Sports Performance: Using Personality to Predict Performance on and off the Field

Project Overview



Identify characteristics from the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) that predict athlete sport performance.


Athlete personality and performance data collection predicting performance in handball and across all sports comparison of athletes across sports.


Job Analysis, Validity Generalization, and Criterion-Related Validation of the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory for  Selecting Employees

This report outlines initial results of the job analysis, validity generalization, literature review, and criterion-related validation research conducted for the Ministry of Labor (MOL). The MOL, via Blue Coach, collaborated with Hogan to validate the use of the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI) for screening applicants. Appendices A, B, and C, define the scales comprising the HPI, HDS, and MVPI, respectively. Hogan designed the screening process to identify applicants possessing the personal characteristics associated with optimal job performance.




Hogan’s Job Evaluation Tool (JET) represents the foundation for conducting client-facing selection and development efforts, both domestically and internationally, by providing structured, reliable, and legally- defensible job analysis information. The first step involves Subject Matter Experts (SMEs) completing the JET to identify the critical worker characteristics required for success in a target job. The JET contains five components:

  • Performance Improvement Characteristics (PIC) – The PIC identifies personal characteristics needed to successfully execute job requirements and the degree to which these characteristics improve job performance. It aligns with the seven HPI scales
  • Derailment Characteristics Questionnaire (DCQ) – The DCQ identifies personal characteristics that may inhibit job performance. It aligns with the 11 scales on the HDS
  • Motivational Improvement Characteristics (MIC) – The MIC identifies the motivators, values, and preferences that define a workgroup’s ideal climate. It aligns with the 10 scales on the MVPI
  • Business Reasoning Questionnaire (BRQ) – The BRQ identifies key cognitive capabilities required for successful job performance. It aligns with the scales on the HBRI
  • Competency Evaluation Tool (CET) – The CET identifies competencies critical for successful performance in the target job. It serves several purposes, such as validating existing organizational competency models and as the basis for synthetic/job component validation.

Because the JET strategically aligns with Hogan assessments, results help identify the personality characteristics, values, and level of cognitive ability required to successfully perform successfully the target job. This information is critical for both identifying high potential job applicants and highlighting developmental needs for existing job incumbents.


The Hogan Research Division (HRD) compiled job analysis data from thousands of jobs into an archive suitable for conducting a range of job- and job family-level analyses. The JET is one of the most extensively researched, reliable, and valid worker-oriented job analysis tools available in the world. With the newly compiled JET archive, HRD can assist Hogan’s clients in performing an array of job comparisons and evaluations.

The JET archive boasts job analysis data from over 19,000 respondents representing thousands of individual jobs, ensuring comprehensive coverage of a wide range of occupations. For example, these jobs represent 21 of the 23 major occupational categories included in the U.S. Department of Labor’s Standard Occupational Classification system. In addition, HRD coded each job in the archive according to seven job families derived from nine “job classifications” used by the Equal Employment Opportunity Commission (EEOC) for U.S. employers. These job families, which classify groups of occupations as similar based on work performed, skills, education, training, and credentials required for competence, are as follows:


  1. The Managers and Executives job family includes employees assigned to positions of administrative or managerial authority over the human, physical, and financial resources of the organization. These occupations include administrative and managerial personnel who are responsible for establishing broad policies, planning, forecasting, prioritizing, allocating, and directing of work to achieve efficient use of resources at each level of the organization
  2. The Professionals job family includes Employees with little legitimate authority, but high status within the organization because of the knowledge and/or skills they possess. These employees are experts in their field and usually have a high level of education
  3. The Technicians and Specialists job family includes fields of specialization such as engineering, machine trades, and processing. In such positions, employees work to solve practical problems, often under the direction of a professional. Because these jobs require specialized knowledge and skill to perform activities, personnel who work in these occupations usually complete two years of college, attend a technical school, or learn thorough on-the-job training certification
  4. The Operations and Trades job family includes skilled craft workers, semi-skilled operatives, and unskilled laborers. In these types of jobs, employees primarily gain job knowledge through on-the- job training and experience. Individuals require little prerequisite knowledge or skill to enter these jobs
  5. The Sales and Customer Support job family includes positions where employees are responsible for interacting with prospects and clients to sell and/or support products and services. These employees rely upon their interpersonal skills and communication techniques to meet their customers’ needs, and provide courteous and helpful service to customers after the sale
  6. The Administrative and Clerical job family includes positions that involve planning, directing, or coordinating support services, preparing/compiling documents, and maintaining accounts, records, and files. These employees engage in a variety of non-manual activities that can include distributing mail, handling information requests, operating telephone equipment, preparing correspondence, arranging conference calls, scheduling meetings, and providing other office support services
  7. The Service and Support job family includes police, firefighters, recreation and amusement workers, and other personal service providers. This category includes positions where employees perform protective and non-protective services to others.

As a result of these features, Hogan can leverage the JET archive’s comprehensive coverage of job analysis data across occupational categories and job families to address a wide range of client needs. For example, we have off-the-shelf reports available for these jobs families based on archival JET research. Comparing worker requirements of multiple jobs also allows HRD to assist clients in reaching a number of conclusions about how specific jobs compare with other jobs or job families. Based on these results, clients can make strategic decisions to enhance their own Human Resource Management (HRM) practices.


Send us good people, we will get them back to you even better.

Blue Coach

  • The Capital Plaza, Bulevar Džordža Vašingtona 102, A18
  • +382 20 671 222