DOCSLIB.ORG

Essentials of 16PF Assessment / Heather Cattell, James M

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Essentials of 16PF Assessment / Heather Cattell, James M Essentials of 16PF ® Assessment Heather E. P.Cattell James M. Schuerger John Wiley & Sons, Inc. Essentials of 16PF® Assessment Essentials of Psychological Assessment Series Series Editors, Alan S. Kaufman and Nadeen L. Kaufman Essentials of WAIS-III® Assessment Essentials of Individual Achievement by Alan S. Kaufman and Elizabeth O. Assessment Lichtenberger by Douglas K. Smith Essentials of CAS Assessment Essentials of TAT and Other Storytelling by Jack A. Naglieri Techniques Assessment by Hedwig Teglasi Essentials of Forensic Psychological Assessment by Marc J. Ackerman Essentials of WJ III® Tests of Achievement Assessment Essentials of Bayley Scales of Infant by Nancy Mather, Barbara J. Wendling, and Development-II Assessment Richard W. Woodcock by Maureen M. Black and Kathleen Matula Essentials of WJ III® Cognitive Abilities ® Essentials of Myers-Briggs Type Indicator Assessment Assessment by Fredrick A. Schrank, Dawn P. Flanagan, by Naomi Quenk Richard W. Woodcock, and Jennifer T. Essentials of WISC-III® and WPPSI-R® Mascolo Assessment Essentials of WMS®-III Assessment by Alan S. Kaufman and Elizabeth O. by Elizabeth O. Lichtenberger, Alan S. Lichtenberger Kaufman, and Zona Lai Essentials of Rorschach® Assessment Essentials of MMPI-A™ Assessment by Tara Rose, Nancy Kaser-Boyd, and by Robert P. Archer and Radhika Michael P. Maloney Krishnamurthy Essentials of Career Interest Assessment Essentials of Neuropsychological Assessment by Jeffrey P. Prince and Lisa J. Heiser by Nancy Hebben and William Millberg Essentials of Cross-Battery Assessment Essentials of Behavioral Assessment by Dawn P. Flanagan and Samuel O. Ortiz by Michael C. Ramsay, Cecil R. Reynolds, Essentials of Cognitive Assessment with KAIT and R.W. Kamphaus and Other Kaufman Measures Essentials of Million Inventories Assessment, by Elizabeth O. Lichtenberger, Debra Second Edition Broadbooks, and Alan S. Kaufman by Stephen N. Strack Essentials of Nonverbal Assessment Essentials PAI® Assessment by Steve McCallum, Bruce Bracken, and by Leslie C. Morey John Wasserman Essentials 16 PF® Assessment Essentials of MMPI-2® Assessment by Heather E. Cattell and James M. by David S. Nichols Schuerger Essentials of NEPSY® Assessment Essentials WPPSI-III® Assessment by Sally L. Kemp, Ursula Kirk, and Marit by Elizabeth O. Lichtenberger and Alan S. Korkman Kaufman Essentials of 16PF ® Assessment Heather E. P.Cattell James M. Schuerger John Wiley & Sons, Inc. Copyright© 2003 by John Wiley & Sons, Inc. All rights reserved. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appro- priate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 646-8700, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008, e-mail: [email protected]. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accu- racy and completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, included but not limited to special, incidental, consequential, or other damages. This publication is designed to provide accurate and authoritative information in regard to the sub- ject matter covered. It is sold with the understanding that the publisher is not engaged in rendering professional services. If legal, accounting, medical, psychological or any other expert assistance is required, the services of a competent professional should be sought. Designations used by companies to distinguish their products are often claimed as trademarks. In all instances where John Wiley & Sons, Inc. is aware of a claim, the product names appear in initial capital or all capital letters. Readers, however, should contact the appropriate companies for more complete information regarding trademarks and registration. For general information on our other products and services please contact our Customer Care Department within the U.S. at (800) 762-2974, outside the United States at (317) 572-3993 or fax (317) 572-4002. Wiley also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic books. For more information about Wiley products, visit our website at www.wiley.com. Library of Congress Cataloging-in-Publication Data: Cattell, Heather E.P. Essentials of 16PF assessment / Heather Cattell, James M. Schuerger. p. cm. — (Essentials of psychological assessment series) Includes bibliographical references and index. ISBN 0-471-23424-9 (pbk.) 1. Sixteen Personality Factor Questionnaire. I. Schuerger, James M. II. Title. III. Series. BF698.8.S5C265 2003 155.2'83—dc2 2003045081 Printed in the United States of America. 10987654321 The authors wish to dedicate this book to the memory of Alberta Karen Cattell (1916-1996) Although she was first a gifted and enthusiastic mathematician, Karen gradually became the worlds’ foremost 16PF supporter. No one knew it better than she did—from item content to factor structure to early research in Czechoslovakia. Her enthusiasm was contagious, and she was generous in sharing her knowledge and in her encouragement of others. She enjoyed giving in-depth 16PF profile interpretations to those who showed a personal interest. As a friend, mentor, and colleague, she was kind, tactful, considerate, affirmative, and loyal. She drew people out, empowering them to give their best, even in difficult times. She passionately supported the people around her and their feelings and interests. She is greatly missed. CONTENTS Series Preface xi One Overview 1 Tw o How to Administer and Score the 16PF Questionnaire 19 Three The 16PF Questionnaire Scales 27 Four How to Interpret the 16PF Questionnaire 159 Five Strengths and Weaknesses of the 16PF Questionnaire 191 Six Clinical, Counseling, and Consulting Applications 197 Seven Career and Organizational Applications 221 Eight Illustrative Case Reports 249 Appendix 281 References 285 Annotated Bibliography 295 Index 297 About the Authors 307 Acknowledgments 307 ix SERIES PREFACE n the Essentials of Psychological Assessment series, we have attempted to provide the reader with books that will deliver key practical information Iin the most efficient and accessible style. The series features instruments in a variety of domains, such as cognition, personality, education, and neuro- psychology. For the experienced clinician, books in the series will offer a concise, yet thorough way to master utilization of the continuously evolving supply of new and revised instruments, as well as a convenient method for keeping up to date on the tried-and-true measures. The novice will find here a prioritized assembly of all the information and techniques that must be at one’s fingertips to begin the complicated process of individual psychological assessment. Wherever feasible, visual shortcuts to highlight key points are utilized alongside systematic, step-by-step guidelines. Chapters are focused and suc- cinct. Topics are targeted for an easy understanding of the essentials of administration, scoring, interpretation, and clinical application. Theory and research are continually woven into the fabric of each book, but always to enhance clinical interference, never to sidetrack or overwhelm. We have long been advocates of “intelligent” testing — the notion that a profile of test scores is meaningless unless it is brought to life by the clinical observations and astute detective work of knowledgeable examiners. Test profiles must be used to make a difference in a child’s or adult’s life, or why bother to test? We want this series to help our readers become the best intelligent testers they can be. In Essentials of 16PF ® Assessment, the authors present a foundation of basic information for beginners as well as in-depth information for the experienced practitioner. The goal in writing this text was always to provide sufficient xi xii SERIES PREFACE explanation so that a person with no 16PF experience could, after careful study, make sense of a set of scores. The text draws upon the authors’ own considerable research, teaching, and applied experience with the test, as well as that of many other authors. Detailed information is provided on all of the scales measured by the 16PF Questionnaire, as well as some information about scale interactions, a range of case studies, and information about how to use the test in career counseling, employee selection and development, and clinical and counseling applications. Alan S. Kaufman, PhD, and Nadeen L. Kaufman, EdD, Series Editors Yale University School of Medicine
Load more

Recommended publications
  • 16Pf Protective Services Report Candidate’S Personality Impacts His/Her Work Style and Job Performance
    16pf® Protective Services Report 16pf® Protective Services Report Plus Key Features & Benefits Both the 16pf PSR and the 16pf PSR+ help you quickly identify which candidates to move forward in the selection process by examining how a 16pf Protective Services Report candidate’s personality impacts his/her work style and job performance. Suitable for both pre- and post-offer Both reports deliver: selection. • An in-depth normal personality assessment; • Scores on our proprietary, research-based 16pf Protective Services Helps identify individuals who can: Dimensions. Cope with stress and respond appropriately under pressure; Work responsibly and ethically; 16pf PSR Dimension Proven to Predict Problem-solve and make sound decisions; Emotional Adjustment Training Success Peer Approval Communicate effectively with co- How an individual adjusts to workers and the public. challenging situations, such Positive Work Behaviors Presents insights into the individual’s as remaining calm and acting Terminations appropriately in uncertain or thought patterns, beliefs, and Reprimands stressful situations. behaviors. Job Knowledge Based on comprehensive research with police, corrections, and military Integrity/Control Terminations personnel, making both reports Whether the individual is likely to Successful Hires job-relevant for protective services act in a dependable, conscientious positions. and self-controlled manner. Grounded in universally-accepted normal personality theory. Intellectual Efficiency Training Success Administered and scored locally or The respondent’s typical style of Job-specific Knowledge available via the Internet. decision making and his/her ability Terminations to evaluate situations and quickly Successful Hires 16pf Protective Services generate solutions. Report Plus Provides all of the above benefits plus: Interpersonal Relations Training Success A comprehensive picture of the Peer Acceptance Reveals the individual’s manner candidate – normal personality plus of relating to others and typical Terminations his/her psychological functioning.
    [Show full text]
  • The Cross-Cultural Comparability of the 16 Personality Factor Inventory (16Pf) Fatima Abrahams
    THE CROSS-CULTURAL COMPARABILITY OF THE 16 PERSONALITY FACTOR INVENTORY (16PF) FATIMA ABRAHAMS THE CROSS-CULTURAL COMPARABILITY OF TIIE 16 PERSONALITY FACTOR INVENTORY (16PF) by FATIMA ABRAHAMS submitted in accordance with the requirements for the degree of DOCTOR OF COMMERCE in the subject INDUSTRIAL PSYCHOLOGY at the UNIVERSITY OF SOUTH AFRICA PROMOTER: PROF K F MAUER 30 NOVEMBER 1996 IBIS IBESIS IS DEDICATED TO MY PARENTS, ACHMAT AND WARALDIA GYDIEN, MY HUSBAND, RAMZIE AND MY DAUGHTERS, ZAREEN AND MISHKAH. UN ISA BIBUOTEEK I LIBRARY rn~d-04- , 1 Class Klas .. 155. 283 ABRA Ace es Aanwi1 ...... llHHlmHllll 0001698820 Student number: 3004-475-8 I declare that The cross-cultural comparability of the 16 Personality Factor Inventory (16PF) is my own work and all that I have used or quoted have been indicated and acknowledged by means of complete references. SIGNATURE DATE (MRS) F ABRAHAMS ACKNOWLEDGEMENTS All praises are due to the Creator who granted me the ability to tackle and complete this thesis. I would also like to thank all the people who supported me throughout the process, particularly: Prof. K F Mauer, my supervisor, for his suggestions and inputs about the thesis in general, his critical comments of the draft chapters, and his constant willingness to support me throughout the entire process. Prof. Micheal Muller and Ms. Evelyn Muller for their advice and help with conducting the statistical analysis. My brother Ziyaad, for his continual support and for acting as my research assistant, who spent many hours coding and punching the data. The staff of the Psychology and/or Industrial Psychology Departments at the University of Durban-Westville, University of Pretoria, and University of Natal who so willingly spent time helping me with the administration of the test.
    [Show full text]
  • 16PF® Psychological Evaluation Report
    16PF® Psychological Evaluation Report The 16PF PER screens for twelve When evaluating an individual’s fitness for duty, a complete pathology-oriented behavioral personality picture is essential. The 16PF PER is uniquely qualified characteristics and delivers in-depth to do this as it is generated from the 16PF Psychological Evaluation normal personality information. In Questionnaire, a combination of the 16PF Questionnaire (a normal fitness-for-duty evaluations, this personality assessment) and an additional 140 items that screen for saves valuable time and money psychopathology. over longer, single-focus, invasive assessments. A Deeper Look at Depression The 16PF PER assists in the evaluation of overall functioning, including Key Features & Benefits documentation of the reported presence of symptoms of depression. The unique, multi-dimensional structure Over half of the test’s clinical scales assess a facet of depression, a of the 16PF PER gives you: common yet difficult-to-identify diagnosis for individuals in high-risk occupations. In addition, a composite scale, Depressive Characteristics, Useful normal personality insights, includes these six scales: Health Concerns, Suicidal Thinking, Anxious even if pathology is not present. Depression, Low Energy, Self-Reproach, and Apathetic Withdrawal. Narrative interpretation of every elevated scale on both the normal and clinical scales. Three scales that measure the individual’s attitude toward the test taking process. A QuickEval Index for an instant indication of the person’s overall feeling of adequacy, self-worth, and their ability to cope. Three additional indices which signal whether further evaluation is needed in the areas of depression, distorted thoughts, and risk-taking behaviors. Occupational areas the individual may be drawn to, based upon his/her unique personality.
    [Show full text]
  • Emotionally Unstable? It Spells Trouble for Work, Relationships and Life
    Emotionally unstable? It spells trouble for work, relationships and life Rob Bailey and Tatiana Gulko, OPP Ltd Summary This presentation explores a range of studies of resilience using the 16PF questionnaire, focusing on Anxiety and its subscales. To show the wide-ranging implications of high Anxiety and low Emotional Stability, the outcomes relate to both work-life and home-life. This is to remind occupational experts that emotional concerns are unlikely to stay at only home. Outcomes included engagement, promotion, tenure, happiness, satisfaction with romantic relationships, and self-perceptions of luckiness. Background and introduction Psychological resilience is, with good reason, a fashionable topic right now in the HR world (see for example: Developing resilience: An evidence-based guide for practitioners, CIPD 2011). However, to psychologists, this is not a new concern; resilience has been defined as “a dynamic process encompassing positive adaptation within the context of significant adversity” (Luthar, Cicchetti, & Becker, 2000). Similarly, writing about the 16PF personality questionnaire in 1989, H.B. Cattell (cited in Cattell and Schuerger, 2003) says that Emotional Stability underpins the ability “to overcome the obstacles that humans inevitably encounter as they attempt to sustain their lives and meet their needs”. This presentation explores a range of personality studies completed with the 16PF personality questionnaire, where resilience is measured by the global construct of Anxiety (similar to the Big Five’s Neuroticism) and specifically by the scales Emotional Stability, Vigilance (a lack of trust in others), Apprehension and Tension. It is proposed for the DOP Conference theme of Investing in the Future of the Individual because of the relevance to individuals wishing to lead successful rewarding lives.
    [Show full text]
  • Journal of Research in Personality 47 (2013) 599–608
    Journal of Research in Personality 47 (2013) 599–608 Contents lists available at SciVerse ScienceDirect Journal of Research in Personality journal homepage: www.elsevier.com/locate/jrp Simple measures and complex structures: Is it worth employing a more complex model of personality in Big Five inventories? ⇑ Anne Herrmann a, , Hans-Rüdiger Pfister b a Kalaidos University of Applied Sciences Switzerland, Department of Economics and Management, Jungholzstrasse 43, 8050 Zurich, Switzerland b Leuphana University of Lueneburg, Institute of Experimental Industrial Psychology, Wilschenbrucher Weg 84a, 21335 Lueneburg, Germany article info abstract Article history: The poor performance of five-factor personality inventories in confirmatory factor analyses (CFAs) Available online 18 May 2013 prompted some to question their construct validity. Others doubted the CFA’s suitability and suggested applying Exploratory Structural Equation Modeling (ESEM). The question arises as to what impact the Keywords: application of either method has on the construct validity of personality inventories. We addressed this Personality question by applying ESEM and CFA to construct better-fitting, though more complex models based on Big Five structure data from two questionnaires (NEO PI-R and 16PF). Generally, scores derived from either method did Confirmatory factor analysis not differ substantially. When applying ESEM, convergent validity declined but discriminant validity Exploratory Structural Equation Modeling improved. When applying CFA, convergent and discriminant validity decreased. We conclude that using Construct validity Multitrait–multimethod current personality questionnaires that utilize a simple structure is appropriate. NEO PI-R Ó 2013 Elsevier Inc. All rights reserved. 16PF 1. Introduction assignment is extremely important because it forms the basis for obtaining scores for the higher-order personality factors.
    [Show full text]
  • Validating Cattell's Sixteen Personality Factor Model with Exploratory Factor Analysis
    Validating Cattell’s Sixteen Personality Factor Model with Exploratory Factor Analysis Abstract As one of the first uses of factor analysis, Raymond Cattell’s Sixteen Personality Factor model was a revolution in psychometrics, paving the way for contemporary personality measures such as the Big Five traits. However, more recent studies on Cattell’s conclusions have cast doubt on the validity of such a model due to its irreproducibility. Using 163 questionnaire answers from 35,376 individuals, we used exploratory factor analysis techniques (developed by Cattell himself) to retrace Cattell’s analysis and compared the results to validate his model. Within the analysis, we used maximum likelihood estimation to get factor loadings, chose 16 factors, and then used a promax rotation to differentiate the chosen factors. While many questions were categorized into the factors they were originally meant to measure, we noticed many of the same problems cited by previous researchers, namely the grouping of certain components into more general factors and the lack of significance to support others. Additionally, we also argue that many of the patterns we observed in our results might have arisen from participant bias in the data collection process itself, as test-takers may have responded based on what they thought the questions measured. Background and significance The Sixteen Personality Factor Questionnaire (16PF Questionnaire) is a popular self- reported personality test developed by Raymond B. Cattell, and has many practical important applications on working with human behaviors, ranging from clinical diagnosis to career counselor. In developing this test, Cattell used factor analysis to determine the underlying personality traits based on self-ratings on questions (Cattell & Mead, 2008).
    [Show full text]
  • Guide to Using the 16Pf ® Assessment in Coaching
    Guide to Using the 16pf ® Assessment in Coaching © image: Shutterstock 318060578|racorn 16pf.com Guide to Using the 16pf® Assessment in Coaching © Copyright 2016 PAN Inc. All rights reserved. No portion of this publication may be translated or reproduced in whole or in part, stored in a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording or otherwise) without prior written permission of the copyright owner. This publication may not be resold, rented, lent, leased, exchanged, given or otherwise disposed of to third parties. Neither the purchaser nor any individual test user employed by or otherwise contracted to the purchaser may act as agent, distribution channel or stockist for this publication. ® The 16pf logo is a trademark and registered trademark of the Institute for Personality and Ability Testing, Inc.(IPAT). IPAT is a subsidiary of Performance Assessment Network, Inc. (PAN). ® 16pf is a registered trademark of the Institute for Personality and Ability Testing, Inc. (IPAT) in the USA, the European Community and other countries. IPAT is a subsidiary of Performance Assessment Network, Inc. (PAN). ™ The PAN logo is a trademark of Performance Assessment Network, Inc. (PAN). ® PAN is a registered trademark of Performance Assessment Network, Inc. (PAN). 2 THE ROLE OF THE 16pf QUESTIONNAIRE Guide to Using the 16pf® IN COACHING Assessment in Coaching Coaching can be described as a dynamic two-way dialogue to enable learning and development in line with business performance, and is a central feature in many of today’s organizations. The major contributions of coaching in business are: Enabling people to adjust to major changes in rapidly evolving business environments.
    [Show full text]
  • The Sixteen Personality Factor Questionnaire (16PF)
    9781412946520-Ch07 5/7/08 7:03 PM Page 135 7 The Sixteen Personality Factor Questionnaire (16PF) Heather E.P. Cattell and Alan D. Mead INTRODUCTION research and is embedded in a well-established theory of individual differences. This ques- The Sixteen Personality Factor Questionnaire tionnaire’s extensive body of research (16PF) is a comprehensive measure of normal- stretches back over half a century, providing range personality found to be effective in a evidence of its utility in clinical, counseling, variety of settings where an in-depth assess- industrial-organizational, educational, and ment of the whole person is needed. The 16PF research settings (Cattell, R.B. et al., 1970; traits, presented in Table 7.1, are the result of H.E.P. Cattell and Schuerger, 2003; Conn and years of factor-analytic research focused on Rieke, 1994; Krug and Johns, 1990; Russell discovering the basic structural elements of and Karol, 2002). A conservative estimate of personality (Cattell, R.B., 1957, 1973). 16PF research since 1974 includes more than In addition to discovering the sixteen 2,000 publications (Hofer and Eber, 2002). normal-range personality traits for which the Most studies have found the 16PF to be instrument is named, these researchers iden- among the top five most commonly used tified the five broad dimensions – a variant of normal-range instruments in both research the ‘Big Five’ factors (Cattell, R.B., 1957, and practice (Butcher and Rouse, 1996; 1970). From the beginning, Cattell proposed Piotrowski and Zalewski, 1993; Watkins et al., a multi-level, hierarchical structure of per- 1995). The measure is also widely used inter- sonality: the second-order global measures nationally, and since its inception has been describe personality at a broader, conceptual adapted into over 35 languages worldwide.
    [Show full text]
  • Using Five Factors to Measure Personality‍
    HR TIPS Using Five Factors to Measure Personality The Five Factor Model (also known as the Big Five) is a highly regarded psychological theory. The model sums up all of human personality into five broad, yet distinct traits: Conscientiousness, Extraversion, Neuroticism, Openness, and Agreeableness. The groundwork for the Big Five was laid in the 1950s by psychologist Raymond Cattell, who statistically identified sixteen Primary Factors of personality. Cattell found that those factors could be further grouped into five broader dimensions, known as the Global Factors. Each of the Global Factors corresponds closely with the Big Five personality factors later described by other researchers. Cattell’s research led to the creation of the 16pf® Questionnaire, a comprehensive measure of personality known for its value in employee selection and development. Historically, HR practitioners have used the five Figure 1 Global Factors as a conceptual framework for studying the The Global Factors Work for Everyone meaning and function of the For practitioners with limited exposure to the 16pf assessment, or psychological more detailed 16 Primary assessments in general, it may seem challenging to fully understand and interpret Factor scores. However, for the meaning behind the more detailed 16 Primary Factors. The Global Factors, on some 16pf Questionnaire the other hand, are simple, concise, and highly geared toward a business-savvy applications, using the five (as opposed to psychometric-savvy) audience. In fact, the 16pf Global Factors Global Factors alone may be report replaces Cattell’s original names for the five factors with practical names informative enough. that are useful in an everyday work setting.
    [Show full text]
  • Minnesota Multiphasic Personality Inventory
    Minnesota Multiphasic Personality Inventory - Wikipedia, the free encyclopedia Page 1 of 12 01/27/2015 Minnesota Multiphasic Personality Inventory From Wikipedia, the free encyclopedia The Minnesota Multiphasic Personality Inventory (MMPI) is the most widely used Minnesota Multiphasic Personality Inventory and researched standardized psychometric test Diagnostics [1] of adult personality and psychopathology. ICD- 94.02 (http://icd9cm.chrisendres.com/index.php? Psychologists and other mental health 9-CM srchtype=procs&srchtext=94.02&Submit=Search&action=search) professionals use various versions of the MMPI to develop treatment plans; assist with MeSH D008950 differential diagnosis; help answer legal questions (forensic psychology); screen job candidates during the personnel selection process; or as part of a therapeutic assessment procedure.[2] The original MMPI, first published by the University of Minnesota Press in 1943, was replaced by an updated version, the MMPI-2, in 1989. A version for adolescents, the MMPI-A, was published in 1992. An alternative version of the test, the MMPI-2 Restructured Form (MMPI-2-RF), published in 2008, retains some aspects of the traditional MMPI assessment strategy, but adopts a different theoretical approach to personality test development. Contents ◾ 1 History ◾ 1.1 MMPI ◾ 1.2 MMPI-2 ◾ 1.3 MMPI-A ◾ 1.4 MMPI-2-RF ◾ 2 Current scale composition ◾ 2.1 Clinical scales ◾ 2.2 Validity scales ◾ 2.3 Supplemental scales ◾ 2.4 PSY-5 scales ◾ 3 Scoring and interpretation ◾ 3.1 Recent advancements in the MMPI-2 ◾ 3.2 RC and Clinical Scales ◾ 3.3 Addition of the Lees-Haley FBS (Symptom Validity) ◾ 4 Criticisms ◾ 4.1 Old vs.
    [Show full text]
  • The 16PF Personality Questionnaire
    The 16PF Personality Questionnaire A Synopsis Synopsis of 16PF Questionnaire From: Dilshad Edibam, Roll No. 8 For: Ms. Anuja Deshpande Introduction The Sixteen Personality Factor Questionnaire (or 16PF), is a self-report, multiple- choice personality questionnaire which was developed over several decades of research by Raymond B. Cattell, Maurice Tatsuoka and Herbert Eber. Beginning in the 1940s, Cattell used the new techniques of factor analysis (based on the correlation coefficient) in an attempt to try to discover and measure the fundamental traits of human personality (Cattell, 1946). Using client responses to the questionnaire, standardized scores (stens) are derived for each of the sixteen personality factors. In addition, scores for five Global Factors (the original Five- Factor Model) are computed. These scores enable clients to formulate personality models useful in industrial/organizational applications, clinical settings, counseling, and research for predicting human behavior. Factor analysis is a statistical method used to describe variability among observed, correlated variables in terms of a potentially lower number of unobserved, uncorrelated variables called factors. In other words, it is possible, for example, that variations in three or four observed variables mainly reflect the variations in fewer such unobserved variables. About the author That the 16PF Questionnaire originated from scientific inquiry was no accident; its author, Raymond B. Cattell, was the product of a strong scientific and analytical background. His grandfather, father, and brother were inventors and engineers. At that time, the field of scientific psychology was quite limited in scope. Cattell studied the work of physiological and experimental psychologists (e.g., Pavlov, Thorndike, and Wundt) who used the scientific method to examine very particular areas of human functioning such as sensation and learning.
    [Show full text]
  • 16PF Cattell Comprehensive Personality Interpretation Manual," Available Through IPAT
    AN Cattell Comprehensive Personality Interpretation Ima M Leeder July 7, 2016 CONFIDENTIAL Cattell Comprehensive Personality Interpretation Ima M Leeder Introduction July 7, 2016 Introduction This confidential report is designed for use by appropriately qualified professionals. The presentation of information is compact and the language of the report is technical. It was not intended to be used for client feedback. This report is based on the 16PF Questionnaire, which is a measure of normal personality. The report's narrative interprets the 16PF scales in light of issues relevant for counselors and clinicians. However, the report should not be used to diagnose pathology, which requires pathology-oriented measures and/or psychodiagnostic interview. The report is intended to be used in conjunction with professional judgment. The statements it contains should be viewed as hypotheses to be validated against other sources of data. Personality test data should be regarded with caution when the data are over one year old or after the occurrence of a major life event. In these instances, it is recommended that the client be retested. All information in this report should be treated confidentially and responsibly. For additional information about the report and its contents, please refer to the "16PF Cattell Comprehensive Personality Interpretation Manual," available through IPAT. Report author: Heather Birkett Cattell, Ph.D. with Heather E. P. Cattell, Ph.D. 2 Cattell Comprehensive Personality Interpretation Ima M Leeder Validity Indices, Global Perspective, and Themes July 7, 2016 Validity Indices This profile's Impression Management index is within the average range. Thus, Ms. Leeder's responses don't appear to either greatly exaggerate or deny socially desirable attributes.
    [Show full text]