DEVELOPMENT AND VALIDATION OF PERSONALITY TRAITS ASSESSMENT SCALE FOR CADRE AND EX-CADRE CIVIL SERVICE EXECUTIVES

Abstract

The present research aimed to explore similarities or differences in personality traits of executives 'working in seven selected CSS occupational groups (cadre). These are Commerce and Trade Group (CTG). Customs and Excise Group (CEG). District Management Group (DJvlG). Foreign Service of Pakistan (FSP). Income Tax Group (ITG). Pakistan Audit and Accounts Service (PAAS). and Police Service (~f Pakistan (PSP) and also to see the d~fferences in personality traits of cadre and ex-cadre executives which include Medical. Defence. and Education professions. To achieve the o~jectives an instrument was developed and validated on Pakistani Civil Service executives. The research was carried out in two parts. The Part-I of the research consisted of indigenous development of the measure named Personality Traits Assessment Scale (PTAS). The non availability of an indigenous instrument to explore the personality traits of civil service executives working in selected seven most preferred occupational groups provided a rationale for the development of PTAS. This process was carried out in four phases with independent samples. 45 traits/ items with three factors were extracted through exploratory factor analysis by using principal component analysis with Varimax Rotation. The extracted factors were Leadership Ability. Integrity. and Emotional Maturity. Results of the study suggest that PTAS possesses sufficient reliability. In Part-ff of the study. the Phase-f was based on validation and pilot testing of the instrument. Psychometric properties i. e. reliability and construct validity of the instrument developed in part-f was established (N = J 03). Big jive Mini Markers Set (Saucier. J 994) was used to de termine convergent validity and Procrastination Scale originally developed by Tuckman (1991) and its Urdu version (Fatimah, 2(01) was used to determine Xl discriminant validity of PTAS As a result a reliable and valid instrument was developed. in Part !1, Phase-ll Main study was conducted. !t was carried out to provide additional information on the convergent validity of PTAS .For this purpose other construct i. e., Managerial Potential Scale (MP) (~/ Cal(/ornia Psychological inventor)) (CP!; Gough, i 994) was used. Purpose of this part was primarily to explore similarities or differences in personality traits of executives 'working in seven CSS occupational groups (cadre) and to see the difFerences in personality traits of cadre and ex-cadre (Medical, Dej(mce, and Education professions) executives and the effect of training and relationship between personality traits and demographic variables i. e., gender, age, education, and job experience. Differences were assessed through a series of statistical analysis of correlations, t test and One Way Analysis of variance (A NO VA). As it was an exploratOty study and no before hand assumptions were made regarding the p ersonality traits of executives. Findings of the study indicate that non significant differences in personality traits of executives, both within occupational groups and between other occupations, were observea on any of the instruments used. Result of this study show general agreement on the desirable traits of these groups and confirms that these personality traits are common which are requiredfor all executives for working at responsible positions. This study offers an insight into personality traits of Civil Service executives of cadre (CSS occupational groups) and ex-cadre (Medical, Defence, and Education) at the time of seLection.