|SOSIE Personality & Values
combines three scales developed by the American psychologist Leonard V. Gordon
between 1953 and 1967. These include the Gordon Personal Profile Inventory, the
Survey of Personal Values and the Survey of Interpersonal
The SOSIE personality dimensions assess personal resources,
potential, strengths and development needs. The values dimensions highlight
motivation, conflicting values, sources of satisfaction and engagement.
The SOSIE was first developed by ECPA in France and
published in 1991. More recently a shorter version was developed for wider
international use, including a UK edition.
SOSIE describes individuals in two ways.
VALUES; individuals can
also be described in terms of their motivation which flows from their
underlying values. These act as driving forces that can inspire the reactions
and behaviours of individuals in specific environments. Thus different
environments may satisfy or disappoint individuals, depending on their
expectations. Value incompatibility or conflict within the person, between
persons or with an employer can underlie many work problems.
how individuals characteristically react in given types of situations and
environments (i.e. work). Personality traits are described as relatively
long-lasting internal resources that people bring to their life situations.
Hence traits can give an indication as to how people are likely to behave in
different situations such as work. Eight personality traits are
Hence, knowing a
person's values can indicate a good fit with a specific role, employer or
personal development plan. This can facilitate high motivation and maximum
A person's immediate decisions or long-term plans are influenced,
both consciously and unconsciously, by their value systems. Personal
satisfaction is also, to a degree, dependent upon the extent to which their
values find expression in daily life.
The SOSIE measures
both values that guide how an individual interacts with others; and those that
relate to an individual's ideals concerning their own behaviour.
Back to Top
Interpretation of results
results are presented as STEN scores, standardised on a ten-point scale related
to the normal distribution. Scores are also presented as Percentiles
representing the proportion of people in the norm group who score at or below a
Both a Profile report and a
Narrative report are available. The Profile report includes raw scores,
Percentiles and Sten scores. The results are presented in a summary table
format with a narrative description of high and low scores.
report includes an Interpretation and Feedback Guide with competency mapping.
Back to Top
The report presents a
definition of the competency and related scores as well as narrative
interpretations of the results based upon each dimension score and their
interaction. Suggested follow-up questions are also included.
Factor Structure: Behaviour
A factor analysis of
personality traits and value constructs identified three factors that can be
interpreted as behaviour or management styles. These were labelled:
Back to Top
- Style 1:
SUPPORT - Value
DOMINANCE - Personality
ORIGINAL THINKING - Personality
- (+HS) VIGOUR
- (+HS) POWER
- Style 2:
VARIETY - Value
ORDERLINESS - Value
RESPONSIBILITY - Personality
CAUTIOUSNESS - Personality
- (+HS) GOAL
ORIENTATION - Value
- Style 3:
RECOGNITION - Value
PERSONAL RELATIONS - Personality
BENEVOLENCE - Value
- (+HS) STRESS
RESISTANCE - Personality
Edition has norm groups for several countries, with scores obtained (in the UK)
from 300 male and female managers. The majority were of degree-level working in
a variety of different organizations.
Ipsativity and Quasi-Ipsativity
The Personality section is described as quasi-ipsative
and the Values section as purely ipsative.
the Values section has forced-choice item formats where the respondent has to
select scale items as most and least like them. Thus scale item scores are
inter-dependent, such that a score on one scale item is related to the score on
another. This means that in theory it is not possible to obtain a high total
score. Raw scores should also sum to the same total.
the Personality Traits section does contain a forced choice feature that
makes them partially or quasi-ipsative. The total score is free to vary because
respondents can rate themselves favourably or unfavourably. However, the
forced-choice tetrad format does impose a limit on scoring high on all scales.
Scores on the Personality Traits are not related to each other in the normal
ipsative way either. The first four scales cannot ipsatively affect scores on
the second four, or vice versa.
Back to Top
*SOSIE is a registered trademark of ECPA in France and/or
Adapted by permission
©2012 Pearson Education Ltd and its affiliate(s)