Phcychology Test

8/12/2019 Phcychology Test

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Psychological Testing

Concepts and Functions


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What is testing? Why do we have so many tests? What are the pros and cons to

testing? How can we use testing to

improve . . .? What types of tests do we take?


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Psychological Testing A psychological test is a

standardized measure of asample of a persons behaviorthat is used to measure theindividual differences that existamong people.


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Types of Psychological

Testing There are two types of

Psychological tests. Mental Ability tests

Personality tests


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Why use tests? Psychologicaltests are used inresearch,however, mostserve a

practical purpose.


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Mental Ability Tests Includes three subcategories.

Intelligence tests Aptitude tests

Achievement tests


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Intelligence tests Measuregeneral mentalabilities. Theyare intended tomeasureintellectual

potential.


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Examples Hanger is to closet as tree is to:

Branch - Bushes - Forest -Ground - Nest

What would be the next number in

this series? 15 ... 12 ... 13 ... 10 ...11 ... 8 ... ?


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Aptitude tests Assess talentfor specifickinds oflearning.(clerical speed,mechanicalreasoning, etc.)


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Examples Are You a Self-Starter? Climbing the ladder would bring a load

of responsibility and pressure that Iwouldn't want to carry.

If my boss or supervisor told me I were

being promoted, the fact that they hadso much confidence in my abilitieswould:


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Achievement tests Gauge a

personsmastery andknowledge of

various subjects


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Examples Who was the 43 rd President of

the United States? What is 5x6 divided by 2?

How many branches ofGovernment exist in the U.S.?


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Value of Personality Questionnaires

Value to the individual ( face validity )

Self-insight

Points of discussion

Norms provide comparison info


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Value of Personality Questionnaires

Value to research ( construct validity ) Study relationships of personality w/ other variables Study changes over time

Value for Counseling- marital therapy- university counseling centers

Value for personnel management Screening Prediction of success Placement & counseling


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Disadvantage of Personality Tests

Social Desirability Faking Good Faking Bad Random Responding


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Personality Tests Measure

aspects of personality,includingmotives,interests,values, andattitudes.


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California Psychological Inventory

CPI - one of the most popular personality inventory

Measures: various facets of normal personality;helps to make predictions about behaviours

Goughs theory (3 assumptions): Important characteristics in all societies and culturesUnderstandable and useful for both sidesValid predictors of future behavior in similar social contexts


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16 Personality Factor (16PF)

Raymond Cattell developed the Cattel Sixteen PersonalityFactor Test (1949)

Revised 4 times (1956, 1962, 1968, 1993) Survey all words in the the English language that described

personal characteristics (approx. 4000) Categorized the words into 45 groups and approx. 15 factors Designed to measure more personality traits and conflicts

than psychopathology 185 items across 16 scales 3 Point Likert Scale


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Psychometrics of 16PF Reliability: test-retest (.80 x2wk; .70 x3wk) Internal consistency reliability .74

Only sporadic studies found reliability below .70 Most validity studies have validity coefficients

above .70


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Myers-Briggs Type Indicator

Myers-Briggs: based on Jungian theory of personality

Classifies individuals along 4 theoreticallyindependent dimensions.


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MBTI (cont.)

1. Introversion / Extroversion(E-I) : How is your generalattitude toward the world?

2. Sensing / Intuition (S-N) : How do you acquire

information?

3. Thinking / Feeling (T-F) : How is information processed?

4. Judging / Perceiving (J-P): How do you make decisions?


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MBTI (cont.)

Uses: Career counseling Team building Family counseling

Criticisms: Profiles generally positive

Barnum effect Validation evidence is sticky Factor analysis shows Big Five solution


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MMPI

Minnesota Multiphasic PersonalityInventory

MMPI-II most widely used psychologicaltest

10 clinical scales and several Auxiliary


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MMPITable 4-6


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Projective Personality Tests


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The Projective Techniques Projective tests allow the examinee to respond to

vague stimuli with their own impressions Assumption is that the examinee will project his

unconscious needs, motives, and conflicts onto theneutral stimulus

Word association tests, inkblot tests, sentence

completion tests, storytelling in response to pictures, etc.


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The Projective Techniques

(cont.) Three features:- Disguised: no face validity- Global: the whole personality

- Reveals unconscious aspects of personality

- Types:

- Inkblot: Rorschach- Picture interpretation: TAT- Sentence completion: Rotter Incomplete SB- Picture construction: DAP


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Administering the Rorschach

The test is usually administered with as little instruction andinformation as possible

The tester asks 'What might this be? and gives no clues orrestrictions on what is expected as a response

Anxious subjects often do ask questions, and vague answersare offered

Some advocate sitting beside the subject to avoid giving cluesby facial expression

If only one response is given, some hint to find more may beoffered: "Some people see more than one thing.

P h t i P ti f th


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Psychometric Properties of theRorschach

The Rorschach is a popular test, however, it has been plagued by low reliability and validity.

Obviously, it is difficult to measure any of the usual psychometric properties in the usual way

Validity and reliability are usually low because of theopen-ended multiplicity of possibility that is allowed and

by the lack of universally-accepted standardizedinstructions, administration protocol, and scoring

procedure


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Examples of Projectives

Rotter Incomplete Sentences Blank (RISB)

Complete the following sentences to express yourreal feelings:

- I like .. - My greatest fear .. - This PSY 3090.D instructor is ..


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Draw-a-Person Test

- Originally to assess childrens intelligence - Now: a screening procedure for emotional

disturbance- Cannot constitute a diagnosis

- The administration: Draw a person Draw a person of the opposite sex Draw yourself


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Draw-a-Person Test Administrator Asks:

- Can you please draw a person?- Draw whatever you like in any way you like?

Administrator Then Asks:

- Draw a person of the opposite sex?


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Draw-a-Person Test (cont.) Subjective vs. quantitative scoring system Clinician looks for:

Sequence of body parts Verbalizations during the drawing process

Size & placement of figures on the page Amount of action depicted Systematization in doing the task

Number of erasures Shading Gender of picture Over attention to certain body parts


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Draw-a-Person Test (cont..) Among the plausible but empir ical ly untr ue relations that

have been claimed:

- Large size = Emotional expansiveness or acting out- Small size = emotional constriction; withdrawal, ortimidity- Overworked lines = tension, aggression

- Distorted or omitted features = Conflicts related to thatfeature- Large or elaborate eyes = Paranoia


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Sources of Inaccuracy in Personality

Testing Personality assessment largely depends on self-

report Response sets may affect personality results


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Social Desirability

Some test takers choose socially acceptable answers or present themselves in a favourable light

People often do not attend as much to the trait beingmeasured as to the social acceptability of thestatement

This represents unwanted variance


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Social Desirability (cont.)

Example items:

Friends would call me spontaneous.

People I know can count on me to finish what Istart.

I would rather work in a group than by myself.

I often get stressed-out in many situations.


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Faking

Faking -- some test takers may respond in a particularway to cause a desired outcome

may fake good (e.g., in employment settings) to create

a favourable impression

may fake bad (e.g., in clinical or forensic settings) as acry for help or to appear mentally disturbed

may use some subtle questions that are difficult to fake because they arent clearly face valid


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Faking Bad People try to look worse than they really are

Common problem in clinical settings

Reasons: Cry for help Want to plea insanity in court Want to avoid draft into military

Want to show psychological damage

Most people who fake bad overdo it


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Random Responding

Random responding may occur when test takers areunwilling or unable to respond accurately.

likely to occur when test taker lacks the skills (e.g.,reading), does not want to be evaluated, or lacks attentionto the task

try to detect by embedding a scale that tends to yieldclear results from vast majority such that a differentresult suggests the test taker wasnt cooperating


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Random Responding

Random responding may occur when test takers areunwilling or unable to respond accurately.

likely to occur when test taker lacks the skills (e.g.,reading), does not want to be evaluated, or lacks attentionto the task

try to detect by embedding a scale that tends to yieldclear results from vast majority such that a differentresult suggests the test taker wasnt cooperating


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Random Responding Detection:

Duplicate items:I love my mother.I hate my mother.

Infrequency scales:

Ive never had hair on my head. I have not seen a car in 10 years.


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Mooney Problem Check list

Popular in Malaysia Not a test11 categories list of problemsIdentify problems faced by clients


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Mooney Problem Checklist

(1950) problems include morals & religion,

finances & living conditions, adjustment to

school work, social relations no score is computed


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Sample Items

Read the list slowly and as you come to a problem which is troubling you, draw a line

under it: Often have headaches Too crowded at home

Unpopular Drinking Getting low grades


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Test Design In order for a test to be accurate, it

must meet the three standards below. Standardization

Validity Reliability


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Standardization Standardization refers to the

uniform procedures used inadministrating and scoring a test.

Test norms: information used torank scores in relation to otherscores on the test.

Can you think of examples


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Validity Refers to the

ability of a testto measurewhat it was

designed tomeasure.

Examples

What psychologist promoted

introspection? Who developed the

four mechanisms fordreaming?

What school of psychology doesSkinner belong to?


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Testing ReliabilityTest-retest Comparing subjects scores on

two administrations of a test.Correlation Coefficient

A numerical index of the degreeof relationship (-1, +1)


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WRAP UP

VPI /SDS- Interest test (career)Work value inventory- (WVI)Value

test/satisfaction(career)Minnesota Importance questionnaire (work

value)


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Think! Why do we have so many tests?

How can we use testing to improve. . .? How does psychological testing

apply to school, careers, sports,etc?


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GROUP WORK

List Pshychology Test List all the career inventories

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