Personal Attributes Questionnaire
Our PAQ will help you gain a deeper understanding of your personal strengths and areas for growth.
Validate assessment based on forced choice testing
Our personal attributes questionnaire is based on extensive research and analysis of personality traits and psychometric testing. We have carefully crafted a set of questions that will help you identify your strengths in key areas of value to employers and for self-development.
Benefits
A Personal Attributes Questionnaire (PAQ) is a self-report instrument designed to measure various personality traits, characteristics, and personal qualities. It aims to provide insights into an individual's personality, values, preferences, and attitudes, which can be used in various settings, such as education, career counseling, or organizational development.
Validate assessment based on forced choice testing
By taking this questionnaire, you will not only gain valuable insights into your own personality, but you will also receive personalized feedback and recommendations for how to build on your strengths and develop your weaker areas.
Whether you are a student, professional, or just someone who wants to develop a better understanding of yourself, this questionnaire is designed to help you identify your unique attributes and leverage them to achieve your goals.
How you can use this test?
How you can use this test?
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How it works?
1
Take this assessment when
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and ready to focus.
2
Our instructions will guide
you through the process. It’s
easy - just go with your gut
feeling.
you through the process. It’s
easy - just go with your gut
feeling.
3
After completing the test,
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feedback immediately
you will receive your
feedback immediately
4
Share your results with
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anyone, with just a click of a
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What's Inside? Get immediate feedback by measuring these traits in you
Openness to experience
a personality trait that reflects an individual's willingness to experience new things, ideas, and emotions. People who score high in openness tend to be curious, imaginative, and open-minded. They are often creative, enjoy exploring different perspectives, and are receptive to new experiences. They are likely to seek out intellectual stimulation and are more likely to embrace change and adapt to new situations.
Conscientiousness
a trait that reflects an individual's level of organization, responsibility, and self-discipline. People who score high in conscientiousness tend to be reliable, organized, and diligent. They are often goal-oriented, pay attention to details, and strive for excellence in their work. They are likely to be punctual, follow through on commitments, and have a strong sense of duty and responsibility.
Extraversion
a trait that reflects an individual's level of sociability, assertiveness, and energy. People who score high in extraversion tend to be outgoing, talkative, and energetic. They enjoy being around others, are often the life of the party, and thrive in social situations. They are likely to seek out social interactions, enjoy being the center of attention, and are energized by being around others.
Agreeableness
a trait that reflects an individual's level of compassion, cooperativeness, and empathy. People who score high in agreeableness tend to be kind, considerate, and compassionate. They value harmony, are often willing to help others, and are sensitive to the needs and feelings of those around them. They are likely to be cooperative, empathetic, and seek to maintain positive relationships with others.
Neuroticism
a trait that reflects an individual's level of emotional stability and reactivity. People who score high in neuroticism tend to experience more negative emotions such as anxiety, depression, and anger. They may be more prone to stress and worry, and may have difficulty managing their emotions. They are likely to be more reactive to negative events and may have a tendency to ruminate on negative thoughts and experiences.
Personal Attributes Questionnaire
The Personal Attributes Questionnaire, alternatively known as personal qualities assessment or character traits test, assesses a wide range of personal attributes. This can provide valuable self-knowledge for personal growth and career development.
The Personal Attributes Questionnaire is a gender-role measure derived from the work of Spence and Helmreich in the late 1970s who sought to understand perceived femininity and masculinity traits.
Assessment Insights
This Personal Attributes Questionnaire can promote self-understanding and personal growth by identifying key personal attributes. It can also foster mutual understanding and effective communication in interpersonal relationships.
For example this quiz can be used to identify the strengths and weaknesses of team members, which can help managers to assign tasks that align with their skills and abilities. Additionally, it can be used to create a more diverse and inclusive team by identifying individuals with different personal attributes that can contribute to the team's success. Moreover, the questionnaire can be used to improve communication and collaboration among team members by identifying their communication styles and preferences. This can help team members to understand each other better and work together more effectively. Overall, the Personal Attributes Questionnaire can be a valuable tool for promoting personal and professional growth, improving team dynamics, and achieving organizational goals.
Scientific and Empirical Foundations
Origins of the Personal Attributes Questionnaire: Spence, J. T., & Helmreich, R. L. (1978). Masculinity and femininity: Their psychological dimensions, correlates, and antecedents. Austin, TX: University of Texas Press. Applications of personality traits in career development: Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80-92. Personal attributes in team dynamics: Bell, S. T. (2007). Deep-level composition variables as predictors of team performance: A meta-analysis. Journal of Applied Psychology, 92(3), 595-615. Diversity in teams: van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-541. Communication styles in teams: Matsumoto, D., & Hwang, H. S. (2013). Assessing cross-cultural competence: A review of available tests. Journal of Cross-Cultural Psychology, 44(6), 849-873. Personal attributes and self-awareness: Sutton, A., Williams, H. M., & Allinson, C. W. (2015). A longitudinal, mixed-methods case study of personality, self-identity, and academic attainment. Personality and Individual Differences, 79, 159-164.
Personal Attributes Questionnaire
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Frequently asked questions
What is Jung's theory of psychological types?
Jung's theory of psychological types attempts to categorize people in terms of their primary modes of psychological functioning. In his theory, Carl Jung referred to cognitive functions as psychological functions which are particular mental processes within a person's psyche that are present regardless of circumstances. The theory is based on the assumption that there are different attitudes and functions of consciousness. He noted four main psychological functions: thinking, feeling, sensation, and intuition. He introduced them as having either an internally focused (introverted) or externally focused (extraverted) tendency which he called "attitudes".
What are the four personality types of Jung?
To understand the Jung typology test we first need to understand his four personality types. In his theory Carl Jung proposes four main functions of consciousness: two perceiving or non-rational functions (Sensation and Intuition), and two judging or rational functions (Thinking and Feeling). These functions are modified by two main attitude types: extraversion and introversion.
Sensation refers to our immediate experience of the objective world without any kind of evaluation of the experience.
Intuition refers to a deeper perception of inherent possibilities and inner meanings.
Thinking is a mode of evaluation that is concerned with the truth or falsity of experience.
Feeling is an affective, sentimental function, that involves judging the value of things based on our likes and dislikes.
What’s MBTI?
MBTI stands for Myers–Briggs Type Indicator. It is a personality inventory used to make the theory of psychological types, as described by Carl Jung, understandable and useful in people's lives. MBTI is based off of Jung’s work. It is a self-report questionnaire indicating differing psychological preferences in how people perceive the world and make decisions. The test attempts to assign four categories: introversion or extraversion, sensing or intuition, thinking or feeling, judging or perceiving.
What is the 16-personality quiz?
The Sixteen Personality Factor Questionnaire (16PF) is a self-report personality test developed by Raymond B. Cattell, Maurice Tatsuoka and Herbert Eber. The 16PF can provide information such as an individual’s capacity for insight, self-esteem, cognitive style, internalization of standards, openness to change, capacity for empathy, level of interpersonal trust, quality of attachments, interpersonal needs, attitude toward authority, reaction toward dynamics of power, frustration tolerance, and coping style. Jung’s test is in several ways similar to Cattel’s 16 Personalities.
How to test your cognitive function?
The easiest way is to take a cognitive functions personality test. A lot of the self-report questionnaires are based on Jung's theory of psychological types. These include MBTI, 16PF and OEJTS assessments. The OEJTS (Open Extended Jungian Type Scale) is an open source alternative to the popular 16 personalities or the Myers–Briggs (MBTI) assessment and is also based on Jung typology.