Manual - CTPI R (Central Test Personality Index - Revised)

USER MANUALCTPI-R This document has been created by the Research and Innovation Department of Central Test and is intended for the internal use of our clients. It cannot be reproduced, modified in whole or in part by any means without the expressed written consent of Central Test. Central Test - Member of the International Test Commission TABLE OF CONTENTS 1. USER INFORMATION AND APPLICABILITY ...................... 3 1.1 MAIN AREAS OF APPLICATION .................................................. 3 1.2 USER QUALIFICATION ............................................................. 4 1.3 PURCHASE, CONDITIONS AND COSTS ....................................... 5 2. CONCEPTUAL FRAMEWORK AND DEVELOPMENT .............. 5 2.1 CONCEPTUAL FRAMEWORK OF CTPI-R ..................................... 6 2.2 DESCRIPTION OF THE DIMENSIONS .......................................... 8 3. STANDARDIZATION AND SCALING ............................ 15 3.1 SCALING ............................................................................. 15 the Sales Profile-R. At present. was specifically designed for sales positions and customer service jobs. due to the dimensions being measured. Control/Power or Developing others). The CTPI-R is administered online. under which there are 19 factors. User information and applicability Chapter summary This chapter provides a brief overview of the information needed to use the assessment and its main applications. The CTPI-R questions are presented under different formats: 6-point Likert scales and multiple choice questions with 2. for different purposes and at different levels: Individuals Teams Organisations Recruitment Analysis of training needs Management audit Career Management Team building Succession planning Personal development Research Workplace counseling Corporate culture shift It is particularly appropriate for the assessment of individuals holding a post-graduate diploma (Master's degree or higher) as well as for managers. It is intended for HR professionals. such as production line work or clerical positions. Each factor includes 6 items. The questionnaire consists of 114 questions. Additional information about specific uses or modes of administration can be obtained from customer service. Central Test offers other tools. 1. There are 4 dimensions. it is less suitable for the assessment of people with certain occupations (or who are being recruited for certain occupations). The language level of some items can also be inappropriate in the assessment of people with a lower mastery of the English language. 3 or 4 options. such as the Professional Profile-2 and the Big Five Profile. the CTPI-R is only available in normative form. The main reason is that most of the personality dimensions included in the CTPI-R are meant to predict managerial performance (e. better suited to these types of occupational fields. User Manual CTPI-R © Central Test 2015 p.g. which is not necessarily relevant to all types of occupations. 3 . It can be used throughout an employee's career.1. However.1 Main areas of application The CTPI-R is intended for HR professionals and is designed in a way that enables it to be used globally. although the content of the CTPI-R relates to personality characteristics that can be pertinent to various occupational fields. Another assessment. irrespective of the country or culture. Spanish. training and executive development professionals and psychologists. The social desirability items are integrated in the questionnaire with the items of other factors. Every person who uses the CTPI-R for a professional assessment has to follow a preliminary training. However. with the exception of the social desirability scale. 1. The reports can only be generated online.com). if the test has been administered offline. This method detects people's tendency to answer the questions in a way as to portray an overly positive image of themselves. please contact the Central Test consulting service (consulting@centraltest. the CTPI-R can be administered from a distance and without supervision. however a PDF version of the questionnaire can also be made available for offline administration if conditions do not allow an online administration of the test.  Time required for administration The table below gives an overview of the estimated time required for a complete administration of the test.  Mode of administration The CTPI-R is designed to be administered online. scores obtained on this scale need to be interpreted carefully and considered together with the overall score pattern. as well as with other information about the person. the test-administrator has to enter the candidate's responses in the online version of the questionnaire. providing the test-administrator with an indication of this tendency. Being a personality questionnaire.2 User qualification The CTPI-R questionnaire uses business vocabulary and is meant to be used by Human Resources. German.In addition to the 19 factors. It is important to note that the CTPI-R questionnaire does not include answers that are scored on more than one scale. 4 . Brazilian and Portuguese and will soon be available in Arabic. therefore. CTPI-R is available in English. the CTPI-R questionnaire includes a social desirability scale. French. Online Offline Preparation A few seconds to send the standard e-mail with the instructions 10 minutes to prepare the materials and give the instructions Administration 25-30 minutes 25-30 minutes Scoring and profiling A few seconds Feedback 20 minutes to an hour depending on the field of application 15 minutes (responses need to be entered in the online version of the questionnaire to get the report) 20 minutes to an hour depending on the field of application User Manual CTPI-R © Central Test 2015 p. For more information on availability in a particular language. However. the following points generally apply: • The CTPI-R was created for the following users: HR professionals. The CTPI-R is a revised version of the CTPI-Pro. • This technical document is available and free to be downloaded for any Central Test registered user. training managers. For more information on the training. A preliminary training is compulsory. candidates should be encouraged to answer the questions quickly. • For information on the CTPI-R prices and related products and services. 5 .3 Purchase. by considering the dimensions measured by existing personality questionnaires as well as the conceptual criteria used for other successful Central Test tools (namely the Professional Profile-2 and the Occupational Interest Inventory).The test does not have a time restriction. to avoid spending too much time thinking about each statement. Conditions and Costs The CTPI-R's purchase. the CTPI-R reports are flexible. 2. It was developed on the basis of different theoretical and empirical models of personality at work.  Computer-generated reports As with all other Central Test tools. executive development professionals and psychologists. The link is available from the documentation tab in your client account. the company's version and the candidate's version. • The CTPI-R can be ordered online after having followed the training or by contacting one of Central Test's offices or one of Central Test's partners worldwide. It is always preferable to answer spontaneously to a personality questionnaire. please contact Central Test's customer service or one of Central Test's partners. which can be configured separately. User Manual CTPI-R © Central Test 2015 p. 1. However. Conceptual framework and development  Chapter Summary This chapter describes the initial conceptual framework of the CTPI-R and its development. There are two versions of the report. contact Central Test's customer service or one of Central test's partners. customizable and available in several languages. conditions and cost vary from country to country. as there is no right or wrong answer. Specific sections can be included into or excluded from the report depending on the needs of the administrator. evaluation processes. 6 .R. This initial model of personality was critically reviewed by a panel of experts on management. list of skills required) from our H. the Kostick PAPI and the Ego state questionnaire based on Eric Bern’s TA theory. • A review of all the validation studies on the relationship between personality scales and job performance.2. 15FQ+. This led to the creation of an initial model of personality.  Key facts of the development of the conceptual framework – the operational phase In order to determine the most important scales (or dimensions) to be measured in the questionnaire. The first version was launched in 2009 for the English speaking countries (and in 2010 for the French and Spanish speaking countries). This phase of development took two years and involved the following: • A review of all existing job related personality models and questionnaires.1 Conceptual Framework of CTPI-R The first phase of development took place between 2004 and 2006. Eysenck. Cattell and H. • A review of the documentation (job profiles. 16PF. B. This included the work of H. FIRO scales. an extensive literature review and different data analyses were undertaken. the Myers-Briggs Type Indicator. client organizations to determine which aspects of personality are relevant to the User Manual CTPI-R © Central Test 2015 p. and also covered personality questionnaires such as the California Personality Inventory (CPI). The development of the conceptual framework for the CTPI-Pro started with a study that aimed to identify the key elements necessary for the development of a comprehensive work personality assessment tool. Commitment Cluster-4 Change Management 2. Affiliation 2. 7 . Tactical Cluster-2 Perception Mode 1. Surpassing User Manual CTPI-R © Central Test 2015 p. Rule conscious 6. Conscientiousness 2. Assertiveness 3. Adaptability 4. Developing others 5. Lively 1. Experimental 5. Trust Cluster-3 Self Management 1. Control/Power 4. Emotional stability 4. Optimism 2. Visionary 6. Rational 3. Self confidence 3. The dimensions and factors are summarized in the following table: Cluster-1 People Management 1. Action oriented 3.The final questionnaire (CTPI-R – 2012) includes 114 questions measuring 19 factors organized under 4 dimensions. ). They may feel remorse for not doing a favour or for defending their choices when this goes against the interests of others. laissez-faire. controlling. People with a low score have a tendency to be compliant and to avoid conflicts. easy to influence 3.2 Descriptions of the dimensions People management 1. authoritative Indulgent. pleasant Definition (+) High score Distant. thus being rather indulgent or seemingly indifferent. AFFILIATION This dimension refers to the tendency to be kind. CONTROL/POWER Definition (+) High score (-) Low score This dimension refers to the tendency to seek control over the course of events. to listen to others and to express their feelings easily. rights and wishes in an open. categorical. to have one's own way of doing things accepted. business partners. yet correct manner. detached (-) Low score 2.2. affectionate and open towards others at work. ASSERTIVENESS This dimension refers to the tendency to express and defend one's opinions. Intrusive. They can make unpopular decisions when their assignments require them to. Warm. People with a high score on this dimension like managing others and having high-status positions so they can intervene effectively and with authority. and to gain power. solitary. Definition (+) High score Firm. Individuals with a low score have a tendency to be rather distant and formal. amicable. 8 . People with a low score tend to leave others to act as they wish. etc. non-intrusive User Manual CTPI-R © Central Test 2015 p. and to share their views and impressions to a lesser extent. conciliatory. assertive (-) Low score Accommodating. Individuals with a high score on this dimension seek to create genuine bonds with their environment (colleagues. People with a high score on this dimension do not hesitate to speak up and do not fear conflicts. assistance Favors autonomy and self-learning 5. People with a high score on this dimension tend to believe that human beings are naturally good. with no exceptions. and can lack vigilance. mentor and encourage others in order to help them reach their potential and become more efficient. encouragement. and the motivations behind people's actions. calculating Spontaneous. and this may work against them. they often question the information they receive. They prefer to spend more time with people whom they consider to be more talented than the others. People with a high score on this dimension like spending time helping everyone develop their individual abilities for the benefit of the team. skeptical. people with a low score tend to be constantly on the watch. DEVELOPING OTHERS Definition (+) High score (-) Low score This dimension refers to the tendency and desire to support. tactical thinking. Provides support. in order to cajole them and win them over. They firmly believe in the potential in everyone. ingenuous 6. People with a low score tend to act spontaneously and to be straightforward. People with a high score on this dimension tend to adapt their speech to the person they are talking to. Naturally suspicious. They also tend to hide their real thoughts to prevent divulging personal information about themselves.4. TRUST Definition (+) High score (-) Low score This dimension refers to the tendency to be trusting towards others. Strategic. honest and candid. Trusts others easily Alert. authentic. They trust others as long as nothing conspicuous arises. individuals with a low score believe that everyone is capable of self-management and that offering too much support can lead to inefficiency. On the contrary. suspicious User Manual CTPI-R © Central Test 2015 p. TACTICAL Definition (+) High score (-) Low score This dimension refers to the tendency to be tactical and diplomatic when dealing with others. On the other hand. 9 . spontaneous and sometimes inaccurate. RULE CONSCIENTIOUS Definition (+) High score (-) Low score This dimension refers to the way information is perceived and judgments made.Perception mode 7. Objective. rational Sensitive. Meticulous. Respectful of values. People with a high score on this dimension have a need for reference points and tend to follow established regulations. laws and procedures Permissive. People with a low score do not take the time to review everything in detail and they have a tendency to be carefree. which can reduce their productivity. spontaneous. pays attention to his/her feelings This dimension refers to the tendency to strictly follow the rules and moral standards established by society. seeks efficiency 8. People with a high score on this dimension need to produce very precise work and aim for perfection. They may sometimes be rigid and too focused on procedure. precise. meticulous and organised way. factual. In contrast. tolerant. but can work more quickly. people with a low score have a tendency to disregard certain rules when they hinder the successful completion of a project. lenient User Manual CTPI-R © Central Test 2015 p. RATIONAL Definition (+) High score (-) Low score 9. People with high rationality make judgments based on actions and tend to make decisions considering concrete facts and results. CONSCIENTIOUSNESS Definition (+) High score (-) Low score This dimension refers to the tendency to carry out tasks in a thorough. people with a low score on this dimension tend to base their decisions on their intuition and experience and to consider the underlying human side of every situation. 10 . thus thinking of the company's interests. On the other hand. conscientious Distracted. people with a low score are reserved. recovers easily from failures Pessimistic. (+) High score (-) Low score Hopeful. LIVELY Definition (+) High score (-) Low score This dimension refers to the tendency to be energetic. On the other hand. calm. People with a high score on this dimension have the need to be completely devoted and committed to their company. Definition People with a high score on this dimension are optimistic by nature and tend to take responsibility for their own failures and accomplishments. realistic. positive. and may even appear to be too lively in the eyes of certain people. composed 12. In contrast.Self management 10. to the point of developing a personal identity with it. 11 . outgoing and full of life. OPTIMISM This dimension refers to the tendency to hold positive expectations and to easily recover from failures. people with a low score are more critical and prefer to have negative expectations in order to avoid being disappointed. devoted. workaholic Separates private and professional lives 11. serious. People with a high score on this dimension have a tendency to handle situations in an active and vivid manner. On the other hand. COMMITMENT Definition (+) High score (-) Low score This dimension refers to the tendency to draw satisfaction from being dedicated to one's job. easily discouraged User Manual CTPI-R © Central Test 2015 p. enthusiastic. light-hearted Reserved. calm. Energetic. and think things through. people with a low score have the tendency to maintain a certain distance and try to keep their professional and private lives separate. Involved. competitive. people with low scores have selfdoubt and are easily affected by criticism and have a greater need for recognition. self-controlled Emotional. 12 . They lack concern for what others think of them. self-assured. EMOTIONAL STABILITY Definition Confident. self-doubting This dimension refers to the ability to recognize one's own emotions and to control emotional reactions. they will do anything to reach and even surpass their goals. SURPASSING This dimension refers to the tendency to be ambitious. that could be seen as indifference. Definition People with high scores rarely question themselves. desire for success Satisfied with current situation User Manual CTPI-R © Central Test 2015 p. (+) High score (-) Low score 14. SELF CONFIDENCE This dimension refers to the tendency to have selfconfidence. impulsive.13. audacious Lacks confidence. people with a low score tend to feel satisfied with their current situation and do not seek to surpass their objectives once they have reached them nor do they constantly set new goals for themselves (+) High score (-) Low score Ambitious. imperturbable. (+) High score (-) Low score Stable. Definition People with a high score on this dimension like challenges and tend to set high goals for themselves. On the other hand. People with a high score on this dimension often have a stable mood and are not easily affected by external factors such as stress or pressure. On the other hand. to believe in one's potential. Moreover. In extreme situations. People with a low score have less emotional control as portrayed by impulsive acts and passionate reactions. driven and competitive. passionate 15. sometimes as a result of being overly confident. ACTION ORIENTED This dimension refers to the tendency to take initiative. tests new methods Traditional. Definition People with high scores often try to test new methods and technology. sometimes to the detriment of existent solutions.CHANGE MANAGEMENT 16. risks and choose action over reflection in order to make progress even if there is uncertainty. without being attached to a particular routine or habit. (+) High score (-) Low score Reacts to change with action Reacts to change with reflection 17. Definition People with a high score on this dimension are flexible and are able to modify their behaviour according to the context. follows established methods User Manual CTPI-R © Central Test 2015 p. to allow time for reflection. They value reliability when moving forward with projects. People with low scores tend to be conventional and prefer to use proven methods. (+) High score (-) Low score Explorer. resists change 18. to make day-to-day tasks easier. People with a low score tend to resist change and have difficulty changing their habits. Definition People with a high score on this dimension do not hesitate to act and to take risks in order to reach their goals quickly and move forward. (+) High score (-) Low score Flexible. EXPERIMENTAL This dimension refers to the desire to explore and innovate. 13 . People with a low score have a tendency to progress slowly and with caution. adapts well to change Inflexible. to find original solutions. ADAPTABILITY This dimension refers to the ability to adapt to change and novelty. people with a low score on this dimension have a tendency to enjoy living in the present and are hesitant. (+) High score (-) Low score Anticipative. even sceptical. to understand trends and patterns and to anticipate future events. about wanting to make predictions too much. and to anticipate possible outcomes. Definition People with a high score have the need to make projections about future events. turned towards the future Factual. by taking into account all aspects of a project. 14 . focused on the present User Manual CTPI-R © Central Test 2015 p.19. VISIONARY This dimension refers to the tendency to be a “visionary”. pragmatic. On the other hand. This is probably the weakest way to try to demonstrate validity as it is highly subjective in nature. A score higher than 8 or lower than 2 is considered to be an extreme score. It's just that this form of judgment won't be very convincing to others. Statistics  Chapter summary This chapter describes the process of transforming raw scores into standardized scores which was done during the development of the CTPI-R.) To improve the quality of face validity assessment we made it more systematic and objective in nature by sending the test items to our panel of experts for their review and on basis of their feedback. A numeric value is attributed to every response option. As stated above. each factor includes 6 items with a total of 20 to 36 response options. (Note that just because it is weak evidence doesn't mean that it is wrong. We need to rely on our subjective judgments for a number of practical purposes. User Manual CTPI-R © Central Test 2015 p.2 Validity: Validity is the extent to which a test measures what it is supposed to measure and is a judgment made on the basis of observation and statistical indicators. 15 . To calculate the score on each dimension. only items showing consistent agreement were finally retained in the test. Validity may be explored and determined through various means:  Face validity refers to the operationalization of the concept. the value of every chosen answer is added. It is to see whether "on its face" the test items seem like a good translation of the construct. 3. This is again done by the panel of the experts. It is important for a test to be reliable at first in order for it to be valid.3. The test indicates good level of content validity as most of its contents are aligned with that of the experts.1 Scaling The CTPI-R uses a continuous scale ranging from 0 to 10 to measure personality attributes. 0 implies a low level and 10 implies a high level on the corresponding personality trait.  Content validity refers to the extent the contents of the test (factor descriptions and items) present true functionality of the construct. A description of the norms will be included in the manual that will be published soon. 3. and varies between 0 (no reliability) and 1 (perfect reliability). Due to vast differences in individual personality and behaviour. Since this test is primary designed a competency assessment tool we had a lot of opportunity to test its correspondence with a number of objective criteria. Internal consistency is measured using Cronbach's coefficient alpha. it is rare to find a coefficient higher than 0. Formally. the reliability coefficient is defined by the ratio of true score variance to observed score variance. The number and type of criteria were different from study to study but overall we included these criteria in our validity studies: Supervisor’s rating Number of promotions/ increment in last five years Average time span between two promotions Performance rating in annual appraisals Average period of stay in a job Reliability : The reliability of a test is concerned with its precision of measurement. A reliability coefficient of 0. and generally more homogeneous scale content.6 is considered to be good in psychometrics to determine its precision. It should be remembered that reliability estimates are always sample dependent. The greater the variation of scores in the group studied.4 to 0. the higher the measured estimate of reliability.• • • • • 3.6. High values of Cronbach's coefficient alpha indicate a greater degree of consistency in scores.3  Criterion Validity of the test was examined by doing multiple regression analysis between test scores and objective criteria. User Manual CTPI-R © Central Test 2015 16 . 54 Conscientiousness 0.38 0 Control/Power 0.61 Surpassing 0.67 Visionary 0.30 Optimism 0.Given below is a table showing the internal reliability of the 19 factors of the CTPI-R.35 Rational 0.57 Trust 0. Factors Reliability Action-oriented 0.50 Tactical 0.53 Commitment 0.47 Developing others 0.50. The average reliability coefficient for the test is 0.57 Assertiveness 0.40 Rule-conscientious 0.43 Lively 0.40 Self-confidence 0.62 User Manual CTPI-R © Central Test 2015 17 .61 Affiliation 0.50 Adaptability 0.36 Emotional stability 0.47 Experimental 0. 9 Experimental 6.5 5.6 Rational 5. as highlighted.4 6.0 5.2 Adaptability 4.2 Visionary 5.7 6.8 Developing Others 6.5 5.0 Control 4.1 4.7 4.8 4.9 4.3 Emotional Stability 5.1 5.0 Lively 5. Male Mean Scores Female Mean Scores Average Mean Scores Action-Oriented 4.8 5.2 4.5 5.1 6.1 6.9 5.7 6.1 5.4 Trust 5.6 5.6 Tactical 4.7 4.7 5.2 Self-Confidence 6.2 4.6 6.9 Assertiveness 5.3 6.9 4.2 5.9 6.7 6.5 6.5 6.5 Rule-Conscientiousness 6.5 Factors Gender N Males 633 Females 350 Total 983 User Manual CTPI-R © Central Test 2015 18 .4 5.7 4.4 5.0 5.8 Surpassing 5.0 5. Minor differences exist in the mean scores of certain factors.4 5.6 Commitment 6.8 Affiliation 6.8 5.5 4.5 Optimism 6.7 Conscientiousness 4.Mean scores (Gender-wise) Given below is the comparison of mean scores of males and females on all CTPI-R factors. 41 Q83 0.62 Q107 0.50 User Manual CTPI-R © Central Test 2015 19 .64 Q39 0.41 Q99 0.64 Q57 0.55 Q59 0.44 Q1 0.22 Q91 0.50 Q56 0.53 Q101 0.40 Q45 0.60 Q79 0.Given below are a series of tables showing the correlations of each CTPI-R factor with the ítems that measure the particular factor: Adaptability Action Oriented Q21 0.61 Q40 0.58 Q82 0.65 Q97 0.45 Control/Power Conscientiousness Q26 0.54 Q10 0.54 Q49 0.72 Q74 0.56 Assertiveness Affiliation Q25 0.60 Q98 0.63 Q15 0.47 Q89 0.69 Q66 0.62 Q69 0.28 Q92 0.51 Q28 0.64 Q46 0.68 Q100 0.44 Q5 0.53 Q65 0.59 Q50 0.45 Q34 0. 54 Q80 0.45 Q7 0.58 Lively Optimism Q16 0.51 Q94 0.55 Q19 0.52 Q32 0.60 Q11 0.72 Q102 0.54 Q78 0.55 Q88 0.51 Q86 0.66 Experimental Emotional Stability Q112 0.57 Q36 0.56 Q43 0.65 Q42 0.53 Q108 0.61 Q3 0.49 Q54 0.67 Q70 0.58 Q51 0.53 Q61 0.68 Q72 0.52 Q9 0.55 Q33 0.61 User Manual CTPI-R © Central Test 2015 20 .63 Q113 0.40 Q60 0.Commitment Developing Others Q24 0.49 Q48 0.31 Q17 0.54 Q106 0.63 Q41 0.62 Q67 0.57 Q71 0.61 Q58 0. 57 Q55 0.Rule Conscientiousness Rational Q31 0.50 Q111 0.35 Q23 0.59 Q73 0.54 Q93 0.27 Q44 0.44 Q18 0.52 Q47 0.65 Q114 0.39 Q84 0.67 Q37 0.68 Q110 0.60 Self Confidence Surpassing Q2 0.41 Q104 0.61 Q30 0.65 Q96 0.60 User Manual CTPI-R © Central Test 2015 21 .66 Q14 0.45 Q87 0.40 Q4 0.51 Q20 0.66 Q64 0.40 Q95 0.64 Q52 0.44 Q81 0.63 Q63 0.60 Q6 0.60 Q109 0.61 Q105 0.46 Q103 0.49 Visionary Q27 0.47 Q68 0.40 Trust Tactical Q8 0.58 Q29 0.48 Q75 0.56 Q85 0.41 Q90 0.55 Q35 0.52 Q77 0.43 Q22 0. 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