Sixteen Personality Factor Questionnaire (Annotated Bibliography Sample)

Sixteen Personality Factor Questionnaire
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Name of Institution
Introduction
The 16-personality factor questionnaire test is a standardized test that is based on R.B. Cattell’s factor analytic theory of personality (Cattell, 2007). The test is designed to calculate normal personality, and it has been revised four times since it was first published in 1949. The dates of revision were 1956, 1962, 1968, and 1993. The 16-personality factor questionnaire test is different from other tests since it focuses on individual behavioral traits rather than self-image perceptions (Cattell, 2007). It is designed for those beyond the age of 16 years, making it a valuable tool for analyzing personalities in social institutions.
Thesis Statement
The 16-personality factor psychometric test assessment of various primary personality traits is very valid for the work environment as it detects job satisfaction and performance within work-related environments that requires teamwork.
Article Summary
Acuna, S. T., Juristo, N., & Moreno, A. M. (2006). Emphasizing human capabilities in software development. Software, IEEE, Vol. 23, No. 2. 94-101.
The purpose of the research was to find out whether assigning roles by matching an individual’s personality to specific job requirements was more effective than assigning roles in the traditional way. The traditional way in this case refers to situations where human resource managers consider their preferences, resource availability, and previous experience when assigning tasks to teams. The participants in this study were software developers in small and micro-enterprises. The 16-personality factor method was applied manually, and it was selected since it provides a detailed personality outlook. The results of the study showed that assigning roles based on personality resulted in a 47% reduction in the mean defect rates in software. This article is related to the thesis statement since it shows how the 16 PF test can be used to increase performance in a work environment. It is notable that this research addressed technology since the analysis of test results was not done manually. A special purpose software, the TEA-Plan Version 1.00 16PF 5th Edition, was used to evaluate responses to the test, and its outputs were direct scores and Sten scores.
Ahmad, K. Z. (2010). Pay equity sensitivity and person-environment fit. International Journal of Psychological Studies, Vol. 2, No. 2. 127.
The objective of this study was to determine the extent of objective fit between a person and his/her environment and how it relates to satisfaction. The hypothesis was that sensitivity scores and pay satisfaction scores were moderated by group size. The author collected data from 257 shop-floor workers who worked in teams. The 16 PF test was administered manually, and it was selected since it could measure sensitivity using 6 items. The results of the study confirmed the hypothesis and indicated that sensitive people are less satisfied with their pay when they work in large teams. The conclusion made by the authors is that sensitive people should work in smaller teams. The article relates to my hypothesis as it shows that the 16 PF test is a valid tool for detecting satisfaction in a work environment that needs teamwork.
Ahmad, K. Z. (2009). Person-environment fit approach to intolerance of inequity and free-riders. International Business Research, Vol. 3, No. 1. 35.
This study was designed to show that in large groups where workers are not treated equally, highly sensitive workers would have lowered job satisfaction as they could not withstand the inequality and workers who do not carry their weight. The 16 PF test was used since it could identify the workers who had high sensitivity. The test was applied manually on 257 factory workers in Wales. The results of the study showed that sensitive individuals are suited to work environments where all workers carry their weight. In addition, sensitive people derive more satisfaction from working in small groups since the workload tends to be equal. The study relates to the thesis as it shows that the 16 PF test is valid in a work environment that requires teamwork.
Ahmad, K. Z. B. (2008). Relationship between leader-subordinate personality congruence and performance and satisfaction in the UK. Leadership & Organization Development Journal, Vol. 29, No. 5. 396-411.
This research was designed to establish the relationship between similarities in the personalities of leaders and subordinates and job performance and satisfaction. The test was manually administered to 267 leader-subordinate pairs in Wales and 82 leader-subordinate pairs in England. The 16 PF test was selected owing to the number of different personality traits that it could detect. The results showed that job satisfaction was improved in cases where subordinates and supervisors had similar personalities. This article is related to the thesis it shows that the 16 PF test can be applied in work environments to measure performance and job satisfaction.
Berglund, H. Wennberg, K. (2006). Creativity among entrepreneurship students: comparing engineering and business education. Int. J. Continuing Engineering Education and Lifelong Learning, Vol. 16, No. 5. 366–379.
The purpose of this research was to study how entrepreneurship students think in order to aid educators who want to foster creativity and improve their teaching methods. The study used a mixed method approach where open-ended interviews were combined with an established personality test, the 16 PF factor questionnaire. The participants in this research included 18 students from an engineering university and 13 from a business school. The 16 PF test was applied manually, and it was selected since it could provide detailed results for the psychometric component of the research. The results of the study showed the 16 PF test could identify creativity, but it could not break down creative potential into specific categories. On the other hand, the open-ended interviews provided clearer results on creativity that could be used to aid educators. For instance, it was found that engineering students used creativity for incremental development, while business students used it to find radically new ideas. In addition, the study found that a team consisting of workers from the two education backgrounds would have a better chance of success. This article relates to the thesis statement as it shows that the 16 PF test can identify creativity, a personality trait that affects performance in a work environment that needs teamwork.
Drew, J., Carless, S. A., & Thompson, B. M. (2008). Predicting turnover of police officers using the sixteen personality factor questionnaire. Journal of Criminal Justice, Vol. 36, No. 4. 326-331.
The purpose of this study was to show how personality impacted employee turnover in an Australian police force. The participants included 280 officers who had terminated their employment in an 8-year period and 280 officers who were still employed. The 16 PF test was used due to the high number of factors that it considered, and it was administered manually. The research found that only three factors predicted employee turnover. The three factors were factors C, I, and H which measure emotional stability, mental toughness, and shyness. The study relates to the thesis as it shows that the 16 PF test can identify primary personality traits that can impact job satisfaction in a work environment and lead to decisions such as termination of employment.
Fahr, R., & Irlenbusch, B. (2008). Identifying personality traits to enhance trust between organizations: an experimental approach. Managerial and Decision Economics, Vol. 29, No. 6. 469-487.
The authors seek to link personality traits to observed behavior in a trust game. The purpose of the trust game is to simulate the trust relationships between the representatives of various organizations and teams. The sixteen personality factor test was selected to identify the personality traits of the 48 participants and it was administered using the experimental software z-tree. The results of the study showed that laboratory experiments validated the results from the 16 PF test. The study relates to the thesis statement since it shows that the 16 PF test is valid in an organizational environment that ...