Flora project

Personality assessment needs in organizations are peculiar. For example, personality measures for the appreciation of candidates or employees should be related to the performance on the job. Even strong correlations between personality tests and job performance may not be enough.

The APRESO team has created and validated a new personality test (called FLORA) based on the Five-Factor Model (FFM) and expressly developed for the appreciation of specific professional profiles in the organizers.

Qualitative actions consisted of 32 interviews with 16 work profiles. Interview content analysis has led to the identification of 28 traits of personality distributed in the 5 categories of FFM. For each character, 6 elements were generated. Eight other items have been added to form a lie scale.

FLORA seems to meet the criteria for being a FFM-based test and usable for evaluating specific professional profiles because its dimensions are unrelated to the lie scale and correlated based on the hypotheses of another trial and performance.

The psychological assessment needs in organizational contexts are different from those occurring in the clinical and didactic fields, even when it comes to personality survey. For example, personality measures for the evaluation of candidates or employees should be at least related to job performance.

In general, valid and reliable tests must be based on empirically supported theoretical models. In the specific case of personality test for organizational contexts, they must also be appropriately developed according to a procedure that identifies the traits involved in successful performance and expresses them in an understandable language for the users of organizations.

How many fundamental dimensions are needed to describe individual differences in personality? In recent decades, researchers have made significant progress in answering this question by using hierarchical models that compose higher order cluster behaviors. A well-known example of such hierarchical models is the five-factor model (FFM, also known as the Big Five model), consisting of personality traits such as extroversion and openness to experience.

FLORA is the name of a new Italian personality test specifically developed for the evaluation of specific professional profiles in organizations based on FFM. FLORA’s idea has come to the conclusion that Italy does not have a personality test that is specifically designed for organizations based on FFM. The Big Five and the Big Five 2 questionnaire, the Italian psychometric tests based on the FFM, have not been developed specifically for organizations or evaluating specific professional profiles. On the other hand, the Big Five Observer and the Big Five Adjectives, both based on the FFM and developed for such organizational procedures as a staff evaluation and selection center, are mostly self-assessment tools, not psycho test. Finally, all of these tools only tend to measure Big Five for themselves, not all the facets that can be detected.

In this context, the APRESO team has developed FLORA, an Italian psychometric test based on the FFM, which specifically aims to evaluate personality in specific profiles described by many facets.

The APRESO team give a lot of attention during the FLORA test and validation process:

Quality Development (Test Intervention): Employee Interviews (in order to identify the personal characteristics involved in successful performance), Literature Review (to organize the characteristics previously found in FFM), Theoretical Building (Desktop Development of the first version of the test);

Quantitative Process (Validation): Provision of the first test version to a validation sample and, following modifications due to statistical analysis, a confirmation sample for confirmatory statistical analysis, concurrent validity monitoring and calculation of correlations between FLORA and performance of the work.

FLORA is an Italian personality test currently composed of 149 articles, of which 78 are positive, 71 are formulated negatively. The qualitative and quantitative analyzes have concluded that the characteristics of FLORA, developed from employee interviews, meet the criteria to make it a FFM-based test that can be used to evaluate specific professional profiles in organizations. The results of the exploratory and confirmative statistical analyzes have shown good adaptation indices.