Greg Beam, Director of Partner Learning & Development “I’m impressed with the breadth of what it measures-from dealing with others and self-management to motivations and thinking styles.” Monty Morton, Director of Training & Development, Human Resources “The CPI 260 (tool) provides an efficient and effective approach to identify very specific areas of development for our managers.” Participants’ results in these areas indicate which of four different ways of living, or lifestyles, best describe them and provide insights about how they see themselves and how they are seen by others. The CPI model helps individuals discover their orientations toward people and interpersonal experience, toward rules and values, and toward their inner feelings. The CPI instruments help people gain a clearer picture of their personal and work-related characteristics, motivations, and thinking styles-as well as how they manage themselves and deal with others-and provide a view into their strengths and developmental opportunities. The California Psychological Inventory™ (CPI™) assessments are powerful tools for helping individuals improve their performance and enabling organizations to find and develop high-potential employees and leaders and cultivate a rich pool of talent for building organizational success. Provides tools for either one-on-one or group coaching (CPI 260).Ĭalifornia Psychological Inventory™ (CPI™).
Has exceptional reliability and validity with a normative sample of 6,000 individuals.Complements your leadership development, performance improvement, succession planning, and selection programs.Finally, norms were prepared for university undergraduate students (n = 1,847) and nonmanagement service-sector job applicants (n = 528). Construct and predictive validity were found to be higher than for other scales consisting of CPI items designed to measure Openness or a related construct. 36 for a number of job performance criteria. Statistically significant predictive validities were obtained in 2 call centerjob-incumbent samples, with range-corrected true validities of. Cross-correlations with related scales, for example, the NEO Personality Inventory-Revised Openness scale (Costa & McCrae, 1992) and other CPI-based scales, provided evidence of construct validity. 75, and test-retest stability, assessed in 1 sample, was estimated at. Internal consistency estimates obtained in each sample averaged approximately. Five samples (N = 2,375) were used to establish reliability, validity, and norms 4 samples consisted of university undergraduate students, and 1 comprised applicants for nonmanagement call centerjobs. Items were initially chosen on the basis of content validity. We developed a 36-item scale to measure Openness, using items on the California Psychological Inventory (CPI Gough, 1957, 1987, 1996), Form 434.
0 kommentar(er)
