My Personality Test Results
Why did I do these tests?
I find things like this very interesting. I like proper tests with logic behind the answers, not like some of the Facebook ones where there are either none or just one or two stupid questions and then give you a basically random answer! I am planning to keep adding more when I find interesting ones
Don't take any of your results too seriously if you do them, if you are concerned about your results please consult a proper medical professional.
Results of the Open Sex Role Inventory test
The OSRI scores on two scales:
Masculinity and Femininity.
Scores for each scale are set so that that the average score of everyone is 100 (with a standard deviation of 15).
Strangely the results can only go from 55 to 145, so my pie chart reflects the corrected results rather than the number below.
My score for masculinity was 92
My score for femininity was 128
How to understand the result
High masculinity (Over 100), Low femininity (Under 100)
= Masculine / Male
Low masculinity (Under 100), Low femininity (Under 100)
= Undifferentiated / Neither Male or Female
Low masculinity (Under 100), High femininity (Over 100)
= Feminine / Female
High masculinity (Over 100), High femininity (Over 100)
= Androgynous, A mix of both
I answered the test 100% honestly and my results show I am mostly feminine! Second would be androgynous, third highest would be undifferentiated and finally my lowest scoring section would be male!
Those results are not much of a shock to me and those who know me best!
The Open Sex Role Inventory test is available from many places, but I used the one on the Open Psychometrics web site:
Results of the Open DISC Assessment Test
DISC is a pop-psych personality system based around four personality types. The DISC system is mostly used with an employment or team building focus. The roots of DISC was a book published in 1928, titled Emotions of Normal People. In it, William Marston theorized that a person would express their emotions in one of four ways, from which come the four letters D I S C. He did not intend to make an assessment, though, and modern DISC does not have all that much in common with Marston's work. In the 1950s a series of industrial psychologists separately used his theory as the basis of a tool for employee selection and organization. Today there are many tests that exist under the name DISC, marketed by various psychological consulting companies for use by human resources departments, each with their own differences. There has no work using a DISC model in academic psychology since the first work on DISC in the 1950s.
DISC Dimension: Dominance 27.5%
People who are comparatively low in Dominance:
Tend to want peace and harmony.
Prefer to let others initiate action and resolve problems.
Are quiet and indirect in their approach to most situations.
Are usually cautious and calculate risks carefully before acting.
They are generally well liked because of their mild and gentle nature. Other people will tend to see them as being patient, calm, thoughtful and a good listener.
DISC Dimension: Influence 50%
DISC Dimension: Steadiness 72.5%
Generally they have the ability to deal with the task in hand and to do routine work with patience and care.
DISC Dimension: Compliance 65%
People who are comparatively high in Compliance:
Are usually peaceful and adaptable.
Tend not to be aggressive.
Tend to be cautious rather than impulsive.
Act in a tactful, diplomatic way and strive for a stable, ordered life.
They prefer sticking to methods that have proved successful in the past. They have a high acceptance of rules and regulations.
The Researcher (SC):
(+) This person is called the Researcher because no other behavioral style has such a passion for researching data, facts and objective information. Researchers are quiet, steady, low-key people. They rely on analysis, logic, objectivity and reason to solve problems. They like predictable, familiar, stable, stress-free environments and relationships. They pay close attention to details and dislike ambiguity, sudden surprises or changes, rushed decision-making, and last-minute deadlines. Researchers like clarity, order and certainty. They approach tasks and change cautiously and carefully. They like to have clearly defined expectations and standards for their work as well as clear instructions and directions. That way they can develop a plan, prioritize their actions, and focus on a specific purpose, objective or goal without any doubt about what they should be doing. Researchers are calm, dispassionate people who possess an unusual degree of dogged determination and tenacity for completing tasks thoroughly and accurately, as long as they have plenty of time to work at their own pace. Researchers are self-disciplined, self-reliant and comfortable working alone to accomplish their goals. They often enjoy technical work where they can analyze the data, interpret the information and draw conclusions.
(–) Negatively, Researchers can be slow to decide, slow to act, overly cautious, risk-averse, and slow to accept change. They can be stubborn and inflexible when change is necessary because they prefer predictability, certainty and the familiar. Researchers tend to be most comfortable with what and who they know. They sometimes have a difficult time accepting people who are very different from themselves. They would benefit from developing a greater understanding of other styles and being more genuinely open and accepting of different people. Researchers aren’t very good at dealing with emotions, their own or other people’s. They can seem rather cold and dry to more emotional styles. They could benefit from developing more empathy for and emotional understanding of other people. Researchers can easily get bogged down in the details and specifics of a project (beyond what is necessary) and then fail to see the forest for the trees. It is good for them to keep their goal in mind and only work on the details that are necessary to achieve that goal.
My results and the associated information above are all from are are here purely for entertainment purposes: