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LogiPass personality exams
Personality tests in the LogiPass system are based on the personality model called "The Big Five Personality Model". This model, which is accepted by many researchers in the field of personality, contains, as its name implies, five central and comprehensive personality traits.
In an attempt to solve this problem, there was a need to build a taxonomic model (classification framework) that would organize the structures and identify areas of overlap. One of the proposed solutions (Allport) relies on the largest accumulated knowledge base in culture, the English language, and is called the Basic Lexical Hypothesis: Fundamental lexical.
The assumption is that language includes an implicit theory of personality: the characteristics that are most important for a person to identify in other people (in order to identify and predict behavior = survival value) are those that have survived the "evolution" of language and will appear in it in a distinct way. Language analysis will reveal the behaviors and characteristics that culture has found most important.
1.OPENNESS TO EXPERIENCE - Willing to explore and learn new things. The tendency of a person to actively seek experiences for their own sake, and indicates the complexity of mental life. Related to active imagination, sensitivity, alertness to internal sensations, preference for variety, intellectual curiosity and creativity, examined through hobbies and activities. A conservative approach on one hand versus curiosity on the other regarding the internal and external world. The dimension with the greatest difference between cultures. 2.CONSCIENTIOUSNESS - Willing to work hard, honor commitments, and focus on goals. Conscientiousness, reliability, sense of commitment and morality. Related to the desire to achieve thoroughness, diligence, and effort in work. Responsibility in terms of investment for the benefit of the framework, work. Organized and ambitious people, reliable - succeed in achieving everything in an honest way, self-disciplined and not prone to procrastination, sometimes workaholics. 3.EXTRAVERSION - Sociable, assertive and active. Combines social tendencies and temperament and measures the strength and quality of interpersonal relationships. Extroversion, love of people, energetic (some prefer to attribute E to energetic), active and optimistic. People who love attention and tend to work with people, they are enthusiastic, talkative, socially bold and have many acquaintances and friends. Distinct E people are salespeople and entrepreneurs. 4.AGREEABLENESS - Kind, cooperative and caring for others. Quality of interpersonal interaction. Courtesy, altruism, willingness to help others, warmth, creating trust. Honesty, sympathy and unselfishness. They like people and people like them. Effective scale for diagnosing suitability for service. 5.NEUROTICISM (originally). Today called EMOTIONAL STABILITY - Cool-headed, self-confident and calm. Reflects emotional style. The scale identifies people who are vulnerable to psychological distress and have a less adaptive coping style (it does not diagnose psychopathologies!). Copes well with stress and is self-confident, emotionally stable and calm.
The model became more and more popular, and is supported by factor analysis of trait concepts in the spoken language (the Basic Lexical Hypothesis). For example, people were asked to rate themselves and others on various traits, and found the five factors repeatedly. Evolution also provides support, as all factors are significant for survival/reproduction. Goldberg argues that in every meeting with people, we ask 5 questions, each question about a factor. For example: Is he warm, pleasant and nice or cold and distant? Later on, researchers Costa and McCrae developed a questionnaire to examine the Big Five, the most well-known in the field of self-report personality questionnaires, the NEO questionnaire (the acronym representing three of the model's traits). Several years later, a revised version was released, the NEO-PI-R. For each of the Big Five, 6 facets (sub-traits) were developed that are included under it. It was predetermined that there would be 6 facets for each dimension, and each facet was chosen because of its prominence in the literature. The process of identifying the factors was done by identifying the pattern of correlations of the factor with an external criterion of convergent and discriminant validity. Theoretically, the dimensions represent factors that are independent of each other, but factor analyses showed that some of the scales overlap, and the correlations indicate relationships between the different facets. In addition, the division into facets is artificial and there are recognized aspects of traits that were not included, for example complaints about physical pain in the dimension of neuroticism. In recent years, there has been a discussion on the subject of higher personality factors. In several studies, it was found that the Big Five can be grouped into 2 big ones: 1. Alpha factor / Stability factor: Emotional stability (neuroticism), agreeableness and conscientiousness are grouped into the alpha / stability factor, representing a cluster of traits that help the individual get along in the environment. 2. Beta factor / Flexibility factor: The traits openness to experiences and extroversion are grouped into the beta / flexibility factor, representing a cluster of traits that aid in personal development.
Conceptions of Traits:
A trait indicates a continuous way in which an individual differs from others. The concept developed from the language in which people describe others in everyday life, for example in matchmaking ads... A personality trait is a consistent pattern in the way an individual behaves, feels, and thinks. It allows summarizing a lot of information in one word, predicting behavior, and explaining it. There are a huge number of theories, each presenting different variables central to personality assessment, but since each theory relies on subjective assumptions, there is no reference point that allows comparison between them.In an attempt to solve this problem, there was a need to build a taxonomic model (classification framework) that would organize the structures and identify areas of overlap. One of the proposed solutions (Allport) relies on the largest accumulated knowledge base in culture, the English language, and is called the Basic Lexical Hypothesis: Fundamental lexical.
The assumption is that language includes an implicit theory of personality: the characteristics that are most important for a person to identify in other people (in order to identify and predict behavior = survival value) are those that have survived the "evolution" of language and will appear in it in a distinct way. Language analysis will reveal the behaviors and characteristics that culture has found most important.
The Big Five Model:
The model is based on theories and research accumulated over several decades, such as Eysenck's two-factor model, and research by Fiske (1949), Goldberg (1981), and Costa and McCrae (1987). In the 1980s, two independent research groups entered the personality research picture, seeking personality dimensions using factor analysis: Costa and McCrae (from the National Health Center) and Norman from the University of Michigan with Goldberg from the University of Oregon. The roots of all the research were different, but led to similar results: most human traits can be included in five personality dimensions, regardless of language or culture. This model is called the Big 5. There is broad agreement among various researchers in the field of personality that these are the big traits:1.OPENNESS TO EXPERIENCE - Willing to explore and learn new things. The tendency of a person to actively seek experiences for their own sake, and indicates the complexity of mental life. Related to active imagination, sensitivity, alertness to internal sensations, preference for variety, intellectual curiosity and creativity, examined through hobbies and activities. A conservative approach on one hand versus curiosity on the other regarding the internal and external world. The dimension with the greatest difference between cultures. 2.CONSCIENTIOUSNESS - Willing to work hard, honor commitments, and focus on goals. Conscientiousness, reliability, sense of commitment and morality. Related to the desire to achieve thoroughness, diligence, and effort in work. Responsibility in terms of investment for the benefit of the framework, work. Organized and ambitious people, reliable - succeed in achieving everything in an honest way, self-disciplined and not prone to procrastination, sometimes workaholics. 3.EXTRAVERSION - Sociable, assertive and active. Combines social tendencies and temperament and measures the strength and quality of interpersonal relationships. Extroversion, love of people, energetic (some prefer to attribute E to energetic), active and optimistic. People who love attention and tend to work with people, they are enthusiastic, talkative, socially bold and have many acquaintances and friends. Distinct E people are salespeople and entrepreneurs. 4.AGREEABLENESS - Kind, cooperative and caring for others. Quality of interpersonal interaction. Courtesy, altruism, willingness to help others, warmth, creating trust. Honesty, sympathy and unselfishness. They like people and people like them. Effective scale for diagnosing suitability for service. 5.NEUROTICISM (originally). Today called EMOTIONAL STABILITY - Cool-headed, self-confident and calm. Reflects emotional style. The scale identifies people who are vulnerable to psychological distress and have a less adaptive coping style (it does not diagnose psychopathologies!). Copes well with stress and is self-confident, emotionally stable and calm.
The model became more and more popular, and is supported by factor analysis of trait concepts in the spoken language (the Basic Lexical Hypothesis). For example, people were asked to rate themselves and others on various traits, and found the five factors repeatedly. Evolution also provides support, as all factors are significant for survival/reproduction. Goldberg argues that in every meeting with people, we ask 5 questions, each question about a factor. For example: Is he warm, pleasant and nice or cold and distant? Later on, researchers Costa and McCrae developed a questionnaire to examine the Big Five, the most well-known in the field of self-report personality questionnaires, the NEO questionnaire (the acronym representing three of the model's traits). Several years later, a revised version was released, the NEO-PI-R. For each of the Big Five, 6 facets (sub-traits) were developed that are included under it. It was predetermined that there would be 6 facets for each dimension, and each facet was chosen because of its prominence in the literature. The process of identifying the factors was done by identifying the pattern of correlations of the factor with an external criterion of convergent and discriminant validity. Theoretically, the dimensions represent factors that are independent of each other, but factor analyses showed that some of the scales overlap, and the correlations indicate relationships between the different facets. In addition, the division into facets is artificial and there are recognized aspects of traits that were not included, for example complaints about physical pain in the dimension of neuroticism. In recent years, there has been a discussion on the subject of higher personality factors. In several studies, it was found that the Big Five can be grouped into 2 big ones: 1. Alpha factor / Stability factor: Emotional stability (neuroticism), agreeableness and conscientiousness are grouped into the alpha / stability factor, representing a cluster of traits that help the individual get along in the environment. 2. Beta factor / Flexibility factor: The traits openness to experiences and extroversion are grouped into the beta / flexibility factor, representing a cluster of traits that aid in personal development.
Bibliography:
Janada, L.H. (2009). Psychological Tests: Theory and Practice. Editing of Hebrew edition: Beit-Marom, R. and Levitan G. Published by the Open University. Psychological Testing: History, Principles, and Applications, Second Edition"; Robert J. Gregory; 1992We would be happy to hear your opinion!
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