Self-report measure

Work-Relevant Personality Scales

Work-Relevant uses 130 International Personality Item Pool statements to assess 13 named scales.

You learn which of your traits shape how you perform and fit in at work.

For anyone who wants to see how their personality plays out at work.

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Pay $6 before you start. The full report and PDF are included.

Your answers stay private.

It comes from organizational psychology research on traits linked to job performance.

Sample result, example data. Illustrative profile with invented scores for the first 12 of 13 scales; it does not describe any real respondent.

What this test is

Welcome. Work-Relevant uses 130 International Personality Item Pool statements to assess 13 named scales.

The measure

It has 130 items, each answered on a 5-point (Very Inaccurate … Very Accurate) scale. Its scores cover 13 separate scales.

Public-domain items from the International Personality Item Pool (Goldberg, L. R., 1999; ipip.ori.org). Scale membership and reverse-keying taken verbatim from Goldberg's IPIP multi-scale map (ScalesFor967items). Construct names from ipip.ori.org.

At a glance

Items

130

Response scale

5-point (Very Inaccurate … Very Accurate)

Est. time

~19 min

Subscales

Access

Pay before you start · $6, or $3 to repeat · full report and PDF included

What it measures

Thirteen scales describe personality in terms that matter at work. Seven describe broad tendencies: Adjustment, Ambition, Sociability, Likeability, Prudence, Intellectance and School Success. Statements describe everyday behavior, such as enjoying helping customers or staying calm under pressure.

Hogan and Hogan (1992) developed their personality inventory for use in organizations, defining scales by what they predict about behavior at work rather than by abstract dimensions. Goldberg (1999) wrote parallel scales for the public-domain International Personality Item Pool (IPIP).

Each scale is scored separately. Higher scores describe a stronger version of the tendency or a closer fit with the named kind of work; lower scores describe a different style, which may suit other roles. The occupational scales describe tendencies relevant to a kind of work, not ability or suitability for a particular job.

The scales are used in career counseling, coaching and organizational research. On this site, the Workplace Personality Profile is a shorter measure of the broad tendencies, the Under-Pressure Personality Profile describes how strengths can become difficulties under stress, and the Narrow-Trait Composites describe the specific tendencies from which the scales are built.

Origins and lineage

The HPI grew out of Robert Hogan's socioanalytic theory (Hogan, 1983), which grounds personality in two universal agendas of group life — getting along with other people and getting ahead of them — and distinguishes identity, the actor's own story, from reputation, the story others tell. On this view a personality inventory forecasts reputation: how a person will characteristically be described by those who work and live with them.

Built by Robert and Joyce Hogan expressly for the world of work, the HPI (Hogan & Hogan, 1992) organized its seven primary scales around those agendas and added criterion-focused occupational composites for selection research. The IPIP's work-relevant collection preserves that two-layer design, including older HPI scale names — Likeability, Intellectance, School Success — as catalogued in Goldberg's map.

The International Personality Item Pool (IPIP) version used here

The public-domain scales here are original IPIP items keyed to constructs similar to the HPI's scales; scores here are not scores on the Hogan Personality Inventory itself, and published HPI validity evidence does not transfer to this form. Scale membership and reverse-keying are taken verbatim from Goldberg's IPIP multi-scale map (ScalesFor967items), with construct names as catalogued at ipip.ori.org.

It is a research profile for self-insight, not a validated selection battery, and no hiring decisions should rest on it.

Subscales

Service Orientation 10 items

Managerial Potential 10 items

Reliability 10 items

Clerical Potential 10 items

Ambition 10 items

Stress Tolerance 10 items

Likeability 10 items

Adjustment 10 items

Intellectance 10 items

School Success 10 items

Sales Potential 10 items

Sociability 10 items

Prudence 10 items

Example item

“Accept people as they are.”

Very InaccurateModerately InaccurateNeither Accurate nor InaccurateModerately AccurateVery Accurate

Illustrative only. During administration items are presented one screen-set at a time; response-key direction is never shown to respondents.

Scoring & interpretation

Your report explains each of your scale scores in plain language.

References

Hogan, R. (1983). A socioanalytic theory of personality. In M. M. Page (Ed.), Nebraska Symposium on Motivation 1982: Personality — current theory and research (pp. 55–89). University of Nebraska Press.
Hogan, R., & Hogan, J. (1992). Hogan Personality Inventory manual. Hogan Assessment Systems.
Goldberg, L. R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level facets of several five-factor models. In I. Mervielde, I. Deary, F. De Fruyt, & F. Ostendorf (Eds.), Personality Psychology in Europe (Vol. 7, pp. 7–28). Tilburg University Press.
International Personality Item Pool. A Scientific Collaboratory for the Development of Advanced Measures of Personality Traits and Other Individual Differences. https://ipip.ori.org/

Sample report preview

The report opens with a profile of your scores on each of the 13 scales, drawn on a common scale so the highest and lowest areas stand out. Each one then receives a short plain-language explanation of what a higher or lower standing describes. It closes with guidance on reading the results and on the limits of self-report.

Report contents
Section	What it shows
Subscale scores	Your score on each of the 13 subscales.
Comparisons	How your scores compare with a published comparison group.

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