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Психологические методы подбора и оценки персонала HR-Лаборатория Human Technologies
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+7 (495) 669-67-19
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16RF
UNIVERSAL COMPUTER PERSONALITY TEST
OVERVIEW
“16 Russian Factors” is the first original universal multi-factor test. It’s a Russian analogue of the popular personality questionnaire Raymond Cattell’s 16PF. 16RF is based upon 16 empirically derived factors valid for Russian culture.

This test is unavailable for sale because it's too old. Try our new personality tests.

APPLICATION
16RF can be used for personality testing of adult people in personnel selection, team building, career and personality counseling, self-help, and other situations.

TEST STRUCTURE
“16RF-3” version consists of 300 items including 280 personality items and 20 intelligence items. Time for the Intelligence items is limited to 10 minutes. Usually it takes about 60 minutes for the respondents to complete the whole test.
TEST CONSISTS OF 16 SCALES:
  • Emotional altruism (kindness, friendliness, empathy)
  • Intelligence (high level of verbal and logical thinking, cognitive abilities, erudition, ability to learn)
  • Actual energy (cheerfulness, optimism, active life-style)
  • Rational self-control (ability to control one’s behaviour purposefully)
  • Potential energy (will-power, ability to confront with difficulties and conflicts)
  • Conflictability (irritability, hot temper, active self-defensive style)
  • Pragmatism (experience combined with pragmatic life orientation)
  • Morality (honesty, decency, tenderness, conscious moral rules)
  • Social rigidity (dominant behaviour based on dogmatism, inflexibility, and communicative stereotypes)
  • Haughtiness (capriciousness, petulance, seeking for admiration)
  • Keenness (innovativeness, business-like efficiency)
  • Social timidity (neurotic introversion, shyness, passive defensive behaviour, suspiciousness)
  • Ambitiousness (career and individual success orientation, high level of aspiration)
  • Civility (delicacy, tactfulness, observation of ethical rules)
  • Originality (endowments, creativity, oneness)
  • Sincerity (social desirability)
While testing the respondent the program automatically controls his or her sincerity. If the respondent gives too many social desirable answers the program after several warnings brings him/her back to the beginning of the test. In addition to social desirability control the program analyzes the answering tactic (choice of “yes” or “no” answers only, too many neutral answers).

PAPER-AND-PENCIL TESTING
In computer-based testing the program controls time spent on intelligence items automatically. In paper-and-pencil version the time is also to be controlled, otherwise the results can be biased. Anyway HR Lab recommends conducting the test in a computer form and does not take the responsibility for paper-and-pencil testing.

PRESENTATION OF THE TEST RESULTS
An example of a report for the respondent can be downloaded in MS Word format.

Every scale is divided into 5 zones according to expression of a factor. For each zone a verbal interpretation is provided. Test scores are presented in stens (from 1 to 10).

Average scores (from 4.5 to 6.5 stens) are interpreted as a normal expression of a factor. Usually about 40% of respondents receive scores in that zone. The extremes (both high and low) point to an excessive or over-excessive expression of the personal traits corresponding to the pole. Low (from 2.5 to 4.4 stens) and high (from 6.6 to 8.5 stens) zones contain about 24% of respondents each. And approximately 6% of respondents score in each of the remaining zones: extreme low (from 1 to 2.4 stens) and extreme high (from 8.6 to 10 stens).

The test interpretation corresponding to the test score received by the respondent is presented on the screen.

Test results can be presented in three forms:
  • As a diagram with scores for each factor;
  • As a verbal interpretation of the test scores (for respondent or for psychologist);
  • As a table with raw scores, stens, and percentiles (percentage of standardization sample).
The program supports two interpretation modes – for psychologist or for respondent. The 16RF profile can be transformed into profiles of other multi-factor questionnaires – Cattell’s 16PF and B5 (Big Five).

HISTORY AND PSYCHOMETRIC PARAMETERS
The license for the development of a Russian version of 16PF was obtained from IPAT, Illinois. The factor structure of 16RF was developed in 1993-1994 on the basis of some 240 semantically homogenous adjective clusters, automatically chosen from 2090 personal traits description. The first 16RF-B version was standardized on the sample of 620 test-takers (students and managers’ job applicants) in 1997-1999.

The concurrent validity check for factor structures of Cattell’s 16PF and 16RF was made on the sample of 350 test-takers (students of Moscow universities). The factor structure of 16RF was shown to be more valid for Russian sample.

The criterion validity of the questionnaire was measured as a correlation between 16RF and self-descriptive KSP-240 test and group personality assessment for 16RF scales.

The reliability of the questionnaire was checked by a half-split method for all factors.

In 2004 V.V. Odintsova developed a new version of intelligence scale by replacing of the poor performing items.

In 2007 O.N. Ivanova renewed the test norms on the sample of 463 test-takers (in selection and research situations) and improved 16PF test interpretations for the psychologist.
We can schedule the demonstration either in the customer’s office or in our demonstration hall.
Kutuzovsky prospect, 36-3-3, office 306, Moscow.
Tel. (495) 514-3115, 669-6719.
Website: http://www.ht.ru
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