16 PERSONALITY FACTOR QUESTIONNAIRE

(16PF)

Presented by: Seema Choudhary

M.Phil. Clinical Psychology (1st year)
 Table of Contents
1. Introduction
 Historical Background
 Types of Traits
 Cattell’s Factor-Analytic Theory and Mathematical equation
2. Revision and updates
3. Psychometric Properties
4. Uses and Applications
5. About test
6. Administration and Scoring
7. Example of Form A and B
8. Limitations
9. References
 Introduction
Historical Background:

• The Sixteen Personality Factor Questionnaire, also known as the 16PF a Personality
Assessment that was developed over several decades of empirical research by Raymond
Cattell and published in the year 1949.
• Cattell (1950) has defined “Personality is that which permits a prediction of what a person
will do in a given situation”.
 TYPES OF TRAITS

• Common traits: Found widely distributed in general

population.
• Unique traits are unique to a person
• Surface traits are very obvious and can be easily
identified by other people or recognized by manifestation
of behavior
• Source traits are less visible to other people and appear to
underlie several different aspects of behavior.
• According to Cattell, the source traits are stable and are
considered as the building blocks of personality . “Source
traits are more important than surface traits”.
 • Raymond Cattell reduced the number of main personality traits from Allport’s initial list of
over 4,500 down to 16 by means of a statistical technique called factor analysis.
• For factor analysis, Cattell collected data from a range of people through three different sources
of data.

 L-data are life records

 Q-data are self- rating questionnaire
 T- data are objective test

• 16PF Questionnaire was a multi-level measure of personality based on this factor-analytic

theory (Cattell, R.B., 1933, 1946).
 Revisions and
updates

• The test was first published in 1949 ,thereafter revised in 1956 and 1962 .
• Five alternative forms of the 4 th edition were released between 1967 and 1969 .
• Fifth edition of 16 PF was released in 1993.
• Since 1949, five major revisions of items and many additional improvements such as supplementary
validity scales , have been incorporated into 16 PF.
• The updated fifth editions included sex-specific norms for three of the 16 PFs (on the factors Warmth,
Sensitivity, and Apprehensions).
• And also improved language used in the test, and simplified answer format .
• More than 40 years of factor analytic research on normal and clinical groups were also considered as the
strong base for this.
 Psychometric properties
Reliability and
homogeneity
• The psychometric properties of the fifth edition of the 16PF are well documented in its technical manual
(Conn and Rieke, 1994).
• For the 16PF primary scales, test–retest reliabilities over a two-week interval (ranging from 0.69 to 0.87), and
over a two-month interval (ranging from 0.56 to 0.79).
• Reliability coefficients for the Global Factor scales are higher. The five global scales of the 16PF
Questionnaire show even higher test–retest reliabilities for a two week interval (ranging from 0.84 to 0.91),
and for a two-month interval (ranging from 0.70 to 0.82).
• Internal consistency estimates for the 16PF primary scales on a diverse sample of 4,660 range from 0.66 to
0.86, with a mean of 0.75 (Conn and Rieke, 1994).
 Uses and Applications
Industrial and organizational
settings

Counseling and clinical settings

Research settings

Educational settings

Comprehensive snapshot of an
individual personality
 About 16 PF Test

• The 16 PF (Sixteen Personality Factor) questionnaire is an objectively scorable test devised to give
the most complete coverage of personality possible in a brief time. Approximately 35-50 minutes is
necessary for completion.
• The test was a paper-pencil test designed for use with individuals aged 16 and above.
• According to individuals appropriate educational level Forms A, B, C, D, & E are available in the
test manual and can be scored by hand or by computer.
• For each trait, factor label and code letters are provided. The 16PF Fifth Edition is the current
version of the test.
• A separate manual for the 16 PF form E, is available through IPAT (Institute for Personality and
Ability Testing (IPAT) 1986)
16 Factors and their
Description
Low Score High Score
16 PF Global Factors and the Primary trait
make-up
 Different 16 PF Forms

FORM – A
(1967-68 edition) • There are five forms of the 16
PF. Two equivalent forms, A
and B, contain 187 items each
FORM – B and require a seventh grade
(1967-68 edition) reading level.
• Equivalent forms C and D
contain 105 items each and
FORM – C require about a sixth grade
(1969 edition) reading level.
• Form E contains 128 items and
requires a third grade reading
FORM – D level.
(1969 edition) • Form E is intended for use with
adults who have achieved a
limited educational perspective
FORM – E (Cattell et al. 1982).
(IPAT’s 1967 edition )
 Administration

• Before beginning the test, a well established rapport is very essential.

• Make the test taker comfortable and instruct this:-
“Inside this booklet there are some questions to see what attitudes and interests you have .There are
no right and wrong answers because everyone has the right to his own views. To be able to get the
best advice from your results , you want to answer them exactly and truly. A separate booklet and
answer sheet will be given to you ,write your name and all other information asked for on the top line
of the answer sheet. First you should answer the four sample questions below so that you can see
whether you need to ask anything before starting . Although you are to read the questions in this
booklet , you must record your answers on the answer sheet (alongside the same number as in the
booklet).There are three possible answers to each questions (a)Yes; b)Occasionally; c)No ) select as
honestly what is true of you.”
 Administration

Instructions for 16PF Form E:-

• “Some tests tell us what you can do best, but this one helps us know you better. Since no two
people are the same, there are no right or wrong answers to most of these questions, but only what
is true for you.
• Give only true answers about yourself. It will help you more to say what you really think.
• You may have as much time as you need, but go fairly fast. Give the first answer that comes to you
and do not spend too much time on any question.
• Do not skip any questions. Answer every question one way or the other.”
 Scoring

• A complete set of scoring materials for the 16 PF consist of 2 sets of scoring keys, norm tables and a profile
sheet.
• For Form A, B, C & D there are 2 stencil keys measuring 8 primary scales. The score of each item
contributes to only one factor total.
• For Form E, there is one stencil measuring all the 16 factors
• Scoring begins by fitting and aligning the stencil key over the answer sheet and counting the marks visible
through the holes.
Example of administration, scoring and interpretation
 Results & Interpretation
Factors Raw Score Sten Score Interpretati
on
A ‘Reserved vs Outgoing’ 12 9 High
B ‘Less intelligent vs More intelligent’ 7 6 Average
C ‘Emotionally less stable vs Emotionally stable’ 12 8 High
E ‘Mild vs Aggressive’ 6 6 Average
F ‘Sober vs Happy-go-lucky’ 8 8 High
G ‘Expedient vs Conscientious’ 6 5 Average
H ‘Shy vs Venturesome’ 12 9 High
I ‘Tough-minded vs Tender-minded’ 7 6 Average
L ‘Trusting vs Suspicious’ 3 4 Low
M ‘Practical vs Imaginative’ 4 4 Low
N ‘Forthright vs Shrewd’ 4 4 Low
O ‘Placid vs Apprehensive’ 2 4 High
Q1‘ Conservative vs Experimenting’ 6 6 Average
Q2‘Group-dependent vs Self-Sufficient’ 1 2 Low
Q3 ‘Undisciplined vs Controlled’ 10 7 High
Record Form
 Factor descriptions
Factors Low Score Direction High Score Direction

A – Reserved v/s Stiff ,cool, skeptical, and aloof. Like things Good-natured, easy going, emotionally expressive,
Outgoing rather than people, working alone and avoiding ready to cooperate, attentive to people, softhearted,
compromises of viewpoints. May tend at times, kindly, adaptable. Good in dealing with people , more
to be critical or hard. In many occupations these generous in personal relations and less afraid of
are desirable traits criticism.

B-Less intelligent v/s Concrete- thinking ,less intelligent (slow to Abstract –thinking ,more intelligent , bright (quick to
more intelligent learn and grasp things ) grasp ideas, fast learner )

C-Affected by feeling Reactive, emotionally changeable, affected by Emotionally stable, adaptive, mature, faces reality, and
v/s emotional stability feelings, emotionally less stable, easily upset calm.

E-Humble v/s assertive Deferential, cooperative, avoids conflict, Dominant, forceful, assertive, aggressive, competitive,
submissive, humble, obedient, easily led, stubborn, bossy
docile, accommodating.

F-Sober v/s Serious, restrained, prudent, taciturn, Lively, animated, spontaneous, enthusiastic, happy-go-
enthusiastic, introspective, silent. lucky, cheerful, expressive, impulsive..
G-Expedient v/s Expedient, nonconforming, disregards rules, self- Rule-conscious, dutiful, conscientious, conforming,
Conscientious indulgent moralistic, staid, rule-bound

H-Shy v/s Bold Shy, threat-sensitive, timid, hesitant, withdrawing, Uninhibited, can take stress, sociable, bold, ready to try
inferiority feelings ,tend to be slow and impeded in new things, spontaneous and abundant in emotional
speech response

I-Tough minded v/s Tend to be tough, realistic, down to earth, Sensitive, over-protected, emotionally sensitive ,day
Tender minded independent, responsible, but skeptical of subjective dreaming ,sometimes demanding of attention and
help ,impatient, dependent, temperamental and not very
realistic.
L- Trusting v/s Free of jealous tendencies ,adaptable, cheerful, Mistrusting and doubtful, Hard to fool, Skeptical,
Suspicious uncompetitive ,concerned about others ,a good team involved in their own egos , unconcerned about other
worker. people and poor team members.

M- Practical v/s Anxious to do the right things, attentive to practical Absent –minded ,impractical, unconcerned over every
Imaginative matters, concerned over details, able to keep their day matters, self-motivated ,imaginatively creative,
heads in emergencies but are sometimes concerned with essentials and their individuality can
unimaginative. cause them to be rejected in group activities.

N: Forthright v/s Open, genuine, artless, uncomplicated , sentimental Polished, socially aware, diplomatic,
shrewd and unvarnished in their approach to people. calculating ,experienced and shrewd.
O- Self assured v/s Secure , feels free of guilt's, untroubled , self Self-blaming , Guilt –prone , insecure , worrying ,
Apprehensive satisfied .They tend to have a mature, unanxious have a strong sense of obligations and high
confidence in themselves and capacity to deal with expectations of themselves.
things.

Q1- Conservative v/s Respecting traditional idea, confident in what they Liberal, critical, open to change. Interested in
Experimenting have been taught to believe. More conservative in intellectual matters and have doubt on fundamental
religion and politics. issues.

Q2- Group oriented v/s Joiner , and sound follower, listens to others. Resourceful, prefer own decisions. Temperamentally
Self sufficient Prefer to work and make decisions with other independent , making decisions and taking action on
people and depends on social approval and their own , and discount public opinion.
admirations.

Q3- Undisciplined self Lax ,careless of social rules , not be bothered Socially precise, compulsive ,tend to have strong
conflict v/s following self about will control, and have little regard for social control of their emotions, and general behavior.
image demands ,they may feel maladjusted and many Perfectionistic, obstinate, effective leaders and some
maladjustments show. paranoids are high .

Q4- Relaxed v/s Tensed Tranquil, composed , has low drive , un Frustrated , tend to be tense , restless, impatient, and
frustrated ,relaxed, composed, and satisfied . In hard driving .They are often fatigued, but unable to
some situations their over satisfaction can lead to remain inactive .High tension level may disrupt
laziness and low performance . school and work performance.
 Limitations

• It is designed to describe attributes of normal personality in contrast to other instruments that discern and
quantify the existence of pathological traits such as the Minnesota Multiphasic Personality Inventory
(Anastasi, 1982).
• Interpretation is quite complex.
• Reliability of Answers: Whether intentionally or unconsciously, many job candidates will answer personality
tests by selecting the responses that they think the hiring manager would prefer.
 References
• Cattell,R. B. (1979). Personality and Learning Theory: The Structure of Personality in its
Environment (vol.1).New York: Springer .
• Cattell, R. B., Cattell, A. K. S., & Cattell, H. E. P. (1994). 16 PF (5th ed). Institute for Personality and
Ability Testing, Inc., Champaign, IL.
• Conn, S.R. and Rieke, M.L. (1994) The 16PF Fifth Edition Technical Manual. Champaign, IL:
Institute for Personality and Ability Testing.
• Jacobs, R. (2019). Use of the Sixteen Personality Factor Questionnaire, Form A, With Deaf
University Students. JADARA,21(2). Retrieved from https://repository.wcsu.edu/jadara/vol21/iss2/7
• Saville, P., & Blinkhorn, S. (1980). Reliability, homogeneity and the construct validity of Cattell's
16PF. Personality and Individual Differences, 2(4), 325-333. https://
doi.org/10.1016/0191-8869(81)90088-X
THANK YOU