State-Trait Anger Expression Inventory (STAXI)
The State-Trait Anger Expression Inventory (STAXI) is a self-report questionnaire that focuses on anger expression. It measures both the current (or state) anger of the applicant, and the generally characteristic (trait) anger level. It consists of 69 items that reflect anger-related behaviors, and which are answered on a four-alternative scale reflecting the frequency of exhibiting these behaviors: Almost Always, Often, Sometimes, and Almost Never. State-Trait Anger Expression Inventory-II (STAXI-II) The State-Trait Anger Expression Inventory-II (STAXI-II) is an updated version on the STAXI that uses a subset of items from the original STAXI and includes revised scales. In addition, a new normative sample was collected for the STAXI-II that was matched to the U.S. Census demographics of age, gender, and ethnicity. STAXI Police and Public Safety Selection Report The STAXI Police and Public Safety Selection Report is a specialized STAXI report designed to be used by licensed psychologists in conducting psychological evaluations of applicants for police and other public safety positions. The principal purpose of the report is to help the evaluator assess tendencies toward anger that may be relevant to performance as a public safety officer. |
Sample Report:
Authors of Tests and Reports
STAXI: The State-Trait Anger Expression Inventory was authored by Charles D. Spielberger, Ph.D., and is published by Psychological Assessment Resources, Inc., 16204 North Florida Avenue, Lutz, Florida 33549. STAXI-II: Adapted and reproduced by special permission of the Publisher, Psychological Assessment Resources, Inc., 16204 North Florida Avenue, Lutz, Florida 33549, from the STAXI-2 by Charles D. Spielberger, Ph.D., Copyright 1979, 1986, 1988, 1999 by Psychological Assessment Resources, Inc. Further reproduction is prohibited without permission from PAR, Inc. STAXI-PPSR/STAXI-II-PPSR: JRA, Inc., is the creator, copyright holder, and sole provider of the STAXI Police and Public Safety Selection Report, which is produced under an exclusive license between Psychological Assessment Resources, Inc., and JRA, Inc. |
This special report, which is based on a normative sample of more than 10,000 public safety job applicants, supplements the basic STAXI report with T scores based on norms for public safety job applicants, allowing the applicant's test scores to be compared to those of other public safety applicants. The JRA report also contains a list of individual item responses made by the applicant that specifically indicate anger, and the percent of all police and public safety applicants that endorsed the item in a similar way.
The STAXI-II Police and Public Safety Selection Report (Coming Soon)
In 2018 JRA developed a new selection report based on the STAXI-II instrument. Since the original STAXI-PPSR was released 20 years ago, JRA has accumulated a much larger dataset of over 100,000 public safety applicant records. This expanded public safety dataset allowed JRA to create customized comparison group profiles for applicants to five different public safety job classes: Police/Deputy/Trooper, Corrections, Dispatcher/Communications, Fire, and Probation. The new report also includes several new features that facilitate the job of the screening psychologist. These include graphically depicted scale profiles, percentiles based on the comparison group for the job the applicant is applying to, a refined list of selection relevant items, and revised thresholds for displaying interpretive data utilizing the newly added percentile data.
The STAXI-II Police and Public Safety Selection Report (Coming Soon)
In 2018 JRA developed a new selection report based on the STAXI-II instrument. Since the original STAXI-PPSR was released 20 years ago, JRA has accumulated a much larger dataset of over 100,000 public safety applicant records. This expanded public safety dataset allowed JRA to create customized comparison group profiles for applicants to five different public safety job classes: Police/Deputy/Trooper, Corrections, Dispatcher/Communications, Fire, and Probation. The new report also includes several new features that facilitate the job of the screening psychologist. These include graphically depicted scale profiles, percentiles based on the comparison group for the job the applicant is applying to, a refined list of selection relevant items, and revised thresholds for displaying interpretive data utilizing the newly added percentile data.