The sixteen personality factor questionnaire and the motivational analysis test in the prediction of achievement of insurance agents

Abstract

The study investigates the implementation of a multiple regression model, a discriminant function, or a model based on an empirical scoring of standardized tests for the selection of insurance salesmen, utilizing the data available to a personnel consultant. The low return of discriminating data from the Sixteen Personality Factor Questionnaire (16PF), and the Motivational Achievement Test (M~T), underlines the need (or validity to be directly established on the particular selection situation. Consideration of the current research on the 16PF results ln some doubt as to the evidence for the factor structure purported to give factorial validity to the test. Various selection models are presented which can provide a tentative basis for selection and for a continuing study of the selection procedure. While a firm decision should not vet be made a discriminant function utilizing empirical keying of published tests gives clear indications that the problem may be satisfactorarily resolved.