| Summary: | M.Phil. (Industrial Psychology) === The equivalent cross-cultural assessment of personality has long been a debatable subject in psychological research. Personologists remain divided as to the universality of personality traits, and as such, their cross-cultural applicability. This argument remains valid within the South African multicultural and multilingual context. In addition to the applicability of various imported personality measures, South Africa’s past misuse of psychological assessments for unfair discriminatory purposes has created many negative perceptions of their utility. This was further corroborated with the promulgation of the Employment Equity Act 55 of 1998 that stipulates that all psychological assessments used in South Africa need to meet the criteria of: a) being scientifically shown to be valid and reliable; b) can be applied fairly to all employees; and c) not biased against any employee or group (Government Gazette, 1998). Currently no validated indigenous model and measure of personality exists in South Africa. Psychological assessments are mainly imported from the United States of America (US) and United Kingdom (UK) and normed to the South African population. Foxcroft, Roodt and Abrahams (2005) acknowledge that many of these assessments, in addition to many locally developed measures, have not been tested for bias nor have they been cross-culturally validated. Furthermore, the theories, models and taxonomies on which these measures are based were developed within a Western context and as such, have not incorporated the unique intricacies of the South African context and its array of cultures and languages. Therefore, the accurate and appropriate measure of personality within South Africa has been impeded.
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