Trait-Map® Personality Assessment

Personality is defined as preferred or habitual tendencies in one's thinking, feeling and behavior. By better understanding the personality tendencies of employees and candidates, organizations can better optimize job-fit and employee development. Trait-Map® was born from a need to achieve that in a more efficient way, without over-simplifying or labeling people. Trait-Map® is a combination of "the greatest single break-through in personality psychology" - the Big Five - and the latest trends in questionnaire design. Welcome to experience it by yourself - please Contact Us  for a free trial.

Trait-Map® incorporates the latest development concepts for today’s businesses & organizations. It has unique, cutting-edge features:


  • Fast and accurate: Trait-Map® uses an innovative, forced-choice questionnaire format that takes only about 15 - 20 minutes to complete, yet you get a detailed personality profile consisting 25 traits! The secret behind the speed and accuracy is a proprietary mathematical method (combinatoric optimization) used in the questionnaire design.
  • The personality model is based on the Big Five model, which is the most widely accepted personality framework since the 1990’s. The Big Five also has been implemented in the questionnaire itself in a unique way.
  • It measures 25 work related personality tendencies (5 traits in each one of the Big Five dimensions) like Confidence, Assertiveness, Activity, Cooperation, Competitiveness, Dutifulness, Creativity and Empathy to name just a few.
  • It motivates for continuous development instead of labeling people as "Red", "Blue" or "Tiger" or "Owl" or some letter combinations as many other systems.
  • It has a wide range of available reports: Profile, Narrative Report, Team Role Report, Conflict Style and Leadership Style reports.
  • It is originally based on the International Personality Item Pool and developed by a multi-cultural team over 15 years; it is strong in “cross-cultural” deployment.


Reports are insightful, easy-to-understand:


  



You can download the Trait-Map® Brochure, or please Contact Us  for more information.


Background information



Trait-Map® (previously called FiT In) is the result of 15 years personality test development work. The first commercial version was developed in Shanghai by an international team of business psychologists and consultants in 2001-2002. Developing authors: Friedemann Demmer, Gabor Nagy. Scientific advisors: Cynthia Zhang (MA), Lv Xiaojun (Ph.D.), Guo Xiaowei (Ph.D.). The team developed the English and Chinese versions simultaneously. A great starting point of the development work was the IPIP-NEO test and the International Personality Item Pool created by Lewis R. Goldberg, Ph.D., a senior scientist at the Oregon Research Institute. The psychometric quality of Trait-Map® has been certified by the Psychometric Committee of Shanghai Psychological Association in 2006. Trait-Map® has been improved through several iterative versions since then, and the reports have gone through a major revision in 2012 by Josephine Doyle, Daniel Smith and Gabor Nagy. The questionnaire has been made radically shorter by an innovative questionnaire design. By today Trait-Map® became widely popular, and it has been translated into German, Dutch, Malaysian, and Hungarian languages as well. It also has been included in the Paradigm Suite of Assessment Reports by the Business Learning Foundation (UK).

Five Major Dimensions of Personality

The emergence and broad acceptance of the Five Factor Model of personality - commonly referred to as the "Big Five" - has been the greatest single advance in personality research (Digman, 1990; Hogan, Hogan, & Roberts, 1996). Trait-Map® benefited a lot from the Big Five research, especially from the IPIP research conducted by Dr. Lewis R. Goldberg and Dr. John A. Johnson.

In the last decade there have been a series of advances which unequivocally demonstrate that personality, as assessed through standardised instruments, has a predictive relationship with job performance approaching, and in many cases exceeding, that of cognitive ability. The major driving force of accelerating research has been the emergence and broad acceptance of the Five Factor model of personality, commonly referred to as the "Big Five" (Digman, 1990; Hogan, Hogan, & Roberts, 1996); the greatest single advance in personality research.

Psychologists have studied human traits with the purpose of predicting behaviour for more than 100 years (a trait is a temporally stable, cross-situational individual difference). The new paradigm now for studying personality traits is the five-factor model (FFM) or Big Five dimensions of personality. The FFM and the Big Five are conceptually distinct models, however they are closely related in practice.

The five factors of FFM were derived from factor analyses of a large number of self- and peer reports on personality-relevant adjectives and questionnaire items. The factors of the Big Five were derived from factor analyses of natural language, based on the lexical hypothesis that most salient and socially relevant individual differences will come to be encoded as terms in our language. Even though FFM and Big Five have different origins, they identified the same 5 dimensions of personality.

Big Five Dimension
Alternate Names
Sample Associated Trait Descriptions - Positive Pole
Sample Associated Trait Descriptions - Negative Pole
Extroversion
Surgency, Assertiveness
Sociable, Gregarious, Assertive, Talkative, Expressive, Enthusiastic, Outgoing, Self-Confident
Quiet, Reserved, Shy, Retiring, Taciturn, Inhibited
Conscientiousness
Conformity, Dependability
Careful, Thorough, Responsible, Planful, Persevering, Achievement Oriented, Efficient, Self-disciplined, Diligent
Inconsistent, Impulsive, Undisciplined, Unreliable
Emotional Stability
Neuroticism
Calm, Relaxed, Steady, Easy-going
Anxious, Depressed, Angry, Worried, Insecure, Tense, Vulnerable, High-strung
Agreeableness
Likeability, Friendliness
Courteous, Flexible, Cooperative, Tolerant, Caring, Trusting, Supportive, Altruistic, Sympathetic, Kind, Modest
Spiteful, Self-Centred, Self- Aggrandizing, Hostile, Indifferent, Cold, Coarse, Mean-spirited
Openness to Experience
Culture, Intellectance, Inquiring Intellect
Imaginative, Creative, Curious, Cultured, Sharp-witted, Broad-minded, Inventive, Insightful, Complex
Simple, Concrete, Narrow, Imitative, Unimaginative


Some Important Characteristics of the Five Factors


     
  • The factors are dimensions, not types, so people vary continuously on them, with most people falling in between the extremes;
  •  
  • The factors are stable over a 45-year period beginning in young adulthood (Soldz & Vaillant, 1999);
  •  
  • The factors and their specific facets are heritable (i.e., genetic), at least in part (Jang, McCrae, Angleitner, Riemann, & Livesley, 1998; Loehlin, McCrae, Costa, & John, 1998);
  •  
  • The factors are considered universal, having been recovered in languages as diverse as German and Chinese (McCrae & Costa, 1997);


Comparison between the MBTI and the Big Five



MBTI
Big Five
Origin
Based on the personality theory of Carl Jung (1921), and developed in the 1940s by Katharine Cook Briggs and Isabel Briggs Myers.
Based on experience in factor analysis, popularised by Goldberg (1993), Digman (1990), John, Angleitner, & Ostendorf (1988), McCrae (1992) and others.
Psychological model
A four-dimension model with sixteen independent types.
Five dimensions of personality, where each dimension can contain a number of independent traits (Trait-Map® includes 25 traits); An emphasis on individual personality traits and their relations (the type concept is gone); A large number of possible personality profiles.
Complexity
Relatively simple.
Relatively complex.
Field of use
Career development, team building. Must NOT be used in recruitment and employee assessment.
Can be used in all HR areas, including recruitment and employee assessment.


Comments on the Big Five from Significant Authors

"In order for any field of science to advance, it is necessary to have an accepted classification scheme for accumulating and categorising empirical findings. We believe that the robustness of the 5-factor model provides a meaningful framework for formulating and testing hypotheses relating individual differences in personality to a wide range of criteria in personnel psychology, especially in the subfields of personnel selection, performance appraisal, and training and development."
- Murray R. Barrick & Michael K. Mount, Dept. of Management and Organisations, University of Iowa. "The Big Five Personality Dimensions and Job Performance: A Meta-Analysis." Personnel Psychology, 1991, 44, 1-26.


"Personality psychologists who continue to employ their preferred measure without locating it within the five-factor model can only be likened to geographers who issue reports of new lands but refuse to locate them on a map for others to find."
- D.J. Ozer & S.P. Reise, "Personality Assessment,"Annual Review of Psychology 1994, 45, 357-388.


"Among personality psychologists there is a rapidly growing consensus that the domain of individual differences in adulthood, as measured by rating scales and questionnaire items, is almost completely described by five broad factors...."
- Halverson, C.F., Jr., Kohnstamm, G.A., & Martin, R.P. (1994). The Developing Structure of Temperament and Personality from Infancy to Adulthood. Hillsdale, N.J.: Lawrence Erlbaum Associates.



Trait-Map® and IPIP

The first version of Trait-Map® in 2001 was based on the International Personality Item Pool and multiple personality constructs, especially the IPIP-NEO, created by Lewis R. Goldberg, Ph.D. at the Oregon Research Institute (Goldberg, 1991). This item pool has been used in the construction of a range of assessment tools for the US Airforce and for corporations in the US and in Europe. The IPIP-NEO inventory has been administered to more than 200,000 people all over the world by Professor John A. Johnson, and is becoming one of the most popular Five Factor personality inventories.

Dr. Lewis R. Goldberg, a senior scientist at Oregon Research Institute and Professor Emeritus at the University of Oregon, serves on the editorial board of the Journal of Personality and Social Psychology, Personality & Individual Differences, the European Journal of Personality, and the Journal of Personality Assessment. He has more than 100 publications in the field of personality psychology.

Dr. John A. Johnson is professor at the Pennsylvania State University; his main research field is personality tests during personnel selection. He received award from University of Bielefeld, received the Provost's Collaborative and Curricular Innovations Special Recognition Program Award, received first place of STAR Project Award and received Alumni/Student Award for Excellence in Teaching. Besides numerous publications in journals, he also published a book: Hogan, R., Johnson, J. A., & Briggs, S. R. (1997). Handbook of personality psychology. San Diego: Academic Press.