The following is a list of online personality tests that can be helpful for research, academic
study, counseling and therapy, or personal exploration and development. I have tried to restrict
this list to tests which I think are important, widely-used, and grounded in valid and
well-established theory. As I write or come across other interesting tests, I will add them to this
list. If you notice that any of the links don't work (or, worse
yet, that any sites require a fee!), please send me a short note.
|
CAUTION The information provided by the following sites is for educational purposes only and does not replace discussions with and/or diagnoses by appropriate healthcare providers. If you or someone you know is experiencing difficulties of a psychological nature, see your family physician (alternatively, see the Professional Associations section of my Psychology Resources links, which provides phone numbers of organisations that will be glad to direct you to the appropriate resources). |
For background information on personality psychology and personality theories (on which the following tests are founded), see my Self and Personality Resources.
The following personality tests are largely based on "typing" (aka "taxonomic") and trait models: personality theories which aim to group people into discrete, discontinuous qualitative coherent categories (personality types), or describe them by reference to their location along continuous, quantitative dimensions (traits). Personality typing is just one of many ways of conceptualizing and measuring personality (see also here). For an easy-to-read overview of typing and trait models, see:
In the first article, Jon Spayde provides a defence of personality typing systems:
Dividing humanity into types is a prime way that people understand one another, from ancient esoterica like astrological signs to modern systems like the Myers-Briggs inventory, used (and abused) by businesses in assessing employees. By asserting that groups of people share characteristics, regardless of other differences (such as life experience), typing can seem like fate, a too-tight box. Yet it has he potential to transcend divisions like gender and race and make us more conscious of the contributions we all make. In this section, we introduce some major typing systems and suggest ways they can make our lives richer and more real (44).
For a good, introductory overview of the pitfalls of this type of personality testing, see:
For some tips on using personality and other psychological tests, see Richard N. Bolles's article (although it's about career tests, the tips apply to all sorts of psychological tests).
For guidelines on how to examine and think critically about psychological theories in general, see the Bolton Institute of Psychology's workbook, Assessing Theories in Psychology.
For more detailed information on these tests, including psychometric data, see:
Assessment of Character Traits Profile (ACT)
http://psychologytoday.psychtests.com/tests/act_access.html
This test is based on research completed over the last 20 years with over one million professionals
in organisations that include: United Parcel Service, Walt Disney World Attractions, Silicon
Graphics, Gannett Publishing, Consumer's Union, Citibank, and British Airways. The test assesses 11
different personality traits in an effort to help you better understand your personality and
behaviour styles, and how these styles affect your on-the-job attitudes, work performance, and
social lifestyle. The comprehensive results help you "make more informed choices about the kinds of
behaviors you want to demonstrate in the future and increase your success and satisfaction at
work."
Cognitive Style Inventory
(Ross Reinhold)
http://www.personalitypathways.com/type_inventory.html
A very simple, generic way of measuring your Myers-Briggs personality type, the familiar 4-letter
code that indicates whether you are: introverted vs. extroverted; intuiting vs. sensing; thinking
vs. feeling; and perceiving vs. judging. This is not a regular personality test as much as a
questionnaire which simply asks you which type you feel you fit best. (The obvious disadvantage is
the absence of specially designed test questions which may help uncover some of the blind spots you
may have about your own personality). The original
Myers-Briggs
Type Indicator (aka Myers-Briggs Personality Inventory) is based on
Carl Jung's theory of
psychological types (see
also here). For actual
tests, see the Keirsey Temperament Sorter and
Jung Type Indicator. To see how each of the types relates to career choice, personal
growth, and interpersonal relationships, see
The Personality Page and
Tim Flynn's site. For a Myers-Briggs FAQ, see
KnowYourType.
The Do-Re-Mi's of Personality
(Jeff Potter)
http://www.outofservice.com/music-personality-test/
Test measures the relationship between your musical preferences and your personality. The test
provides some insight on how other people see you based on your musical preferences.
Emotional Intelligence ("EQ") Test (Short)
3 Different Versions:
http://quiz.ivillage.com/health/tests/eqtest2.htm
http://quiz.ivillage.co.uk/uk_work/tests/eqtest.htm
http://ei.haygroup.com/resources/default_ieitest.htm
"Emotional intelligence" is a
term popularised by psychologist
Daniel Goleman. According to him, "EI"
is a different kind of intelligence that involves "knowing your feelings and using them to make
good decisions; managing your feelings well; motivating yourself with zeal and persistence;
maintaining hope in the face of frustration; exhibiting empathy and compassion; interacting
smoothly; and managing your relationships effectively" (from
Emotional Intelligence). This is a very short, modified version of a test that measures
one's "EQ". Use all three versions if you can. A longer test is listed below (even though it, too,
is not a full, official version); use both tests together for best results. (See
criticisms of the concept of emotional
intelligence by S. Hein).
Emotional Intelligence Test - 2nd Revision (Detailed)
(from Yahoo Health, Psychology Today, and PsychTests.com)
http://psychologytoday.psychtests.com/tests/emotional_iq_r2_access.html
Tests for the same factors as mentioned above. However, this test is longer and more detailed.
Provides an overall "EQ" score as well as subscores: emotional insight into self; goal orientation
and motivation; emotional expression; and social insight and empathy. Offers suggestions on
improving specific EQ skills. Popular for personal interest, human resources testing, and
counselling purposes. Statistical analysis shows the test to be valid and reliable; it has been
validated on 84,000 individuals. Use in combination with the EQ tests listed above. (See
criticisms of the concept of emotional
intelligence by S. Hein).
Enneagram Tests
http://www.9types.com/rheti/homepage.actual.html (Riso-Hudson Enneagram Type Indicator,
RHETI)
http://www.eclecticenergies.com/enneagram/test.php (classical Enneagram test and test with
instinctual variants)
http://www.duniho.com/fergus/enneagram/test/ (Triadic Enneagram Test by
Fergus Duniho)
http://www.9types.com/tom/Best_test.html (for comparison of the major official tests)
Thomas Chou, Harvard University: "The
Enneagram is one of the newest personality systems in use, and emphasizes psychological
motivations. Its earliest origins are not completely clear—the
[nine-degree] circular symbol
may have originated in ancient Sufi
traditions, and was used by the
esoteric teacher George
Gurdjieff (1866-1949). However, neither the Sufis nor Gurdjieff, as far as I can tell, taught a
system of personality types. The modern version of the Enneagram personalities emerged in the 20th
century, from Oscar Ichazo who was a student of Gurdjieff, but whose personality system stands
apart from Gurdjieff's teachings ... In the last few decades, the system has undergone further
change, incorporating modern psychological ideas in the writings of
Claudio Naranjo (see
also here),
Helen Palmer, Kathy Hurley/Theodorre Donsson, and Don Riso/Russ Hudson."
Enneagram Monthly: "A
fundamental element of the Enneagram is its description of
nine distinct personality
types, each a reflection of different patterns of thought, feeling and action. Each of the nine
types is rooted in a specific
viewpoint or belief structure that largely determines what is important to you and how you
interact with the world to fulfill your hopes and dreams." Each type has a unique way of
experiencing Essence: a union with the world and other people that transcends the
ego. However,
because it's impossible to totally transcend the ego, each type has a
particular shortcoming. The tests
listed help you determine your Enneagream type. Once you know your type, you can learn how to
transcend its pitfalls and examine how it influences the way you interact with others. This can be
a life-long exploration that can lead to personal and spiritual growth.
The F scale (aka The California F scale)
(via Chuck Anesi's website)
http://www.anesi.com/fscale.htm
A test that measures your level of
authoritarianism
(see also here
and
here), a personality trait that is positively correlated with political and economic
conservatism, intolerance of ambiguity, ethnocentrism, and anti-Semitism. The trait, first
identified in 1950 by philosopher, sociologist, and psychologist
Theodor Adorno in a study
called
The Authoritarian Personality, has been associated with people who have a potentiality for
fascism (which is why the test
is called the F Scale). This test, and other versions of the F scale, looks at 9
dimensions:
"It should be noted here that that the authors concluded that it had 'still to be demonstrated' if the F scale actually did, in fact, measure fascist receptivity at a personality level. They were sure it measured something—but not exactly sure what. T. W. Adorno returned to the University of Frankfurt, where he amused himself as a principal figure in the Frankfurt School of 'critical theory', producing a Freudian-Marxist melange of pseudo-scientific speculative foolishness that is now, thank God, thoroughly discredited" (Chuck Anesi).
Five-Factor Personality Test:
Test for Introversion/Extroversion, Agreeableness,
Openness to Experience, Conscientiousness, and Emotionality/Neuroticism)
http://www.personal.psu.edu/faculty/j/5/j5j/IPIP/ (also available on
http://www.personalitytest.net)
This is an analog of the NEO PI-R™, a widely-used and scientifically validated personality
test based on Dr. Paul T. Costa and Robert R. McCrae's
Five-Factor Theory / Five-Factor
Model of personality. Personality theorists generally agree that this model, which describes
five major personality "domains" or traits, is the best currently-available description of the
structure of personality. When you've completed the test, you get a detailed results page which
explains each of the five personality domains and the individual personality traits (aka facets or
"subordinate dimensions") that belong to each domain, and what your personality looks like in terms
those domains and traits. This test is the same as the one below, except for the presentation of
the results. The results from this program are longer and more narrative and descriptive, whereas
the results from the one below are briefer but include an inventory of 40 sub-traits that
test-takers may find more specific and/or relevant.
Five-Factor Personality Test:
Test for Introversion/Extroversion, Agreeableness,
Openness to Experience, Conscientiousness, and Emotionality/Neuroticism
(Page maintained by Dr. Tom Buchanan, University of Westminster)
http://users.wmin.ac.uk/~buchant/wwwffi/
This is an analog of the NEO PI-R™, a widely-used and scientifically validated personality
test based on Dr. Paul T. Costa and Robert R. McCrae's
Five-Factor Theory / Five-Factor
Model of personality. Personality theorists generally agree that this model, which describes
five major "domains" or traits, is the best currently-available description of the structure of
personality. This test is the same as the one above, except for the presentation of the results.
The results from the program at psu.edu are longer and more narrative and descriptive, whereas the
results from this one are briefer but include an inventory of 40 sub-traits that test-takers may
find more specific and/or relevant.
Internet Personality Inventory Survey
(William Revelle, Northwestern University)
http://test.personality-project.org/
This is another measure of the Big Five personality traits. It is similar to the test above and is
part of an ongoing study on the validity of the
Five-Factor Theory / Five-Factor
Model of personality.
The Big Five Personality Test
(Portions of test copyright Oliver D. John, PhD, University of California, Berkeley)
http://www.outofservice.com/bigfive/
Similar to the above versions of the test, except this one gives you a chance to simultaneously
assess yourself and another person. By rating another person, you will tend to get a
better assessment of your own personality. The test will provide a personality profile for both you
and the person you rate, allowing for a comparison between the two personalities.
Big 5 Personality Test
(University of Illinois at Urbana-Champaign)
http://assessment.psych.uiuc.edu/b5adj/b5adj.asp
Shorter than the first three Big 5 tests listed above. Here, you are asked to indicate your level
of agreement with 62 adjectives.
Big Five Mini Test
(George Boeree, Shippensburg University)
http://www.ship.edu/~cgboeree/bigfiveminitest.html
A more simplified version of the Big Five tests above. It asks you to rate yourself according to 40
adjectives. Note that what this test offers in convenience, it sacrifices in accuracy, detail, and
reliability; nonetheless, it's still a fairly good way of providing a quick overview of personality
(or at least pique your curiosity enough to investigate further using the more valid tests above).
The Big Five Personality Test from iVillage
http://ivos.ivillage.com/assessment/exec/personalityindex
Another simplified version of the Big Five tests above. The 23 items on this test differ from the
items in the previous tests: some of the items ask you to respond to statements about yourself;
others ask you how you would react in various situations. Again, be warned that although a shorter
Big Five test may be convenient and good for a quick overview of personality, it may not be as
detailed, accurate, or reliable.
Gaining Power and Influence Test
(Florida Gulf Coast University)
http://itech.fgcu.edu/cgi-bin/lchallenges/survey/survey.pl?survey_no=survey5
Measures the degree to which you want to gain social power and influence and the way in which you
like to do it. The desire to gain social power and influence in a shrewd and calculating way is
considered a factor in the Machiavellianism personality trait. Use this test in
conjunction with the Social Influence Styles / Social Power Test and the
Using Influence Strategies Test.
Jung Type Indicator (from HumanMetrics)
http://www.humanmetrics.com/cgi-win/JTypes1.htm
This short, free test is a highly modified version of the
Myers-Briggs
Type Indicator (aka Myers-Briggs Personality Inventory) which is based on
Carl Jung's theory of
psychological types (see
also here). The test
gives you the familiar 4-letter code that indicates whether you are: introverted vs. extroverted;
intuiting vs. sensing; thinking vs. feeling; and perceiving vs. judging. Gives you an explanation
of the results as well as information on which personality types are associated with which jobs.
This is not a clinical test, only a modified version for public use. If the address doesn't work,
go to http://www.humanmetrics.com and
find the test from the main menu. For another version of this test and more information on the
Myers-Briggs types, see the Keirsey Temperament Sorter and the
Cognitive Style Inventory. To see how each of the types relates to career
choice, personal growth, and interpersonal relationships, see
The Personality Page and
Tim Flynn's site. For a Myers-Briggs FAQ, see
KnowYourType.
Keirsey Temperament Sorter (based on Myers-Briggs Type Indicator)
http://keirsey.com
This is the online version of the
Keirsey
Personality Inventory, an adaptation of the original
Myers-Briggs
Type Indicator, which itself is based on
Carl Jung's theory of
psychological types (see
also here). The test
gives you the familiar 4-letter code that indicates whether you are: introverted vs. extroverted;
intuiting vs. sensing; thinking vs. feeling; and perceiving vs. judging. Gives you an explanation
of the results as well as information on which personality types are associated with which jobs.
Also tells you which historical figures and celebrities share your personality type. This is not a
clinical test, only a modified version for public use. There is a fee for use of this test, but I
think it is worth it because knowing where you stand in terms of the four personality dimensions
can help you: better understand yourself and others; choose mates and careers which best suit you;
manage employees; and learn how best to parent your child. There is no cost for reading the
extensive information on the test itself and its theoretical background. For other versions of this
test and additional information on the Myers-Briggs types, see also the Jung
Type Indicator and the Cognitive Style Inventory. To see how
each of the types relates to career choice, personal growth, and interpersonal relationships, see
The Personality Page and
Tim Flynn's site. For a Myers-Briggs FAQ, see
KnowYourType.
Kingdomality Test
(Career Management International)
http://www.kingdomality.com
This fun yet informative test lets you determine what job/career you would have held if you were
living in the Medieval Kingdom.
The test is carefully constructed and helps you determine which jobs you are best suited for today.
Apparently, I would have been a minstrel in Medieval times—and am perhaps the same today!
The Locus of Control Test
(Original 13-Item Test by Julian Rotter, 1966)
http://www.psych.uncc.edu/pagoolka/LocusofControl-intro.html
Based on the
locus of control concept developed by psychologist Julian Rotter (see also
here and
here). This test,
modelled on Rotter's original
Internal-External Scale, determines whether you believe the outcomes of your actions
depend on what you do (internal control orientation) or on events outside your personal control
(external control orientation). Scores range from 0 to 13. A low score indicates an internal
control while a high score indicates external control.
Additional Locus of Control Tests
These are additional tests based on Rotter's original from 1966 (see above). They each measure
locus of control, but in slightly different ways. Take these tests along with the other locus of
control tests listed on this page in order to confirm and improve the validity of your test
results:
Locus of Control and Attribution Style Test - R
(from Psychology Today and PsychTests.com)
http://psychologytoday.psychtests.com/tests/lc_access.html
This test is similar to the ones above, except it also measures your
attribution style: the
forces you consider are responsible for your successes and failures. Both of these factors affect
your motivation, self-esteem, risk-taking behaviour, and even the actual outcome of your actions.
Offers advice on changing self-defeating locus of control. Popular for personal interest,
counselling and therapy purposes, and life coaching. Statistical analysis shows the test to be
valid and reliable; it has been validated on 9,000 individuals (another validation study is in
progress). Take this test with the other locus of control and attribution style tests listed on
this page to confirm the validity of your test results.
Machiavellianism Scale (aka Mach Scale)
http://www.salon.com/books/it/1999/09/13/machtest/, and
http://www.humanlinks.com/personal/power_orientation.htm, and
http://killeenroos.com/2/Machiavelli.htm
Designed to measure your level of
Machiavellianism, a personality trait characterised by a tendency to manipulate others for
social gain. Introduced by US psychologists Richard Christie and Florence L. Geis and discussed in
their book Studies in Machiavellianism (1970). The trait is named after the 15th century
Florentine philosopher
Niccolò Machiavelli who, in his book,
The Prince, argued that
it's in society's best interest to be governed by the use of manipulation. Take all three versions
of the test to increase validity. See also Using Influence Strategies Test.
Maslow's Hierarchy of Needs Quick Test
http://www.businessballs.com/maslow5quicktest.pdf (for test based on original 5-level model)
and
http://www.businessballs.com/maslow5quicktest.pdf (for test based on revised 8-level model)
These two tests, based on Abraham Maslow's
motivational needs model,
help you determine which of your basic needs are being satisfied and which areas are a focus of
growth and development for you.
Myers-Briggs-June Type Descriptions and Career Preferences
(Tim Flynn)
http://similarminds.com/mbjung/enfp.html
Lists the characteristics of the
16 Myers-Briggs
personality types and which careers each type tends to favour and disfavour.
Myers-Briggs Type Indicator FAQ
(from KnowYourType)
http://www.knowyourtype.com/faq.html
Frequently asked questions about the instrument.
Perfectionism Test
(from Psychology Today and PsychTests.com)
http://psychologytoday.psychtests.com/tests/perfectionism_access.html
Measures for any strong
perfectionistic tendencies and the effects they may have on your life. Measures overall
perfectionism, self-oriented perfectionism, other-oriented perfectionism, and socially-prescribed
perfectionism. Provides detailed interpretation and advice on dealing with any of these kinds of
perfectionism. Popular for personal interest, human resources testing, and counselling and therapy
purposes. Statistical analysis shows the test to be valid and reliable; it has been validated on
18,000 individuals.
Personality and Perception of Faces Test
(R. Chris Fraley, University of
Illinois at Urbana-Champaign)
http://www.yourpersonality.net/affect/
An interactive test designed to test your attachment style in different relationships as well
as the way in which you perceive emotional cues. The 10-minute test asks you to: 1. rate your
personality in the context of different relationships; and 2. watch several movie clips of people
expressing emotions. Fun and informative.
Personality Disorders Screening Test
(Benjamin J. Sadock and Waguih William Ishak,
New York University, Department of Psychiatry)
http://www.med.nyu.edu/psych/screens/personality.html
Designed to give a preliminary idea of the presence of personality traits that might be associated
with a personality disorder. This test does not replace a formal psychiatric/psychological
evaluation. If this address does not function, try locating the test at
http://www.med.nyu.edu/psych/public/.
The Personality Page
(BSM Consulting)
http://www.personalitypage.com
Lists in detail the characteristics of the the
16 Myers-Briggs
personality types and their correlation with: career choice, interpersonal relationships, and
personal growth.
Personality Test Center
http://www.personalitytest.net
Great site featuring several personality tests, including: Five-Factor Personality Test
(an analog of the NEO PI-R™, a widely-used and scientifically validated test measuring the
five core traits of
introversion/extroversion, agreeableness, openness to experience, conscientiousness, and
emotionality); extraversion-neuroticism test (based on
Hans Eysenck's
two-factor theory [see
also
http://www.a2zpsychology.com/a2z%20guide/mpi.htm]); and a Type Theory test (based on
Raymond Cattell's 16-factor
personality theory). Also included are a few fun tests which take only a minute or two to
complete: a test commonly used by human resources departments to determine the kind of person you
are; a test which measures your life priorities; and a test which determines your personality type
based on your response to symbols.
Procrastination Test
(from Psychology Today and PsychTests.com)
http://psychologytoday.psychtests.com/tests/procrastination_access.html
Determines whether you procrastinate (we often kid ourselves into believing we don't, so a test can
be a nice wake-up call), to what extent, and in what areas of your life. Provides detailed
interpretation and tips on dealing with procrastination. Popular for personal interest and human
resources testing. Statistical analysis shows the test to be valid and reliable; it has been
validated on 16,000 individuals.
Self Monitoring Scale
(Developed by Mark Snyder, 1974)
http://pubpages.unh.edu/~ckb/SELFMON2.html or
http://www.outofservice.com/self-monitor-censor-test/
This test measures your level of self monitoring—a concept developed in 1974 by US-based Canadian
social psychologist, Mark Snyder. "High self monitors" are strongly motivated by to pay close
attention to social and interpersonal cues to adjust their behaviour and self expression as
appropriate to the situation. "Low self monitors", conversely, are not motivated like this and are
more like to behave and express their personality the same way across most situations. High self
monitors can be chameleons; low self monitors don't change very much. (I myself am a low social
monitor). Carole K. Barnett,
Whittemore School of Business & Economics,
University of New Hampshire:
- Preliminary research evidence suggests that high self-monitors tend to pay closer attention to the behavior of others and are more capable of conforming than are low self-monitors. High self-monitors are more likely to be successful in managerial positions where individuals are required to play multiple, and even contradicting roles. Thus, the high self-monitor is capable of putting on different "faces" for different audiences.
- High self-monitors are often more effective than low self-monitors in jobs that require boundary spanning (communicating and interacting with different groups of people who, because of contrasting goals, training, or skills "speak different languages"). Since they can readily adjust their actions to the norms, expectations, and style of each group, high self-monitors are more successful in dealing with them than are low self-monitors, and this improves performance. Boundary-spanning roles are very important in most organizations, so assigning high self-monitoring people to such positions may yield substantial benefits.
- Examples of occupations or positions that might require high self-monitoring would include HR manager, CEO, organizational development specialist or marketing and sales director. (Robbins, 1993: 108).
- High self-monitors tend to be better at clear communicating than low self-monitors.
Social Influence Styles / Social Power Test
University of Illinois, Urbana-Champaign
http://assessment.psych.uiuc.edu/spower/spower.asp
Measures your personal way of influencing other people. Using social influence strategies in a
shrewd and calculating way is considered a factor in the Machiavellianism
personality trait. Use this test in conjunction with the Using Influence
Strategies Test and Gaining Power and Influence Test.
Social Values Survey (Environics 3SC)
http://3sc.environics.net
An anonymous, 10-minute questionnaire by Environics polling firm that places Canadians into one of
16 different "tribes" based on their cultural values. Includes summaries of each "tribe". Very
enlightening and useful measure of personal and social values.
Thinking Styles Assessment (Katherine Benziger, PhD)
http://www.benziger.org
Information and articles on recent physiological research supporting
Carl Jung's theory of
psychological types: the
idea that different people have different ways of perceiving, understanding, and relating with the
world (ie, introversion and
extraversion, feeling and thinking, intuition and sensation). Includes: a brief history of
Jung's type theory; information on the relation between Jung's styles and the physical brain; and
details on Benziger's falsification assessment—a test which helps determine the extent to which a
person's most developed and/or used skills are outside his/her area of natural giftedness or
preference (a scenario in which it is theorised that: the person's brain must work harder; the
person is irritable and has trouble mastering new tasks; and, over the long term, the person
experiences exhaustion, depression, a lack of satisfaction, premature ageing of the brain, and
susceptibility to illness). Benziger's assessment tools are used by human resources departments,
career counsellors, and therapists. Although there is a fee to receive a detailed, individual
assessment and profile, it may be worth the money for some people (so long as they get enough
information about the validity of the assessment test).
Tolerance of Ambiguity Scale
http://www.prenhall.com/whetten_dms/chap1_4.html
This tests measures your ability to tolerate situations or stimuli that can be interpreted in
several different ways or that are not necessarily black-and-white but gray. An intolerance of
ambiguity is one of the characteristics associated with the personality trait of
authoritarianism.
Type A Personality Test - Revised
(from Yahoo Health, Psychology Today and PsychTests.com)
http://psychologytoday.psychtests.com/tests/type_a_r_access.html
Measures whether you have the characteristics of Meyer Friedman's so-called
"Type A" personality vs. the "Type B" and "Type C" (see
underlying theory). Type A
characteristics include: competitiveness (sometimes to the point of obsession); high drive; strong
sense of urgency (always in a "hurry"); difficulty relaxing; and reward orientation. Type B and C
characteristics are essentially the opposite of these characteristics. Meyer found that Type As
were more likely to suffer cardiovascular disease (perhaps mainly due to the hostility
component of their personality). This test measures your personality on a spectrum from Type C to
Type A (keep in mind, this is just one facet of one's entire personality). Subscores include:
competitiveness; time urgency; hostility/anger; negativity; perfectionism; tough-mindedness;
relaxation; reward orientation; drive; and workaholism. Popular for personal interest, human
resources testing, and counselling and therapy purposes. Statistical validation and reliability
studies still in progress for this particular test (although there are other, well-established and
well-validated tests measuring Type A, B, C and personality). Two other versions of the test are
available:
Using Influence Strategies Test
(Florida Gulf Coast University)
http://itech.fgcu.edu/cgi-bin/lchallenges/survey/uis.html
Brief test indicating the degree to which you use influence strategies to get others to comply with
your wishes. Using influence strategies in a shrewd way is considered a factor in the
Machiavellianism personality trait. Use this test in conjunction with the
Social Influence Styles / Social Power Test and the Gaining
Power and Influence Test.
VALS Survey (Values and Lifestyles Survey)
(SRI Consulting Business Intelligence)
http://www.sric-bi.com/VALS/presurvey.shtml
This test determines an individual's
values and lifestyles type
(your VALS type)—a group of characteristics that determines why consumers make the choices they do.
The types include innovators, thinkers, achievers, experiencers, believers, strivers, makers, and
survivors. Marketers use this theory to target consumers, but individuals can learn something about
themselves by taking the test (your information will not be given to third parties).
Visionary Leadership Test
(University of Illinois, Urbana-Champaign)
http://assessment.psych.uiuc.edu/vleader/vleader.asp
Measures your degree of visionary leadership—a necessary ingredient in organizational success.
William Sheldon's Body and Temperament Types Test
http://www.innerexplorations.com/psytext/3.htm
At the bottom of the page is a "quick and dirty" questionnaire that can be used as part of William
Sheldon's body-personality
typing system. According to his
constitutional theory, personality and temperament is dependent on one's body type. People can
be classified as ectomorphs, endomorphs, and mesomorphs—each type being associated with a different
set of traits. This test helps you make a rough approximation of which body-personality type you
are.
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