Professional Documents
Culture Documents
CTPI-R
TABLE OF CONTENTS
1.2
1.3
2.2
SCALING ............................................................................. 15
assessment and its main applications. The CTPI-R is administered online. Additional
information about specific uses or modes of administration can be obtained from
customer service.
1.1
The CTPI-R is intended for HR professionals and is designed in a way that enables it
to be used globally, irrespective of the country or culture. It is intended for HR
professionals. It can be used throughout an employee's career, for different purposes
and at different levels:
Individuals
Teams
Organisations
Recruitment
Management audit
Career Management
Team building
Succession planning
Personal development
Research
Workplace counseling
p. 3
1.2
User qualification
Offline
Preparation
Administration
25-30 minutes
25-30 minutes
A few seconds
Feedback
20 minutes to an hour
depending on the field
of application
p. 4
The test does not have a time restriction. However, candidates should be encouraged
to answer the questions quickly, to avoid spending too much time thinking about
each statement. It is always preferable to answer spontaneously to a personality
questionnaire, as there is no right or wrong answer.
Computer-generated reports
As with all other Central Test tools, the CTPI-R reports are flexible, customizable and
available in several languages. Specific sections can be included into or excluded from
the report depending on the needs of the administrator. There are two versions of the
report, the company's version and the candidate's version, which can be configured
separately.
1.3
The CTPI-R's purchase, conditions and cost vary from country to country. However,
the following points generally apply:
The CTPI-R was created for the following users: HR professionals, training
managers, executive development professionals and psychologists. A
preliminary training is compulsory. For more information on the training,
please contact Central Test's customer service or one of Central Test's
partners.
The CTPI-R can be ordered online after having followed the training or by
contacting one of Central Test's offices or one of Central Test's partners
worldwide.
For information on the CTPI-R prices and related products and services,
contact Central Test's customer service or one of Central test's partners.
Chapter Summary
This chapter describes the initial conceptual framework of the CTPI-R and its
development. The CTPI-R is a revised version of the CTPI-Pro. It was developed on
the basis of different theoretical and empirical models of personality at work, by
considering the dimensions measured by existing personality questionnaires as well
as the conceptual criteria used for other successful Central Test tools (namely the
Professional Profile-2 and the Occupational Interest Inventory).
p. 5
2.1
The first phase of development took place between 2004 and 2006. The development
of the conceptual framework for the CTPI-Pro started with a study that aimed to
identify the key elements necessary for the development of a comprehensive work
personality assessment tool. This led to the creation of an initial model of personality.
This initial model of personality was critically reviewed by a panel of experts on
management. The first version was launched in 2009 for the English speaking
countries (and in 2010 for the French and Spanish speaking countries).
A review of all existing job related personality models and questionnaires. This
included the work of H. B. Cattell and H. Eysenck, and also covered personality
questionnaires such as the California Personality Inventory (CPI), 16PF,
15FQ+, FIRO scales, the Myers-Briggs Type Indicator, the Kostick PAPI and the
Ego state questionnaire based on Eric Berns TA theory.
p. 6
The final questionnaire (CTPI-R 2012) includes 114 questions measuring 19 factors
organized under 4 dimensions. The dimensions and factors are summarized in the
following table:
Cluster-1 People Management
1. Affiliation
2. Assertiveness
3. Control/Power
4. Developing others
5. Tactical
6. Trust
2. Lively
1. Action oriented
3. Optimism
2. Adaptability
4. Self confidence
3. Experimental
5. Emotional stability
4. Visionary
6. Surpassing
p. 7
2.2
People management
1. AFFILIATION
This dimension refers to the tendency to be kind,
affectionate and open towards others at work.
Individuals with a high score on this dimension seek to
create
genuine
bonds
with
their
environment
(colleagues, business partners, etc.), to listen to others
and to express their feelings easily.
Individuals with a low score have a tendency to be
rather distant and formal, and to share their views and
impressions to a lesser extent.
Warm, amicable, pleasant
Definition
2. ASSERTIVENESS
This dimension refers to the tendency to express and
defend one's opinions, rights and wishes in an open, yet
correct manner.
People with a high score on this dimension do not
hesitate to speak up and do not fear conflicts. They can
make unpopular decisions when their assignments
require them to.
People with a low score have a tendency to be compliant
and to avoid conflicts. They may feel remorse for not
doing a favour or for defending their choices when this
goes against the interests of others.
Definition
3. CONTROL/POWER
Definition
p. 8
4. DEVELOPING OTHERS
Definition
5. TACTICAL
Definition
6. TRUST
Definition
p. 9
Perception mode
7. CONSCIENTIOUSNESS
Definition
8. RATIONAL
Definition
9. RULE
CONSCIENTIOUS
Definition
p. 10
Self management
10. COMMITMENT
Definition
11. LIVELY
Definition
12. OPTIMISM
This dimension refers to the tendency to hold positive
expectations and to easily recover from failures.
Definition
p. 11
Definition
14. EMOTIONAL
STABILITY
Definition
15. SURPASSING
This dimension refers to the tendency to be ambitious,
driven and competitive.
Definition
p. 12
CHANGE MANAGEMENT
16. ACTION ORIENTED
This dimension refers to the tendency to take initiative,
risks and choose action over reflection in order to make
progress even if there is uncertainty.
Definition
17. ADAPTABILITY
This dimension refers to the ability to adapt to change
and novelty.
Definition
18. EXPERIMENTAL
This dimension refers to the desire to explore and
innovate, sometimes to the detriment of existent
solutions.
Definition
p. 13
19. VISIONARY
This dimension refers to the tendency to be a
visionary, to understand trends and patterns and to
anticipate future events, by taking into account all
aspects of a project.
Definition
p. 14
3. Statistics
Chapter summary
This chapter describes the process of transforming raw scores into standardized
scores which was done during the development of the CTPI-R. A description of the
norms will be included in the manual that will be published soon.
3.1
Scaling
3.2
Validity:
p. 15
3.3
Reliability :
16
Given below is a table showing the internal reliability of the 19 factors of the
CTPI-R. The average reliability coefficient for the test is 0.50.
Factors
Reliability
Action-oriented
0.50
Adaptability
0.61
Affiliation
0.57
Assertiveness
0.38
0
Control/Power
0.54
Conscientiousness
0.47
Developing others
0.53
Commitment
0.43
Lively
0.47
Experimental
0.67
Visionary
0.30
Optimism
0.35
Rational
0.40
Rule-conscientious
0.40
Self-confidence
0.36
Emotional stability
0.61
Surpassing
0.50
Tactical
0.57
Trust
0.62
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Male
Mean
Scores
Female
Mean
Scores
Average
Mean
Scores
Action-Oriented
4.2
4.2
4.2
Adaptability
4.7
4.9
4.8
Affiliation
6.0
5.8
5.9
Assertiveness
5.0
5.0
5.0
Control
4.7
4.7
4.7
Conscientiousness
4.8
4.9
4.8
Developing Others
6.5
6.7
6.6
Commitment
6.1
5.7
6.0
Lively
5.7
6.4
5.9
Experimental
6.4
5.9
6.2
Visionary
5.5
5.5
5.5
Optimism
6.5
6.6
6.6
Rational
5.8
5.1
5.5
Rule-Conscientiousness
6.1
6.3
6.2
Self-Confidence
6.4
6.1
6.3
Emotional Stability
5.9
5.5
5.8
Surpassing
5.7
5.4
5.6
Tactical
4.5
4.1
4.4
Trust
5.6
5.2
5.5
Factors
Gender
Males
633
Females
350
Total
983
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Given below are a series of tables showing the correlations of each CTPI-R factor
with the tems that measure the particular factor:
Adaptability
Action Oriented
Q21
0.63
Q15
0.61
Q40
0.51
Q28
0.64
Q57
0.50
Q56
0.60
Q79
0.62
Q69
0.47
Q89
0.28
Q92
0.65
Q97
0.60
Q98
0.56
Assertiveness
Affiliation
Q25
0.44
Q1
0.45
Q34
0.64
Q39
0.54
Q49
0.59
Q50
0.55
Q59
0.72
Q74
0.58
Q82
0.41
Q83
0.41
Q99
0.53
Q101
0.45
Control/Power
Conscientiousness
Q26
0.44
Q5
0.62
Q107
0.40
Q45
0.53
Q65
0.69
Q66
0.22
Q91
0.68
Q100
0.64
Q46
0.54
Q10
0.50
19
Commitment
Developing Others
Q24
0.63
Q113
0.57
Q36
0.63
Q41
0.53
Q61
0.31
Q17
0.54
Q80
0.58
Q51
0.51
Q94
0.68
Q72
0.55
Q33
0.66
Experimental
Emotional Stability
Q112
0.45
Q7
0.61
Q3
0.49
Q48
0.52
Q9
0.40
Q60
0.49
Q54
0.57
Q71
0.62
Q67
0.53
Q108
0.51
Q86
0.58
Lively
Optimism
Q16
0.60
Q11
0.52
Q32
0.54
Q106
0.65
Q42
0.55
Q19
0.61
Q58
0.56
Q43
0.67
Q70
0.54
Q78
0.72
Q102
0.55
Q88
0.61
20
Rule Conscientiousness
Rational
Q31
0.44
Q18
0.55
Q35
0.60
Q109
0.44
Q81
0.59
Q73
0.41
Q90
0.61
Q30
0.46
Q103
0.45
Q87
0.60
Self Confidence
Surpassing
Q2
0.54
Q93
0.68
Q110
0.50
Q111
0.35
Q23
0.48
Q75
0.57
Q55
0.43
Q22
0.47
Q68
0.52
Q47
0.52
Q77
0.39
Q84
0.40
Trust
Tactical
Q8
0.60
Q6
0.67
Q37
0.66
Q14
0.27
Q44
0.51
Q20
0.64
Q52
0.58
Q29
0.63
Q63
0.40
Q95
0.65
Q96
0.41
Q104
0.49
Visionary
Q27
0.65
Q114
0.66
Q64
0.40
Q4
0.56
Q85
0.61
Q105
0.60
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