Final Report on Psychological testing and Psychometrics

8/10/2019 Final Report on Psychological testing and Psychometrics

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11/23/2014

INTRODUCTION TOPSYCHOMETRICS AND

PSYCHOLOGICAL TESTING

Reporter: Lucille Gacutan Aramburo


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Most often associated with IQ tests,

PSYCHOMETRICS is a field of study th

with the theory and application of psycholo

measurement.

PSYCHOMETRICSis concerned with themeasurement of a variety of things, includin

intelligence, attitude, emotions, and person


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Psychometrics is the field of study concern

the theory and technique of psychological

measurement, which includes the measurem

knowledge, abilities, attitudes, and persona

The field is primarily concerned with the st

differences between individuals.


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It involves two major research tasks:

(1) the construction of instruments and proc

measurement

(2) the development and refinement of theo

approaches to measurement


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Origins and Background: Much of the

theoretical and applied work in psychometr

undertaken in an attempt to measure intellig

The origin of psychometrics has connec

the related field of psychophysics.

Testing for proficiency dates back to 22

when the Chinese emperor used grueling te

assess fitness for office


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About Psychometrics:

The basis for psychometrics was formed in

19thcentury scientists and psychologists wh

developed new ways to measure human int

Others began to use psychometrics to measnumber of other psychological traits throug

20thcentury.


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Psychometric theory has been applied in the me

of personality, attitudes and beliefs, academic

achievement, and in health-related fields.

Measurement of these unobservable phenomena

difficult, and much of the research and accumul

this discipline has been developed in a n attemp

properly define and quantify such phenomena


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Today, psychometrics is employed in a vari

fields and is used to assess a range of huma

aptitudes.

Psychometrics has probably been most app

academic setting, but it is increasingly used

professional world to test the personalities apsychological strengths of employees.


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Modern Psychometric: dates to Sir Francis

(1822-1911), Charles Darwins cousin

>Interested in individual differen

their distribution

>1884-1890: Tested 17,000 indiv

height, weight, sizes, of accessi

parts, + behavior: hand strength, visual acuetc.

>Demonstrated that objectives te

provide meaning scores


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Modern Psychometric: James Cattell (stud

Wundt & Galton) first used the term ment

1890

> His tests were in the bras

instruments tradition of

Galton

>Founded Psychological R(1897)


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Clark Wissler (Cattells student) did the firs

validational research, examining the relatio

the old mental test scores and academic

achievement

>His results were largely

discouraging

>He had only bright collegein his sample

>Wissler became an anthrop

with a strong environmen


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Goodenough (1949): The Galtonian appro

like inferring the nature of genius from th

stupidity or the qualities of waterfrom those of ..hydrogen and oxygen


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Alfred Binet (1905) introd

first modern intelligence te

directly tested higher psyc

processes (real abilities &

judgments) i.e., picture nam

rhyme production, weight

question answering, word

Also motivated IQ (Stern, 1914): mental

divided by chronological age

h i f h i


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The rise of psychometrics:

>Lewis Terman (1916) produced a major re

Binets scale

>Robert Yerkes (1919) convinced the US

government to test 1.75 million army recrui

>Post WWI: Factor analysis emerged, mak

aptitude and personality test possible

P h i


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Psychometric test: A test is a standardized pfor sampling behavior and describing it using sc

categories

>most tests are predictive of some non-test behainterest

>most tests are norm-referenced= they describe

behavior in terms of norms, test results gatheredlarge group of subjects (the standardization sam

>some tests are criterion-referenced=the objecti

if the subject can attain some pre-specified crite

P h t i t t


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Psychometric test:

Aims to measure aspects of mental abilit

or personality

Used as part of the recruitment or selecti

process

Provides employers with a method of sel

most suitable job applicants or candidatepromotion


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Fi F t M d l B i f M T t U


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Five Factors Model: Basis of Many TestsU

personality traits

Openness to experience

Conscientiousness Extraversion

Agreeableness

Neuroticism

The main types of tests


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The main types of tests

Intelligence tests: assess intelligence

Aptitude tests: assess capability

Achievement tests: assess degree of accomp Creativity test: assess capacity for novelty

Personality tests: assess traits

Interest inventories: assess preferences for a

Behavior tests: measure behavior and their

antecents/consequences

Neuropsychological tests: measure cognitive

perceptual, or motor functions Most commonly used tests


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Most commonly used tests

1. FIRO-B: fundamental interpersonal relatio

orientation-behavior

Devised by American Psychologist, Willthe 1950s

Helps people to understand themselves a

relationships with others

Based on a 2-hour, 54-question questionn

Describes interpersonal behavior in term

primary dimensions: need for inclusion,

affection Most commonly used tests


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1. FIRO-B: used for

Team building & development

Individual development & executive coa Conflict resolution

Selection & placement

Management & leadership development

Relationship

counselling



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2. MBTI- MYERS-BRIGGS type of indicator

Based on theories of Gustav Jung

Most widely-used questionnaire based te

Uses for bi-polar dimensions: sensing-in

(SN), thinking-feeling (TF), Extraversion

Introversion (E-I), Judging-Perceiving (J

create 16 personality types

MBTI is used for:


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MBTI is used for:

Individual development

Management & leadership development

Team building & development

Organizational change

Improving communication

Education and career counseling

Relationship counselling



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3. DISC Personality Model: (Direct, Influenci

& Compliant behaviors)

Developed in 1920s to understand why pwhat they do

Simple questionnaire based

Uses four categories of human behavior

D dominance-Drive-Direct

I for Influence

Sfor Steadiness or Stability

C for compliant, conscientious, or ca


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DISC is used for :


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DISC is used for :

1. As a learning tool

2. For career development

3. Training, coaching & mentoring4. Organizational development & performan



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4. 16 personality Factor Model (16PF)

Developed in the 1940s and refined in the 6

Attempts to define the basic underlying per

Questionnaire based

Analysis using 16 personality factors

Used for: selection, development, executive c

teambuilding


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5. Johari Window

Joseph Luft and Harry Ingham in 1955

Used to help people better understand theirinterpersonal communication and relationsh

Subject chooses 5 or 6 is out of a list of 55

Peers of the subject are then pick 5 or 6 adj

which they think describe the subject


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6. Belbin Team Role Inventory

used to place individuals in their most eff

team roles Categories team roles under three orientatio

(action-oriented roles, people-oriented role

roles)


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Belbin team profiling is used to:


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p g

1. Create balanced working teams:

1. One co-coordinator or shaper (not both)

2. A plant to stimulate ideas3. A monitor/evaluator to maintain honesty

clarity

4. One or more implementer, team worker,

investigator or completer/finisher to ma

happen

Dr. Meredith Belbin: Nobody is perfect- b

can be Most commonly used tests


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y

7. Aptitude and Ability Tests

Designed to assess ones logical reasoning or

performance Usually consist of multiple choice questions,

administered under exam conditions

Typical test might allow 30 minutes for 30 or

questions

At least 5000 aptitude and ability tests on the

On-line testing increasingly popular

References:


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Anastasi, A.Psychological Testing.New Y

Macmillan, 1982.

Goldstein, G., and M. Hersen, eds.HandboPsychologicalAssessment.2nd ed. New York: P

Press, 1990.

Mitchell, J.An Introduction to the Logic of

Psychological Measurement.Hillsdale, NJ: Erlb

1990.

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Final Report on Psychological testing and Psychometrics