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Test reports

Psycho Diagnostic Lab - I - MPS251

By

Tiyasa Naskar – 24223058

Submitted to

Dr. Sonali Mukherjee

School of humanities and Social Sciences

CHRIST (Deemed to be University)

Delhi NCR-201003

March 2025
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Introduction

Aim- To assess the personality of the subject using 16pf test.

Personality is a complex and multidimensional construct that plays a fundamental role in

shaping human behavior, emotions, and interactions. It encompasses a broad range of traits

that influence how individuals respond to different situations and environments.

Psychologists have long sought to define and measure personality, leading to various

theoretical perspectives and assessment tools. One of the most influential contributions in this

field comes from Raymond Cattell, who defined personality as "that which permits a

prediction of what a person will do in a given situation" (Cattell, 1950). His definition

emphasizes the predictive nature of personality, suggesting that an individual's traits

determine their actions across different contexts.

Cattell was deeply inspired by the scientific advancements of his time, drawing from these

scientific achievements, he aimed to apply empirical methods to the study of human

personality. He believed that human characteristics such as creativity, authoritarianism,

altruism, or leadership skills could be predicted from fundamental personality traits, much

like water is a weighted combination of hydrogen and oxygen. His approach was rooted in

the belief that personality could be broken down into essential components, much like the

periodic table categorizes elements.

His pioneering work in trait theory led to the development of the 16 Personality Factor

Questionnaire (16PF), a tool designed to assess the underlying traits that define human

personality. Using factor analysis, a statistical method introduced by Charles Spearman,

Cattell identified 16 primary personality factors that serve as the building blocks of individual

differences. His contributions revolutionized personality psychology by offering a systematic,

scientific framework for understanding personality structure.

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Theories of Personality

16 Personality Factor (16PF) Questionnaire was originated by Raymond Cattell using his

vast empirical work in the field of personality psychology. 16PF uses the theoretical rationale

of Trait Theory which is specifically based on Cattell's Factor Analytic Approach for

personality structure. Below is the step-by-step theoretical explanation:

1. Trait Theory and Factor Analysis Cattell thought that personality can be most effectively

understood in terms of stable traits, i.e., fairly consistent patterns of thinking, feeling, and

acting. He employed factor analysis, a statistical method, to determine underlying dimensions

of personality from a huge array of adjectives used to describe human behavior.

2. Lexical Hypothesis and Empirical Research

- He began with Allport and Odbert's (1936) list of about 4,500 personality-descriptive words

based on the English language.

- By means of factor analysis, he reduced them to 171 traits and subsequently more precisely

to 16 primary personality factors, and these were used to create the 16PF Questionnaire.

3. The Hierarchical Model of Personality

Cattell suggested that personality traits are found in a hierarchical order:

- Surface Traits: Behavior that can be observed and occurs in clusters (e.g., being sociable,

talkative).
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- Source Traits: Internal, more basic factors underlying surface behavior (e.g., warmth,

dominance, emotional stability).

- These 16 primary source traits are the core of personality and interact to influence an

individual's behavior.

5. The Global Factors (Higher-Order Traits)

Cattell subsequently organized these 16 factors into five more general dimensions, and in a

rough alignment with the Big Five Personality Traits:

- Extraversion (Warmth, Liveliness, Social Boldness, etc.)

- Anxiety (Emotional Stability, Apprehension, Tension, etc.)

- Tough-Mindedness (Sensitivity, Abstractedness, Privateness, etc.)

- Independence (Dominance, Social Boldness, etc.)

- Self-Control (Rule-Consciousness, Perfectionism, etc.)

16 Personality Factor Test (16 PF)

Test Background

The 16 Personality Factor Questionnaire (16PF) was developed by Raymond Cattell as a

comprehensive assessment of normal adult personality. Cattell, born in 1905, was greatly

influenced by scientific advancements such as electricity, telephones, cars, and airplanes of

the 20th century and sought to apply scientific methods to the study of human personality.

His work was rooted in trait theory, which suggests that personality is composed of distinct,

measurable traits.
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One of the most significant influences on Cattell’s work was factor analysis, a statistical

technique pioneered by Charles Spearman. Factor analysis allows researchers to identify

clusters of correlated behaviors or traits, which Cattell used to refine previous personality

trait lists. His initial efforts included reducing Gordon Allport’s list of 4,000 personality traits

down to 171 traits by eliminating redundancy. Through factor analysis, he further condensed

these into 16 primary personality factors, forming the foundation of the 16PF questionnaire.

The first edition of the 16PF was published in 1949 and has undergone four major revisions,

with the latest version, the fifth edition, published in 1993. The test consists of 185 multiple-

choice questions, using a three-point response format, and is designed for individuals aged 16

years and older. The 16PF is widely used in various psychological settings, including clinical,

educational, and occupational assessments.

Reliability and Validity

The 16PF Personality questionnaire is reported to have moderate to good reliability ratings

based on a sample of 10,261 individuals. The Internal consistency reliabilities are reported to

be on average 0.76 for the primary scales and a range of 0.68 to 0.87 for all 16 scales. The

test-reliabilities over a 2 week period showed scores of 0.69-0.87 for all scales and a 2-month

interval showed scores ranging from 0.56-0.79. As reported in the 16PF Fifth Edition

Technical Manual by Conn & Rieke, 1994.

Studies conducted have supported construct validity (Statistics Solutions, 2024). The 16PF

uses a standardized scoring system called "stems," which stands for "standard ten." Stems

have a mean of 5.5 and a standard deviation of 2. This means that the average score on any

given factor is 5.5, and scores typically fall between 3.5 and 7.5. Scores below 4 are

considered low, while scores above 7 are considered high. (Yuan, 2023).

Material Required
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For the conduction of this questionnaire, we require The Sixteen Personality Factor

Questionnaire (16PF) Form C, The Sixteen Personality Factor Questionnaire (16PF) Manual,

4 The Sixteen Personality Factor Questionnaire (16PF) response sheet, The Sixteen

Personality Factor Questionnaire (16PF) profile sheet, The Sixteen Personality Factor

Questionnaire (16PF) norms handbook, pen.

Preliminary set-up

The 16PF Form C was administered in the participant's room at about 9:00 PM. The

situation was carefully chosen to minimize noise and distraction in order to provide an

appropriate atmosphere to participate with full concentration. The session was conducted at

the study table, which would ensure that the participant faced a suitable, structured space

conducive for participation on the questionnaire.

Before the test, rapport was built, and the purpose of the questionnaire was clearly explained

to the participant. All preliminary doubts or apprehensions she had about the process were

cleared. Further, efforts were made to ensure the participant's physical comfort, confirming

that she was neither hungry nor thirsty before the assessment. After confirmation of

readiness, the session continued with the administration of the 16PF Form C following

standardized assessment procedures.

Procedure

The participant was asked to sit in a comfortable room, and rapport was formed. The

researcher then briefly made the participant understand what the test intends to measure and

how to go about it. The researcher told the participant that it was a pen-and-paper

questionnaire (can be administered on a computer also), and the participant was needed to

read the questions carefully and answer according to what they thought .The researcher also

mentioned that there are no right or wrong answers and the test is not timed. Informed
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consent from the participant was taken before the administration of the test was started,

where the participant was made sure that the findings would be kept confidential as well as

would not be used anywhere else. The researcher encouraged the participant to be honest and

alert.

The 16 PF questionnaire consists of 105 items containing questions about the 16 personality

factors that are being studied. The questions are quite straight forward which are formulated

in a way where the individual’s interests, opinions, and thoughts are reflected. The questions

follow a 3-likert scale as (1) yes, (2) uncertain, and (3) no. It also has questions which are

analytical in nature and tests if the participant is carefully marking and not blindly attempting

the test.

Ex. “women" is to "child" as "cat" is to:

a. kitten

b. dog

c. boy

Demographic details

Test Construction

Cattell believed that the fundamental dimensions of personality could be empirically

identified and measured. His research aimed to discover the basic elements of personality,

much like scientists identified elements in the periodic table. His goal was to create an

objective, data-driven framework to predict human behaviors.

Cattell and his colleagues employed a three-pronged approach to collecting personality data:
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● L-Data (Life Record Data): Observing naturally occurring behaviors (e.g., academic

performance, traffic accidents, social interactions).

● Q-Data (Questionnaire Data): Self-report surveys where individuals described their own

personalities.

● T-Data (Test Data): Objective experimental measurements of personality traits (e.g.,

problem-solving abilities, frustration responses).

Using factor analysis, Cattell identified 16 primary traits, which he termed source traits.

These traits formed the basis of the 16PF questionnaire. The 16 primary factors were later

grouped into five broader global factors (which resemble the Big Five personality traits),

offering a hierarchical view of personality.

Administration

Before the participant arrived, the testing room was prepared to ensure a distraction-free

environment. The setting was quiet, well-lit, and free from external interruptions to facilitate

optimal concentration. The participant was provided with all necessary materials, including

the questionnaire and answer sheet, placed in an orderly manner. A pencil and eraser were

provided for convenience, as the test required responses to be recorded on an answer sheet.

A brief conversation was held with the participant to establish rapport and ease any possible

test anxiety. The nature of the test was explained, emphasizing that it was not a measure of

intelligence or ability but rather an exploration of personality traits. The client was reassured

that there were no "right" or "wrong" answers and that the best approach was to respond

truthfully and instinctively.

Before beginning the test, clear and concise instructions were provided to the client. They

were informed that the 16PF Questionnaire consists of a series of 185 statements, each with
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three possible response options. It was emphasized that their task was to choose the response

that best described them. The structure of the answer format was explained, where "a"

represented one extreme of a trait, "c" represented the opposite extreme, and the middle

response, often represented by a question mark, was available if neither of the other options

applied. However, the client was advised to use the middle response sparingly and to select

either "a" or "c" whenever possible.

It was also highlighted that the test was not timed. While they were encouraged to complete

the questionnaire within 35–50 minutes, they were reassured that they could take as much

time as needed. Additionally, they were instructed to answer each question in order without

skipping any to maintain the validity of the results. In case of any doubts about a question,

they were encouraged to go with their first instinct rather than overanalysing their responses.

Once the test began, the client worked independently without external influence.

Throughout the session, they were observed to ensure they followed the instructions

correctly.

After the client completed the questionnaire, the answer sheet was reviewed to ensure that

all questions had been answered and that no items were left blank. If any missing responses

were identified, the client was given an opportunity to complete them.

Once the test was officially completed, the client was thanked for their participation and

reassured that their responses would be treated with confidentiality. A brief discussion was

held to address any questions they had about the process.

Need for Assessment

16PF is one of the most widely used and respected tools in personality assessment. Its

development was driven by the need for a comprehensive, scientifically grounded instrument
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to measure the multifaceted nature of human personality. The need for assessment using the

16PF arises from several key factors:

1. Comprehensive Measurement of Personality

● Personality is a complex construct that cannot be adequately captured by simplistic or one-

dimensional models. The 16PF provides a multidimensional framework to assess 16

primary personality traits, offering a nuanced understanding of an individual's personality.

● Unlike other personality tests that focus on broad traits , the 16PF delves into specific,

primary factors (e.g., warmth, reasoning, emotional stability) that provide deeper insights

into an individual's behavior, motivations, and interpersonal dynamics.

2. Practical Applications

● The 16PF is widely used in clinical settings for diagnosing personality disorders,

understanding psychological issues, and planning therapeutic interventions.

● In organizational settings, it is used for employee selection, leadership development, team

building, and career counseling. Its ability to predict job performance and workplace behavior

makes it a valuable tool for HR professionals.

● In educational settings, the 16PF helps in career guidance, identifying learning styles, and

supporting students' personal development.

3. Scientific Rigor and Empirical Foundation

● Raymond Cattell's approach to personality assessment was rooted in factor analysis, a

statistical method that identifies underlying dimensions of personality. This scientific rigor

ensures that the 16PF is a reliable and valid measure of personality traits.
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● The test's construction was based on extensive research and data collection, making it one

of the most empirically supported personality assessments available.

4. Individual Differences and Personal Growth

● The 16PF recognizes the uniqueness of individuals and provides a detailed profile of their

strengths, weaknesses, and potential areas for growth. This makes it an invaluable tool for

self-awareness and personal development.

● By identifying specific personality traits, 16PF helps individuals understand their behavior

patterns, improve interpersonal relationships, and make informed decisions about their

personal and professional lives.

5. Versatility Across Contexts

● The 16PF is adaptable to a wide range of contexts, including clinical psychology,

organizational psychology, educational psychology, and research. Its versatility makes it a

preferred choice for professionals across disciplines.

● It is also used in cross-cultural research to study personality traits across different

populations, contributing to a global understanding of personality.

6. Addressing Gaps in Personality Assessment

● Before the development of the 16PF, many personality assessments were either too

simplistic or lacked empirical support. Cattell's 16PF filled this gap by providing a

comprehensive, scientifically validated tool that captures the complexity of human

personality.

● Its ability to measure both normal and abnormal personality traits makes it unique and

particularly useful in clinical and counseling settings.

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7. Enhancing Decision-Making

The 16PF provides actionable insights that help professionals make informed decisions. For

example:

● Clinicians can use it to tailor therapeutic interventions.

● Employers can use it to identify candidates who are a good fit for specific roles.

Educators can use it to support students' academic and career development.

Scoring

The scoring process for the 16PF begins with checking the responses to ensure that only one

box is marked for each question and that no items are left unanswered. If there are any

unanswered or incorrectly marked items, the respondent should be asked to complete or

correct them. If this is not possible, the score for the affected scale can be estimated. To

estimate the score, first sum the values for the correctly answered items, then multiply this

total by the total number of items in the scale (typically 10–14). Next, divide this result by the

number of items answered and round the final value to the nearest whole number. It is

important to note that this estimation method does not apply to Factor B, which is scored by

simply adding the correct responses.

To score Factor A, add the values in the marked boxes located within the purple band

designated for Factor A. The total should be written in the box indicated by the arrow on the

scoring key’s left-hand side. This straightforward process ensures that the raw score for

Factor A is accurately calculated.

The remaining factors are scored similarly but with some variations. For Factor B, the

values are added vertically downward. The raw scores for Factors A, F, G, L, M, Q1, Q2, and

Q4 are recorded in the appropriate boxes on the left-hand side of the scoring key. Meanwhile,
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the raw scores for Factors C, E, H, I, N, O, Q3, and IM are entered into the corresponding

boxes on the right-hand side of the scoring key. Once all raw scores have been calculated and

recorded, they are ready to be converted into sten scores, which provide the final

interpretation of the results.

Precautions

1. The room was well-lit and ventilated.

2. It was ensured that there was no noise in the room.

3. It was ensured that the participant was not hungry or thirsty.

4. It was ensured that the seating arrangement was comfortable.

5. Sufficient time was allocated for the participant to answer.

6. It was ensured that the instructions were clear to the subject.

7. No item was left unanswered.

8. Proper rapport was established before starting the scale.

9. The questions were repeated or rephrased as needed without leading the participant to a

particular answer.

10. Cultural and contextual factors were considered while interpreting the responses to avoid

misjudgement.

Clinical Application

The 16 Personality Factor Questionnaire is widely used in clinical and psychological

settings. It represents a comprehensive measure of an individual's personality, which assists

with various applications, such as diagnosis, treatment planning, and psychological research.

Its clinical applications include the following:

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1. Personality Assessment & Diagnosis

It assists in identifying personality traits associated with psychological disorders, such

as anxiety, depression, or personality disorders.

It assists in distinguishing normal personality variations from pathological traits.

It helps clinicians make DSM-5-TR-based diagnoses based on the personality

structures underlying a person.

2. Therapeutic Planning & Intervention

It helps psychologists tailor their therapy according to an individual's personality

profile. It assists in understanding coping mechanisms, emotional stability, and

interpersonal dynamics. It helps predict the level of adherence to treatment and

response to psychotherapy.

3. Counseling & Relationship Guidance

Used in marital and relationship counseling to assess compatibility and interpersonal

conflicts. Supports career counseling by identifying vocational strengths and

personality-job fit. Helps individuals understand their decision-making styles and

stress responses.

4. Forensic & Legal Applications

Assists in evaluating criminal behavior, risk assessment, and competency evaluations.

Used in child custody cases to assess parental personality traits. Helps forensic

psychologists understand aggression, impulsivity, and risk-taking behavior.

5. Occupational & Organizational Psychology

Applied in employee selection, leadership assessment, and team dynamics.

Supports career development programs based on personality strengths.

6. Stress & Resilience Assessment

Measures an individual's ability to handle stress and adapt to challenges.

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Supports psychological resilience training programs for military personnel,

emergency responders, and executives.

Helps in designing interventions for individuals experiencing burnout and workplace

stress.

7. Research in Personality Psychology

This also contributes to researches on personality structures and the mental health

associations.

It will be helpful to understand the life satisfaction and emotional well-being and how

personality traits are involved.

Used in longitudinal studies to follow personality changes through time.

8. Health Psychology & Psychosomatic Disorders

Examines the personality factors influencing chronic illness management and

treatment compliance.

Assesses the relationship of personality traits to health outcomes like cardiovascular

risks or pain tolerance.

Helps in identification of those liable to psychosomatic disorders and health-related

anxiety.

Overall, the 16 PF Questionnaire is one of the well-rounded psychological assessment

tools that give clinicians, counselors, and researchers a better sense of personality

profiles, thus contributing to better diagnoses, therapies, and management in general.

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Methodology

Client Profile

Name: S.N.

Age: 22 years
Sex: Female

Ethnicity: Indian

Education level: Graduate

Occupation: Student

Location: New Delhi

Language spoken: English and Hindi

Result Table

Factors Raw Scores Sten Score Description

A 5 2 Low
B 4 4 Average
C 3 3 Low
E 1 2 Low
F 3 2 Low
G 6 5 Average
H 5 5 Average
I 6 4 Average
L 3 3 Low
M 4 4 Average
N 3 4 Average
O 5 4 Average
Q1 3 3 Low
Q2 5 7 Average
Q3 5 4 Average
Q4 2 2 Low
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Scoring Sheet
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Interpretation

From the above scoring it can be interpreted that

Factor A determines, whether the person is reserved or outgoing. The present teste has

received a Sten score of 2 which is Low. She has a very reserved relationship with others, and

has a low level of attentiveness and interest in others.

Factor B Determines, whether the person is less intelligent or more intelligent. The present

teste has received a sten score of 4 which is average. She is neither weak in her scholastic

mental ability nor high also (neither less intelligent nor more intelligent). She is not weak in

her concrete intelligence; her abstract thinking is also not frail. She is able to achieve fairly in

her academics.

Factor C determines, whether the person is affected by feelings or emotionally stable. The

present teste has received a sten score of 3 which is low. This indicates that she has a low

level of resilience and persistence in implementing solutions. She also feels reactive when

things go wrong.

Factor E determines, whether the person is humble or assertive. The present teste has

received a sten score of 2 which is low. This indicates that she is submissive also humble

mild, accommodating and confirming.

Factor F determines, whether the person is sober or happy go lucky. The present teste has

received a sten score of 2 which is low. This indicates that she has a low level of energy and

spontaneity in approach. She seems to be serious, thoughtful and cautious while making

decisions. She is mostly quiet, and tends to speak only in necessary situations. She might

miss opportunities by being over cautious.

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Factor G determines, whether the person is expedient or conscientious. The present teste has

received a sten score of 5 which is average. She is neither expedient nor conscientious, she is

neither disregards rules nor persistent, moralistic and staid, she neither has a weak superego

strength nor strong superego strength.

Factor H determines, whether the person is shy or venturesome. The present teste has

received a sten score of 6 which is average. She is neither shy nor venturesome, she is neither

timid, threat sensitive nor uninhibited and socially bold.

Factor I determines, whether the person is thought-minded or tender- minded. The present

teste has received a sten score of 4 which is average. She is neither thought-minded nor

tended-minded. She is neither self-reliant and realistic nor sensitive, clinging and

overprotective.

Factor L determines, whether the person is trusting or suspicious. The present teste has

received a sten score of 3 which is low. It indicates she is easy going and adaptable, naturally

trusting and sees good in others and she is not suspicious also she accepts different

conditions.

Factor M determines, whether the person is practical or imaginative. The present teste has

received a sten score of 4 which is average. This indicates that she is somewhat practical also

somewhat imaginative. She has a average level of carefulness, conventional and sometimes

she is regulated by external realities. Also, she is wrapped up in inner urgencies but in a

average level.

Factor N determines, whether the person is forthright or shrewd. The present teste has

received a sten score of 4 which is average. This indicates that she is neither forthright nor

astute. She is neither unpretentious and socially clumsy nor polished and socially aware.
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Factor O determines, whether the person is self-assured or apprehensive. The present teste

has received a sten score of 4 which is average. It indicates that she has a balanced level of

confidence and security. She generally does not worry too much. She is self-assured and free

from excessive guilt. She might trust in her abilities, but she does not come across as overly

confident or careless.

Factor Q1 determines, whether the person is conservative or experimenting. The present

teste has received a sten score of 3 which is low. It indicated that she is conservative,

respecting established ideas, and she has tolerance of traditional difficulties.

Factor Q2 determines, whether the person is group dependent or self-sufficient. The present

teste has received a sten score of 7 which is average. This indicates that she is 28 moderately

self-sufficient, prefers own decisions and is resourceful.

Factor Q3 determines, whether the person is undisciplined, self-conflict or controlled. The

present teste has received a sten score of 4 which is average. She is neither undisciplined sel

conflict nor controlled. She has a average level of care about social rules, exacting will

power, socially precise, compulsive.

Factor Q4 determines, whether the person is relaxed or tense. The present teste has received

a sten score of 2 which is low. This indicates that she is calm, patient, and unhurried, rarely

feeling pressured or stressed, she handles situations with ease she sometimes appears slow-

moving or lacking motivation. Her relaxed nature helps her stay unbothered, but it may also

make her proactive.

Conclusion

The Sixteen Personality Factor Questionnaire (16PF) was administered on the subject Ms.

S.N., and she attained Average scores on Reasoning (B), Rule Consciousness (G), Social

Boldness (H), Sensitivity (I), Abstractedness (M), Privateness (N), Apprehension (O), Self-
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Reliance (Q2), Perfectionism (Q3) and Low scores on Warmth (A), Emotional Stability (C),

Dominance (E), Liveliness (F), Vigilance (L), Openness to change (Q1), Tension (Q4)

categories.
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