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Education and Research > Recruitment > Vienna Test System > Special Personality Test Software

Education and Research > Psychology and Physiology > Vienna Test System > Special Personality Test Software

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Model 64062

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Test of Leadership Ability - FET - 7 Year License


The Schuhfried VTS enables computer-assisted application of a large number of highly diverse psycho-diagnostic tests and measuring procedures. In developing the system much emphasis was placed on transparent structure and largely uniform design. It is therefore simple to operate and easy to understand and does not require any special computer skills.

The VTS basic module is required for administration of any of the available tests.

The Schuhfried VTS supports the administration of both single tests and test batteries. Many of the single tests are available in different test versions. These test versions may differ, for example, in terms of test duration or difficulty or may be parallel forms. They are characterized by different parameters reflecting specific test requirements. They have been designed for administration to a specific population (e.g. psychiatric patients, children, etc.) or for special measuring purposes (e.g. repeated measurements). Test batteries are compiled from the available single tests and test versions.


The Leadership Ability Test makes a transparent self-evaluation of one's own leadership behavior possible. This questionnaire is often regarded as indispensable aid for the new filling of leadership functions.


Test for assessing the personal aptitude for taking on leadership functions or management positions.

Main areas of application: organizational psychology (with the Leadership Aptitude Test superiors can be selected and developed), aptitude diagnostics in the area of personality (the FET can be an orientation tool for all those, who think about whether they want to strive for a leadership position, in order see their needs for personal development more clearly).


The design of this test is based on the conviction that leadership success (in part) depends on certain personal attitudes, since there is obviously a series of structural characteristics common to all leadership situations and certain personality attitudes required to master such situations.

Attitudes are complex entities consisting of both cognitive and affective components, as well as independence from the corresponding organizational form of an institution, whose own laws and the influence of personal learning and life experience also count. The term attitude for the description of personality was also selected because the attitudes of the respondents answering the questions can be derived from the answers themselves. The assessments of leadership abilities using an objective instrument for self-evaluation, which the FET is, is relevant in most areas inasmuch as respondentive inter-personal influences within the framework of a job interview or a promotion interview can be excluded.


After the instructions the questions are presented one after the other on the monitor . The respondent answers "correct" or "incorrect". One single correction per item and the skipping of items are permitted. All unanswered items are presented again at the end of the test, but there is no "obligation" to answer.


There is one test form with 138 items. The selection of individual items for test presentation is possible.


The raw scores of all scales and the response time for each item are recorded. The score sheet contains a result table with raw and standard scores for all scales as well as working time, and, if required, a test profile and an item analysis protocol of the subject's entries.


The consistency coefficients (Cronbach's alpha) of the test's 10 scales are above 0.70.


Highly significant correlations have been found between the scales of the Attitude to Leadership test and the external criteria of career success (5 criteria) and leadership behavior (5 criteria).


The norming sample consists of 100 executives (71 department heads and 29 senior department heads and directors). Five career features (gross income, salary increase, job position, and two salary criteria) that take into account a person's education level, age, and years of work experience serve as external criteria. A second group of external criteria consists in the description and assessment of the subjects' leadership behavior by subordinates.


15-20 minutes


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