BFAS Personality test
The Big Five Aspects Scale test is a highly valued big five test with more comprehensive trait feedbacks and insights into your personality, based on a 100-item Likert scale.
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If you’re looking for the Big 5 personality test by Jordan Peterson then you’ve found a free, analogous version of it here that is also based on the BFAS model.
Benefits
The Big Five Aspects Scale (BFAS) is a model based on the Big Five, that is used to describe and measure human personality traits. This five factor model is broken down into two facets per factor. Namely, the BFAS extends these five factors by breaking them down into smaller, more specific facets: Openness to experience: how open-minded, imaginative, and creative you are, broken down into Intellectual curiosity and Openness. Conscientiousness: how organized, responsible, and dependable you are, broken down into Industriousness and Orderliness. Extraversion: how outgoing, energetic, and assertive you are, broken down into Enthusiasm and Assertiveness. Agreeableness: how cooperative and compassionate you are, broken down into Compassion and Politeness Neuroticism: how you experience emotions, broken down into Volatility and Withdrawal. The BFAS is often used in research to measure and study personality traits.
What is the value of personality testing?
For centuries, people have been intrigued by the differences in personalities and understanding and measuring them. With the advent of computational methods in the 20th century, scientists discovered a new approach to measuring differences between individuals based on everyday language. This led to the creation of the Big Five or OCEAN model.
The theory and the test based on it were developed by collecting a long list of adjectives commonly used to describe others and analyzing using advanced statistical methods, and experiments, which words frequently appear together and clinically describe people accurately. This method allowed psychologists to develop a comprehensive description of an individual's personality based on five basic aspects: Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
How you can use this test?
Take this online personality assessment to:
Gain insights into your personality via a 100-item Likert scale big five test
Understand where you are vs others in specific traits and behaviors
Share and compare your results to those of your coworkers or friends
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What's Inside? Get immediate feedback by measuring these traits in you
Openness to experience
reflects an individual's willingness to experience new ideas, concepts, and experiences. People who score high in openness tend to be imaginative, creative, and curious. They have a broad range of interests and are open to different perspectives and ways of thinking. They enjoy exploring new possibilities and are often seen as unconventional or non-traditional. On the other hand, individuals who score low in openness prefer routine, stability, and familiarity. They tend to be more practical and traditional in their thinking and may be resistant to change or new ideas.
Conscientiousness
reflects an individual's level of organization, responsibility, and self-discipline. People who score high in conscientiousness are diligent, reliable, and goal-oriented. They are focused on achieving their objectives and are often well-organized and detail-oriented. They take their commitments seriously and are known for their strong work ethic. Conversely, individuals who score low in conscientiousness may be more spontaneous, flexible, and less structured in their approach to life. They may struggle with time management and may be perceived as less reliable or dependable.
Extraversion
refers to an individual's level of sociability, assertiveness, and energy. People who score high in extraversion are outgoing, energetic, and enjoy being around others. They thrive in social situations and are often seen as talkative and enthusiastic. They draw energy from being around people and tend to be more assertive and confident. In contrast, individuals who score low in extraversion are more introverted and prefer solitude or smaller social gatherings. They may be more reserved and may need more time alone to recharge their energy.
Agreeableness
reflects an individual's level of compassion, empathy, and cooperativeness. People who score high in agreeableness are kind, considerate, and cooperative. They value harmony and tend to be empathetic and understanding towards others. They are often seen as warm and friendly and are willing to compromise and accommodate others' needs. Conversely, individuals who score low in agreeableness may be more competitive, assertive, and less concerned with others' emotions. They may prioritize their own needs and goals over maintaining harmony or pleasing others.
Neuroticism
reflects an individual's emotional stability and tendency to experience negative emotions. People who score high in neuroticism are more prone to anxiety, depression, and mood swings. They may be more reactive to stress and may experience intense emotions. They may also have a tendency to worry and ruminate over negative events or experiences. On the other hand, individuals who score low in neuroticism are generally more emotionally stable and resilient. They are less likely to be affected by negative emotions and are better able to cope with stress and adversity.
BFAS Personality test
The Full Personality Assessment, alternatively known as comprehensive personality test or total personality profile, provides a comprehensive understanding of your personality traits. This can be key in personal development, career planning, and relationship building.
The Full Personality Assessment draws from the Big Five personality traits.
Assessment Insights
This Personality Assessment provides comprehensive insights into an individual's personality, fostering self-understanding and personal growth. It can also enhance interpersonal relationships by promoting understanding and appreciation for diverse personalities.
In the workplace, the Full Personality Assessment can be used to identify an individual's strengths and weaknesses, allowing for more effective job placement and career development. For example, if an employee scores high in conscientiousness, they may be better suited for a role that requires attention to detail and organization. On the other hand, if an employee scores high in extraversion, they may excel in a role that involves networking and public speaking. Additionally, the assessment can be used to improve team dynamics by identifying potential conflicts and promoting communication and collaboration. For instance, if two team members have opposing personality traits, such as one being highly assertive and the other being more agreeable, the assessment can help them understand and appreciate each other's perspectives, leading to more effective teamwork. Overall, the Full Personality Assessment can be a valuable tool for both individual and team development in the workplace.
Scientific and Empirical Foundations
Origin and description of the Big Five personality traits:
McCrae, R. R., & John, O. P. (1992). An introduction to the five‐factor model and its applications. Journal of Personality, 60(2), 175-215.
Personality and career development:
Barrick, M. R., Mount, M. K., & Gupta, R. (2003). Meta‐analysis of the relationship between the five‐factor model of personality and Holland's occupational types. Personnel Psychology, 56(1), 45-74.
Personality and team dynamics:
Barrick, M. R., Stewart, G. L., Neubert, M. J., & Mount, M. K. (1998). Relating member ability and personality to work‐team processes and team effectiveness. Journal of Applied Psychology, 83(3), 377-391.
Personality and interpersonal relationships:
Hendriks, A. A. J., Hofstee, W. K. B., & De Raad, B. (1999). The Five-Factor Personality Inventory (FFPI). Personality and Individual Differences, 27(2), 307-325.
Personality assessment in the workplace:
Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta‐analytic review. Personnel Psychology, 44(4), 703-742.
Personality assessment for personal development:
Costa Jr, P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Differences, 13(6), 653-665.
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Frequently asked questions
What is the big five model of personality?
For centuries, people have been intrigued by the differences in personalities and have attempted to understand and measure them. Despite the belief that body and soul are separate entities, people have searched for physiological connections to explain the psychological differences between them. With the advent of computational methods in the 20th century, scientists discovered a new approach to measuring differences between individuals based on everyday language used to describe them. This led to the creation of the Big Five or OCEAN theory. The theory and the test based on it were developed by collecting a long list of adjectives commonly used to describe others and analyzing which words frequently appear together. This method allowed psychologists to develop a comprehensive description of an individual's personality based on five basic aspects. These aspects are Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (also known as Emotional Stability).
Why is the big five aspects scale test reliable?
The BFAS personality test is a reliable and effective tool for assessing personality traits. Its rigorous scientific development, cross-cultural and cross-linguistic validity, comprehensive model of personality, and self-report nature all contribute to its high degree of reliability, making it a valuable resource for gaining insights into an individual's personality.
The Big Five test was carefully crafted using a large sample size of individuals from diverse backgrounds, and the results were analyzed using advanced statistical methods to ensure that the test was measuring what it intended to measure. The Big Five is considered reliable because it has consistently demonstrated high levels of validity and reliability across various cultures and languages. The test has been utilized in numerous studies and has consistently produced consistent and meaningful results, further solidifying its credibility. Also, it is based on a comprehensive model of personality that has been meticulously developed and refined over many years. This model has undergone extensive research and validation, and its five broad dimensions of personality have been found to be stable and enduring over time. Another factor contributing to the Big Five's reliability is its self-report nature. Rather than being evaluated by an outside source, individuals are asked to describe themselves, which helps reduce the potential for bias and ensures that the test results are based on the individual's own self-perception.
Jordan Peterson, Colin DeYoung, Lean Quilty and Jeremy Gray have conducted extensive research on the Big Five Aspects Scale (BFAS) and its applications in various fields. Their research has focused on the development and validation of the BFAS, its use in understanding personality traits and their impact on behavior, cognition and well-being. They have also explored the relationship between the BFAS and other psychological constructs, such as intelligence, creativity, and psychopathology. One of their key findings is that the BFAS is a reliable and valid measure of personality traits, with strong correlations between the five broad dimensions and their associated facets. They have also found that the BFAS can be used to predict a wide range of behaviors, from academic achievement to job performance to health outcomes. Additionally, Peterson, DeYoung, and their colleagues have explored the potential applications of the BFAS in various fields, including education, business, and clinical psychology. They have suggested that understanding personality traits can help individuals and organizations make better decisions, improve communication and teamwork, and promote personal and professional growth.
Who created the big five personality test?
The Big Five was created over several decades by a team of researchers in the field of psychology. One of the earliest contributors to the development of the Big Five was the psychologist Raymond Cattell, who in the 1940s proposed a theory of personality that included 16 different factors. This theory was later refined and expanded upon by other researchers, leading to the creation of the Big Five. The final version of the Big Five personality test was developed in the 1980s by two psychologists, Lewis Goldberg and Warren Norman. They identified the five broad dimensions of personality that are still used today: Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
What is my big five personality profile?
Take our test to find out - we provide the Jordan Peterson personality test for free.
Who created the Big Five Aspects Scale model?
The Big Five Aspects Scale (BFAS) was developed by Dr. Colin DeYoung and other researchers. It is based on the Five Factor Model of personality and extends it by breaking the factors down into smaller facets. The development of the BFAS involved theoretical analysis, factor analysis, and extensive research, resulting in a comprehensive and reliable model of personality. If you’re wondering how to cite the big five aspects scale, then there are numerous research papers on the Big Five Aspects Scale.
The key influential paper is "The Big Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives," by Lewis R. Goldberg. It provides a comprehensive overview of the development of the Big Five personality traits, and their underlying facets, including the BFAS.
A second key paper is "The Development and Validation of the Big Five Aspect Scales," by Colin G. DeYoung, Lena C. Quilty, and Jordan B. Peterson. This paper describes the development and validation of the BFAS, including its reliability and validity across different cultures and languages.
A third notable paper is "The Role of Personality Traits in Predicting Earnings," by James J. Heckman, Jora Stixrud, and Sergio Urzua. It uses the BFAS to explore the relationship between personality traits and earnings, finding that traits such as conscientiousness are positively associated with higher earnings.
Other key research papers on the BFAS include "The Validity of the Big Five Aspects Scale for Children and Adolescents," by Kali H. Trzesniewski, M. Brent Donnellan, and Richard W. Robins, and "The Big Five Personality Dimensions and Job Performance: A Meta-Analysis," by Timothy A. Judge and colleagues.
What is Jordan Peterson's personality test called?
Jordan Peterson’s personality test is based on the Big Five Aspects Scale. It is called Understand Myself. It is paid and you can find it under understandmyself.com. You may know that Jordan Peterson’s big five personality test is a great example of the BFAS, and Gyfted’s test is similarly 100-items long. Jordan Peterson is a Canadian clinical psychologist and professor of psychology, who has been a prominent advocate for the Big Five Aspects Scale (BFAS) model in recent years. Peterson has praised the BFAS for its comprehensive and reliable approach to measuring personality traits, and has used it extensively in his research and clinical work. He has also popularized the use of the BFAS through his lectures, books, and online presence. Peterson's interest in the BFAS stems from his belief that personality traits play a crucial role in shaping human behavior, and that understanding these traits can help individuals achieve greater success and fulfillment in their lives. He uses the BFAS test and model to help individuals identify their strengths and weaknesses, and to develop strategies for personal growth and self-improvement.