In the field of psychology, ‘Character’ and ‘Personality’ are two completely different concepts. Although there are many interpretations of the psychological definition of personality, generally speaking, it refers to a person’s relatively stable psychological characteristics and behavioral tendencies. In daily communication, what we call personality is actually what psychology refers to as personality. Therefore, in order to avoid confusion in understanding, some researchers suggest that ‘Personality’ in psychology should be translated as ‘character.’ Therefore, personality tests are actually personality tests, also known as personality measurements. This article will briefly introduce several commonly used professional personality tests and provide links to online free assessments.
1. Cattell’s 16 Personality Factors Scale
Catell 16 Personality Factor Questionnaire, referred to as 16PF, was compiled by Professor RB Catell of the Institute of Personality and Ability at Illinois State University in the United States. Cattell used factor analysis to develop the test based on his theory of personality traits and it is a self-report scale. Cattell believes that the reason why human behavior is consistent and regular is that everyone has root traits.
In modern human resources management, 16PF can predict the candidate’s job stability, work efficiency and stress tolerance. It is widely used in psychological counseling, personnel selection and career guidance, providing a reference for personal psychological quality for personnel decision-making and human resources diagnosis.
Through systematic observation, scientific experiments and factor analysis, and after twenty or thirty years of research, Cattell identified 16 personality traits and compiled a test scale accordingly.
These personality factors are independent of each other, and each factor is minimally correlated with the others. Different combinations of these factors make up a person’s unique personality.
16 personality factors and their characteristics:
- Factor A (gregariousness): Those with high scores are extroverted, enthusiastic, and gregarious; those with low scores are silent, lonely, and introverted.
- Factor B (Intelligence): Those with high scores are smart and knowledgeable; those with low scores are slow and have little knowledge.
- Factor C (stability): People with high scores are emotionally stable and mature; people with low scores are emotionally unstable.
- Factor E (Strongness): Those with high scores are strong, stubborn, and dominant in attacks; those with low scores are humble and submissive.
- Factor F (Excitability): Those with high scores are relaxed, excited, carefree and indulgent; those with low scores are serious, prudent and taciturn.
- Factor G (Persistence): Those with high scores are persistent, responsible and conscientious; those with low scores are expedient and perfunctory and have poor principles.
- Factor H (Dareness): Those with high scores are adventurous, have few scruples, and are proactive; those with low scores are shy, timid, and retreat.
- Factor I (Sensitivity): People with high scores are careful, sensitive, and emotional; people with low scores are careless, rational, and practical.
- Factor L (skepticism): High scorers are suspicious, stubborn, and stubborn; low scorers are sincere, cooperative, and tolerant.
- Factor M (fantasy): Those with high scores are imaginative and wild; those with low scores are realistic and down-to-earth.
- Factor N (sophistication): Those with high scores are smart and sophisticated and good at dealing with the world; those with low scores are frank and naive.
- Factor O (worry): Those with high scores are worried, depressed and lack self-confidence; those with low scores are calm, calm and confident.
- Factor Q1 (experimental): Those with high scores are free and open and critical; those with low scores are conservative and rule-abiding.
- Factor Q2 (Independence): Those with high scores are independent and decisive; those with low scores are dependent and follow the crowd.
- Factor Q3 (self-discipline): Those with high scores know themselves and their enemies, and are self-disciplined; those with low scores are uncontrolled and relaxed.
- Factor Q4 (tension): Those with high scores will feel frustrated and uneasy; those with low scores will be calm and collected.
Test entrance: Cartel 16PF free online test
2. MBTI personality type test
The MBTI (Myers-Briggs Type Indicator) personality theory originated from the ‘Psychological Type’ theory of the famous psychologist Carl Jung and was developed by American psychologist Katherine Cook Briggs and her daughter Isabel Briggs Myers. further developed.
MBTI is a self-reported personality assessment theoretical model that is used to measure and describe an individual’s psychological activity patterns and personality types in obtaining information, making decisions, and treating life. Through the MBTI model, the connection between personality and career is clearly explained.
MBTI theory believes that a person’s personality can be analyzed from 4 dimensions:
- Source of driving force: Introversion (I) – Extroversion (E)
- How to receive information: Feeling (S) - Intuition (N)
- Decision-making methods: Thinking (T) - Emotion (F)
- Attitude towards uncertainty: Judgment (J) – Perception (P)
Pairwise combinations of these dimensions form 16 personality types, which are:
- ISTJ, INTJ, ESTJ, ENTJ
- ISTP, INTP, ESTP, ENTP
- ISFJ, INFJ, ESFJ, ENFJ
- ISFP, INFP, ESFP, ENFP
After more than 70 years of practice and development, MBTI has been widely used in corporate recruitment, career planning, team building and other fields. More than 2 million people around the world take the MBTI test every year. According to PsycTest statistics, 89% of the world’s top 100 companies use MBTI as an important tool for employee and management development.
Test entrance: MBTI professional personality free online test
3. Holland Hexagonal Career Interest Test
The Holland Vocational Interest Test (Holland Code) was created by American psychologist John L. Holland in the 1960s. Holland believes that the degree of matching between a person’s interest type and the work environment will affect his or her job satisfaction and career development. Therefore, the vocational interest test is mainly used to assess an individual’s interest type to guide career choices.
Holland divides career interests into six broad categories:
- Realistic (R): Likes to engage in practical, hands-on work, such as machinery, technology, outdoor work, etc.
- Investigative (I): Likes to solve problems, conduct analysis and research, such as science, mathematics, psychology, etc.
- Artistic (A): Likes to express creative ideas and artistic activities, such as music, painting, design, etc.
- Social (S): Likes to help others and participate in social activities, such as education, medical care, social services, etc.
- Enterprising (E): Likes to lead, persuade and influence others, such as sales, management, entrepreneurs, etc.
- Conventional (C): Likes to engage in orderly and systematic work, such as accounting, administration, data processing, etc.
Holland’s Hexagon not only helps people understand their interests in different fields, but also effectively guides their career choices. By combining personal interests and career types, you can find the career development path that best suits you.
Test entrance: Holland Hexagon Career Interest Test free online test
4. DISC personality analysis
DISC personality analysis was created by American psychologist William Marston in the 1920s as a tool for assessing an individual’s behavioral style. The DISC model divides people’s behavioral styles into four main types:
- Dominance (D): Challenging, controlling, likes to influence others, and focused on results.
- Influence (I): Passionate, sociable, willing to cooperate with others, and value interaction.
- Steadiness (S): Stable and reliable, likes a harmonious environment and focuses on teamwork.
- Conscientiousness (C): Meticulous and standardized, focusing on accuracy and details, and good at analysis.
The DISC test helps people understand their own behavioral style and how to communicate effectively with others by measuring individual tendencies in four types.
Test entrance: DISC personality test free online test
Conclusion
The above introduces several commonly used professional personality testing tools, including Cattell 16PF, MBTI, Holland Vocational Interest Test and DISC Personality Analysis. These testing tools play an important role in career planning, talent selection and personal development.
Through these tests, we can not only understand our own personality characteristics and career interests, but also find a career path that matches our own characteristics. If you are interested in these tests, please click on the link above to take a free online test and start a journey of self-exploration.
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