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? Psychological Testing A psychological test is a standardized measure of a sample of a persons behavior that is used to measure the individual differences that exist among people. Types of Psychological Testing There are two types of Psychological tests. Mental Ability tests Personality tests Why use tests? Psychological tests are used in research, however, most serve a practical purpose. Mental Ability Tests Includes three subcategories. Intelligence tests Aptitude tests Achievement tests Intelligence tests Measure general mental abilities. They are intended to measure intellectual potential. Examples Emily is four years old. Her big sister Amy is three times as old as Emily. How old will Amy be when she is twice as old as Emily? WOLF is to FLOW as 8526 is to: 2856 - 6258 - 5862 - 5682 - 6852
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 ... ?
Aptitude tests Assess talent for specific kinds of learning. (clerical speed, mechanical reasoning, etc.) Examples Are You a Self-Starter? Climbing the ladder would bring a load of responsibility and pressure that I wouldn't want to carry. If my boss or supervisor told me I were being promoted, the fact that they had so much confidence in my abilities would:
Achievement tests Gauge a persons mastery and knowledge of various subjects Examples Who was the 43 rd President of the United States? What is 5x6 divided by 2? How many branches of Government exist in the U.S.?
Value of Personality Questionnaires Value to the individual (face validity)
Self-insight
Points of discussion
Norms provide comparison info
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 Disadvantage of Personality Tests Social Desirability Faking Good Faking Bad Random Responding
Personality Tests Measure aspects of personality, including motives, interests, values, and attitudes.
Examples Do you become upset when. . ? Do you feel like you lose control when. .? Are you happy when . . ? 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 cultures Understandable and useful for both sides Valid predictors of future behavior in similar social contexts 16 Personality Factor (16PF) Raymond Cattell developed the Cattel Sixteen Personality Factor 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
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
Myers-Briggs Type Indicator Myers-Briggs: based on Jungian theory of personality
Classifies individuals along 4 theoretically independent dimensions. MBTI (cont.)
1. Introversion / Extroversion(E-I) : How is your general attitude 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?
MBTI Scales Thinking-Feeling Scale
T: Judgment is impersonally based on logical consequences
F: Judgment is primarily based on personal or social values
Perception-Judging Scale
P: Preference for using a perceptive process for dealing with the outer world
J: Preference for using a judgment process for dealing with the outer world
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 MMPI Minnesota Multiphasic Personality Inventory MMPI-II most widely used psychological test 10 clinical scales and several Auxiliary MMPI Table 4-6 Projective Personality Tests 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 the neutral stimulus Word association tests, inkblot tests, sentence completion tests, storytelling in response to pictures, etc. The Projective Techniques (cont.) Three features: - Disguised: no face validity - Global: the whole personality - Reveals unconscious aspects of personality
The Projective Techniques (cont.) Three features: - Disguised: no face validity - Global: the whole personality - Reveals unconscious aspects of personality
Administering the Rorschach The test is usually administered with as little instruction and information as possible
The tester asks 'What might this be? and gives no clues or restrictions on what is expected as a response Anxious subjects often do ask questions, and vague answers are offered Some advocate sitting beside the subject to avoid giving clues by facial expression If only one response is given, some hint to find more may be offered: "Some people see more than one thing.
Psychometric Properties of the Rorschach 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 the open-ended multiplicity of possibility that is allowed and by the lack of universally-accepted standardized instructions, administration protocol, and scoring procedure
Thematic Apperception Test (TAT) Construct a story about what you see on the following picture
Describe: - what led up to the scene - what is happening - what the characters in the story might think or feel - how the story will end Examples of Projectives Rotter Incomplete Sentences Blank (RISB)
Complete the following sentences to express your real feelings: - I like .. - My greatest fear .. - This PSY 3090.D instructor is ..
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 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? 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
Draw-a-Person Test (cont..) Among the plausible but empirically untrue relations that have been claimed:
- Large size = Emotional expansiveness or acting out - Small size = emotional constriction; withdrawal, or timidity - Overworked lines = tension, aggression - Distorted or omitted features = Conflicts related to that feature - Large or elaborate eyes = Paranoia
Sources of Inaccuracy in Personality Testing
Personality assessment largely depends on self- report
Response sets may affect personality results
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 being measured as to the social acceptability of the statement
This represents unwanted variance Social Desirability (cont.)
Example items:
Friends would call me spontaneous.
People I know can count on me to finish what I start.
I would rather work in a group than by myself.
I often get stressed-out in many situations. Faking Faking -- some test takers may respond in a particular way 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 a cry for help or to appear mentally disturbed
may use some subtle questions that are difficult to fake because they arent clearly face valid
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
Random Responding Random responding may occur when test takers are unwilling 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 attention to the task
try to detect by embedding a scale that tends to yield clear results from vast majority such that a different result suggests the test taker wasnt cooperating Random Responding Random responding may occur when test takers are unwilling 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 attention to the task
try to detect by embedding a scale that tends to yield clear results from vast majority such that a different result suggests the test taker wasnt cooperating 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.
Mooney Problem Check list Popular in Malaysia Not a test 11 categories list of problems Identify problems faced by clients
Mooney Problem Checklist (1950) problems include morals & religion, finances & living conditions, adjustment to school work, social relations no score is computed 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 Test Design In order for a test to be accurate, it must meet the three standards below. Standardization Validity Reliability Standardization Standardization refers to the uniform procedures used in administrating and scoring a test. Test norms: information used to rank scores in relation to other scores on the test. Can you think of examples Validity Refers to the ability of a test to measure what it was designed to measure.
Examples What psychologist promoted introspection? Who developed the four mechanisms for dreaming? What school of psychology does Skinner belong to? Reliability Reliability refers to the measurement consistency of a test (or other techniques). Example You take a personality test and are scored as assertive. Three weeks later you take the same test and are scored as passive. A drastic change is probably a result of an unreliable test. Testing Reliability Test-retest Comparing subjects scores on two administrations of a test. Correlation Coefficient A numerical index of the degree of relationship (-1, +1) WRAP UP VPI /SDS- Interest test (career) Work value inventory- (WVI)Value test/satisfaction(career) Minnesota Importance questionnaire (work value)
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? GROUP WORK List Pshychology Test List all the career inventories