Explore SIGMA’s Premier Personality Assessment
The Jackson Personality Inventory™ – 3 (JPI™-3) is the evolution of two of SIGMA’s foundational personality assessments, the Jackson Personality Inventory™ – Revised (JPI™-R) and the Personality Research Form (PRF). With more than 4,500 references combined, these personality assessments are among the most cited in scientific literature, attesting to their impact and credibility. The JPI-3 builds on the legacy of these assessments, the Five-Factor Model, and personality research to deliver a comprehensive measure of personality in just 20 minutes.
Core Report
The JPI-3 Core Report delivers each candidate’s results in a clear, user-friendly format. It provides summaries of scores, along with descriptions of individuals who score at the higher or lower ends of each personality trait. Scoring is fully automated, and reports are generated immediately.
Development Report
The JPI-3 Development Report is designed to help facilitate coaching conversations that support career pathing, build strong teams, retain top talent, and boost engagement, satisfaction, and performance at work.
Selection Report
The JPI-3 Selection Report leverages the best of scale development and personality psychology to provide a powerful tool for data-driven decisions. Designed to simplify the hiring process, this report supports the identification of candidates who are best suited for critical organizational roles.
What Does the JPI-3 Measure?
The JPI-3 measures 42 distinct traits grouped into seven personality factors: Agreeableness, Emotional Stability, Extraversion, Honesty/Humility, Industriousness, Methodicalness, and Openness to Experience. Each dimension covers a different broad area of personality.
What Makes the JPI-3 Better?
The JPI-3 goes beyond traditional tools like the Five-Factor Model. It gives a clearer picture of traits that matter most at work, including deeper insights into Conscientiousness and Honesty/Humility.
Twice the insights on factors that predict performance: The JPI-3 separates Conscientiousness into two distinct traits: Industriousness (drive and work ethic) and Methodicalness (organization and attention to detail). This split gives a more accurate view of how an individual will perform on-the-job, because conscientiousness has been found to be a strong predictor of both workplace performance2, 3 and academic achievement.4
Key indicators for prosocial and antisocial behavior: The JPI-3 measures Honesty/Humility in addition to the traditional Five-Factor traits. Honesty/Humility helps predict prosocial behavior5 as well as counterproductive workplace behaviors6 and toxic traits like narcissism, machiavellianism, and psychopathy7 — key insights for building strong, reliable teams.
JPI-3 Personality Factors
The tendency to get along easily with others and to be willing to help those in need, likely due to their forgiving, non-judgmental, and trusting nature.
Facets: Cooperativeness, Empathy, Forgiveness, Non-Judgmental, Nurturance, Trust
The tendency to remain calm and composed when faced with uncertain or stressful situations, and to display confidence in themselves.
Facets: Accepts Criticism, Carefree, Even-Tempered, Handling Stress, Optimism, Self-Esteem
The tendency to enjoy, feel comfortable, and demonstrate confidence in group settings, including persuading others, assuming the role of leader, and regulating their behavior to accommodate the situation.
Facets: Affiliation, Desire to Lead, Enjoys Attention, Persuasiveness, Social Adaptability, Social Confidence
The tendency to be truthful, humble, and straightforward with others, to avoid taking risks, and to carefully follow established rules.
Facets: Modesty, Risk Avoidance, Rule Compliance, Sincerity, Truthful, Unentitled
The tendency to tirelessly strive for excellence by working hard, setting challenging goals, and deriving meaning from work.
Facets: Achievement, Competitiveness, Energy Level, Engagement, Hard-Working, Persistence
The tendency to act in a deliberate and planful manner, such that they can be counted on to meet commitments and deadlines.
Facets: Impulse Control, Organization, Planning, Punctuality, Reliability, Self-Discipline
The tendency to enjoy creative pursuits and original thinking, particularly when there is an opportunity to learn, discuss differences of opinions, or try something new.
Facets: Abstract Thinking, Aesthetic Appreciation, Breadth of Interest, Embraces Change, Embraces Differences, Innovation
Who is the JPI-3 For?
Counselors and psychologists
assessing normative personality in their clients.
HR Practitioners and Managers
looking to integrate personality measurement into their hiring or talent development process.
Researchers
seeking a comprehensive, valid, and reliable personality assessment.
Professors
instructing students in the administration and interpretation of scientifically validated personality assessments.
Why Choose SIGMA? A Smarter Approach to Talent Development
Proven Expertise. Practical Solutions.
With more than 4 million assessments conducted and experience supporting over 8,500 public and private organizations across North America, SIGMA has a track record you can trust. Our team combines scientific rigor with practical insight, delivering intuitive platforms and tools designed for real-world impact. We work closely with our clients to understand their goals and provide tailored solutions that drive measurable results.
See What Our Clients Are Saying
“Creative Organizational Design (COD) has partnered with SIGMA Assessments for nearly two decades and I can report that they deliver simply excellent tools. The assessments are well-designed, easy to use, and generate brilliantly clear, unambiguous, concise, intuitive, easy-to-understand reports. In addition to their superior product line, they support it with a well-developed, intuitive, streamlined, easy to use web interface, and top-tier customer service.
SIGMA is a joy to work with and I can’t say enough about how highly we regard what they produce, how they market their products and services, and how they handle delivery, pricing, and customer service.”
J. David Towler, MA
President, Creative Organizational Design
Apply for a Research Discount
SIGMA is committed to supporting research that contributes to the collective knowledge of the scientific community. If you are interested in using one or part of our assessments in your research and would like to apply for a research discount, please complete the Research Application Form.
Pricing
The JPI-3 is available for online testing only. Below are the associated start up costs.
| US Pricing | Canadian Pricing | |
| Core Report | $36 | $46 |
| Selection Report | $50 | $64 |
| Development Report | $50 | $64 |
- The JPI-3 can be administered online at SigmaAssessments.com. There is no cost to set up the online account.
- Pricing includes test administration and report.
Speak With an Expert
Are you interested in using the JPI-3? Submit the form to learn more. Our team will be in touch with you shortly.
Personality Assessment Blogs
Workplace and Personality Assessment Q&A
Personality assessments are becoming more mainstream in today’s workplace. As such you may be wondering, are they worth the money and the time? If yes, how do you know which assessment is right for you? In this article we’ll answer some of the most common questions about the use of personality assessments at work.
Do Personality Assessments Really Work?
If you work in HR or talent development, you’ve probably found yourself wondering: “Do personality assessments really work?” In this blog we consult SIGMA’s assessment experts to find out what makes a strong assessment and how results can be properly interpreted and applied.
Personality Tests and Their Role in the Workplace
Learn about personality tests and their role in the workplace. In this blog we’ll describe the difference between type-based and continuous personality assessments, explain which one is better for workplace applications, and outline how you can use personality assessments effectively with your team.
1 McCrae, R. R., & John, O. P. (1992). An introduction to the Five-Factor Model and its applications. Journal of Personality, 60, 175-215. doi:10.1111/j.1467-6494.1992.tb00970.x.
2 Campbell, D. (2019). Being conscientious is one of the strongest predictors of success in the workplace, U of T study finds. University of Toronto. https://www.utoronto.ca/news/being-conscientious-one-strongest-predictors-success-workplace-u-t-study-finds.
3 Wilmot, M.P., & Ones, D.S. (2019). A century of research on conscientiousness at work. Proceedings of the National Academy of Sciences, 116(46), 23,004-23,010. https://doi.org/10.1073/pnas.1908430116.
4 Poropat, A. E. (2009). A meta-analysis of the Five-Factor Model of personality and academic performance. Psychological Bulletin, 135(2), 322–338. https://doi.org/10.1037/a0014996.
5 Thielmann, I., Spadaro, G., & Balliet, D. (2020). Personality and prosocial behavior: A theoretical framework and meta-analysis. Psychological Bulletin, 146(1), 30–90. https://doi.org/10.1037/bul0000217.
6 Lee, Y., Berry, C. M., & Gonzalez-Mulé, E. (2019). The importance of being humble: A meta-analysis and incremental validity analysis of the relationship between Honesty-Humility and job performance. Journal of Applied Psychology, 104(12), 1535–1546. https://doi.org/10.1037/apl0000421.
7 Howard, M. C., & Van Zandt, E. C. (2020). The discriminant validity of honesty-humility: A meta-analysis of the HEXACO, Big Five, and Dark Triad. Journal of Research in Personality, 87, 103982. https://doi.org/10.1016/j.jrp.2020.103982.