Personality Measure

Context:
- It can be used to assess of how people perceive the world.
- It can be used to assess of how people make decisions.
- …
Example(s):
Counter-Example(s):
- an Organizational Personality Measure.
- an Intelligence Measure (for intelligence task ability)
- an Emotional Intelligence Measure (for emotional intelligence ability).
- a Interpersonal Relationship Measure (for interpersonal relationship typing).
See: Relationship Counseling, Career Counseling, Employment Testing.

References

(Wikipedia, 2016) ⇒ http://wikipedia.org/wiki/personality_test Retrieved:2016-2-11.
- A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup.
  The first personality tests were developed in the 1920s and were intended to ease the process of personnel selection, particularly in the armed forces. Since these early efforts, a wide variety of personality tests have been developed, notably the Myers Briggs Type Indicator (MBTI), the MMPI, and a number of tests based on the Five Factor Model of personality, such as the Revised NEO Personality Inventory. Estimates of how much the industry is currently worth are between $2 and $4 billion a year. Personality tests are used in a range of contexts, including but not limited to, individual and relationship counseling, career counseling, employment testing, occupational health and safety and customer interaction management.

(Hogan & Nicholson, 1988) ⇒ Robert Hogan, and Robert A. Nicholson. (1988). “The Meaning of Personality Test Scores." American Psychologist 43, no. 8
- QUOTE: The process of reexamining the methodological and metatheoretical assumptions of personality psychology over the past two decades has been useful for both critics and practitioners of personality research. Although the field has progressed substantially, some critics continue to raise 1960s-vintage complaints, and some researchers perpetuate earlier abuses. We believe that a single issue — construct validity — underlies the perceived and actual shortcomings of current assessment-based personality research. Unfortunately, many psychologists seem unaware of the extensive literature on construct validity. This article reviews five major contributions to our understanding of construct validity and discusses their importance for evaluating new personality measures. This review is intended as a guide for practitioners as well as an answer to questions raised by critics. Because the problem of construct validity is generic to our discipline, these issues are significant not only for personality researchers but also for psychologists in other domains.