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- 22:27, 4 March 2026 Trait Model (hist | edit) [10,115 bytes] Flc (talk | contribs) (Created page with " =Introduction= The trait model is the most widely used in recruitment applications and clinical psychology. A trait can be any individual characteristic that you may think about, labeled with one word or a short expression. Traits help answer questions about the attainment or proximity to a phenomenon or concept, such as the temperature: How hot is it out there? Or with skills: How skilled is this person? Or with creativity: How creative is this person? By doing so, tr...")
- 22:23, 4 March 2026 Type Model (hist | edit) [8,241 bytes] Flc (talk | contribs) (Created page with "=Introduction= The trait model is the most widely used in recruitment applications and clinical psychology. A trait can be any individual characteristic that you may think about, labeled with one word or a short expression. Traits help answer questions about the attainment or proximity to a phenomenon or concept, such as the temperature: How hot is it out there? Or with skills: How skilled is this person? Or with creativity: How creative is this person? By doing so, tra...")
- 22:21, 4 March 2026 Factor Model (hist | edit) [8,333 bytes] Flc (talk | contribs) (Created page with "=Introduction= A factor model helps position a phenomenon along continuums represented by lines extending from one end to the other in two opposite directions. It helps answer questions about how the phenomenon will develop along the continuums. For instance, with localisation of a person on a map: how does one go from A to B or away from B. Or temperature: how does temperature increase or decrease? With skills: how can this person develop or lose that skill? In the be...")
- 06:43, 3 March 2026 HPI (Hogan) (hist | edit) [14,334 bytes] Flc (talk | contribs) (Created page with "=Generalities= HPI stands for Hogan Personality Inventory. The HPI was devised by Robert and Joyce Hogan to assess the FFM from the perspective of their socioanalytic model of personality. The authors say the model was built on research dating back to the 1970s. The HPI has been distributed by Hogan Assessment Systems, Tulsa, Oklahoma, USA, since 1987. Other tests proposed by the Hogan Assessment System include the MVPI (Motives Values Preferences Inventory) and the HDS...")
- 01:56, 22 February 2026 Factor 3 Introduced (hist | edit) [10,852 bytes] Flc (talk | contribs) (Created page with "=Introduction= Factor 3 is the third Factor in the profile. It shows how one needs and is motivated to be free to change priorities and be spontaneous when the Factor is low (on the left), versus being in a calm and methodical environment when the Factor is high (on the right). right|350px It's important to understand that the factors are measured along a continuous scale, from one extreme to the other. Using “Low” and “high” is only...")
- 23:10, 21 February 2026 Factor 2 Introduced (hist | edit) [16,059 bytes] Flc (talk | contribs) (Created page with "=Introduction= Factor 2 is the second of the four factors in the profile. It shows how one needs and is motivated to be remote and analytically distant when the Factor is low (on the left), versus to socialize and be in contact with people when the Factor is high (on the right). right|350px It's important to understand that the factors are measured along a continuous scale, from one extreme to the other. Using “Low” and “high” is onl...")
- 20:29, 21 February 2026 Factor 4 Introduced (hist | edit) [14,845 bytes] Flc (talk | contribs) (Created page with "=Introduction= Factor 4 is the fourth Factor in the profile. It shows how one needs and is motivated to be formal and in need of rules to follow on the high side (on the right), versus being informal and casual on the low side (on the left). right|350px It's important to understand that the factors are measured along a continuous scale, from one extreme to the other. The position on this scale reflects how intense a factor is. The four facto...")
- 18:35, 21 February 2026 Factor 1 Introduced (hist | edit) [13,999 bytes] Flc (talk | contribs) (Created page with "=Introduction= right|250px Factor 1 is the first of the four factors at the top of the profile. Factor 1 shows how one needs and is motivated to be agreeable and modest when the Factor displays on the low side (on the left), versus to impact the environment and dominate when the Factor displays on the high side (on the right). It is important to note that the factors are measured along a continuum, ranging from one extreme to the other. The...")
- 23:37, 9 February 2026 Three Competing Models (hist | edit) [8,693 bytes] Flc (talk | contribs) (Created page with "=Introduction= For decades, researchers and the personality assessment industry have explored and refined various techniques for measuring personality in organizations. These techniques have been employed for recruitment, personal development, coaching, and more, and in clinical settings as well. We have examined these techniques at GRI by looking at their effects and benefits on individual and organizational performance, how they were developed, and by studying their u...")
- 23:32, 31 December 2025 Psychometrics (hist | edit) [26,946 bytes] Flc (talk | contribs) (Created page with "=Introduction= Assessment techniques use statistics for both their construction and validation. Not only the measures’ quality is dependent upon those statistics, but also they inform about their use, application, and potential benefits for users. Quality metric is all the more important when they have long term and consequential effects on a decision, people and their organization. When the objective of using the technique is improving people and organization’s per...")
- 23:05, 31 December 2025 Work Relatedness (hist | edit) [11,243 bytes] Flc (talk | contribs) (Created page with "=Introduction= This article discusses the work relatedness of an assessment technique from how it is handled at GRI with the GRI survey and the adaptive profiles being measured, learned and used by its users. “Work relatedness” refers to the applicability of an assessment technique in the context of work and employment as opposed to making use of the technique for applications in other fields such as forensic, clinical psychology and psychiatry. =Adaptive Profil...")
- 22:11, 10 December 2025 Anticipated Conclusions (hist | edit) [16,535 bytes] Flc (talk | contribs) (Created page with "=Introduction= Based on observations of the use of an assessment technique by its user and measurements of the variables’ indicators over time, it is possible to validate or reject the hypotheses. The validation conditions for the hypothesis are specified below<ref>See here to learn more about how the hypotheses, and here about the criteria being used to define them.</ref>. To test the general framework, the antec...")
- 06:32, 8 December 2025 Indicators and Their Measurement (hist | edit) [35,874 bytes] Flc (talk | contribs) (Created page with "Introduction right|400px This article specifies the codes, indicators, and value attributions for the general framework’s variables. Nine are independent variables, four are antecedent variables, and three are dependent variables. The 16 variables are presented in this order below. The framework, its construction, and variables are presented in separate articles<ref> Framework Variables and Indicators | See the more about t...")
