Self-report measure

Workplace Personality Profile

Work Styles uses 42 International Personality Item Pool statements to assess 7 named scales.

You learn which work styles come naturally to you.

For anyone thinking about the kind of work and workplace that suits them.

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

Your answers stay private.

It comes from occupational research on the personal styles different jobs call for.

Sample result, example data. Illustrative chart with invented scores; it does not describe any real respondent.

What this test is

Welcome. Work Styles uses 42 International Personality Item Pool statements to assess 7 named scales.

The measure

It has 42 items, each answered on a 5-point (Very Inaccurate … Very Accurate) scale. Its scores cover Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive and Learning Approach.

Items drawn from the International Personality Item Pool (IPIP), placed in the public domain. Goldberg, L. R., et al. (2006). The International Personality Item Pool and the future of public-domain personality measures. Journal of Research in Personality, 40(1), 84–96.

At a glance

Items

Response scale

5-point (Very Inaccurate … Very Accurate)

Est. time

~6 min

Subscales

Access

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

Dimensions

7 work-relevant scales

What it measures

Seven styles describe how a person tends to work: Adjustment (composure under pressure), Ambition (drive, initiative and competitiveness), Sociability (enjoyment of interaction), Interpersonal Sensitivity (tact and warmth), Prudence (self-discipline and conscientiousness), Inquisitive (curiosity and imagination) and Learning Approach (enjoyment of learning and keeping up to date). Six statements represent each.

The seven styles follow the structure of the personality inventory that Hogan and Hogan (1992) developed for use in organizations, which describes personality in terms of reputation, how a person tends to be seen by others at work. The statements come from the public-domain International Personality Item Pool (IPIP; Goldberg et al., 2006).

Each style is scored separately. Higher scores describe a stronger, more visible version of the style; lower scores describe its opposite, which may be well suited to different roles. Low Sociability, for example, often accompanies a capacity for independent, focused work.

The profile is used in coaching, career reflection and team development. On this site, the Work-Relevant Personality Scales add occupational scales, the Under-Pressure Personality Profile describes how styles change under stress, and the Big Five Aspect Scales (BFAS) describe general personality in detail.

Validity evidence

The construct dimensions assessed draw on established personality constructs (conscientiousness, emotional stability, agreeableness, and related facets) known to predict work performance across meta-analytic reviews (Barrick & Mount, 1991; Salgado, 1997). Item selection follows IPIP convergent-validity standards.

Subscales

Adjustment 6 items

how calm, steady, and resilient you stay under stress

Ambition 6 items

how driven you are to lead, achieve, and get ahead

Sociability 6 items

how much you seek out social interaction

Interpersonal Sensitivity 6 items

how warm, tactful, and considerate you are with others

Prudence 6 items

how conscientious, dependable, and rule-abiding you are

Inquisitive 6 items

how curious, imaginative, and idea-oriented you are

Learning Approach 6 items

how much you value staying up to date and learning

Example item

“Seldom feel blue.”

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

Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality Psychology in Europe, 7, 7-28.
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.
Salgado, J. F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82(1), 30-43.

Sample report preview

The report opens with a profile of your scores on the 7 scales (Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive, and Learning Approach), drawn on a common scale so the overall shape of the profile is visible at a glance. Each scale 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 7 subscales.
Comparisons	How your scores compare with a published comparison group.

The test and full report with a downloadable copy are $6.

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For yourself

Take it yourself and receive a written score report you can download as a PDF. When you are signed in, your results are saved so you can retake it later and follow how your scores change over time.

$6 paid before you start, and $3 for each retake

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