HumanGuide Test
Manual
© 2010 Giselle Mueller-Roger Welter
All rights reserved
Giselle Mueller Roger Welter
HumanGuide Test
Manual
2
Acknowledgement
The study of the validity and reliability of the Brazilian version of the
HumanGuide Test was supported significantly by twenty companies of the
manufacturing and service sectors; by Rolf Kenmo, author of the test, who made
himself available to make the requested alterations for the research; by Dr. Rodrigo
Neman, who worked in the statistics of the results; by the faculty of the Post Graduation
Program of Universidade São Francisco: Prof. Dr. Claudio Garcia Capitão and Prof.
Dr. Ricardo Primi; and Prof. Dr. Sonia Regina Pasian of Faculdade de Filosofia
Ciências e Letras da USP (School of Philosophy, Sciences and Languages of
Universidade de São Paulo) in Ribeirão Preto. My special thanks to all who helped
directly and indirectly in data collection and analysis for their priceless contribution to
the validity and reliability of the study. I also would like to thank Dr. Silésia M. V.
Delphino for her critical and careful reading of the present manual.
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Content
Overview………………………………………………………………………….. 6
Presentation ..........................................................................................................
7
Introduction.............................................................................................................. 8
Theoretical basis of HumanGuide .......................................................................... 11
The development of HumanGuide ………………………………………………… 29
Psychometric characteristics of HumanGuide ........................................................ 31
Psychometric Studies............................................................................................. 38
Test Description.........................................................................................................40
Participants............................................................................................................... 41
Study Result of the first Portuguese version….......................................................... 44
Analysis of the items of the second Portuguese version…........................................ 46
Analysis of the internal structure .............................................................................. 47
Evidences of convergent validity.............................................................................. 49
HumanGuide and 16PF............................................................................................ 50
HumanGuide and BBT.............................................................................................. 53
Factor and internal consistency analyses............................................................
58
Reliability evidence…….....................................................................................
72
Test-Retest.................................................................................................................72
Norms........................................................................................................................ 74
Test application......................................................................................................... 75
Target population....................................................................................................... 75
Material for test application………………….......................................................... 76
Instructions............................................................................................................... 76
Result calculation..................................................................................................... 77
Access to the eletronic database and result transference......................................... 77
Interpretation of the PersonProfile….......................................................................78
The Meaning of HumanGuide factors....................................................................... 81
Sensibility.... ............................................................................................................ 81
Power.....................................................................................................................
81
Quality....................................................................................................................... 84
Exposure.................................................................................................................... 86
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Structure.................................................................................................................... 87
Imagination............................................................................................................... 89
Stability.................................................................................................................... 90
Contacts.................................................................................................................... 92
Examples of profiles and interpretation ...................................................................94
References ...............................................................................................................109
5
Overview
Objective
The HumanGuide test apprehends the motivational profile of the individual,
considering eight drive need factors.
People
The studies presented in this manual were conducted with adults, professionals
and university students from 18 to 60 years whose level of education ranged from
incomplete high school to post graduation and who were familiar to the use of
computers. Hence, the rules of this tool are suitable to individuals with these
characteristics.
Material
A computer connected to the Internet (preferably a broadband) is necessary for
this test application.
Test Application
The application is via Internet, without direct supervision, through an access
password and electronic authentication. The foreseen instructions in Rules for Test
Application shall be provided to the respondent via email or personally in writing. In
general, all the application process of the HumanGuide test does not take more than 15
minutes.
6
Presentation
The renewed interest in personality tests in the organization context and the
relatively easiness with which interviewed people identify the correct or expected
answers in the usually adopted self descriptive scales, made it necessary to develop
alternative test forms with cheating safe answers. The development in technology in
several areas of human activity, including in the psychological assessment field
(Alchieri & Nachtigall, 2003), associated to the market need to obtain a fast and
economical answer in employees’ recruiting and selecting process and in planning its
development (Bocato & Bergel, 2005; Dias, 2005), fostered the creation of
computerized psychological assessment tools.
To satisfy both demands, Rolf Kenmo (2005) elaborated the HumanGuide test,
aiming at apprehending the motivational profile in the organizational context.
HumanGuide was developed in Sweden based on Szondi’s Fate Analysis (1965/1987)
and on the BBT – Profession Photograph Test of Achtnich (Berufsbilder-Test 1991).
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Introduction
In the organizational context, motivation is a subject of great interest being
attributed as the result achieved at work, in the organizational development and in the
people themselves (Faccina, 2006). If demotivation is avoided as a predominant factor
at work, the chances of an individual performing inadequately or even not performing
at all, jeopardizing the quality of his/her work, of the department and of
the
organization, are minimized (Monicci, 2004). Until recently, the strategies of motivation
adopted in the companies considered only extrinsic motivational factors, such as
salaries, relationship with the boss, work conditions and benefits. Although these factors
do not constitute motivational factors per se, their absence can be a demotivator factor
for the individual (Herzberg, 1993). The intrinsic motivator factors correspond to the
stimulus present at the work object or in the assignment features. At present, it is
already recognized in the organizational environment that intrinsic motivation is innate
in people as a result of their needs or own style (Faccina, 2005; Monicci, 2004).
Once “motivating people to achieve high organizational performance standards is
today a survival issue in organizations in a highly changeable and competitive business
world” (Chiavenato, 2004, p. 229), the identification of the determining factors of
motivation became the interest focus of the companies. With this, they intend to manage
and administrate the behavior of their employees in a better way in order to obtain
higher performance and to contribute for a better life quality at work (Chiavenato,
2005). In addition to the identification of technical and professional competences of the
individual, more and more is necessary to check if there is a correspondence between
his/her motivational profile and the demands of the function he/she performs from the
personality point of view, as for example, the behavior styles demanded in the daily
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routine of the professional and the innate capability in certain assignments and
objectives.
The practice of a professional activity according to vocation is the most
satisfactory form of work, because it generates satisfaction by the activity itself and not
by the material benefits that it results. Therefore, the activity demands actions in a way
that is natural for the individual. In general, people recognized as bearers of a great
talent, developed their capacity because they liked very much to do something and
dedicated a lot of their time in studying, training and learning. Therefore, it is important
to know the personality of people with a special talent, finding out who they are and
what they like as a strategy of survival in a professional scenario in constant change
(Seligman, 2004). Companies are more and more interested in developing the talent of
their employees, trying to identify and to value their dominant characteristics. The
objective is to motivate the adequate use of strong points and not to concentrate energy
in overcoming the weaknesses or deficits of the professionals.
More and more, personality tests and assessments have influenced the hiring,
developing and training of individuals in organizational psychology. This means that the
quality of tests administered have a strong impact on the life of an increasing number of
people. However, personality tests, such as inventories of traits and adjustments,
professional interests and self-descriptive inventories usually used in the organizational
scope, are specially susceptible to simulation or blinding.
The self-descriptive
inventories are especially subject to the simulation of answers considered desirable or
socially valued, because, as a candidate for a vacancy, the respondent is interested in
creating a favorable impression. In these tests, most items have a most convenient or
desirable social answer. Therefore, the respondent can look better than he/she is, by
choosing answers that create a favorable impression in competitive situations as in
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selective processes. When there is a strong motivation for the testee to show a good
performance, he/she can distort his/her answers on purpose to cause a good impression
(Anastasi, 1975; Anastasi, 2003; Dilchert & cols., 2006; Heggestad & cols, 2006a e b;
Meade, 2004; Stark, Cherneyshenko & Drasgow, 2005; Sydell & Snell, 2003).
The social desirability assumes importance when one handles the practical issues
faced by the organizations which use personality inventories to improve their decision
making process, because the inventories used are frequently self descriptive and,
therefore, strongly influenced by social desirability. Many organizations consider this
possibility unavoidable, diminishing significantly the instrumental use of personality
measures as useful tools in the process of decision-making (Ellington & Heggestad,
2003). The interest in personality measures has reappeared in the last years with studies
that showed that personality test scores can predict with assurance the performance and
the behavior in the educational and occupational context (Stark, Cherneyshenko &
Drasgow, 2005). With the purpose of solving the problem of cheating, the use of items
with forced answers reveals to be quite an effective method. In tests with forced choice
format, the respondent has to choose among two or more terms or descriptive phrases,
equally acceptable (Anastasi, 1975; Meade, 2004). The format of forced choice is
widely used in personnel selection and in occupational assessment as it is considered
less obvious and cheating is more difficult. In addition to that, it eliminates some bias
inherent to normative inventories (Chiavenato, 2005; Karpatschof & Elkær, 2000).
The HumanGuide test aims at apprehending the motivational profile of adult
individuals, considering eight drive need factors in the forced choice format. It is an
Internet based psychological assessment tool. This feature of data collection results
from the improvements in Information Technology, allowing cost reduction in
administrating face-to-face tests and in correcting and assessing them manually.
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However, the increase in demand for computer based tests and the rising sophistication
of products in this area makes the establishment of normative guidelines for the test
development, distribution, use and application through an applicative or via Internet
more and more important (International Test Comission - ITC, 2005).
HumanGuide was developed in accordance to the ITC guidelines, considering the
technical and technological aspects, the quality of the computerized on-line test, the
technical training required for the adequate use of the computerized assessment, the
psychometric qualities of the instrument, evidences of validity, correction, analysis,
interpretation and presentation of results, as well as the adequacy to feedback and the
standardization of access to all groups the test is meant for. All issues related to levels
of control of computerized on-line assessment were considered, such as the authenticity
of the testee identity. The issues related to safety and privacy were also taken into
account, such as the access to the test material, transference of personal data of the
person by Internet and the guaranty of the confidentiality of results.
Theoretical basis
Motivation is a topic of great interest in psychology when it comes to understand
the determinants of human behavior. Several theories explain and emphasize certain
aspects of motivation in different ways. Its concept is intimately related to people’s
behavior and performance, involving the establishment of targets and objectives.
Physiological, psychological and environmental differences among people are important
factors in the explanation of their motivation, and the key to understand this process
resides in the meaning and in the relationship among needs, drives and motivation
(Chiavenato, 2004). The individual’s behavior is multi-determined, subject to an
inseparable set from conscious or unconscious, physiological, intellectual, emotional
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and social factors, which interact among themselves (Dorsch, 2001; Sillamy, 1996). To
this set of factors it is attributed the term motivation. It is a persistent tension that takes
the individual to some behavior format, aiming at the satisfaction of one or more needs.
The need is, therefore, a state of tension or of unbalance that results from the lack, the
absence that we feel inside ourselves (Allport, 1974; Cattell, 1975; Hanns, 1999;
Maslow, 1987; Szondi, 1965/1987). The feeling of need activates the individual
regarding his/her satisfaction because, by trying to get rid of the tension resulting from
lack, he/she wants to reach or recover the state of satisfaction and balance.
The processes which activate and lead someone to a certain choice or which
determine the intensity of the behavioral tendencies have been focus of interest of many
researchers of different psychological schools. For Maslow (1987), the individuals are
motivated to reach a determined objective because internally they have the need to
achieve it. The hierarchy of needs concept, or needs pyramid, he proposed considers
that the physiological needs prevail over the psychological ones, which, in turn, come
before the need of self-realization. According to Maslow, a relative predominance
means that the physiological and psychological needs are established by deficit, by
“lack of”. However the need of self-realization seeks development and is looking
forward to the future. The gratification comes from the experience of carrying out
whatever satisfies the person’s potential, favoring his/her development. While the
physiological needs are clear and of easy identification, the psychological and selfrealization ones have more flexible objectives and enable transferences and
compensations. Every non-satisfied need is a behavior motivator. When it is not
fulfilled within a reasonable time, it becomes the reason for frustration.
The idea that good performance is associated to personal motivation is presented
by Allport (1974), when he states that the intelligence is oriented to channels, which
12
correspond to the interests, however, without determining its effects. For him, the
eminence in certain professions is not only due to the intelligence, but the result of its
combination to personality factors. Maslow (1987) established his hierarchy of needs
considering the motivation due to deficit, as well as the existence of an independent
motivation that is expressed as the satisfaction of the motivation due to deficit.
Whenever the concept of motivation is approached, one observes the rise of an old
question, still not properly solved, related to the distinction between innate and acquired
secondary impulses opposing to drive, instinct or innate tendency to aspirations,
culturally conditioned mentalities and achieved in socialization (Dorsch, 2001).
Despite the concept of impulse is frequently used to explain the origin of the
motives, this term is not included in Psychology dictionaries (Laplanche & Pontalis,
1967, Sillamy, 1996). The term impulse was borrowed from Physics, with the meaning
of a power acting on a body and moving it to some place. In Psychology, its meaning
comes associated to instinct and intuition, as “spontaneous impulse and estranged from
reason” (Novo Dicionário Aurélio da Língua Portuguesa 1986, pp. 926 e 953) or from
propulsion, momentum, push, stimulus (Dorsch, 1992).
Drive is a dynamic process that consists of pressure or power (energy charge,
moving factor) driving the body to a target whose source is body excitement (state of
tension) and the target is to suppress the state of tension that rules the drive source
(Laplanche & Pontalis, 1967). The term Trieb used by Freud in his original texts,
considering its use in the German Language, means an impellent power of the living
creatures demonstrated in all levels of existence of the living beings (Hanns, 1999). In
the German dictionaries the common meanings for Trieb are very similar. There is
always a “basic meaning nucleus: something that drives, puts in movement, goads,
forwards, does not let stop and pushes” (Hanns, 1999, p. 29). For Freud, the root of the
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psycho conflict is a drive conflict, because in order for the drive power system to be
impellent, it is necessary to generate tension, or, in emotional language, conflict.
The terms vocation and motivation, widely used, are usually employed
indistinctly, despite referring to different contents. Vocation, from the Latin vocatioonis, act of calling, tendency and ability refers to the idea that there is an inner call that
takes us towards a particular activity due to a motive. It evokes the action: vocation. The
term motive, from the Latin motivus, means something that can move, that causes or
determines something, gives the idea of moving towards something. Therefore, it
motivates the action: motivation (Cunha, 1997).
Emotion and motive have the same etymological origin. Emotion is the colored
subject to the motives, mainly of the ones, which are blocked or enter in conflict; or that
achieve sudden and unexpected results for its objective. Emotions move us in the same
way as motives. Mood is a personal feature, dynamic and flexible, resulting, at least in
part, from the integration of specific habits as feelings, values, needs and interests. The
predisposition favors participation by driving attention, effort or interest in the
acquisition of abilities and knowledge and the interest represents the participation with
deeper levels of motivation. Interest, ambition, taste, preference, cohesion, phobia,
general attitude, tendency, leisure and value constitute personal dispositions, which are
at the same time motives (Allport, 1974).
Vocation, motivation and disposition lead the individual towards something in the
external world through his/her choices. Although we continuously make choices in all
scopes of our existence, such as electing our love partner, friends, leisure and
professional activities and even our life style, we are rarely aware of the reasons that
move us in that direction (Szondi, 1975). We are attracted by a determined person or
situation, without knowing the reason. Or, on the contrary, we feel aversion to a certain
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professional situation without apparent reason. However, the unknown that takes us to a
determined option does not alter its power of influence. Therefore, the individual is
subject to his/her choices, consciously or unconsciously. He/she makes active or passive
choices, although, many times, he/she perceives him/herself adapted to environment
pressures. One example is when he/she adapts to the requirements of the labor market.
It is possible to experience deep pleasure and happiness at work, a feeling of
‘flow’, as long as one has control over his/her own conscience, i.e., he/she can direct the
psychic energy to objectives established in an autonomous manner. Although people
face work as something burdensome and not pleasant, it is at work that he/she really
experiences a ‘flow’ feeling. Whatever the activity performed, sports, physical,
intellectual or artistic work, ‘flow’ is registered when there is total involvement and
satisfaction with what is being done. The possibility to understand what provides ‘flow’
is also the capacity to achieve the wisdom to live fully. The experience of pleasure
results from the special direction of attention and concentration on what is being done.
This direction, in turn, happens from the control over conscience, understood as
capacity to direct the attention to something according to our will, not to disperse and to
remain concentrated until the conclusion of his/her assignment and not more than that
(Csikszentmihalyi, 1992).
By describing the activities that provide “flow feeling”, Csikszentmihalyi (1992)
differentiates activities linked to the body (movement, control and motor coordination,
the five senses and sex), to the mind (memory, reflection, symbolization, wordplay,
research, knowledge search), to work (intrinsic and extrinsic motivation, leisure) and to
social relationship (loneliness and sociability, family, friendships and collective
participation). The way they are structured is what favors the ‘flow’ feeling, contrary to
the boredom feeling. The activities that provide “flow feeling”, when chosen freely and
15
linked to their origin, provide more precise indicators on who we are, suggesting the
paraphrase: “tell me what you do and I will tell you who you are”.
From the organizational point of view, the emphasis has been given to extrinsic
motivational factors as managerial and cultural style of the company and material and
human resources available, the adopted leadership style and so on. These aspects may
be controlled by the company and are the forefront topics of organizational literature by
approaching issues related to leadership and to the development of high performance
teams, self motivated and committed with results (Chiavenato, 2005; Collins, 2001;
Drucker, 1996, 1999).
HumanGuide is based in the psychodynamic theoretical perspective of Szondi
(1972), denominated Fate Analysis or Drive Theory. According to this theory, the
choices we make in our life outline our personal destiny. Fate is constituded when the
individual is called to take a position facing great problems in life: choice of love
partner, marriage (libidotropism); choice of friends (sociotropism); choice of profession
and preferred hobby (opero tropism); contracted diseases (morbitropismo); choice of
death and kind of death (thanatotropism). “Fate is the set of inherited and freely eligible
possibilities which our existence offers”. (Szondi,1975, p.31)
The concept of tropism corresponds to the mechanical explanation of the origin of
energy and the direction of behavior in analogy to vegetables whose growth movements
are oriented by external sources of physical stimulus. Szondi granted it a new meaning,
attributing the unconscious determination of choices (Dorsch, 2001; Szondi, 1972).
Szondi (1975), who was much influenced by the biological theory of personality and
who granted to the genetic inheritance the origin of the drive structure, understood that a
person would be happy by choosing the important paths of his/her life (among which
was included the professional choice) according to his/her drives. Once the drives were
16
satisfied, the person would expose him/herself less to useless drive complications and
therefore be more protected against eventual psychic instabilities (Benko, 1955). On the
other hand, the drives could manifest in a negative pathological way or social manner.
In this perspective, the choices aim at satisfying the drive needs which act as motivation
matrix.
The awareness of desire, of needs and of their orientation allows the individual
to accept or reject them. The ability to turn the unconscious needs into conscious blends
to form a special drive, called the Ego Drive (Ichtrieb). The person, aware of his/her
drives, is able to take a position in relation to them, aiming at accepting or rejecting
them, corresponding to the ideas of Csikszentmihalyi (1992) on the “flow feeling”.
Szondi (cited by Borg, 2001, 2005) postulates that the human personality is based
on four drive vectors. Each one is constituted by two polar factors (tendencies), which
in turn have a centrifugal and centripetal orientation, i.e., one outside orientation and
one inside orientation. He considers that psychic phenomena in which structural polarity
is absent do not constitute real dynamic psychic phenomena (Szondi, 1963/1998).
One cannot determine the quantity and quality of the possible drives, as they only
represent a mixture of different needs and do not constitute original biological units.
Tendency and need constitute a drive unit and, therefore, are a synthesis. However, it is
always possible to establish more synthesis, mixtures of needs than solely the
physiological drive sources (Hanns, 1999; Szondi, 1965/1987).
In 1943, Szondi developed a projective method to diagnose the predominant drive
vectors and the drive needs, called Experimental Drive Diagnosis. It is a non-verbal test
that consists in choosing photographs and, according to these choices it determines the
drive dynamic of the individual. The purpose is to make the individual react to the
photographed physiognomies. All perception or representation of movement in
17
photographs tends to motivate the same movement in the person that notices it.
Therefore, each face has a remindful nature that allows exploring the individual’s
resonance capacity.
The term Drive (Trieb), conceived by Freud (Hanns, 1999), was adopted by
Szondi to explain the human motivation, remaining loyal to the psychoanalytical term.
However, “while Freud kept, in all stages of the evolution of its conception, a drive
dualism, accepting only two opposed fundamentaldrives, Szondi recognized the need to
admit four drive vectors, irreducible on all sides. The dualism is given first inside the
vectors and factors, and the socialized and sublimated expression of a tendency is not a
mere inversion of its polarity” (Benko, 1955, part I, p. 35).
According to Szondi (1972), the eight psychiatric categories of the classic
nosology would correspond to the sick and extreme expression of eight factors or “need
systems”, whose choice or rejection express the relative tension existent in this need
system originated in the drives. “Fate Analysis considers the mental diseased mainly as
Drive – Ego Drive ill” (Szondi, 1975, p. 79). The drive vectors in Fate Analysis include
eight factorial tendencies:
Sexual Vector (S) – This vector refers to the relation with the body, its attitudes in
relation to its physical nature. The dynamic of Vector S is centered in the conflict
between Eros that rules all union or formation of links, and Thanatos, responsible for
the destruction of the object links, constituting the general factor of muscle activity and
investment. For Szondi, the factorial matching Eros-Thanatos represents the sexuality,
perceived as a mix of love and aggression. This polarity, regarded as valence, is
represented by signs + (erotic valence) and – (thanatic valence). For Szondi the polar
factors that constitute Vector S represent the dissociation between passivity and activity,
between femininity and masculinity, affection and aggression/domination, respectively.
18
Another binomial present in this vector deals with the direction related to the object
which may be centripetal or centrifugal going towards the object (attraction) or
backwards (aversion) and further, in the personal love or egocentrism and collective
love or altruism (Lekeuche & Mélon, 1990): the h factor (hermaphroditism,
homosexuality), Eros, femininity, maternal feeling with the h+ tendencies, tendency for
the individual sensibility and h-, tendency for the humanized collective sensibility; the s
Factor (sadism), thanatos, masculinity with s+ tendencies, tendency for sadism,
aggression and activity and s-, tendency for civism, chivalry, self-sacrifice, humility or
passivity and masochism. The symptoms of this vector are expressed through the
perversions (Lekeuche & Mélon, 1990).
Paroxysmal Vector (P) – Paroxysmal is the psychic process by which the
individual receives stimulus by the rough affection that he/she has accumulated due to
the experience of frustration and deprivation as anger, hate, rage, vengeance, envy and
jealousy. The accumulation of these affections is related to the behavior of
escape/attack, and can also make the person direct the accumulated anger, passively
against him/her. This way, first he/she is attacked and then he/she attacks (Szondi,
1963/1998). It is conceived as a defense mechanism against the external dangers on one
side and the internal dangers on the other side. It informs about the constitutive
elements of the emotional control and refers to the relation to the neighbor, to the
capacity to accept him/her as unique, either by the awareness of the mistake (e), or by
what it can cause to his/her relation with the other (hy) This vector brings ethic and
moral, for as much as fundamental prohibition to the desire of death, and evokes in a
symbolically way the characters from the Bible, Cain, Abel and Moses. The basic theme
of this vector refers to “becoming a human being”, to the humanization of drives, by the
prohibition and laws that aim at guaranteeing a space of pacific coexistence. The moral
19
is a type of re-appropriation of ethics, an adaptation of the law to different groups and
ethnicities in the process of civilization. Guilt and shame express the internalization of
prohibition, of law (Gayral, 2006; Lekeuche & Mélon, 1991): the e Factor (epilepsy),
ethics with the e+ tendencies, Abel, tendency to do good, collective justice and
tolerance, and e-, Cain, tendency for the evil, anger, hate, rage, vengeance, intolerance;
the hy factor (hysteria), need of moral appreciation, exhibition, with both tendencies:,
hy+, tendency to exhibit him/herself
indecently and hy-, tendency for collective
decency. The symptoms related to this vector are expressed through neuroses (Lekeuche
& Mélon, 1991).
Ego Vector (Sch) – This vector is the central instance from which the theoretical
elaboration is the key to Szondian architecture, as it structures the other vectors. Its
function is to elaborate the other drives, submit them to their processes and transform
them. It is the place of the defense mechanisms facing the drive dangers represented by
the other vectors. This vector is from the subject order and expresses the style of the
person in its existence in the world. It is the vector of the relation to oneself and of the
relation to the reality. The constellation of this factor reflects the structure of the Ego
and can be considered as a result of the partial drives correspondent to the six factors
that form the other factors. The Ego concept used by Szondi is inspired on the concepts
developed by Freud, Nunberg and Schilder, and on the Self concept, developed by Jung
(Deri, 1949). The function of the Ego is to mediate the instinctive requirements of the Id
and the demands of the external reality. Through the motor system, the Ego provides an
outlet for the instinctive requirements of the Id. and seeks, at the same time, to establish
a coherent organization of the personality by synthesizing the conflicts from several
origins in a result that satisfies the original demands of the Id and, by doing so, it avoids
a painful shock with the limits determined by the external reality or the Superego. This
20
can be done in several ways, such as identification or repression. The Ego Vector
indicates the dynamic power of the instinctive drives, the level in which the urgencies of
such drives reach the conscience or how they appear in a symbolic form in the
conscience and are integrated coherently in the mental life of the Ego. Thus, the two
factors that form the Ego Vector are intimately and functionally linked: k Factor
(catatonic schizophrenia), ego systole, ego constriction and delimitation (to have),
retraction, with the k+ tendencies, tendency to autism, selfishness, egocentrism,
narcissism, introjections and incorporation and k-, tendency to adapt to the collective,
repression, denial; p Factor (paranoid schizophrenia), dilation of Ego (to be), ego
diastole with p+ tendencies, tendency for the mental expansion directed to the
collective, for the awareness of the Ego, for the expansion of the Ego and, p-, tendency
to get together with others, participation and projection. The symptoms of this vector
are checked through schizophrenia forms (Gayral, 2006; Lekeuche & Mélon, 1991).
Contact Vector (C) – This vector translates how the individual behaves in the
world, how he/she keeps him/herself without being taken by sensations. It is about the
insertion in his/her surroundings and his/her relation with others and with the world. It
is the vector of the environment and sensations, the union with the world that surrounds
him/her (Gayral, 2006). The term that designates it comes from the Latin contactus and
from the verb contingere, with the following meanings in the current use: touch
something, capture, catch, touch food, try, possess (orality); soil, stain (anality); be close
to, get close to (sociability); achieve an objective, succeed, find (career, profession);
achieve, obtain (success and failure, luck or bad luck). In the theoretical system of Fate
Analysis, the Contact vector is related to four elementary functions: grasp the object;
release the object; get attached to the object; look for new objects. The two first ones
21
represent the primary orality and the others represent the pre-genital anality, according
to Freud.
The Contact Vector evidences the social drive behind the interpersonal
communication. The social drive includes these four elementary functions which
express, in general, the human being's capacity to relate to other people and to stay
related to them, with no sexual or erotic connotation, although theses drives are related.
The Contact Vector is the sine qua non condition that allows other drives to meet with a
canalization or satisfaction object (Szondi, 1963/1998): d Factor (depression), need to
retain or to search, with tendencies, d+, tendency to acquire new objects, infidelity and
d-, tendency to renounce the new object, fidelity; m Factor (mania), need of support,
with the tendencies m+ tendency to rely on things and people, for verbalization and
hedonism and m-, tendency to get separated, to loneliness (Benko, 1955; Leitão, 1984).
The symptoms associated to this vector are the dysthimias (Lekeuche & Mélon, 1991).
For Szondi (1972), the character and the profession manifestations, if culturally
low, are physiological drive expressions. If the profession is high, one talks about a
sublimate form of expression because the eight drive factors represent the most
primitive incentives towards intellectual activities. They are impulsive factors and
determine if someone will dedicate his/her intellectual capacity to cultural or
humanitarian domain in general (h); to technique and civilization (s); to religion and
ethics (e); to dramatic art (hy); to philosophy, metaphysics, mathematics and logic (k);
to poetry and research (p); to national economy, to art collection (d); to the art of
speaking, oratory and to singing (m). These are sublimation tendencies; spiritual,
autonomous, a priori tendencies which are inherent “ab ovo” to all people (with the
quantitative and qualitative individual variations) (Benko, 1955). The adequate
canalization of the drives by meeting the drive needs promotes physical and mental
22
health (Szondi, 1963/1998). The idea that there is something permanent and that it can
be socialized and humanized is also present in Csikszentmihalyi’s view (1992), by
stating that we cannot deny the facts of nature, but we can try to forward them to a
positive direction.
According to this reasoning, Achtnich (1991), a Swiss psychologist and
vocational counselor and one of the first disciples of Szondi, developed a tool to assess
the drive profile of the vocational choice, aiming at using it in vocational counseling.
Initially, he intended to use verbal inductors in his test; however he was convinced by
Szondi himself to use photographs, as they have a higher evocative nature.
To build the BBT – Profession Photograph Test, Achtnich (1991) selected eight
factorial tendencies among the 16 assessed in Szondi’s test, eliminated their
psychopathological connotations and translated them into a language that favors health.
For him, the demands regarding the profession to those who will practice it include, in
addition to abilities and capabilities, the respective tendencies, interest and needs, this
way, allowing the humanization and socialization of the drives. The different choices in
different areas call attention to the activity in the professional environment because
different areas will imply different objects, means, places of work and forms to get
related. This makes it necessary to observe not only the tendencies, the factorial
structure of the individual, but to recognize that his/her tendencies will be active in the
way as he/she establishes his/her relations with the professional partners and therefore,
most part of his/her future relations (Jacquemin, 2000).
In developing HumanGuide, Kenmo aimed at simplifying Szondi’s concepts and
make them understandable for the laic public (respondent, Human Resource
professional, leaders), applying them in the organizational context by considering them
very useful to explain the human behavior and, mainly, his/her motivation in the context
23
of the professional activity (Kenmo, 2005). Relying on his own education in
telecommunications, in his experience in IT and as consultant in Human Resources,
Kenmo (2005) created the HumanGuide test in close partnership with psychologists and
psychiatrists, seeking to develop a simple, fast, economical, safe and accurate tool. He
translated Szondi’s psychopathological terminology (1965/1987) and Achtnich’s
alphabetic code (1991) into concepts that would express the eight drive factors in the
organizational environment and maintained its bipolar features to which he attributed a
positive and healthy connotation. In summary, although Szondi has developed his
theory based on clinical analysis of psychiatric patients and genealogy studies, Kenmo
(2005) did not associate the factors of his test with Szondi’s psychopathology. He only
adopted the drive concepts, which form the base to the comprehension of the choice
behavior and, consequently, the understanding of motivation. He sees his test as a
simplification of Szondi’s theory, with no intention to constitute a psychodiagnostic tool
for clinical use. Table 1 summarizes the factors of the HumanGuide test with respective
drive orientations and typical characteristics.
Table 1 – Characterization of HumanGuide factors according to Kenmo (2005)
Factor
Sensibility
Power
Drive orientation
Typical characteristics
Consideration,
sensitivity,
closeness
Complaisant, considerate, understanding,
Action, determination
Energetic, competitive, straightforward,
and achievement
speedy, driving, eager, quick, strong, fearless,
diplomatic, obliging, careful, perceptive,
helpful, sensitive, tactful
powerful, impulsive, aggressive, invasive,
tough
Quality
Responsibility,
Reliable, quality-conscious, conscientious,
endurance and tension
enduring, detailed, thorough, unselfish,
dutiful, supportive, nurturing, demanding
24
Exposure
Liveliness, be in focus,
Charismatic, neat, charming, proud, distinct,
be valued
colorful, examines the environment,
spontaneous, trendy, ready-witted
Structure
Objectivity, order,
Orderly, logical, methodical, systematic,
discipline and control
neutral, distinct, specific, rational, disciplined,
objective, forethoughtful, realistic
Imagination
Stability
Contacts
Creativity, discovery,
Versatile, curious, artistic, imaginative,
development and
flexible, visionary, inventive, ingenious,
freedom
progressive, freedom-oriented, dreamer
Materia, conservation,
Conservative, tradition-bound, pragmatic,
maintenance, habits,
collector, stable, economical, cautious, firm,
tradition
loyal, thoughtful, “down to earth”
Sociability,
Cheerful, open-hearted, food-loving, facetious,
communication,
outgoing, easy-going, sociable,
informality
communicative, good tempered, optimist,
informal
Table 2 shows the comparison of the drive factors conceived by Szondi (1972),
the ones adopted by Achtnich (1991) in the BBT and translated by Kenmo (2005) in
HumanGuide. Although Szondi has characterized the polarities of the eight drive
factors, resulting in 16 drive functions, the table only shows the factors adopted by their
followers for illustration purposes.
Szondi (1972) constructed its drive theoretical model considering a polarity
inherent to all factors. Achtnich (1991) used only the drive polarities of the factors S (Sh
and Se) – Social Sense and O (Or e On) – Orality to develop his tool. Kenmo (2005), in
turn, preferred to stick just to one factorial position in which polarity is indicated as the
identification of typical and non-typical behaviors in HumanGuide, as attraction and
aversion.
25
Table 2 – Comparison of factors according to Achtnich, Kenmo and Szondi
Vectors
Sexual
Szondi’s test
BBT
HumanGuide
Szondi (1972)
Achtnich (1991)
Kenmo (2005)
Impulsive Factors
Factors
Factors
W - Tenderness
Sensibility
K - Power
Power
Sh– Social sense
Quality
Se – Energy -
-------------
hy - Moral
Z –to expose,
Exposure
Hysteria (hy+)
show
k – Ego Systole
V - Reason
Structure
G - Spirit
Imagination
M - Materia
Stability
m – Get attached to
O – Orality
Contacts
Mania (m+)
(On / Or)
h - Eros
Hermaphroditism (h+)
s - Thanatos
Sadism (s+)
Paroxysmal
e – Ethics
Epilepsy, ethic sense (e+)
E – Ethics
Epilepsy, accumulation of
affection (e-)
Ego
Catatonia (k-)
p – Ego Diastole
Paranoia (p+)
Contact
d - Retain
Depression (d-)
In the Sexual Vector the factors aligned are related to the feminine principle (h+,
Eros, tenderness and sensibility), need to give and receive love, affection, receptivity
and availability to accept or adapt to the other, and the factors related to the masculine
26
principle (s+, thanatos, power and power), need to impose him/herself and to transform
the world around him/her, to conquer the other as well as territories.
In the Paroxysmal Vector the factors aligned are related to the ethic attitude (e+,
epilepsy, social sense, quality), for as much as the tendency to accumulate affection and
to develop feeling of guilt, and to the need to be socially recognized (hy+, hysteria, to
expose, exposure), associated to the esthetic sense and to the tendency to feel ashamed
and to be afraid of the others’ opinion.
The egoical functions that form the Ego Vector in the Szondi’s theory (1972) are
related to the adaptation to reality, distinguishing between the objective sphere (k-, ego
systole) and subjective sphere (p+, ego diastole); between the principle of reality and
pleasure; between the Superego and the Id; between the tendency to constriction due to
the limits imposed by reality, and to inflation with imagination predominance. It is the
reason-imagination polarity. Achtnich (1991) adopts the term Reason to express the
need to have control over reality, while Kenmo (2005) prefers to adopt the expression
Structure when referring to the contents related to k- factor. Szondi’s drive factor p+
(1972) represents the world of ideas. The subjectivity is denominated G Factor, Spirit
(Geist) by Achtnich (1991), to express the intangible, faraway, beyond the reality of
facts from where appears the fantasy, the new, and the creativity denominated
Imagination by Kenmo. The combination of p and k factors characterizes the scientific
thought, as far as p+ factor (world of ideas, expansion of Ego) performs the central role
in the process of creation and of elaboration of hypothesis, and the k- factor (objective
reality, Ego constriction) represents the possibility to perform the ideas and the
empirical checking of the hypothesis.
In the Contact Vector, Szondi (1972) tried to describe the drives associated to the
search for contact (m+, Mania) to get attached to something and to the establishment of
27
a link to fixation and retention (d-, Depression). Achtnich (1991) preferred to adopt the
term orality to express the first form of contact established with reality, distinguishing
communication (Or) from feeding (On), as forms of expression of this need. Kenmo
(2005) was only focused on orality (O factor), entitling this factor as Contacts to
represent the idea of communication, informality, lightness and happiness. Achtnich
(1991) preferred to represent the Depression factor (d-) in Szondi’s theory (1972) by the
term Matter (M factor), bringing the image of something perennial and stable that can
be transformed with time. This factor presents the underlying idea of conservation,
maintenance and retention. Kenmo (2005) preferred to adopt the term Stability thus,
specifying the basic orientation of this drive factor.
According to the Drive Theory or Fate Analysis (Szondi, 1972), the drive needs
are the determining factors of personality traits and motivate the choices the individual
makes in all scopes of his/her existence. This way, the attraction for certain activities
and the adoption of certain behavior styles allow the apprehension of his/her
determining factors, i.e., of the drive factors considered as needs that seek satisfaction.
HumanGuide is based on the premises that the professional activity leads to the
canalization of drives in a socialized and humanized manner, promoting the feeling of
‘flow’ (Csikszentmihalyi, 1992) favouring, at the same time, mental health (Szondi,
1975 e 1987). As the behavior that expresses the motivation can be observed in
attitudes, it can be apprehended and measured by psychological assessment tools
(Cattell, 1975), meeting the need to conceptualize the motivation in the organizational
context properly and to measure it adequately (Monicci, 2004).
The apprehension of intrinsic motivation is justified in the organizational context
as a determining factor of satisfaction at work, of productivity in the organizational
context, contributing positively for the individual's life quality (Abrahão, 2000;
28
Chiavenato, 2005, Dias, 2005; Drucker, 1996, 1999; Franco, 2001; Herzberg, 1993;
Maslow, 1987; Sawickas, 2000a e 2000b; Seligman, 2004).
The Development of HumanGuide
The development of HumanGuide started in 1986, upon the request of a Swedish
company that organized bus excursions to the Alps and wanted to improve their routine
of recruitment and selection of guides. As the tourist guide job in the Alps is very
popular in Sweden, there were many candidates for the vacancies. The company had to
make a careful selection of a great number of candidates and, consequently, spent too
much time and money in the process.
With this demand in mind, Kenmo (2005) tried to develop a test that would be
useful in assessing people in recruitment and selection and, at the same time, would
allow them to know more about themselves. Therefore, he wanted the test to be easy
and fast and that people could easily understand the results, allowing them to recognize
themselves without difficulty in it by distinguishing the different factors assessed in the
test. The results should not favor any form of discrimination, avoiding the formation of
stereotypes.
To build HumanGuide, Kenmo based his test on Szondi's Fate Analysis of (1972)
and BBT – Profession Photograph Test, developed by Achtnich in Switzerland and
introduced in Brazil by Jacquemin (Achtnich, 1991), which is also based on Szondi’s
theory. The forced choice format of the inventory was adopted as a way to avoid
distortions resulting from social desirability. Considering the peculiarities of the
psychological assessment in the organizational context and the problem of social
desirability present in this context, all items that form HumanGuide are socially
desirable and easy to understand. Considering that personal development passes
29
necessarily through self-knowledge, Kenmo tried to make the presentation of the results
obtained by HumanGuide the most simple and less hermetic possible. Therefore,
someone that submits to the test and receives the result could benefit from being able to
know his/her strengths and weaknesses, or which of these could deserve to be
developed, as he prefers to call them. The answers to HumanGuide are assessed
electronically and represented graphically, allowing statistic analysis of the obtained
data. To develop HumanGuide, Kenmo counted on the assistance of the following
psychologists: Lars-Erik Liljeqvist, Bo Haglund and Mary Norman.
In 1999, Kenmo presented the English version of HumanGuide for the first time
to the Szondian community at Szondi’s International Congress in Louvain-la-Neuf, in
Belgium, where it was very well received. This was a decisive moment for Kenmo, as
he started to count on the precious contribution of Friedjung Jüttner, who, at the time,
was the president of Szondi’s International Society based in Zurich, and of Robert
Maebe, deep connoisseur of Szondi’s theory and a member of the pathoanalytical study
center of Louvain, Belgium (Centre d´études patooanalytiques, Université de Louvain).
The publishing of the first manual in Swedish was in 2001 (Kenmo, 2001).
The test got new impulse with the versions in Portuguese, German and French.
The English version was first used by a high technology Swiss company to recruit and
select candidates for their branches in the U.S. and Asia. As it is an Internet based test,
HumanGuide helped to cut costs resulting from international trips and it saved time. The
time zone issue was also solved by the possibility of visiting the test page anytime and
anywhere.
The first Portuguese version of HumanGuide was concluded in 2002. The pilot
testing in Brazil had 191 participants. Language and the variability of items that
composed the first version of the test were evaluated this time. The receptivity of those
30
tested was also analyzed. The review of the items was conducted by two judges
(Linguistics), who chose the simple present as criterion to build the phrases in the test,
in reference to behaviors in the professional context, which were easy to understand
and socially desirable. During the validity and reliability evidence study of
HumanGuide, the items of the first Portuguese version were reviewed and reformulated,
aiming at meeting the criterion of 73% variability proposed by Anastasi (2003). The
results obtained in this study will be presented in detail in the chapter Validity and
Reliability of HumanGuide.
Paralell to the development and improvement of the first Portuguese version of the
test, Kenmo concluded the book entitled Let the Personality Bloom, to contribute with
the construction of a healthy vital space through choices in accordance with the
motivational profile of the individual. The original Swedish version was translated into
English and then into Portuguese (Kenmo, 2007).
Psychometric characteristics of HumanGuide
Several authors point at the increasing optimism related to the possibility of
decreasing the testee's ability to answer in a socially desirable manner through the
adoption of the multidimensional forced choice format, as it reduces the inflation of
scores and presents a more valid criterion in comparison to Likert’s scale (Anastasi,
2003; Baron; 1996; Meade, 2004; Heggestad & cols. 2006). However, this type of
measure presents serious limitations, because the data obtained in this manner are not
normative, but ipsative.
From the mathematical point of view, data are considered ipsative when the sum
of a determined set of answers always results in the same total and it is the same for all
respondents (Dorsch, 1992; Meade, 2004). Although many factors can contribute for the
31
creation of ipsative data, in practice this term is used in a generic manner as a synonym
for “interdependent data”, typical of tests in the forced choice format.
The interdependence of covariance of the items refers to the existing limits in the
ipsative matrixes of covariance resulting from the proprieties of data obtained by forced
choice. It rises from the cognitive process involved in deciding between the items of
each set of items (Baron, 1996; Meade, 2004). The choosing process is affected by the
latent level of assessed constructs present in the respondent.
The positive and negative expectations of the respondent about the environment,
his/her perception of desirability and his/her hypothesis on the consequences of the
choice of each item can also affect the consistency of the answers (Baron, 1996; Meade,
2004). It is worth mentioning that the distortions from social desirability are less
frequent in the independent scales of forced choice, because, in this case, the
respondents are obliged to attribute a different value to the items, with no possibility of
agreeing with all of them. Furthermore, the forced choice results in a greater score
differentiation to the respondent, as it is impossible to give them the same value (Baron,
1996). On the other hand, the test does not provide the necessary normative data for
interindividual comparisons, frequently present in the context of personnel selection
(Heggestad e cols, 2006b). Although the ipsative measures are controversial regarding
the interpersonal comparisons, the same does not happen when used for self- assessment
and self-acknowledgement, where the comparison of the dimensions is given in
interpersonal terms (Kayes, 2005).
HumanGuide is a test in the forced choice format and therefore, ipsative, because
the testee has to choose among eight different and socially desirable items. In total,
there are nine sets consisting of eight items each. This construction intends to simulate a
situation similar to the process of real choices that the person has to make in life. The
32
ipsative scores obtained in HumanGuide reflect the power related to the traits present in
the individual, adopting his/her choice behavior as a parameter.
While the normative data meet the psychometric criteria of the Classic Test
Theory and can be submitted to the most frequently used statistical analysis, such as the
factor analysis, several authors agree that ipsative data should not be submitted to factor
analysis (Bartram, 2008; Loo, 1999; Baron, 1996; Dunlap & Cornwell, 1994; Froman,
2001). Other authors inform on the existing difficulties by submitting ipsative data to
statistical analyses which assume a normal distribution of answers (Baron, 1996; Chan,
2003; Chan & Cheung, 2002; Hammond & Barrett, 1996; Heggestad, 2006; Heggestad
& cols., 2006a, 2006b; Karpatschof & Elkær, 2000; McCloy, Waugh & Medsker, 1999;
McCloy, Heggestad & Reeve, 2005, Meade, 2004; Price, L. R., 2006).
The interdependencies present in the ipsative scales and ipsative scores refer to
the fact that the moment the respondent is forced to choose an item, his/her decision
making process alters the psychometric properties of the scale. In this case, the selected
item does not only depend on the latency level of the trait that is being measured by the
item, but also on the set of items it belongs to and on its specific properties. The result is
that each score observed in HumanGuide is contaminated by the other scores of the set
of items. The artificial interdependence among the ipsative scores, i.e., the fact that the
rejection of an item necessarily implies in the non-choice of another item of the set,
affects the psychometric proprieties of HumanGuide. This happens when a competitive
situation is created among the items of each item set (Meade, 2004; McCloy, Waugh &
Medsker, 1999). It is necessary to recognize that the interdependence of scales in
ipsative measures, as happens in the HumanGuide test, creates greater difficulties than
the ones encountered in the Likert scales, which brings important implications for the
statistical and ipsative score analysis (Baron, 1996).
33
The fact that the items compete among themselves implies in their
intercorrelations and consequently in the validity and reliability analysis. Due to the low
intercorrelation of items, the subscales of the test also tend to present a low internal
consistency. However, it is important to consider that the low internal consistency, the
estimate of reliability and the low correlations with other measures are the result of the
procedure to obtain the scores through the forced choice (McCloy e cols, 2006). In
ipsative tests, the values of internal consistency are reduced due to the fact that the
majority of inter-item correlations are negative, so that high scores in a determined
dimension motivate low scores in other dimensions (Kayes, 2006). The reliability of the
tests with ipsative characteristics, when obtained from the internal consistency, is
generally low with average values about 0.20, which may contribute also to the
reduction in correlation indexes with other tools (Greer & Dunlap, 1997; McCloy,
Waugh & Medsker, 1999). Therefore, the estimate of internal consistency from
formulas derived from the Classical Test Theory is not compatible with ipsative data
(Meade, 2004).
Although the suggested minimum value for internal consistency (alpha) is 0.80
and 0.90 for basic and applied researches respectively, the fact that contemporary
researchers consider adequate alpha values about 0.60 and 0.70 in ipsative data is not
uncommon (Hammond & Barrett, 1996; Meade, 2004; Clark & Watson, 1995). While
there are divergences in relation to the existence of differences and to the authenticity
between the ipsative and normative scales (Baron, 1996; McCloy e cols., 2006), they do
not occur in the factor analysis.
In general, the ipsative score can be understood as a controlled normative
punctuation, equivalent to the total score in all scales. As there is no total score measure
in all scales of HumanGuide, it only shows the individual’s stronger and weaker traits. It
34
is possible to observe the profile format but not the absolute values of the eight assessed
scales, allowing the comparison of the intra-individual differences, but not of the
interindividual ones. Very often the standardization of ipsative data may not be
appropriated because it makes intra-individual comparisons impossible.
Even though the factor analysis constitutes the most important statistical
approximation to demonstrate the factorial validity of a test (Froman, 2001), several
authors consider that it is not indicated for the analysis of ipsative data (Bartram, 2008;
Loo, 1999; Baron, 1996; Dunlap & Cornwell, 1994; Froman, 2001). They consider that
when submitted to factor analysis, the obtained results cannot be analyzed because they
present bipolar and contrasting artificial factors (Baron, 1996; Dunlap & Cornwell,
1994), and with very similar eigenvalues, favoring the instability in the saturation of
factor variables (Moreira, 2000)
Dunlap and Cornwell (1994), in an article where they, analytically, demonstrate
the fundamental problems that ipsative measures impose to the factor analysis,
recommend it not be conducted in ipsative data or in data, which may have traces of
ipsativity. They highlight that ipsativity produces bipolar artificial factors, obscuring
any correlation among the measures. Baron (1996) also states that the factor analysis is
problematic with ipsative measures because ipsativity creates negative correlations in
the correlation matrix, distorting any factorial structure as far as it results in contrasting
bipolar factors. Froman (2001), in turn, considers that certain scales should never be
considered to the factor analysis. He mentions, as example, the ipsative measures
because the fact that each individual attributes a different ranking for each item makes
the data inadequate for factoring.
As an alternative, Baron (1996) recommends the use of the consistency analysis,
because it presents itself stronger with ipsative measures, although it still may be subject
35
to distortions. However, the more the scales are part of the ipsative measure, the smaller
the distortions. In general, Baron states that ipsativity has less impact on scale strength
than one can be frightened of.
The use of the forced choice format in HumanGuide minimized the social
desirability bias at the same time that difficulties were created to perform the
psychometric analyses according to the Classical Test Theory. Regarding the
considerations and restrictions described above, HumanGuide was submitted to the
factor analysis because this is a procedure traditionally adopted in Brazil. The obtained
results were analyzed based on the exposed above, as suggested by McLean and
Chisson (1986), Martinussen, Richardsen and Vårum (2001), who highlighted the
importance of being careful when interpreting results from ipsative measures. Cattel and
Brennan, mentioned by Bimler and Kirkland (2006), also recommend cautiousness in
analyzing data with ipsative properties, as it is the case of HumanGuide, because any
factor found in normative data tends to disappear when they are ipsatized.
Ipsativity, a psychometric characteristic of HumanGuide is, therefore, an
undesirable collateral effect resulting from the use of control mechanisms of different
forms of answering bias as the development of tests in the forced choice format
(Bartram, 1996). The controversy in the interpretation of psychometric properties of
personality assessment tools in the forced choice format is quite updated and its
theoretical and empirical implications are object of debates. The researched authors
show that, in face of the controversies, it is necessary to consider the limitations of
ipsative data when determining the internal properties of the tools, once their
advantages surpass the limitations when there is risk of cheating due to the social
desirability bias - Kenmo’s concern (2001) in elaborating the HumanGuide test
(Anastasi, 1975; Anastasi, 2003; Baron, 1996; Chan, 2003; Chan & Cheung, 2002;
36
Clark & Watson, 1995; Dilchert & cols., 2006; Greer & Dunlap, 1997; Hammond &
Barrett, 1996; Heggestad, 2006; Heggestad & cols., 2006a, 2006b; McCloy & cols.,
2006; McCloy, Waugh & Medsker, 1999; McCloy, Heggestad & Reeve, 2005; Meade,
2004; Price, L. R., 2006; Stark, Cherneyshenko & Drasgow, 2005; Sydell & Snell,
2003).
37
Psychometric Studies
38
Psychometric Studies
The psychometric studies performed with the HumanGuide test include item
analysis, internal structure analysis, validity evidences through convergent validity
study with 16PF – Sixteen Personality Factor Questionnaire (Russell & Karol, 2002)
and BBT- Profession Photograph Test (Achtnich, 1991), internal consistency analysis
and test-retest reliabiliy study.
The factor analysis was performed within the scope of the validity and realiability
study of HumanGuide, because it constitutes the most important statistical
approximation by demonstrating the factorial validity (Froman, 2001). As expected, the
obtained results could not be analyzed (Baron, 1996; Fronam, 2001, Moreira, 2000), as
they presented bipolar and contrasting artificial factors with negative correlations in the
correlation matrix and with very similar eigenvalues, which made the saturation of the
variable factors unstable. However, in spite of this, when analyzed in detail and based
on the considerations on ipsative data found in the researched literature (Baron, 1996;
Bartram, 2008; Bimler & Kirkland, 2006, Dunlap & Cornwell, 1994; Froman, 2001;
Loo, 1999; McLean e Chisson,1986; Martinussen, Richardsen & cols., 2001; Moreira,
2000) and interpreted according to theory of the test (Achtnich, 1991; Borg, 2001, 2005;
Deri, 1949; Gayral, 2006; Lekeuche & Mélon, 1990; Szondi, 1965/1987, 1963/1998,
1972), the results of the factor analysis provided very interesting information about the
nature of the clusters present in each obtained component and about their global
characteristics, although these do not correspond directly to the eight dimensions
proposed theoretically, but to four constituted factors, each one with contrasting polar
factors. According to the foregoing, the result of the factor analysis will be discussed
based on the considerations on ipsative data of the different researched authors and
interpreted under Szondian vision. The internal consistency was chosen as evidence of
39
construct validity, which constitutes an alternative proposed by Baron (1996), as it is a
stronger indicator to this purpose when it comes to ipsative data.
The interpretation of the obtained factors takes into consideration the ipsative
properties of HumanGuide, demonstrating that the results obtained through factor
analysis and convergent validity presented the characteristics described in the
researched literature on this type of measure. The definitions and the concept given to
the Szondi's drive factors consider the respective valences and orientation (centrifugal
or centripetal).
Test description
The HumanGuide Test is a test in the forced choice format, with three types of
answers: yes (choice), no (rejection) and blank (neutral). The “yes” clicked answers are
represented by the plus sign (+), the “no” clicked answers are represented by the minus
(-) and the neutral answers are represented by zero (0). The test result obtained is the
sum of the “yes” answers, whose graphic representation ranges from 01 to 09 on the
right side of the horizontal bar graph, and the sum of “no” answers, with the
corresponding graphic representation from 01 to 09 on the left side of the horizontal bar
chart. Thereby, it is possible to verify the number of choices and/or rejections focused
on the items of each of the eight factors. One should pay attention to the fact that the
neutral choices result in zero, with no graphic representation. The number of neutral
answers by factor can be calculated from the sum of the total number of choices + and -,
and the difference to 09 (nine) corresponds to the number of items that remained blank.
This calculation is performed electronically, demanding only the conversion of the
database in the bar chart through specific software.
40
Participants
815 people of both genders participated in the validity and reliability study of
HumanGuide, being 51.3% male (n = 418) and 48.7% female (n = 397). The average
age of the participants in the study was 31.1 years (SD = 8.8), ranging from 18 to 60
years. The distribution of the participants by age is demonstrated in Figure 1.
140
120
100
80
60
40
20
,3
56
,3
51
,3
46
,3
41
,3
36
,3
31
,3
26
,3
21
,3
16
0
8
8
8,
-5
8
8
3,
-5
8,
-4
8
3,
-4
8
8,
-3
8
8
3,
-3
8,
-2
8
3,
-2
8,
-1
Idade
Frequency – Age
Figure 1. Distribution of participants by age.
In terms of education, most of the participants had a college degree (74%) and
22% of these with a post graduation degree. Only 11.7% of the participants finished
41
high school and 2.6% of them were still attending it. The sample was composed by
11.5% of university students and 0.5 of post graduation students.
The participants’ educational background was basically from humanities (45.9%),
while 33.4% were from natural sciences and only 6.7% were from biological sciences.
Still in terms of education, 13.5% of the participants were classified as ‘not informed”
as they did not inform their educational background or, instead, registered in it the name
of their position at work. Table 3 presents the distribution of the participants according
to the education and gender.
Table 3 – Distribution of participants considering education and gender.
Gender
Education
Total
Female
Male
49
6
55
79
195
274
Humanities
212
160
376
Not informed
53
57
110
Total
397
418
815
Biological
Sciences
Natural
Sciences
The professionals of the study sample come mainly from organizations in the
navigation segment (27.5%) and information technology (16.2%). The other participants
work in the segments of car spare parts (3.7%), legal (3.3%), public sanitation (2.8%),
banking (5.9%), audiovisual (4.6%), logistics (4.6%), educational (3.0%), health
(1.7%), chemical (2.2%) and civil construction (2.5%) totaling 34.3% of the sample. It
was not possible to attribute one area of activity to 7.9% of the participants because they
42
were students or unemployed. The other (30.3%) work in different segments, such as
aerospace, food, aluminum, commercial aviation, commerce, furniture industry,
consultancy, services rendering of different nature, mining, power, paper and cellulose,
editing, radio and TV, nongovernmental organizations, human resources, clinical and
public service.
Most participants were from the State of São Paulo (67%), 43.2% out of which
work in the capital, 9% in Great ABC (cities of Santo André, São Bernardo and São
Caetano), 10.6% in the state inland and 4.2% on the coast. People from other Brazilian
states also participated in the research. They work in the branches of the contracted
companies, with major presence of participants from the states of Minas Gerais (6.5%),
Santa Catarina (2.3%), Rio Grande do Sul (1.6%) and Rio de Janeiro (1.2%). The others
were from the states of Amazonas, Bahia, Ceará, Federal District, Goiás, Pernambuco,
Piauí and Paraná, ranging from 0.2% to 1% of the participants for each state.
In relation to job positions in the different companies that participated in the
study, there is a predominance of jobs as assistant (17.1%), analyst (19.4%), auxiliary
clerk (6.7%), coordinator (7.5%), manager (6.3%), internal or external consultant
(3.7%) and director (2%), totaling 54.9%. There were 5.3% of interns or trainees. The
other job positions had more specific characteristics, associated to the task or to
technical knowledge as lawyer (2%), psychologist (1.5%), engineer (2%), technician
(2.2%), salesperson (1.2%), programmer (1.2%) and designer (1.2%) or to the specific
characteristics of the activity branch. Of all participants, 6.5% did not inform their job
position because they were students or unemployed.
The total participants from the study sample that participated in the correlation
study with 16PF and BBT tests were 87: 52 females (59.8%) and 35 males (40.2%)
with average age of 29.4 years (SD= 8.2), ranging from 18 to 58 years. These
43
participants were from the city of São Paulo and work for companies in the navigation
(39%), information technology (51.7%) and chemical (12.6%) segments.
In the test-retest reliability study 61 people of both genders participated, being
56.3% female (n = 35) and 43.7% male (n = 28). The average age of the participants in
this study was 32.1 (dp = 8.9), ranging from 18 to 58 years. These participants come
from companies of the navigation (62.5%), information technology (26.6%) and others
(7.9%) segments.
Study result of the first Portuguese version
The first computer-based version of the HumanGuide test in Portuguese was
applied in a sample of 191 adults, 51.8 % male and 48.2% female. There is no
information on the level of education or profession of this sample. The objective of the
first study was to verify the variability level of the 72 items that form the first
HumanGuide Portuguese version in order to, if necessary, make adjustments. The
adopted index was 27% above or below the distribution of the item criteria as suggested
by Anastasi (2003).
The analysis of the item variance of the first HumanGuide Portuguese Version
revealed that the positive attribution of the items ranged from 5.9% to 94.4%, the
negative attribution went from 0% to 87% and the neutral attribution from 07% to 43%.
This result demonstrated that there was more variability in the neutral attribution than in
the positive and negative attributions. It is necessary to consider that the testees have to
attribute four “yes”, two “no” and two “neutral” to the eight items that form each test
page, so that the total of positive, negative and neutral choices are always the same for
all testees. There is, however, more probability of positive attribution (yes) to the items
than of negative (no) or neutral (blank) attribution.
44
The descriptive analysis of data showed nine items with low variance by
adopting as variance criteria the index of 73% (Anastasi, 2003). In this analysis, the
ipsative characteristics of the tool were taken into account, e.g. the interdependence of
the items. This means that by selecting an item the probability of other items to be
chosen is reduced. Thus, the rejection or the neutrality of an item was conditioned to
the probability of positive attribution of four items, so that the positive choice of an item
by more than 73% of the testees implies, necessarily, in the rejection or neutrality of the
same item at least by 27%.
After the item variance analysis, the items with variance lower than 73% or not
in consonance with the theme subjacent to each set of items were considered
problematic. A concentration of positive choices in the items of the Quality factor (e+)
was observed, which was related to the social participation through positive actions
committed with ethics. As this aspect has a high social value, the result suggested that
the high incidence of positive attribution to this factor had suffered strong influence of
social desirability. To make social desirability less evident, the items that were
considered problematic were reformulated in order to accentuate the characteristics of
each factor, but keeping them as close as possible to the original text.
Another factor that presented items with low variability was Imagination (p+),
which expresses the expansion of the Ego through contact with the new, discovery,
research, and problem solving, creativity and deep involvement with what is being done
(Achtnich, 1991). This aspect has been highly valued by companies, as it refers to a
necessary ability to deal with constant changes and with the unexpected, demanding
innovation and flexibility from professionals (Chiavenato, 2005; Drucker, 1999; Franco,
2001; Herzberg, 1993). The items with high percentage of positive choice correspond to
45
this expectation. The reformulation of these items intended to favor the creative action
and less the creative intention or the creative capacity valuation.
One item of Structure factor (k+), which expresses the need to have control over
reality, presented variance below expected by the testees, with 76.3% of positive
attribution. Two items of the Contact Vector (d- and m+) presented low variance,
signaling the need to correspond to a social expectation in the sense of group
cooperation and of showing to be always happy. These reformulations aimed at giving
more emphasis to the aspects represented in the items by increasing their intensity.
Some items were intensely rejected by the testees, presenting, therefore, low
variance of the negative attribution, which was above 73%. In the Paroxysmal Vector,
87.1% of the testees rejected an Exposure factor (hy+) item. This item expressed the
need of acknowledgement and of external approval, suggesting identification with the
social valuation attributed to a more modest attitude.
Other items were reformulated, trying to obtain more correspondence with the
topic of each page: page 01 – Communication; page 02 – Work Style; page 03 –
Leadership Style; page 04 – Stress; page 05 – Resource Range; page 6 – Decision
Making; page 07 – Attitude toward Life; page 08 – Attitude toward Others; page 09 –
Maximum Expression. The new items aimed at contextualizing the factor on these
topics, and the items on page 09 should serve as internal coherence measure, in the
sense that the four items with positive attribution should correspond to the factors with
more positive punctuation.
Analysis of the items of the second Portuguese version
The frequency analysis of positive, negative and neutral choices of the set of
items that made up the second HumanGuide Portuguese version, after the substitution of
46
the problematic items by the reformulated ones, was made based on validity and
reliability study data bank. The frequency analysis revealed that the new items met the
index of variance proposed by Anastasi (2003), with positive choices index lower than
73%, except six items, and all of them presented variance lower than 80%. It was
observed that the items related to the Quality factor (e+) continued to present a lower
variance tendency. The other items that presented a relatively low variance are
associated to social acceptance and participation.
Analysis of the internal structure
The main objective of the internal structure investigation of HumanGuide was to
check if the correlations among the items are conform to the theoretical construct on
which is based the interpretation of scores obtained by them. As the structure of
HumanGuide is multidimensional and constituted by eight correlated subscales, each
one representing a specific dimension of the motivation construct, an important
objective of this study was to investigate its factorial structure considering Szondi’s
theory (1972).
The concomitances between the factors that constitute the HumanGuide test
were checked by the Spearman rho bivariate correlation analysis. Values with
significant statistical level lower than 0.05 were considered significant and the ones
with levels lower than 0.01, very significant. Values above 0.05 were considered
statistically non-significant. The very significant positive and negative correlations
observed in all test factors can be visualized on Table 4.
47
Table 4. Spearman rho non-parametric two-tailed correlations among the factors which
constitute HumanGuide
Sens
Sensibility
Power
Quality
Exposure
For
Qua
Exp
Struc
Imag
Stab
Cont
r -
-
-
-
-
-
-
-
p -
-
-
-
-
-
-
-
r 0.434**
-
-
-
-
-
-
p 0.000
-
-
-
-
-
-
-
r -0.045
-0.169
-
-
-
-
-
-
p 0.677
0.118
-
-
-
-
-
-
0.081
0.351**
-
-
-
-
0.455
0.001
-
-
-
-
-
r 0.041
0.386**
0.307**
0.461**
-
-
-
p 0.000
0.004
0.000
-
-
-
-
-0.153
0.097
-0.027
-
-
-
0.158
0.373
0.806
-
-
-
r
-0.103
p 0.343
Structure
0.704
Imagination r 0.176
0.333**
Stability
p 0.002
0.104
r
0.072
0.455**
0.064
0.319**
0.354**
-
0.000
0.508
0.003
0.001
-
-0.097
0.159
0.418**
-0.205
0.513**
0.207
0.370
0.000
0.000
0.055 -
0.053
p 0.625
Contacts
r
0.166
p 0.125
0.142
0.553
0.056
-
** Very significant correlation at level 0.01. * Significant correlation at level 0.05.
These results show that the association pattern among the eight subscales of HG
(factors) co-varies in magnitude and direction, as expected according to Szondi’s
original theory (1972), considering its ipsative characteristics. The presence or absence
of the indicator “-” before the coefficients informs if the two variables increase in the
positive (absence of the indicator) or negative (presence of the indicator) direction. The
positive correlations indicate that when the variable value increases, the same happens
48
with the variable correlated to it. The contrary is observed in the negative correlations,
indicating that variable value increases as the value of the correlated variable decreases.
The internal concomitance analyses of the factors that constitute the
HumanGuide test, considering the correlations identified at a statistic significance level
lower than 0.05, showed the existence of internal consistency, mainly negative
correlations between factors with opposed directions (centripetal versus centrifugal) and
only a positive correlation between centripetal factors (Quality and Structure). The
association between ethics and value (Quality) and the normative aspect (Structure)
seems to correspond to social values considered as behavior guides, favoring the
adaption to social norms and rules. This association can be interpreted as
professionalism, commitment and sense of responsibility as suggested by Achtnich
(1991).
Evidences of convergent validity
Aiming at checking the validity of the Human Guide construct, a convergent
correlation study was conducted with the 16PF – Sixteen Personality Factor
Questionnaire
(Russell & Karol, 2002) and BBT- Profession Photograph Test
(Achtnich, 1991). The relations between these measures were studied through Spearman
rho bivariate correlation tests, with significance level of 0.05. Values with a statistical
significance level lower than 0.05 were considered significant and levels lower than
0.01 were considered very significant. Values above 0.05 were considered statistically
non-significant. Later, a heuristic factor analysis was performed with the inclusion of all
items of the HumanGuide test.
49
HumanGuide and 16PF
In total, 35 significant correlations were identified, positive as well as negative,
between HumanGuide and 16PF – Sixteen Personality Factor Questionnaire (Russell &
Karol, 2002) factors, whose magnitudes are low or moderate (<0,5) as expected,
considering the ipsative characteristics of the test, described and discussed on the
section Psychometric characteristics of HumanGuide (chapter 1). Table 5 presents the
values that obtained more significance in the synthesis of the correlation matrix between
HG and 16PF factors.
Table 5. Synthesis of the correlation matrix between HG and 16PF factors (Spearman rho)
16PF
A
Openness
Sensibility Power
HumanGuide
Quality Exposure Structure Imagination Stability Contacts
0248*
-0,276**
E
Self-reassurance
0,279**
F
Concern
G
Awareness
H
Development
0,223*
0,257*
0,221*
0,351**
0,294**
0,332**
0,254*
-0,329**
0,231*
-0,267*
0,295**
M
Abstractedness
N
Refinement
Q1
Openness to new
experiences
-0,219*
0,298** 0,241*
-0,318**
-0,223*
0,307**
-0,351**
0,223*
-0228*
0,285**
0,250*
0,226*
0,447**
Q2
Group-oriented
Q3
Discipline
-0,299**
-0,438**
0,251*
0,368** -0,318**
0,390**
0,221*
-0,259*
** Too significant correlation at level 0.01. * Significant correlation at level 0.05.
50
Regarding the factors related to the Sexual Vector of Szondi’s theory, the observed
correlations between the Power factor and the 16PF factors are related to the direct,
dominant and assertive aspects in different contexts, as a resource of self-preservation
as well as a mean to conquer spaces or to establish social contacts. Only one significant
positive correlation from the Sensibility factor with the 16PF was observed, suggesting
that empathy is associated to awareness (G factor), as an ethic break. The concomitance
analysis of Quality and Exposure factors that constitute the Paroxysmal Vector revealed
that they are correlated with the same 16PF factors, however in opposed polarities,
which confirms the hypothesis of polarity of those factors (Szondi, 1972).
The same has been observed regarding the Structure and Imagination factors that
constitute the Ego Vector with three similar correlations, however in opposed polarities.
In general, it was noticed that the correlations established between the Structure and
Imagination factors and the 16PF factors are associated to polarity adaptation to reality
versus innovation and experimentation, compliance versus dissidence, caution versus
experimentation, coinciding with the subjacent construct applied to different contexts as
attitudes, values, perception of reality and interpersonal relations (Achtnich, 1991; Borg,
2001; Cattell, 1989; Kenmo, 2005; Núñez & Alemán, 2006; Russell & Karol, 2002;
Szondi, 1972).
It has been observed that correlations regarding the Stability factor are related to
seriousness, self-absorption, conservatism and resistance to changes, while the
correlations regarding the Contacts factor express openness, joy, spontaneity and
expansivity.
Taking into consideration all the correlations found between HumanGuide and
16PF, the factor with fewer correlations was Sensibility, which expresses the capacity of
empathy, receptivity and availability to attend and to adapt to people, with only two
51
significant correlations, one positive and one negative.
There is more correlation
incidence between HumanGuide and the following 16PF factors: F (Liveliness), G
(Rule-Consciousness), H (Social Boldness), N (Privateness) and Q3 (Perfectionism)
with an average of 5 correlations found by factor. The contents represented by each of
these 16PF factors are related to social relationship, internalization of moral values
(social participation), confronting threats, social mask (social acceptance) and contact
with reality, trying to maintain consistency between the ideal and the real Ego. The
factors A (Warmth), E (Dominance), M (Abstractedness,), Q1 (Openness to Change)
and Q2 (Self-Reliance) have presented about two and three significant correlations with
HumanGuide. Factors B (Reasoning), C (Emotional Stability), I (Sensitivity), L
(Vigilance), O (Apprehension) and Q4 (Tension) did not present significant correlations
with any of the HumanGuide factors. This result coincides with Kenmo’s proposal
(2005) to develop a test that favored behavior in an organizational context, without
considering the aspects related to psychic dynamism, self-esteem, self-reliance or
cognitive resources to handle reality, whose dimensions were present in 16PF and
absent in HG.
The results suggest that the modus vivendi, i.e., the peculiar form of participation in
different contexts, apprehended by 16PF, can be motivated by the strongest factors
apprehended by HumanGuide. These factors make the individual “choose”
unconsciously a determined type of behavior, bearing in mind the satisfaction of deep
needs. On a deeper level, such factors would be the same as the drive needs that,
although not conscious, determine the individual's choices in all spheres of his/her
existence, including the type of behavior adopted and attitude towards the environment.
Thus, although the dimensions apprehended by 16PF are not directly the same
apprehended by HumanGuide, the orientation of the 16PF factors coincides with the
52
orientation present in the corresponding dimension (factor). In this way, the need of
expansion of the Ego through contact with the new and the unknown, apprehended in
HumanGuide, comes up in 16PF in the factors related to innovation, experimentation,
radicalism and dissidence, for example, and they may be understood as different
manifestations in different contexts of the same drive need. In other words, HG
indicates the need and 16PF points out the satisfaction forms of this need. These results
may be interpreted as validity evidence.
HumanGuide and BBT
The study verified if there was a correspondence between HumanGuide and BBT –
Profession Photograph Test (Achtnich, 1991), as both are based on the same theory,
through investigations of the concomitances between the factors of HumanGuide test
and the primary factors of BBT.
At all, nine significant correlations were identified between HumanGuide and BBT
factors, positive as well as negative ones,. The magnitudes were low or moderate (<0.5)
as predicted, considering the ipsative characteristics of the test, described and discussed
above. Table 6 presents all correlation values in the correlation matrix between HG and
BBT factors.
53
Table 6. Spearman rho two-tailed correlation between HG and BBT tests
HumanGuide
BBT
W
K
S
Z
V
G
M
O
Sexual Vector
Paroxysmal Vector
Sens
Quality Exposure Structure
Power
Ego Vector
Imagin.
Contact Vector
Stability
Contacts
r 0.066
-0.041 -0.005
0.239*
-0.166
-0.130
0.054
0.043
p 0.542
0.708
0.026
0.125
0.231
0.617
0.691
r -0.136
-0.007 -0.200
0.121
-0.037
0.200
0.023
0.055
p 0.209
0.949
0.063
0.265
0.735
0.064
0.835
0.616
r -0.033
0.117
0.241*
0.029
0.039
0.143
-0.242*
-0.163
p 0.762
0.279
0.024
0.788
0.720
0.187
0.024
0.132
r 0.002
0.011
0.205
0.255*
-0.147
0.017
-0.219*
0.057
p 0.983
0.920
0.057
0.017
0.173
0.874
0.042
0.599
r -0.032
-0.134 0.254*
-0.043
0.191
-0.023
-0.050
-0.089
p 0.765
0.214
0.018
0.693
0.077
0.834
0.645
0.415
r 0.016
-0.115 0.082
0.101
0.008
0.139
-0.041
-0.048
p 0.880
0.288
0.350
0.939
0.198
0.705
0.656
r -0.027
-0.189 -0.010
0.076
-0.045
0.046
0.112
0.067
p 0.805
0.079
0.928
0.484
0.682
0.672
0.303
0.540
r 0.103
0.016
-0.039
0.206*
-0.117
0.015
-0.334**
0.235*
p 0.343
0.886
0.719
0.055
0.282
0.889
0.002
0.029
0.967
0.451
** Very significant correlation at 0.01 level. * Significant correlation at 0.05 level.
No significant positive or negative correlations were observed between the
factors that correspond to the Sexual Vector in Szondi’s theory (1975), Sensibility and
Power, and any of the primary factors of BBT. This fact probably is due to the
54
differences in stimulus content of both tests. In BBT, the photographs related to the W
factor were mainly of children or represented situations of physical and psychological
intimacy. On the other hand, in HumanGuide, the items related to the Sensibility factor
express a receptive and empathic attitude, willingness to adapt to other people's needs
her, with only one item where the content expresses the need of physical contact.
However, in relation to the K factor of the BBT, the photographs, that represent
it, contain images of people chopping or breaking stones, struggling physically other
people, carrying weight or using physical or psychological power. On the other hand,
the items of the Power factor of HumanGuide express assertiveness, initiative,
proactivity and more sublimed forms to channel aggression (Achtnich, 1991; Szondi,
1972).
The factors that correspond to the Paroxysmal Vector, Quality and Exposure,
presented significant positive correlation with the correspondent factors of BBT, S and
Z, respectively, confirming the underlying theoretical construct. It was also observed
the significant positive correlation between the Quality factor and the V factor, which
expresses objectivity, adaptation to norms and rules with the need of discipline and
focus. The correlation of these factors suggests that people with a strong sense of
responsibility tend to exert strong self-control in the sense of self discipline, punctuality
and reliability. This correlation coincides with the positive correlation also found
between Quality and Structure factors in the analysis of the internal structure of
HumanGuide.
The significant positive correlation observed between the Exposure factor and
the W factor (tenderness, receptivity) indicates the association between the tactile and
affective sensibility, which is expressed by the need to touch and to provide services
characterized by the W factor with the aesthetic sensibility that presents the need to see
55
and expose, to meet the external expectations characterized by the Exposure factor
(Achtnich, 1991). This correlation suggests the adaptation to the external demand, be it
the need or the expectation of the environment.
It was found a marginally significant correlation between the Exposure factor
and the O factor (Orality) of BBT, which expresses the need to keep contact with many
people, communicating with them (Achtnich, 1991). The correlation found, despite
marginal, indicates the construct, as far as the contact with people foments situations
that favor the exposition and the external recognition. When there is a public, it is
possible to expose and show expecting recognition.
No significant correlations were found in the factors that correspond to the Ego
Vector, in Szondi’s theory (1972), between the Structure and the V factors and the
Imagination and the G factors, which can be attributed to differences in the content of
the stimuli of both tests. While in BBT the photographs related to the V factor represent
people handling measuring or precision equipment and machines, the items of the
Structure factor of HumanGuide express a disciplined, methodic and systematic
attitude. The same happens in relation to the G factor of the BBT, whose photographs
represent people developing artistic or research activities with strong intellectual or
scientific connotation. However, the contents of the items of the Imagination factor of
HumanGuide indicate openness to new experiences, flexibility and affinity with
situations that demand creative solutions of problems.
The study conducted by Leitão (1984) demonstrated that there is correlation
between BBT and versions of the same test using verbal inductors when the items
present the same content. In the specific case of the correlation study between
HumanGuide and the BBT, despite both tools being based on the same theory, the
56
difference in contents of the items (phrases and photographs, respectively) would be an
explanation for the absence of determined correlations, verified in some factors.
Considering the Contacts Vector (Szondi, 1975), some significant negative
correlations were observed between the Stability factor and the S factor. While the
Stability factor expresses pragmatism, need of continuity and attachment to tradition
with more sedentary and stable characteristics, the S factor of Achtnich (1991) reveals,
in addition to the above described sense of responsibility characterized as SH, the need
of mobility and autonomy, affinity with different forms of energy and with the
movement associated to them, denominated SE. This negative correlation suggests that
people with high score in the S factor have the need to move around and to make a
move, take responsibility for themselves and take risks, opposing the need for safety
and stability, expressed by the Stability factor of the Human Guide. The significant
negative correlation between the Stability factor and Z factor suggests that individuals
with high score in the Z factor are more oriented to the present moment, here and now,
to the momentary impact, characteristic of what is ephemeral and virtual, to the image
in general (Achtnich, 1991). Such tendency opposes the orientation to the past and to
the origin of the things, with conservative tendency, characteristic of Stability (Achnich,
1991; Kenmo, 2005). Although these correlations are not expected, there is no
incompatibility between them regarding the construct and the conceptual polarity is
characterized between the factors S / Quality and Z / Exposure, respectively.
A very significant negative correlation between the Stability factor and the O
factor, orality, has been observed which coincides with the underlying construct to these
factors as they correspond to the polar factors of the Contacts Vector (Szondi, 1972).
High scores in the Stability factor associated to low scores in the O factor suggest
seriousness and strictness with a more melancholic tendency and oriented to
57
maintenance and conservation opposed to lightness, casualness and search for contacts,
peculiar to the O factor when in positive polarity (Achtnich, 1991; Szondi, 1972). At
last, a significant positive correlation between the Contacts factor and the O factor was
observed, both related to sociability and oral communications confirming the theoretical
construct of the tests.
In synthesis, conceptual correspondences were confirmed between HumanGuide
and BBT in Quality, Exposure, Stability and Contacts factors. Considering the stimuli
diversity on the photographs related to W and K factors in BBT (Achtnich, 1991) and in
the items related to the Sensibility and Power factors in HumanGuide, it is possible to
attribute the divergence in the results to these differences. The results obtained in the
analysis of the concomitances showed that the Quality factor and Sh factor, Exposure
and Z factor, Contacts and O factor, in HumanGuide and BBT respectively, express, in
a similar manner, the latent construct of these dimensions in spite of the limitations
resulting from the differences between the characteristics of the stimuli of HumanGuide
and of BBT. The other correlations observed were coherent regarding the centrifugal or
centripetal orientation of the factors, evidencing the validity of the construct related to
their polarity. The absence of the correlations in the other factors can be the result of
differences related to the content expressed in the items, as previously described. The
low magnitude present in the correlations is due to the ipsative characteristic of the tool.
Factor and internal consistency analyses
The factor analysis was conducted through principal components extraction and
correlation matrix analysis. The Varimax rotation was used with convergence on the
seventh rotation. The load of the factors was obtained by the Regression Method, and
the factors matrix was obtained after the seventh iteration. The first analysis determined
58
the number of components to be used to explain the variability of the items. The scree
plot demonstrates the variance distribution observed among the components. Based on it
(figure 2), it was observed that the variance of the eingenvalues decreases smoothly (the
curve becomes “flat” or “smooth”) after the forth component, indicating that after it the
other components contribute too little to explain the variance. Therefore, they can be
disregarded. This result suggests that the solution of four components would be the
adequate one to explain the variance of the items of HumanGuide, i.e., the 72 items of
the test would be reduced to four components in case it dealt with normative data as it
will be discussed later.
6
5
Autovalores
4
3
2
1
0
-1
71
66
56
61
51
46
36
41
31
26
16
21
11
1
6
Número do componente
Figure 2. Scree plot of the eigenvalues of each component
According to the Classical Test Theory, the four components obtained after the
Varimax rotation would explain respectively 6.7%, 6.0%, 5.2% and 4.7% of the
variability, totaling 22.6% of the total explained variability as described on Table 7.
However, as it deals with ipsative data, these results should be put into perspective.
59
Table 7 - Total of the explained component variance of the HumanGuide test
after Varimax rotation
Components
Percentage
Accumulated
percentage
1
6.7
6.7
2
6.0
12.7
3
5.2
17.9
4
4.7
22.6
The load of the components of the four extracted factors will be presented and
discussed later, including the respective items ordered in a decreasing way, according to
the load value.
One of the characteristics of the factor analysis is that the factors are extracted
from it in a decreasing order considering the eigenvalues. When two or more factors
present very similar values, they are subject to be extracted in different orders, in the
successive bootstrap samples. As the magnitudes are identical, small random variances
tend to give priority to one or to the other factor. This instability in the order of the
factor extraction created an apparent stability in the factor variables saturations, because
the factors were automatically grouped by the order number for the calculation of the
standard error of saturations (Moreira, 2000). This phenomenon was already expected
and it has been observed in HumanGuide, regardless of the positive or negative valence
of the items grouped in a determined component as it can be observed on the following
Tables 8, 9, 10 and 11.
Dunlap and Cornwell (1994), analyzing the impact of the factor analysis on
ipsative data, highlight that ipsativity produces artificial bipolar factors, which obscure
any correlation between the measures. Baron (1996) also warns that factor analysis can
be questioned with ipsative measures, because ipsativity creates negative correlations on
60
the correlation matrix, distorting any factorial structure because this results in
contrasting bipolar factors. As predicted, this phenomenon was observed in the results
of the factor analysis of HumanGuide and can also be verified on Tables 8, 9, 11 and 11.
Although the researched authors state that the grouping of the contrasting polar
factors in the different components is artificial, it was observed that the factors obtained
after Varimax rotation present negative correlation between the items with opposed
orientation (centripetal and centrifugal) as expected and described in Szondi’s theory.
This was observed considering the positive and negative valences in the correlation
matrix of the items that constitute the test. According to Szondi’s theory, each drive
vector is constituted of two polar factors whose valences express the direction that may
be centripetal (negative) or centrifugal (positive). Therefore, it is expected that the
positive choices (YES) of the items related to the centripetal factors are correlated with
the items of the negative choices (NO) of the corresponding centrifugal polar factors.
61
Table 8- Factorial matrix of the first component
Position
Item
Load
1
d37
-0.615
2
d47
-0.595
3
p26
0.484
4
s84
0.483
5
d88
-0.482
6
p66
0.468
7
p74
0.468
8
d94
-0.440
9
d78
-0.432
10
d24
-0.411
11
k23
-0.390
12
h56
-0.385
13
hy98
0.384
14
hy53
0.371
15
hy16
0.366
16
p57
0.358
17
p36
0.352
18
d55
-0.311
19
p48
0.301
20
d17
-0.294
21
m58
0.267
The following factors belong to the first component: Stability in the negative
polarity (items d37, d47, d88, d94, d78, d24, d55, d17), Imagination in the positive
polarity (items p26, p74, p66, p57, p36, p48) with moderate presence of Exposure in the
positive polarity (hy98, hy53 and hy16). There was low incidence of Structure in the
negative polarity (k23), Power in the positive polarity (s84), Sensibility in the negative
polarity (h56) and Contacts in the positive polarity (m58). Negative correlations were
observed in this component between the items with centrifugal and centripetal
62
orientation as well as between the items of Stability and Structure, both centripetal
factors, and the other items of the centrifugal factors present in this component.
The result corresponded to the phenomenon described in the literature referring to
factor analysis of ipsative measures. The ipsative characteristic of HumanGuide created,
as expected, negative correlations in the correlation matrix, distorting, therefore, the
factorial structure once it resulted in artificial contrasting bipolar factors (Baron, 1996;
Dunlap & Cornwell, 1994). The same phenomenon can be observed in the factorial
matrix of the three other obtained components (Tables 9, 10 and 11), as follows:
Table 9 - Factorial matrix of the second component
Position
Item
Load
22
k44
0.494
23
m92
-0.482
24
m18
-0.471
25
m85
-0.468
26
hy41
-0.455
27
k72
0.438
28
m46.
-0.435
29
m71
-0.432
30
m25
-0.413
31
e43
0.398
32
hy28
-0.395
33
k95
0.394
34
k86
0.382
35
e91
0.369
36
k34
0.360
37
k14
0.352
38
m38
-0.314
39
e12
0.307
40
k54
0.289
41
h68
-0.204
63
In this component there have been more incidences of the following factors:
Contacts in the negative polarity (items m92, m18, m85, m46, m71, m25, m38),
Structure in the positive polarity (k44, k72, k95, k86, k34, k14, k54) and Quality in the
positive polarity (e43, e91 and e12). There has been low incidence of Exposure in the
negative polarity (hy41 and hy28) and Sensibility in the negative polarity (h68). The
observed negative correlations were between items with centrifugal (Contacts and
Exposure) and centripetal (Structure, Quality and Sensibility) orientation.
Table 10 – Factorial matrix of the third component
Position
Item
Load
42
hy 75
-0.534
43
h82
0.498
44
m61
0.475
45
hy87
-0.439
46
h13
0.439
47
hy33
-0.437
48
e51
0.416
49
h31
0.406
50
s35
-0.397
51
d67
0.353
52
e77
0.350
53
hy64
-0.308
54
h21
0.294
55
s52
-.0282
56
e22
0.259
57
h76
0.255
There has been more incidence in the third component of the following factors:
Exposure in the negative polarity (items hy75, hy87, hy33, hy64), Sensibility in the
64
positive polarity (h82, h13, h31, h21, h76), Quality in the positive polarity (e51, e77,
e22) with marginal presence of Power in the negative polarity (s35, s52), Stability in the
positive polarity (d67) and Contacts in the positive polarity (m61). The examined
negative correlations were once more between items with centrifugal (Exposure and
Power) and centripetal (Quality, Stability and Sensibility) orientation, except item m61
that appears in the positive polarity opposed to items of the same orientation, which are
present in the negative polarity (Exposure and Power).
Table 11 – Factorial matrix of the forth component
Position
Item
Load
58
s73
0.517
59
s42
0.479
60
p15
-0.474
61
k65
0.441
62
h45
-0.434
63
s62
0.388
64
s 11
0.373
65
p93
-0.370
66
e32
0.368
67
e83
0.348
68
p81
-0.327
69
s96
0.317
70
e63
0.300
71
h97
-0.289
72
s27
0.222
The following factors are correlated in this component: Power in the positive
polarity (items s73, s42, s62, s11, s96, s27), Imagination in the negative polarity (p15,
p81, p93), Sensibility in the negative polarity (h45, h97) and Quality in the positive
polarity (e32, e83, e63). Negative correlations were not observed among the items with
opposed orientation factors.
65
The components extracted by Varimax rotation for normative data can be better
visualized on Table 12, where the presence of contrasting bipolar factors is observed, as
described by Baron (1996), Dunlap and Cornwell (1994). The bipolar factors are
represented by the negative correlation of items with opposed orientation, i.e., items
related to centrifugal and centripetal factors, according to Szondi’s theory. The
HumanGuide factors with marginal presence in each of the components are in
parenthesis. The components obtained by the factor analysis correspond, therefore, to
artificial factors, resulting from bipolar correlations. They are not considered subject to
interpretation, according to the Classical Test Theory.
Table 12 – Synthesis of HumanGuide components
HumanGuide Factors
Components
Centrifugal orientation
Positive pole
1
Negative pole
Centripetal orientation
Positive pole
Imagination
Exposure
(Power)
(Contacts)
2
Negative pole
Stability
(Structure)
(Sensibility)
Contacts
(Exposure)
Structure
(Quality)
(Sensibility)
3
(Contacts)
Exposure
(Power)
Sensibility
Quality
(Stability)
4
Power
Imagination
Quality
Sensibility
By analyzing the results obtained from the ipsative measures of HumanGuide,
through the application of statistic procedures which presuppose normative data, it was
observed that the results did not meet the expected outcome regarding the perspective of
66
the Classical Test Theory, therefore impairing their interpretation under this view.
Nevertheless, the results obtained were as expected because they are ipsative data. The
distortion found explains the fact that the consulted authors were unanimous in stating
that ipsative data should not be submitted to factor analysis (Bartram, 2008; Baron,
1996; Dunlap & Cornwell, 1994; Froman, 2001; Loo, 1999), as they present many
difficulties when submitted to statistical analyses, which presuppose a normal
distribution of the answers as they affect the psychometric properties of the test (Baron,
1996; Chan, 2003; Chan & Cheung, 2002; Hammond & Barrett, 1996; Heggestad,
2006; Heggestad & cols., 2006a, 2006b; Karpatschof & Elkær, 2000; McCloy, Waugh
& Medsker, 1999; McCloy, Heggestad & Reeve, 2005, Meade, 2004; Price, L. R.,
2006), a phenomenon confirmed in the validity study of HumanGuide.
Based on Baron’s observations and suggestions (1996), HumanGuide was
submitted to internal consistency analysis as an alternative for the factor analysis and as
construct validity evidence. As the latent construct of HumanGuide is multidimensional,
the internal consistency analysis aimed at verifying how homogeneous the items that
compose each one of the eight subscales or dimensions of the test are. Ideally, the items
that compose each subscale should have moderate or high correlation to each other.
The results obtained were quite positive, as they were ipsative measures (Tables 13, 14,
15 and 16).
The latent structure of HumanGuide is theoretically represented by eight factors
according to Szondi’s theory (1975): Sensibility, Power, Quality, Exposure, Structure,
Imagination, Stability and Contacts. The internal consistency of each factor was
calculated upon correlations between each item and the sum of scores in each subscale
to which it belongs (factor), presented on Tables 6, 7, 8 and 9. The interpretation of the
practical effects of the correlation coefficients magnitude considered the following
67
parameters: 1) coefficients below 0.35 (in absolute values) express low level of
association; 2) coefficients between 0.35 and 0.65 (in absolute values) reflect moderate
association; 3) coefficients above 0.65 (in absolute values) express strong association.
Table 13 – Correlation between item and total score in Sensibility and Power factors
Sensibility
Power
Item
Item
h13
h21
0.376(**)
p
0.000
r
0.360 (**)
s11
s27
0.000
h31
h45
h56
h68
h76
h82
h97
r
0.477(**)
p
0.000
r
0.545(**)
p
0.000
r
0.323(**)
p
0.000
r
0.384(**)
p
0.000
r
0.489(**)
p
0.000
r
0.479(**)
p
0.000
r
0.492(**)
p
0.000
s35
s42
s52
s62
s73
s84
s96
r
0.317(**)
p
0.000
r
0.282(**)
p
0.000
r
0.472(**)
p
0.000
r
0.582(**)
p
0.000
r
0.368(**)
p
0.000
r
0.586(**)
p
0.000
r
0.510(**)
p
0.000
r
0.560(**)
p
0.000
r
0.524(**)
p
0.000
** Very significant correlation at level 0.01.
Table 14 - Correlation between item and total score in Quality and Exposure factors
Quality
e12
e22
e32
e43
e51
Exposure
r
0.408(**)
p
0.000
r
0.407(**)
p
0.000
r
0.371(**)
p
0.000
r
0.499(**)
p
0.000
r
0.287(**)
p
0.000
hy16
hy28
hy33
hy41
hy53
r
0.428(**)
p
0.000
r
0.484(**)
p
0.000
r
0.549(**)
p
0.000
r
0.239(**)
p
0.000
r
0.375(**)
p
0.000
68
e63
e77
e83
e91
r
0.251(**)
p
0.000
r
0.248(**)
p
0.000
r
0.464(**)
p
0.000
r
0.427(**)
p
0.000
hy64
hy75
hy87
hy98
r
0.372(**)
p
0.000
r
0.638(**)
p
0.000
r
0.625(**)
p
0.000
r
0.477(**)
p
0.000
** Very significant correlation at level 0.001.
Table 15 - Correlation between item and total score in Structure and Imagination
factors
Structure
k14
k23
k34
k44
k54
k65
k72
k86
k95
Imagination
r
0.396(**)
p
0.000
r
0.470(**)
p
0.000
r
0.528(**)
p
0.000
r
0.426(**)
p
0.000
r
0.431(**)
p
0.000
r
0.264(**)
p
0.000
r
0.453(**)
p
0.000
r
0.547(**)
p
0.000
r
0.583(**)
p
0.000
p15
p26
p36
p48
p57
p66
p74
p81
p93
r
0.347(**)
p
0.000
r
0.404(**)
p
0.000
r
0.444(**)
p
0.000
r
0.513(**)
p
0.000
r
0.439(**)
p
0.000
r
0.511(**)
p
0.000
r
0.448(**)
p
0.000
r
0.445(**)
p
0.000
r
0.443(**)
p
0.000
** Very significant correlation at level 0.001.
69
Table 16 - Correlation between item and total score in Stability and Contacts factors
Stability
d17
d24
d37
d47
d55
d67
d78
d88
d94
Contacts
r
0.425(**)
p
0.000
r
0.461(**)
p
0.000
r
0.628(**)
p
0.000
r
0.603(**)
p
0.000
r
0.428(**)
p
0.000
r
0.421(**)
p
0.000
r
0.505(**)
p
0.000
r
0.567(**)
p
0.000
r
0.522(**)
p
0.000
** Very significant correlation at level 0.001.
m18
m25
m38
m46
m58
m61
m71
m85
m92
r
0.530(**)
p
0.000
r
0.406(**)
p
0.000
r
0.445(**)
p
0.000
r
0.484(**)
p
0.000
r
0.340(**)
p
0.000
r
0.201(**)
p
0.000
r
0.534(**)
p
0.000
r
0.602(**)
p
0.000
r
0.571(**)
p
0.000
All 72 calculated correlations were significant at level 0.001. Seven values
presented magnitudes between 0.20 and 0.30, reflecting weak association between the
items and the scales they belong to. In the Quality factor there was concentration of
three of them, despite the level of significance being kept lower than 0.001. The other
items presented moderated correlations between item and factor, between 0.30 and 0.60,
which is quite expressive considering the ipsative characteristics of the test (McCloy&
cols. 2006; Meade, 2004; Price, 2006), with tendency to diminish the values due to the
strong presence of
inter-items intercorrelations (Clark e Watson, 1995; Greer &
Dunlap, 1997; Kayes, 2006).
The internal consistency of each one of the factors of HumanGuide was assessed
upon the alpha values (Cronbach), as it can be observed on Table 17.
70
Table 17 - Cronbach’s alpha coefficient for the eight factors of HumanGuide
Factor
Cronbach’s alpha
Standardized Cronbach’s
alpha
Sensibility
Power
Quality
Exposure
Structure
Imagination
Stability
Contacts
0.421
0.570
0.279
0.581
0.548
0.506
0.642
0.571
0.397
0.561
0.317
0.571
0.460
0.518
0.650
0.562
The alpha values (Cronbach) of each scale are above 0.50 except in Quality
(0.279) and Sensibility (0.421) factors. Considering that in the ipsative tests the values
related to the average coefficients of inter-item correlation are lower when compared to
normative tests, it was already expected that they would be below the mentioned values
in the literature for normative tests, as ipsativity affects the psychometric proprieties of
the test (Clark & Watson, 1995). As alpha is partially conditioned to the inter-item
correlation when the answer of forced choice, the alpha value will be pulled down
proportionally to the number of items each scale is constituted of (Clark & Watson,
1995; Greer & Dunlap, 1997; Kayes, 2006; McCloy & cols, 2006; Meade, 2004).
Another aspect to be considered refers to the amplitude of the underlying
constructs to each scale, which are quite extensive as, for example, the feminine
principle (Sensibility), the masculine principle (Power) and ethics (Quality). As the
obtained values of alpha are below the expected values for normative data, they have to
be put into perspective due to the ipsative properties of HumanGuide and the amplitude
of the concepts apprehended by each scale (Clark & Watson, 1995; Greer & Dunlap,
1997; Kayes, 2006; McCloy & cols, 2006; Meade, 2004). Thus, the obtained values of
alpha in HumanGuide can be accepted as evidence of construct validity and of internal
consistency.
71
The researched authors state that, in face of the existing controversies regarding
the appropriate interpretation of the psychometric proprieties of the personality
assessment tools in the forced choice format, the limitations of the ipsative data when
determining the internal properties of the tools should be considered,
once their
advantages surpass their limitations when there is risk of answer cheating due to social
desirability bias – Kenmo’ s concern (2001), author of HumanGuide (Anastasi, 1975;
Anastasi, 2003; Baron, 1996; Chan, 2003; Chan & Cheung, 2002; Clark & Watson,
1995; Dilchert & cols., 2006; Greer & Dunlap, 1997; Hammond & Barrett, 1996;
Heggestad, 2006; Heggestad & cols., 2006a, 2006b; McCloy & cols., 2006; McCloy,
Waugh & Medsker, 1999; McCloy, Heggestad & Reeve, 2005; Meade, 2004; Price, L.
R., 2006; Stark, Cherneyshenko & Drasgow, 2005; Sydell & Snell, 2003). In the
specific case of HumanGuide, the results obtained in the factor analysis and in the
internal consistency analysis corresponded to what is described in the researched
literature.
Reliability evidences
Test-Retest
The test-retest reliability analysis checked stability in the results of the
HumanGuide test over time. The same test was applied to the same people after a period
of time allowing the magnitude assessment of the influence of random errors sources
(noise). The considered appropriate interval for performing the retest depends on the
stability of the variables that determine the measure, and the typical interval adopted in
this type of analysis is usually some weeks. The reduction between test application
intervals tends to reduce the effect of temporary instability on the retest correlations
because it diminishes the quantity of variations between the test applications. (Gardner,
1998/2007; Heise, 1969). The HumanGuide reliability study adopted an interval
72
exceeding one year. Thus, it was aimed at diminishing the effect of the experience on
the results, as participants could give answers taking into account the first time they
took the test. It was also considered the test construct, according to which the
personality traits are relatively stable.
The retest was performed with an average interval of 14.5 months (SD=0.8)
between the first and the second on-line application, with a minimum interval of 13
months and maximum 17 months with the previously described participants. To
investigate the reliability of the eight factors of the tool, Cronbach’s alpha was used,
whose standardized value is also known as Spearman-Brown coefficient and represents
a non-conformity measure of the variances between paired items. The results of this
analysis are on Table 18.
Table 18. Reliability index by factors
Factor
Sensibility
Power
Exposure
Quality
Structure
Imagination
Stability
Contacts
Cronbach’s alpha
Sperman-Brown
Coefficient
0.74
0.84
0.87
0.62
0.79
0.82
0.75
0.80
0.74
0.84
0.87
0.63
0.80
0.83
0.75
0.80
The reliability indexes were considered good for five out of the eight factors
(Power, Exposure, Structure, Imagination and Contacts), which ranged from 0.80 to
0.87. Sensibility and Stability factors presented adequate reliability indexes between
0.74 and 0.75, and only the Quality factor revealed moderate reliability of 0.63.
Considering the interval between the test applications more than a year and the ipsative
nature of the questionnaire, the results may be considered excellent reliability evidences
of the tool.
73
Norms
74
Test application
To take the test, the respondent will receive an invitation via email (crypto
graphed) with an exclusive link that will allow the entrance to the HumanGuide system.
The invitation will be sent by a licensed psychologist, who will be listed in the test site,
www.humanguide.com.br. Entering the system, the conditions to perform the test and
the confidentiality term will be the first things presented to the respondent. After his/her
consent, a screen with the personal data of the respondent (name, date of birth, gender,
schooling and education) will be presented, to be corrected and/or complemented. After
confirming the enrollment, the respondent is forwarded to the first of nine screens, with
eight options each and the test itself starts. The average time necessary to answer all
pages of the on-line questionnaire is 10 minutes. The maximum time allowed to answer
all questions is 20 minutes. In case this limit is surpassed, the test will be interrupted
automatically, forcing the respondent to restart the procedure. Only the user (licensed
psychologist) responsible for sending the invitation will have access to the result, which
will be available in the web immediately after the conclusion of the inventory by the
respondent.
Target population
The HumanGuide Test can be answered by any person, regardless of gender and
age, as long as he/she has started High School and is familiar to the use of computers.
The studies with the tool focused on people with ages ranging from 18 to 60 years,
including university students, people who finished High School, in addition to
professionals with university and post graduation degrees.
75
Material for test application
To apply the test, it is necessary to have a computer with Internet access,
preferably broadband. The PersonProfile questionnaire consists of nine screens in the
internet. The software to compute the answers is located in the HumanGuide system.
Instructions
The test is performed individually through an electronic invitation, via email, sent
by the psychologist responsible for the assessment. The invitation contains an access
key to the online page, which gives access to the instructions for the test. The test
instructions are simple, in written form and will be visible whenever the electronic
invitation is accepted. The respondent must fill out his/her personal information form
before starting the test. He/she will have 20 minutes maximum to choose on the nine
screens the phrases that best and least describe him/her.
The questions are presented in nine successive screens. Each alternative answer
corresponds to a factor or a drive need, according to Szondi’s theory (1972), totaling 72
affirmative sentences in the simple present. The instructions on top of each electronic
page explain how to answer the questionnaire. The respondent must take a stand for
each statement, by means of making a forced choice and necessarily choosing four
positive sentences (YES), two negative sentences (NO) and ignoring two sentences
(BLANK). In case the respondent clicks one option too many or one option too few,
he/she will receive a message informing the error and asking him/her to review his/her
answers. At the end of the ninth page, a “send” button will appear. When the respondent
hits the “send” button, the test page is closed and the data start to be electronically
processed in the operations center of the system.
76
Result calculation
The assessment of the test result and the conversion of the data base of the
answers in a graphic profile are made electronically through application software
installed in the system. This application adds up the “YES” and “NO” answers
attributed to the items of each factor. Immediately after the answers are sent by the
respondent, the person responsible for the interpretation of the test (licensed
psychologist responsible for sending the electronic invitation to the respondent) has
access to a page that allows him/her to verify if the test was concluded. All the accesses,
the psychologist’s and the respondent’s, are electronic and automatic, and the data are
totally confidential. The database is converted electronically into graphs upon a specific
command and converted into a closed file, i.e. it is not subject to violation or alteration.
Access to the electronic database and result transference
By accessing the specific page on the Internet and logging in, the licensed
professional (user) has access to the test result. The result is obtained electronically
from the sum of the respondent’s choices, attributing one (1) positive point to positive
(YES) or typical choices (YES), one (1) negative point to the negative (NO) or atypical
choices and zero (0) to the blank answers (NEUTRAL) or indifferent for each factor.
The result appears under three formats: 1) Analytical Report of the PersonProfile
which consists of a bar chart (see examples ahead), resulting from the sum of the
positive (YES) and the negative (NO) choices of the respondent for each factor, together
with a descriptive synthesis of the main tendencies on the right side; 2) Synthetic
Report, which illustrates the PersonProfile through graphic icons; 3) Descriptive Report
as an editable text which describes the characteristics of the respondent, starting with
the predominant factors (typical), until it comes to the less present factors (atypical).
77
There is space for writing a conclusion, which is the responsibility of the professional in
charge of the assessment (user).
Interpretation of the PersonProfile
The interpretation of the PersonProfile, the result of the test, is totally supported
by the theoretical assumptions of Szondi (Achtnich, 1991; Borg, 2001, 2005; Deri,
1949; Gayral, 2006; Lekeuche & Mélon, 1990; Szondi, 1965/1987, 1963/1998, 1972).
As it is an ipsative test, it only permits the apprehension of the intrapersonal differences
in relation to the eight factors, not allowing interpersonal comparisons in the sense of
more or less intense, best or worst, but only emphasizing intrapersonal differences
regarding the motivational factors. Therefore, it is not possible to establish normative
values. The analysis of the profile should mainly consider the intensity and the valence
of the factors, one in relation to the others.
The Analytical Profile of the PersonProfile is constituted of a chart with horizontal
bars with eight lines of different colors. Each line or color corresponds to a factor or
drive need. In the center of the chart there is a vertical line that corresponds to zero
valence. The field to the right of the central line is denominated typical. There the
predominant factors or determinants of the positive choices (YES) are represented. In
the atypical field, to the left of the central line or zero valence, the factors that
determine the negative choices (NO) are represented. The factors whose bars are in the
typical field express the usual behavior of the respondent. This s means that, whenever
there is an opportunity to search for the satisfaction of the correspondent need to this
factor, most probably the respondent will do it. The factors that obtained the negative
valence occupy the atypical field and represent the factors with less probability to
determine the actions and the choices of the respondent. Thus, when the bigger bar is on
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the right side, it typically, means that there is a strong need for this factor and that the
individual will present the corresponding behaviors whenever he/she has the
opportunity to do so. The opposite happens when the bar tends to the left side. In this
case, it is unlikely that the individual will present the corresponding behavior.
If a bar appears at the same time on the typical and atypical fields, there is
ambivalence in relation to the corresponding factor. This means that the individual is
ambivalent regarding this specific need, which makes him/her sometimes express this
need and sometimes not. For example, if this happens in the Power factor, it may be
that sometimes the respondent takes responsibility upon him/her and sometimes simply
“lets it be”.
When there is almost no presence of a certain factor in the graph, i.e., when the
bar is too small or inexistent in a determined factor, it means that it received neutral
valence in the choices made. Such situation expresses that this factor neither determines
the choices of the individual nor represents an aversive aspect for him/her. Such result
can be interpreted as a great probability that the individual will not make efforts in the
sense of trying to satisfy this need, and won’t avoid situations in which these aspects
need to be confronted. Probably he/she is able to express the behaviors associated to this
factor whenever requested or necessary, knowing how to deal well with the
corresponding situations, however without making them the focus of his/her interests.
The neutral factor can be considered an accessory factor as an additional internal
resource to which one appeals when all the possibilities represented by the usual
behaviors, the typical factors, have been exhausted.
A color was attributed to each factor: Sensibility is represented by the orange color;
Power represented by gray; Quality is represented by green; Exposure is represented by
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magenta; Structure is represented by blue; Imagination is represented by yellow;
Stability is represented by brown and Contacts is represented by red.
On the right side of the graph there is also a brief description of the characteristics
of the respondent according to the achieved result. On the left side of each bar there is
an icon in the correspondent color of each factor, representing its valence and intensity:
A large square filled with the color of a determined factor: predominant
typical factor. The result of the sum of the answers is above five.
One small square filled with the color of the factor in the center of the
large white square: typical moderate factor. The result of the sum of YES and NO
answers is between two and below four.
Two small squares, side by side, one filled with the collor of the factor
and the other one in white, inside a large white square: ambivalent factor, the result of
the sum of the answers varies from -1 to +1, without clear definition of tendency. The
bar is balanced between the two fields: typical and atypical.
One totally white square, with the frame in the color of the factor: neutral
factor, the result of practically absence of YES and NO choices of this factor, indicating
indifference or neutrality in relation to it.
Large square of a certain color with a white square in the center, as if it
were hollow: atypical factor, the majority corresponding answers to this
factor were NO.
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Nuclear factors: the external color corresponds to the strongest typical
factor, and the color in the center of the square represents the second strongest factor of
the respondent’s profile. The combination of these factors represents the main
characteristics of the respondent.
These icons appear again in the Synthetic Profile, paired vertically, according to
the drive vectors of Szondi’s theory. The four factors in the upper part are the triggers of
the behavior: Power, Exposure, Imagination and Contacts. The four factors in the lower
part are the inhibitors or restrainers of the behavior: Sensibility, Quality, Structure and
Stability. When analyzing the Synthetic Profile, one should consider not only the
intensity with which each factor appears in it, but also check if the typical factors are
predominantly triggers or inhibitors of the behavior. The same has to be done in relation
to the atypical factors.
To interpret the PersonProfile, it is necessary to consider, first, the predominant
and moderate typical factors as well as the atypical ones. Afterwards, the ambivalent
and neutral factors are analyzed. At last, the analyzed aspects are integrated, reflecting,
dynamically, the power game of the different drives in the respondent’s personality.
The Meaning of HumanGuide Factors
Sensibility
This factor is ruled by the feminine principle of passive receptivity. The main
need is to establish interpersonal contacts marked by the physical and psychological
proximity. It is represented by the tactile sensibility, by the need to touch and to be
touched by people and its symbol is the skin. The skin, which is soft, supple and
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sensible to touch, absorbs the contact and establishes the physical limit between the
other and the “I”. This adaptation to the external pressure is characterized by the
receptivity to the other, by the empathy and the availability to answer, accept and adapt
to his/her needs and requests. The orientation of the behavior is in the sense of
harmonizing the relationship, to feel and anticipate the needs, to get involved and be
influenced by the surrouding atmosphere. Professional activities, which allow the
satisfaction of the Sensibility factor are in internal or external services and consultancy
areas, as well as activities in which a close or intimate relationship with the other is
established, as clinical area, teaching and body and facial aesthetics.
When it is the main or typical factor, it expresses a very sensitive and empathetic
person. The stressing of this factor makes the individual available, helpful and
adaptable, as he/she has a great need to capture and satisfy the needs of other people. As
he/she is very sensitive and warm-hearted, he/she likes to be close to people,
establishing a warm relationship with them. He/she knows how to easily capture the
feelings and the desires of the people around him/her and is happy when he/she can
assist them. Courtesy and diplomacy are important internal resources to perform well.
He/she seeks to harmonize the relationships or to absorb any form of impact, thus,
minimizing it. This characteristic makes it easy for the person to act in the context of
providing services, as in consultancy and customer’s service, when he/she can and has
to anticipate the customer’s needs in order to assist them well.
In case this is the less typical factor, it is a person that does not like to be in a
receptive and passive position, tied to the needs and to the peculiarities of others. With
little internal availability to adapt to the other, he/she usually waits others to adapt to
him/her. In general, he/she is driven by own needs, tending to get impatient with other
people. He/she does not like activities linked to services or that demand refined courtesy
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and diplomacy. He/she can present egocentric tendency and can be cold and distant,
avoiding intimate situations and physical and psychological closeness.
Power
The Power factor is ruled by the masculine principle of aggression, domination
and imposition in the sense of seeking to transform the reality. The main inherent need
of this factor is to use physical force or instruments with power to transform the reality
or that permit overcoming obstacles. Its symbol is strong and resistant materials, as the
stone and the steel, which require the use of instruments with destroying and cutting
power to be transformed. To attack, overcome, dominate, rupture, fight, win as well as
demolish, perforate and flatten represent the actions performed by individuals driven by
the Power factor. Professional activities as law, civil construction, geology, mining,
surgical medicine, dentistry, military area and marketing, activities that require physical
force and resistance as veterinary medicine, mechanical production, agricultural area
and competitive sports or sports that require self overcoming or the use of physical force
constitute possibilities of satisfaction of this factor.
The accentuation of Power, i.e., when the corresponding bar to this factor is
directed to the right side (typical), the respondent is a very determined person with need
to transform the reality around him/her and to overcome the obstacles that interfere in
achieving his/her objectives. He/she is generally very active and fast, presenting
assertive and affirmative behavior in seeking results. Likewise, he/she tends to be very
incisive in his/her positions, and can eventually become rude, imposing and
authoritative. As he/she has a lot of physical energy, he/she presents good tolerance to
stress, feeling especially well when challenged. He/she appreciates competitive contexts
and activities where there is the need to be authoritative, to overcome conflicts and
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obstacles. The objective is to act on reality, leave a mark, open paths, take the initiative
and conquer spaces.
If it appears as a non-typical factor in the profile, the respondent usually avoids
conflict situations and direct confrontation with a tendency to take a more passive and
reactive position, acting according to the environment. He/she does not feel attracted by
activities that require the overcoming of obstacles in order to achieve his/her objectives
or in which he/she has to face situations of conflict and has to have a stricter and
imposing attitude. Regarding conflict situations, he/she can transfer or give up his/her
objective, by quitting and leaving space for the other. Instead of transforming the
reality, he/she prefers to transform him/herself to adapt to it, by taking an attitude in
accordance with the environment. This person presents low responsiveness and can be
slower and hesitant, depending on the external impulses and incentives.
Quality
The Quality factor is ruled by the ethical sense, which is based on preservation
and respect for life in general. The main need is to make the difference to people’s life
and society, taking responsibility and willing to offer help and assistance. The person
tries to ensure the quality in what he/she does fearing the negative consequences of
his/her own acts. Reliability is his/her main characteristic. This factor exerts control
over the behavior restraining it by the feeling of guilt. It is, therefore, associated to the
psychoanalytic concept of Superego. Professional activities, directed to the community
and that require responsibility, satisfy the Quality factor, such as health, education,
human development, environment and all forms of volunteer services in general.
In the case Quality is a determinant factor of the respondent’s choices the
corresponding bar is marked on the right side of the chart (typical). It refers to a very
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responsible and solicitous person, who needs to feel useful to the people around him/her
or to contribute positively to the society. He/she has a high sense of duty and of justice,
and is willing to help people who need any type of assistance, be it in health, education
or training issues. He/she takes pleasure in helping, taking care and guiding people,
protecting the life and fomenting their growth. Therefore, quite often, his/her own
needs are pushed aside and he/she has difficulty to express aggression. In general,
he/she tends to establish a relation of dependence with people, becoming, therefore,
linked to them because of their strong sense of responsibility as he/she wishes to
corresponte to the trust deposited in him/her. He/she is identified with socially relevant
activities in the areas of health, education and environment, as well as with activities in
the third sector. We frequently find volunteers among the respondents with strong
presence of the Quality factor in their profile, because working as a volunteer represents
a real possibility of satisfaction of this drive need. Likewise, they are interested in
outdoor activities or activities related to the nature.
When the factor appears as non-typical in the profile, it reveals a strong need of
autonomy and independence avoiding situations where he/she has to deal with problems
or difficulties of others. In general, he/she appreciates dynamic and bustling situations,
which favor movement and displacement. He/she appreciates the lack of routine and
activities that involve risks, feeling good when experiencing the discharge of adrenaline.
He/she does not feel the need to work for the community or to get involved in social
issues, such as acting in neighborhood associations or in any movement of social or
political nature. If forced to do it, this person can feel angry and tense, agitated and
restless, with a tendency to have outbreaks of rage with reactions of “the last straw”
type.
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Exposure
The Exposure factor is ruled by the moral sense, by social codes and by mores.
The need represented by this factor is to belong to the group, to be seen and accepted by
the community, to be recognized and admired by the other. The action is determined by
the need to expose and show, and has the aesthetic sense as a main element. Shame or
fear of bad reputation or of being ridiculous control this behavior. This factor exposes
different aspects related to the survival, such as the social mimicry, i.e. the adoption of
codes, clothes and behavior dominant in the environment or in the social group as a way
of being accepted and a sense of belonging to it. Another characteristic is related to how
careful a person is when it comes to how he/she is perceived by the others in threatening
situations in which he/she tries to look stronger than he/she really is, similar to a dog
that bristles its hair and shows its teeth or pretends to be dead in an attempt to escape an
attack. This factor also expresses the see-show polarity, as far as whoever is exhibiting
him/herself will have necessarily a spectator, a public before him/her. In general, the
others’ expectations constitute the central element in determining the person’s choices.
The need to expose and to show can be directly satisfied when the person occupies a
prominent position and, indirectly, when he/she is dealing with the aesthetic element or
is using resources that outstand or value the object of work. Professional activities that
deal with the image, external expectations, aesthetic sense and that require personal
exposure allow the satisfaction of this factor, such as publicity, marketing, training,
teaching, decoration, architecture, law, politics and arts.
When Exposure is the main or typical factor, it refers to a vain individual with a
great need to show off and to appear. For him/her it is very important to have the
possibility of exposing what he/she does thus, obtaining the recognition of the other
people. The impact this person makes on people and the impression he/she leaves on
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them are very important factors. He/she likes to deal with things related to the public,
using work tools that favor the disclosure and the acceptance of his/her production by
this public. He/she is attracted by glamorous, beautiful work environments, which favor
the personal exposure and/or of his/her activity. It also suggests a strong presence of a
behavior guided by social desirability. Saying no to the others can be difficult so, when
it’s impossible to predict reactions and due to his/her fear of displeasing people, he/she
may adopt an ambiguous posture. If this is not a typical factor, it reveals a reserved,
modest and discreet individual who does not like to expose and present him/herself and
avoids situations that put him/her in evidence, directly or indirectly. In general, he/she
prefers a more internal job that does not appear, because he/she avoids putting emphasis
on him/her. He/she may seem shy with a certain difficulty to deal with other people’s
expectations and to present his/her abilities and capacities. This may represent an
obstacle to the achievement of objectives as far as he/she may not be recognized for
what he/she does, does not expose ideas, competences and abilities, preferring to be on
the side-scenes of the events.
Structure
The Structure factor corresponds to the rational principle, the sense of reality.
The need expressed by this factor is to have control on the environment and on oneself,
collecting data, measuring, analyzing and assessing the situations, comparing and
classifying them. He/she tries to fit to the limits of the reality represented by the norms,
rules, parameters and procedures. This factor limits the Ego as far as it represents a form
of constriction for his/her need of expansion. The Structure factor can be canalized
through natural sciences, as the interest of the application of technology, administration,
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legislation, statistics, calculation, planning, logistics, activities that require a high level
of accuracy and concentrated attention among others.
When it is the main factor or the most typical one, it is about a person that
outstands by the need to have control upon reality and to achieve something concrete,
verifiable and subject to review. He/she is objective, exact and detailed and feels
attracted by activities where he/she can assess, monitor and check, aiming at not making
mistakes. For this, he/she uses precision instruments and technological resources as
calculators, computers and devices of any type. For individuals with strong presence of
this factor, it is important to assort clearly predefined parameters and specifications in
order to feel safe regarding the objective of the assignment. He/she appreciates the
safety of what is foreseeable and controllable with the need to deal with facts.
Disciplined, methodical and systematic, he/she sticks to the assignments he/she
receives, focusing his/her attention to the established objectives and targets.
In case this is a non-typical factor, the individual is little inclined to control and
checking activities, revealing to have little affinity with what is technical, economical,
detailed and exact. When solving problems, he/she tends to be little rational and
objective, demonstrating to be more emotional and subjective. In general, he/she is not
concerned about the establishment of goals and plans. He/she has a natural difficulty to
accept limits and to handle with authority figure or strongly hierarchical work
structures. The absence of this factor suggests a strong need of autonomy and
independence with a tendency to dream about having his/her own business allowing
him/her to have their own schedule and to develop things in his/her own way. In
general, he/she has very little tolerance to being monitored, controlled, supervised and
charged by other people as it happens in very hierarchical professional environments.
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Imagination
The Imagination factor expresses the need of expansion and of dealing with
what is intangible. It represents the irrational, subjective and intuitive principle, which is
expressed in activities that require imagination and creativity. The need is to deal with
what is new by discovering, researching, studying, creating and developing new things.
The imponderable, the dream and the faraway characterize this factor, with no
commitment to concrete and objective reality. However, this factor is frequently paired
with the Structure factor, constituting, thus, the base of the scientific thought as far as it
allows the making of hypothesis which must be checked through rational, controlled
and standards procedures. Professional activities which demand lots of reading,
abstraction and interpretation of the reality allow the satisfaction of the Imagination
factor, such as academic research and diagnostic activities, research and development
area, strategic planning, knowledge management, artistic and intellectual activities,
futurology and esoterism.
When the Imagination factor is the main one, it means that the individual is a
creative person, with the need to deal with new things. He/she is very ambitious and has
the need of intellectual development, likes to get deep into the issues searching
perfection and the absolute. His/her interest for the new leads him/her to activities that
allow the development of projects, interpretation of reality, thinking about the future
and solving of problems within a systemic approach. Because he/she is intuitive, he/she
searches for new solutions for the problems he/she faces, integrating imagination in the
elaboration of his/her hypothesis. The motivation comes from his/her ideas, so that he
tries to somehow demonstrate them and with this, influence the environment through
them.
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When the Imagination factor is not typical, it reveals a person with a tendency to
skepticism, who prefers to deal with practical and objective things, where everything is
foreseen and determined. He/she does not appreciate the study or any activity that
requests imagination or intellectual work. The learning and the acquisition of
knowledge are directed to the utilitarian, rejecting the intellectual and speculative field.
In general, he/she prefers professional activities where there is no need to conceive
projects or to solve complex problems.
Stability
The Stability factor is characterized by the matter, which keeps its essence with
time. It is associated to Lavoisier’s law, according to which “nothing is lost, nothing is
created, and everything is transformed”. The main need that corresponds to this factor is
to keep the stability in life by getting attached and maintaining the links and objects. In
this sense, activities linked to the material, to the past and to possession, to what is
organic, chemical, historical or financial are attractive because they make it possible to
get back to the past, to the origin of things thus, recovering what has gone by collecting
samples, fragments, records and documents.
In psychoanalysis, this factor corresponds to the anality, to the need to retain or
release, to get attached or to get detached, to get back to the old objects or to look for
new objects. It expresses the need to have direct contact with the work object, to
perform activities whose results are expressed in quantity, which demand affinity with
cyclical and routine activities, as well as an interest in possession and money.
Operational activities or activities linked to the past and the accumulation of assets or
information as production, agronomy, history, archeology, genetics, paleontology,
geology, antiquity, finances, accounting and preservation, as cleaning, restoration,
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maintenance and refurbishing, favor the satisfaction of this factor. Leisure activities,
such as gardening, ceramics, mosaic, numismatics, philately and collections in general,
study of genealogy and history of art, also satisfy the Stability factor.
When this is the main factor, the individual expresses the need to deal with
concrete and touchable things, to put the hands-on. He/she is gifted with a strong
practical sense, and his/her work is based on routine and simpler activities. Quite stable
and constant in what he/she does, he/she needs to continue what is started, with a longterm view and patience to perform assignments whose results can take a long time to be
achieved, as it is the case of the research activities in the medical or biotechnological
area. He/she is conservative and much attached to tradition, with a certain difficulty to
deal with losses of any type or to get rid of what is known and is part of the daily life.
He/she feels safe in performing routine and repetitive activities that result in something
touchable and long-lasting. The accentuation of this factor confers characteristics
associated to rigidity, stinginess and nostalgia.
In case this is a non-typical factor, it refers to a quite flexible and open to change
person who deals well with losses and prefers short-term objectives. He/she does not
feel the need to have direct contact with his/her object of work, revealing to be little
concrete and pragmatic. In general, this person prefers to deal with the abstraction of the
reality, with the world of ideas, mainly when the negative polarity of this factor is
paired with the positive polarity of the Imagination factor. He/she does not like to put
the hands-on or to perform repetitive operational activities, as filing, documentation and
serial production with a tendency for immediacy. He/she reveals relative superficiality
and little concern with the maintenance and economy of resources. Thus, he/she seems
instable and flexible and can be seen by the others as a “flash in the pan”.
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Contacts
The Contacts factor corresponds to orality, as far as it aims at the contact with
other people and the appreciation of the good things in life through the search of oral
satisfaction, communication and food. This factor represents sociability, the need to
have contact with many people, communicating intensively with them. As the first
contact with the world is of oral nature, it expresses the establishment of contact with
the external world, the search for the support of people, the dependence of the other or
of the group. The Contacts factor is associated to optimism, lightness in interpersonal
relationships, gregarious manner and to sense of humor.
He/she can be satisfied
professionally through collective activities or activities regarding food, strongly
supported on oral communication and on the team work, as activities in the commerce
and communication context in general: sales, business, journalism, public relations,
theater, radio, singing career, gastronomy, nutrition, speech therapy, hotel business,
telemarketing, law, teaching and business administration, to mention some examples.
When the Contacts factor is the main one, it means that the individual is very
sociable, talkative and communicative with the need to have contact with many people
and to work in a team. In general, communication and negotiation are the main
resources through which he/she conquers collaborators for his/her projects, by exposing
his/her ideas, negotiating or practicing participative leadership. He/she has a great need
to be accepted by people, and may - eventually - be tense, when he/she feels rejected by
them. He/she appreciates informal work environments and organizational cultures based
on the consensus and on the collective production. The discharge of tension tends to
occur orally as through food, beverage, smoking, talking too much and biting
fingernails among others.
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When this is the non-typical factor, communication and the oral language do not
correspond to his/her interests and do not constitute the work tool most frequently used,
although he/she may appreciate the company of people to satisfy the emotional needs
(Sensibility), to expose his/her work (Exposure), or to feel useful (Quality). In general,
he/she prefers environments with few people and activities where he/she can work
alone, without having to talk, to exchange ideas or to negotiate positions. He/she tends
to be concise or to remain silent, assuming the posture of listener, mainly when the
Contacts factor is paired with the Sensibility and Structure factors. He/she is usually
quieter, limiting his/her statements to the bare essential.
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Examples of profiles and
interpretation
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D.R.
Analytical PersonProfile
Syntetic PersonProfile
(MiniProfile)
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D. R. – Male, degree in Accounting and Business Administration, 40 years old,
applying for the Financial Coordination position.
.
Qualitative analysis
D. is a person who outstands for the stability and constancy, by the need to keep,
maintain and document processes. He is attracted to the possibility of dealing with
concrete and touchable things, thus, expressing a strong practical sense. He usually sees
the routine and the simplest activities as the base of his activity, and is available to put
the hands-on and to redo the work as many times as necessary. As he needs to continue
to do whatever he started, it is difficult for him to get detached from what he does. This
adhesive quality makes him a bit slow sometime as he does not abandon the issue or the
assignment until it is not finished, hindering the prioritization process of assignments.
As he is conservative and much attached to tradition, he has some difficulty to deal with
losses of any kind or to get rid of something that is already known and is part of his
daily life.
At the same time, he demonstrates to be responsible and reliable, with the need
to correspond to the trust invested in him. D. searches for an activity that allows him to
contribute with the community, if possible, individually, guiding workmates and
supporting them whenever they need. His availability to take responsibilities and to
engage himself on issues of social nature is an important internal resource. Thus, the
work environment must favor the succession of social objectives and the use of
resources for the benefit of all.
D. is also a sensitive and affectionate person who is available to assist and serve
people. He likes to satisfy his needs by adapting himself to them. He appreciates
advisory and service activities both internally and externally. Ability in handling people
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and objects is a valuable internal resource making him/her a patient and tolerant person.
However, he does not like to be in a passive position, dependent on others and prefers to
guide himself according to targets and the resolution of significant problems.
He is moderately determined and active with availability to overcome obstacles
and to achieve his objectives. He likes to manipulate the reality actively and to mold it
to his needs, however with no aggression as he has a strong sense of ethics and empathy
capacity. Thus, D. is not characterized by the need of self-reassurance and imposition,
but by a relative capacity of initiative.
D. has expressed moderate attraction to more intellectual and creative activities
with an internal desire to research and deal with new things, although he does not look
for them. The intellectual work is faced naturally. Creativity and imagination appear as
secondary elements, as interest in the research of the origin of things and in innovation.
Somewhat opposed to more technical, economical and exact activities, D. avoids
more systematic activities that involve calculation or that strongly use precision
equipment or instruments. He likes to work with autonomy and freedom, creating and
defining parameters, without necessarily becoming linked to rules and external
guidelines. He likes to work with precision and concentration, making observations and
analysis and he does it because of his sense of responsibility and not because of a need
to establish control over reality.
D. is modest and discreet, with no need to expose him and show off, avoiding
situations that put him in evidence, directly or indirectly. With a preference for more
internal work, where he does not appear, he avoids emphasizing himself. Sometimes he
may seem shy or with difficulties to deal with the expectations of others or to present
his abilities and capacities.
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Likewise, D. does not have communication and oral language as his work
instrument although he appreciates the company of people. In general, he prefers
environments with few people and activities where he can work alone with no need to
talk, exchange ideas or negotiate positions. He tends to be concise or to remain silent,
assuming the posture of listener.
Synthesis of the main tendencies
D. is a person with a more conservative and careful profile, who contemplates
the issues for a long time and the impact that the decisions and/or actions will have on
people. He tends to remain linked to what is known, avoiding changes and risks, which
can be interpreted as prudence or hesitation. He appreciates routines and familiar
situations, getting attached to assignments as well as people with whom he is in familiar
terms. He is a person with habits, with the need to attend familiar environments and to
perform familiar activities. He prefers the individual work when he can perform in his
own pace and achieve the quality he desires.
In general, D. is a conscientious, calm, discreet and reserved person who
appreciates routine, cyclical and methodical work. As he searches for the safety of what
is known and stable, when he goes through situations of change, he tries to recover the
lost stability fast. He does not like to take risks or to impose and prefers to develop
preventive, maintenance and preservation activities. At the same time, he is attracted to
what is new, with the need to undertake something, which he not always does. He is
persistent and perseverant, but not disciplined and determined. He appreciates activities
of documentation with a tendency to keep everything, however not always in an
organized and systematic manner.
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Conclusion
The analysis of the profile reveals a strong presence of the Stability factor, a very
demanded aspect in the financial accounting area, as far as he needs to perform routine
and cyclical activities (daily, weekly, monthly, semi-annually, annually) of data
collection, checking and consolidation, issuance of the monthly and annual balance
sheet, filing of documents and finding of financial background. The main objective of
this activity is to keep the financial stability and, if possible, generate profit through
financial investment and the accumulation of material resources. The strong sense of
responsibility present in his profile coincides with the demand of the position, because
false or superficial information can have terrible consequences.
However, we can observe that there is little presence of the Structure factor,
which makes D. a person less accustomed to controlling and checking activities with
little planning and sense of organization. This characteristic can make it more difficult
for him to adapt to more technical activities, which demand a strong sense of
organization, as well as the use of computer programs with electronic spreadsheets.
D.’s profile reveals affinity to bureaucratic and great responsibility assignments, with
individual fulfillment, driving and giving continuity to operational processes, as data
consolidation and information and document filing.
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F.B.D.L.
Analytical PersonProfile
Syntetic PersonProfile
(MiniProfile)
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F. B. D. L.- Male, 19 years old, degree in Production Engineering, applying for a
position as trainee in an international training program.
Qualitative analysis
F. is very sociable, talkative and communicative. He needs to have contact with
many people and to work in a team. Communication and negotiation are his main
resources, by which he conquers collaborators for his projects, exposing his ideas,
negotiating and exercising leadership. He presents a great need to be accepted by the
workmates and gets tense when he feels rejected by them.
At the same time, he reveals curiosity and creativity. He is very ambitious and
has the need for developing. He likes to learn and discover new things, implement
projects as well as create concepts. Intuitive, he searches for solutions to the problems
he faces by using the imagination to develop hypotheses. As good part of the motivation
comes from his ideas, F. presents a great wish to express them, influencing the
environment with such ideas.
Quite flexible and open to changes, F. has good capacity to deal with losses and
prefers short-term objectives. He does need to have direct contact with his work object,
revealing himself little concrete and pragmatic. He prefers to deal with the abstraction
of reality, with the world of ideas instead of putting his hands-on. He has no affinity
with topics linked to the past or to the origin of things and he can disregard or may not
use what was already there. Likewise, he has no affinity with bureaucratic, routine,
cyclical, operational activities or activities associated with the financial context.
F. is a moderately vain person who needs to feel accepted and admired by
people. He takes care of his own image, revealing to be attentive to the expectations of
others. He likes to expose and show the product of his work in order to obtain the
101
external recognition through it. Likewise, he likes to deal with what is visible and with
the aesthetic element.
He presents moderate need to assume responsibility or to give a positive
contribution to those around him. Although he is available to help others and get
engaged in actions where people can depend on him, this does not constitute the focus
of his interest. In general, he is more theoretically concerned with these issues, with a
tendency to not get into details and not put emphasis on the quality of what he does. He
is characterized by his superficiality, is little conscientious and meticulous.
F. is determined and active, able to overcome obstacles to achieve his objectives.
He needs to manipulate the reality actively by transforming it with effort and energy.
However, he is able to control his own aggression through his ethic sense, capacity of
empathy and need to be accepted and admired by people. Thus, F. is not characterized
by the wish of self-reassurance and imposition, although he is an active person,
determined to transform the reality through his ideas.
Sensitive and affectionate, F. presents the capacity of empathy and availability to
adapt himself to the demands of other people. He is helpful and dedicated and
appreciates the closeness to people and work environments, which allow him to express
his affection. He is available to provide services or to act in the context of customer
service.
He is less oriented to control and checking activities, with little affinity with
what is technical, economical, detailed and exact. He likes to solve problems by
supporting himself in his creativity and intuition thus, being less rational and objective.
In general, he seems more impulsive and with little planning, which can make it
difficult for his ideas to come true.
102
Synthesis of the main tendencies
F. is a person whose profile is more directed to the commercial activity, which
allows him to contact many people, with the objective of exposing his ideas and
conquering support to put them into practice. He is a very sociable person,
communicative, spontaneous and easy to build relationships with.
In general, he
identifies very little with technical and operational activities, soon losing interest when
the assignment demands patience, attention to details and perseverance. However, he is
an active and determined person, driven by his own ideas and by the need to know or
create new things. His inconstancy and lack of stability can make him “reinvent the
wheel”, generating waste of already existing resources.
The association of the predominant factors in his profile suggests that F. feels
strongly attracted by the opportunity to meet new people with the possible easiness to
learn new languages and to adopt new behavior codes as a form of adaptation to people
and a way to be accepted and valued by them. However, he lacks discipline, constancy
and establishment of goals and he can be seduced by external expectations or by the
present moment. Likewise, he can miss the sight of the empirical checking of his
hypotheses, which can make it hard for him to assess the viability study of his projects.
Conclusion
His profile suggests relative immaturity, due to the little presence of constancy
and discipline, associated to the strong presence of imagination and attraction to the
new, which can be seen as a result of chance and luck. His profile is more directed to
the commercial or marketing area, with special interest in strategic planning. Although
he is studying Production Engineering, his interest is, probably, more on humanities.
103
L.C.P.
Analytical PersonProfile
Syntetic PersonProfile
(MiniProfile)
104
L. C. P. – Female, 29 years old, degree in Psychology, applying for Human Resources
Supervision position.
Qualitative analysis
L. is a very rational and objective person who needs to deal with concrete things,
empirically provable and subject to checking, measuring and control. She is
perfectionist, methodical and systematical. She appreciates the exact work, attaining to
the norms and procedures. She needs to produce something concrete, from the reality.
She is committed to the task, works according to plans and principles, with a well clear
goal. She does not like to be aimless or digressing, and prefers to work with goals and
be in control and command of the situation. Her need to control makes her appreciate
supervision, assessment and monitoring activities.
L. searches an activity in the wider social context, by which she can contribute
to society. She prefers to direct her efforts to groups instead of working with
individuals, which would demand a relationship of direct assistance. She searches an
activity that is dynamic and of responsibility at the same time, where she feels she will
make the difference. Her availability to take responsibilities and to be engaged in issues
of social nature is an important internal resource in developing her work. She likes to
correspond to the trust deposited in her, revealing a critical and demanding personality,
with herself as well as with other people.
At the same time, L. is a very determined person who searches to transform the
reality around her and to overcome the obstacles to achieve her goals. Active and fast,
she presents an assertive and positive behavior. At times, she can be quite incisive and
direct in her statements, being perceived by other people as cold, tough, impatient, and
authoritative. She has much physical energy with good tolerance to stress.
105
Communicative, L. needs to be in contact with many people. Sociable and
informal, she is optimistic with a good sense of humor, open to negotiation and
exchange of ideas. She appreciates teamwork and favors informality in the work
environment. In general, she likes to exercise functional leadership, dividing tasks and
coordinating actions, however looking for group consensus.
L. is available to perform activities in the service context, where she can
establish a relationship with internal or external customers, aiming at their satisfaction.
She likes to assist and serve people, trying to provide what they need. She is tactfull
dealing with people or objects, and this represents an additional and valuable work tool
to moderate her aggression and impatience. However, she does not like to be in a
passive position and dependent on others. She prefers to be guided by targets and to
solve significant problems.
With a strong expansion need, L. is creative and is attracted to the possibility of
creating and developing new things, implementing new projects, developing new
concepts or searching alternative solutions for the problems she is faced with. As she
tries to expose her motivation results, in great part, from her ideas, to other people, she
exercises her influence on them. Deep and introspective, she is also concerned with
abstract and philosophical issues.
L. needs to expose herself and to present her ideas, looking for the personal
recognition through the intellectual and creative work. However, she does not invest in
actions which will promote and value her personally, in an ambivalent attitude
regarding the way she deals with the expectations of others towards her. Thus, on the
one hand, she searches the approval of people, but on the other hand she does not invest
directly in the disclosure and acceptance of what she does, remaining, many times, in
the side-scenes of her own achievements. In general, she tends to be more discreet.
106
Quite flexible and open to changes, L. prefers to deal with short-term objectives.
She does not feel the need to have direct contact with her work object, revealing being
little concrete and pragmatic. She does not appreciate operational, bureaucratic, routine
and cyclical activities or activities, which are directed to documentation, preservation
and maintenance of what already exists.
In general, she prefers to deal with the
abstraction of reality, with the world of ideas. Her sense of reality is linked to the
possibility to measure and verify empirically instead of documenting or dealing with
what is touchable and long-lasting.
Synthesis of the main tendencies
L. is a person who stands out by her effort and commitment with the task,
strongly oriented to concrete and significant results. She has a strong sense of
responsibility with the need to correspond to the trust invested in her. For her it is
fundamental to carry out something significant and within the established parameters,
specifications and terms. Quite oriented to objectives and committed to the quality of
her work, she becomes a demanding and critical person who tends to be unsatisfied with
the level of quality achieved and with the speed of the action. She may be perfectionist
and detail-oriented.
With lots of energy, L. is a restless and active person with a tendency to get
impatient with the work pace of others. She tends to give an accelerated pace to her
work environment, establishing guidelines and demanding answers and actions. She
likes to work in a team, feeling comfortable in the leading position. She is organized,
disciplined and committed, what makes her be available to forward guidelines in a clear
and systematic manner and to help her workmates. She likes to feel useful and to
perform something useful, too. In general, L. does not like to be in a passive and
107
reactive position, linked to established practices or attached to the past. Her orientation
is essentially towards future and towards the assignment, appreciating planning and
coordination activities with the need to implement projects.
Conclusion
The profile analysis reveals strong presence of Quality, Structure and
Imagination factors, critical aspects for the performance of HR Coordinator function,
once her action must be directed to developing people in the work environment,
demanding to perform analyses, taking decisions supported by objective criteria,
planning actions and supervising people. The accentuation of the Power factor makes
her eventually impatient. However, given the strong presence of Sensibility, she is able
to keep control over her own impatience and impulsiveness when it comes to the needs
and peculiarities of other people. The weak presence of the Exposure factor reveals
affinity with activities in which she has to be in evidence, such as giving a lecture or a
training course. Therefore, the appointment of the job for L. seems to be adequate
because she will be able to develop coordination activities that request agility and
reliability, as well as availability to instruct, inform, correct and support people.
108
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About the author
Giselle Mueller-Roger Welter - CRP 06/18218
Psychologist, master degree in Psychology from Universidade São Francisco,
specialist in School and Educational Psychology and professional and career
advisor.
118
Analytical PersonProfile of D. R. – page 95
Sensibility
Sensitive and affectionate, with availability to assist and provide
services
Power
Good capacity to take initiative and assertiveness. Interest in
overcoming obstacles
Quality
Very demanding with himself and solidary. Very reliable. Strong
sense of responsibility
Exposure
Looks for people’s approval, but does not invest in the disclosure
and valuation of what he/she does
Structure
Relative indifference in relation to rational, technical, accurate
and exact activities
Imagination
Flexible, curious and open to new things, appreciates the study
and creative activities
Stability
Patient, pragmatic, long-term view, affinity with operational
activities
Contacts
Concise and shy, avoids collective activities and strongly
supported on oral communication
Atypical Typical
Analytical PersonProfile of F.B.D.L. – page 100
Sensibility
Sensitive and affectionate, with availability to assist and provide
services
Power
Good capacity to take initiative, assertiveness. Interest in
overcoming obstacles
Quality
Responsible and solicitous, likes to help, to take care of people
and to advise them
Exposure
Spontaneous and outward, has affinity with activities directed to
the public in general
Structure
Tendency to dispersion, avoids activities and environments with
many rules and disciplines
Imagination
Imaginative, intuitive and curious with much interest in research
and creative activities
Stability
Immediate, inconstant, unattached. Avoids routines, bureaucracy
and operational things
Contacts
Talkative, relaxed and very sociable. Affinity with commercial
and oral communication areas
Atypical Typical
119
Analytical PersonProfile of L.C.P. – page 104
Sensibility
Sensitive and affectionate, with availability to assist and provide
services
Power
Good capacity to take initiative and assertiveness. Interest in
overcoming obstacles
Quality
Responsible and solicitous, likes to help, to take care of people
and to advise them
Exposure
Looks for people’s approval, but does not invest in the disclosure
and valuation of what he/she does
Structure
Very methodical, systematic and objective, has strong need to
exercise control
Imagination
Flexible, curious and open to new things. Appreciates the study
and creative activities
Stability
Immediate, inconstant, unattached. Avoids routines, bureaucracy
and operational things
Contacts
Ambivalent, sometimes talkative and sociable, but sometimes is
alone or remains quite
Atypical Typical
120
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University of Kansas
Mehdi Riazi
Hamad Bin Khalifa University
Thomas L Webb
The University of Sheffield
Michael B Buchholz
International Psychoanalytic Berlin
