PAPI: PAPI-I and PAPI-N

Cubiks

Summary of Test Review

General description of Test

 

Test Review Summary

Test Name:PAPI: PAPI-I and PAPI-N
Author of Original Test: M. Kostick
Local test distributor / publisher:Cubiks
Date of Current Review:2003
Date of Publication of Current Review / Edition:01 Mar 2006
Type of Test:Personality - Trait
Main Area of Use:Work and Occupational
Constructs Measured:Behaviours and preferences appropriate to the workplace.
Administration Mode:Interactive individual administration
Supervised Group administration
Computerised locally-installed application - supervised/proctored
Computerised Web-based application - unsupervised/self-assessment
Computerised Web-based application - supervised/proctored
Response Mode:Paper and pencil
Computerised
General Description of Test:PAPI is a personality questionnaire designed to elicit behaviours and preferences which are appropriate to the workplace. Its theoretical foundations are drawn from Murray’s need-press theory of personality (1938). Max Kostick originally designed the PAPI as an ipsative measure in the 1960s for use primarily as a counselling and discussion tool. It has subsequently been revised to extend its application. There are now two versions of the PAPI, the PAPI-I, which is an ipsative version, and the PAPI-N, which is a normative version. Both share the same seven-factor structure: Active Dominance; Conscientious Persistence; Openness to Experience; Sociability; Work Tempo; Agreeableness; and Seeking to Achieve. The PAPI-I compromises 90 pairs of statements presented in a forced-choice format. The PAPI-N is a 126-item questionnaire, comprising of 126 single statements. Respondents are required to indicate the extent to which they agree/disagree with the statements on a seven point rating scale. The PAPI-N incorporates a six-item ‘Social Desirability’ scale. The assessment is untimed but takes approximately 15 minutes to complete. Scores are initially computed on 20 scales; 10 role scales and 10 need scales. The 10 role scales are described as: Leadership Role, Organised Type, Integrative Planner, Attention to Detail, Conceptual Thinker, Social Harmoniser, Ease in Decision Making, Work Pace, Emotional Restraint and Role of the Hard Worker. The 10 need scales are: Need to Control Others, Need for Rules and Supervision, Need for Change, Need to Finish a Task, Need to be Noticed, Need to Belong to Groups, Need to Relate Closely to Individuals, Need to be Forceful, Need to Achieve and Need to be Supportive. On the basis of these scores, the individual’s position is mapped onto a profile, which is organised around the seven-factor structure. It is designed primarily for use with managers, professional, senior technical staff, white-collar supervisors and graduate trainees.

 


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