BIP - Business-focused Inventory of Personality
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Authors
R. Hossiep and M. Paschen
Edition
1st UK Edition 2008
Training Requirements
Level B
Used for
Selection, Development, Coaching, Career Counselling
Suitable for
Board executives and middle to senior managerial levels
Description
The BIP combines an assessment of both work style and motivation and was originally developed in Germany over ten years ago following research into personality at work and with input from HR professionals. The UK standardisation was carried out in 2007 under the direction of Professor John Rust. The result is a practical, work-based questionnaire that is valuable for use at senior managerial levels.
The self-report questionnaire (Form S) is complemented by a version of the questionnaire that can be completed by others (Form O). This provides a useful insight into the impact of behaviour on other people and, as such, makes for a rich source of information in a development setting.
The questionnaire includes fourteen scales arranged into four conceptual domains:
Occupational Orientation – assessing work-specific motivation, this domain considers what motivates respondents in planning and shaping their career path and what they value in a job. There are three scales:
- Achievement Motivation (AM) - Willingness to tackle problems and the motivation to make strong demands on one's own performance; readiness to invest strenuous effort; motivation to continuously improve one's own performance.
- Power Motivation (PM) - Motivation to change something that is seen as needing improvement; readiness to influence things and to follow up with one's own ideas.
- Leadership Motivation (LM) - Motivation to exert influence in a social situation; preference for leadership and management tasks.
Occupational Behaviour – assesses the typical approach to work and focuses on three specific aspects:
- Conscientiousness (CO) - Carefulness of work habits; trustworthiness; attention to detail; preference for a structured, systematic and well-thought out approach; proneness to perfectionism.
- Flexibility (FL) - Readiness to take on new or unexpected situations and to tolerate uncertainty; openness to new perspectives and methods; acceptance of change.
- Action Orientation (AO) - Willingness to transform a decision into a goal-oriented activity; readiness to protect a chosen course of action from diversionary proposals.
Social Competencies – this domain describes the style of interacting with other people and contains five scales:
- Social Sensitivity (SS) - Capability to pick up subtle signals in social situations; capacity for empathy; confidence in one’s own interpretation of the behaviour of others.
- Openness to Contact (OC) - Readiness and preference for initiating contact with people; the active building and maintenance of both work-related and private relationships and networks.
- Sociability (SO) - Preference for the type of social relations that are characterised by friendliness and respect; generosity towards those who are less sociable; wish for harmony with others.
- Team Orientation (TO) - Value placed on teamwork and co-operation; readiness to actively support team processes; willingness to sacrifice one’s own interests for the benefit of the work group.
- Assertiveness (AS) - Tendency to dominate in social situations; persistence in striving to achieve goals even against resistance; sensitivity to interference.
Psychological Constitution – this domain seeks to describe how the demands made by a range of tasks at work, impact on a person's resilience and experience of emotional pressure. The three scales of this domain are:
- Emotional Stability (ES) - Degree to which emotional reactions are balanced and not volatile; capacity to recover from defeat and failure; capacity to control one’s own emotional reactions.
- Working under Pressure (WP) - Confidence in one’s ability to be highly resilient and robust; readiness to take on heavy work loads.
- Self-Confidence (SC) - Emotional independence from the judgment of others; self-motivation; confidence in one’s own capacity and expected performance.
In addition, the BIP has an ‘Impression Management’ scale which assesses an aspect of the test-taker’s approach to the questionnaire and enables the user to obtain, to some extent, the extent to which respondents are emphasising more or less positive aspects of themselves.
The supplementary Observer-Rated Version (Form O) is a short 42 item questionnaire which can be used by observers to rate the test-taker on the 14 dimensions of the BIP. For the sake of time efficiency, in Form O, each BIP dimension is addressed with just three items. Form O has not been normed as a metric in its own right. It is exclusively a reference or support tool which provides some useful information about divergence between self-image and public image which might be discussed in coaching conversations or in team development contexts.
Reliability
Internal Consistency reliability: (N=581)
The obtained values for primary scales range from .67 to .87 and of the 14 scales, 10 are at .80 or above; 3 are between .70 and .80; 1 is at .67
Test-Retest Reliability: (N= 83, interval = one month)
The obtained values for test retest reliability range between .69 and .90 and of the 14 scales, 12 exceed .80 with several approaching .90
Validity
Construct validity: The relationships between performance on BIP and performance on three other self-report personality tests (16PF, NEO FFI and EPI) are presented in the manual.
Criterion related: Validity data has been collected against observer ratings, income (corrected for age), hierarchical position (corrected for age), subjective estimation of career success and job satisfaction.
Social Validity: Systematic feedback on users experience of completing the BIP has been collected (N=1573).
Correlations with Impression Management and Acquiescence are also presented in the manual.
Equivalence with other language editions was ensured through the carrying out of focus groups, cognitive interviews etc in the course of the UK standardisation.
Norms
UK working population:
- N=581
- 45.1% males / 54.9% females
- mean age: 36.2 years (sd=10.3)
- age range: 19-65 years
- Range of roles: Police; Managerial; Finance; Engineering & IT; Psychologists; HR staff; Sales & Marketing; Counsellors; Local Authority staff; Administration staff; Other
International norms: Various norms from Germany, Denmark and Switzerland are also available.
Duration
Form S (Self-rated): Untimed (40 minutes) Form O (Observer-rated): Untimed (10-15 minutes)
Languages
English, German, French, Czech, Danish
Available to buy
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