Tesi: "Personality tests"

1

Lindgren, Thomas E. "Method specific factors in personality tests /". Stockholm, 2007. http://diss.kib.ki.se/2007/978-91-7357-266-8/.

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2

Yankov, Georgi P. "Faking on Personality Tests: The Relationship Between Intelligence and Personality". Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1555345423814293.

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3

Anderson, Ryan D. "The Implicit Association Test for Conscientiousness: An indirect method of measuring personality". Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1237835643.

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4

Meinecke, Joseph E. "Adlerian life style a reliability study of the Lifestyle Scale /". Theological Research Exchange Network (TREN), 1992. http://www.tren.com.

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5

Miller, Darren. "A correlational validity study of select scales of the Basic Adlerian Scales for Interpersonal Success--Adult Form (BASIS-A)". [Kent, Ohio] : Kent State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1178828848.

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Thesis (Ph.D.)--Kent State University, 2007.
Title from PDF t.p. (viewed Nov. 21, 2007). Advisors: Donald L. Bubenzer, Martin J. Jencius. Keywords: individual psychology, Adlerian psychology, social interest, BASIS-A. Includes bibliographical references (p. 126-140).

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6

Caponecchia, Carlo Psychology Faculty of Science UNSW. "The influence of personality on responses to stressors: an examination of the Grossarth-Maticek personality inventory". Awarded by:University of New South Wales. School of Psychology, 2005. http://handle.unsw.edu.au/1959.4/29374.

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Grossarth-Maticek and colleagues presented longitudinal evidence for personality Type being related to disease. Type 1s (cancer prone) and Type 2s (CHD prone) were proposed to be dependent on others, in contrast to the autonomous Type 4s, who had a lower mortality rate at follow-up. Stress was the mechanism proposed to account for the effects of personality on disease, yet this claim has not been systematically investigated. Four studies compared responses of Type 1, 2 and 4 individuals to stress and non-stress tasks. Types 1 and 2 showed increased salivary cortisol responses to an uncontrollable maths stress task (relative to control) compared to Type 4s, and scored higher on perceived stress, state-anxiety, and measures of negative mood, consistent with the implications of the Grossarth-Maticek hypothesis. No significant differences were evident between the Types in response to progressive muscle relaxation, suggesting stress is necessary for Type differences to emerge. Further, Types 1 and 2 responded differently to different stressors (maths vs. exam), arguing against criticisms that Types 1 and 2 are indistinguishable. The relation between Grossarth-Maticek Type subscales was further clarified through their correlations with each other (controlling for mood, stress and social desirability), and with the Lifestyle Defense Mechanisms (LDM) inventory, a psychometric refinement of the Grossarth-Maticek scales. A prospective study examining mortality rates in a sample exposed to environmental noise stressors revealed no prediction of death or cause of death by Grossarth-Maticek Type. This may have been due to the relative youth of the sample, short (7 year) follow-up period, and consequently low death rate. The current research is the first to show different responses to different stressors between Types 1 and 2, and revealed converging evidence for the claim that stress is the mechanism for Type effects on disease. Additionally, theoretical issues in conceptions of stress, and models of the relation between the Types, stress and disease were considered. This project suggests that after a history of criticisms, the Grossarth-Maticek typology should be re-considered for its public health implications, and along with the LDM inventory, should be considered for further investigation of the relation between personality variables and disease.

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7

Grezmak, Tiffany. "Construct Validation of the Cleveland Adaptive Personality Questionnaire using the Personality Assessment Inventory". Cleveland State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=csu1619442899037883.

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8

Chatterjee, Marian M. "Ethnicity and personality : variations in personality as a function of cultural differences in social desirability /". Thesis, Connect to this title online; UW restricted, 1994. http://hdl.handle.net/1773/9163.

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9

Gregory, William Scott. "Construct validity of personal motives /". Access abstract and link to full text, 1992. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9222149.

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10

Bink, Martin L. "Motivational distortion in personality profiles of undergraduate distance education students". Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941727.

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Motivational Distortion is a construct of replicable error characterized by a shift in one's responding on a personality measure from an anonymous role to a role motivated by the testing situation. The Sixteen Personality Factor (16PF) contains an embedded scale designed to measure the this construct. Scores on this scale provide a basis for correcting scores on the primary factors.To date, individual studies on Motivational Distortion have not adequately addressed the construct validity of the scale. The present study utilized a sample of teleeducation students in an attempt determine if varying levels of role aptitude and role-congruent settings does impact Motivational Distortion.The results of regression and Aptitude-by-treatment interaction analysis (ATI) have two implications for Motivational Distortion. Namely, The relation of Motivational Distortion and its components may be moderating instead of causal, and the relation of the construct and other personality factors is more limited.
Department of Psychological Science

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11

Holt, Brian. "Using Appropriateness Measurement to Detect Realistic Faking of Personality Tests". TopSCHOLAR®, 2002. http://digitalcommons.wku.edu/theses/599.

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Research has shown that personality tests are susceptible to faking and that test takers do indeed take advantage of this vulnerability. This faking creates a problem when organizations use personality tests as screening tools for candidates for employment. Among the methods available to detect faking, appropriateness measurement (i.e., examining how well a pattern of responses fit item characteristics) has not been thoroughly investigated. The present study examines whether the two most popular appropriateness indices, Z3 and F2, are capable of detecting response distortion among test takers instructed to answer honestly versus fake. The groups demonstrated differences between overall mean scores, but the appropriateness indices did not successfully detect response distortion between the groups.

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12

Useda, J. David. "The construct validity of the paranoid personality disorder features questionnaire (PPDFQ) : a dimensional assessment of paranoid personality disorder /". free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025654.

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13

Gupta, Dipti Marshall Linda L. "Proctored versus unproctored online testing using a personality measure are there any differences? /". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3967.

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14

Pettit, Frances Annie. "Response sets in World Wide Web and paper-and-pencil personality questionnaires". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0025/NQ39301.pdf.

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15

Tyler, Graham Patrick. "Utility and validity of Western and Chinese models and measures of personality in Chinese and Western organisational contexts /". [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19288.pdf.

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16

Salekin, Randall T. (Randall Todd). "An Investigation of Psychopathy in a Female Jail Sample: a Study of Convergent and Discriminant Validity". Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc277640/.

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The present study was designed to assess both the construct of psychopathy in a female jail sample as well as the quality of the measures that have been employed to assess this personality style. Utilizing the multitrait-multimethod matrix proposed by Campbell and Fiske (1959), the construct of psychopathy was measured via three instruments: (a) the Antisocial Scale of the Personality Assessment Inventory, (b) the Psychopathy Checklist - Revised, and (c) the Antisocial Scale of the Personality Disorder Examination. In addition, the predictive validity of each of these measures of psychopathy was evaluated to determine their ability to predict institutional violence and non-compliance. The results revealed significant convergence and divergence across the three instruments supporting the construct of psychopathy in a female jail sample. In addition, the measures of psychopathy demonstrated moderate predictive validity.

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17

Wolford, Katherine Anne. "Effects of item randomization and applicant instructions on distortion on personality measures". Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1245555713.

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18

Motter, Ethan H. "PRELIMINARY STUDY OF THE NARCISSISTIC PERSONALITY QUESTIONNAIRE". Cleveland State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=csu1263430913.

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19

Bergida, Heather L. "MMPI-2 correlates of psychopathy features in a university population". Diss., Online access via UMI:, 2006.

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20

Schnure, Katherine Anne. "Response distortion and social desirability in high-level executives". Thesis, Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31787.

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Thesis (M. S.)--Psychology, Georgia Institute of Technology, 2010.
Committee Chair: James, Lawrence; Committee Member: Parsons, Charles; Committee Member: Roberts, James. Part of the SMARTech Electronic Thesis and Dissertation Collection.

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21

Wheeler, Ann C. "Assessing Adolescent Personality and Interactional Style with the Rorschach and the Personality Inventory for Youth". Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc278176/.

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An investigation was undertaken to examine two measures of personality and their utility with adolescent patient populations. The Rorschach, scored using Exner's (1991) Comprehensive System (2nd Ed.), and the Personality Inventory for Youth (PIY; Lachar & Gruber, in press) were explored as to their ability to distinguish inpatients from outpatients, males from females, and diagnostic groups from one another. COP, AG, CDI, DEPI, SCZI, and HVI scores on the Rorschach were utilized, as were the DIS, SOM, FAM, RLTY, WDL, and SSK scores from the PIY.

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22

DUBRO, ALAN FRAZIER. "DIAGNOSIS OF DSM-III PERSONALITY DISORDERS THROUGH THE USE OF THREE SELF-REPORT INVENTORIES". Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/183880.

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Publication of DSM-III led to increased recognition and diagnosis of personality disorders by assigning them to a separate axis. Self-report inventories have recently been constructed to reflect these changes in psychiatric nosology. This study compared the diagnostic efficiency of three tests: MMPI personality disorder scales (MMPI PD scales), Million Clinical Multiaxial Inventory (MCMI), and the Personality Diagnostic Questionnaire (PDQ). Subjects were nonpsychotic psychiatric patients (n = 37), and medical control patients (n = 20). Subjects were given a clinical interview to diagnose any and all DSM-III personality disorders, and were then administered the three self-report inventories. Results indicate that the tests were extremely accurate at identifying the presence of any personality disorder, clusters of personality disorders, and specific personality disorders. Using the tests in combination further increased their efficiency. Implications for using cost-effective self-report tests in lieu of labor-intensive structured interviews are discussed.

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23

Ramsay, Philip Scott. "Can Selection Tests Administered via Video Games Reduce Faking?" Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/6750.

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One of the fundamental underlying assumptions of selection procedures is that the information gathered from applicants is accurate, and thus, will predict performance on the job (Donovan, Dwight, & Schneider, 2014; Schmitt & Sinha, 2011). As self-report instruments such as paper-and-pencil tests and unsupervised online surveys become more prevalent in organizational selection contexts (Truxillo & Bauer, 2011) due to ease of use and cost efficiency, the concern of applicants faking responses to inaccurately portray themselves as more highly desirable is increasingly critical (Hough, Oswald, & Ployhart, 2001). Depending on the exact magnitude of the particular selection event, this compromise of validity may cost an organization just as much as they stand to gain from an accurate self-report selection tool. The aim of this study is to test the viability of a video game platform designed to aid personnel selection by reducing faking. This thesis first outlines the most widely assessed predictors of job performance and briefly review the state-of-the-science of personality research in the context of employee selection. Then, a review of faking, drawing upon a model of faking proposed by McFarland & Ryan (2000), describes the impact it has on employee selection based on personality tests. Drawing upon Malone’s (1981) theory of intrinsic motivation as well as Sweller’s (1994) theory of cognitive load, I proposed the use of a video game platform as a counter-measure to faking selection assessments. Results suggest that participants are less able to fake personality assessments when assessed via video games as compared to online surveys.

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24

Fu, Hong. "Personality correlates of the disposition towards interpersonal forgiveness a Chinese perspective /". Click to view the E-thesis via HKUTO, 2004. http://sunzi.lib.hku.hk/HKUTO/record/B38628685.

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25

Fu, Hong, e 傅宏. "Personality correlates of the disposition towards interpersonal forgiveness: a Chinese perspective". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B38628685.

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26

Flanagan, William J. "Measurement equivalence between high and average impression management groups an IRT analysis of personality factors". Diss., Georgia Institute of Technology, 1997. http://hdl.handle.net/1853/28956.

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27

Starke, Mary Lynn. "Self-deception and other-deception in personality assessment detection and implications /". Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2006. http://etd.umsl.edu/r1121.

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28

Stern, Barry L. "Fear of intimacy, adult attachment theory, and the five-factor model of personality : a test of empirical convergence and incremental validity /". free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9951126.

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29

Smith, Ashley M. "Assessing Personality Disorders Using the MMPI-2-RF". Kent State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=kent1279132568.

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30

Milner, Lisa Michelle. "A comparative validation study of three personality inventories designed to access the five-factor model of personality /". Access abstract and link to full text, 1992. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9236371.

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31

Johnson, Casey W. "Establishing Criterion on a Personality-Based Assessment for Employment: A Latent Class Analysis of Faking Behavior". Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1404535/.

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Abstract (sommario):

Personality assessments have a long history in psychology and have become the backbone of the human capital management industry, with the Big-Five model being the most prevalent. The central criticism of personality assessments for employment decisions is validity of responses since applicants for employment often endorse items to make themselves more desirable for hire, referred to as faking behavior. The present study examined faking behavior using the Assess Personality Survey (APS). Using a sample of applicant and incumbent data (N = 8,020), the objective was to identify response difference between applicant and incumbents, and the prevalence of faking behavior in applicants. Latent class analysis (LCA) was used to compare groups. Results indicate a clear distinction between applicant and incumbent response patterns. Additional analyses suggest 6 classes of testing patterns among applicants, and results are compared with previous faking identification procedures to improve criteria used to establish faking behavior in respondents.

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32

Perkins, Seth. "Personality and music : an examination of the five-factor model in conjunction with musical preference /". Norton, MA : Wheaton College, 2008. http://hdl.handle.net/10090/5777.

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33

Brink, André. "The relationship between three anxiety related clusters in projective drawings and anxiety and ego-strength scales of the Minnesota multiphasic personality inventory-2". Thesis, Rhodes University, 2002. http://hdl.handle.net/10962/d1002451.

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Based on the shortcomings of past research, the need for understanding and investigation of the general relationship between self-report measures and human figure drawings required understanding and investigation (Riethmiller & Handler, 1997b; Waehler, 1997) while utilising a quantitative, configural scoring approach. Riethmiller and Handler (1997a; 1997b) hypothesised that subjects have one of two typical approach styles to anxiety/stress that influences their execution of the Human Figure Drawing (HFD) Test: “Avoidance” or “Coping” as measured by composite scoring index clusters. They argue that these two approach styles had to be taken into account when investigating anxiety on the HFD Test. According to Handler and Reyher (1965) those who experience more intense anxiety typically rely on an “Avoidant” approach, while those with lower anxiety typically rely on a “Coping” approach. The “Coping” response is hypothesised to suggest good ego-strength, and the “Avoidant” response poor ego-strength. Handler and Reyher (1964; 1965; 1966) also argued that there are two sources of anxiety on projective drawings: internal and external sources of anxiety. They hypothesised that the “External” anxiety cluster (measured by utilising the car drawing) and self-report measures both assess ‘external’ anxiety. Using Handler’s (1967) HFD index scoring manual, this research therefore inve stigated the level of correlation of the two MMPI-2 anxiety scale scores with (a) the hypothesised Stress Approach HFD cluster scores, as well as with (b) the “External” anxiety cluster score, while the hypothesised Stress Approach HFD cluster scores were compared with the (c) MMPI-2 ego strength scale score. The results of the investigated relationships yielded non-significant correlations overall. The differences in nature of the two measurement instruments, and the potential weaknesses of this study, as two likely explanations for these correlations, are discussed. In the consideration of the differences of the two measurement instruments, the weaknesses of SR measures and criterion-related validity are discussed while self- attributed and implicit motives are contrasted with each other. Potential extraneous variables and possible truncated range are discussed as potential weaknesses of this study.

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34

Fluckinger, Chris D. "Measurement of Big Five Personality via Q-Sort: Comparison with a Likert Measure and Test-Taker Perceptions and Reactions". University of Akron / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=akron1279038683.

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35

Schulz, Michelle Renae. "The influence of job type, information provided, test type, and test performance on applicant reactions to personnel selection tests". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2028.

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The evolution of the Systems Model approach to personnel selection marks the emergence of the relationship between the organization and the applicant. It has made organizations become increasingly aware of the potential influence of applicant reactions to selection procedures.

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36

Casper, Lori Jean. "Development and validation of three alternative forms of a published general mental ability test". CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1295.

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37

Gupta, Dipti. "Proctored versus unproctored online testing using a personality measure: Are there any differences?" Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3967/.

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Impetus in recruiting and testing candidates via the Internet results from the popularity of the World Wide Web. There has been a transition from paper-pencil to online testing because of large number of benefits afforded by online testing. Though the benefits of online testing are many, there may be serious implications of testing job applicants in unproctored settings. The focus of this field study was two-fold: (1) to examine differences between the proctored and unproctored online test administrations of the ipsative version of Occupational Personality Questionnaire (OPQ32i and (2) to extend online testing research using OPQ32i with a U.S population. A large sample (N = 5223) of archival selection data from a financial company was used, one group was tested in proctored and the other in unproctored settings. Although some statistical differences were found, very small to small effect sizes indicate negligible differences between the proctored and unproctored groups. Principal component analysis with varimax rotation was conducted. The scales not only loaded differently from the Great Eight factor model suggested by SHL, but also differently for the two groups, limiting their interpretability. In addition to the limitations and future directions of the study, the practical implications of the results for companies considering unproctored, online personality testing as a part of their selection process are discussed.

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38

Brin, Jean. "Adaptation et validation française du Narcissistic Personality Inventory". Thesis, Université Laval, 2011. http://www.theses.ulaval.ca/2011/28305/28305.pdf.

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39

Léger, Paul. "An assessment of a new personality measure of authoritarianism in the South African context". Thesis, Rhodes University, 1992. http://hdl.handle.net/10962/d1002516.

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The aim of the research was to assess the psychometric properties of Altemeyer's (1981) Right-Wing Authoritarianism scale (RWA scale)- developed in response to identified methodological weaknesses in personality measures of authoritarianism to date - within a South African setting. A modified version of the 24-item attitudinal scale, together with a demographic questionnaire was administered to a white and black sample of South African university students. Subsequent psychometric analysis of the data indicated that the scale was a significantly less powerful measure of authoritarianism in a cross-cultural context, than originally hoped for. Not only did the analysis show an absence of psychometric equivalence but revealed substantial problems within the content of the scale itself. An ensuing discussion of these findings situated the debate within a broader theoretical context. It was argued that the RWA scale, and its underpinning conceptualization, although possibly comprising a methodological refinement over existing measures of authoritarianism, did not constitute grounds for a viable approach to research on authoritarianism in the South African context. It was concluded that a model of authoritarianism resting on the assumptions of positivistic psychology, inevitably failed to account for the social and political dynamics of a changing society. As a socially relevant enterprise, it was suggested that the debate on authoritarianism be extended beyond the confines of individualistic psychology and research priority directed instead to the crucial role of societal factors giving rise to the individual manifestation of the phenomenon.

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40

Malan, Gunce. "Do Personality Tests have a place in Academic Preparation of Undergradute Hospitality Students". Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4533.

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This is a descriptive study that poses the questions and discussion regarding use of personality tests in prediction of future job performance of the current undergraduate hospitality students. A gap exists between the perception of the skills and competencies of high performers and the perception of hospitality students (Berezina et al., 2011; Malan, Berezina & Cobanoglu, 2012). The purpose of this study is to investigate if personality tests will help in predicting the success of students in their preferred job setting as compared to current high performers (managers). The use of personality tests increased substantially after 1988, when the government banned the use of polygraphs (Employee Polygraph Protection Act, 1988 as cited in Stabile, 2002). Although there is no right or wrong answer to personality test questions, the answers would allow employers to have a better idea if there is a sufficient fit between the applicant and the position sought. To compare the personality types of successful hotel managers and hospitality students to determine if there is a need to customize the hospitality curriculum in order to produce graduates who will fit to the correct type of positions, a convenient sample was drawn from a hotel management company's managers and hospitality students of a university in the Southeast USA. The sample for this study was 175 Managers and 150 Students. With the 144/175 (82% response rate) manager and 76/150 (51% response rate) students the main findings show there is a significantly difference between managers and students. This indicates that current hospitality students and current managers have different perceptions about hospitality industry. Since current students will work on the industry in the future, the difference needs to be eliminated by both curricular and extra-curricular activities. There are also significant differences among managerial positions' (general manager, assistant general manager, and director of sales) LDP scores. This could indicate that it might not be a good fit to promote these individuals from one position to other within the company since each position differs from each other.

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41

Cox, Brennan Daniel Thomas Adrian L. "Differential functioning by high and low impression management groups on a Big Five applicant screening tool". Auburn, Ala, 2010. http://hdl.handle.net/10415/2050.

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42

Blazek, Nicole L. "A comparison of validity rates between paper and pencil and computerized testing with the MMPI-2". Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1397370.

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The current study explores the rates of valid and invalid MMPI-2 protocols across testing conditions, as well as the test taker's preference for each format and the amount of time spent responding to the items. Participants were 203 undergraduate students (90 men and 113 women) from a Midwestern university. Participants completed either a CC or P&P version of the MMPI-2 along with a supplemental survey to assess for participants' testing format preference. Overall, results suggest that while testing format did not affect the number of valid MMPI-2 protocols produced, the CC version was rated more favorably by participants and took significantly less time to complete.
Department of Psychological Science

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43

Callahan, Wendell James. "MMPI-2, symptom reports, and acculturation of White- and Mexican-Americans in psychiatric, college, and community settings /". Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 1997. http://wwwlib.umi.com/cr/ucsd/fullcit?p9804022.

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44

Zayas, Vivian. "Personality in context : an interpersonal systems perspective /". Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/9091.

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45

McNulty, John Lawrence. "Assessing the personality psychopathology five (PSY-5) in adolescents new scales for the MMPI-A /". Access abstract and link to full text, 1994. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9522756.

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46

Dennis, Gregory Brent. "Social phobia and social anxiety continuous or discontinuous constructs? /". Access abstract and link to full text, 1991. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9136876.

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47

Penner, Jocelyn G. "A study on the relationship between personal typology and forms of spiritual expression". Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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48

Al-Kahtani, Ali Hussein. "DIFFERENCES BETWEEN SAUDI AND AMERICAN EMPLOYEES IN NEED FOR ACHIEVEMENT, POWER AND AFFILIATION". Thesis, The University of Arizona, 1986. http://hdl.handle.net/10150/275526.

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49

Nobre, Michelle. "The OPQ 32i (Occupational Personality Questionnaire 32 Version i) as a predictor of employee theft in a financial institution". Thesis, Link to the online version, 2005. http://hdl.handle.net/10019/1143.

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50

Noël, Jacqueline. "Étude des corrélations entre l'échelle d'attitude à l'égard des objectifs pédagogiques et le personality research form". Master's thesis, Université Laval, 1987. http://hdl.handle.net/20.500.11794/29205.

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Tesi sul tema "Personality tests"

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