The Hartman Value Profile (HVP) is a strictly axiological assessment instrument that measures a person's capacity to value, based on Formal Axiology. Validity and correlation studies from reputable sources have focused on demonstrating its usefulness in psychological and organizational settings, as well as its methodological robustness, highlighting that the HVP measures the underlying cognitive structure for making sound judgments.
Below are the main HVP validity and correlation studies, grouped by theme.
I. Concurrent Validity Studies: Comparison with Established Psychological Instruments
Concurrent validity compares the HVP with other already validated psychometric instruments that measure theoretically related constructs. It is important to note that the HVP focuses on measuring judgment and value structure, not personality.
Minnesota Multiphasic Personality Inventory (MMPI) and related indexes
Area: stress and psychological functioning
The HVP showed statistically significant correlations, many of them highly significant, across dozens of specific measurements compared with the MMPI and other established psychological indexes.
MMPI (continued): psychological functioning and wellbeing
The HVP correlated significantly with MMPI scales related to feelings of unease, low mood, detachment, self-restraint, open confrontation and difficulty with authority. Specific studies have also linked how a person values themselves (their inner intrinsic dimension) with self-esteem, resilience and sense of identity.
Cattell 16PF and CAQ: personality factors
The HVP also showed highly significant correlations across dozens of specific measurements compared with the Cattell 16PF and the CAQ questionnaire.
Other value inventories: values and moral development
A study with university students found a strong connection between the HVP, the Rokeach Value Survey (RVS), the Allport-Lindzey Study of Values (AVL) and Kohlberg's Theory of Moral Development (KMD). Correlations with Kohlberg's and Rokeach's moral variables were very high.
This indicates that the HVP measures the capacity for value judgment, which is distinct from measuring specific values.
II. Criterion and Predictive Validity Studies: Performance and Success
Criterion (or predictive) validity focuses on the HVP's ability to predict real, observable performance outcomes.
Manager selection (corporate studies)
Managerial success and customer service
Follow-up studies in corporations (Sara Lee, James River) showed that the HVP predicted exemplary performance in managerial success and customer service. Managerial candidates whom the HVP identified as low-risk achieved a very high success rate.
Medical resident selection (USF)
Performance in professional roles and resilience
Implemented in 2007, the experience of incorporating the HVP into the resident selection process suggests it could add objectivity and refinement in predicting resident performance. Seven key predictive factors for high performance and resilience in this environment were identified:
- Problem-solving ability
- Creativity
- Ability to handle change
- Drive to excel
- Sense of quality
- Balance in judgment
- Work-life balance
Contrasting groups: people convicted of violent crimes
Seriously harmful behavior
A study compared a group of people convicted of violent crimes with a broad sample of the general population. The HVP showed clear and statistically significant differences in the six key measures of the capacity to reason and act effectively in demanding situations (Empathize, Reason Practically, Reason Logically, Value One's Self, Compare One's Self, Define One's Role).
III. Construct Validity Studies: Reliability and Non-Discrimination
Test-retest reliability
A study with university students showed that all the dimensions measured remained statistically equivalent after ten weeks. Another analysis with a different group of university students, conducted one month apart, found no significant changes in the results, confirming the instrument's reliability.
Non-discrimination studies (EEOC)
Fairness by age, gender and race
Extensive studies show that the HVP meets the requirements of the U.S. EEOC (Equal Employment Opportunity Commission) and does not discriminate against people of different racial backgrounds, sexes or ages. Every item was tested and no significant statistical bias was found between older and younger workers, between sexes or between races, thus meeting the business necessity requirement.
IV. A Note on Derived Instruments
It is important to note that the original HVP, based on Formal Axiology, is distinct from derived instruments focused on personality. For example, psychometric research on the Hartman Color Code Personality Profile (a popular derivative) found weak correlations and low construct validity when compared with scientifically validated objective personality tests.
The original HVP, in contrast, focuses on measuring judgment and value structure, not personality.