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ACT Profile

64 questions, 10-15 min

What it measures:
The Assessment of Character Traits Profile (ACT Profile) was developed to help you gain a greater understanding of your personality and behavior styles. The assessment measures 11 personality traits associated with on-the-job performance. Armed with knowledge about your current styles, you can make more informed choices about the kinds of behaviors you want to demonstrate in the future and increase your success and satisfaction at work.

What you get:
Introduction: an overview of the topic of personality, the role of personality in human capital and in work effectiveness, and how personality is linked to externalized behavior.
Self- Profile: your (standardized) ACT scores plotted on the ACT Profile
Item & Scale Results: Each of the 11 assessment scales are defined and described, and your scores on each of the 64 assessment items are shown in bar charts
Interpretive Report: The heart of the ACT Profile Report is an in-depth narrative report that interprets the impact of the most prominent traits in your ACT Profile on your attitudes and behaviors. The Report analyzes the impact of these prominent personality traits on your behavior in general, on your work orientations, and on your social style.
Self Development: A method for evaluating and managing which behaviors to start, to stop, and to continue to increase your effectiveness and satisfaction on the job.

Assessment Scales:
1. Helpfulness
2. Sociable
3. Need for Approval
4. Dependent
5. Tense
6. Rigid
7. Controlling
8. Competitive
9. Conscientious
10. Achieving
11. Innovative

The ACT Profile is used for personal and professional development. The ACT can assist in personal development by helping you gain better self-understanding skills, in finding links between your personality style and its impact on your motivation, your behavior, your relationships with others, and your style of reacting to challenges and stresses.

Validation study:
Sample size: 48,768

Statistics performed:
Descriptive stats and reference values/norms; correlations within scales, across scales, with performance outcomes factors; reliability (Spearman-Brown split-half, Cronbach alpha), criterion-related validity (using concurrent performance measures); construct-related validity (factor analysis, cluster analysis, internal consistency, inter-correlations of subtests, convergent and discriminant validity).

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