Personality and Change-Readiness
By comparing how the individual feels about himself or herself and comparing this to how this individual feels he or she is perceived by others, we can measure the differential of the perceived need for change. PSP measures interpersonal stress, a key stress of modern society.
PREP's Unique Assessment Measurements 
Background
This measurement was conceived and initially validated in two 1983 studies conducted at AT&T in Denver, Colorado, with 40 participants in each study. The profile was administered to two classes of Technology Skills for Hardware Installation. A correlation to success (measured with grade point average and 6-month positive performance review in the hardware installation position) was sought for personality factors. A straight-line correlation was found between the absolute differential of the person's perception of self and how others perceived him or her.
Since that time, the PSP has been validated and used in medical settings and cross-correlated with illness, the Beck Depression Inventory and the Holmes-Rahe Social Adjustment Scale -- all with similar results to the two AT&T studies.
Applications
The Change Readiness measurements below are useful in understanding how much an individual can take on--whether in a career promotions, hiring, team/group dynamics or in personal activities. For instance, there may be times a highly skilled person has had too much change and stress, and is applying for a lesser skill level position. Many with recruitment responsibilities might regard this as a "red flag", with the person being "over-qualified". Indeed, he or she may be. However, for the coming year to 24 months, it may be exactly the right match and afterwards, the individual is familiar with the organization and it may be a double-win for both the individual and the company.
Likewise, some individuals have too much stress and not enough energy, experience and skill sets to successfully make it through the orientation and probationary time frame. Interviewing references and asking behaviorally based interview questions can assist organizations to verify the information on the PREP assessement.
While PREP does not claim to know when any given individual has had "too much", the interview and coaching processes used in the PREP Approach support both individuals and organizations to match the whole person to tasks and positions.