Factor Analysis of the Personal Profile System
Principal components extraction with orthogonal and oblique rota tions tested construct validity for the Personal Profile System. MOST-LIKE en dorsements of 96 behavioral descriptors were coded with 4, LEAST-LIKE with 1, and unendorsed with 2.5. Descriptor data from 1,045 senior noncommissioned Air Force officers were normalized. Four factors accounted for 85% of total variance, with 19 descriptors loading significantly on two factors and the remaining 77 on just one factor. The measure of sampling adequacy for every descriptor exceeded .94. One factor for the varimax-rotated (best) analysis was bi-scalar, loading on Steadiness and Compliance descriptors; a second resembled Influencing, a third loaded almost exclusively on Dominance, and a fourth did not contain a nonchance number of loadings for any single theoretical dimension. All descriptors loaded on at least one factor at .30 or higher, accommodating an acceptable theoretical degree of psychometric and measurement properties and indicating four-factor relevance. Results do not completely justify previous Personal Profile System publisher claims. ABILITIES to understand, predict, direct, change, and control human behavior are often difficult to acquire, yet are highly desirable personal at tributes that are helpful for success in a variety of interpersonal environ ments. For people to understand better their own behavioral tendencies and the behavioral tendencies of others with whom they come in contact, many educational methodologies have been applied. Among these are self-scoring psychological instruments. From their inception as a technique in educa tional and organizational settings, however, psychological instruments have been the target of extensive scrutiny, criticism, and debate (Standards for