The Minnesota Multiphasic Personality Inventory (MMPI) is one of the most widely used self-report personality tests, featuring a true/false question format. First published in 1943 with 504 questions, it was developed using a limited sample of Minnesota farmers and psychiatric patients. The inventory was updated in 1989 to the MMPI-2, which expanded to 567 questions and was standardized using a more representative national sample. A more recent version, the MMPI-2-RF, was released in 2008 with 338 questions, taking about half the time to complete. Despite the newer version's efficiency, the MMPI-2 remains more established and is more commonly used. The test is typically administered via computer. In addition to its clinical scales, the MMPI also includes validity and reliability scales to assess the truthfulness of responses.

Minnesota Multiphasic Personality Inventory (MMPI)

A model of personality with the HEXACO acronym for six traits: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience.

The HEXACO Model of Personality

The Five-Factor Model, commonly known as the “Big Five,” proposes that human personality variations can be captured by five core dimensions: openness, conscientiousness, extroversion, agreeableness, and neuroticism. Research indicates that these five trait dimensions are influenced by genetics and remain relatively stable throughout an individual's lifespan.

The Big Five Personality Traits (Five-Factor Model)

Psychologist Raymond Cattell developed the 16PF, a personality assessment designed to measure the 16 personality factors he identified. Individuals can take this assessment to determine which traits are most dominant in their personality. Rather than classifying a trait as simply present or absent, the 16PF scores each dimension on a continuum from high to low.

Cattell's 16PF Questionnaire

- Sixteen Personality Factor Questionnaire (16PF)
- Minnesota Multiphasic Personality Inventory (MMPI)
- Big Five Personality Test (Five-Factor Model)
- HEXACO Personality Inventory

Columbia University

Trinity College (CT)

Self-report inventories are a type of objective personality test that relies on individuals' own responses. They commonly feature multiple-choice questions or numbered rating scales, such as Likert scales, where respondents indicate their level of agreement with a statement. Key advantages of these inventories include their cost-effectiveness and ease of administration.

Self Report Inventories of Personality

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Types of Self Report Inventories

A Likert scale is a rating system, developed by Rensis Likert, commonly used in self-report inventories to measure attitudes or opinions. It typically presents a statement and asks respondents to specify their level of agreement on a multipoint scale, such as a five-point range from 'strongly disagree' to 'strongly agree'.

Likert Scale

A significant drawback of self-report inventories is the potential for response bias. Test-takers may intentionally or unintentionally provide answers that are socially desirable, exaggerated, or misleading. This is particularly common in situations like job applications, where individuals are motivated to present themselves in the most positive way possible.

Disadvantages of Self-Report Inventories

A large corporation needs to screen thousands of applicants for a customer service role that requires a high degree of patience and empathy. To do this quickly and affordably, they plan to use a questionnaire where applicants rate their level of agreement with statements like 'I remain calm when others are upset' and 'I am good at understanding others' feelings.'

Critique the company's proposed assessment method. In your response, justify whether this is an appropriate tool for their purpose by discussing one significant strength and one significant weakness of this approach in this specific hiring scenario.

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