The WPS personality assessment test provides information about a person's personality traits, and how they are likely to affect their work. The instrument is based on the Big Five Factor Model of personality and is similar to the model of the Big Five advanced by Costa and McCrae (1985). The WPS is designed for work and occupational applications - recruitment, training, team building, coaching, and counseling.
The instrument measures the Big Five traits, 20 primary personality traits, and impression management using a 160-item questionnaire. The WPS uses the Standard Ten (Sten) scoring approach. The WPS report provides an in-depth profile of the test taker's personality and probable work style, and offers performance improvement tips and suggestions. The instrument's 20 scales measure the following aspects of personality.
|Friendly||Gets to know people quickly, cheers people up, enjoys contact.|
|Outgoing||Likes to be surrounded by people, talks a lot, enjoys social occasions.|
|Assertive||Communicates views and ideas, seeks to influence people.|
|Energetic||Keeps busy, reacts quickly, is always on the go, fills spare time.|
|Trusting||Believes that people have good intentions, trusts people to be honest.|
|Straightforward||Behaves straightforwardly, does not manipulate or use people.|
|Considerate||Shows concern, listens well, makes people feel welcome.|
|Modest||Keeps quiet about successes and achievements, avoids talking about self.|
|OPENNESS TO CHANGE|
|Imaginative||Has strong imagination, sets aside time for thinking, enjoys daydreaming.|
|Innovative||Generates original solutions to problems, has lots of ideas for change.|
|Rule-breaking||Prepared to bend the rules and take risks to achieve change.|
|Adaptable||Tries new ways of working, adapts quickly to change, prefers variety.|
|Competent||Completes tasks, excels at work, gets things done efficiently.|
|Organized||Likes to be organized, keeps things tidy, does things according to a plan.|
|Achieving||Works hard, sets high standards, does more than is expected.|
|Proactive||Gets down to work quickly, initiates activities, prepares in advance.|
|Relaxed||Has fewer worries than most people, finds it easy to unwind.|
|Contented||Comfortable with self, happy with life, positive about future.|
|Self-assured||Confident in unfamiliar surroundings and with new people.|
|Resilient||Calm under pressure, copes with problems, overcomes setbacks quickly.|
The internal consistency reliabilities of the scales range from 0.7 to 0.9 with a median of 0.8. Correlations between the scales and marker variables are in the range of 0.7 to 0.9 with a median correlation of 0.8. Criterion-related validity studies show statistically significant correlations between job performance and test scores on all the scales. The magnitude and range of correlations are consistent with those reported in the literature for the impact of personality on job performance.
The instrument's norms are based on a large international comparison group of 25,000 respondents with equal numbers of men and women. The mean age of the sample was 30.2 with a standard deviation of 10.5. About 40 percent of respondents were aged 16-25, about 30% were aged 26-35, and about 10% were aged 46-55. Most respondents came from the United States, the United Kingdom, Canada and Australia. Differences in scores related to gender, age, ethnicity, and nationality are very small.
15 ~ 20 minutes
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