[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-293367-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-293367-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","comparing-correlations-between-four-quadrant-and-five-factor-personality-assessments","Comparing Correlations Between Four-Quadrant And Five-Factor Personality Assessments","","For decades, widely used personality education tools have relied on four-grid behavior-style identification, producing individual profiles of assertiveness, responsiveness, and preferred interaction tone. Over the past decade, a five-factor framework has become popular as an assessment instrument. This paper compares a four-factor questionnaire instrument with a five-factor questionnaire to establish correlations between them. It argues that complementary, synergistic use can reduce duplication while helping users benefit from multiple assessments across careers.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/comparing-correlations-between-four-quadrant-and-five-factor-personality-assessments/293367/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/comparing-correlations-between-four-quadrant-and-five-factor-personality-assessments/293367.png","ImageObject",300,407,{"name":42,"@type":43},"Tawan","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-27","2026-09-17",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",9,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the main goal of comparing the four-factor and five-factor instruments?","Question",{"text":63,"@type":64},"To establish correlations between a four-factor personality questionnaire and a five-factor personality questionnaire.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What individual traits do the instruments profile?",{"text":68,"@type":64},"They generate profiles describing assertiveness, responsiveness, approach to decision-making, and preferred style of interacting with the environment.",{"name":70,"@type":61,"acceptedAnswer":71},"Why does the paper emphasize synergy when using multiple instruments?",{"text":72,"@type":64},"Using different instruments can provide complementary information, which may improve outcomes and reduce duplicated effort across a person’s career.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},293367,1789663028,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,101,106,111,115,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":99,"slug":100},5,"Comic",60,"comic",{"id":102,"doc_module":4,"doc_module_name":25,"category_name":103,"show_sort_weight":104,"slug":105},6,"Technology",50,"technology",{"id":107,"doc_module":4,"doc_module_name":25,"category_name":108,"show_sort_weight":109,"slug":110},7,"Healthcare",40,"healthcare",{"id":112,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":113,"slug":114},8,30,"research-report",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},"Religion & Spirituality",20,"religion-spirituality",{"id":117,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":117,"slug":121},"World Cup","world-cup",{"id":123,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":123,"slug":125},10,"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":97,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":112,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":139,"language":140,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":12,"update_tm":80,"read_time":113,"preview_page_count":4},2336475104042,"https://ap-avatar.wpscdn.com/avatar/22000c4c32af1715be0?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786537525561427321","Comparing Correlations Between Four-Quadrant And Five-Factor Personality Assessments  \nCathleen S. Jones, Robert Morris University, USA  \nNell T. Hartley, Robert Morris University, USA  \nABSTRACT  \nFor decades, some of the most popular devices used in educating students and employees to the values of diversity are those that are based on a four-grid identification of behavior style. The results from the scoring of the instruments provide individual profiles in terms of a person’s assertiveness, responsiveness, and preferred tone of interacting with his environment. In the past decade, a five-factor framework has gained in popularity as an assessment instrument. The scope of the current paper is a comparison of a four-factor instrument (questionnaire) to a five-factor instrument (questionnaire) to establish correlations between the two. If the information can be seen as being complimentary rather than disconnected, then users will benefit from synergy as they encounter different instruments throughout their careers. Also, duplication of effort in terms of using multiple instruments may be reduced.  \nKeywords: Personality Assessment; DISC; Five-Factor Model; Education; Organizational Behavior  \nINTRODUCTION  \nP  \neople have always tried, through anecdotal evidence, to make assumptions and develop myths and superstitions that impact their lives ([example: money can buy happiness . . . as](example: money can buy happiness . . . as) long as you spend it on other people) . The importance of individuality in understanding behavior is best expressed by  \nKurt Lewin, a neo-gestalt, in his formula: B=f(e x p) . The behavior of any one person is due to who he is and the environment in which he finds himself. While it is human nature to observe and pass judgment (categorize) the people with whom we interact, based on anecdotal evidence, science offers a more reliable way of assessing others and ourselves. Lewin was at the forefront of scholars who believed that a basic purpose of any science is to develop theory. Theories are carefully worded statements specifying relations among variables that explain and predict what will happen. In this paper, we seek to relate theory to practice. The purpose of one is to generate knowledge; the purpose of the other is to be able to put the knowledge into practice (Sanderlands n.d.) . Our understanding of the transfer of knowledge encourages us to explore ways in which commonalities of theories lead to comprehension and practice of knowledge.  \nIn this paper, the micro unit of behavioral study is that of individual personality. Personality instruments provide individual profiles in terms of a person’s assertiveness, approach to decision-making, responsiveness, and preferred style of interacting with his environment. The two instruments being compared are the four-quadrant Jungian-based DiSC and the Five-factor Model of Personality.  \nPURPOSE  \nAround 80 percent of the Fortune 500 companies use personality tests, such as the Myers-Briggs Type Indicator, to assess their employees for the purpose of coaching, development, and team building (Dattner, 2008) . Areview of the literature supports the need for understanding and validating this popular practice.  \n2013 The Clute Institute Copyright by author(s) Creative Commons License CC-BY 459  \nThe underlying assumed value of using personal assessments in class is that an understanding of the knowledge provided will enable the person to become closer to reaching his full potential. Jung predicted“…modern man can only know himself insofar as he can become conscious of himself”(Jung, 1957, 79) . Having an objective-if not always a 100% accurate descriptive theory of one’s self and the impact that one has on others may influence our interpersonal skill acquisition. Personality research supports the theory that recognition of one’s preferred behavior and preferred environment influences the challenges one accepts and the decisions one is most likely to make. “The","cbCain6t6FDLfhv8","https://ap.wps.com/l/cbCain6t6FDLfhv8","pdf",305489,12,"English","# Abstract\n# Introduction\n# Purpose\n# Literature Review","[{\"question\":\"What is the main goal of comparing the four-factor and five-factor instruments?\",\"answer\":\"To establish correlations between a four-factor personality questionnaire and a five-factor personality questionnaire.\"},{\"question\":\"What individual traits do the instruments profile?\",\"answer\":\"They generate profiles describing assertiveness, responsiveness, approach to decision-making, and preferred style of interacting with the environment.\"},{\"question\":\"Why does the paper emphasize synergy when using multiple instruments?\",\"answer\":\"Using different instruments can provide complementary information, which may improve outcomes and reduce duplicated effort across a person’s career.\"}]","Comparing Correlations Between Four-Quadrant And Five-Factor Personality Assessments | PDF"]