Hogan MVPI

The Motives, Values, Preferences Inventory (MVPI) is an assessment that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most engaging and satisfying for the employee.

Organisations can use this information to ensure that a new hire’s values are consistent with the existing or target culture.  The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers - they are what a person desires and strives to attain.

Whether you are implementing an organisational assessment processes or enhancing your executives’ development, the MVPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.


  • Compatibility with organisational culture
  • Employee motivation factors
  • Career motivation
  • Leadership environment one might create

Key Features & Benefits

  • Describes the work environments created by leaders.
  • Evaluates the fit between a person’s values and an organisation’s culture to predict both occupational success and job satisfaction.
  • No invasive questions, no adverse impact, validated in over 100 organisations on working adults.
  • Multiple language on-line test items and instant report output with 24hr availability.
  • Research says people often leave because of “the boss” - not the job. This provides insights around what direct reports might experience working for their boss.
  • A mismatch of fit to an organisation’s culture is a key reason for Talent Turnover. If job tasks align with motivational drivers and prevailing culture, people are more likely to stay.
  • A trusted and reliable tool, known for scientific rigour.
  • Flexible implementation across international boundaries with various report options.


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+44 (0)1327 437000

Hogan Values

Hogan Values

The Values Report explores the core values and goals that ultimately drive a leader’s behaviour, aspirations, and expectations about life. What people value determines how they will lead; this determines the kind of environment a leader will create and the sort of organisational culture in which the person will do the best work. Best for: Assessing sources of job satisfaction and the organisational fit for an employee.



How Values Factor into Leadership and Learning 

Sample Reports

MVPI Scales

The MVPI contains 10 primary scales. Each scale contains 5 subscales concerning Lifestyle, Beliefs, Occupational Preferences, Aversions and Prefered Associates. Data is presented in terms of percentiles, where scores indicate the proportion of the population who will score at or below the participant.

Low Scores:

be indifferent to praise and feedback like to be left alone to work

High Scores:

appreciate feedback and want to be noticed

Low Scores:

not care about being successful not want to make a difference

High Scores:

want to be successful want to make a difference

Low Scores:

be serious and business-like always be working

High Scores:

seek pleasure and fun want to enjoy work

Low Scores:

believe in self-reliance think people should help themselves

High Scores:

want to help the less fortunate want to improve society

Low Scores:

prefer to work alone enjoy their own company

High Scores:

need social interaction want to be included

Low Scores:

want to change the status quo value innovation and progress

High Scores:

respect hierarchy and authority value the lessons of the past

Low Scores:

take chances embrace risk

High Scores:

need structure and predictability avoid risk

Low Scores:

be unconcerned about money value self-development

High Scores:

want to make money value materialistic outcomes

Low Scores:

value substance over style care about functionality

High Scores:

be interested in creative self-expression be concerned about the look and feel of work products

Low Scores:

make quick decisions based on experience trust intuition over data

High Scores:

prefer rational, data-based decisions challenge authority

MVPI Subscales

MVPI Subscales