Abstract
One thousand four hundred and fifty-eight business executives completed the two Hogan assessment measures: the Motives, Values and Preferences Inventory (MVPI) (an inventory of ten core occupational values), and the Hogan Personality Inventory (HPI) (a measure of seven super-factor traits). There were seven sex differences on the values which factored into three interpretable factors labelled Science, Excitement and Virtue. Regression with the factor scores as the criterion variables and demography and the seven HPI scales as predictor variables showed a quarter to a half of the variance could be explained. The second factor Excitement was most clearly related to HPI scores. Implications for selection are considered.
Highlights
There are many taxonomies of values and value systems in the area of personality and vocational psychology (Holland, 1985)
There have been various attempts to examine the relationship between personality measures and values mainly using the Holland measure (Costa, McCrae, & Holland, 1984; De Fruyt & Mervielde, 1997; Furnham, 1994; Goh & Leong, 1993; Schinka, Dye, & Curtiss, 1997; Tokar & Swanson, 1995)
The aim is to explore the relationship between the Hogan Personality Inventory, Super-Seven, personality traits and values in the workplace
Summary
There are many taxonomies of values and value systems in the area of personality and vocational psychology (Holland, 1985). Hogan (1997) Motives, Values, Preferences Inventory (MVPI) which is a modern, psychometrically valid measure with impressive adult norms. Correlations with the MBTI (Myers, Mc Caulley, & Most, 1985) showed the Affiliation scale a good marker (i.e., consistent high correlate) for Extraversion-Introversion (EI), Aesthetics and Security for Sensing-Intuition (SN); Altruism for ThinkingFeeling (TF) and Security and Tradition for Judging-Perceiving (JP) They reported correlations with the seven factor Hogan Personality Inventory Furnham, Hyde and Trickey (2013) in a study of over 2000 British adults, found the MVPI factored into three interpretable factors They found that three dark-side factors (Moving Against, Moving Away From and Moving Toward others) accounted for around a third of the variance in preferences for the value factors. The aim is to explore the relationship between the Hogan Personality Inventory, Super-Seven, personality traits and values in the workplace
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