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- SOSIE™ Personality & Values Scale(OA)

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> Behaviour styles
> Norm Groups
> Ipsative & Quasi-ipsative
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SOSIE™ Personality & Values Questionnaire

The SOSIE™ 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 Values.

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.

Dimension definitions

The SOSIE™ describes individuals in two ways.
  • PERSONALITY; 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 measured:

    • VIGOUR

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.

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 performance.

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.
    • POWER


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Interpretation of results and Reports

SOSIE™ 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 score.

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.

The Narrative report includes an Interpretation and Feedback Guide with competency mapping.

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Competency Mapping

The eight competencies are:
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.

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Factor Structure: Behaviour styles

A factor analysis of personality traits and value constructs identified three factors that can be interpreted as behaviour or management styles. These were labelled:
  • Style 1: Leader
    • (–LS) SUPPORT - Value
    • (+HS) DOMINANCE - Personality
    • (+HS) ORIGINAL THINKING - Personality
    • (+HS) VIGOUR - Personality
    • (+HS) POWER - Value

  • Style 2: Organiser
    • (–LS) VARIETY - Value
    • (+HS) ORDERLINESS - Value
    • (+HS) RESPONSIBILITY - Personality
    • (+HS) CAUTIOUSNESS - Personality
    • (+HS) GOAL ORIENTATION - Value

  • Style 3: Facilitator
    • (–LS) RECOGNITION - Value
    • (+HS) PERSONAL RELATIONS - Personality
    • (+HS) BENEVOLENCE - Value
    • (+HS) STRESS RESISTANCE - Personality
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Norm Groups

The International 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.

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.

Quasi-ipsative – 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.

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*SOSIE is a registered trademark of ECPA in France and/or other countries.
Adapted by permission ©2012 Pearson Education Ltd and its affiliate(s)

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