Joshua M Ponce 8/10/2019

AB Psychology

DIFFERENT PERSONALITY TESTS

1. Neo Pi-R: a revised version of the Neo Personality Theory developed by Paul Costa and Robert
McCrae. It evaluates people based on the traits of Extraversion, Conscientiousness,
Agreeableness, Neuroticism, and Openness to Experience. Almost like the Hexaco theory, it
assesses descriptive adjectives that fall under categories:
a. Neuroticism: Anxiety, Hostility, Depression, Self-consciousness, Impulsiveness and
Vulnerability to Stress
b. Extraversion: Gregariousness. Assertiveness, Activity, Excitement-seeking and Positivism
c. Openness to Experience: Fantasy, Aesthetics, Feelings, Actions, Ideas and Values
d. Agreeableness: Trust, Straightforwardness, Altruism, Compliance, Modesty, and
Tenderness
e. Conscientiousness: Competence, Order, Dutifulness, Achievement Striving, Self-
Discipline, and Deliberation

While this test considers many factors, it does not address social bias. It assumes that people
are always honest, but this is untrue. In high stakes situations like job interviews, most people
present themselves in a better light than usual. That said, you may want to try it yourself
because it is comprehensive.

 Purpose/Uses of the test - The NEO PI-R, the standard questionnaire measure of
the Five Factor Model (FFM), provides a systematic assessment of emotional,
interpersonal, experiential, attitudinal, and motivational styles--a detailed
personality description that can be a valuable resource for a variety of
professionals.
 Standardization Procedure:
 Form S, designed for self-reports, is appropriate for use with adults, including individuals
of college age.
 Form R, designed for observer reports, is written in the third person for peer, spouse, or
expert ratings. It can be used as an alternative measure or as a supplement to self-reports
from adult clients.
 Each item is rated on a 5-point scale.
 2-part carbonless answer sheet, usable with either form, eliminates the need for separate
scoring keys or templates.
 Self-carbon page of the answer sheet contains item values for rapid computation of scale
raw scores.
 Three profile forms facilitate score-plotting and conversion to T scores.
 1-page "Your NEO Summary" feedback sheet gives clients easy-to-understand
information about the five domains of personality.
 Internal consistency coefficients for both Forms R and S range from .86 to .95 for domain
scales and from .56 to .90 for facet scales.
 The NEO PI-R is validated against other personality inventories as well as projective
techniques.
 The NEO PI-R also can be scored and/or administered electronically using the NEO
Software System™.
 The NEO Job Profiler helps make hiring decisions by weighing candidate's traits against
the qualities needed for success in a given position.
 The NEO Style Graph Booklet provides an innovative way to provide feedback to
respondents based on their NEO profiles. Each graph shows clients how their particular
FFM domain results interact with each other and form different areas of their personality.
It is helpful in occupational and clinical settings.
 The Your NEO Summary feedback sheet enables you to give clients a summary of their
NEO performance.
 Background on how to administer the test - The NEO PI-R is self-administered and is
available in two parallel versions. Each version contains 240 items and three validity
items and requires a 6th-grade reading level.

2. Minnesota Multiphasic Personality Inventory: is a standardized psychometric test of adult

personality and psychopathology. The original MMPI was developed by Starke R. Hathaway and
J. C. McKinley, faculty of the University of Minnesota, and first published by the University of
Minnesota Press in 1943. It was replaced by an updated version, the MMPI-2, in 1989 (Butcher,
Dahlstrom, Graham, Tellegen, and Kraemmer). 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.

 Purpose/Uses of the test - Psychologists and other mental health professionals use various
versions of the MMPI to help develop treatment plans; assist with differential diagnosis; help
answer legal questions (forensic psychology); screen job candidates during the personnel
selection process; or as part of a therapeutic assessment procedure.
 Standardization Procedure - The MMPI-2 contains 567 test items and takes approximately 60
to 90 minutes to complete. The MMPI-2-RF contains 338 questions and takes around 35 to 50
minutes to finish. Because the MMPI is copyrighted by the University of Minnesota, clinicians
must pay to administer and utilize the test.
 Background on how to administer the test:
 The MMPI should be administered, scored, and interpreted by a professional,
preferably a clinical psychologist or psychiatrist, who has received special training in
MMPI use. This test should be used with other assessment tools as well. A diagnosis
should never be made solely on the results of the MMPI.
 The MMPI can be administered individually or in groups and computerized versions
are available as well. Both the MMPI-2 and the MMPI-2-RF are designed for
individuals age 18 years and older. The test can be scored by hand or by a computer,
but the results should always be interpreted by a qualified mental health professional
that has had extensive training in MMPI interpretation.
3. Eysenck Personality Questionnaire: not to be confused with the Eysenck Personality Inventory,
the Eysenck Personality Questionnaire was later introduced by Hans Eysenck and Sybil Eysenck to
measure personality across three dimensions of temperament: extroversion versus introversion,
neuroticism versus stability and psychoticism versus socialization.

 Purpose/Uses of the test: The EPQ-R is an excellent assessment tool to measure the
personality domain. It is useful in numerous applications such as human resources, career
counseling, clinical settings, and research.
 Standardization Procedure: The questionnaire consists of 100 yes/no questions, or the short
scale version consists of 48 yes/no questions. This questionnaire isn't a particularly well know
personality test so versions, and information on the questionnaire, are hard to find, however,
there are some online versions available here.

 Background on how to administer the test: Administered mental health patients (10
outpatients and 8 inpatients) the Eysenck Personality Inventory using computerized and
manual format. In a cross-over, counterbalanced design scores for the three EPI scales did not
differ between administrations. Test-retest reliability between forms was high and
comparable to previous reliability reported for the manual form. It was suggested that
automation of routine testing procedures may be a viable and economical alternative to
traditional methods.

4. Eysenck Personality Inventory: measures personality on two independent dimensions:

extroversion versus introversion and neuroticism versus stability. The questionnaire generates
three scores, the 'E' score which indicates how extroverted you are, an 'N' score which measures
how neurotic you are, and a 'lie' score, which measures how much you have lied on the
questionnaire to be socially desirable.
 Purpose/Uses of the test: measures two pervasive, independent dimensions of
personality, Extraversion-Introversion and Neuroticism-Stability, which account for most
of the variance in the personality domain. Each form contains 57 “Yes-No” items with no
repetition of items.
 Standardization Procedure: Each form contains 57 “Yes-No” items with no repetition of
items. The inclusion of a falsification scale provides for the detection of response
distortion. The traits measured are Extraversion-Introversion and Neuroticism. When you
fill out Eysenck’s Personality Inventory (EPI) you get three scores.
 The ‘lie score’ is out of 9. It measures how socially desirable you are trying to be
in your answers.
 Those who score 5 or more on this scale are probably trying to make themselves
look good and are not being totally honest in their responses.
 The ‘E score’ is out of 24 and measures how much of an extrovert you are. The ‘N
score’ is out of 24 and measures how neurotic you are.
 Background on how to administer the test: The questionnaire generates three scores,
the 'E' score which indicates how extroverted you are, an 'N' score which measures how
neurotic you are, and a 'lie' score, which measures how much you have lied on the
questionnaire to be socially desirable. The full questionnaire consists of 100 yes/no
questions and takes 20-35 minutes to complete. There is also a shorted questionnaire
that consists of 57 yes/no questions, that takes only 10-25 minutes to complete. The
pricing of the questionnaire varies depending on the scoring system you use and whether
it is administered online.
5. Projective measures: unlike objective tests, are sensitive to the rater’s or examiner’s beliefs.
Projective tests are based on Freudian psychology (psychoanalysis) and seek to expose people’s
unconscious perceptions by using ambiguous stimuli to reveal the inner aspects of an individual’s
personality. Two of the most popular projective measures are the Thematic Apperception
Measure and the Rorschach test. Projective tests are also used, less frequently, to study learning
processes. Other projective methods involve requiring subjects to build wooden block structures,
complete sentences, paint with the fingers, or provide handwriting samples; additional methods
include association tests in which spoken words serve as the stimuli.

6. 16 PF: (personality factor) inventory measures personality according Cattell’s 16 factor theory of
personality. The 16PF can also be used by psychologists and other mental health professionals as
a clinical instrument to help diagnose psychiatric disorders and help with prognosis and therapy
planning.
 Purpose/Uses of the test: It provides clinicians with a normal-range measurement of
anxiety, adjustment, emotional stability, and behavioral problems. It can also be used
within other areas of psychology, such as career and occupational selection. The
questionnaire is designed to measure normal behaviors and can be used for career
development, employee’s selection, marital help, and counseling; but it does have some
clinical reference.
 Background on how to administer the test: It measures: warmth, reasoning, emotional
stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance,
abstractedness, privateness, apprehension, openness to change, self-reliance,
perfectionism, tension the questionnaire is designed to be used by people 16 or older. It
takes 30-35 minutes to complete by paper and pencil version, and 30 minutes to complete
using a computer/online version. Development for what is now known as the 16-
personality test by Katharine Cook Briggs and her daughter Isabel Briggs Myers began in
1917, when Katharine Cook Briggs began her research into personality. She noticed
marked differences in the personalities of family members and began reading biographies
until she came up with a rudimentary typology that proposed four temperaments:
thoughtful, spontaneous, executive, and social.

7. DISC Assessment: Dominance (D), Inducement (I), Submission (S), and Compliance (C) is a
behavior assessment tool based on the DISC theory of psychologist William Moulton Marston.
This theory was then developed into a behavioral assessment tool by industrial psychologist
Walter Vernon Clarke. Some companies rely on it to hire staff, while others use it to gauge an
employee’s suitability for a job. It may put you on the right career path for you.
 Purpose/Uses of the test: DiSC measures your tendencies and preferences — your
patterns of behavior. It does not measure intelligence, aptitude, mental health or values.
DiSC profiles describe human behavior in various situations. For example, the DiSC
questionnaire asks about how you respond to challenges, how you influence others, how
you respond to rules and procedures, and about your preferred pace of activity. It does
not measure every dimension of your personality. Some companies rely on it to hire staff,
while others use it to gauge an employee’s suitability for a job. It may put you on the right
career path for you. DISC testing reveals how he or she prefers to approach people,
complete tasks, fit on a team, and embrace the company culture with amazing accuracy.
But a DISC behavioral assessment for employees will not predict if an individual is skilled
at great conversations or completing a task.
 Standardization Procedure: You'll see a rating scale — I strongly agree, agree, am neutral,
etc. — for Everything DiSC profiles like Workplace or Sales. If you're using DiSC Classic,
you'll answer a forced-choice questionnaire — this word describes me most, this one
describes me least. Scoring is done electronically or by hand, depending on the profile
format you choose. Scoring will produce a profile report. You'll be able to read about your
unique behavioral style, your tendencies, needs, preferred environment and strategies
for effective behavior. You'll learn more about your strengths and weaknesses.
 Background on how to administer the test: The DISC personality test, based on Marston's
DISC theory, has been used in business and personal applications for over 30 years. Just
like creating infinite new colors by mixing together primary colors for painting, DISC
personality uses these four basic personality traits of human behavior and every person
has a very unique blend. It's the "color palette of the personality." The DISC Theory
research that Marston conducted in the 1920's continues today to give us great insight
into human behavior and DISC personality types.

8. The Winslow Personality Profile: this personality assessment test measures career success and
happiness. It evaluates 24 personality traits and helps a person find their strengths. This test is
well-received because it is user-friendly.
 Purpose/Uses of the test: It has helped celebrities such as football star John Elway make
critical career decisions. You may want to take a Winslow Profile to boost your career or
relationships. Winslow Reports can be used for:
 Applicant Screening
 Personnel Selection or Placement
 Organizational Development
 Promotion
 Reorganization
 Performance
 It assesses traits that are relevant to success in all professional positions. The
traits measured are:
 Interpersonal Traits: Sociability, Recognition, Conscientious, Exhibition,
Trust, and Nurturance.
 Dedication Traits: Ambition, Endurance, Assertiveness, Boldness,
Coachability, and Leadership.
 Organizational Traits: Alertness, Structure, Order, Flexibility, Creativity,
and Responsibility.
 Self-Control Traits: Self Confidence, Composure, Mental Toughness,
Autonomy, Contentment, and Control.
 Standardization Procedure: The Winslow Reports must be treated as confidential
information to be shared only with authorized members of management and the
participant. Because the Winslow Programs were designed to help, not harm, employees,
it is important for managers to choose their words carefully. For example, a manager in
the heat of anger could say to an employee, "The report said you would fold under the
pressure of deadlines, and you sure did!" A thoughtless remark of this kind creates
negative feelings far removed from the cooperative attitude the program seeks to
generate.

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 Background on how to administer the test: The Winslow Employee Development

Program is an Internet-based system to enhance the performance of all your current
employees. The Winslow Assessment measures the personality, behavior and attitudes
of your employees. The Winslow Reports provide feedback on the employee’s behavior
compared to the behavioral requirements for their specific position.
9. Process Communication Model: the brainchild of NASA, the Process Communication Model
(PCM) personality tool helps it screen astronauts for its missions. This assessment groups people
into six personality types. People are either harmonizers, thinkers, rebels, imaginers, persisters,
or promoters. Since this test assesses personal strengths, it may show yours and lead you to the
perfect career. Created by Dr Taibi Kahler, the Process Communication Model® (PCM) is the
world’s premier tool that is based on human behavior.
 Purpose/Uses of the test: It enables the user of PCM to understand how and why people
communicate and provides a reliable and validated method of identifying and
understanding personality structures. Today, PCM is used by businesses and government
agencies throughout the world as, among other things, a management, selection,
placement and motivation methodology.
 Standardization Procedure: The Process Communication model features six personality
types, arguing that everyone possesses all of these personalities, but that one type is
dominant over the others. In order to communicate effectively, you need to identify the
other person’s type and activate that type within yourself.
 The Harmoniser: compassionate, sensitive and warm
 The Rebel: spontaneous, creative and playful
 The Thinker: logical, responsible and organized
 The Persister: dedicated, observant and conscientious
 The Imaginer: calm, imaginative and reflectivea
 The Promoter: adaptable, charming and resourceful

10. The Holtzman Inkblot Technique: The Rorschach test faced criticism because it did not include
specific criteria. Therefore, skeptics felt that it was pseudoscience. Unlike its predecessor, the
Holtzman test considered criteria such as the reaction time, rejection, place, space, and form of
ink blots. The improvements have made it a popular personality assessment.
 Purpose/Uses of the test: created by Walter H. Holtzman, assesses personalities with ink
blots. It addresses issues in the Rorschach test, a similar type of assessment.
 Standardization Procedure: The test correlation between U.S. and Mexican populations
has been estimated to range from .36 for Popular to .81 for normal adults. The most stable
of the inkblot scores was Location in the United States and Mexico. Reaction,Time, Form
Definiteness, Movement, and Human also scored relatively high in both cultures.
However, these aspects test more of the cognitive-perceptual aspects rather than
personality characteristics. Rejection, Form Appropriateness, Shading, Pathognomic
Verbalization, Barrier, and Penetration had lower stability coefficients while Space, Sex,
Abstract and Balance proved to be extremely infrequent in the children's samples. Test
results generally became more stable with age. The children showed a much weaker
stability of data than that of older patients and adults possessed the greatest stability of
information
 Background on how to administer the test: The scoring includes 22 variables covering
the aspects of the patient's response to the inkblot. Many different variables apply when
scoring.
11. Hexaco Personality Inventory: as its name suggests, the Hexaco Personality Inventory tests six
characteristics of Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and
Openness to experience.
 Purpose/Uses of the test: It assesses a person based on the adjectives that fall under
these categories. They are as follows:

 Humility (H): Fairness, Sincerity, Greed Avoidance

 Emotionality(E): Courage, Anxiety, Sentimentality, and dependence
 Extraversion (X): Social self-esteem, boldness, liveliness
 Agreeableness (A) Willingness to forgive, Flexibility, Gentleness, and Patience
 Conscientiousness(C): Organization, Perfectionism, Diligence, and Prudence
 Openness to Experience (O): Appreciation, Inquisitiveness, and Creativity

 Standardization Procedure: Psychometric properties of the 100-item English-language

HEXACO Personality Inventory–Revised (HEXACO-PI-R) were examined using samples of
online respondents (N = 100,318 self-reports) and of undergraduate students (N = 2,868
self- and observer reports). The results were as follows: First, the hierarchical structure of
the HEXACO-100 was clearly supported in two principal components analyses: each of the
six factors was defined by its constituent facets and each of the 25 facets was defined by
its constituent items. Second, the HEXACO-100 factor scales showed fairly low
intercorrelations, with only one pair of scales (Honesty–Humility and Agreeableness)
having an absolute correlation above .20 in self-report data. Third, the factor and facet
scales showed strong self/observer convergent correlations, which far exceeded the
self/observer discriminant correlations.
 Background on how to administer the test: Began construction of the HEXACO
Personality Inventory in the year 2000. The next step was to generate additional items
that would assess distinct traits within each factor. We developed definitions for those
facet scales with the aim of representing a wide array of content within each factor. The
resulting version of the HEXACO Personality Inventory consisted of six broad factor scales,
each subsuming four narrower facet scales (Lee & Ashton, 2004). We next added two
more facet scales to the HEXACO-PI (see Lee & Ashton, 2006). Unlike the original 24
facets, each of which was assigned univocally to one of the six broad factors, these two
new facets were "interstitial" scales intended to assess some important and interesting
traits that load moderately on two or more of the six factors. The inclusion of the two
new interstitial scales increased the length of the HEXACO-PI from 192 to 208 items in the
full-length version, and from 96 to 104 items in the half-length version.
More recently, we have developed a shorter version of the HEXACO-PI-R in response to
demand for an instrument that would be suitable when the time available for personality
assessment is very short (Ashton & Lee, 2009). In constructing the HEXACO-60, we
decided that each of the six scales should contain 10 items that collectively cover a wide
range of content, with at least two items representing each of the four narrow traits of
each scale in the longer HEXACO-PI-R. We aimed to construct an instrument that would
show moderately high internal-consistency reliability (to the extent permitted by the
brevity and breadth of the scales), low interscale correlations, and a factor structure in
which items (or facets) of the same broad scale would show their primary loadings on the
same factor of a six-factor solution. After selecting the subset of 60 items, we examined
the HEXACO-60 in samples of college students and community adults and found that the
instrument did show the desired properties.

12. The Personality Assessment System: developed by former CIA psychologist John W. Gittinger, the
Personality Assessment System (PAS) assesses personality profiles. Unlike other personality
assessment tests, it uses the Wechsler Scales subtests to decide a person’s intelligence and skills.
The Wechsler Adult Intelligence Scale gathers character information. It also considers character
formation and development. Companies find it useful because it provides psychological
information.
 Purpose/Uses of the test: The PAS is based on premises (among others) that behavior is
determined by both heredity and environment and behavior is determined by an
interacting system of traits. Furthermore, these traits can be modified through learning
to such an extent that some might be nearly opposite to the original genetic direction.
Gittinger's original formulation defines three primitive dimensions to which must be
added general ability level which is referred to in the PAS as Normal Level. There is an
additional dimension related to psychological energy. In the theory, gender and age also
affect the final personality description. Dimensions are:
 Internalizer-Externalizer which is an ability to manipulate internal stimuli or
symbols without being distracted by the external world.
 Regulated-Flexible dimension can be viewed by thinking of a regulated person as
one who can see details within a whole, but not the whole.
 Role Adaptable-Role Uniform dimension refers to a person's skill in meeting
demands that others make of him. It is thus a social dimension.

13. The Birkman Method: another test is the Birkman Method. Developed by Roger Birkman, it
measures a person’s reaction to stress. It also considers strengths and social behavior. Studies like
the Classical Test Theory and the Item Response Theory support its reliability. Because it is quite
detailed, you may want to try it for yourself.
 Purpose/Uses of the test: measures various aspects of personality and can be used as an
assessment during the employment process. The Birkman test measures:
 Interests – what you enjoy and what motivates you in your personal and
professional life.
 Behaviors – how effective and productive your behavioral style is when
performing tasks and in relationships.
 Stress Management – how ineffective and unproductive your behavioral style is
when your needs are not met.
 Organizational Orientation – how you manage and organize your personal and
professional life.
 Standardization Procedure: The results of the Birkman are very complex. There are over
40 different report styles available, and results can reflect an individual respondent, a
one-to-one comparison, and group respondents. For each category (behaviors, stress
management, motivations, organizational orientation) there is a different way of breaking
down and analyzing the results. Typically, it takes a 1-1.5 hours for a Birkman specialist to
explain and expand upon candidates' results.

 Background on how to administer the test: available in 20 languages, is an online

assessment that contains 298 questions, 250 true-false and 48 multiple-choice. Typically,
it takes 30 minutes to complete and results are available immediately. The assessment is
used by over 8,000 companies, and it not only provides test-takers with career
suggestions, but it also matches them to companies and organizations where people with
similar characteristics report success and personal satisfaction in those jobs. Some
organizations that utilize this assessment are: P&G, Philips, Coco-Cola, Shell, JPMorgan,
AT&T, and IBM.

14. The Enneagram: a model of 9 personality types. Based on the work of Oscar Ichazo and Claudio
Naranjo, it represents these personality types in a geometric figure. They include:
a. Reformers
b. Helpers
c. Achievers
d. Individualists
e. Investigators
f. Loyalists
g. Enthusiasts
h. Challengers
i. and Peacemakers.

The Enneagram has a circle, an inner triangle, and a hexagon. The ring explains how the
different personalities unite while the triangle shows how three nearby characters may
influence each character. The hexagon, in arithmetic, is the decimal figure derived from
dividing one by seven. It is a well-received assessment because it is thorough. Consequently,
knowing your Enneagram type may boost your career.

 Purpose/Uses of the test: Proponents of enneagram tests believe that you get an essence
from your birth which determines your real self. However, your environment, education,
and culture develop behavioral trends which may be in consonance of your soul or
conflicting. Holding roots in the spiritual world, The Enneagram test is not prevalent in
the job market primarily because it has roots in the spiritual world. However, the craze
for ‘the right person for the right job’ may invite employers to investigate its potential in
the coming days.
 Standardization Procedure: The WEPSS is a standardized, reliable, and valid Enneagram
inventory, the only one published by a major psychological test company and reviewed in
Buros's Mental Measurements Yearbook, a respected authority in the testing field. The
WEPSS can be purchased for single use and in multiple copies by individuals, consultants,
and workshop presenters. Results and interpretation are immediately accessible online
and via email. The test is currently available in English, Spanish, and Danish for this online
version
 Background on how to administer the test: Some critics suggest that the enneagram tests
follow the idea of the power of numbers. The model is considered akin to numerology.
They indicate that Gurdjieff believes in the power of numbers 1, 3 and 7. The model
utilizes the figure of zero and decimal system, which is an attempt to modernize it. The
Enneagram model has gone through so many ideological revolutions that its originality
has been overshadowed. Currently, different people like to explain it with a different
context. Some believe that your type is your:
 Fundamental strength
 Basic evil
 Basic sin
 Basic energy
 Biological instinct
 Emotional direction
 Essence
 Ego fixation
 Motivational force
 Spiritual direction

15. Woodworth Personal Data Sheet: sometimes known as the Woodworth Psychoneurotic
Inventory was a personality test, commonly cited as the first personality test, developed by Robert
S. Woodworth during World War I for the United States Army. It has been described as "the linear
ancestor of all subsequent personality inventories, schedules and questionnaires"
 Purpose/Uses of the test: It was developed to screen recruits for shell shock risk but was
not completed in time to be used for this purpose. It instead became widely used in
psychological research and led to the development of many other personality tests.
 Standardization Procedure: The average number of pathological answers for the various
mental diseases ranged from 6 in Huntington's chorea to 48.6 in epileptic psychosis. The
average number of pathological answers given for 50 female patients was 19.92; for 50
male patients it was 19.34. As a result of the study of the reactions of 100 male and female
patients, five major weaknesses or faults of the inventory were noted. These were
complex terminology, too lengthy a list of questions, too many questions having no
bearing upon the diagnosis of emotional instability, arbitrary masculine form of test,
duplication of content. The revision by the author was made to eliminate the five faults.
It has been used in several psychological clinics and standardization on it is in progress.
(PsycINFO Database Record (c) 2016 APA, all rights reserved)
 Procedure: The WPI consists of 116 yes or no questions. It should take most
people ten to fifteen minutes to complete. Being one hundred years old, the
inventory makes references that may not be immediately clear to modern takers,
clarifying information has been added in brackets to this version.
 Participation: Your participation in this assessment is voluntary and must be
strictly for educational purposes. It is not clinically administered and so is not
suitable as the basis of any decisions. Your answers will be recorded and possibly
used for research or otherwise distributed in an anonymous fashion.
 Background on how to administer the test: Questions for the test were generated by
Woodworth based on his interviews with psychologists and case studies of persons with
psychological disturbance. This set of items was then given to a group of subjects deemed
to be normal and items answered too frequently were removed. The reduced set of
questions was then given to a large sample of servicemen and a smaller sample of
"diagnosed abnormal subjects". With these results the test was submitted to the Surgeon
General who accepted it and a preliminary program of recruit screening was established
where recruits who scored high on the test would be referred to a psychologist for further
evaluation. Some attempts were made to weight items according to their discriminating
power, but this was found to not improve the reliability of scores and was so abandoned.
The content of the items covered somatic symptoms, medical history, family history and
social adjustment. The final form consisted of 116 yes or no questions.
16. True Colors: is a personality profiling system created by Don Lowry in 1978. It was originally
created to categorize four basic learning styles using the colors blue, orange, gold and green to
identify the strengths and challenges of these core personality types. According to this personality
temperament theory, which is a refined version of the popular Myers-Briggs Type Indicator
(MBTI), everyone's personality consists of a combination of all four colors, with the dominant two
colors representing the core of a person's personality temperament.
 Purpose/Uses of the test: provides insights into different motivations, actions, and
communication approaches. The core of the system identifies intrinsic values,
motivations, self-esteem, sources of dignity and worthiness, causes of stress,
communication styles, listening styles, non-verbal responses, language patterns, social
skills, learning styles, environmental motivators, cultural appeal, negative mental states,
relationship orientation and ethical behaviors.
 Standardization Procedure: the colors of Orange, Gold, Green, and Blue are used to
differentiate the four central True Colors® personality styles. Each of us has a combination
of the four True Colors that make up our personality spectrum, usually with one of the
styles being the most dominant.
 Background on how to administer the test: the theory behind True Colors can be traced
back to when Hippocrates (460BC) identified four different temperaments of humans:
Sanguine, Choleric, Phlegmatic, and the Melancholic… and in Plato’s (428BC) ideas about
character and personality. Flip a switch – the light comes on.
Don Lowry originally selected theater as an entertaining way to acquaint people with the
powerful insights of temperament. In order to involve the audience in the process, he
developed the True Colors character cards. The cards offered a gratifying, hands-on
experience in discovering their True Colors personality traits. Little did he know at the
time; the simplicity of these cards would be key to the ease of use and lasting impact of
True Colors.
In general:
a. green personality types are independent thinkers,
b. gold personality types are pragmatic planners,
c. orange personality types are very action-oriented,
d. and blue personality types are very people-oriented

17. Thomas–Kilmann Conflict Mode Instrument (TKI): is a conflict style inventory, which is a tool
developed to measure an individual's response to conflict situations. It consists of thirty pairs of
statements. For each pair, the respondent must choose either the A or B item (for example, one
item depicts collaborating while the other item describes avoiding). Each pair of statements was
specifically designed, through a multi-stage research process, to be equal in social desirability.
 Purpose/Uses of the test: the TKI® allows people to appreciate the value of their own
conflict styles and also learn the value of other styles as well. Using the Thomas-Killmann
assessment allows people to focus and build on their strengths. Using the TKI®
assessment with new teams helps members get acquainted with each other’s conflict
styles, identify potential challenges, and set goals for how they should handle conflict as
a group.
 Standardization Procedure: The Thomas-Kilmann describes five different conflict modes
and places them on two dimensions:
 Assertiveness – the degree to which a person tries to satisfy their own concerns
 Cooperativeness – the degree to which a person tries to satisfy other people’s
concerns.
 THE FIVE MODES:
 COMPETING: Assertive and uncooperative You try to satisfy your own
concerns at your teammate’s expense.
 COLLABORATING: Assertive and cooperative You try to find a win-win
solution that completely satisfies both your concerns and your
teammate’s concerns.
 COMPROMISING: Intermediate in both assertiveness and
cooperativeness You try to find an acceptable settlement that only
partially satisfies your concerns and those of your teammate.
 AVOIDING: Unassertive and uncooperative You sidestep the conflict
without trying to satisfy your concerns or those of your teammate.
 ACCOMMODATING: Unassertive and cooperative You attempt to satisfy
your teammate’s concerns at the expense of your own.
 Background on how to administer the test: The Thomas Kilmann Conflict Mode
Instrument® is a level A instrument, which means there are no restrictions to access and
administer this assessment. Individuals administrating the assessment do not require to
be a trained and certified practitioner or hold a degree in psychology or a related
discipline.
The TKI® assessment is available in the languages of French and English and contains 30
items that approximately will take 15 minutes to complete. Scoring can be completed on
CareerID (online) or self-scorable (paper/pencil).

18. Thematic apperception test (TAT): is a projective psychological test. the idea for the TAT emerged
from a question asked by one of Murray's undergraduate students, Cecilia Roberts. She reported
that when her son was ill, he spent the day making up stories about images in magazines and she
asked Murray if pictures could be employed in a clinical setting to explore the underlying dynamics
of personality.
 Purpose/Uses of the test: Proponents of the technique assert that subjects' responses,
in the narratives they make up about ambiguous pictures of people, reveal their
underlying motives, concerns, and the way they see the social world.
 Standardization Procedure: The TAT manual provides the administration instructions
used by Murray,[7] although these procedures are commonly altered. The subject is asked
to tell as dramatic a story as they can for each picture presented, including the following:
 what has led up to the event shown
 what is happening at the moment
 what the characters are feeling and thinking
 what the outcome of the story was
If these elements are omitted, particularly for children or individuals of low
cognitive abilities, the evaluator may ask the subject about them directly.
Otherwise, the examiner is to avoid interjecting and should not answer questions
about the content of the pictures. The examiner records stories verbatim for later
interpretation.
The complete version of the test contains 32 picture cards. Some of the cards
show male figures, some female, some both male and female figures, some of
ambiguous gender, some adults, some children, and som e show no human
figures at all. One card is completely blank and is used to elicit both a scene and
a story about the given scene from the storyteller. Although the cards were
originally designed to be matched to the subject in terms of age and gender, any
card may be used with any subject. Murray hypothesized that stories would yield
better information about a client if most cards administered featured a character
similar in age and gender to the client
Thematic Apperception Tests are meant to evoke an involuntary display of one’s
subconscious. There is no standardization for evaluating one’s TAT responses;
each evaluation is completely subjective because each response is unique.
Validity and reliability are, consequently, the largest question marks of the TAT
 Background on how to administer the test: to be administered in an interpersonal
setting. During the administration, the subject should be seated beside the examiner
with his or her chair turned away. Murray's system involved coding every sentence given
for the presence of 28 needs and 20 presses (environmental influences), which were then
scored from 1 to 5, based on intensity, frequency, duration, and importance to the plot.
However, implementing this scoring system is time-consuming and was not widely used.
Rather, examiners have traditionally relied on their clinical intuition to come to
conclusions about storytellers.

19. Temperament and Character Inventory (TCI): is an inventory for personality traits devised by
Cloninger et al. It is closely related to and an outgrowth of the Tridimensional Personality
Questionnaire (TPQ), and it has also been related to the dimensions of personality in Zuckerman's
alternative five and Eysenck's models and those of the five-factor model.
 Purpose/Uses of the test: TCI has been used for investigating the neurobiological
foundation for personality, together with other research modalities, e.g., with molecular
neuroimaging, structural neuroimaging and genetics. Cloninger suggested that the three
original temperaments from TPQ, novelty seeking, harm avoidance, and reward
dependence, was correlated with low basal dopaminergic activity, high serotonergic
activity, and low basal noradrenergic activity, respectively
 Standardization Procedure: TCI operates with seven dimensions of personality traits:
four so-called temperaments
 Novelty Seeking (NS)
 Harm Avoidance (HA)
 Reward Dependence (RD)
 Persistence (PS)
 and three so-called characters:
 Self-Directedness (SD)
 Cooperativeness (CO)
 Self-Transcendence (ST)

Each of these traits has a varying number of subscales. The dimensions are
determined from a 240-item questionnaire. The TCI is based on a
psychobiological model that attempts to explain the underlying causes of
individual differences in personality traits

 Background on how to administer the test: The TCI is a self-administered psychometric

instrument (Cloninger et al., 1993) validated in our environment (Gutierrez et al., 2001),
which measures seven personality dimensions following a theory of a psychobiological
and dimensional model that integrates the role of certain neurotransmitters (serotonin,
dopamine, noradrenalin) in regulating behavior.
TCI scores were converted into T-scores according to published normative data (Cloninger
et al, 1994). T-score has a normal distribution with a mean of 50 and a standard deviation
of 10. These dimensions are divided into four scales of Temperament and three of
Character.

20. Taylor-Johnson Temperament Analysis (T-JTA): is a revision by Robert M. Taylor and Lucile P.
Morrison of the Johnson Temperament Analysis (JTA) developed by Dr. Roswell H. Johnson in
1941. The T-JTA was designed to measure personality variables or attitudes and behavioral
tendencies that are claimed by the test's authors to influence personal, social, marital, parental,
family, scholastic, and vocational adjustment. The Taylor-Johnson Temperament Analysis and its
acronym are registered trademarks of its publisher, Psychological Publications, Inc.
 Purpose/Uses of the test: is a personality test designed to measure nine common
personality traits for the assessment of individual adjustment. The Taylor-Johnson
Temperament Analysis®(T-JTA®) is a widely used personality assessment for individual,
pre-marital, marital, and family counseling.
 Standardization Procedure: The Taylor-Johnson Temperament Analysis measures 9
personality traits and their polar opposites.
 Nervous ↔ Composed
 Depressive ↔ Lighthearted
 Active-Social ↔ Quiet
 Expressive-Responsive ↔ Inhibited
 Sympathetic ↔ Indifferent
 Subjective ↔ Objective
 Dominant ↔ Submissive
 Hostile ↔ Tolerant
 Self-Disciplined ↔ Impulsive

The test consists of 180 questions equally divided among the nine bipolar traits
measured by the test. The T-JTA provides an evaluation in visual form that portrays
the respondent's feelings about himself or herself. In addition, the respondent can
answer the questions as they apply to a significant other.

Reliability and Validity

According to the test manual for the T-JTA, the overall reliability was high – test-retest
reliability (two-week interval) is reported at 0.71 to 0.87 for the nine trait scales,
stability coefficients of one to three-week intervals are 0.62 to 0.88 and spilt-half
coefficients ranged from 0.71 to 0.86 (Boyle, 1991). When compared with the 16 PF
scales, the the T-JTA showed correlations of -.48 to 0.70. When compared with the
MMPI, the T-JTA scales resulted in a correlation rating of -0.56 to 0.66.

 Background on how to administer the test: Administration: Approx 30 minutes for

individual (180 items with 3-point response scale); approx 60 minutes for couple (360
items with 3-point response scale)

21. Swedish Universities Scales of Personality (SSP): is a personality test based on the older
Karolinska Scales of Personality (KSP). It is originally in Swedish but has been translated to English.
The personality profile is presented in t-score (mean 50 and standard deviation 10). Both the SSP
questionnaire and the scoring algorithm is free of charge.
 Purpose/Uses of the test: A thorough revision of the Karolinska Scales of Personality (KSP)
was made by reducing the number of items and improving the psychometric quality as
concerns face validity, internal consistency and response differentiation. The revised
version was labelled The Swedish universities Scales of Personality (SSP) and now include
91 items divided into 13 scales.
 Standardization Procedure: METHOD: The SSP were evaluated in a normative, randomly
drawn sample (n = 741). All scales were found to be approximately normally distributed.
 Background on how to administer the test: SSP includes 91 items and yields 13
personality scales:
 Somatic trait anxiety
 Psychic trait anxiety
 Stress susceptibility
 Lack of assertiveness
 Impulsiveness
 Adventure Seeking
 Detachment
 Social Desirability
 Embitterment Trait
 Irritability
 Mistrust
 Verbal trait aggression
 Physical trait aggression

22. The Robin Hood Morality Test (or Quiz): is a simple psychology test. In the test, a situation is
posed, and the reader is asked to rank Robin Hood, Maid Marian, Little John and the Sheriff of
Nottingham in terms of the morality of their actions in the scenario. There are 24 possible
answers, for which extremely brief psychological summaries are provided. The Test is not
regarded as a reliable diagnostic tool. The test was allegedly written as a dinner ice-breaker by an
Australian psychologist who was a marriage expert, and later refined.
23. The Newcastle Personality Assessor (NPA): is a personality test designed to measure the test-
taker's personality on five dimensions: Extroversion, Neuroticism, Conscientious, Agreeableness,
and Openness. The 10-questions assessor was developed by Daniel Nettle, a behavioral scientist
at the Centre for Behaviour & Evolution, Newcastle University.

24. Millon Clinical Multiaxial Inventory - Fourth Edition (MCMI-IV): is the most recent edition of the
Millon Clinical Multiaxial Inventory. The MCMI is a psychological assessment tool intended to
provide information on personality traits and psychopathology, including specific psychiatric
disorders outlined in the DSM-5. It is intended for adults (18 and over) with at least a 5th grade
reading level who are currently seeking mental health services.

25. Keirsey Temperament Sorter (KTS): is a self-assessed personality questionnaire designed to help
people better understand themselves and others. It was first introduced in the book Please
Understand Me. It is one of the most widely used personality assessments in the world, and its
user base consists of major employers including Bank of America, Allstate, the U.S. Air Force, IBM,
7-Eleven, Safeco, AT&T, and Coca-Cola. The KTS is closely associated with the Myers–Briggs Type
Indicator (MBTI); however, there are significant practical and theoretical differences between the
two personality questionnaires and their associated different descriptions.

26. Inwald Personality Inventory (IPI): is a standardized personality test of adult pathology and
personality. The IPI is utilized by public safety services to assess the fit of possible employees in
public safety and law enforcement positions. The assessment can also indicate deviant behavior
patterns. The original IPI was created by Dr. Robin Inwald in 1980 and was published by Hilson
Research. An updated version, the IPI-2, was released in 2011 by the Institute for Personality and
Ability Testing, Inc. (IPAT). Original items from the IPI were reorganized in the creation of the
current edition. While the IPI-2 features diagnostic criteria, it is not meant to be used as a mental
health disorder diagnostic tool.

27. Holland Codes or the Holland Occupational Themes (RIASEC): refers to a theory of careers and
vocational choice (based upon personality types) that was initially developed by American
psychologist John L. Holland. The basic premise was that one's occupational preferences were in
a sense a veiled expression of underlying character.

28. Herrmann Brain Dominance Instrument (HBDI): is a system to measure and describe thinking
preferences in people, developed by William "Ned" Herrmann while leading management
education at General Electric's Crotonville facility. It is a type of cognitive style measurement and
model and is often compared to psychological assessments such as the Myers-Briggs Type
Indicator, Learning Orientation Questionnaire, DISC assessment, and others.

29. Psychopathy Checklist or Hare Psychopathy Checklist-Revised, now the Psychopathy Checklist—
revised (PCL-R): is a psychological assessment tool most commonly used to assess the presence
of psychopathy in individuals. It is a 20-item inventory of perceived personality traits and recorded
behaviors, intended to be completed based on a semi-structured interview along with a review of
'collateral information' such as official records.

30. Forté Profile: is a quantitatively validated communication style profiling instrument. A Forté
profile identifies a person’s natural communication style preferences and strengths, how they
have been adapting to a specific individual, team and/or environment, and how they are most
likely coming across to others. Forté also identifies an individual’s current logic style, current
stamina level, and current feelings about goal attainment.

31. EQSQ Test: empathizing–systemizing (E-S) theory seeks to classify people based on their skills in
two factors of empathizing (E) and systemizing (S). It measures skills using an Empathy Quotient
(EQ) and Systemizing Quotient (SQ) and attempts to explain the social and communication
symptoms in autism spectrum disorders as deficits and delays in empathy combined with intact
or superior systemizing.

32. Hand Test: is a projective technique that utilizes ten unbound 3.5 x 4.5-inch cards, nine with
simple line drawings of single hands and one blank card, to measure how the viewer interprets
what each hand is doing (the blank card is left to the imagination of viewer). Verbal responses are
given or "projected" by the viewer, and the results are recorded, scored and interpreted by the
administrator. Wagner presented the Hand Test as a "starting point" or "narrow band" instrument
that "does not necessarily measure all major aspects of personality but does assess the
individual's behavioral tendencies." (Wagner, 1983).

33. The California Psychological Inventory (CPI): is a self-report inventory created by Harrison Gough
and currently published by Consulting Psychologists Press. The test was first published in 1956,
and the most recent revision was published in 1987. It was created in a similar manner to the
Minnesota Multiphasic Personality Inventory (MMPI)—with which it shares 194 items. But unlike
the MMPI, which focuses on maladjustment or clinical diagnosis, the CPI was created to assess
the everyday "folk-concepts" that ordinary people use to describe the behavior of the people
around them.

34. Bem Sex-Role Inventory (BSRI): is a measure of masculinity and femininity and is used to research
gender roles. It assesses how people identify themselves psychologically. Sandra Bem's goal of
the BSRI was to examine psychological androgyny and provide empirical evidence to show the
advantage of a shared masculine and feminine personality versus a sex-typed categorization.

35. Activity vector analysis (AVA): is a psychometric questionnaire designed to measure four
personality factors or vectors: aggressiveness, sociability, emotional control and social
adaptability. It is used as an employment test. The AVA was developed by the psychologist Walter
V. Clarke in 1942, based on work by Prescott Lecky, William Marston and others.

36. Values and Motives Inventory: is designed to identify what drives and energizes a person and
where they are most likely to gain satisfaction from work. The inventory measures interpersonal,
intrinsic and extrinsic values as well as summarizing possible motivating and demotivating factors
to an individual at work.

37. Motives, Values and Preference Inventory: introduced by Hogan and Hogan, the Motive, Values
and Preferences Inventory (MPVI) evaluates a person’s core goals, values, drivers and interests
that determine what they strive to attain. The results from this inventory can, in return, predict
job success and satisfaction.

38. Hogan Personality Inventory: also introduced by Hogan and Hogan in the 1980's, the Hogan
Personality Inventory (HPI) is based on the five-factor model and the socio-analytic theory. The
HPI measures personality across key behavioral tendencies: adjustment, ambition, sociability,
interpersonal sensitivity, prudence, inquisitiveness and learning approach.

39. Hogan Development Survey: this psychometric measure was also introduced by Hogan and
Hogan in 1994. The survey is designed to measure dark personality in an occupational setting
across 11 traits: excitable, skeptical, cautious, reserved, leisurely, bold, mischievous, colorful,
imaginative, diligent and dutiful.

40. Personality Assessment Inventory: introduced by Leslie Morey in 1991 to assess personality and
psychopathology across four scales:

(1) clinical scales, which measures neurotic, psychotic and problematic behavioral
tendencies;
(2) treatment consideration scales, which measures aggression, suicidal ideation,
nonsupport, stress and treatment rejection;
(3) interpersonal scales, which provides an assessment of whether someone is warmly
affiliative versus coldly rejecting, or dominant versus submissive; and
(4) validity scales, which are there to ensure the test is valid.

41. Personality and Preference Inventory: designed by Max Kostick in the early 1960's, the
Personality and Preference Inventory is designed to comprehensively cover aspects of personality
that are relevant to the workplace and is designed to elicit behaviors and preferences that are
appropriate to vacant positions in the workplace.

42. Caliper Profile: is an employee and applicant assessment instrument that measures an
individual’s job performance potential and can find out which person is best suited for the job
based on their intrinsic motivation.

43. Szondi Test: developed by Leopold Szondi in 1935, the Szondi test is based on the systematic drive
theory and the dimensional model of personality. During the test, participants are shown a series
of facial photographs which represent people who have been classified as homosexual, sadist,
epileptic, hysteric, catatonic, paranoid, depressive and a maniac.
References:

 https://courses.lumenlearning.com/boundless-psychology/chapter/assessing-personality/
 https://www.edits.net/products/epq-r/
 https://www.britannica.com/science/projective-test
 https://www.learning-mind.com/personality-assessment-tests/
 https://en.wikipedia.org/wiki/DISC_assessment
 https://en.wikipedia.org/wiki/List_of_tests
 https://en.wikipedia.org/wiki/Woodworth_Personal_Data_Sheet
 https://en.wikipedia.org/wiki/True_Colors_(personality)
 https://en.wikipedia.org/wiki/Thomas%E2%80%93Kilmann_Conflict_Mode_Instrument
 https://en.wikipedia.org/wiki/Thematic_apperception_test
 https://en.wikipedia.org/wiki/Temperament_and_Character_Inventory
 https://en.wikipedia.org/wiki/Taylor-Johnson_Temperament_Analysis
 https://en.wikipedia.org/wiki/Swedish_Universities_Scales_of_Personality
 https://en.wikipedia.org/wiki/Millon_Clinical_Multiaxial_Inventory
 https://en.wikipedia.org/wiki/Keirsey_Temperament_Sorter
 https://en.wikipedia.org/wiki/Inwald_Personality_Inventory
 https://www.pearsonclinical.co.uk/Psychology/AdultMentalHealth/AdultRelationship/T-
JTA/Taylor-Johnson-Temperament-Analysis.aspx
 https://www.statisticssolutions.com/taylor-johnson-temperament-analysis/
 https://www.researchgate.net/publication/316321904_The_Temperament_and_Character_Inv
entory_TCI
 https://www.slideshare.net/blessmaramag/thematic-apperception-test
 https://www.psychometrics.com/assessments/thomas-kilmann-conflict-mode/
 https://truecolorsintl.com/what-is-true-colors/
 https://www.wepss.com/
 https://en.wikipedia.org/wiki/Woodworth_Personal_Data_Sheet
 Et al.
Joshua M Ponce 8/10/2019

AB Psychology

MBTI Test Result

ESTJ
(Extraverted, Sensing, Thinking, Judging)

What is MBTI?

The purpose of the Myers-Briggs Type Indicator® (MBTI®) personality inventory is to make the theory of
psychological types described by C. G. Jung understandable and useful in people's lives. The essence of
the theory is that much seemingly random variation in the behavior is actually quite orderly and
consistent, being due to basic differences in the ways individuals prefer to use their perception and
judgment.
Standardization:

It contains 93 items written at the seventh-grade level with forced-choice answers that reflect the
dichotomous poles. Scores from four dichotomous scales combine to form 16 possible personality types,
each represented by a four-letter code indicating the preference for each of the dichotomies.

Result: ESTJ

ESTJs thrive on order and continuity. Being extraverted, their focus involves organization of people, which
translates into supervision. While ENTJs enjoy organizing and mobilizing people according to their own
theories and tactically based agendas, ESTJs are content to enforce "the rules," often dictated by tradition
or handed down from a higher authority.

ESTJs are joiners. They seek out like-minded companions in clubs, civic groups, churches and other service
organizations. The need for belonging is woven into the fiber of SJs. The family likewise is a central focus
for ESTJs, and attendance at such events as weddings, funerals and family reunions is obligatory. Tradition
is important to the ESTJ. Holidays, birthdays and other annual celebrations are remembered and observed
often religiously by this type.

The ESTJ is inclined to seek out his roots, to trace the family heritage back to honored ancestors both for
a sense of family respectability and for a sense of security and belonging. Service, the tangible expression
of responsibility, is another key focus for ESTJs. They love to provide and to receive good service. The ESTJ
merchant who provides dependable service has done much to enhance his or her self-image. ESTJs have
an acute sense for orthodoxy.

Much of their evaluation of persons and activities reflects their strong sense of what is "normal" and what
isn't. ESTJ humor is frequently centered around something or someone being off center or behaving
abnormally. ESTJs promote the work ethic. Power, position and prestige should be worked for and earned.
Laziness is rarely viewed with ambivalence nor benevolence by this type.

Functional Analysis of the ESTJ:

 Extraverted Thinking ESTJs are very good at making impersonal decisions quickly and standing by
those decisions. They live in their Extraverted Thinking functioning; thus, their prime directive is
in discovering that which is true and logical in the events of the real world. Circumstances calling
for product invite the ESTJ to supervise or direct other individuals toward production and
productivity. Extraverts are attracted to the "object," the external things and people in observable
reality. This bent translates into a natural interest in goods and material objects.
 Introverted Sensing the Secondary Introverted Sensing is like that of the ISTJ, but not as strong.
Si provides practical form and concept data to the Te head; however, form is not the overriding
principle, especially if Thinking has already decided. In times of need, ESTJs are tempted to
overlook even necessary information if its absence impedes closure. Secondary sensing
sometimes translates into interest in sports. The persistence of primary Thinking gives many ESTJs
a desire for discipline and regimen which can be beneficial in skills development in the arena.
 Extraverted Intuition as the ESTJ matures, and as situations arise which call for suspension of
criticism, Extraverted iNtuition can play. Under the leadership of the Te function, iNtuition
gravitates toward the discovery of broad categories which at worst amount to stereotypes. Those
ESTJs who hone their Ne abilities may find success in academia. (I've encountered ESTJs whose
Ne overshadows the auxiliary Si function--for whatever reason--to the extent that there is an
appearance of NT radical geekism.)
 Introverted Feeling This function may rarely be expressed. ESTJs who have cultivated, or have
been blessed with, a "natural indirect expression of good will by inference," have great prospects
of developing genuine friendships (as opposed to ESTJs who merely act out the behavior of
Extraverted Feeling). Such a weak, introverted function is best observed in facial expression, eye
contact, body language, and verbally only by implication.
Test link: https://psychcentral.com/quizzes/personality/start.php