Personality Factors – Importance of the Big 5

In the world of personality assessment there are numerous tools that are used to measure and understand personality. A trait approach to personality has been in existence since the early 1900’s, and it has been the aim of many researchers to identify which are the most useful underlying factors to consider – with numerous studies dedicated to this topic.

Many of the largest and most reliable studies have indicated that the “Big Five” personality factors, namely Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism are the most valid and reliable factors with considerable research to support them.

» Read more

Time Management Scale – The Utility of ATOMS

The importance of effective time management skills in the workplace has been highlighted by issues including increasing workloads, less funding and greater diversity in the client base. A situation has been created where health professionals need to achieve more in less time, making good time management skills essential. The importance of these skills has been endorsed by graduates, supervisors of recent graduates, experienced practitioners, and educators in the industry.

To that end, researchers at Sydney University investigated the most effective way of evaluating time management skills that would be suitable for an academic environment and clinical settings. They used the Australian Time Organisation and Management Scale (ATOMS) (Covic, Adamson, Lincoln & Kench, 2003).

» Read more

Psychometric personality tests

Our last blog looked at psychometric tests and the difference between psychometric and skills tests.

The main focus was on cognitive ability tests and specific skills sets.  An interesting question, therefore, is where does personality fit in?

Personality tests

Personality tests are psychometric tests. They are based on personality research and theories about how personality is structured and how it can be assessed.  They have robust psychometric properties (high validity and reliability) and normative data gathered from many thousands of people. They look at a different type of individual difference: individual propensities to think and act in certain ways.  Unlike cognitive ability tests and skills tests there is no right or wrong answer. Different jobs and positions in jobs have different personality types that are best suited to them.  Although, there are certain personality traits where performance in a certain range is preferable for many jobs.

» Read more