Unambiguity
The degree to which a candidate recognises themselves in the IPA personality traits
Overview
The 12 personality traits in the IPA Analysis are supplemented by a 13th factor called Unambiguity. This factor reflects how clearly a candidate perceives themselves and how consistently they answer across the IPA traits.
Unambiguity is calculated by summing the contradictions in a candidate’s answers. A contradiction is defined as the smaller of the two opposing responses in a given trait. When normalised across all candidates, this produces a scale similar to the other IPA traits, with a median and upper and lower quartiles.
How Unambiguity Works
Fewer contradictions → Higher Unambiguity → Clearer self-perception
More contradictions → Lower Unambiguity → Less clear self-perception
The scale is reversed so that a numerically low score indicates high Unambiguity (few contradictions), while a numerically high score indicates low Unambiguity (many contradictions).
What High and Low Unambiguity Looks Like
Low Unambiguity (high number of contradictions)
The individual has a more vague or shifting sense of themselves.
They may be going through change or experiencing variable circumstances.
Others may find their behaviour unpredictable or difficult to read.
High Unambiguity (low number of contradictions)
The individual has a clear understanding of themselves across the IPA traits.
They remain stable and consistent, even when circumstances change.
Often perceived by others as balanced, harmonious, and reliable.
High unambiguity also correlates with higher self-awareness and clarity in behaviour.
The scale is reversed so that a numerically low score indicates high Unambiguity (few contradictions), while a numerically high score indicates low Unambiguity (many contradictions).
Practical Implications
If contradictions are evenly spread across traits, the person may adapt differently in different contexts (e.g., at home vs. at work).
Focus on traits with the most contradictions when interpreting the IPA Analysis.
Medium Unambiguity scores should be interpreted relative to the distribution of contradictions across traits.
Takeaway: Understanding a candidate’s unambiguity helps consultants and organisations assess how clearly the person perceives themselves and how consistently they behave across contexts.
