Psychometric Report Career Advancement Test

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Copyright Plumeus Inc. 2003 2

Career Advancement Test Description: A 41-item test assessing whether one is ready to move up in his/her career (through a sudden promotion or increase of responsibilities). It evaluates drive and initiative, ability to take on more responsibility, and reaction to challenge. Information on strengths, potential strengths and limitations are provided. In addition to a general score suggesting overall career motivation, scores on the following nine sub-scales are measured and interpreted.

Sub-Scores:

1. Untapped potential: measures whether present duties are allowing the test-taker to achieve as much as s/he feels capable of.

2. Readiness for responsibility: measures whether the individual is ready to handle extra accountability that comes with advancement.

3. Challenge seeking: measures whether the test-taker is ready to take on more challenge than presently facing at work.

4. Self-confidence: measures the extent to which the indivi dual believes in his/her career abilities, and is assured of the fact that s/he has a lot to offer.

5. Leadership potential: measures the extent to which the test-taker feels ready to tackle the pressures of managing other employees, or looking to move even higher up the ladder.

6. Risk-Taking: measures the degree to which the individual takes risks. 7. Aspiration: measures whether the individual sets goals, thinks ahead and takes the necessary steps

to advance. 8. Adaptability: measures the degree to which the individual feels ready to adapt to changes at work -

whether that means a different environment, new colleagues, more stress or a wider variety of duties. 9. Drive and initiative: measures one’s motivation to move ahead

Reference: St. Jean, T., Tidman, L., Jerabek, I. (2001). Career Advancement Test. Queendom.com. Sample Size: 23649 Sample Description: The study includes men and women, aged 10 to 80, who took the test on the Queendom.com website. Number of questions: 41


Descriptive Statistics See Annex 1 for Descriptive statistics


Distribution for the Career Advancement Test The distribution of the scores is shown in red; the normal curve is represented by the black line plotted over it. The scores are displayed on the x-axis. The y-axis corresponds to the number of respondents who fall into the relevant score range.

Overall score

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

Overall Career Advancement Score

Freq

uenc

y

5000

4000

3000

2000

1000

0

Std. Dev = 12.15

Mean = 76.1

N = 23649.00


Untapped potential

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

Untapped potentialFr

eque

ncy

4000

3000

2000

1000

0

Std. Dev = 14.16

Mean = 71.8

N = 23649.00

Readiness for responsibility

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0


Freq

uenc

y

4000

3000

2000

1000

0

Std. Dev = 16.28

Mean = 73.3

N = 23649.00


Challenge seeking

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

Challenge seekingFr

eque

ncy

5000

4000

3000

2000

1000

0

Std. Dev = 15.16

Mean = 84.5

N = 23649.00

Self-confidence

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

Self-confidence

Freq

uenc

y

4000

3000

2000

1000

0

Std. Dev = 13.69

Mean = 73.8

N = 23649.00


Leadership potential

100.0

90.0

80.0

70.0

60.0

50.0

40.0

30.0

20.0

10.0

0.0

Leadership potentialFr

eque

ncy

8000

6000

4000

2000

0

Std. Dev = 20.25

Mean = 72.9

N = 23649.00

Risk-taking

100.0

90.0

80.0

70.0

60.0

50.0

40.0

30.0

20.0

10.0

0.0

Risk-taking

Freq

uenc

y

7000

6000

5000

4000

3000

2000

1000

0

Std. Dev = 16.62

Mean = 73.5

N = 23649.00


Aspiration

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

AspirationFr

eque

ncy

5000

4000

3000

2000

1000

0

Std. Dev = 15.57

Mean = 81.1

N = 23649.00

Adaptability

100.0

90.0

80.0

70.0

60.0

50.0

40.0

30.0

20.0

10.0

0.0

Adaptability

Freq

uenc

y

7000

6000

5000

4000

3000

2000

1000

0

Std. Dev = 18.20

Mean = 74.4

N = 23649.00


Drive and initiative

100.090.0

80.070.0

60.050.0

40.030.0

20.010.0

0.0

Drive and initiativeFr

eque

ncy

5000

4000

3000

2000

1000

0

Std. Dev = 14.22

Mean = 79.1

N = 23649.00


Reliability and Internal Consistency Overall Score

Score (41 items) Inter-Item Consistency Cronbach's Coefficient Alpha: 0.8967 Split-Half Reliability Correlation between forms: 0.7017 Spearman-Brown formula : 0.8248 Guttman’s formula: 0.8243

Sub-scores

Untapped Potential (8 items) Inter-Item Consistency Cronbach's Coefficient Alpha: 0.6135

Split-Half Reliability Correlation between forms: 0.4990 Spearman-Brown formula : 0.6657 Guttman’s formula: 0.6593

Readiness for responsibility (9 items)

Inter-Item Consistency Cronbach's Coefficient Alpha: 0.7354 Split-Half Reliability Correlation between forms: 0.5508 Spearman-Brown formula: 0.7124 Guttman’s formula: 0.7104


Challenge seeking (9 items) Inter-Item Consistency Cronbach's Coefficient Alpha: 0.7700 Split-Half Reliability Correlation between forms: 0.5434 Spearman-Brown formula : 0.7062 Guttman’s formula: 0.6874

Self-Confidence (10 items)

Inter-Item Consistency Cronbach's Coefficient Alpha: 0.6786 Split-Half Reliability Correlation between forms: 0.5163 Spearman-Brown formula : 0.6810 Guttman’s formula: 0.6808

Leadership Potential (6 items) Inter-Item Consistency Cronbach's Coefficient Alpha: 0.7692 Split-Half Reliability Correlation between forms: 0.5768 Spearman-Brown formula : 0.7316 Guttman’s formula: 0.7301

Risk-Taking (5 items) Inter-Item Consistency Cronbach's Coefficient Alpha: 0.5904 Split-Half Reliability Correlation between forms: 0.4166 Spearman-Brown formula : 0.5952 Guttman’s formula: 0.5826


Aspiration (5 items) Inter-Item Consistency Cronbach's Coefficient Alpha: .5904 Split-Half Reliability Correlation between forms: 0.4166 Spearman-Brown formula : 0.5952 Guttman’s formula: 0.5826

Adaptability (4 items)

Inter-Item Consistency Cronbach's Coefficient Alpha: .5555 Split-Half Reliability Correlation between forms: 0.3863 Spearman-Brown formula : 0.5573 Guttman’s formula: 0.5572

Drive and initiative (10 items)

Inter-Item Consistency Cronbach's Coefficient Alpha: .6948 Split-Half Reliability Correlation between forms: 0.5104 Spearman-Brown formula : 0.6758 Guttman’s formula: 0.6758


Criterion and Construct Validity 1. Relationship between readiness for a higher position and career advancement scores: Question #1: Do you think you are ready to move up to a higher position in your present work? VALUE="1" >No, and I'm not interested VALUE="2" >No, not at the moment VALUE="3" >Partially, but not completely VALUE="4" >Completely

a) Overall career advancement score and readiness for a higher position Significant overall career advancement score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group not interested in moving up to a higher position had the lowest overall career advancement score. The group completely ready to move up to a higher position had the highest overall career advancement score. The effects are robust. See Annex 2 for a table showing homogeneous subsets. F(3,15396) = 1978.787 p < 0.0001 OVERALL CAREER ADVANCEMENT SCORE AND READINESS TO MOVE TO A HIGHER POSITION

Are you ready to move up to a higher position in your work

No, not interestedNo, not right nowPartially readyCompletely ready

Mea

n of

Ove

rall

scor

e

90

80

70

60

50


b) Untapped potential score and readiness for a higher position Significant untapped potential score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being ready to move up to a higher position at the moment had the lowest untapped potential score. The group completely ready to move up to a higher position had the highest untapped potential score. The effects are robust. See Annex 2 for a table showing homogeneous subsets. F(3,15396) = 874.452 p < 0.0001 UNTAPPED POTENTIAL SCORE AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Unt

appe

d po

tent

ial

80

70

60


c) Readiness for responsibility score and readiness for a higher position Significant readiness for responsibility score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest readiness for responsibility score. The group completely ready to move up to a higher position had the highest readiness for responsibility score. The effects are robust. See Annex 2 for a table showing homogeneous subsets. F(3,15396) = 1577.131 p < 0.0001 READINESS FOR RESPONSIBILITY SCORE AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Rea

dine

ss fo

r re

spon

sibi

lity

90

80

70

60

50

40


d) Challenge seeking score and readiness for a higher position Significant challenge seeking score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest challenge seeking score. The group completely ready to move up to a higher position had the highest challenge seeking score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 1045.696 p < 0.0001 CHALLENGE SEEKING SCORE AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Cha

lleng

e se

ekin

g

100

90

80

70

60


e) Self-confidence and readiness for a higher position Significant self-confidence score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest self-confidence score. The group completely ready to move up to a higher position had the highest self-confidence score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 1122.372 p < 0.0001 SELF-CONFIDENCE AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Sel

f-co

nfid

ence

80

70

60


f) Leadership potential and readiness for a higher position Significant leadership potential score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest leadership potential score. The group completely ready to move up to a higher position had the highest leadership potential score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 949.713 p < 0.0001 LEADERSHIP POTENTIAL AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Lea

ders

hip

pote

ntia

l

90

80

70

60

50

40


g) Risk taking and readiness for a higher position Significant risk taking score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest risk taking score. The group completely ready to move up to a higher position had the highest risk taking score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 997.445 p < 0.0001 RISK-TAKING AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Ris

k-ta

king

90

80

70

60

50


h) Aspiration and readiness for a higher position Significant aspiration score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest aspiration score. The group completely ready to move up to a higher position had the highest aspiration score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 1365.567 p < 0.0001 ASPIRATION AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Asp

iratio

n

90

80

70

60

50


i) Adaptability and readiness for a higher position Significant adaptability score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest adaptability score. The group completely ready to move up to a higher position had the highest adaptability score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 796.966 p < 0.0001 ADAPTABILITY AND READINESS TO MOVE TO A HIGHER POSITION



Mea

n of

Ada

ptab

ility

90

80

70

60

50


j) Drive and initiative and readiness for a higher position Significant drive and initiative score differences were found among people depending on whether they were ready to move up to a higher position in their present work. The group that reports not being interested in moving up to a higher position had the lowest drive and initiative score. The group completely ready to move up to a higher position had the highest drive and initiative score. The effects are robust. See Annex 2 for a table showing homogeneous. F(3,15396) = 998.639 p < 0.0001 DRIVE AND INITIATIVE AND READINESS TO MOVE TO A HIGHER POSITION


No, not interestedNo, not right nowPartially readyCompletely

Mea

n of

Driv

e an

d in

itiat

ive

90

80

70

60


2. Relationship between surprise at a sudden promotion and career advancement scores: Question #2: Would you be surprised if your boss gave you a sudden promotion tomorrow? VALUE="1" > Yes, completely VALUE="2">Somewhat VALUE="3">Slightly VALUE="4">Not at all a) Overall career advancement score and surprise at a sudden promotion Significant overall career advancement score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest overall career advancement score. The group that wouldn’t be surprised at all had the highest overall career advancement score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 499.421 p < 0.0001 OVERALL CAREER ADVANCEMENT SCORE AND SURPRISE AT A SUDDEN PROMOTION

Would you be surprised if had got a promotion tomorrrow

Not at allSlightlySomewhatYes, completely

Mea

n of

Ove

rall

scor

e

84

82

80

78

76

74

72


b) Untapped potential score and surprise at a sudden promotion Significant untapped potential score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest untapped potential score. The group that wouldn’t be surprised at all had the highest untapped potential score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 53.245 p < 0.0001 UNTAPPED POTENTIAL SCORE AND SURPRISE AT A SUDDEN PROMOTION

Would you be surprised if you got a promotion tomorrrow


Mea

n of

Unt

appe

d po

tent

ial

76

75

74

73

72

71


c) Readiness for responsibility score and surprise at a sudden promotion Significant readiness for responsibility score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest readiness for responsibility score. The group that wouldn’t be surprised at all had the highest readiness for responsibility score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 420.399 p < 0.0001 READINESS FOR RESPONSIBILITY SCORE AND SURPRISE AT A SUDDEN PROMOTION

Would you be surprised if you got a promotion tomorrrow?


Mea

n of

Rea

dine

ss fo

r re

spon

sibi

lity

82

80

78

76

74

72

70

68

66


d) Challenge seeking score and surprise at a sudden promotion Significant challenge seeking score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest challenge seeking score. The group that wouldn’t be surprised at all had the highest challenge seeking score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 356.456 p < 0.0001 CHALLENGE SEEKING SCORE AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Cha

lleng

e se

ekin

g

92

90

88

86

84

82

80

78


e) Self-confidence and surprise at a sudden promotion Significant self-confidence score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest self-confidence score. The group that wouldn’t be surprised at all had the highest self-confidence score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 593.637 p < 0.0001 SELF-CONFIDENCE AND SURPRISE AT A SUDDEN PROMOTION

Would you be surprised if you got a promotion tomorrrow?


Mea

n of

Sel

f-co

nfid

ence

82

80

78

76

74

72

70

68


f) Leadership potential and surprise at a sudden promotion Significant leadership potential score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest leadership potential score. The group that wouldn’t be surprised at all had the highest leadership potential score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 228.332 p < 0.0001 LEADERSHIP POTENTIAL AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Lea

ders

hip

pote

ntia

l

82

80

78

76

74

72

70

68


g) Risk taking and surprise at a sudden promotion Significant risk taking score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest risk taking score. The group that wouldn’t be surprised at all had the highest risk taking score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 362.420 p < 0.0001 RISK-TAKING AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Ris

k-ta

king

82

80

78

76

74

72

70

68


h) Aspiration and surprise at a sudden promotion Significant aspiration score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest aspiration score. The group that wouldn’t be surprised at all had the highest aspiration score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 360.487 p < 0.0001 ASPIRATION AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Asp

iratio

n

88

86

84

82

80

78

76


i) Adaptability and surprise at a sudden promotion Significant adaptability score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest adaptability score. The group that wouldn’t be surprised at all had the highest adaptability score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(5,15501) = 191.430 p < 0.0001 ADAPTABILITY AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Ada

ptab

ility

82

80

78

76

74

72

70


j) Drive and initiative and surprise at a sudden promotion Significant drive and initiative score differences were found among people depending on whether they would be surprised if given a promotion tomorrow. The group that would be completely surprised had the lowest drive and initiative score. The group that wouldn’t be surprised at all had the highest drive and initiative score. The effects are robust. See Annex 3 for a table showing homogeneous subsets. F(3,15396) = 405.194 p < 0.0001 DRIVE AND INITIATIVE AND SURPRISE AT A SUDDEN PROMOTION



Mea

n of

Driv

e an

d in

itiat

ive

86

84

82

80

78

76

74


3. Relationship between making an effort to be promoted and career advancement scores: Question #3: Have you been making any effort at work to get a promotion (i.e. asking the boss, doing extra work, etc.)? VALUE="1" >No VALUE="2">Yes, but not alot VALUE="3">Yes, a lot

a) Overall career advancement score and efforts for a promotion Significant overall career advancement score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest overall career advancement score. The group that made a lot of effort had the highest overall career advancement score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 1359.615 p < 0.0001 OVERALL CAREER ADVANCEMENT SCORE AND EFFORTS FOR A PROMOTION

Have you been making any effort at work to get a promotion?

Yes, alotYes, but not a lotNo

Mea

n of

Ove

rall

scor

e

84

82

80

78

76

74

72

70


b) Untapped potential score and efforts for a promotion Significant untapped potential score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest untapped potential score. The group that made a lot of effort had the highest untapped potential score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 258.327 p < 0.0001 UNTAPPED POTENTIAL SCORE AND EFFORTS FOR A PROMOTION



Mea

n of

Unt

appe

d po

tent

ial

78

76

74

72

70

68


c) Readiness for responsibility score and efforts for a promotion Significant readiness for responsibility score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest readiness for responsibility score. The group that made a lot of effort had the highest readiness for responsibility score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 1270.952 p < 0.0001 READINESS FOR RESPONSIBILITY SCORE AND EFFORTS FOR A PROMOTION



Mea

n of

Rea

dine

ss fo

r re

spon

sibi

lity

90

80

70

60


d) Challenge seeking score and efforts for a promotion Significant challenge seeking score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest challenge seeking score. The group that made a lot of effort had the highest challenge seeking score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 818.983 p < 0.0001 CHALLENGE SEEKING SCORE AND EFFORTS FOR A PROMOTION



Mea

n of

Cha

lleng

e se

ekin

g

92

90

88

86

84

82

80

78


e) Self-confidence and efforts for a promotion Significant self-confidence score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest self-confidence score. The group that made a lot of effort had the highest self-confidence score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 691.848 p < 0.0001 SELF-CONFIDENCE AND EFFORTS FOR A PROMOTION



Mea

n of

Sel

f-co

nfid

ence

82

80

78

76

74

72

70

68


f) Leadership potential and efforts for a promotion Significant leadership potential score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest leadership potential score. The group that made a lot of effort had the highest leadership potential score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 696.473 p < 0.0001 LEADERSHIP POTENTIAL AND EFFORTS FOR A PROMOTION



Mea

n of

Lea

ders

hip

pote

ntia

l

90

80

70

60


g) Risk Taking and efforts for a promotion Significant risk taking score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest risk taking score. The group that made a lot of effort had the highest risk taking score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 622.227 p < 0.0001 RISK-TAKING AND EFFORTS FOR A PROMOTION



Mea

n of

Ris

k-ta

king

82

80

78

76

74

72

70

68

66


h) Aspiration and efforts for a promotion Significant aspiration score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest aspiration score. The group that made a lot of effort had the highest aspiration score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 1165.402 p < 0.0001 ASPIRATION AND EFFORTS FOR A PROMOTION



Mea

n of

Asp

iratio

n

90

88

86

84

82

80

78

76

74

72


i) Adaptability and efforts for a promotion Significant adaptability score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest adaptability score. The group that made a lot of effort had the highest adaptability score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 578.425 p < 0.0001 ADAPTABILITY AND EFFORTS FOR A PROMOTION



Mea

n of

Ada

ptab

ility

84

82

80

78

76

74

72

70

68


j) Drive and initiative and efforts for a promotion Significant drive and initiative score differences were found among people depending on whether they have been making an effort to get a promotion. The group that made no effort had the lowest drive and initiative score. The group that made a lot of effort had the highest drive and initiative score. The effects are robust. See Annex 4 for a table showing homogeneous subsets. F(2,14884) = 1112.703 p < 0.0001 DRIVE AND INITIATIVE AND EFFORTS FOR A PROMOTION



Mea

n of

Driv

e an

d in

itiat

ive

88

86

84

82

80

78

76

74

72


4. Relationship between duration of current job and career advancement scores: Question #4: How long have you been doing your present job? VALUE="1" > Less than 6 months VALUE="2">6 months to 1 year VALUE="3">1 to 2 years VALUE="4">2 to 4 years VALUE="5">4 to 6 years VALUE="6">6 to 10 years VALUE="7">10 to 15 years VALUE="8">15 to 20 years VALUE="9">20 to 30 years VALUE="10">Over 30 years a) Overall career advancement score and duration of current job Significant overall career advancement score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest overall career advancement score. The group that has been at the same job for 1-2 years had the highest overall career advancement score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 OVERALL CAREER ADVANCEMENT SCORE AND DURATION OF CURRENT JOB

How long have you been doing your present job?

Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Ove

rall

scor

e

80

78

76

74

72

70

68

66


b) Untapped potential score and duration of current job Significant untapped potential score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest untapped potential score. The group that has been at the same job for 4-6 years had the highest untapped potential score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 UNTAPPED POTENTIAL SCORE AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Unt

appe

d po

tent

ial

76

74

72

70

68

66

64

62


c) Readiness for responsibility score and duration of current job Significant readiness for responsibility score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest readiness for responsibility score. The group that has been at the same job for 1-2 years had the highest readiness for responsibility score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 READINESS FOR RESPONSIBILITY SCORE AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Rea

dine

ss fo

r re

spon

sibi

lity

76

74

72

70

68

66

64

62


d) Challenge seeking score and duration of current job Significant challenge seeking score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest challenge seeking score. The group that has been at the same job for 1-2 years had the highest challenge seeking score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 CHALLENGE SEEKING SCORE AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Cha

lleng

e se

ekin

g

90

80

70


e) Self-confidence and duration of current job Significant self-confidence score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest self-confidence score. The group that has been at the same job for 2-4 years had the highest self-confidence score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 SELF-CONFIDENCE AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Sel

f-co

nfid

ence

78

76

74

72

70

68

66

64


f) Leadership potential and duration of current job Significant leadership potential score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest leadership potential score. The group that has been at the same job for 6 months to 1 year had the highest leadership potential score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 LEADERSHIP POTENTIAL AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Lea

ders

hip

pote

ntia

l

76

74

72

70

68

66

64


g) Risk taking and duration of current job Significant risk taking score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest risk taking score. The group that has been at the same job for 1-2 years had the highest risk taking score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 RISK-TAKING AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Ris

k-ta

king

78

76

74

72

70

68

66

64


h) Aspiration and duration of current job Significant aspiration score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest aspiration score. The group that has been at the same job for 1-2 years had the highest aspiration score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 ASPIRATION AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Asp

iratio

n

84

82

80

78

76

74

72


i) Adaptability and duration of current job Significant adaptability score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest adaptability score. The group that has been at the same job for 6 months to 1 year had the highest adaptability score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 14.837 p < 0.0001 ADAPTABILITY AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Ada

ptab

ility

78

76

74

72

70

68

66

64


j) Drive and initiative and duration of current job Significant drive and initiative score differences were found among people depending on how long they have been at their present job. The group that has been at the same job for over 30 years had the lowest drive and initiative score. The group that has been at the same job for 1-2 years had the highest drive and initiative score. See Annex 5 for a table showing homogeneous subsets. F(9,15109) = 7.631 p < 0.0001 DRIVE AND INITIATIVE AND DURATION OF CURRENT JOB


Over 30 years

20 to 30 years

15 to 20 years

10 to 15 years

6 to 10 years

4 to 6 years

2 to 4 years

1 to 2 years

6 months to 1 year

Less than 6 months

Mea

n of

Driv

e an

d in

itiat

ive

82

80

78

76

74

72

70

68


5. Relationship between age group and career advancement scores: Question #5: How old are you? VALUE="1" >10-15 years old VALUE="2">16-18 years old VALUE="3">19-24 years old VALUE="4">25-29 years old VALUE="5">30-34 years old VALUE="6">35-39 years old VALUE="7">40-49 years old VALUE="8">50-59 years old VALUE="9">60+ a) Overall career advancement score and age group Significant overall career advancement score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest overall career advancement score. Among the adult population, the 30-34 age group had the highest overall career advancement score. The 60+ age group had the lowest overall career advancement score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 63.098 p < 0.0001 OVERALL CAREER ADVANCEMENT SCORE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Ove

rall

scor

e

80

78

76

74

72

70

68


b) Untapped potential score and age group Significant untapped potential score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest untapped potential score. Among the adult population, the 25-29 age group had the highest untapped potential score. The 60+ age group had the lowest untapped potential score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 64.708 p < 0.0001 UNTAPPED POTENTIAL SCORE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Unt

appe

d po

tent

ial

76

74

72

70

68

66

64

62


c) Readiness for responsibility score and age group Significant readiness for responsibility score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest readiness for responsibility score. Among the adult population, the 25-29 age group had the highest readiness for responsibility score. The 60+ age group had the lowest readiness for responsibility score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 16.893 p < 0.0001 READINESS FOR RESPONSIBILITY SCORE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Rea

dine

ss fo

r re

spon

sibi

lity

76

75

74

73

72

71

70

69


d) Challenge seeking score and age group Significant challenge seeking score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest challenge seeking score. Among the adult population, the 25-29 age group had the highest challenge seeking score. The 60+ age group had the lowest challenge seeking score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 62.695 p < 0.0001 CHALLENGE SEEKING SCORE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Cha

lleng

e se

ekin

g

88

86

84

82

80

78

76


e) Self-confidence and age group Significant self-confidence score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest self-confidence score. Among the adult population, the 50-59 age group had the highest self-confidence score. The 19-24 age group had the lowest self-confidence score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 111.655 p < 0.0001 SELF-CONFIDENCE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Sel

f-co

nfid

ence

80

78

76

74

72

70

68

66

64


f) Leadership potential and age group No significant leadership potential score differences were found among people depending on age group. LEADERSHIP POTENTIAL AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Lea

ders

hip

pote

ntia

l

75.0

74.5

74.0

73.5

73.0

72.5

72.0


g) Risk taking and age group Significant risk taking score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest risk taking score. Among the adult population, the 50-59 age group had the highest risk taking score. The 60+ age group had the lowest risk taking score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 50.756 p < 0.0001 RISK-TAKING AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Ris

k-ta

king

78

76

74

72

70

68

66

64


h) Aspiration and age group Significant aspiration score differences were found among people depending on age group. Among the adult population, the 25-29 age group had the highest aspiration score. The 60+ age group had the lowest aspiration score of all age groups including the 10-15 and 16-18 age groups. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 15.818 p < 0.0001 ASPIRATION AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Asp

iratio

n

84

83

82

81

80

79

78

77


i) Adaptability and age group Significant adaptability score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest adaptability score. Among the adult population, the 30-34 age group had the highest adaptability score. The 60+ age group had the lowest adaptability score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 29.955 p < 0.0001 ADAPTABILITY AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Ada

ptab

ility

78

76

74

72

70

68

66


j) Drive and initiative and age group Significant drive and initiative score differences were found among people depending on age group. The 10-15 and 16-18 age groups naturally had the lowest drive and initiative score. Among the adult population, the 50-59 age group had the highest drive and initiative score. The 19-24 age group had the lowest drive and initiative score. The effects are robust. See Annex 6 for a table showing homogeneous subsets. F(3,15501) = 43.976 p < 0.0001 DRIVE AND INITIATIVE AND AGE GROUP

Age Group

60+50-5940-4935-3930-3425-2919-2416-1810-15

Mea

n of

Driv

e an

d in

itiat

ive

84

82

80

78

76

74


GROUP DIFFERENCES AS A FUNCTION OF GENDER GROUP STATISTICS

Gender N Mean Std. Deviation Std. Error Mean Overall score women 9751 75.9206 11.4902 .1164

men 6810 77.7834 11.5543 .1400 Untapped potential women 9751 72.5552 14.1049 .1428

men 6810 71.9035 13.4199 .1626 Readiness for responsibility women 9751 72.2573 15.7873 .1599

men 6810 76.3612 15.3874 .1865 Challenge seeking women 9751 85.0746 14.2554 .1444

men 6810 85.5332 14.6848 .1779 Self-confidence women 9751 73.7827 13.2485 .1342

men 6810 75.2796 12.9647 .1571 Leadership potential women 9751 71.2944 19.9624 .2022

men 6810 76.9975 18.4178 .2232 Risk-taking women 9751 73.1381 16.1687 .1637

men 6810 75.5401 16.1964 .1963 Aspiration women 9751 81.0168 14.6856 .1487

men 6810 82.6937 14.9103 .1807 Adaptability women 9751 73.6536 17.4654 .1769

men 6810 77.5106 17.3188 .2099 Drive and initiative women 9751 79.2147 13.2093 .1338

men 6810 80.4978 13.9266 .1688 INDEPENDENT SAMPLES TEST

t-test for Equality of

Means

t df Sig. (2-tailed)

Mean Difference

Std. Error Difference

95% Confidence

Interval

Lower Upper Overall score -10.232 14599.050 .000 -1.8628 .1821 -2.2196 -1.5059

Untapped potential

2.984 16559 .003 .6517 .2184 .2237 1.0797


-16.633 16559 .000 -4.1039 .2467 -4.5876 -3.6203

Challenge seeking

-2.002 14373.180 .045 -.4586 .2291 -.9078 -9.4815E -03

Self-confidence

-7.218 16559 .000 -1.4969 .2074 -1.9034 -1.0904

Leadership potential

-18.671 16559 .000 -5.7031 .3055 -6.3018 -5.1043

Risk-taking -9.397 14634.730 .000 -2.4019 .2556 -2.9030 -1.9009 Aspiration -7.166 14509.476 .000 -1.6769 .2340 -2.1356 -1.2182

Adaptability -14.053 14727.707 .000 -3.8570 .2745 -4.3950 -3.3190 Drive and initiative

-6.014 16559 .000 -1.2831 .2133 -1.7012 -.8649


Gender Differences (continued) Overall score difference: A significant gender difference was detected with respect to overall career advancement score. ??Men scored significantly higher than women on overall score:

t(14599.050) = -10.232 p < 0.0001 Mean difference: -1.8628 Sub-score differences: Significant gender differences were detected with respect to the following sub-scores:

??Women scored significantly higher than men on untapped potential score.

t(16559) = 2.984 p < 0.003 Mean difference: 0.6517 ??Men scored significantly higher than women on readiness for responsibility score.

t(14373.180) = -16.633 p < 0.0001 Mean difference: -4.1039 ??Men scored significantly higher than women on challenge seeking score.

t(14373.180) = -2.002 p < 0.045 Mean difference: -0.4586 ??Men scored significantly higher than women on self-confidence.

t(16559) = -7.218 p < 0.0001 Mean difference: -1.4969 ??Men scored significantly higher than women on leadership potential.

t(16559) = -18.671 p < 0.0001 Mean difference: -5.7031 ??Men scored significantly higher than women on risk taking.

t(14634.730) = -9.397 p < 0.0001 Mean difference: -2.4019 ??Men scored significantly higher than women on aspiration.

t(14509.476) = -7.166 p < 0.0001 Mean difference: -1.6769 ??Men scored significantly higher than women on adaptability.

t(14727.707) = -14.053 p < 0.0001 Mean difference: -3.8570 ??Men scored significantly higher than women on drive and initiative.

t(16559) = -18.671 p < 0.0001 Mean difference: -1.2831


GROUP DIFFERENCES AS A FUNCTION OF BEING PROMOTED Have you been offered a promotion in the past six months? GROUP STATISTICS

Have you been offered a

promotion in the past six months?

N Mean Std. Deviation Std. Error Mean

Overall score Yes 4308 78.5803 10.5393 .1606 No 10817 76.3431 11.7945 .1134

Untapped potential Yes 4308 71.1878 13.2114 .2013 No 10817 73.4877 13.9486 .1341

Readiness for responsibility Yes 4308 77.1555 14.8351 .2260 No 10817 73.0060 15.9778 .1536

Challenge seeking Yes 4308 87.3698 12.8873 .1963 No 10817 84.8164 14.6967 .1413

Self-confidence Yes 4308 76.2268 12.3218 .1877 No 10817 74.1806 13.3337 .1282

Leadership potential Yes 4308 76.7194 18.4751 .2815 No 10817 72.5785 19.8764 .1911

Risk-taking Yes 4308 76.3886 15.5385 .2367 No 10817 73.8367 16.3065 .1568

Aspiration Yes 4308 83.6576 13.8820 .2115 No 10817 81.1549 14.9781 .1440

Adaptability Yes 4308 77.5901 16.6248 .2533 No 10817 74.6532 17.6610 .1698

Drive and initiative Yes 4308 81.9724 12.6038 .1920 No 10817 79.0514 13.6533 .1313


INDEPENDENT SAMPLES TEST t-test for Equality of Means

t df Sig. (2-

tailed)

Mean Difference

Std. Error Difference

95% Confidence

Interval Lower Upper

Overall score 10.845 15123 .000 2.2372 .2063 1.8329 2.6416Untapped potential -9.289 15123 .000 -2.2999 .2476 -2.7852 -1.8146

Readiness for responsibility 14.707 15123 .000 4.1495 .2821 3.5965 4.7026Challenge seeking 9.977 15123 .000 2.5534 .2559 2.0518 3.0550

Self-confidence 8.701 15123 .000 2.0461 .2352 1.5852 2.5071Leadership potential 11.794 15123 .000 4.1408 .3511 3.4527 4.8290

Risk-taking 8.802 15123 .000 2.5518 .2899 1.9836 3.1201Aspiration 9.467 15123 .000 2.5027 .2644 1.9845 3.0209

Adaptability 9.384 15123 .000 2.9368 .3130 2.3234 3.5503Drive and initiative 12.133 15123 .000 2.9210 .2407 2.4491 3.3929


Being Promoted Differences (continued) Overall score difference: A significant promotion difference was detected respect to career advancement scores: ??Those who have been promoted in the past 6 months scored significantly higher

on overall career advancement score than those who have not: t(15123) = 10.845 p < 0.0001 Mean difference: 2.2372

Sub-score differences: Significant promotion differences were detected with respect to the following sub-scores:

??Those who have not been promoted in the past 6 months scored significantly

higher on untapped potential score than those who have: t(15123) = -9.289 p < 0.0001 Mean difference: 0.2476

??Those who have been promoted in the past 6 months scored significantly higher

on readiness for responsibility score than those who have not: t(15123) = 14.707 p < 0.0001 Mean difference: 4.1495


on challenge seeking score than those who have not: t(15123) = 9.977 p < 0.0001 Mean difference: 2.5534

??Those who have been promoted in the past 6 months scored significantly lower

on self-confidence than those who have not: t(15123) = 8.701 p < 0.0001 Mean difference: 0.2352


on leadership potential than those who have not: t(15123) = 11.794 p < 0.0001 Mean difference: 4.1408


on risk-taking than those who have not: t(15123) = 8.802 p < 0.0001 Mean difference: 2.5518


on aspiration than those who have not: t(15123) = 9.467 p < 0.0001 Mean difference: 2.5027


on adaptability than those who have not: t(15123) = 9.384 p < 0.0001 Mean difference: 0.3130


on drive and initiative than those who have not: t(15123) = 12.133 p < 0.0001 Mean difference: 2.9210


Correlations

1) A weak positive correlation was found between age and overall career advancement score, untapped potential score, challenge seeking score, self-confidence score, risk-taking score, aspiration score, adaptability score, and drive and initiative score.

2) A weak negative correlation was found between age and leadership potential. 3) A moderate negative correlation was found between readiness to move to a higher

position and overall career advancement score, untapped potential score, readiness for responsibility score, challenge seeking score, self-confidence score, leadership potential score, risk-taking score, aspiration score, adaptability score, and drive and initiative score.

4) A weak negative correlation was found between having been offered a promotion in the past 6 months and overall career advancement score, readiness for responsibility score, challenge seeking score, self-confidence score, leadership potential score, risk-taking score, aspiration score, adaptability score, and drive and initiative score.

5) A weak positive correlation was found between having been offered a promotion in the past 6 months and untapped potential score.

6) A weak positive correlation was found between being surprised if offered a sudden promotion and overall career advancement score, untapped potential score, readiness for responsibility score, challenge seeking score, self-confidence score, leadership potential score, risk-taking score, aspiration score, adaptability score, and drive and initiative score.

7) A weak negative correlation was found between how long one has been at his/her present job and overall career advancement score, readiness for responsibility score, challenge seeking score, leadership potential score, aspiration score, adaptability score, and drive and initiative score.

8) A weak positive correlation was found between how long one has been at his/her present job and untapped potential score, and self-confidence score.

9) A moderate positive correlation was found between making an effort to be promoted and overall career advancement score, readiness for responsibility score, aspiration score, and drive and initiative score.

10) A weak positive correlation was found between making an effort to be promoted and untapped potential score, self-confidence score, leadership potential score, risk-taking score, and adaptability score.


Correlations (continued)

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Age Pearson Correlation

.086 .083 .000 .084 .170 -.015

.101 .036 .064 .111

Sig. (2-tailed) .000 .000 .993 .000 .000 .046 .000 .000 .000 .000Do you think you are ready to move

up to a higher position in your present work?

Pearson Correlation

-.524

-.348

-.482

-.411

-.416

-.393

-.399

-.458

-.361

-.403

Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000 .000 .000 .000Have you been offered a promotion

in the past six months?Pearson

Correlation-

.088.075 -

.119-

.081-

.071-

.095-

.071-

.077-

.076-

.098Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000 .000 .000 .000

Would you be surprised if your boss gave you a promotion tomorrow?

Pearson Correlation

.294 .089 .272 .249 .318 .204 .254 .249 .186 .265

Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000 .000 .000 .000How long have you been doing your

present job?Pearson

Correlation-

.027.085 -

.062-

.056.020 -

.034-

.005-

.038-

.039-

.028Sig. (2-tailed) .001 .000 .000 .000 .016 .000 .504 .000 .000 .000


Pearson Correlation

.391 .182 .380 .311 .291 .291 .277 .364 .269 .359

Sig. (2-tailed) .000 .000 .000 .000 .000 .000 .000 .000 .000 .000** Correlation is significant at the 0.01 level (2-tailed). * Correlation is significant at the 0.05 level (2-tailed).


ANNEX 1 - Descriptive Statistics

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N Valid 23649 23649 23649 23649 23649 23649 23649 23649 23649 23649 Mean 76.0521 71.8457 73.2529 84.4731 73.8051 72.9023 73.4660 81.0554 74.3759 79.1356

Std. Error of Mean

7.902E-02

9.207E-02

.1059 9.856E-02

8.904E-02

.1317 .1080 .1012 .1184 9.248E-02

Median 78.0000 71.0000 76.0000 89.0000 75.0000 78.0000 76.0000 84.0000 75.0000 82.0000 Mode 80.00 69.00 79.00 100.00 80.00 83.00 74.00 100.00 88.00 85.00

Std. Deviation

12.1522 14.1587 16.2830 15.1576 13.6924 20.2456 16.6152 15.5667 18.2034 14.2220

Variance 147.6772 200.4702 265.1347 229.7514 187.4809 409.8844 276.0660 242.3208 331.3620 202.2662 Skewness -1.138 -.231 -.815 -1.596 -.809 -.862 -.709 -1.397 -.781 -1.368 Std. Error

of Skewness

.016 .016 .016 .016 .016 .016 .016 .016 .016 .016

Kurtosis 2.161 .105 .845 2.933 1.079 .632 .493 2.314 .757 2.458 Std. Error

of Kurtosis.032 .032 .032 .032 .032 .032 .032 .032 .032 .032

Range 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 Minimum .00 .00 .00 .00 .00 .00 .00 .00 .00 .00

Maximum 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 100.00 Percentiles 5 53.0000 49.0000 43.0000 53.0000 48.0000 33.0000 42.0000 49.0000 43.0000 51.0000

10 60.0000 54.0000 51.0000 63.0000 56.0000 45.0000 50.0000 60.0000 50.0000 60.0000 15 64.0000 57.0000 57.0000 70.0000 61.0000 53.0000 56.0000 66.0000 55.0000 66.0000 20 67.0000 60.0000 61.0000 74.0000 64.0000 58.0000 60.0000 71.0000 63.0000 70.0000 25 70.0000 63.0000 64.0000 78.0000 66.0000 62.0000 64.0000 74.0000 63.0000 73.0000 30 72.0000 64.0000 67.0000 81.0000 68.0000 67.0000 66.0000 77.0000 68.0000 75.0000 35 74.0000 66.0000 69.0000 83.0000 70.0000 67.0000 70.0000 80.0000 68.0000 77.0000 40 75.0000 69.0000 71.0000 86.0000 72.0000 70.0000 70.0000 81.0000 75.0000 79.0000 45 77.0000 70.0000 73.0000 88.0000 74.0000 75.0000 74.0000 83.0000 75.0000 81.0000 50 78.0000 71.0000 76.0000 89.0000 75.0000 78.0000 76.0000 84.0000 75.0000 82.0000 55 80.0000 74.0000 78.0000 91.0000 77.0000 78.0000 78.0000 87.0000 80.0000 84.0000 60 81.0000 75.0000 79.0000 92.0000 79.0000 83.0000 80.0000 87.0000 80.0000 85.0000 65 82.0000 78.0000 81.0000 93.0000 80.0000 83.0000 80.0000 90.0000 80.0000 86.0000 70 83.0000 80.0000 83.0000 94.0000 82.0000 83.0000 84.0000 90.0000 88.0000 88.0000 75 85.0000 83.0000 84.0000 96.0000 83.0000 87.0000 86.0000 93.0000 88.0000 89.0000 80 86.0000 85.0000 88.0000 97.0000 85.0000 92.0000 88.0000 94.0000 88.0000 90.0000 85 88.0000 88.0000 90.0000 98.0000 87.0000 95.0000 90.0000 94.0000 93.0000 92.0000 90 89.0000 91.0000 92.0000 100.0000 90.0000 100.0000 94.0000 97.0000 100.0000 94.0000 95 92.0000 95.0000 96.0000 100.0000 93.0000 100.0000 100.0000 100.0000 100.0000 96.0000 97 93.0000 99.0000 99.0000 100.0000 95.0000 100.0000 100.0000 100.0000 100.0000 97.0000 99 96.0000 100.0000 100.0000 100.0000 100.0000 100.0000 100.0000 100.0000 100.0000 100.0000


ANNEX 2 – Homogeneous Subsets The following tables present the homogeneous subsets for all sub-scores with respect to being ready to move up to a higher position. OVERALL CAREER ADVANCEMENT SCORE Tukey HSD

N Subset for alpha = .05Do you think you are ready to move up to a

higher position in your present work?1 2 3 4

No, and I'm not interested 489 60.4376No, not at the moment 1426 66.2342

Partially, but not completely 4058 72.4556Completely 9427 81.3997

Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. UNTAPPED POTENTIAL SCORE Tukey HSD

N Subset for alpha = .05Do you think you are ready to move up to a higher

position in your present work?1 2 3

No, not at the moment 1426 61.3597No, and I'm not interested 489 67.4213


Sig. 1.000 .590 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. READINESS FOR RESPONSIBILITY SCORE Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


CHALLENGE SEEKING SCORE Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. SELF-CONFIDENCE Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. LEADERSHIP POTENTIAL Tukey HSD







RISK-TAKING Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ASPIRATION Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 1290.840. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ADAPTABILITY Tukey HSD







DRIVE AND INITIATIVE Tukey HSD







ANNEX 3 – Homogeneous Subsets The following tables present the homogeneous subsets for all sub-scores with respect to being surprised if suddenly promoted. GENERAL SCORE Tukey HSD

N Subset for alpha = .05Would you be surprised if your boss gave you

a promotion tomorrow?1 2 3 4

Yes, completely 4603 72.5729Somewhat 4602 76.5721

Slightly 2678 78.3271Not at all 3622 81.8807

Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. UNTAPPED POTENTIAL SCORE Tukey HSD

N Subset for alpha = .05Would you be surprised if your boss gave you a promotion

tomorrow?1 2



Sig. .233 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. READINESS FOR RESPONSIBILITY SCORE Tukey HSD












Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. SELF-CONFIDENCE Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. LEADERSHIP POTENTIAL Tukey HSD












Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ASPIRATION Tukey HSD





Sig. 1.000 1.000 1.000 1.000Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 3689.867. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ADAPTABILITY Tukey HSD














ANNEX 4 – Homogeneous Subsets The following tables present the homogeneous subsets for all sub-scores with respect to making an effort to be promoted. GENERAL SCORE Tukey HSD

N Subset for alpha = .05Have you been making any effort at work to get a

promotion?1 2 3

No 4340 70.6726Yes, but not a lot 6059 77.4618

Yes, alot 4488 82.4211Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. UNTAPPED POTENTIAL SCORE Tukey HSD


promotion?1 2 3


Yes, alot 4488 75.8478Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. READINESS FOR RESPONSIBILITY SCORE Tukey HSD


promotion?1 2 3


Yes, alot 4488 81.4639Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.




promotion?1 2 3


Yes, alot 4488 90.7150Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. SELF-CONFIDENCE Tukey HSD


promotion?1 2 3


Yes, alot 4488 79.5684Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. LEADERSHIP POTENTIAL Tukey HSD


promotion?1 2 3


Yes, alot 4488 80.6473Sig. 1.000 1.000 1.000





promotion?1 2 3


Yes, alot 4488 80.0379Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ASPIRATION Tukey HSD


promotion?1 2 3


Yes, alot 4488 88.0818Sig. 1.000 1.000 1.000

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 4852.211. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ADAPTABILITY Tukey HSD


promotion?1 2 3


Yes, alot 4488 81.5914Sig. 1.000 1.000 1.000





promotion?1 2 3


Yes, alot 4488 85.6923Sig. 1.000 1.000 1.000



ANNEX 5 – Homogeneous Subsets The following tables present the homogeneous subsets for all sub-scores with respect to duration of current job. GENERAL SCORE Tukey HSD

N Subset for alpha = .05How long have you been doing your present job? 1 2 3

Over 30 years 49 67.000010 to 15 years 593 74.659415 to 20 years 273 75.2747 75.274720 to 30 years 187 75.7968 75.7968

Less than 6 months 2458 75.8592 75.85926 to 10 years 944 76.0350 76.03504 to 6 years 1262 77.1022 77.1022

6 months to 1 year 2876 77.3807 77.38072 to 4 years 3009 77.5670 77.56701 to 2 years 3468 77.9002

Sig. 1.000 .067 .148Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. UNTAPPED POTENTIAL Tukey HSD

N Subset for alpha = .05How long have you been doing your present

job?1 2 3 4

Over 30 years 49 64.2449Less than 6 months 2458 68.9105

20 to 30 years 187 70.9786 70.97866 months to 1 year 2876 72.5090 72.5090

10 to 15 years 593 73.2108 73.21081 to 2 years 3468 73.7829 73.7829

15 to 20 years 273 74.0989 74.09892 to 4 years 3009 74.2815 74.2815

6 to 10 years 944 74.79664 to 6 years 1262 75.1664

Sig. 1.000 .718 .100 .358Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


READINESS FOR RESPONSIBILITY Tukey HSD


Over 30 years 49 64.306110 to 15 years 593 70.522815 to 20 years 273 71.1209 71.1209

6 to 10 years 944 71.9195 71.919520 to 30 years 187 72.5134 72.5134

4 to 6 years 1262 73.2892 73.2892Less than 6 months 2458 74.1164 74.1164

2 to 4 years 3009 74.2931 74.29316 months to 1 year 2876 74.8964

1 to 2 years 3468 75.2330Sig. 1.000 .109 .052

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. CHALLENGE SEEKING Tukey HSD

N Subset for alpha = .05How long have you been doing your present

job?1 2 3 4

Over 30 years 49 71.714315 to 20 years 273 82.439610 to 15 years 593 82.7403 82.740320 to 30 years 187 83.5134 83.5134 83.5134

6 to 10 years 944 83.6345 83.6345 83.6345Less than 6 months 2458 84.9015 84.9015 84.9015

4 to 6 years 1262 84.9770 84.9770 84.97702 to 4 years 3009 85.8066 85.8066 85.8066

6 months to 1 year 2876 86.2410 86.24101 to 2 years 3468 86.8939



SELF-CONFIDENCE Tukey HSD

N Subset for alpha = .05How long have you been doing your present job? 1 2

Over 30 years 49 65.5102Less than 6 months 2458 72.7856

10 to 15 years 593 73.425015 to 20 years 273 74.5897

6 to 10 years 944 74.670620 to 30 years 187 74.8182

6 months to 1 year 2876 74.82304 to 6 years 1262 75.51901 to 2 years 3468 75.62372 to 4 years 3009 75.6853

Sig. 1.000 .174Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. LEADERSHIP POTENTIAL Tukey HSD


Over 30 years 49 64.836710 to 15 years 593 71.472220 to 30 years 187 71.524115 to 20 years 273 71.6703

6 to 10 years 944 72.52444 to 6 years 1262 72.8566

Less than 6 months 2458 73.70871 to 2 years 3468 74.01732 to 4 years 3009 74.0472

6 months to 1 year 2876 74.2264Sig. 1.000 .800





Over 30 years 49 65.224510 to 15 years 593 72.5464

Less than 6 months 2458 73.11396 to 10 years 944 73.6229

15 to 20 years 273 73.758220 to 30 years 187 74.5668

6 months to 1 year 2876 74.81364 to 6 years 1262 74.89702 to 4 years 3009 75.21371 to 2 years 3468 75.4383

Sig. 1.000 .480Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ASPIRATION Tukey HSD


Over 30 years 49 72.591815 to 20 years 273 78.509210 to 15 years 593 79.1231 79.123120 to 30 years 187 79.8289 79.8289

6 to 10 years 944 80.3485 80.3485Less than 6 months 2458 80.9390 80.9390

4 to 6 years 1262 81.7282 81.72826 months to 1 year 2876 82.2844 82.2844

2 to 4 years 3009 82.3546 82.35461 to 2 years 3468 82.8348

Sig. 1.000 .054 .074Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


ADAPTABILITY Tukey HSD


Over 30 years 49 66.367310 to 15 years 593 72.3137

6 to 10 years 944 74.134515 to 20 years 273 74.1795

4 to 6 years 1262 75.105420 to 30 years 187 75.2139

Less than 6 months 2458 75.44752 to 4 years 3009 75.57331 to 2 years 3468 76.1047

6 months to 1 year 2876 76.1572Sig. 1.000 .188

Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 291.273. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. DRIVE AND INITIATIVE Tukey HSD


Over 30 years 49 69.877610 to 15 years 593 78.227715 to 20 years 273 78.3810

6 to 10 years 944 78.4629Less than 6 months 2458 79.2754

4 to 6 years 1262 79.643420 to 30 years 187 79.9626

2 to 4 years 3009 80.24936 months to 1 year 2876 80.2535

1 to 2 years 3468 80.5404Sig. 1.000 .538



ANNEX 6 – Homogeneous Subsets The following tables present the homogeneous subsets for all sub-scores with respect to age group. GENERAL SCORE Tukey HSD

N Subset for alpha = .05Age Group 1 2 3

10-15 604 70.170516-18 1110 71.6694

60+ 102 73.764719-24 3551 76.165340-49 2599 77.072735-39 1946 77.229750-59 817 77.435725-29 3423 77.923530-34 2588 77.9556

Sig. .382 1.000 .158Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. UNTAPPED POTENTIAL Tukey HSD


10-15 604 63.658960+ 102 66.7843

16-18 1110 66.875719-24 3551 72.030140-49 2599 72.896935-39 1946 72.933250-59 817 73.586330-34 2588 73.685125-29 3423 73.7216

Sig. 1.000 1.000 .460Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


READINESS FOR RESPONSIBILITY Tukey HSD


10-15 604 69.683816-18 1110 71.1369 71.1369

60+ 102 71.6176 71.617640-49 2599 72.9257 72.925750-59 817 73.1408 73.140835-39 1946 73.4512 73.451219-24 3551 74.479330-34 2588 74.752325-29 3423 75.3599

Sig. .474 .226 .169Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. CHALLENGE SEEKING Tukey HSD


10-15 604 77.211916-18 1110 78.9820

60+ 102 81.852919-24 3551 84.558440-49 2599 85.829235-39 1946 86.065350-59 817 86.124830-34 2588 86.524725-29 3423 86.9684

Sig. .464 1.000 .094Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


SELF-CONFIDENCE Tukey HSD

N Subset for alpha = .05Age Group 1 2 3 4

10-15 604 65.702016-18 1110 67.320719-24 3551 72.5317

60+ 102 73.3235 73.323525-29 3423 75.4604 75.460435-39 1946 75.5987 75.598730-34 2588 76.070740-49 2599 76.514050-59 817 77.6573

Sig. .441 .981 .064 .085Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. RISK-TAKING Tukey HSD


10-15 604 66.394016-18 1110 67.9495

60+ 102 72.039219-24 3551 72.9941 72.994135-39 1946 74.8952 74.8952 74.895225-29 3423 75.3748 75.374840-49 2599 75.4352 75.435230-34 2588 75.7141 75.714150-59 817 76.1934

Sig. .773 .060 .090 .905Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.


ASPIRATION Tukey HSD


60+ 102 78.029410-15 604 78.3924 78.392416-18 1110 78.6180 78.618019-24 3551 80.9465 80.946535-39 1946 81.525740-49 2599 81.848050-59 817 82.033030-34 2588 82.771625-29 3423 82.8235

Sig. .999 .080 .434Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed. ADAPTABILITY Tukey HSD


10-15 604 68.177216-18 1110 69.8054 69.8054

60+ 102 72.8333 72.833319-24 3551 74.9738 74.973840-49 2599 75.6703 75.670350-59 817 75.9682 75.968225-29 3423 75.9980 75.998035-39 1946 76.261630-34 2588 76.5611

Sig. .809 .075 .051 .830Means for groups in homogeneous subsets are displayed. a Uses Harmonic Mean Sample Size = 582.780. b The group sizes are unequal. The harmonic mean of the group sizes is used. Type I error levels are not guaranteed.




10-15 604 74.786416-18 1110 74.856819-24 3551 78.2199

60+ 102 79.0980 79.098025-29 3423 80.2904 80.2904 80.290435-39 1946 80.6079 80.6079 80.607930-34 2588 80.8632 80.863240-49 2599 81.2128 81.212850-59 817 81.8201


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Psychometric Report Career Advancement Test