Relevant bibliographies by topics / Questionnaire 16PF

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  2. Dissertations / Theses
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  4. Book chapters

Academic literature on the topic 'Questionnaire 16PF'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Questionnaire 16PF"

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Lorr, Maurice, and Antanas Suziedelis. "Profile patterns in the 16PF questionnaire." Journal of Clinical Psychology 41, no. 6 (November 1985): 767–73. http://dx.doi.org/10.1002/1097-4679(198511)41:6<767::aid-jclp2270410607>3.0.co;2-9.

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Schuerger, J. M., and T. M. Sfiligoj. "Holland Codes and 16PF Global Factors: Sixty-Nine Samples." Psychological Reports 82, no. 3_suppl (June 1998): 1299–306. http://dx.doi.org/10.2466/pr0.1998.82.3c.1299.

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Global Factor scores from Cattell's Sixteen Personality Factor Questionnaire (16PF) were correlated with Holland codes using mean 16PF profiles from 69 occupational groups as data. Unlike prior studies, this study features occupational groups as the unit of analysis. Two analyses were done to test expectations, (a) 16PF scores would significantly discriminate among Holland types and (b) 16PF mean scores for each type would differ from the population mean in a direction consistent with prior research. Results met expectations on each analysis. Findings for two of the Global Factors (Anxiety and Self-control) warranted special comment. Interpretations were offered and implications discussed.
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Garner, Curtis M., Allyn Byars, Michael Greenwood, and Karen A. Garner. "16PF in Screening for Appropriateness of Mentors." Psychological Reports 92, no. 1 (February 2003): 35–42. http://dx.doi.org/10.2466/pr0.2003.92.1.35.

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The utility of the Sixteen Personality Factor Questionnaire, Fifth Edition (16PF) as an indicator of mentor effectiveness was examined. A random sample of the 16PF scores of 74 mentors was drawn from a population of 837 mentors from Big Brothers Big Sisters. Caseworkers rated mentor's effectiveness using a rubric developed for this purpose. The rubric showed good interrater agreement. Caseworkers' ratings of mentor's effectiveness was used to rate mentors systematically as appropriate or inappropriate. The 16PF scores of mentors were compared at an alpha level of .05 for appropriate and inappropriate groups using independent t tests and multivariate analysis of variance, which reflected significant differences between male and female mentors on Factors E and Q3. Significant differences were also found between “appropriate” and “inappropriate” mentors on Factors L and Q4. These differences reflected only moderate effect sizes and lacked practical significance or meaning. The results suggest that, while the 16PF discriminates statistically between “appropriate” and “inappropriate” mentors, in terms of practical significance, the questionnaire is not particularly useful as an initial screening tool.
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Moyer, R. Diane, and James M. Schuerger. "Disorder Concept Scales and Personality Dimensions in a Young Adult Sample." Psychological Reports 85, no. 3_suppl (December 1999): 1135–38. http://dx.doi.org/10.2466/pr0.1999.85.3f.1135.

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Previous research has shown correlations between normal personality variables of the Sixteen Personality Factor Questionnaire (16PF) and Axis II personality disorder scales using the Morey, Waugh, and Blashfield Minnesota Multiphasic Personality Inventory (MMPI) and Millon Clinical Multiaxial Inventory. This study ( N = 37) compared variables from the adolescent version of the 16PF, the High School Personality Questionnaire, Revised, including the new Clinical Supplement and the MMPI scales of Morey, et al. and yielded results similar to those from earlier studies with other inventories. Extraversion scores correlated positively with those on Narcissistic and Histrionic scales, negatively with scores on Schizoid, Avoidant, and Schizotypal scales; scores on Independence had a similar pattern.
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Garcia-Sedeñto, Manuel, Jose I. Navarro, and Inmaculada Menacho. "Relationship between Personality Traits and Vocational Choice." Psychological Reports 105, no. 2 (October 2009): 633–42. http://dx.doi.org/10.2466/pr0.105.2.633-642.

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The relationship between occupational preferences and personality traits was examined. A randomly chosen sample of 735 students (age range = 17 to 23 years; 50.5% male) in their last year of high school participated in this study. Participants completed Cattell's Sixteen Personality Factor–5 Questionnaire (16PF–5 Questionnaire) and the Kuder–C Professional Tendencies Questionnaire. Initial hierarchical cluster analysis categorized the participants into two groups by Kuder–C vocational factors: one showed a predilection for scientific or technological careers and the other a bias toward the humanities and social sciences. Based on these groupings, differences in 16PF–5 personality traits were analyzed and differences associated with three first-order personality traits (warmth, dominance, and sensitivity), three second-order factors (extraversion, control, and independence), and some areas of professional interest (mechanical, arithmetical, artistic, persuasive, and welfare) were identified. The data indicated that there was congruency between personality profiles and vocational interests.
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Kunen, Seth, and Leighton Stamps. "A Discriminant Function Analysis of Type A Behavior Using the 16PF Personality Questionnaire." Educational and Psychological Measurement 51, no. 4 (December 1991): 923–29. http://dx.doi.org/10.1177/001316449105100412.

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Akbarova, Sanobar Narzikulovna, Таlat Saidalimovich Аgzamhodjayev, Bahrom Hodja-Kammajdinovich Аyhodjayev, Shoira Ismoilovna Turdiyeva, and Mehribon Khabibjonovna Alimova. "GENDER DISTINCTIONS IN RESULTS OF CATTELL’S 16PF QUESTIONNAIRE AT STUDENTS OF MEDICAL INSTITUTE." Theoretical & Applied Science 42, no. 10 (October 30, 2016): 95–99. http://dx.doi.org/10.15863/tas.2016.10.42.20.

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Ellis, Barbara B., and Alan D. Mead. "Assessment of the Measurement Equivalence of a Spanish Translation of the 16PF Questionnaire." Educational and Psychological Measurement 60, no. 5 (October 2000): 787–807. http://dx.doi.org/10.1177/00131640021970781.

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Bonaguidi, Franco, M. Giovanna Trivella, Claudio Michelassi, Franco Filipponi, Franco Mosca, and Antonio L'Abbate. "Personality Change as Defensive Responses of Patients Evaluated for Liver Transplant." Psychological Reports 88, no. 3_suppl (June 2001): 1211–21. http://dx.doi.org/10.2466/pr0.2001.88.3c.1211.

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Patients affected by endstage liver disease and awaiting liver transplant suffer very stressful conditions. The aim of this study was to evaluate the personality and behavioral responses of a group of liver transplant candidates, 95 men ( M age 50 yr.) and of a group of 18 normal men ( M age 49 yr.). The 16 Personality Factor Questionnaire of Cattell, and the PSY Inventory for Behavioral Assessment were administered to assess personality and behavior. On the 16PF Questionnaire, patients had significantly different mean scores from normal subjects on Scale B– (low mental capacity), G (conformity), N (shrewdness), and Q1– (conservatism). They also showed a somewhat lower but not a statistically significant mean on Scale E (submissiveness). In addition, on the four second-order factors of the 16PF (Anxiety, Control, Pathemia, and Extraversion) patients had a significantly higher mean on Control. With respect to PSY Inventory factors, patients showed impairment in energy, sleep, sexual disturbances, and obsessive behaviors. It appears these patients with endstage liver disease, who were evaluated for liver transplant, showed psychological regressive functioning, i.e., high control and dependency on medical staff, submissiveness, which are interpretable as defensive responses to upcoming transplant.
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Krug, Samuel E., and Edgar F. Johns. "A Large Scale Cross-Validation of Second-Order Personality Structure Defined by the 16PF." Psychological Reports 59, no. 2 (October 1986): 683–93. http://dx.doi.org/10.2466/pr0.1986.59.2.683.

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The second-order factors structure of the 16 Personality Factor Questionnaire (16PF) was cross-validated on a large sample ( N = 17,381) of normal males and females. Subjects were sampled across a broad range of ages, socioeconomic levels, education, geographic location, and ethnicity. The purposes of this investigation were (1) to provide a precise definition of 16PF second-order factor structure, (2) to shed additional light on the nature of two second-order factors that have been previously identified but described as “unstable” and “poorly reproduced,” and (3) to determine the extent to which common factor estimation formulas for men and women would prove satisfactory for applied work. The resulting solutions were congruent with previous studies and showed a high degree of simple structure. Support was provided for one, but not both, of the two additional second-order factors. Results also supported the use of simplified estimation formulas for applied use.
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Dissertations / Theses on the topic "Questionnaire 16PF"

1

Abrahams, Fatima. "The cross-cultural comparability of tile 16 personality factor inventory (16pf)." University of the Western Cape, 1996. http://hdl.handle.net/11394/8323.

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Philosophiae Doctor - PhD
This study focused on the 16PF (SA 92), a personality questionnaire that was developed in the USA and adapted for South African conditions. The main aim of the study was to determine whether the scores of the 16PF are comparable in a cross-cultural setting in South Africa. The influence of age, language, socio-economic status and gender on the scores were also determined. The sample consisted of black, white, coloured, and Indian university students and were drawn from the University of Western Cape, University of Pretoria, University of Durban- Westville, and University of Natal To achieve the aims outlined construct comparability studies and item comparability studies were conducted. In addition, descriptive statistics were also calculated to provide a general picture of the performance of the various sub-samples. A qualitative study was also conducted to determine some of the reasons for the occurrence of item incomparability of the racial sub-sample. The results showed that the racial variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16PF when the different race groups were compared. In addition, significant mean differences were also found on the majority of factors when the scores of the different race groups were compared. The results of the qualitative study showed that participants whose home language was not English or Afrikaans had difficulty in understanding many of the words and the construction of sentences contained in the 16PF. The implications of using the 16PF in South Africa, with its multicultural population was outlined, taking the new labour legislation pertaining to selection into consideration. Finally, a number of options for test users, and users of the 16PF in particular were presented.
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Desjardins, Sabrina. "Facteurs de risque individuels de l'épuisement professionnel : validation du questionnaire style personnel au travail." Thèse, Université de Sherbrooke, 2014. http://hdl.handle.net/11143/5874.

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L’épuisement professionnel est un problème de santé psychologique qui constitue un phénomène grandissant dans la population générale. La prévention de ce trouble devrait constituer une priorité dans les organisations et pourrait être améliorée par une meilleure identification des facteurs de risque en jeu. Bien qu’il existe des facteurs de risque organisationnels et individuels de l’épuisement professionnel, seuls les premiers faisaient jusqu’ici l’objet d’un questionnaire validé servant à les mesurer. La présente étude a effectué la validation d’un questionnaire mesurant les facteurs de risque individuels de l’épuisement professionnel : le Style personnel au travail (SPT). La cohérence interne, la validité factorielle ainsi que la validité convergente ont été vérifiées. Ce dernier type de validité a été examiné en comparant le questionnaire SPT à une mesure de l’épuisement professionnel, le Maslach Burnout Inventory - General Survey (MBI-GS) ainsi qu’à une mesure des facteurs reliés à la personnalité normale, le Sixteen Personality Factor Questionnaire (16PF). L’étude visait également à déterminer si le questionnaire SPT était complet, c’est-à-dire s’il semblait comprendre l’ensemble des principaux facteurs de risque individuels de l’épuisement professionnel. Un échantillon constitué de 230 travailleurs à temps complet issus de différentes organisations a répondu à trois questionnaires en format électronique : le SPT, le MBI-GS et le 16PF. Une analyse de fidélité par bissection, une analyse en composantes principales, des corrélations ainsi que des régressions multiples hiérarchiques ont été conduites afin d'atteindre les objectifs formulés. Les résultats appuient d’abord la bonne cohérence interne du questionnaire SPT et soutiennent la structure factorielle en six facteurs. Ils fournissent également plusieurs indices quant à la validité convergente du questionnaire en mettant en évidence plusieurs liens corrélationnels entre les facteurs du SPT et ceux du MBI-GS, d’une part, et du 16PF, d’autre part. Les résultats permettent finalement de considérer l’ajout potentiel d’un facteur de risque, issu du 16PF, au questionnaire SPT : la Stabilité émotionnelle. Les avantages et inconvénients d’un tel ajout sont discutés. La présente étude comporte certaines limites, concernant entre autres la taille et la composition de l’échantillon ainsi que la méthode utilisée. Néanmoins, les retombées de cette recherche sont importantes. En effet, l’étude fournit plusieurs indices quant à la validité du questionnaire SPT, qui permet désormais de mesurer les facteurs de risque individuels de l’épuisement professionnel conjointement avec l’AMT, un questionnaire validé mesurant les facteurs de risque organisationnels du trouble. Il est ainsi possible d’obtenir, en une seule passation, un portrait plus complet des principaux facteurs de risque reliés à l’épuisement professionnel. Ce portrait permettra également le développement d’outils de prévention efficaces et ciblés, dans le but de réduire l’incidence de ce trouble chez les travailleurs.
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Hunter, Terri Ann. "A behavioural validation of Belbin's team roles and model derived from the 16PF5, and OPQ personality questionnaires." Thesis, University of Strathclyde, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287527.

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Mantsha, Tshifhiwa Rebecca. "Psychometric properties of a Venda version of the Sixteen Personality Factor Questionnaire (16PF)." Diss., 2002. http://hdl.handle.net/10500/658.

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A Venda version of the South African Sixteen Personality Factor Questionnaire Fifth edition(16PF5) was develop using forward and back translation methods. This version was administered to a sample of 85 Venda speaking subjects. Subjects ranged in age from 18 to 30 years old. Item analysis was done and a qualitative analysis of the reasons why items were not successful was done for each scale. Reasons identified included translation errors, problems in understanding the vocabulary and idiomatic language used, the use of the negative form and possible differences in the manifestation of constructs. Given the large number of items to be excluded, only general trends were indicated as to avoid over interpretation. These trends need to be considered when changing or replacing items. The results of this study can be regarded as a first step in developing a Venda version of the 16PF5.
Psychology
M.A. (Psychology)
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De, Raay Lorraine Barbara. "The 16PF as a screening device for clinical psychology candidates." Thesis, 2014. http://hdl.handle.net/10210/9632.

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M.A. (Clinical, Psychology)
The aim of this study was to develop a selection model for students who are to be trained as Clinical Psychologists at the Masters degree level. Since selection criteria are both subjective and objective and the procedure itself time consuming, the model would have to incorporate these aspects and also save time. For these reasons the possibility of utilizing a single assessment instrument, the 16PF, was investigated. The experimental design compared two methods of selection. These were (i) the traditional method involving interpersonal contact between selectors and candidates and (ii) a statistical method involving the 16PF. were tested. Three hypotheses i That the 16PF would discriminate significantly between selected and selected students. ii That a pattern of objective criteria would emerge. iii That some subjective criteria would be identified. All three hypotheses were subsequently confirmed. Recommendations for the future utilization of the model are made.
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Abrahams, Fatima. "The cross-cultural compatability of the 16 personality factor inventory (16PF)." Thesis, 1996. http://hdl.handle.net/10500/16756.

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This study focused on the 16PF (SA 92), a personality questionnaire that was developed in the USA and adapted for South African conditions. The main aim of the study was to determine whether the scores of the 16PF are comparable in a cross-cultural setting in South Africa. The influence of age, language, socio-economic status and gender on the scores were also determined. The sample consisted of black, white, coloured, and Indian university students and were drawn from the University of Western Cape, University of Pretoria, University of DurbanWestville, and University of Natal. To achieve the aims outlined construct comparability studies and item comparability studies were conducted. In addition, descriptive statistics were also calculated to provide a general picture of the performance of the various sub-samples. A qualitative study was also conducted to determine some of the reasons for the occurrence of item incomparability of the racial sub-sample. The results showed that the racial variable had the greatest influence on the scores obtained. Problems existed with the construct and item comparability of the 16PF when the different race groups were compared. In addition, significant mean differences were also found on the majority of factors when the scores of the different race groups were compared. The results of the qualitative study showed that participants whose home language was not English or Afrikaans had difficulty in understanding many of the words and the construction of sentences contained in the 16PF. The implications of using the 16PF in South Africa, with its multicultural population was outlined, taking the new labour legislation pertaining to selection into consideration. Finally, a number of options for test users, and users of the 16PF in particular were presented.
Industrial and Organisational Psychology
D.Com. (Industrial Psychology)
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Doman, Francois. "Die verband tussen persoonlikheid en toesighouersukses in die suiwelbedryf." Diss., 2000. http://hdl.handle.net/10500/18020.

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Text in Afrikaans, abstract in Afrikaans and English
Die primere doelstellings van die navorsing is om die verband tussen persoonlikheid en toesighouersukses te bepaal. Persoonlikheid is deur die 16-Persoonlikheidsfaktorvraelys ( 16PF) en toesighouersukses deur 'n prestasiebeoordelingstelsel gemeet. 'n Literatuurstudie van persoonlikheidsteoriee en vorige navorsing is gebruik om die verwantskap tussen persoonlikheid en werksukses te verifieer en die navorsingsbehoefte aan te dui. Die steekproef is 74 toesighouers, hoofsaaklik blanke mans, by 'n fabriek van 'n suiwelvervaardigingsmaatskappy. Die verwantskap tussen die 16PF-resultate en toesighouersukses is statisties deur Pearson en Spearman se Produkmomentkorrelasiemetode, Standaard en Stapsgewyse meervoudige regressie en T-toetse vir onafhanklike groepe bepaal. Die resultate toon dat slegs faktore B, C, L, 0, Q4 en die tweedeordefaktor QII van die 16PF 'n beduidende verband met toesighouersukses het. Dit is bevind dat ouderdom, ondervinding en kwalifikasie nie die verwantskap tussen persoonlikheid en toesighouersukses be'invloed nie. Hoewel hierdie bevindinge nie veralgemeen kan word nie, moet persoonlikheid wel deeglik by die evaluering van personeel, byvoorbeeld in seleksie, oorweeg word.
The aim of the research is to establish the relationship between personality and supervisor success. Personality was measured with the 16-Personality Factor Questionnaire (16PF) and supervisor success through a performance measuring system. A literature study was done to verify the relationship between personality and work success. The sample consisted of 74 supervisors, mainly white males, working at a dairy factory. The relationship between the 16PF results and supervisor success has been statistically established through Pearson and Spearman's Product-moment correlation method, standard and stepwise multiple regression analysis and T-tests for independent groups. The results show that factors B, C, L, 0, Q4 and the second order factor QII of the 16PF has a meaningful relationship with supervisor success. It was found that age, qualifications and experience do not influence the relationship between personality and supervisor success. The findings cannot be generalized but personality can be taken into consideration when evaluating employees, for example in selection.
Industrial & Organisational Psychology
M. Comm. (Bedryfsielkunde)
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Marais, Adele. "The effect of a nuclear family's sudden loss on the personality structures of individual family members." Diss., 2008. http://hdl.handle.net/2263/29459.

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The purpose of this study was to gain an understanding of the potential effect of sudden loss on the personality structures of bereaved individuals. For this purpose, I focused on the individual personality structures of five nuclear family members during the first year following the sudden loss of their daughter/sister. I followed a concurrent nested mixed model research approach and relied upon both the post-positivist and interpretivist paradigms, allowing me to integrate the complementary strengths of quantitative and qualitative data collection by means of triangulation. I utilised a within group interrupted time series design, comparing the family’s MBTI® profiles prior to and following the sudden loss they had experienced. In addition, I incorporated the results of 16PF profiles of the participants administered post-sudden loss. I further substantiated my findings in terms of recurring themes on individual metaphors concerning the sudden loss experience, constructed by the participants. The findings of the study indicated that distinct changes in personality structures occurred in terms of the personality structures of the participants. Pertaining to the four polarities of the MBTI®, I found that the participants displayed a greater preference for the Introversion attitude, as well as both the Sensing and Feeling functions, after they had experienced sudden loss. All participants displayed an inclination towards personal growth by moving closer to the Judging/Perceiving axis post-sudden loss. In addition, two general tendencies were evident amongst the participants, namely a greater dependence on the inferior functions; and secondly the tendency to rely on type exaggeration when dealing with sudden loss.
Dissertation (MEd)--University of Pretoria, 2008.
Educational Psychology
unrestricted
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Books on the topic "Questionnaire 16PF"

1

Cattell, Raymond B. 16PF. 5th ed. Champaign, Ill: Institute for Personality and Ability Testing, 1993.

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Cattell, Heather Birkett. The 16PF: Personality in depth. Champaign, Ill: Institute for Personality and Ability Testing, 1989.

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L, Karol Darcie, and Institute for Personality and Ability Testing., eds. The 16PF fifth edition administrator's manual. Champaign, Ill: Institute for Personality and Ability Testing, 1994.

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M, Schuerger James, ed. Essentials of 16PF assessment. Hoboken, NJ: John Wiley & Sons, 2003.

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Russell, Mary T. The 16PF fifth edition administrator's manual: With updated norms. 3rd ed. Champaign, Ill: Institute for Personality and Ability Testing, 2002.

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Karson, Michael. This info can be edited 16PF interpretation in clinical practice: A guide to the fifth edition. Champaign, Ill: Institute for Personality and Ability Testing, 1997.

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Schuerger, J. M. 16PF adolescent personality questionnaire. Institute for Personality and Ability Testing, 2001.

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Institute for Personality and Ability Testing., ed. Administrator's manual for the 16PF, with 16PF bibliography and index for 1974 through 1990. Champaign, Ill. (P.O. Box 1188, Champaign 61824-1188): Institute for Personality and Ability Testing, 1991.

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R, Conn Steven, Rieke Mark L, and Institute for Personality and Ability Testing., eds. The 16PF fifth edition technical manual. Champaign, Ill: Institute for Personality and Ability Testing, 1994.

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Cattell, Heather E. P., and James M. Schuerger. Essentials of 16PF Assessment. Wiley, 2003.

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Book chapters on the topic "Questionnaire 16PF"

1

Bahner, Carly A., and C. Brendan Clark. "Sixteen Personality Factor Questionnaire (16PF)." In Encyclopedia of Personality and Individual Differences, 4958–61. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_86.

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Bahner, Carly A., and C. Brendan Clark. "Sixteen Personality Factor Questionnaire (16PF)." In Encyclopedia of Personality and Individual Differences, 1–4. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-28099-8_86-1.

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Cattell, Heather E. P. "The Sixteen Personality Factor (16PF) Questionnaire." In Understanding Psychological Assessment, 187–215. Boston, MA: Springer US, 2001. http://dx.doi.org/10.1007/978-1-4615-1185-4_10.

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