CPP Research and Technical Reports

Persistent Personality Differences on the CPI?
 

Evidence of Factorial Similarity Across Cultures Using the CPI260 Assessment

This study was conducted to examine the factor structure of the CPI 260 assessments across nine languages and cultures, and compare them to a sample from the United States. Results indicated a consistent set of four factors, suggesting that the CPI 260 measures personality elements that may be universal.
 

Technical Brief for the Work/Life Values Checklist
 

Behavioral Expression of Type: A Multicultural Analysis
 

Gender and Ethnic Differences in Best-Fit Type

This study examined the potential impact of ethnicity and gender on the MBTI®Complete’s verification process by looking at the congruence of best-fit type and reported type. Results indicate that the relationship was fairly consistent across ethnic and gender subgroups. Additionally, rates of agreement were found to be comparable to those reported by previous researchers.
 

Reliability of the MBTI® Form Q Assessment

In light of recent criticism of the MBTI assessment from research and academics, this study examines the psychometric properties, namely internal consistency and test-retest reliability of the MBTI Form Q assessment using a modern data set. Comparisons to other personality assessments are made. The aim of the current paper is to refute claims that the MBTI is an
unreliable assessment.

Technical Brief for the MBTI®  Form M and Form Q Assessments: Latin and North American Spanish Data Supplement
 

The Efficacy of Electronic Administration and Interpretation of Personality Measures

The current study examined the relationship between MBTI® reported type and best-fit type, as verified by respondents upon completion of an online interpretation session. Similar to previous research, results indicated a 76.3% rate of agreement between reports and best-fit type. Additionally, changes on the S-N scale occurred most frequently, rather than the T-F scale, which is often found when using the traditional feedback approach.

The Influence of Personality on Where People Choose to Work

Recent progress in mobile technology has allowed individuals to perform work almost anywhere in the world. Gaining an understanding of how personality may relate to where people choose to work has implications for the future of work design. Analyses showed some significant differences between MBTI® preference pairs regarding how and where people choose to work.

Validation of the FIRO-B® Instrument with Benchmarks Performance Dimensions

This study, which built upon the work of Fleenor and Van Velsor (1993), examined the validity of the FIRO-B® instrument using the updated scales of the Benchmarks® 360-degree feedback tool. Aggregated Benchmarks® performance ratings from multiple sources (boss, supervisor, peer, and direct report) that were hypothesized to be related to interpersonal needs were correlated with the FIRO-B® scales. Results indicated a number of relationships were similar to those found by Fleenor and Van Velsor (1993); however, effect sizes were small and not all hypotheses were supported.

Validity of the Strong Interest Explorer© Assessment: Using the Strong Interest Inventory^® assessment as a criterion measure

Using the Strong Interest Inventory® (SII) assessment as a criterion measure, the validity of the Strong Interest Explorer© (SIE) assessment was tested. A total of 513 individuals were administered the SIE assessment and SII assessment. Theoretically meaningful correlations between the two instruments provide initial support for the validity of the Strong Interest Explorer© assessment.

MBTI^® Step II Results of Community Leaders

This study was conducted to examine the effects of ethnicity on the Step II profiles of participants in Blandin Foundation’s Community Leadership Program. Results indicate that although participants within each ethnic group (i.e., American Indians, Caucasians, and Hispanics) were diverse, few significant differences were found between groups in overall modal type and on facet categories.  Additionally, no significant differences were found between groups on the six decision-making categories.

Technical Brief for the Thomas-Kilmann Conflict Mode Instrument: Description of the Updated Normative Sample and Implications for Use
 

CPI260^® US Workforce Norms
 

This study was conducted to examine the factor structure of the CPI 260 assessment in three different countries. The similarities between the factors in U.S., Canadian, and Australian samples were examined by means of the coefficient of congruence. These results lend support for factorial validity of the CPI 260 assessment.

The CPI260^® Coaching Report for Leaders: Strengths and Developmental Opportunities

The current study compared over 5000 leaders who had strengths and developmental opportunities identified by the CPI260™ assessment’s Coaching Report for Leaders (CRL). Self, boss, and direct report ratings from the Center for Creative Leadership’s Benchmarks® 360 assessment were used as criterion. Results were generally supportive of the CRL categorizations.

Technical Brief for the Personality Differences Questionnaire™ Tool: Content, Reliability, and Validity
 

This study examines the relationships between the newly revised Strong Interest Inventory® (SII) and the Myers-Briggs Type Indicator® (MBTI®) assessments, commonly used in conjunction in career counseling settings, using the largest known sample of participants who have completed both assessments. Findings suggest that where changes were made to the SII, the correlations shifted in theoretically meaningful ways. This study supports the validity and the practical utility of using the newly revised SII with the MBTI.

This study used a sample of 812 North American professional football players who completed the CPI 260^® assessment. Average profiles for selected groups of players were evaluated. Logistic regression and discriminant function analyses were used to examine personality differences among groups of players, including several positions, and offense versus defense.

This study examines gender and ethnic differences on three classes of CPI™ scales (folk, special purpose, and vector) using a sample of 570 employed adults. Statistically significant differences were found between the gender and ethnic groups on some of the scales. However, effect sizes show that, with the exception of the Femininity/Masculinity (F/M) scale, these differences are not meaningful; indicating that the CPI instrument functions fairly across gender and three ethnic groups studied, and can be used in combination with other measures as a selection tool.

The measurement properties of the Interest/Skills Checklist are examined and norms for the assessment are provided. The Interest/Skills Checklist is a self-report assessment of interests and skills, following the Holland Model of career choice. The results suggest that the assessment has good internal consistency reliability, and that the factor structure generally reproduces the RIASEC model for both interests and skills.

This paper describes the development of the Strong Interest Explorer (SIE), a self-scorable interest assessment designed for students and early career explorers. The history of the SIE, and its relationship to the Strong Interest Inventory® assessment are discussed, along with evidence of reliability and validity. 

Brief Technical Report on the  CPI 260^® Instrument

Comparing the CPI 260^® Instrument to the Benchmarks^® Scales: An Initial Validity Study