PAPI Kostick Test: Definition, Objectives, Aspect Areas,

PAPI Kostick Test: Definition, Objectives, Aspect Areas, Scoring Procedures, Strengths and Weaknesses – What is PAPI Kostick?, On this occasion About Knowledge.co.id will discuss it and of course about other things that also surround it. Let's take a look at the discussion in the article below to better understand it.

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PAPI Kostick Test: Definition, Objectives, Aspect Areas, Scoring Procedures, Strengths and Weaknesses

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PAPI (Personality and Preference Inventory) Kostick is a personality assessment or a leading personality assessment test tool used by HR (Human Resource) professionals and related managers to evaluate individual behavior and work style in all levels.

The Personality and Preference Inventory (PAPI) was created by a Professor of Industrial Psychology from Massachusetts, USA, named Dr. Max Martin Kostick in the early 1960s. The Swedish version was 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 Murray's (1938) research and theory of “needs-press” personality.

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

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

In Indonesia, it was introduced around 1980 and grew 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, workable online, and an installable CD-Rom.

This test is a personality test 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 personality typology, and in the context of their work.

Papi Kostick test is currently often used in HRD in a company/organization. This test is a personality test that is reflected in behavior based on categorization. PAPI Kostick 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 their personality typology and in the context of their work.

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PAPI Kostick Test Purpose

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

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PAPI Kostick Test Aspect Fields

• Work Direction
  • a. Need to finish task (N) – The need to complete the task independently
  • b. Hard intense worked (G) – Hard worker role
  • c. Need to achieve (A)
• Leadership (Leadership)
  • a. Leadership role (L)
  • b. Need to control others (P)
  • c. Ease in decision making (I) – The role of making decisions
•  Activity (Work activities)
  • a. Pace (T) – Busy role
  • b. Vigorus type (V) – Passionate role
• Social Natue (Social relations)
  • a. Need for closeness and affection (O)
  • b. Need to belong to groups (B)
  • c. Social extension (S) – The role of social relations
  • d. Need to be noticed (X)
• Work Style
  • a. Organized type (C) – The role of organizing
  • b. Interest in working with details (D) – The role of working with details
  • c. Theoretical type (R) – The role of the theoretical person
• Temperament
  • a. Need for change (Z)
  • b. Emotional resistance (E) – The role of emotional control
  • c. Need to be forceful (K)
• Followership (Superior-subordinate position)
  • a. Need to support authority (F) – The need to help superiors
  • b. Need for rules and supervision (W)

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Advantages and Disadvantages of the PAPI Kostick Test

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  Advantages of Papi Kostick Test

Kostick's PAPI uses a forced choice format on equivalent statement pairs. It is very difficult to fake/manipulate. Items are short, concise, logical and specific interpretations so that they can be clearly understood by both the tester and the testee.

Very useful for employee evaluation because it describes administration styles and can be used by 2 or more people to determine the relationship between superiors and subordinates and develop interpersonal solutions.

The test result report is submitted in visual form (in the form of disc). This report will make it easier for users (users) to recognize their potential comprehensively, but still easy to understand.

The results of the analysis produce 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, and becomes a dynamic personality that is intact. Measuring personality traits, this test also measures psychological needs.

• Disadvantages of Kostick Papi Test

How to score requires accuracy and foresight. There is a possibility that people are bored working, because of the statements that are repeated. The answer sheet is a little confusing.

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PAPI Kostick Test Tool Norms

L = ROLE – LEADER (Leadership Role)
Score 5-9: ie the degree to which a person projects himself as a leader a level where he tries to use others 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 the responsibility of others, to be a responsible person.
Score 4-0: decreased desire to take responsibility for the work and actions of others.
I = ROLE – Ease in Decision Making
Score 0-2: hesitant – refuses to make a decision
Score 3-4: be careful in making decisions
Score 5-7: careful – smooth and easy to make decisions
Score 8-9: no hesitation in making decisions
F = NEED – HELP THE BOSS (Need to Support Authority)
Score 6-9: being loyal and helpful, the favor may be political
Score 4-5: loyal to the company
Score 2-3: take care of your own interests
Score < 2: tends to be selfish, may rebel
W = NEED FOR RULES AND SUPERVISION
Score < 4: goal oriented, independent
Score 4-5: need for direction and expectations formulated for it
Score 6-9: increased task orientation and requires clear instructions
T = BUSY ROLE (Pace)
Score < 4: doing things according to his own will
Score 4-6: classified as active internally and mentally
V = SPIRIT ROLE (Vigorous Type)
Score < 5: tend to be passive
Score 5-7: physically active, tend to be sporty
R = THEORITICAL PERSON'S ROLE (Theoretical Type)
Score 0-4: inattentive, practical
Score 5-9: the value of the reasoning value is high
D = ROLE OF WORKING WITH DETAILS (Interest in Working With Details)
Score 0-3: recognizes the need for precision, but is not interested in working with details
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 stiff
X = NEED TO BE NOTICED (Need to be Noticed)
Score < 2: tend to be shy
Score 2-3: humble, sincere
Score 4-5: have a unique behavior pattern
Score 6-9: needs real attention
B = NEED TO BE ACCEPTED IN GROUP (Need to Belong to Groups)
Score 0-3: selective
Score 4-5: needs to be accepted, but not easily influenced by the group
Score 6-9: needs to be liked and recognized, easily influenced
O = NEED for Closeness and Affection (Need for Closeness and Affection)
Score < 3: dislike personal relationships
Score 3-4: aware of personal relationships, but not overly dependent
Score 5-9: very dependent, need self-acceptance
S = ROLE OF SOCIAL RELATIONSHIP (Social Extension)
Score < 6: low attention to social relationships, lack of trust in others
Score 6-9: high trust in social relationships, likes social interaction
N = NEED TO COMPLETE TASK INDEPENDENTLY (Need to Finish Task)
Score < 3: procrastinating or avoiding work
Score 3-4: careful or hesitant in work
Score 4-6: quite responsible on the job
Score 6-9: diligent, high responsibility
A = NEED FOR ACHIEVEMENT (Need to Achieve)
Score 0-5: goal uncertainty, job satisfaction, no extra effort
Score 6-9: clear goals, I need success and high ambition
G = HARD WORKING ROLE (Hard Intense Worked)
Score 3-4: work for pleasure only, not optimal results
Score 4-7: high willingness to work hard
Z = NEED TO CHANGE (Need for Change)
Score 0-2: don't like to change
Score 3-4: don't like change if forced
Score 5-6: easy to adjust
Score 6-7: make selective changes, think 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 problems, resists, recognizes situations as problems
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 = EMOTIONAL CONTROL ROLE (Emotional Resistant)
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

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

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.

Count the total score in all the role score boxes horizontally, and the total score must be 45.

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

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

Count the total score in all the need score boxes vertically, and the total score must be 45.

Transferring each score on the answer sheet to the scoring sheet according to each letter in the "role" and "needs" aspects by circling the numbers in the circle.

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

That's the review from About Knowledge.co.id about PAPI Kostick Test, Hopefully it can add to your insight and knowledge. Thank you for visiting and don't forget to read other articles.