Personasci assessments are interest specific profiles based on the underlying technology of the Hartman Value Profile (HVP). The validity of the Robert S. Hartman's (HVP) has been confirmed by extensive research at the University of Tennessee, Vanderbilt University, and at the Veterans Administration Medical Center in New York among others.
A compendium of validity studies conducted on the Hartman Value Profile is available from the link below. This compendium was compiled and published by Clear Direction Inc. The compendium includes studies covering sixteen different aspects of the Hartman Value Profile. They present objective proof that the Hartman Value Profile is reliable, valid, and useful for applications in business, psychology, and human development. All of the studies described within this compendium comply with the American Psychological Association's guidelines for analysis of psychological instruments and follow industry-standard procedures for statistical analysis. This compendium contains links to the complete write-ups of these studies from the respective authors. The addresses of the authors of these reports are listed in its appendix.
http://www.cleardirection.com/docs/validation/validationcompendium.pdf.
In 2005 Leon Pomeroy, Ph.D., published the results of his 20 year cross cultural global study using scientific validity measures to create empirical value science and a normative new science of axiological psychology by integrating cognitive psychology with Robert S. Hartman's formal theory of axiological science. It reveals a scientific way to identify and rank human values, achieving values appreciation, values clarification, and values measurement for the twenty first century. These studies are documented in Dr. Pomeroy's book, "The New Science of Axiological Psychology" (2005).
Our assessments meet the rigorous standards for employment assessments referenced by the US Government Equal Employment Opportunity Commission (EEOC). Validation has also been documented in the areas of Construct Validity, Concurrent Validity, Face Validity and Predictive Validity. The results of each profile are derived from logical, mathematical norms, and are not based on the values of any specific population or group. Consequently, the results have no bias that could have a bearing on sex, age, creed, race, or any other socio-cultural classification.
Reliability: Each assessment has a built‐in rank order correlation (Rho) measure indicating the consistency of the responses. If the life and working conditions of the respondent have not changed significantly from one completion to another, the "test‐retest" reliability is extremely high.
Personasci is currently engaged in research to produce similar validity studies for all our "special interest" targeted profiles. If you would like further information or if you would like to participate in these statistical studies of our profile results, contact us at https://personasci.com