Kostick PAPI Test: Definition, Purpose, Aspects, Scoring Procedures, Strengths and Weaknesses

Kostick PAPI Test: Definition, Purpose, Aspects, Scoring Procedures, Strengths and Weaknesses – Is that PAPI Kostick?, On this occasion About the knowledge.co.id will discuss it and of course about other things that also cover it. Let's look at the discussion together in the article below to better understand it.

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Kostick PAPI Test: Definition, Purpose, Aspects, Scoring Procedures, Strengths and Weaknesses

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Kostick's PAPI (Personality and Preference Inventory) is a leading personality assessment test tool used by HR (Human Resource) professionals and related managers to evaluate the behavior and work style of individuals at all level.

The Personality and Preference Inventory (PAPI) was created by a Professor of Industrial Psychology from Massachusetts, America, named Dr. Max Martin Kostick in the early 1960's. The Swedish version was first introduced in the early 1980s and this version was introduced in 1997 with ipsative (PAPI-I) and normative (PAPI-N) versions.

The ipsative version, PAPI-I, is designed to be used for personal development, while the normative version, PAPI-N, is intended to be used for comparison and selection. The rationale for the design and formulation of PAPI is based on research and the “needs-press” theory of personality by Murray (1938).

The PAPI Kostick test was first created by Dr. Max Martin Kostick, in the early 1960's. PAPI Kostick is used to measure personality dynamics (psychodynamics) by taking into account the interrelationships of the surrounding world (environment), which includes company behavior and values (values) applied in a company or work situation in the form of simple motives (needs) and standards of behavior style according to the perceptions of candidates (roles) recorded when psychological test.

In short, Kostick's PAPI is a personality inventory report (self-report inventory), consisting of 90 pairs of related short statements in a work situation, which concerns 20 aspects of personality grouped into 7 areas: leadership, work direction, work activity (activity), social relations (social nature), work style (work style), temperament (temperament), and superior-subordinate positions (followership).

In Indonesia, it was introduced around 1980 and developed rapidly towards the end of the 1990s in the form of self-report inventory. PAPI is now used by more than 1000 companies worldwide. Available in 25 languages, can be done online, as well as installable CD-Rom.

This test is one of the personality tests that is reflected in behavior based on categorization. Papi measures individual roles and needs in relation to work situations. By studying Papi Kostick, we will get a lot of information about individual profiles both in terms of his personality typology, as well as in the context of his work.

The Papi Kostick test is currently often used within the scope of HRD in a company/organization. This test is one of the personality tests that is reflected in behavior based on categorization. Kostick's PAPI measures individual roles and needs in relation to work situations.

By studying PAPI Kostick, we will obtain a lot of information about individual profiles, both in terms of their personality typology and in the context of their work.

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Purpose of the Kostick PAPI Test

Kostick's PAPI test aims to measure psychological aspects and evaluate an individual's behavior and work style in the workplace. This test is structured as two separate aspects, namely measuring needs and measuring perceptions or roles (perceptions of individual circumstances in the workplace). PAPI Kostick to describe personality in 20 aspects, each of which represents a certain need and role.

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PAPI Kostick Test Aspect Field

• Work Direction.
  • a. Need to finish task (N) – The need to complete tasks independently
  • b. Hard intense worked (G) – The role of hard worker
  • c. Need to achieve (A) – The need for achievement
• Leadership.
  • a. Leadership role (L) – A leadership role
  • b. Need to control others (P) – The need to control others
  • c. Ease in decision making (I) – The role of making decisions
•  Activity (work activity)
  • a. Pace (T) – Busy role
  • b. Vigorous type (V) – Passionate role
• Social Nature (social relations)
  • a. Need for closness and affection (O) – Needs for closeness and affection
  • b. Need to belong to groups (B) – The need to belong to groups
  • c. Social extension (S) – The role of social relations
  • d. Need to be noticed (X) – Needs to be noticed
• Work Syle.
  • a. Organized type (C) – Organizing role
  • b. Interest in working with details (D) – The role is working with details
  • c. Theoretical type (R) – The role of the theoretical person
• Temperament.
  • a. Need for change (Z) – The need to change
  • b. Emotional resistant (E) – The role of controlling emotions
  • c. Need to be forceful (K) – The need to be aggressive
• Followership (top-subordinate position)
  • a. Need to support authority (F) – The need to help superiors
  • b. Need for rules and supervision (W) – The need to follow rules and supervision

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Pros and Cons of the Kostick PAPI Test

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  Advantages of the Papi Kostick Test

Kostick's PAPI uses a forced choice format on equivalent pairs of statements. It is very difficult to fake/manipulate. The items are short, concise, logical and specific interpretations so that the tester and testee can clearly understand them.

Very useful for employee evaluation because it describes administration styles and can be used by 2 or more people to find out superior-subordinate relationships and develop interpersonal solutions.

Test results reports are delivered in visual form (in the form of discs). This report will make it easier for users to recognize their potential comprehensively, but still easy to understand.

The results of the analysis produce the dynamics of a person's personality that has been influenced by the surrounding work situation is a picture of the whole personality and is not separated, as well as being a dynamic personality intact. Measuring personality traits, this test also measures psychological needs.

• Disadvantages of the Papi Kostick Test

The method of scoring requires precision and foresight. There is a possibility that people get bored doing it, because there are repeated statements. The answer sheet is a little confusing.

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PAPI Kostick Test Tool Norms

L = ROLE – LEADER (Leadership Role)
Score 5-9: that is the level where a person projects himself as a leader a level where he tries to use other people to achieve his goals.
Score 4-0: tend not to actively use other people at work
P = NEED – CONTROL OTHERS (Need to Control Others)
Score 5-9: level of need to accept other people's responsibilities, to be a responsible person.
Score 4-0: decreased desire to take responsibility for the work and actions of others.
I = ROLE – MAKING DECISIONS (Ease in Decision Making)
Score 0-2: undecided – refuses to make a decision
Score 3-4: be careful in making decisions
Score 5-7: careful – fluid and easy to make decisions
Score 8-9: no hesitation in making decisions
F = NEED – ASSIST THE SUPERIOR (Need to Support Authority)
Score 6-9: loyal and helpful, possibly political assistance
Score 4-5: loyal to the company
Score 2-3: take care of their own interests
Score < 2: tend to be selfish, possibly rebellious
W = NEED to FOLLOW RULES AND SUPERVISION (Need for Rules and Supervision)
Score < 4: goal oriented, independent
Score 4-5: need for direction and expectations formulated for it
Scores 6-9: increased task orientation and need for clear instructions
T = BUSY ROLE (Pace)
Score < 4: do everything according to their own will
Score 4-6: classified as active internally and mentally
V = ROLE FULL OF SPIRIT (Vigorous Type)
Score < 5: tends to be passive
Score 5-7: physically active, tend to be sporty
R = ROLE OF THEORETICAL PEOPLE (Theoretical Type)
Score 0-4: inattentive, practical
Score 5-9: the value of reasoning is high
D = ROLE OF WORK WITH DETAILED THINGS (Interest in Working With Details)
Score 0-3: Recognizes need for rigor, but lacks interest in detailing
Score 4-9: high interest in working in detail
C = REGULATING ROLE (Organized Type)
Score 0-2: flexible – irregular
Score 3-5: regular but not flexible
Score 6-9: high regularity tends to be rigid
X = NEED TO BE NOTICED (Need to be Noticed)
Score < 2: tends to be shy
Score 2-3: humble, sincere
Score 4-5: has a unique behavior pattern
Score 6-9: requires real attention
B = NEEDS ACCEPTED IN GROUP (Need to Belong to Groups)
Score 0-3: selective
Score 4-5: need to be accepted, but not easily influenced by the group
Score 6-9: need to be liked and acknowledged, easily influenced
O = NEEDS FOR CLOSURE AND Affection (Need for Closeness and Affection)
Score < 3: do not like personal relationships
Score 3-4: aware of personal relationships, but not overly dependent
Score 5-9: very dependent, needs self-acceptance
S = ROLE OF SOCIAL RELATIONSHIP (Social Extension)
Score < 6: low attention to social relations, lack of trust in others
Score 6-9: high trust in social relationships, likes social interaction
N = NEED TO COMPLETE TASKS INDEPENDENTLY (Need to Finish Task)
Score < 3: delay or avoid work
Score 3-4: careful or hesitant at work
Score 4-6: quite responsible at work
Score 6-9: diligent, high responsibility
A = NEED TO ACHIEVE (Need to Achieve)
Score 0-5: uncertainty of goals, satisfaction in a job, no more effort
Score 6-9: clear goals, need for success and high ambitions
G = ROLE OF HARD WORKER (Hard Intense Worked)
Score 3-4: work for fun only, not optimal results
Score 4-7: willingness to work hard is high
Z = NEED FOR CHANGE (Need for Change)
Score 0-2: do not like change
Score 3-4: do not like change when forced
Score 5-6: easy to adapt
Score 6-7: make selective changes, think far ahead
Score 8-9: easily agitated, frustrated, because things are not going fantastic
K = NEED TO BE AGGRESSIVE (Need to be Forceful)
Score 0-2: avoids trouble, refuses, to recognize the situation as a problem
Score 3-4: likes a calm environment, avoids conflict
Score 5: stubborn
Score 6-7: work-related aggression, competitive drive
Score 8-9: aggressive, tends to be defensive
E = ROLE OF EMOTIONAL CONTROL (Emotional Resistance)
Score < 2: open, quick to react, not normative
Score 2-3: open
Score 4-6: have a balanced emotional approach, able to control
Score > 6: very normative, excessive need for self-control

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Papi Kostick Scoring Procedure

Calculating the role score, namely by adding up the circled arrows, both horizontally and vertically according to the direction of the arrows.

Write down the total score in each score box under the letters G, L, I, T, V, S, R, D, C, E which are available on the answer sheet.

Counting the total scores on all the role score boxes horizontally, and the total score must be 45.

Calculating the "needs" score is by adding up the arrows circled both horizontally and vertically according to the direction of the arrows.

Add up the total score in each box under the letters N, A, P, X, B, O, Z, K, F, W which are available on the answer sheet.

Counting the total scores in all boxes of need scores vertically, and the total score must be 45.

Transfer each score on the answer sheet to the scoring sheet according to each letter in the "role" and "needs" aspect by circling the number in the circle.

Make connecting lines between one number and another so that a diagram is formed on the available psychogram sheet.

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