psycho test 1

8/8/2019 Psycho Test 1

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PSYCHOMETRICTESTING


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Psychometrics is the field of study concerned

with the theory and technique of educational and

psychological measurement, which includes the

measurement of knowledge, abilities, attitudes,

and personality traits. The field is primarily

concerned with the study of measurement

instruments such as questionnaires and tests.

Francis Galton is often referred to as the father of

psychometrics, having devised and included

mental tests among his anthropometric measures.


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TEST VS ASSESSMENT

A test is also different from an assessment:

Assessment refers to the entire process of

collating information about individuals and

subsequently using it to make predictions

Tests represent only one source of information

within the assessment process

E.g. spelling is one aspect of writing, and so toassess it we would use a spelling test, whereas

to gauge up someones general writing ability

we would have to assess the entire process

(spelling, style, grammar, punctuation etc.).


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TYPES OF PSYCHOMETRIC TESTS

Two types of psychological tests are used by

personnel selection practitioners:

Tests ofcognitive ability:

Cognitive assessment tests attempt to

measure an individuals ability to process

information from their environment

Tests ofpersonality measures: Personality measures are more concerned

with people's dispositions to behave in

certain ways in certain situations.


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COGNITIVE TESTING

Cognitive ability tests fall into two categories interms of administration of the test:

Individually administered tests

Group administered tests.

Three different types of cognitive tests(collectively known as maximum performancetests):

Speed, power and knowledge tests.


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PERSONALITY TESTING

Personality tests are concerned with attempting tomeasure peoples characteristics or traits.

There are two forms of personality test:

Objective personality tests: Individuals are asked to rate their own

actions or feelings in set situations, e.g.

MBTI

Projective tests:

Individuals are asked to formulate an

unstructured response to some form of

ambiguous stimuli, e.g. Rorschach ink-blot

test (Rorschach, 1921).


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WHY ARE PSYCHOMETRIC

TESTS MORE IMPORTANT

TODAY?

Increased Regulation and Legislation

Test Results Are More Useful Now Than Previously

Increased Costs of Training Staff

Testing Costs Have Decreased

The Result of More Formal HR Policies

Loss of confidence in Academic Qualifications

Screening Large Numbers of Candidates


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PSYCHOMETRIC SOFTWARES

POLYST

STUIRT

EQBOOT

XCALIBRE

WINSTEPS WINGEN

PARAM-3PL


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COMPANIES USING PSYCHOMETRIC

TESTS AS PART OF SELECTION

PROCESS

Yahoo

TCS

NEWGEN

KEANE INDIA LTD

MECON

VIRTUSA PATNI


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EXAMPLES OF FOREIGN COMPANIES

USING PSYCHOMETRIC SOFTWARES


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ADVANTAGES

They lead to judgements that are likely to be more valid

than judgements made by other means.

Cost Effective Technique

-They are likely to lead to considerable cost-benefits in

the long term. Whether it be for selection of new staff or

development of existing staff, the expenses involved in

psychometric assessment are minimal when compared with

the costs of high-turn over, under-performance ormisdeployment of staff.


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DISADVANTAGES

Providing feedback to all participants is time consuming but essential.

Some participants may be uneasy about taking tests.

Tests do not measure everything, so they need to be part of a bigger

process. Tests can be faked and learned, so they can sometimes give a false

picture of an individual.

Tests provide a snapshot rather than the whole picture.


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PRINCIPLES OF

PSYCHOMETRIC TESTS Three essential criteria for a good psychometric test :

reliability, validity and standardisation.

Test standardisation ensures that the conditions are assimilar as possible for all individuals who are given the

test.

Standardisation also ensures that no matter who gives the

test and scores it, the results should be the same.


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TEST VALIDITY

There are four types of test validity:

Face validity: does your test appear to measure

what it purports to measure?

Concurrent validity: does your test of honesty

correlate with existing standardised tests of

honesty?

Predictive validity: do the results of your testpredict future behaviour?

Construct validity: if all our hypotheses about

the test variable (construct) are supported then

we have a high degree of construct validity.


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WHY DO PEOPLE USE

PSYCHOMETRIC TESTS? To assist in the selection process.

To help predict future performance.

The tests are economical to use in terms of gaining a lot ofinformation quickly and cheaply.

They add an objectivity and fairness to decision making.

They provide additional information for development.

They help to ensure the right person for the right job.

They help us to understand ourselves. They help people to identify development needs, increasejob satisfaction, stay longer


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PSYCHOMETRIC TESTS(PERSONALITY)

PERSONALITY TESTS

OBJECTIVE PROJECTIVE


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THE MINNESOTA MULTIPHASIC

PERSONALITY INVENTORY (MMPI)

The original MMPI inventory was published

in 1953 by Starke Hathaway and J.C.

McKinley

Designed to assess and diagnose mental

disorders in University of Minnesota

Hospitals - became one of the most widely

distributed and used measure of

psychopathology both domestically and

internationally


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SIXTEEN PERSONALITY FACTORS TEST

(16PF)

Raymond Cattell (1949, 1982)

Unique development: Cattell and colleaguessurveyed all English language words descriptive of

personality

Followed up with factor analyses, yielding 16first-orderfactors of personality and foursecond-orderfactors

Multiple forms, can be used as a component of theClinical Analysis Questionnaire to simultaneouslyassess personality and pathology

187 items rated on a 3-point Likert scale

Psychometric properties: large, stratified normativesample, excellent reliability (internal consistency)

and validity (construct)


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CALIFORNIA PSYCHOLOGICAL INVENTORY (1987)

462 true/false items grouped into 20 scales

Target population: adolescents and adults

Scores are used to interpret an examinees

position within a three-dimensional construct of

personality (interpersonal orientation, normative

perspective, and level of realization)

Very little psychometric data exists to validate

this measure, but recent factor analyses

suggest that the 20 scales of the CPI map ontofour major personality dimensions (i.e.

extraversion, control, flexibility, and

consensuality)


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MBTI

It is the most widely used psychological

instrument for career planning, career

counseling, employee training, team buildingefforts and personal development

There are four mutually exclusive pairs of

Myers Briggs personality types.

1- Extroverts vs. Introverts (EI)2- Sensing vs. Intuitive (SN)

3- Thinking vs. Feeling (TF)

4- Judgers vs. Perceivers (JP)


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MODEL QUESTIONS

*I work best:In a group/ team

On my own

*Given the choice, I would:

Choose the job that is stable and financially secureChoose the job that offers variety/ travel, although slightlyunstable/ insecure

*My emotional response is usually quite:

Stable - not affected by mood swings often

Varied - my response can vary according to the mood I am inat the time

*It is important to me to:

Understand my feelings; I spend a lot of time looking inward

Move onward; I don't spend much time reflecting/ looking

inward


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FOUR MB PERSONALITY TYPES

Sensing Judger

ISTJ, ISFJ, ESTJ and ESFJ personality types. This groupis called guardian or duty seeker.

Intuitive Thinking INTJ, INTP, ENTJ and ENTP personality types. They are

considered analytical personality types. They are alsocalled rational or knowledge seekers.Intuitive Feeling INFJ, INFP, ENFJ and ENFP

personality types. They are termed as idealists or idealseekers.

Sensing Perceiver

ISTP, ISFP, ESTP and ESFP personality types. Intemperament types they are collectively called the artisanor action seekers.


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ISTJ

Introvert, sensing and well structured logical decision

maker. They prefer facts, traditions, family life and peaceful

environment.

Follow rules and regulations very carefully.

Go along instructions and policies very well.

Dislike novelties and dismiss abstract ideas which have nopractical application.

They love to plan things before starting them. Once theystart they try to complete the tasks within the deadlines.They can sacrifice their pleasure for work.

Military Officers, Judiciary, Police Officers, ManagementOfficers, Income Tax Officers, Accounts Officers, AuditOfficers, Information Officers, Business Administrators,Business Executives, Human Resource Managers,Lawyers, Medicine Practitioners, Computer programmersand analysts, Biologists, Pharmacists, Real Estate Agents


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RORSCHACH INKBLOT TEST

Developed by Hermann Rorschach, 1921

Consists of 5 black and white symmetrical

inkblots, 2 red and grey inkblots, and 3multicolored inkblots

Examinees are presented each card and asked to

express and describe everything they see in the

images they are shown

Responses are coded and compared with

diagnostic patterns (e.g., emotionality, movement,

anxiety, etc.) for clinical subgroups


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Psychometric properties: attempts have

been made to improve the psychometric

properties of this measure

Holtzman technique: Utilizes 45

inkblots, demonstrates moderate inter-scorer reliability and predictive validity

Exner scoring system: Standardized

scoring and interpretive system, has

increased the promise of improvedreliability and validity


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RORSCHACH TEST


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THEMATIC APPERCEPTION TEST

Developed by Henry Murray, 1943

Examinees are presented a series of picture cards

(usually depicting human action and/or interaction)and are asked to tell a brief story about each card

Responses are coded along dimensions measuring

constructs such as needs, emotions, conflicts,

attitudes, etc.

Psychometric properties: little to no data exist

supporting the reliability or validity of this measure


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ROTTER INCOMPLETE SENTENCES

BLANK

Developed by Julian Rotter et al., 1947

Derived from the work of Ebbinghaus that had beencompleted in the early 20th century

Originally designed for use in the military, lateradapted for use with college students and adults

Unique application: unlike the Rorschach and TAT,this measure was intended only to screen foremotional maladjustment

Semi-structured measure of 40 items (sentencestems) that can be administered individually or in agroup setting

Yields a total score that captures emotionaladjustment and the content of individual responses

for more subjective clinical interpretation


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DIFFERENTIAL APTITUDE TEST(DAT)

The DAT measures aptitudes in 5 different areas

Verbal reasoning

Numerical Ability

Abstract Reasoning

Mechanical Reasoning

Spatial Aptitude


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CONCLUSION

Tests are here to stay and their use by organizations willgrow. As users it is therefore your responsibility to ensurethe tests you use are professionally developed, supplied by

a reputable supplier and fit for the purpose. Test users alsohave a personal responsibility to be appropriately trained tounderstand psychometric tests in general as well as havingspecific training in the tests used.

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