NEO Personality Inventory Final Analysis Assessment

Pages: 11 (3159 words)  ·  Bibliography Sources: 6  ·  File: .docx  ·  Level: Master's  ·  Topic: Psychology  ·  Written: June 11, 2019

The qualification level is notes as S. As it has been pointed out elsewhere in this text, Level B and Level S are classifications of NEO inventories which in the words of ….., “are available to individuals with a college degree in psychology or a related discipline or in one of the health care professions, provided that they have the appropriate training…” (Cook, 2012). Thus, on this front, we could say that NEO-4 satisfied element 5 as far as its technical quality is concerned.

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When it comes to the sixth element, JCTP (2004) points out that there is need for the evaluation of “representative samples of test questions or practice tests, directions, answer sheets, manuals, and score reports before selecting a test.” With reference to NEO-4, it is important to note that the items in the questionnaire number 192. The multifaceted nature of the test makes it possible to highlight an individual’s diverse positive characteristics alongside those characteristics that are in one way or another less desirable. In this case, the description of the two sets of characteristics is in a format that an individual readily embraces. Further, in instances where there is need to view the responses of an individual with caution, the answer sheet has a total of three brief validity checks. This is particularly important in our case. This is more so the case given that in the present case, the focus is largely on balancing work-related activities with home responsibilities amongst employees of XYZ Company. Responses, therefore, ought to be not only factual, but also valid. In that regard, therefore, NEO-4 appears to be a sound alternative in this particular endeavor.

Assessment on NEO Personality Inventory Final Analysis Assignment

Next, the seventh element relates to the evaluation of “procedures and materials used by test developers, as well as the resulting test, to ensure that potentially offensive content or language is avoided” (JCTP, 2004). It should be noted that in relation to NEO-4, the developer has taken deliberate measures to avoid any content that could be deemed offensive by test takers. This I know from my assessment of all the test questions as well as related materials. In essence, this is a laudable move as it would promote participation on this front – more so given that the overall agenda in this case is to assess an issue that is of great relevance to the success of the XYZ enterprise going forward, i.e. assessment of workplace/familial concerns that intersect to promote personal growth. The provision of the relevant details regarding the rationale as well as validity assurances comes in handy as an aid to the test user especially when it comes to the further evaluation of the content of related materials.

When it comes to the eighth element, the issue of relevance is “the selection of tests with appropriately modified forms or administration procedures for test takers with disabilities who need special accommodations” (JCTP, 2004). It is important to note that despite the other elements defined/described above having largely been supportive of my selected test, i.e. NEO-4, the test largely fails on this front. This is to say that the test developer does not in this case come up with modified versions of the test or formulate innovative procedures at the administrative level to accommodate test takers who could be having special needs. At XYZ, we have two employees who have developmental disabilities that effectively get in the way of effective comprehension. They are essentially slow learners. Such individuals ought to have been considered in the development of a test of this nature.

Lastly, we have element 9. The said element relates to the “evaluation of the available evidence on the performance of the test takers of diverse subgroups” (JCTP, 2004). On this front, it would be prudent to assess the test’s reliability as this would enable us to evaluate just how test takers of diverse subgroups perform. In so doing, the appropriate sample size should be obtained and assurances made that if indeed there are any performance differences, they are as a consequence of the skills under assessment. In this case, it should be noted that as Groth-Marnat and Wright (2016) point out, in an assessment of NEO scales on 1500 persons for internal consistency, NEO 4’s performance was deemed impressive, i.e. high. This was largely in consistence with the internal consistency of NEO PI-R. Essentially, for the four domains under consideration, alpha was found to fall within the range of .90 to .94.

It should, however, be noted that in yet another study, the reliability of experience and openness domains was put to question. In the words of Trull and Prinstein (2012), NEO-4 “was reliably tested through a study of 630 students of Iranian culture” with the study on reliability “revealing that only the openness to experience domain did not have sufficient reliability; the Cronbach’s alpha equaled 0.39” (164). It is, however, important to note that as the authors further point out, individual behavior differences could have been as a consequence of cultural tradition. Towards this end, we could come to the conclusion that in this particular case, performance differences could have been related to the assessed skills. Thus, NEO-4 would still be deemed relevant in relation to the field and population to be served in the present scenario.


In the final analysis, and on the basis of the discussion above, I would recommend the test, i.e. the NEO Personality Inventory – 4 (NEO-4), in both the field and with the population to be served, i.e. the employees of XYZ Company. As it has already been pointed out elsewhere in this text, the focus is largely on balancing work-related activities with home responsibilities. Towards this end, therefore, the overall focus is personal growth – essentially meaning that NEO-4 would be appropriate for the target population.

In my recommendation of the test, I am guided by a number of factors. To begin with, the test appears to be the most appropriate given an assessment of the available data on the same, and taking into consideration the specific needs as well as circumstances of the population to be served. I arrived at this conclusion following my review of available information and upon my assessment of the various domains and how meaningful they would be in this scenario. I am also convinced that the test effectively covers the intended testing purpose – with the primary focus in this case being on balancing work-related activities with home responsibilities amongst employees of XYZ Company.

Essentially, according to Costa and McCrae (2019), the settings for which this particular test is designed include employee training, career development, and career counseling. In that regard, therefore, I found NEO-4 to be worthwhile given that the issue of relevance in this case remains personal growth. In the same breath, it is also important to note that as per the discussion above, the content of NEO-4 is also largely appropriate in relation to not only the purpose of testing but also the skills tested. The test offers an insightful peak into the various personal styles that are formulated to define the four domains, i.e. extraversion (E), openness to experience (O), agreeableness (A), as well as Conscientiousness (C). The six personal modes have been identified as character, learning, attitudes, activity, interactions, and interests. In that regard, therefore, this is a test that would come in handy in the proper assessment of the wide range of familial or workplace-related issues that in one way or another interlink to sustain or further advance personal growth.

Next, it should also be noted that in the case of NEO-4, the technical quality of the test as highlighted by the developer is largely sound and there are no pending queries that I am aware of. This is more so the case given that the purpose, format, age range, as well as time and qualification levels of the test have all been clearly clarified. The fact that NEO-4 happens to be multifaceted also works to its advantage. This is more so the case given that this makes it possible to essentially highlight an individual’s diverse positive characteristics alongside those characteristics or factors that appear undesirable. Also, the test’s answer sheet gives three brief validity checks which make it is possible for one to be aware of questionable responses. This largely serves as an oversight tool for test administrators. Lastly, all the questionnaire items appear appropriate and could be considered rather detailed.

It is, however, important to note that even in highlighting the various strengths of NEO-4 and why it ought to be used in the field and population to be served, it would be prudent to highlight areas that I believe ought to be re-evaluated so as to further improve the test’s ability to fulfill its mandate. In essence, one area that ought to attract developer attention relates to failure to accommodate test takers who could be having various psychological or physical disabilities, and… [END OF PREVIEW] . . . READ MORE

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