic scales have no clear MAPP counter-parts and conse-
quently only register modest correlations with related MAPP scales. VMI
Traditional hardly registers with MAPP at all with only one correlation (with
Personal Authority) above the .3 level. Equally, VMI Moral Values correlates
positively (.33) with Altruism and negatively with Levity (-.30) although this
may be related to a social desirability effect (VMI S.D. correlates with both
these MAPP scales). VMI Ethics has similarly low correspondence with
MAPP with two -.33 correlations with Material Wealth and Levity. Finally
VMI Independence is negatively related to Competition (-.44), Personal
Authority (-.45) and also registers a .35 with MAPP Self-expression.
Of the VMI response style indicators, Central Tendency correlates nega-
tively with Responsibility (-.30), Novelty (-.39) and Self-expression (-.36),
suggesting that those who emphasise value each of these three values are
more likely to avoid the central responses.
 cl
Mw Cpt Res Rcg Per Rsp Int Nov SlfE Alt Inti Lev Sec Wor

Tradition .33 -.28 -.29

Morality .33 -.30
Independence -.30 -.44 -.36 -.45 .35
Ethical -.33 -.33
Altruism -.43 -.42 -.27 -.52 -.28 .71 .49
Affiliation .41 .41 .68
Affection -.32 .47 .28 .68 .25
Achievement .28 .48 .52 .56 .40 .26 -.35 .30 .53
Financial .83 .50 .36 .28 .71 .44 -.55 .39 .33
Safety -.50 -.35 .39
Aesthetic -.30 -.27 .35 .41 .45 .25 .32 -.34
Infrequency
Social Desirability .29 -.27
Central Tendency -.30 -.39 -.36 -.29
Acquiescence

Table 4: Correlations between VMI and MAPP Mw Material Wealth Nov Novelty
Cpt Competition SlfE Self-Expression
Res Results Alt Altruism
Rcg Recognition Inti Intimacy
Per Personal Authority Lev Levity
Rsp Responsibility Sec Security
Int Intellect Wor Work
cm
RELATIONSHIP BETWEEN VMI & 16PF
A sample of 100 MBA students attending a prestigious London Business
School completed both the VMI and the 16PF version 5 as part of an intro-
duction to personnel assessment methods.
Although typically the correlations between the VMI and 16PF version 5
are modest in magnitude, they are nonetheless generally psychologically
meaningful, given that the two tests are in fact measuring different personal
characteristics.
The VMI interpersonal values generally correlate with the 16PF extrover-
sion factors. VMI Affiliative is related strongly to Group Dependence (Q2)
but also taps into aspects of Apprehension (O). Affection registers a similar
pattern of correlations with 16PF although there appears to more congruence
with Warmth (A) and low Privateness (N). VMI Altruism relates primarily to
Rule Consciousness (G) which would suggest that there may be some degree
to which endorsement of Altruism is an aspect of conformity.
VMI Achievement and Finance are clearly not directly measured by 16PF-
5, although the former correlates .33 with Perfectionism which reflects one
aspect of Achievement orientation. Aesthetics relates to a number of 16PF-5
factors, including Reasoning (B), Sensitivity (I) and Openness to Change. In
addition, it registers correlations of above 0.3 with Dominance and Social
Boldness suggesting that those who value Aesthetics may be outspokenly so.
VMI Moral and Traditional scales both relate to 16PF Rule Consciousness
(G) and in addition, Traditional registers a small negative correlation with
16PF Reasoning. Finally, VMI Ethical, which assesses the importance placed
upon ‘higher’ forces in determining one’s future, this registers very small
correlations with Submissiveness (E) and Apprehension (O).
Of the Response Style indicators the corresponding measures of Social
Desirability correlate only modestly at 0.4. VMI SD correlates almost as
highly (-.37) with 16PF-5 Tension which is perhaps best explained by the
item content of the latter e.g. I am happy to wait in queues!
 cn
VMI Scales 16PF-5 Scales

Affiliative A: Warmth .25, F: Liveliness .28, N: Privateness -.35,

O: Apprehension .37, Q2: Self-reliance -.52

Altruistic G: Rule-Consciousness .36, N: Privateness -.25,

Affection A: Warmth .29, N: Privateness -.41, O: Apprehension .36,

Q2: Self-reliance -.28

Achievement Q3: Perfectionism .33

Finance Q4: Tension .24

Security E: Dominance -.25, F: Liveliness -.25, Q1: Openness to Change -.27

Aesthetics B: Reasoning .28, E: Dominance .35, H: Social-Boldness .30,

I: Sensitivity .42, Q1: Openness to Change .39

Moral G: Rule-Consciousness .57

Traditional B: Reasoning -.28, G: Rule-Consciousness .38

Independence B: Reasoning .29, H: Social-Boldness -.29, N: Privateness

Ethical E: Dominance -.25, O: Apprehension .24

Social Desirability G: Rule-Consciousness .28, Q4: Tension -.37,

IM: Impression Management .40

Central Tendency E: Dominance .20

Acquiescence O: Apprehension .23

Table 5: Correlations between VMI and 16PF Form 5

co
RELATIONSHIP BETWEEN VMI & OPP
A sample of 59 Psychology under-graduates volunteered to complete the VMI
and MAPP as part of a validation study in exchange for feedback on their
results.
A number of notable correlations were found between OPP and VMI,
suggesting a fair degree of overlap in certain areas. Two correlations in excess
of 0.7 were found between OIP and OPP, suggesting near equivalence in
measurement focus. These were between VMI Affiliation and OPP
Gregarious and between VMI Aesthetics and OPP Abstract-Pragmatic. This
raises the issue of whether in some cases, measures of personality traits and
values are in fact tapping into the same underlying psychological constructs.
VMI Altruism correlates highly with OPP Trusting and Social Desirability
(which doubles up as a measure of Conformity). This would suggest, as
noted previously, that VMI Altruism may be subject to impression manage-
ment. Those scoring high on VMI Affection tend to have higher scores on
OPP Gregarious, Emotional and Trusting, although none of these correla-
tions exceed 0.5. In the VMI Extrinsic domain, Safety, Financial and
Achievement Status barely correlate with OPP scales. In contrast, the VMI
intrinsic scales do find some modest congruence with equivalent OPP dimen-
sions. VMI Moral, correlates with OPP SD (Conformity), Trusting and
Rigidity. VMI Traditional correlates negatively with OPP Flexibility and
whereas VMI Independence correlates inversely with the same. Finally, VMI
Ethical registers only modest, but meaningful correlations with OPP Rigidity,
Emotionality, Genuineness, and Externality (a form of fatalism). In the
response-style arena, the respective measures of social desirable and central
responding correlate 0.58 and .75 respectively, and interestingly, Central
Tendency also correlates -.50 with Flexibility.
 cp
Ass Fle Tru Phl Gre Per Con Ext Pra Con Mid

Affiliation .37 .73 -.25 .27

Altruism .51 .37
Affection .31 -.27 .47
Achievement .30 -.37 .27 .35
Finance .33 -.25 -.32 .27
Safety -.33
Aesthetics .33 .32 -.71 .26
Moral -.32 .34 .46
Traditional -.32 -.58 .25 .25
Independence .52 -.27 -.32
Ethical -.32 -.32 -.32 .32
Distortion -.29 .27 .58
Infrequency -.29 -.27
Central Tendency -.30 -.50 .37 .32 .75
Acquiescence -.40

Table 6: Correlations between VMI and OPP Ass Empathic-Assertive Con Composed-Contesting
Fle Detailed-Flexible Ext Optimistic-Pessimistic
Tru Cynical-Trusting Pra Abstract-Pragmatic
Phl Emotional-Phlegmatic Con Social-Desirability
Gre Reserved-Gregarious Mid Central Tendency
Per Genuine-Persuasive
cq
4 ADMINISTRATION
INSTRUCTIONS
BEFORE STARTING THE QUESTIONNAIRE

Put candidates at their ease by giving information about yourself, the purpose
of the questionnaire, the timetable for the day, if this is part of a wider assess-
ment programme, and how the results will be used and who will have access
to them. Ensure that you and other administrators have switched off mobile
phones etc.

The instructions below should be read out verbatim and the same script
should be followed each time the VMI is administered to one or more candi-
dates. Instructions for the administrator are printed in ordinary type.
Instructions designed to be read aloud to candidate incorporate a grey shaded
background, italics and speech marks.

If this is the first or only questionnaire being administered give an introduc-

tion as per or similar to the following example:

“From now on, please do not talk among yourselves, but

ask me if anything is not clear. Please ensure that any
mobile telephones, pagers or other potential distractions are
switched off completely. We shall be doing the Values &
Motives Inventory which has no time limit, however most
people take about 20 minutes. During the test I shall be
checking to make sure you are not making any accidental
mistakes when filling in the answer sheet. I will not be
checking your responses.”

WARNING: It is most important that answer sheets do not go astray. They

should be counted out at the beginning of the test and counted in again at the
end.
cs
Continue by using the instructions EXACTLY as given. Say:

DISTRIBUTE THE ANSWER SHEETS

Then ask:

“Has everyone got two sharp pencils, an eraser, some rough

paper and an answer sheet.”

Rectify any omissions, then say:

“Print your surname, first name and title clearly on the line
provided, followed by your age and sex. Please insert
today’s date which is [ ] on the ‘Comments’ line”

Walk around the room to check that the instructions are being followed.

WARNING: It is vitally important that test booklets do not go astray. They

should be counted out at the beginning of the session and counted in again at
the end.

DISTRIBUTE THE BOOKLETS WITH THE INSTRUCTION:

“Please do not open the booklet until instructed.”

Remembering to read slowly and clearly, go to the front of the group and say:

“Please open the booklet and follow the instructions for this
test as I read them aloud.” (Pause to allow booklets to be
opened).

This is a questionnaire concerning your interests, prefer-

ences and feelings about a range of things.

You are asked to rate yourself on a scale from 1 to 5 on

each question. When you have chosen the answer appropri-
ate for YOU, record this by blackening the corresponding
box on the answer sheet.

For example:

Ratings:

1 2 3 4 5
Strongly Agree In Disagree Strongly
Agree between Disagree

1. I like to watch the news on TV.

 ct
If you strongly agreed with this statement, you would fully
blacken box 1 against question 1 on your answer sheet.”

Check for understanding of the instructions so far, then say:

“When answering the questions please remember the

following:

1. Do not spend too much time pondering over the answer

to each question. The information given in a question
may not be as full as you would wish, but answer as
best you can.

2. Please try to avoid the middle (In between) answer

wherever possible.

3. Be as honest and truthful as you can. Don’t give an

answer just because it seems to be the right thing to say.

4. Make sure you answer every question, even those which

do not seem to apply to you.

5. If you wish to change an answer, please erase it and

insert your new answer.”

Then say very clearly:

“Is everybody clear about how to do this test?”

Deal with any questions appropriately, then say:

“Please begin”

Answer only questions relating to procedure at this stage, but enter in the
Administrator’s Test Record any other problems which occur. Walk around
the room at appropriate intervals to check for potential problems. When
everybody has completed the questionnaire:

COLLECT ANSWER SHEETS & TEST BOOKLETS, ENSURING THAT

ALL MATERIALS ARE RETURNED (COUNT BOOKLETS & ANSWER
SHEETS)

Then say:

“Thank you for completing the Values and Motives

Inventory.”
dk
5 REFERENCES
Allport, G. W. et al (1960) Study of
Values. Manual & Test Booklet.
Boston: Houghton Mifflin.

Budd, R. J. (1991). Manual for the

OPP. Letchworth, Herts: Psytech
International.

Budd, R. J. (1991). Manual for the

Hunter, R A & Roberts, A. M (1989)
Manual for the Managerial and
Profesional Profiler. Lewes, Sussex:
Knight Chapman Psychological.

Kline, P. (1993). Personality: The

Psychometric View. London,
Routledge.

JTI. Letchworth, Herts: Psytech Rokeach, M (1967) Value Survey.

International. Sunnyvale, CA: Halgren tests

Campbell, D. P. (1971). Handbook Rokeach, M (1973) The Nature of

for the Strong Vocational Interest Human Values. New York: Free
Blank. Stanford: Stanford University Press.
Press.
Russell, M & Darcie K. (1994)
Costa, P. T. & McCrae, R. R, (1992) Manual for the 16PF Fifth Edition.
Manual for the Neo PI-R. Odessa, Champaign, Illinois: Institute for
Florida. Psychological Assessment Personality and Ability Testing.
Resources.

Cronbach, L.J. (1951). Coefficient

alpha and the internal structure of
tests. Psychometrica, 16, 297-334