Psychological Tests In Industries

Psychological tests in industries

• A sound psychological test must have a very high validity, reliability, objectivity & its results must be clearly interpretable.

CHARACTERISTICS • Standardization: uniformity of conditions and procedures for administering a test • Objectivity: bias free scoring of test results • Norms: frame of reference or point of comparison that allows performance of individuals to be compared

Reliability: consistency of response on a test Validity: test measures what it purports to measure; test appropriateness for predicting about a criteria

VALIDITY • Predictive validity: predictor information is collected and used to forecast future • Example: give test to all applicants, hire all, • Give test again after gathering productivity data, correlate test scores and job rating

• Concurrent validity: concerned with how well a predictor can predict a criterion concurrently or at the same time • Example: Collect productivity data on current workers, give them a test, correlate scores with productivity record

• Content Validity: involves an attempt to assess the content of a test to assure it includes a representative sample of all the questions that could be asked • (mainly in psychological tests/based on judgment of experts) • Example: typing test for clerical job

• Construct Validity: an attempt to determine the psychological characteristics measured by the test • Example: correlate scores from new test to those of an established test

VALIDITY

Reliability

STEPS IN THE DEVELOPMENT OF TESTS • • • • • • • •

Planning the test Listing behaviours Test item construction Try out Item analysis Item selection Organizing the test Final form

PSYCHOLOGICAL TEST CLASSIFICATION • Individual or Group test : Indicates how the test is administered. Many versions of I.Q. tests are given in a one to one situation. • Speed or Power Test : Refers to whether any time constraints are built into the test • Cognitive or Affective Test : Achievement and Aptitude tests attempt to measure mental activity and are cognitive tests • Achievement Tests assess knowledge of information already learned • Aptitude Tests attempt to gauge whether a person is capable of learning a specific knowledge base

• Affective tests: are designed to assess interests, attitudes, and personal values of an individual. Most personality tests are considered affective tests • Objective or Nonobjective Scoring : Objective scoring procedures are fully specified before grading begins so that anyone grading the test would calculate the same score for a particular set of answers • General intelligence test • Multiple aptitude batteries: provide information about various strong points & shortfalls on various factors tested.

UTILITY OF PSYCHOLOGICAL TESTS • • • • • •

Objective method of personal appraisal Low costs Improvement in selection system Beneficial for the employer Beneficial for the employee finding the right kind of job for the individual

METHODS OF PERSONALITY TESTS • Self reporting inventories/ questionnaires • Projective tests • Situational tests

TYPES OF TESTS/TESTING  Polygraph Test: instrument to measure physiological reactions.But it is not foolproof.  Graphology: handwriting analysis. Research does not confirm that this analysis has any ability to predict job performance

• Tests of Emotional Intelligence: Concept that moods, feelings, and emotions play a significant role in the workplace as in real life

IQ = MA / CA * 100 MA- Mental age CA- Chronological age

STANFORD-BINET TEST & WESCHLER SCALES • It is a general intelligence test • used mostly on single individuals

ABERRANT BEHAVIOR CHECKLIST (ABC) • One of the most popular behavioral checklists, the ABC also has a good reputation for accuracy. Versions are available for children and adults, and it is set up to account for mental retardation when assessing behavior problems in the home, school, or workplace. Scores are expressed as scales in the areas of irritability and agitation, lethargy and social withdrawal, stereotypic behavior, hyperactivity and noncompliance, and inappropriate speech.

DRAW-A-PERSON • This a projective psychological screening procedure in which the patient is asked to draw three human figures: a man, a woman, and himself. The drawing is then rated on a scale, with differences in ratings according to gender and age. Ratings are subjective interpretations, not objective measures

PEDIATRIC SYMPTOM CHECKLIST (PSC) • A simple questionnaire about behavioral symptoms, the PSC is commonly used as a screening tool. Score is expressed as a scale.

BELL ADJUSTMENT INVENTORY

• Used for screening well-adjusted & maladjusted workers • It yields adjustment scores in four different areas: Home-extent of illness Health-satisfaction or dissatisfaction with home life Social-extent of shyness, submissiveness Emotional-extent of depression, nervousness

CALIFORNIA TEST OF PERSONALITY • TWO MAIN CATEGORIES Personal Adjustment: self-reliance, sense of personal worth, sense of personal freedom, feeling of belongingness  Social Adjustment: social standards, social skills, anti social tendencies, family relations

MINNESOTA MULTIPHASIC PERSONALITY INVENTORY • It gives scores on all the important phases of human personality • Purpose is to find out psychological abnormalities • It consists of 550 affirmative statements that need to be sorted out in three categories- true, false & cannot say