Hogan assessments

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Hogan Assessments is the name of a collection of various psychometric online questionnaires for recording personality traits and characteristics of intellectual performance, which can be used primarily to predict the success of personal diagnostic decisions, which were developed on the basis of psychological research and distributed by Hogan Assessment Systems, USA become.

Instruments

This includes three personality questionnaires:

  • Hogan Personality Inventory (HPI): "Everyday strengths and weaknesses"
  • Hogan Motives Values ​​Preferences Inventory (MVPI): "Personal goals, interests and drives"
  • Hogan Development Survey (HDS): "The downside - what will get in the way?"

Other methods from this group are the Hogan Business Reasoning Inventory (HBRI) for recording so-called thinking styles (tactical, strategic) and a classic intelligence test (Matrigma). The term "Hogan Judgment" means an integrative report that interprets the results of the proceedings in an integrative manner.

These tests were developed in the 1990s by Robert Hogan and his wife Joyce Hogan. The methods are based on scientific findings, so that they have been rated positively by independent institutions such as the British Psychological Society or the Buros Center of Testing.

HPI - potentials

Hogan Personality Inventory (HPI - Potentials) describes the job-related personality and is based on the “ five-factor model ” of personality psychology . However, it differs from the five-factor model in that the “extraversion” factor has been divided into “ambition” and “social affability” and the “openness to experience” factor into “curiosity” and “learning approach”.

The questionnaire can be completed in 15 to 20 minutes and is available in more than 40 languages. Areas of application are both in personnel selection and personnel development .

The HPI measures normal personality on seven scales that have been tested by independent institutions such as the British Psychological Society or the Buros Center of Testing.

HPI scales
  1. Balance: self-confidence, self-respect and behavior under pressure
  2. Ambition: Initiative, competitive orientation and striving for leadership roles
  3. Social affability: extroversion, sociability and need for contact
  4. Empathy: tact, perception, and the ability to maintain relationships
  5. Prudence: self-discipline, a sense of responsibility and thoroughness
  6. Thirst for knowledge: imagination, curiosity and creative potential
  7. Learning approach: achievement orientation, interest in education

The quality criteria for the internal consistency of the scales in Cronbach's Alpha range between α = 0.78 and α = 0.83 with the exception of the empathy scale (α = 0.57). The retest reliabilities for a period of three weeks are between rtt = -0.69 and rtt = 0.87. For a longer period of eight years, the values ​​are between rtt = 0.33 and rtt = 0.73. An extensive validation is documented in the test manual and in specialist publications.

HDS risks

Hogan Development Survey (HDS - Risks) describes the dark side of the personality: characteristics that occur under increased tension and endanger relationships, damage reputations and endanger people's chances of success. It is made up of 11 scales and is based on various taxonomies, such as Horney's neurotic claims, Wiggin's interpersonal circumplex model and Bentz's personality disorders.

The quality criteria for the internal consistency of the scales at Cronbach's Alpha are between α = 0.63 and α = 0.77.

The quality of the instrument has been tested by independent institutions such as the British Psychological Society or the Buros Center of Testing.

HDS scales
  1. Erratic: moody, difficult to satisfy and emotionally unstable
  2. Skeptical: suspicious, oversensitive to criticism, suspects fraud everywhere
  3. Cautious: averse to risk, opposed to change, slow decision-making
  4. Distant: aloof, uncommunicative and indifferent to the feelings of others
  5. Passive resistance: cooperative on the outside, but irritable on the inside, stubborn and uncooperative
  6. Presumptuous: excessive self-confidence, arrogant and overestimating one's own skills
  7. Daredevil: charming, willing to take risks, testing limits, looking for a thrill
  8. Colorful: dramatic, seeks attention, interrupts others
  9. Imaginative: creative, eccentric in thinking and acting
  10. Pedantic: meticulously precise and precise, difficult to satisfy, compulsory control
  11. Diligent: wants to please, does not like to act independently or against general opinion

MVPI values

Motives, Values, Preferences Inventory (MVPI) is a personality inventory that shows a person's values, goals and interests. The development of the scales was specifically influenced by the taxonomies of Spranger, Murray, Allport, Vernon and Lindzey. The quality criteria for the internal consistency of the scales at Cronbach's Alpha are between α = 0.68 and α = 0.83.

The quality was tested by the independent British Psychological Society.

MVPI scales
  1. Recognition: responds to attention, approval, and praise
  2. Striving for power: striving for success, achievement, status and control
  3. Striving for pleasure: Orientation towards fun, enjoyment and pleasure
  4. Selflessness: the desire to help others and contribute to society
  5. Connectedness: Desire for and maintenance of social contacts
  6. Tradition: commitment, strong personal convictions
  7. Striving for security: need for predictability, structure and order
  8. Pursuit of profit: Interest in money, income, investments and new business opportunities
  9. Aesthetics: need for self-expression, pays attention to the design of work processes and environment
  10. Science Orientation: Search for knowledge, research, technology and data

literature

  • JL Foster, BH Gaddis: Personality derailers: Where do we go from here? In: Industrial and Organizational Psychology: Perspectives on Science and Practice. 7, 2014, pp. 148–151. doi: 10.1111 / iops.12124
  • B. Gaddis, J. Foster: Meta-analysis of dark side persona lity characteristics and critical work behaviors among leaders across the globe: Findings and implications for leadership development and executive coaching. In: Applied Psychology. An International Review, 2014.
  • E. Grijalva, PD Harms, D. Newman, BH Gaddis, RC Farley: Narcissism and leadership: A meta-analytic review of linear and nonlinear relationships. In: Personnel Psychology. 2015.
  • J. Hogan, P. Barrett, R. Hogan: Personality Measurement, Faking, and Employment Selection. In: Journal of Applied Psychology. 92, 2007, pp. 1270-1285.
  • J. Hogan, B. Holland: Using Theory to Evaluate Personality and Job-Performance Relations: A Socioanalytic Perspective. In: Journal of Applied Psychology. 88, 2003, pp. 100-112.
  • JC Hogan, JL Foster: Multifaceted personality predictors of workplace safety performance: More than conscientiousness. In: Human Performance. 26, 2013, pp. 20-43.
  • R. Hogan, T. Chamorro-Premuzic, RB Kaiser: Employability and career success: Bridging the gap between theory and reality. In: Industrial and Organizational Psychology. 6, 2013, pp. 3-16.
  • T. Macan, MR Lemming, JL Foster: Utility analysis: Do estimates and format matter? In: Personnel Review. 42, 2013, pp. 105-126.
  • G. Blickle, JA Meurs, A. Wihler, C. Ewen, AK Peiseler: Leader inquisitiveness, political skill, and follower attributions of leader charisma and effectiveness: Test of a moderated mediation model. In: International Journal of Selection and Assessment. 22 (3), 2014, pp. 272–285. doi: 10.1111 / ijsa.12076
  • F. De Fruyt, B. Wille, A. Furnham: Assessing aberrant personality in managerial coaching: Measurement issues and prevalence rates across employment sectors. In: European Journal of Personality. 2013. Advance online publication. doi: 10.1002 / per.1911
  • A. Furnham, J. Crump, W. Ritchie: What it takes: Ability, demographic, bright and dark side trait correlates of years to promotion. In: Personality and Individual Differences. 55, 2013, pp. 952-956.
  • A. Furnham, G. Hyde, G. Trickey: On-line questionnaire completion time and personality test scores. In: Personality and Individual Differences. 54, 2013, pp. 716-720.
  • A. Furnham, G. Hyde, G. Trickey: The values ​​of work success. In: Personality and Individual Differences. 55, 2013, pp. 485-489.
  • JL Huang, AM Ryan, KL Zabel, A. Palmer: Personality and Adaptive Performance at Work: A Meta-Analytic Investigation. In: Journal of Applied Psychology. 99, 2014, pp. 162-179.

. HPI

  • R. Hogan, J. Hogan: Hogan Personality Inventory Manual. 3. Edition. Hogan Assessment Systems, Tulsa, OK 2007.
  • J. Hogan, P. Barrett, R. Hogan: Personality Measurement, Faking, and Employment Selection. In: Journal of Applied Psychology. 92, 2007, pp. 1270-1285.
  • J. Hogan, B. Holland: Using Theory to Evaluate Personality and Job-Performance Relations: A Socioanalytic Perspective. In: Journal of Applied Psychology. 88, 2003, pp. 100-112.
  • R. Hogan, T. Chamorro-Premuzic, RB Kaiser: Employability and career success: Bridging the gap between theory and reality. In: Industrial and Organizational Psychology. 6, 2013, pp. 3-16.
  • A. Furnham, J. Crump, W. Ritchie: What it takes: Ability, demographic, bright and dark side trait correlates of years to promotion. In: Personality and Individual Differences. 55, 2013, pp. 952-956.
  • G. Blickle, JA Meurs, A. Wihler, C. Ewen, AK Peiseler: Leader inquisitiveness, political skill, and follower attributions of leader charisma and effectiveness: Test of a moderated mediation model. In: International Journal of Selection and Assessment. 22 (3), 2014, pp. 272–285. doi: 10.1111 / ijsa.12076

HDS

  • R. Hogan, J. Hogan: Hogan Development Survey Manual. 2nd Edition. Hogan Assessment Systems, Tulsa, OK 2009.
  • JL Foster, BH Gaddis: Personality derailers: Where do we go from here? In: Industrial and Organizational Psychology: Perspectives on Science and Practice. 7, 2014, pp. 148–151. doi: 10.1111 / iops.12124
  • B. Gaddis, J. Foster: Meta-analysis of dark side personality characteristics and critical work behaviors among leaders across the globe: Findings and implications for leadership development and executive coaching. In: Applied Psychology. An International Review, 2014.
  • E. Grijalva, PD Harms, D. Newman, BH Gaddis, RC Farley: Narcissism and leadership: A meta-analytic review of linear and nonlinear relationships. In: Personnel Psychology. 2015.
  • A. Furnham, J. Crump, W. Ritchie: What it takes: Ability, demographic, bright and dark side trait correlates of years to promotion. In: Personality and Individual Differences. 55, 2013, pp. 952-956.

. MVPI

  • R. Hogan, J. Hogan: Motives, Values, Preferences Inventory Manual. Hogan Assessment Systems, Tulsa, OK 2010.

Web links

Individual evidence

  1. ↑ We predict performance - Hogan International. (No longer available online.) In: Hogan International. Archived from the original on June 8, 2016 ; Retrieved September 19, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. @1@ 2Template: Webachiv / IABot / german.intl.hoganassessments.com
  2. ↑ We Predict Performance | Hogan assessments. In: www.hoganassessments.com. Retrieved September 19, 2016 .
  3. ↑ Hogan Judgment on psychological-consultancy.com
  4. ↑ (Hogan, Jones and Cheek 1985, Hogan 1996)
  5. ^ Hogan Personality Inventory | PTC. (No longer available online.) In: ptc.bps.org.uk. Archived from the original on September 19, 2016 ; Retrieved September 19, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. @1@ 2Template: Webachiv / IABot / ptc.bps.org.uk
  6. ↑ Hogan Personality Inventory [Revised]. In: Buros Online Shop. University of Nebraska-Lincoln, accessed September 19, 2016, (Web Developer Network).
  7. ^ Hogan's Motives, Values, Preferences Inventory | PTC. (No longer available online.) In: ptc.bps.org.uk. Archived from the original on September 19, 2016 ; Retrieved September 19, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. @1@ 2Template: Webachiv / IABot / ptc.bps.org.uk
  8. ↑ Buros online shop: Hogan Development Survey [Revised]. In: marketplace.unl.edu. University of Nebraska-Lincoln, accessed September 19, 2016, (Web Developer Network).
  9. ↑ Hogan Development Survey (UK Edition) | PTC. (No longer available online.) In: ptc.bps.org.uk. Archived from the original on September 19, 2016 ; Retrieved September 19, 2016 . Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice. @1@ 2Template: Webachiv / IABot / ptc.bps.org.uk