Scientific background

Two theories: The Big Five and the 16 Jung Types

The Bridge Personality is based on two theories: the Big Five personality theory and Carl Jung’s Type Theory. Candidates get 240 questions, in which they have to assess themselves in a work situation. The questions focus on 4 main groups: Directing, Output, Attitude and Inspiration. The 4 main groups are split into 12 main lines (e.g. Influence, Drive and Flexibility). The 12 main lines are subdivided in 34 dimensions (e.g. Socially Bold, Decisive and Helpful).

Scientific Foundation

All Bridge assessment instruments are developed by TestGroup in cooperation with universities worldwide. TestGroup is specialized in predicting job performance with personality questionnaires and aptitude tests. We consult organizations all over the world about implementing our online Bridge assessments in their HR processes.

Together with universities, TestGroup publishes scientific articles in high-class journals worldwide. Here you can download an example article of our research. This specific article on the validity of The Bridge Personality was published in Human Performance, a top 10 journal in the field of psychometrics and assessments. Do you want more information about our scientific research? Please contact our Research Development team in Amsterdam for more information: +31(0)20-2621630.

Reliability and validity

​TestGroup attaches great value to reliability and validity. This is why the Bridge Personality has been developed in line with the latest scientific theories in test psychology. We also use the latest insights in the field of online testing. If you would like to know more about the most recent research details of the Bridge Personality, just see below for the reliability scores table of the Bridge Personality.

Normative and ipsative

The final results are based on both normative and ipsative scores. Normative means that a candidate scores on a scale of 1 – 9 (1=very strong disagreement, 9=very strong agreement). Ipsative stands for ‘forced choice’ and means that candidates have to put questions in order(1=least applicable to me, 6=most applicable to me). Why this combination of scores? Because research within testing theory has shown that combining these scores gives a more reliable idea of self-perception and personality.