ABSTRACT: This chapter provides an introduction to the Myers-Briggs Type Indicator® (MBTI®), a well known and popular measure of personality type. The basic theory and development of the indicator are covered, followed by a summary of South African research and psychometric properties of this well loved instrument. In particular, the issues of reliability and validity are addressed, and an analysis of the two current forms, namely Form M and Form Q, is presented. As the instrument is so widely used, some information on the misuse of type is included and there is a focus on the ethical use in South Africa. A substantial portion of the chapter will be spent on the application of type, and how it can be used to improve self understanding, communication, team work, managing change and conflict, among others. Lastly, we look at the future of the MBTI and new and exciting ways to bring type to life in different contexts.
ABSTRACT: With the current population norm group for the Occupational Personality Questionnaire at almost 55000 people, this is one of the most widely-used personality questionnaires in South Africa. This chapter will give an overview of the development of the Occupational Personality Profile and the rationale for the various scales. A brief historical review of reliability and validity studies in South Africa will be discussed, and the different norm groups available for the test will be compared. In the context of fairness and best use, the relationship between the reliabilities of the OPP scales and the home language, race and educational level of the respondents will be discussed. Age groups and sexes will also be compared. The groups will also be compared in terms of their mean scores on the OPP scales. This leads us to the question of whether one should use a group-specific norm or a general population norm, and how to decide between the options. A discussion of differential item functioning for race and language groups will follow. Some attention will also be given to the decision of whether the Occupational Personality Profile is suitable for an intended respondent, or whether a different means of assessing personality (which need not be a questionnaire) should be employed. The different delivery methods of the OPP, and the available computer-generated reports will be discussed, with the emphasis on using technology to facilitate the fair and appropriate use of the questionnaire. The use of the Occupational Personality Profile for assessing competencies will be discussed, as well as the implications of automating this process. Special emphasis will be placed on the importance of doing an integrated assessment and not relying on one source of information only.
ABSTRACT: This chapter describes the Basic Traits Inventory, a South African developed measure of the Big Five personality traits. The basic premises of the Big Five personality theory are given, along with descriptions of the five personality factors. The development of the BTI is described, where issues surrounding developing tests in the cross-cultural South African context are discussed. Further, research done using the BTI in South Africa is presented. The reliability and validity of the BTI is examined and the subject of cross-cultural bias and fairness is addressed. Lastly, examples of the application of the BTI in various fields, such as education and the workplace, are provided and the future of the BTI is discussed.
ABSTRACT: This chapter will discuss the development of the 15FQ+ and how it differs from the 16PF, which measures the same model of personality. An overview of the questionnaire’s reliability and validity will be done, comparing early studies with newer results. The effect of language proficiency, reasoning ability and education on the reliability of the questionnaire will be discussed. Differences between race and language groups of the various scales will be considered, with a discussion of the importance of these differences for the fair use of the questionnaire in South Africa. An overview of South African norms will be presented. Guidelines for the choice of norm groups will be discussed, with particular emphasis on the decision whether to use a general population norm or a smaller norm which would be specific to a given language or race group. For some assessment situations, the best choice may be to use a simpler questionnaire, or not to assess personality using a questionnaire at all. Attention will also be given to differences between age groups on the personality dimensions measures by the 15FQ+. The various computer-generated reports available for the 15FQ+ will be considered, to facilitate their appropriate use. Attention will be given to the practice of matching personality dimensions to competencies, the obtaining of matched scores, and the implications for fair use of the questionnaire. The importance of doing an integrated assessment will be emphasised, and some consideration will be given to additional sources of information that can be used to arrive at a fair and accurate assessment.