CHINESE
PERSONALITY AT WORK (CPW) QUESTIONNAIRE
華人工作相關性格量表
Thousands
of people have taken this completely revised questionnaire for the objective
assessment of personality characteristics in a work setting.
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Special Features
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Users Multinational
and local organizations located in the Mainland,
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Administration
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Contents
The
questionnaire consists of 225 items, presented in simple language. It can be
completed in 25 to 45 minutes. Fifteen personality characteristics are
assessed:
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Scale |
Description |
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Drive
for Personal Achievement (ACH) |
A
desire to complete important and difficult tasks, and to strive for success
at work. This is often achieved through setting and exceeding high standards of
job performance, and constantly improving skills and work habits in order to
enhance work efficiency and quality. |
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Deference to Authority
(DEF) |
A
willingness to demonstrate subordination, and a tendency to conform to
instructions and regulations set by experts, credible staff, or the
organization with a strong motivation to model after someone. |
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Planning and
Orderliness (ORD) |
The
tendency to logically establish and monitor task schedules within the
boundaries of available resources in order to perform job tasks accurately
and neatly, and the tendency to devise specific
goals from such task schedules. |
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Attention-Seeking
(ATN) |
A
desire to express job competence, experiences and achievements to others through
both verbal and nonverbal channels, sometimes by using terms others find
difficult to understand. |
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Autonomy (AUT) |
A
preference for a hands-off management style, with minimum supervision from
and interaction with other staff members. There is a tendency to perform
tasks independently and not to be bound by conventional methods. |
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Need
for Affiliation (AFF) |
The
need to establish and maintain relationships with colleagues and/or clients
by demonstrating a sense of loyalty and care. There is a preference for group
solidarity and close relationships with others. |
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Introspectiveness
(INT) |
A
desire to understand one’s inner and
social environment by carefully observing and evaluating one’s own and others
emotions, motivation, and behaviors. |
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Dependent
Support-Seeking (SUP) |
The
appreciation of and need for encouragement, understanding, and advice from
colleagues, and a willingness to take advice from them. This may be even to
the point of allowing others to act on behalf of him or her in the presence
of obstacles. |
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Dominance (DOM) |
The
need to control one’s interpersonal environment and to lead others, by
directing and coordinating various job activities. There is a readiness to
propose and defend one’s own ideas. |
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Non-abrasiveness and
Modesty (NAB) |
The
tendency to accept what is given, be modest, and be non-assertive in order to
minimize open conflicts with colleagues and clients. There is a willingness to admit
responsibility and guilt when a task has not been done well. There may be a
feeling of inadequacy in the presence of difficult tasks. |
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Nurturance
(NUR) |
The
tendency to help and listen to colleagues and clients, along with a generous
and forgiving attitude towards them. |
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Innovativeness and
Change-Orientation (CHG) |
The
willingness to accept and engage in new experiences, as well as being
tolerant with frequent changes in the work environment. There is a need to
experience novelties at work. |
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Tenacity (TNC) |
Exertion
of extra effort and time to complete a task despite failures, lack of
progress, tedium, or obstacles with a strong emphasis on perseverance and
determination, and a reluctance to change course or start something
different. |
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Client-Centered
Service Orientation (CSO) |
The
readiness to listen empathically to clients’ needs,
and to serve them with integrity, over and beyond making them feel satisfied.
Clients' interest is accorded priority over the interest of oneself and that
of the organization. |
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Overall Managerial
Readiness (OMR) |
General
skills and competencies essential to the management of people and projects.
These include resilience, goal-directedness, strategic thinking,
team-playing, participative and empowering leadership style, confidence, upward
selling, decisiveness, and risk-taking. |
Scientific Research
The
Chinese Personality at Work Questionnaire: Development, validation, and
significance. Acta Psychologica Sinica, 32, 443-452 (in Chinese).
The
Chinese Personality at Work Questionnaire :
Psychometric Properties and Its Relationship with the 'Big Five'. Working Paper
Predicting
Work Performance with a Contextual, Narrow-Based Personality Questionnaire: The
Chinese Experience. Working Paper 2000-015-01, Chinese
Management Centre,
The
Chinese Personality at Work Questionnaire: Its Development and Validity. Paper
presented at the Third Chinese Psychologist Conference,
The Use of an Indigenous Personality Questionnaire for
Prediction of Work Performance. Invited speech given to
the National Conference of Industrial Psychology and Cognitive Ergonomics,
An Indigenous Instrument for the Measurement of Personality
and Prediction of Work Behaviors in Chinese Organizations. Paper
presented at the 15th Congress of the International Association for
Cross-Cultural Psychology,
Personnel Selection and Assessment Centres
for State-Owned Enterprises in
Using
Specific Personality Traits Measured on a Contextual Instrument to Predict Work
Behaviors and Productivity: Evidence from a Bank and a Real Estate Agency. Paper
presented at 27th International Congress of Psychology,
Trait Determinants of Sales-Related Performance in the
Insurance Industry in
Client-Centered
Service Orientation: Is it Required in all Service
Organizations. Paper presented at the 17th Annual Conference of the
Society for Industrial and Organizational Psychology,
Interactive Role of Trait-Autonomy at Work. Paper
presented at the 25th International Congress of Applied Psychology,
Predicting Work Behaviors in the Greater
A Cluster-Analytic Approach to the Study of Occupational
Personality. Paper presented at the Fourth Conference for
Chinese Psychologists,
The Measurement of overall Managerial Readiness as a Core
Workplace Personality. Paper presented at the Seventh
Interdisciplinary Conference on Chinese Psychology, Academic Sinica,
Validation
studies on a measure of overall managerial readiness for the Chinese. International Journal of Selection and
Assessment, 17, 129-141.
Licensed Distributors
For more
information on how the CPW can be applied for HR management in your
organization, contact one of the following licensed distributors:
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Phone 852 2788 5651 |
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Phone 852 2854 3727 |
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Phone 852 3103 0198 |
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Phone 852 2293 2308 |
For more
information on conducting research or other studies of work performance in your
organization with the CPW, contact huiharry@hku.hk
For more
information on the developer’s other research activities, please click here.