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Examining Relationships Between Demographics, Psychometric Scores, and Organization Level

Jodie Chen, Angelo Desiderio, Elena Flauto, Chloe Kim, Ruoyu (Cecilia) Liu, Allison Wang, Richard Xu

STATISTICS 141XP

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AGENDA

INTRODUCTION

OUR APPROACH

RESULTS

CONCLUSIONS

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Introduction

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How do personality assessment respondents’ psychometric scores, gender, and country of residence impact their job level in the organization at which they work?

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Adjustment
Ambition
Sociability
Interpersonal Sensitivity
Prudence
Inquisitive
Learning Approach

Excitable
Skeptical
Cautious
Reserved
Leisurely
Bold
Mischievous
Colorful
Imaginative
Diligent
Dutiful

Recognition
Power
Hedonism
Altruistic
Affiliation
Tradition
Security
Commerce
Aesthetics
Science

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Our Approach

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Predictors

Response

Predictors:

Psychometrics: Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive, Learning Approach, Excitable, Skeptical, Cautious, Reserved, Leisurely, Bold, Mischievous, Colorful, Imaginative, Diligent, Dutiful, Recognition, Power, Hedonism, Altruistic, Affiliation, Tradition, Security, Commerce, Aesthetic, & Science.
Country and Gender as fixed effects

Response: Current Level in Organization (lower is better)

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Missing

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Variables of Interest

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Results

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Key Scores Positively Associated with Upward Mobility

Imaginative

Mischievous

Aesthetic

Psychometric

Score

Effects

Key Scores Negatively

Associated with

Upward Mobility

Sociability

Science

Hedonism

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Psychometric Score

Effects

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Trait/Value	Qualities of Low Scorers	Qualities of High Scorers
Imaginative	Practical Rely on routine Often lack new ideas	Innovative, visionary Creative Over sensitive
Mischievous	Conservative Compliant Unadventurous	Risk-seeking Impulsive Not sticking to commitments
Aesthetics	Value substance over style Care about functionality	Interested in creative self-expression Concerned about the look and feel of work products
Sociability	Reserved, quiet, prefer working alone	Outgoing, colorful, impulsive, dislike working alone
Science	Make quick decisions based on experience Trust intuition over data	Prefer rational, data-based decisions Challenge authority
Hedonism	Be serious and businesslike Always be working	Seek pleasure and fun Want to enjoy work

The descriptions of psychometric scores from HPI, HDS, and MVPI offer deeper insight into how different personality traits influence career progression.

High Imaginative scorers tend to be quick-witted and visionary, potentially positioning them to excel in environments that require creative problem-solving and strategic thinking. Mischievous individuals, who are risk-seeking and embrace change, likely thrive in dynamic work environments.

Finally, high scorers in Aesthetic, who value creative self-expression and are concerned with the look and feel of work products may advance in certain fields where creativity and innovation are central.

On the other hand, High Sociability scorers may focus more on social interactions than career advancement.

Science-oriented individuals, who prefer rational, data-driven decisions and often challenge authority, may face challenges in organizations that value risk-taking, creativity, or flexibility, thus limiting their upward mobility.

High scorers in Hedonism, who prioritize personal enjoyment over work-related goals, may struggle to advance due to a lack of focus on long-term career objectives.

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Factors that may positively contribute to upward mobility

Factors that may negatively contribute to upward mobility

Stronger labor markets with high demand for leaders
Emphasis on merit-based promotion
Fewer hierarchical barriers
Prioritized access to education and professional development

Emphasis on seniority (or other factors) over performance
Varying work-life balance
Labor protection laws

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Country Effects

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Gender and Interaction Effects

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Keeping in mind that Female and United States as reference groups for gender and country respectively. The results here indicate that being male increases the odds by 30.77% for moving up in job level compared to being female.

And by examining the significant interaction effects, being male in Australia, Denmark, India, Ireland, Mexico, and the UAE leads to an increase of odds for moving up in job level compared to a female in the USA. This could potentially be explained by institutionalized gender inequality, leading to workplace biases or cultural norms that still favor men. These in addition to the motherhood penalty could further widen the gender gap.

Notably, Finland is the only country where being male decreases odds compared to a woman of the United States, likely due to its stronger emphasis on gender equality, workplace policies, and leadership opportunities for women.

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Conclusions

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Conclusions

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Psychometric characteristic scores significantly influenced odds of upward mobility within organizations.

Increased: valuing Aesthetic, Tradition, and Power; and being Diligent, Mischievous, and Imaginative
Decreased: valuing Hedonism, Science, and Recognition; having Interpersonal Sensitivity and Sociability; and being Leisurely, Cautious, Bold, and Inquisitive

Country of residence in reference to the United States played a significant role.

Increased: Finland, Norway, and New Zealand
Decreased: China, India, and the UAE

Males had significantly increased odds of being in a higher level position overall, but especially in India, Ireland, Mexico, and the UAE in reference to a US Female.

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References

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Hogan Assessments Brochure. Hogan Assessments, https://www.hoganassessments.com/sites/default/files/uploads/Assessment%20Brochure-min.pdf. Accessed 12 Mar. 2025.

Hogan Development Survey. Hogan Assessments, https://www.hoganassessments.com/assessment/hogan-development-survey/. Accessed 12 Mar. 2025.

Hogan Insight MVPI Report Sample. Performance Programs, https://performanceprograms.com/wp-content/uploads/2020/01/Hogan-Insight-MVPI-Report-Sample.pdf. Accessed 12 Mar. 2025.

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Thank You!

STATISTICS 141XP