The BIP combines an assessment of both work style and motivation and was originally developed in Germany over ten years ago following research into personality at work, with input from HR professionals. It is particularly applicable for board executives and middle to senior managerial levels.
Selection, Development, Coaching, Career Counselling
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The UK standardisation was carried out in 2007 under the direction of Professor John Rust. The result is a practical, work-based questionnaire that is valuable for use at senior managerial levels.
The self-report questionnaire (Form S) is complemented by a version of the questionnaire that can be completed by others (Form O). This provides a useful insight into the impact of behaviour on other people and, as such, makes for a rich source of information in a development setting.
The questionnaire includes fourteen scales arranged into four conceptual domains:
Occupational Orientation - assessing work-specific motivation, this domain considers what motivates respondents in planning and shaping their career path and what they value in a job.
Occupational Behaviour - assesses the typical approach to work.
Social Competencies - this domain describes the style of interacting with other people.
Psychological Constitution - this domain seeks to describe how the demands made by a range of tasks at work, impact on a person's resilience and experience of emotional pressure.
In addition, the BIP has an 'Impression Management' scale which assesses an aspect of the test taker's approach to the questionnaire and enables the test user to obtain, to some extent, the extent to which respondents are emphasising more or less positive aspects of themselves.
The supplementary Observer-Rated Version (Form O) is a short, 42-item questionnaire which can be used by observers to rate the test taker on the 14 dimensions of the BIP. For the sake of time efficiency, in Form O, each BIP dimension is addressed with just three items. Form O has not been normed as a metric in its own right. It is exclusively a reference or support tool which provides some useful information about divergence between self-image and public image which might be discussed in coaching conversations or in team development contexts.
Qualification level required:
Test User Occupational: Personality, or equivalent. Please see our Test User Qualifications page for guidance.
Online tests on HTS
Most of our online tests are available through the HTS platform – click here for an overview. To access tests on HTS, you can choose between two options:
To get set up with an HTS account, contact us by email, or you can purchase the tests directly on our website. We will then set up your account.
Account set up procedure
Once we have received your order, we set up the online HTS account for you, add your test licenses and send you your login details by email. This may take up to one working day.
Test administration process
Once you have received your account login details, you will be able to set up your questionnaires and send them via email to your test takers. Once they complete their test, the report is automatically formulated on the portal, and ready to be downloaded as a pdf.
With your login details, you will receive a user manual for the HTS platform, as well as tutorials explaining how to use the system. Your Hogrefe customer support team is also available to assist you with the process and with any queries you might have.
Internal consistencies (CronbachÆs alpha) range from 0.63 to 0.87
For UK; Sample size: 581 respondents; 262 men (45.1%) and 319 women (54.9%)
Form S (Self-rated): Untimed (40 minutes); Form O (Observer-rated): Untimed (10-15 minutes)