International Journal of Academic Research in Progressive Education and Development

April 2016, Vol. 5, No. 2

ISSN: 2226-6348

The Relationship between Personality Traits and Career

Choice:
A Case Study of Secondary School Students
Abdul Himid Alkhelil
Assistant Professor, Department of Human Resource Management, Higher Institute of Business
Administration (HIBA), Damascus, Syria

DOI: 10.6007/IJARPED/v5-i2/2132 URL: http://dx.doi.org/10.6007/IJARPED/v5-i2/2132

Abstract:
The main purpose of the study is to examine the relationship between personality traits and
career choice and if these traits can affect the choice of major in the university/college.
This study try to concentrate on the way jobs are chosen and the impact of personality traits on
this process from the connection between how students seen their personality and the various
choices they prefer.

The target population of this study was 178 personnel consisting students were randomly
selected from five secondary schools in Damascus. And the results indicate that there is a
significant relationship between personality traits and career choice in the most cases as
explored in the results section.

Keywords: Personality Traits, Career Choice.

INTRODUCTION

Today, changes and transformations have taken place in all areas, and the effects of this
process have reflected in the working life.
Career choice is a developmental process that extends throughout life; it involves not a single
decision but a series of decisions. Career decision is not just a matter of selecting an occupation
that is good match with person’s characteristics, but in reality the process is a lot more
complicated.

Career choice is the most important event in an individual’s life. Person’s success and
consequently, satisfaction and happiness depend on how accurately he chooses his Career.
Improper selection of the Career or frequently changing the Career is very harmful for
psychological health.

Good Career planning includes a match between requirements for a job, aptitude interests,
personality of the youth and expectations from the parents. Good career planning leads to
good career adjustment.

139 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

Personality influences the essential choices we make in life including choice of partner,
education and career (Moorjani J et al. 2007).

Of course, people desire to choose a profession that best fit to their own ability, to work in
accordance with the profession and to make a career in the profession throughout the working
life. Having a career gives the identity and status of the person.
Career increases the individual's self-esteem, gives sense of belonging and facilitates to
establish a relationship with the other members of the society for these reasons, career is
important for individuals and this raises the issue of the right choice of a career.

Making right choice of a career requires considering the possessed individual values are the
source of individual differences. They function to evaluate our own behaviors and attitudes as
well as others. Values vary from person to person and the social and personal preference is the
result of continuous beliefs that act in a particular way of living and behaving or vice versa. It
also allows us to find good and bad, right and wrong. Naturally, the good and bad and right and
wrong is a value judgment, so varies from person to person (Onoyase D et al., 2009).
Developmental theories of career emphasize the importance of personal interests, skills, and
values when expressing the barriers in decision-making (Newton et al, 2003). The values of the
individuals affect their attitudes, behaviors and thoughts. Therefore, the values also affect
career choice and so important. The choice of career is one of the most important decisions in
the lives of people.

Research Objectives
The aim of this study was to investigate whether personality has an influence on career
Preference In this context, the study aims to investigate the relationship between career
choices that affect the lives of individuals and individual values which are the source of
individual differences affecting the people's behavior.

Statement of the Problem:

Several parents ignore the role of the Big Five personality traits in determining a person’s
choice of major at the university/college level and depend only on family background that can
affect badly on the choice of career.
Research questions:
In this study we will try to discuss some query like:
- Are certain personality types better adapted for certain job types?
- How do personality traits affect the career choice?
- Are there any statistical means differences between individual of the study sample from
the gender point?

Research Important:
The study tries to find out the Compatibilities among career choice decisions and the
personality type of the incumbents opting for job because people make decisions of their
career choices and their personality types

140 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

Therefore, there is a need to provide guidance to help new incumbents to choose the right
career choice to make their life more successful.

The Concepts of the study

Career
Career is seen as a series of individual perceived attitudes and behaviors and integrated work-
related activities during the life experience of a person.
Career can be defined as “the sequence of employment related positions, roles, activities and
experiences encountered by a person” (Newton et al, 2003)
Or “a set of occupational experiences and roles that make up a person’s working life”
(Mcoetzee, 2002)

Career choice:
Making the choice of profession means a lot for the individual in terms of guiding and shaping
the life. Because the choice of profession for an individual is the means of income-generating
job satisfaction, providing security, having respect and success.
Understand the career choices and the career decisions of the individuals is an important
component of recruitment and retention strategies because career choice of individual
depends on many situational and organizational factors (Kochung et al, 2011). Also the career
decision covers the training decisions, as well as the professional decisions (Larson et al., 2002).
In this study we will choose three main sectors as a career choice in exploring and measuring
the relationship between these choices and personality traits.

Managers/executives (General Management)

The general management choice describes a need to manage people and or organizations.
Three key individual competencies are described by (Ososki et al, 2006) in Connection with this
choice:
 Analytical competence, the ability to analyze information and solve problems in
uncertain conditions.
 Interpersonal competence, the ability to supervise and lead others towards the
achievement of organizational goals.
 Emotional competence, the ability to be stimulated rather than exhausted by a crisis,
the ability to exert power without guilt.

Their view of career success is objective by regarding to Status, and the amount of
responsibility these individuals are given which contribute to their feeling of success. They will
define themselves in relation to their organization’s success or failure. They are likely to include
details of the size and scope of their organization when introducing themselves.

Scientists/researchers (Creativity)
Scientists and researchers or other practitioner have to cope up with different complex nature
of problems and obstacles that need more than an ordinary look.

141 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

For that, they need to be very experienced, sensitive, open to learn and perceive new things
and to deduce newness from old rigid thoughts (Benet-Martinez et al, 1998). Therefore, they
will be more likely to introduce new ways of solving a single problem (Cutler et al, 2006).

Success is measured by innovation, creating something that bears their name or is entirely their
own achievement, looking for ways to improve things. Their creativity and achievements
become an extension of themselves and a basis for their identity.

Technical competence
Individuals who choose Technical competence define career success as achieving the status of
expert in their chosen profession rather than through hierarchical progression and monetary
rewards.

They place a high value on getting the job right and increasing their skills in one particular area.
They are not interested in management but preferring instead to take on a mentoring role
allowing them to pass their skills on to others or a functional management role that enables
them to remain in their area of expertise.

At the job these individuals appreciate opportunities for learning and development, as they are
keen to continuously improve their skills and their sense of identity is strongly tied to their
profession and to any professional organizations associated with this.
Also, these individuals appreciate opportunities to attend specialist conferences and events
would be valued by individuals with this

Personality Traits

Why are some people quiet and passive, whereas others are loud and aggressive? Before we
can answer these questions, we must address a more basic one: What is personality?

Personality can be defined as the sum total of ways in which an individual reacts to and
interacts with others. It is most often described in terms of measurable traits that a person
exhibits.

The early research on the structure of personality revolved around attempts to identify and
label enduring characteristics that describe an individual’s behavior and the popular
characteristics include shy, aggressive, submissive, lazy, ambitious, loyal, and timid.

Those characteristics, when they’re exhibited in a large number of situations, are called
personality traits.

Five Factors Model of Personality

The five-factor model is a hierarchical model of personality traits having five broad factors,
which represent personality at the broadest level of abstraction.

142 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

The model was captured through analyses of trait adjectives, factor analytic studies of existing
personality inventories, and expert judges
These five dimensions are: neuroticism, extraversion, openness, agreeableness, and
conscientiousness. The description of these five factors is given as:
1. Agreeableness: These individuals value getting along with others; therefore, they are
considerate, friendly, generous, helpful, and willing to compromise their interests with others
(Edwards, & Quinter, 2011).
2. Conscientiousness: It deals with the way in which we control, regulate, and direct our
impulses. These people are intelligent and try to avoid trouble and achieve success through
purposeful planning and persistence (Cutler, 2006).
3. Extroversion: Extroverts enjoy the gathering of people, are full of energy, often experience
positive emotions, assertive, talkative, more enthusiastic, action-oriented individuals (Cutler et
al, 2006).
4. Neuroticism: These individuals have the tendency to experience negative emotions have
high-levels of anxiety, anger, depression, and they mostly interpret ordinary situations as
threatening (Goldberg, 1999).
5. Openness to Experience: They are imaginative, creative people from down-to-earth,
conventional people, intellectually curious, appreciative of art, sensitive to beauty, and are
more aware of their feelings (Goldberg, 1999).

Literature Review
Initially, it was Holland in 1992 and 1997 who believed that persons who possess certain traits
tend to affiliate together and match the work environment to fit their needs.
Most of researchers have found that personality traits are related to certain style of behaviors a
person prefers (Hussain et al, 2011).
When considered individually these traits are certainly different and the outcomes of
possessing certain traits could be different for individuals as well.

1. Extraversion: A person high on extraversion has a tendency to be sociable (Besser &

Shackelford 2007). This can be confirmed by studies which indicate that extraverted
persons do select jobs which have an opportunity for social contact (Bryant, et al 2005).
Another study indicates that extraverts are inclined to perform better in jobs related to
sales occupations and management (Barrick & Mount, 1991). Judge et al, 1999 believed
extraversion can lead to career success as well. On the other hand persons who are
ambitious, achievement- oriented and did not care much for affection were likely to be
choose Marketing according to (Mount et al, 2005).
2. Conscientiousness: These includes traits like reliability, perseverance, dependability and
hard work (Peng, 1996) and persons with these traits are likely to perform better
academically since they are motivated more, than vice versa (Singaravelu et al, 2005)
Proceedings of World Business and Economics Research Conference (Udoudoh et al,
2012). Furthermore these persons are careful about the implementation of future plans
(Carter, NM, 2003)
3. Agreeableness: Some studies show that persons with high agreeableness and emotional
stability prefer jobs with team work and customer relations that are dyadic (Mount,

143 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

2005). Persons with this trait are more pleasant and friendly (Peng, 1996). This traits
helps one to negotiate to maintain balance (Chuenyane, ZN, 1983)
4. Neuroticism: emotional stable persons are more likely to choose technical and business
studies, math, economics and law compared to social sciences and humanities because
they like structured rules and situations more. (Peng, 1996)
(Chuenyane, ZN, 1983) also pointed out that career indecisiveness is related to
neuroticism because of negative thoughts and feelings. (Singaravelu et al, 2005) that
emotional stability is a trait that could be positively related to performance in all jobs.
5. Openness to Experience: Persons with this trait have a deductive ability to analyze
problems (Judge et al., 1999), also Consists of traits like being artistic, philosophical,
broad-minded and curious (Hossain et al, 2012) and being open to experience has been
found to have a positive relationship with intelligence (Besser & Shackelford 2007).

METHODOLOGY
Measures
Responses to the measures were rated on a 5 - point scale (1=strongly disagree to 5= strongly
agree). The appendix provides a detailed list of scales.

Personality traits
The Big Five Personality is measured using 50 items from the International Personality Item
Pool (IPIP) (Goldberg et al. 2006).
The Cronbach’s alpha for the five traits are :( 0.79) for openness to experience, (0.75) for
conscientiousness, (0.82) for extraversion, (0.81) for agreeableness and (0.75) for neuroticism
which indicates a good reliability of the answers.

Career choice
The career choice is measured by using items from three choices (Moorjani J, et al, 2007)
The Cronbach’s alpha for the three choices are: (0.75) for Managers and executives choice
(0.77) for Scientists/researchers choice (0.80) for Technical competence choice.

Data Collection
For the collection of data structured questionnaire were distributed. The distribution was made
personally and the questionnaire was used comprised only closed-ended questions.

Population, Sample and procedures

Damascus University in Syria was selected for as population of research and sample size is 178.

Study hypotheses:
H1: People ranking on openness to experience are more likely to choose research and science
roles.
H2: People ranking high on extraversion are more likely to choose technical roles.
H3: People ranking on conscientiousness and agreeableness are more likely to choose
managerial and executive roles.

144 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

H4: People ranking on neuroticism are more likely to choose managerial and technical roles.
H5: People ranking on openness to experience are more likely to choose managerial roles.

Study Results

Agreeablenes Conscientiousne
Extraversion Openness Neuroticism
s ss
Managerial 0.33* 0.45** 0.25 0.53** 0.33*

research and
0.44** 0.22 0.45** 0.25 0.35*
science

Technical 0.55** 0.28* 0.42** 0.36* 0.23

Note. *p <05, **p<01

Table -1- shows the correlations among the all variables as a tool to test our hypotheses.
H1: People ranking on openness to experience are more likely to choose research and science
roles.
For the first hypothesis we can notice that the correlation between openness to experience as
personality trait and the research and science roles as a career choice is (0.45**) so the
correlation between two variables is very good and subsequently the first hypothesis is
accepted.

H2: People ranking high on extraversion are more likely to choose technical roles.
For the second hypothesis we can notice that the correlation between extraversion as
personality trait and Technical roles as a career choice is (0.55**) so the correlation between
two variables is very good and subsequently the second hypothesis is accepted.

H3: People ranking on conscientiousness and agreeableness are more likely to choose
managerial and executive roles.
For the third hypothesis we can notice that the correlation between conscientiousness as
personality trait and managerial roles as a career choice is (0.53**) so the correlation between
two variables is very good and correlation between agreeableness as personality trait and
managerial roles as a career choice is (0.45**) also the correlation between two variable is very
good and subsequently the third hypothesis is accepted.

H4: People ranking on neuroticism are more likely to choose managerial and technical roles.
For the fourth hypothesis we can notice that the correlation between neuroticism as
personality trait and managerial role as a career choice is (0.33*) so the correlation between
two variable is good, but the correlation between neuroticism as personality trait and Technical
role as a career choice is (0.23) so there is no correlation between the two variables
subsequently the fourth hypothesis is partially accepted

145 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

H5: People ranking on openness to experience are more likely to choose managerial roles.
For the fifth hypothesis we can notice that the correlation between extraversion as personality
trait and managerial roles as a career choice is (0.25) there is no correlation between the two
variables subsequently the fifth hypothesis is unaccepted.

DISCUSSIONS/CONCLUSIONS
The purpose of this study was to assess the relationship between personality traits and career
choice and the results agree that the personality of individual is attracted to can impact the
choice of major, next to cognitive ability (Hussain et al, 2011). and other studies show that even
a person choice of occupation can be determined from personality traits (Hossain et al, 2012).

Based on the results of study the managerial roles have been chosen by most of the sample
without opens to experience because managing or executing things perfectly demands strong
social interaction ability in individuals and it demands attitude ready to accept changes in
external environment. Secondly, it requires socially dominant behavior to rapidly adapt these
changes in order to get things done efficiently and effectively.
These capabilities can help them to become strong negotiators and will help them to achieve
positions more acceptable by both parties

Research roles have been chosen by most of the sample without both of Agreeableness and
Conscientiousness so we can refer that to Sensitivity roles is key to get things deduce for which
others seem blind, and the opens to experience is the personality trait that can help these
people to have a multi angled look for a single problem Certainly, this personality trait will be
more likely to have scientific exploration, new ideas and new theories to add in existing
literature.

Technical roles have been chosen by most of the sample without Neuroticism Most of the
personality traits can help the individuals to excel in these professions, these persons to be
time bounded assignment fulfillment, planned and organized in every transaction People who
are more calm, relaxed and emotionally stable are more likely to be successful. To achieve this
capability, people that rank high on neuroticism are not preferable as they are less likely to
work with time rule and attitude

LIMITATIONS AND FUTURE RESEARCH

There are several limitations of this study that can be addressed in future research.
First, the demographics of this study limit the external reliability of the findings specifically due
to the uniqueness of the students in Syria.

Second, the researcher could also conduct cross-cultural studies to get a better idea of
personality traits in various cultures and discover what motivates persons from different
cultures with choice of major.

146 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

Third, An under emphasis of the importance of other external factors, like cognitive skills, socio-
economic status, family background, life-time earnings, peer influences etc which are factors
that can influence choice of major subjects at the undergraduate level are minimized, as it is
presumed that only personality plays an important part.

It is also likely that there are surely gender differences in each culture with regard to choice of
major and the crowding hypothesis could occur with certain majors like Nursing Science or
teachers for women and Engineering or medicine for men depending on the culture.
Longitudinal studies may also provide an idea about changes that occur with student’s choices
and the reasons for the choices

Finally, it is well known that individuals who make career choices based on personal interests
and abilities, show significantly higher levels of job satisfaction and are more productive
workers. It is important to evaluate the satisfaction of that employee after many years through
future research.

147 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

REFERENCES
Antony, J. S. (1998). Personality-career fit and freshman medical career aspirations: A test of
Holland’s theory. Research in Higher Education.
Barrick, M.R., & Mount, M.K. 1991. The Big Five personality dimensions and job performance:
a meta-analysis Personnel Psychology,vol. 44.
Benet-Martinez, V., & John, O.P. (1998) Los Cinco Grandes across cultures and ethnic groups:
Multitrait multimethod analyses of the big five in Spanish and English, Journal of Personality
and Social Psychology, vol. 75, no. 3.
Besser, A., & Shackelford, T.K. (2007) Mediation of the effects of the big five personality
dimensions on negative mood and confirmed affective expectations by perceived
situational stress: A quasi-field study of vacationers. Personality and Individual Differences,
vol. 42, no. 7.
Bryant, BK, Zvonkovic, AM & Reynolds, P (2005), Parenting in relation to Children and
adolescent vocational development, Journal of vocational behaviours, vol. 69.
Burch G St. J, Neil A (2008). Personality as predictor of Work Related Behavior and
Performance: Recent advances and directions for future. International Review of
Industrial and Organizational Psychology, Vol. 23.
Carter, NM (2003) The career reasons of nascent entrepreneurs’, Journal of Business
Venturing, vol. 18, no.1.
Chuenyane, ZN (1983) Career guidance needs assessment of black secondary schools in the
Transvaal province of the Republic of South Africa, International Journal for the
Advancement of Counseling, vol. 06, no. 04.
Cutler, JL, Alspector, SL, Harding, KJ, Wright, LL & Graham, MJ (2006) Medical students
perception of psychiatry as a career choice, Academic Psychiatry, vol. 30, no. 2.
Edwards, K & Quinter, M (2011) Factors Influencing Students Career Choices among Secondary
School students in Kisumu Municipality-Kenya, Journal of Emerging Trends in Educational
Research and Policy Studies, vol. 02, no. 02.
Goldberg, LR (1990) an alternative description of personality: The Big-Five factor structure,
Journal of Personality and Social Psychology, vol. 59.
Hossain, ME, & Siddique, T (2012) Career Preference of Business Graduate in Bangladesh: A
Case Study of Some Selected Private Universities, Asian Business Review, vol. 01, no. 1.
Hussain, S, Abbas, M, Shahzad, K & Bukhari, SA (2011) Personality and career choices, African
Journal of Business Management, vol. 06, no. 06.
Judge TA, Chad AH, Carl JT, Murray RB (1999) The Big Five Personality Traits, General Mental
Ability and Career Success Across The Life Span, Personality Psychology, vol. 52, no.3.
Kochung, Edwards & Migunde, Quinter (2011) Factors Influencing Students Career Choices
among Secondary School students in Kisumu Municipality-Kenya, Journal of Emerging
Trends in Educational Research and Policy Studies, vol. 02, no. 02.
Larson, LM, Rottinghaus, PJ & Borgen, FH (2002) Meta‐analyses of big six interests and big five
personality factors, Journal of Vocational Behavior, vol. 61.
McCrae, R. R., & John, O. P. (1992). An introduction to the five-factor model and its
applications. Journal of Personality, 2, 175-215
Mcoetzee C, Schreuder A (2002). The relationship between career patterns and personality
type. SA J. Ind. Psychol., 28(1): 53-59

148 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

Micallef, C., Gatt, S (2004) Gender preferences and science career choice, International
Workshop “Access of women to science, Cologne, Germany.
Moorjani J, Manika MS, Sujata (2007) Career Choice and Personality as Predictors of Cognitive
Interference. J. Indian Acad. Appl. Psychol., 33(2): 291-294.
Mount, MK, Barrick, MR, Scullen, SM & Rounds, J (2005) Higher‐order Dimensions of the Big
Five Personality Traits and the Big Six Vocational Interest Types, Personnel Psychology,
vol. 58.
Newton, D. A., & Grayson, M. S. (2003) Trends in career choice by US medical school
graduates. Journal of the American Medical Association, 290(9).
Onoyase D, Onoyase A (2009). The Relationship between Personality Types and Career Choice
of Secondary School Students in Federal Government Colleges in Nigeria. Anthropologist,
11(2): 109-115

Ososki, A, White, J, Morago, S & Van Sickle, J (2006) Factors affecting science undergraduates
choice of teaching as a career, A case study at Humoldt State University, Humboldt State
University, California.
Peng A (1996) The Impact of Career Education Course on Career Beliefs and Career Decision
Making Among Business College Students in Taiwan, Dissertation Abstract International,
58(8): 33405
Singaravelu, HD, White, LJ & Bringaze, TB (2005) Factors influencing International students
career choice, Journal of Career Development, vol. 32, no. 1, pp. 45-59.
Udoudoh, Samuel J. (2012) Impacts of personality traits on career choice of Information
Scientists in Federal University of Technology, International Journal of Library and
Information Science, vol.04, no.04.

Appendices
Appendix 1: career choice

Strongly Strongly
Technical Competence agree Not disagree
agree disagree
Certain

I would rather leave my organization than

be promoted out of my area of expertise

I will accept a management position only if

it is in my area of expertise

Remaining in my area of expertise rather

than being promoted into general
management is important to me

Remaining in my specialized area as

opposed to being promoted out of my

149 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

area of expertise is important to me

My main concern in life is to be competent

in my area of expertise

I see myself more as a generalist as

opposed to being committed to one
specific area of expertise

Strongly Strongly
Managerial Competence agree Not disagree
agree disagree
Certain

To be in a position in general
management is important to me

To rise to a position in general

management is important to me

The process of supervising, influencing

and leading people at all levels is
important to me

I would like to reach a level in an

organization where my decisions really
make a difference

I want to achieve a position that gives me

the opportunity to combine analytical
Competence with supervision of people.

Strongly Strongly
Creativity agree Not disagree
agree disagree
Certain

I have been motivated throughout my

career by the number of products I have
been directly involved in creating

To be able to create or build something

that is entirely my own product or idea is
important to me

150 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

The use of my skills in building a new

business enterprise is important to me

I would like to accumulate a personal

fortune to prove to myself and others that
I am competent.

Appendix 2: The International Personality Item Pool

Extraversion Agreeableness Openness Conscientiousness Neuroticism

I am the life of I am interested I have a rich I am always I am easily
the party. in people. vocabulary. prepared. disturbed.
I don't mind I sympathize I have a vivid I pay attention to I change my
being the with others' imagination. details. mood a lot.
centre of feelings.
attention.
I feel I have a soft I have excellent I get chores done I get irritated
comfortable heart. ideas. right away easily.
around people.
I start I take time out I am quick to I like order. I get stressed
conversations. for others. understand out easily.
things.
I talk to a lot of I feel others' I use difficult I follow a I get upset
different emotions. words. schedule. easily.
people at
parties.
I don't talk a I make people I spend time I am exacting in I have frequent
lot. (reversed) feel at ease. reflecting on my work mood swings.
things.
I keep in the I am not really I am full of I leave my I often feel
background. interested in ideas. belongings blue.
(reversed) others. around. (reversed)
(reversed)
I have little to I insult people. I am not I make a mess of I worry about
say. (reversed) (reversed) interested in things. (reversed) things.
abstractions.
(reversed)
I don't like to I am not I do not have a I often forget to I am relaxed
draw attention interested in good put things back in most of the
to myself. other people's imagination. their proper place. time (reversed)
(reversed) problems. (reversed) (reversed)
(reversed)
I am quiet I feel little I have difficulty I shirk my duties. I seldom feel

151 www.hrmars.com/journals
 International Journal of Academic Research in Progressive Education and Development
April 2016, Vol. 5, No. 2
ISSN: 2226-6348

around concern for understanding (reversed) blue. (reversed)

strangers. others. abstract ideas.
(reversed) (reversed) (reversed)

152 www.hrmars.com/journals