The Personality and Preference Inventory (PAPI) is a personality test which is used to determine a person's personality traits in the workplace. The questionnaire was designed to reveal a person's behaviours and preferences that may affect their suitability for a various vocations or specific vacant positions.[1] The test was originally designed by Max Kostick, Professor of Industrial Psychology at Boston State College, in the early 1960s. Since then, two versions of the test have been developed: the PAPI-I (Ipsative) for individuals and the PAPI-N (normative) for employers.[2] Although the tests are widely used, there is some scholarly debate over their accuracy and usefulness in comparing potential job candidates.[3][4]

References

  1. ↑ Thordur Vikingur Fridgeirsson. "INTERACTIVE RISK MAPPING FOR CONSTRUCTION." Proceedings of 5th Nordic Conference on Construction Economics and Organisation. Reykjavík, Iceland, 10-12 June 2009. PDF
  2. ↑ Ricky Jiandy, Yustinus Widya Wiratama, Seng Hansun. "Implementation of C4.5 and PAPI Kostick to Predict Students Potential as Organization Caretaker." International Journal of Information Technology, Computer Science and Open Source Vol.1, No.1, 2017
  3. ↑ Furnham, Adrian; Craig, Stephanie (1987). "Fakeability and correlates of the perception and preference inventory". Personality and Individual Differences. 8 (4): 459–470. doi:10.1016/0191-8869(87)90207-8. ISSN 0191-8869.
  4. ↑ Johnson, Charles E.; Wood, Robert; Blinkhorn, S. F. (June 1988). "Spuriouser and spuriouser: The use of ipsative personality tests". Journal of Occupational Psychology. 61 (2): 153–162. doi:10.1111/j.2044-8325.1988.tb00279.x. ISSN 0305-8107.
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