EVALUATION OF VOCATIONAL TEMPERAMENTS



EVALUATION OF VOCATIONAL TEMPERAMENTS

by

Kenneth D. Dennis, Ph.D., LP, CRV, CRC

and

Billy J. McCroskey, Ph.D., CRE, CRV, DLCV, ABVE

Worker Trait Temperaments: The Vocational Personality Profile

The eleven worker trait components of the Worker Characteristics factor specified as Temperaments can be thought of as a Vocational Personality Profile. They represent 11 different worker traits. There is an assumption that Temperaments vary from job to job. On all jobs, at least one specific Temperament (or personality traits) is required at a significant level. On many, several are required. The definitions of these Temperaments are listed in the 1991 Revised Handbook for Analyzing Jobs (HAJ) published by the U.S. Department of Labor.

The worker’s ability to adapt to work environments may be determined by how well the person’s temperaments match the temperament requirements of a given job. Specific job skills are often less important to successful employment than the ability to adapt to a work situation.

Evaluating temperaments is difficult. Specific diagnostic tests do not give a clear picture of a client’s vocational personality profile. It is considerably easier to determine if a person can carry 20 to 40 pounds, can take messages on the phone, etc. than it is to assess temperaments. Personality tests such as the Minnesota Multiphasic Personality Inventory (MMPI), California Personality Inventory (CPI), etc. results do not easily translate into temperament strengths and deficits.

Scores from personality instruments are often given in the form of t-scores. T-scores have a mean of 50 and a standard deviation of 10. A significant variance from the mean tends to be a value of 65 or at 1 ½ standard deviations above the mean. Since personality variables are not likely to be as reliable across time (i.e., they are more akin to states of mind vs traits, which tend to be more stable over time) as assessments based more on physical abilities, a greater difference from the mean (closer to 2 standard deviations) may be considered prior to saying a person does not have a significant level of a vocational temperament.

It would be ideal if one could determine temperaments by asking clients directly about them. Unfortunately, client responses would have very little validity. For example, clients with mental retardation often say they hate doing boring work. Such a statement does not necessarily mean they actually have difficulty performing jobs with a Repetitive temperament requirement. They may have heard other workers saying such things and were simply repeating the phrase in an effort to be considered more like the other worker.

The Vocationology system makes temperament evaluation easier and more functional than the Handbook for Analyzing Jobs. If a job requires the ability to perform or tolerate a required temperament, it has a value of 2. If the temperament is not needed to perform a DOT job, the value is a 0. If a client has the temperament, the client is given a value of 2. If a person has a significant deficit in a temperament, that person is given a value of 0. The level of significance (alpha level) relies on clinical judgment of the evaluator.

Clients may not have a good grasp of what vocational temperaments are, and many clinicians are not sure how vocational temperaments are operationally defined. The following operational definitions of vocational temperaments are taken from the Handbook for Analyzing Jobs (USDOL, 1991). They are presented as operational definitions to help bring about a consistent understanding between professionals and clients.

D

DIRECTING

Directing, Controlling, or Planning Activities of Others.

This temperament involves accepting responsibility for formulating plans, designs, practices, policies, methods, regulations, and procedures for operations or projects; negotiating with individuals or groups for agreements or contracts; and supervising subordinate workers to implement plans and control activities.

Examples:

1. Teaches elementary school pupils academic, social, and manipulative skills.

2. Plans, implements, and coordinates programs to reduce or eliminate occupational injuries, illness, deaths, and financial losses.

3. Commands ship to transport passengers, freight, and other cargo across oceans and coastal waters, coordinating activities of crew members.

4. Conducts prosecution in court proceedings on behalf of city, county, State, or Federal Government.

5. Supervises and coordinates activities of personnel engaged in operation of air-traffic control tower.

Frequency Counts Relative to the US DOT and the Vocationology Dictionary of Occupational Titles (McDOT; N=12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

------------------------------------------

Temperament Level 0 2 0 2

------------------------------------------

D (Directs Others) 10512 2229 82.51% 17.49%

------------------------------------------

The MMPI-2 subscale Type A (TPA) indicates persons who are hard-driving, fast-moving, and work-oriented. People low on this scale (scores below a t-score of 35 or 30) are not be particularly driven, not pressured to get things done, or competitive. A person low on the MMPI-2 TPA subscale would not be very effective in the 17.5 percent of the job titles requiring a Directing temperament.

The CPI Do (Dominance) scale identifies people that are strong, dominant, influential, and ascendant, people able to take the initiative and exercise leadership. A low value on this scale would indicate a person that would have difficulty in a job requiring a Directing temperament.

R

REPETITIVE

Performing Repetitive or Short-Cycle Work:

This temperament involves performing a few routine and uninvolved tasks over and over again according to set procedures, sequence, or pace with little opportunity for diversion or interruption. Interaction with people is included when it is routine, continual, or prescribed.

Examples:

1. Addresses envelopes, cards, and similar items for mailing, by hand or using typewriter or word processing.

2. Feeds flat strips of hoop steel, in which rivet holes have been punched, into rollers of machine to form barrel hoops.

3. Packs layer of crushed ice on fresh food products packed in barrels, boxes, or crates to refrigerate them during shipment.

4. Loads and unloads materials from trucks at shipping and receiving platform.

5. Sorts incoming or outgoing mail into mail-rack pigeonholes or into mail sacks according to destination.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

-------------------------------------------

Temperament Level 0 2 0 2

-------------------------------------------

R (Repetitive) 6883 5858 54.02% 45.98%

-------------------------------------------

The ANAM has three formulas that indicate the likelihood that a client is inside or outside of the Attention Deficit Disorder group. A person predicted to be in this group on all three formulas will tend to have problems performing jobs requiring a Repetitive temperament. These jobs make up about 46 percent of the job titles in the Dictionary of Occupational Titles. There is a skewing of these jobs toward positions with lower VQ scores. People with mental retardation may be doubly frustrated in that they are more likely to get a Repetitive job and less likely to be able to adequately attend to it.

I

INFLUENCING

Influencing People in their Opinions, Attitudes, and Judgments:

This variable involves writing, demonstrating, or speaking to persuade and motivate people to change their attitudes or opinions, participate in a particular activity, or purchase a specific commodity or service.

Examples:

1. Writes advertising copy for use by publication or for broadcast to promote sales of goods or services.

2. Persuades producers and announcers of radio and television musical shows to broadcast recordings produced by record manufacturer.

3. Introduces new fashions and coordinates promotional activities, such as fashion shows, to induce consumer acceptance.

4. Demonstrates products to customers to promote sales, displaying product and explaining features to customers.

5. Conducts safety meeting to acquaint plant personnel with potential hazards and need to comply with all safety regulations.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

-------------------------------------------

Temperament Level 0 2 0 2

-------------------------------------------

I (Influencing) 12251 490 96.15% 3.85%

-------------------------------------------

V

VARIETY

Performing a Variety of Duties:

This temperament involves frequent changes of tasks involving different aptitudes, technologies, techniques, procedures, working conditions, physical demands, or degrees of attentiveness without loss of efficiency or composure. The involvement of the worker in two or more work fields may be a clue that this temperament is required.

Examples:

1. Schedules appointments, gives information to callers, takes dictation, and otherwise relieves officials of clerical work and minor administrative and business details.

2. Consults with management; observes jobs; interviews workers; compiles and analyzes occupational data; compiles reports; and transmits occupational information to facilitate personnel, administrative, and management functions of organization.

3. Assists physician in formulation of prescription of prosthesis; examines and evaluates patient’s prosthetic needs; formulates design of prosthesis; selects material; makes casts, measurements, and model modifications; performs fitting; evaluates prosthesis on patient; instructs patient in use of prosthesis; and maintains patient records.

4. Plans itinerary for hunting and fishing trips; arranges for transporting individuals, equipment, and supplies; explains hunting and fishing laws; prepares meals; and provides first aid to injured.

5. Accommodates hotel patrons by registering and assigning guests to rooms; issuing room keys and escort instructions to bellhop; date-stamping, sorting, and racking mail; transmitting and receiving messages, using telephone; answering inquiries pertaining to hotel services and local shopping and dining facilities; keeping records of room availability and guests’ accounts; computing bills; and collecting payments.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

-------------------------------------------

Temperament Level 0 2 0 2

-------------------------------------------

V (Varied Duties) 10498 2243 82.40% 17.60%

-------------------------------------------

The CPI Flexibility (Fx) scale identifies people who are flexible, adaptable and somewhat changeable in their thinking, behavior, and temperament. People low on this scale would have difficulty performing jobs with a Varied Duties temperament.

E

EXPRESSING

Expressing Personal Feelings:

This variable involves creativity and self expression in interpreting feelings, ideas, or facts in terms of a personal viewpoint; treating a subject imaginatively rather than literally; reflecting original ideas or feelings in writing, painting, composing, sculpting, decorating, or inventing; or interpreting works of others by arranging, conducting, playing musical instruments, choreographing, acting, directing, critiquing, or editorializing.

Examples:

1. Writes humorous material for publication or performance, selecting topic according to personal preference.

2. Paints variety of original subject material, conceiving and developing ideas for painting.

3. Creates and teaches original dances for ballet, musical, or revue.

4. Writes syndicated column on topics of reader interest to stimulate or mold public opinion.

5. Designs and sculpts three-dimensional artwork.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

-----------------------------------------------

Temperament Level 0 2 0 2

-----------------------------------------------

E (Expressing Feelings) 12570 171 98.66% 1.34%

-----------------------------------------------

The CPI offers profile descriptions of creative and artistic people. There is no simple way to define a person’s ability to perform jobs requiring an Expressing temperament. Since less than 1.5 percent of the job titles have such a requirement, this is not a major concern.

A

ALONE

Working Alone or Apart in Physical Isolation from Others:

This temperament involves working in an environment that regularly precludes face-to-face interpersonal relationships for extended periods of time due to physical barriers or distances involved.

Examples:

1. Locates and reports forest fires and weather phenomena from remote fire-lookout station; reports findings to base camp by radio or telephone.

2. Works below surface of water, using scuba gear or in diving suit, with air line extending to surface.

1. Explores likely regions to discover valuable mineral deposits, using topographical maps, surveys, reports, and knowledge of geology and mineralogy. Stakes claim according to Federal and State legal requirements.

2. Traps animals for pelts, live sale, bounty, or to relocate them to other areas. Sets traps, patrols trap line to remove catch, and resets or relocates traps.

3. Drives gasoline- or diesel-powered tractor-trailer combination long distances to transport and deliver products.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

--------------------------------------------

Temperament Level 0 2 0 2

--------------------------------------------

A (Work Alone) 12738 3 99.98% 0.02%

--------------------------------------------

Extroversion scales on the MMPI-2 and CPI could be used to define clients that would have difficulty in jobs with a Work Alone temperament. However, it is like the sign on Highway 24 in Illinois, Can’t stand to be alone. You probable bore other people too. In the 1991 revised DOT, there were less jobs requiring this temperament than there are examples of the temperament. For some reason, this temperament was dropped to insignificant for Deep Sea Diver and Animal Trapper.

S

STRESS

Performing Effectively Under Stress:

This variable involves coping with circumstances dangerous to the worker or others.

Examples:

1. Controls and extinguishes fires to protect life and property; positions and climbs ladder to gain access to upper level of buildings or to assist individuals form burning building.

2. Patrols assigned beat on foot, horseback, motorcycle, or in patrol car to control traffic, prevent crime or disturbance of peace, and arrest violators.

3. Performs surgery to correct deformities, repair injuries, prevent diseases, and improve function in patients, using a variety of surgical instruments and employing established surgical techniques.

4. Controls air traffic on and within vicinity of airport to prevent collisions; alerts support emergency crew and other designated personnel by radio or telephone when airplanes are having flight difficulties.

5. Repairs and replaces transmission and distribution power lines between generating stations, requiring use of precautionary work methods and safety equipment due to electrical hazards present when working on or near energized conduction and electrical accessories.

6. Pilots new, prototype, experimental, modified, and production aircraft to determine its airworthiness; puts aircraft through maneuvers, such as stalls, dives, glides, and speed runs to test and evaluate stability, control characteristics, and aerodynamic design.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

-------------------------------------------

Temperament Level 0 2 0 2

-------------------------------------------

S (Stress) 6670 6071 52.35% 47.65%

-------------------------------------------

When any of the MMPI-2 or CPI scales indicate that a person has a mental illness such as depression, bi-polar, schizophrenia, etc. that person would not do well in jobs with a Stress temperament required at a significant level (level 2).

If the four ANAM formulas predicted the person was in the group of people with brain injury, the ability to perform in a job with a Stress temperament requirement would also be suspect.

T

TOLERANCES

Attaining Precise Set Limits, Tolerances, and Standards:

This temperament involves adhering to and achieving exact levels of performance, using precision measuring instruments, tools, and machines to attain precise dimensions; preparing exact verbal and numerical records; and complying with precise instruments and specifications for materials, methods, procedures, and techniques to attain specified standards.

Examples:

1. Weights, measures, and mixes drugs and other medicinal compounds and fills bottles or capsules with correct quantity and composition of preparation, following prescriptions issues by physician or dentist.

2. Sets up and operates engine lathes to perform machining operations on metal or nonmetallic work pieces according to specifications, tooling instructions, standard charts, and knowledge of machinery procedures.

3. Moves precisely in combination with other dancers and coordinates body movements with music to perform chorus dances.

4. Establishes position of airplane, using navigation instruments and charts, celestial observation, or dead reckoning.

5. Examines parachute and lines to detect deviations from specifications and flaws in materials and work, using glass-topped table or fluorescent light, and marks defective areas.

6. Verifies and balances entries and records of financial transactions.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

------------------------------------------------

Temperament Level 0 2 0 2

------------------------------------------------

T (Tolerance/Standards) 5758 6983 45.19% 54.81%

------------------------------------------------

The CPI Self-Control (Sc) scale was designed to assess the adequacy of self-regulation, self-control, and the degree of freedom from impulsively. A person low on this scale would experience difficulty performing jobs requiring a temperament of Tolerance.

The MMPI-2 scales of HS, D, and Hy along with other relevant scales can indicate the existence of a chronic pain disorder. It would be difficult for a person to perform satisfactorily on a job requiring Tolerance temperament under a condition of chronic pain.

U

UNDER

Working Under Specific Instruction:

For this variable, people are performing tasks only under specific instruction, allowing little or no room for independent action or judgment in working out job problems.

Examples:

1. Installs plastic molding strips into slotted edges of metal table tops, using mallet and band saw.

2. Mixes, pharmaceuticals; issues medicines, labels, and stores supplies; and cleans equipment and work areas under direction of licensed, professional worker in hospital pharmacy.

3. Weighs or measures, grinds, chops, and mixes specified quantities of ingredients to prepare animal food.

4. Inspects materials and products for conformance to specifications, using fixed or preset measuring instruments.

5. Bends and adjusts plastic or metal eyeglass frames according to prescription specifications, using jewelers’ hand tools.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

------------------------------------------------

Temperament Level 0 2 0 2

------------------------------------------------

U (Under Instruction) 12548 193 98.49% 1.51%

------------------------------------------------

The subscales of the CPI and the MMPI-2 that evaluate a person’s deviant behavior would be important in determining those people that would have a problem working in jobs with the Under Instruction temperament.

P

PEOPLE

Dealing with People:

This variable involves interpersonal relationships in job situations beyond receiving work instructions.

Examples:

1. Counsels parolees having difficulty in readjusting to the community following release from prison.

2. Consults medical, nursing, and social service staffs concerning problems affecting patients’ food habits and needs in order to formulate therapeutic diet menus compatible with each condition and treatment sequence.

3. Guides hunters and fishers to game areas, explains hunting and fishing laws, and recommends suitable firearms or fishing tackle to take specific game or fish.

4. Interviews job applicants to select persons meeting employee qualifications and informs applicants about job duties.

5. Receives callers at establishment, determines nature of business, and directs callers to destination.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

------------------------------------------------

Temperament Level 0 2 0 2

------------------------------------------------

P (Deal With People) 9844 2897 77.26% 22.74%

------------------------------------------------

The CPI Social Presence (Sp) scale identifies people that are outgoing and gregarious. People low on this scale would have difficulty working in jobs requiring Dealing With People temperament.

The MMPI-2 scale 0 (Social Introversion) indicates people that are very insecure and uncomfortable in social situations. They may be shy, reserved, timid, and retiring. A person with a high score (t-score greater than 65 or 70) on this scale would have difficulty performing a job with a temperament of Dealing With People.

J

JUDGMENTS

Making Judgments and Decisions:

This temperament involves solving problems, making evaluations, or reaching conclusions based on subjective or objective criteria, such as the five senses, knowledge, past experiences, or quantifiable or factual data.

Examples:

1. Examines paintings for color values, style of brush stroke, and aesthetic qualities to establish art period or to identify artist.

2. Tests and inspects products at various stages of production process and compiles and evaluates statistical data to determine and maintain quality and reliability of products.

3. Plans layout of newspaper edition determining placement of stories based on relative significance, available space, and knowledge of layout principles.

4. Evaluates individual applications for insurance of degree of risk involved and accepts applications following company’s underwriting policies.

5. Examines food samples to determine sales appeal in restaurants; tastes prepared dishes to ascertain palatability and customer appeal.

6. Appraises real property to determine value for purchase, sales, investment, mortgage, or loan purposes considering location and trends or impending changes that could influence future value of property.

7. Examines and measures industrial diamonds to determine their quality, shape, and size, using classification standards and gauges.

Vocationology Dictionary of Occupational Titles (McDOT; 12741 Titles)

Total Jobs Percents

Not Signif Signif Not Signif Signif

------------------------------------------------

Temperament Level 0 2 0 2

------------------------------------------------

J (Judgment Making) 6718 6023 52.73% 47.27%

------------------------------------------------

The ANAM scale of Logic indicates a person’s ability to comprehend abstract concepts. The parable portion of the WAIS-R Comprehension subscale also evaluates abstract or logical processing. People with impaired functioning on these areas or on the Wisconsin Card Sort would have difficulty performing jobs with a Judgment Making temperament requirement.

Comparing R and S Temperaments

The percent of R and S temperaments were fairly evenly split between not required (0) and required (2). When both variables were looked at together, it became clear that it was unlikely that a job would be unstressed and also repetitive (less than one percent) or that a job would be non-repetitive and stressful (less than two percent). Most jobs would be neither stressful nor repetitive (about 52 percent) or both stressful and repetitive (about 46 percent). See below Crosstab Tables (Repetitive levels by Stress levels).

R - Repetitive (Actual Numbers)

Total Jobs Percents

At Levels 0 & 2 At Levels 0 & 2

----------------------------------------------------

Levels (0=NotSig; 2=Sig) 0 2 0 2

Temperament ----------------------------------------------------

S 0 6640 30 6670

Stress 2 243 5828 6071

----------------------------------------------------

Totals: 6883 5858 12741

R - Repetitive (Percents)

Total Jobs Percents

At Levels 0 & 2 At Levels 0 & 2

-----------------------------------------------------

Levels (0=NotSig; 2=Sig) 0 2 0 2

Temperament -----------------------------------------------------

S 0 52.12% 0.24% 52.35%

Stress 2 1.91% 45.74% 47.65%

------------------------------------------------------

Totals: 54.02% 45.98% 100.00%

Temperament Profiles

The following profiles show each of the different temperament combinations listed in the Vocationology McDOT. The table is rank ordered by the number of job titles listed for each profile along with the % of total for each listed profile.

DRIVEASTUPJ # % DRIVEASTUPJ # % DRIVEASTUPJ # %

------------------------------------------------------------------------------------------------------

R T 2850 22.37% IV PJ 18 0.14% D I E P 2 0.02%

R 2385 18.72% ST PJ 17 0.13% D VE 2 0.02%

T J 2153 16.90% S J 16 0.13% D V ST P 2 0.02%

D E PJ 660 5.18% D IV P 16 0.13% D V S P 2 0.02%

V T J 494 3.88% D I P 16 0.13% E T 2 0.02%

J 421 3.30% R T P 13 0.10% I S J 2 0.02%

D PJ 354 2.78% V S J 13 0.10% V U 2 0.02%

T 261 2.05% V S P 12 0.09% A J 2 0.02%

R T J 233 1.83% V ST J 12 0.09% D IV J 2 0.02%

I PJ 200 1.57% I E 11 0.09% D I S PJ 2 0.02%

D E P 191 1.50% D VE PJ 11 0.09% D IVE J 2 0.02%

D T PJ 168 1.32% R ST 11 0.09% D I T PJ 2 0.02%

R U 120 0.94% E T J 10 0.08% UP 2 0.02%

R J 109 0.86% S P 9 0.07% D E P 2 0.02%

PJ 102 0.80% U 9 0.07% VE S P 2 0.02%

V T 101 0.79% E PJ 8 0.06% E T PJ 2 0.02%

D P 90 0.71% D V S PJ 8 0.06% IV T 1 0.01%

T PJ 90 0.71% D I E PJ 8 0.06% DR P 1 0.01%

D J 87 0.68% D E T 8 0.06% R V P 1 0.01%

D T J 84 0.66% IV P 7 0.05% D I T P 1 0.01%

D I PJ 78 0.61% D I J 7 0.05% S U J 1 0.01%

V PJ 76 0.60% D T 7 0.05% IV J 1 0.01%

V J 73 0.57% ST 7 0.05% D IV 1 0.01%

V P 72 0.57% VE J 6 0.05% R T PJ 1 0.01%

R P 71 0.56% D E 6 0.05% R V 1 0.01%

D E T J 65 0.51% V ST 6 0.05% R S J 1 0.01%

P 62 0.49% IVE PJ 6 0.05% D E T PJ 1 0.01%

D E T PJ 60 0.47% I T PJ 5 0.04% D I E 1 0.01%

D E T P 57 0.45% VE P 5 0.04% V ST P 1 0.01%

D IV PJ 51 0.40% E P 5 0.04% D E S J 1 0.01%

T P 49 0.38% VE T J 4 0.03% IV 1 0.01%

D E J 46 0.36% V ST PJ 4 0.03% S 1 0.01%

V 43 0.34% VE PJ 4 0.03% VE 1 0.01%

E J 42 0.33% D I T J 4 0.03% D ST J 1 0.01%

D P 41 0.32% D ST PJ 3 0.02% IVE P 1 0.01%

V T PJ 37 0.29% ST P 3 0.02% R V T 1 0.01%

D S PJ 36 0.28% D IV T J 3 0.02% D V ST J 1 0.01%

I P 35 0.27% D S J 3 0.02% R PJ 1 0.01%

R TU 33 0.26% RI P 3 0.02% E 1 0.01%

ST J 28 0.22% D E 3 0.02% I J 1 0.01%

S PJ 27 0.21% D 3 0.02% E T P 1 0.01%

D E PJ 23 0.18% D E T P 2 0.02% R A U 1 0.01%

TU 23 0.18% I T P 2 0.02% D S 1 0.01%

V T P 21 0.16% D E T J 2 0.02% IVE J 1 0.01%

R S 19 0.15% V S 2 0.02% D ST P 1 0.01%

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References

Dennis, K.D. & McCroskey, B.J. (1995), Automated Neuropsychological Assessment Metrics (ANAM) in Vocational Evaluation. Journal of Vocationology, 1(1), 50-55.

Dennis, K.D. & McCroskey, B.J. (1997), EVALUATION OF VOCATIONAL TEMPERAMENTS. Journal of Forensic Vocationology (JOFV), 2(1), 68-93.

Graham, J.R. (1990). MMPI-2 Assessing Personality and Psychopathology. New York: Oxford University Press.

Keller, L.S. & Butcher, J.N. (1991). Assessment of Chronic Pain Patients with the MMPI-2. Minneapolis: University of Minnesota Press.

Megargee, E.I. The California Psychological Inventory Handbook San Francisco: Jossey-Bass Publishers.

Reeves, D.; Kane, R.; Winter, K & Goldstone, A. (1995). ANAM V3.11 Clinical and Neurotoxicology Subsets, San Diego, CA: National Cognitive Recovery Foundation.

The Revised Handbook for Analyzing Jobs. U.S. Department of Labor, 1991.

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