Papi Kostick Test

Summary

Papikostik is a personality assessment tool designed to evaluate individual work behaviors and preferences. Developed by Dr. Max Martin Kostik in the 1960s, it was introduced to Indonesia in the 1980s. The tool is used by professionals to assess personality dynamics, career development, and team performance. The test has two main versions: the ipsative Personality and Preference Inventory (PAPI) and the normative PreferenceScreen Inventory (PSI). It measures key aspects such as work direction, leadership, social networks, and work style, helping organizations select, train, and develop employees effectively.

Takeaways

• 😀 The PAPI (Personality and Preference Inventory) test was developed in the 1960s by Dr. Max Martin Kostik, a professor of industrial psychology.
• 😀 The test was introduced in Indonesia between 1980 and 1990 and later divided into two versions: PAPI (Personality and Preference Inventory) and PAPI-N (Normative).
• 😀 PAPI is used to evaluate personality traits related to work behavior, career development, and personal growth, aiming to support career coaching and mentorship.
• 😀 PAPI-N is a normative version designed for selecting or comparing candidates, while PAPI-I is ipsative, used to understand individual behaviors without comparison.
• 😀 The PAPI test contains 90 items in a forced-choice format, while PAPI-N has 126 items in a rating scale format.
• 😀 The key objectives of PAPI include assessing work-related personality dynamics, career progression, personal development, and identifying training needs.
• 😀 PAPI is a non-clinical tool that is easy to administer and score, making it accessible even for non-psychologists.
• 😀 The test results can help diagnose performance issues, enhance individual or team performance, and support career development and coaching.
• 😀 PAPI measures various personality aspects such as work style, leadership, effectiveness, social networks, and temperaments, with 10 needs and 10 roles evaluated.
• 😀 To administer PAPI, respondents choose between two statements (A or B) that best reflect their behavior, and responses are scored by counting selections of A and B.

Q & A

What is the purpose of the PAPIKOSTIK test?

The PAPIKOSTIK test is used to assess personality and work behavior, helping professionals, such as managers, evaluate an individual's behavior, work style, and career development. It is also used for career planning, coaching, mentoring, and problem diagnosis.

Who developed the PAPIKOSTIK test and when was it created?

The PAPIKOSTIK test was developed by Dr. Max Martin Kostik, a professor of industrial psychology at St. Gallen University in Switzerland, in the 1960s.

What are the two main versions of the PAPIKOSTIK test?

The two main versions of the PAPIKOSTIK test are the 'Personality and Preference Inventory' (PAPI) and the 'Preferencescreen Perception Inventory' (PAPI N). PAPI uses a force-choice format, while PAPI N uses a rating scale format.

How is the PAPI N version different from the PAPI version?

PAPI N is a normative version with 126 items in a rating scale format, used to compare individuals and select candidates for positions. PAPI, on the other hand, has 90 items in a forced-choice format, designed to understand an individual without comparing them to others.

What are the primary goals of administering the PAPIKOSTIK test?

The main goals of the PAPIKOSTIK test are to assess work-related personality dynamics, career development, personal growth, coaching and mentoring needs, problem diagnosis, performance improvement, training requirements, and team effectiveness.

What types of professionals are typically involved in using the PAPIKOSTIK test?

The PAPIKOSTIK test is primarily used by industrial-organizational psychologists, managers, senior staff, and human resources professionals, particularly for selecting and developing employees within organizational settings.

How are the responses in the PAPIKOSTIK test scored?

In the PAPIKOSTIK test, responses are scored by counting the number of times a participant circles the answer choices. Each answer corresponds to a specific profile, which is then analyzed using a scoring system to map the individual's personality traits.

What is the significance of the 7-factor structure in the PAPIKOSTIK test?

The 7-factor structure of the PAPIKOSTIK test helps to measure various aspects of an individual's personality, including work direction, leadership, effectiveness, social networks, work style, temperament, and followership.

What are the 'night' and 'role' aspects measured by the PAPIKOSTIK test?

The 'night' aspects refer to internal personality traits like needs for achievement, work styles, and temperament. The 'role' aspects assess external behaviors and work roles, such as leadership, decision-making, and social interaction.

How should participants fill out the PAPIKOSTIK test?

Participants are instructed to select the statement that best matches their personality from a pair of statements. They mark the response by circling the appropriate option, following the instructions to avoid confusion from the arrows on the answer sheet.