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Psychological Testing Principles of

Psychological testing aims to apply measurement and experimentation to psychology to attain more certainty and exactness. Administering mental tests and measurements to a large number of individuals could help discover the constancy, interdependence, and variation of mental processes under different circumstances. However, psychological testing has limitations including uncritical use, rejection of qualified candidates, faking, ethical issues around test users, security, interpretation and publication, as well as privacy issues regarding what can and should be asked.

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4K views

Psychological Testing Principles of

Psychological testing aims to apply measurement and experimentation to psychology to attain more certainty and exactness. Administering mental tests and measurements to a large number of individuals could help discover the constancy, interdependence, and variation of mental processes under different circumstances. However, psychological testing has limitations including uncritical use, rejection of qualified candidates, faking, ethical issues around test users, security, interpretation and publication, as well as privacy issues regarding what can and should be asked.

Uploaded by

rumalim
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Psychological

Psychological Testing
Testing ::
principles
principles of
of
psychological
psychological testing
testing
Psychological Testing
Psychology cannot attain the certainty and
exactness of the physical sciences, unless it
rests on a foundation of experiment and
measurement. A step in this direction could
be made by applying a series of mental tests
and measurements to a large number of
individuals. The results would be of
considerable scientific value in discovering
the constancy of mental processes, their
interdependence, and their variation under
different circumstances.

2
What is a test?
 A psychological act with respect to assessment
is defined as being “the use of measures to
assess mental, cognitive, or behavioural
processes and functioning, intellectual or
cognitive ability or functioning, aptitude,
interest, emotions, personality, psycho
physiological functioning, or psychopathology.”
 Measure constructs
 Try to quantify traits and behaviour
 Represent the individual characteristic of the
person on the construct
 Differences in scores should represent
 differences in the construct
Principles of psychological testing

1. Standardization
2. Objectivity
3. Test norms
4. Reliability
5. Validity
6. Validity generalization
Standardization
• The consistency and uniformity of the
conditions and procedures for
administering psychological test.
• Instruction
• Amount of time
• Testing procedure AC
• Situation
• Environment
Objectivity
• Objectivity refers primarily to the scoring of the
test results.
• Test to be scored objectively, it is necessary
that everyone scoring the test obtained the same
results.
• Objective tests – free from personal bias. (MCQ
- closed ended)
• Subjective tests – influence by the
• personal bias (easy questions –
• open ended)
Test norms
• The distribution of test score of a large group of
people similar in nature to the job applicants being
tested.
• Standardization sample – the group of subjects
used to establish test norms.
• The scores of the standardization sample serve as
the point of comparison for determining the
relative standing of the person being tested.
Individual score 82 on mechanical
ability
Reliability
• The consistency or stability of a
response on a psychological test.
• The reliability of a measure indicates
the degree to which an instrument
consistently measures a particular
skill, knowledge base, or construct.
• Exa. Cognitive ability mean score -100
& next week 72
• Reliability is a precondition for
• validity
Types of Reliability
• Inter-rater (scorer) reliability

• Inter-item reliability

• Test-retest reliability

• Split-half & alternate forms reliability


Inter-rater or scorer
Reliability
• Rubric scores can be obtained and
applied to the learning outcomes, and
indicate the degree of student
achievement within the
program/course consistently
Inter-Item Reliability
• Items that measure the same
learning outcomes should consistently
exhibit similar scores
Test-retest reliability

• A way to determine test reliability


that involves administrating new test
twice to the same group of subjects
and correlating the two sets of
scores.
• +.90, + 35
Split-half & alternate forms
reliability

• A way to determine test reliability


that involves administrating a new
test to a group of subjects, dividing
in half the total number of items and
correlating the two sets of scores.
Validity

• The validity of a measure indicates to


what extent items measure some aspect
of what they are supposed to measure.
• Exam. Intelligence, Memory, Attitudes
etc.
Types of Validity

• Face Validity

• Content Validity

• Construct Validity

• Criterion-Related Validity
Face Validity
• It looks like a test of
*#%*
• Not validity in a
technical sense
• A subjective impression
of how well test items
seems to be related to
the requirement of a
job
Content Validity
• A type of validity that
assesses test items to
ensure that they
adequately sample the
skills that test is
designed to measure.

• Domain Sampling

• The simple summing or


averaging of dissimilar
items is inappropriate
Construct Validity
• Indicated by
correspondence of
scores to other
known valid
measures of the
underlying
• Discriminant Validity
theoretical trait

• Convergent Validity
Criterion-Related Validity
• Represents
performance in
relation to
particular tasks of
discrete cognitive
or behavioral • A minimum validity
objectives coefficient of .70 is
generally considered
as an acceptable level
of construct or
criterion-related
validity
There are two measures of criterion
related validity
• Predictive Validity - Which indicates
the degree to which scores predict
future performance
• Concurrent validity - Which indicates
the degree to which scores correlate
with other concurrently administered,
valid, criterion-based measures that
directly measure the same thing.
Validity generalization

• The idea that tests


valid in one situation
may also be valid in
another situation.
Administering psychological tests

• Psychological test can be categorized in


two way

1. How they are constructed and


administered

2. The skills and abilities they are


designed to measure
Individual and group tests

Computerized adaptive tests

Speed and power tests


Individual and Group tests

• Individual Tests – psychological tests


designed to be administered to one person at
a time

• Group tests - psychological tests designed to


be administered to a large number of people
at the same
• time.
Computerized adaptive
tests

• A means of administering
psychological tests in which an
applicant’s response to an item
determines the level of difficulty of
succeeding items.
Speed and Power tests
• Speed tests – tests that have a fixed
time limit, at which point everyone
taking the test must stop.

• Power tests – tests that have no time


limit. Applicants are allowed as much
time as they need to complete the
test.
Types
Types of
of Psychological
Psychological Tests
Tests

Limitations
Limitations of
of
Psychological
Psychological Testing
Testing
Types of Psychological
Tests

• Cognitive abilities
• Interests
• Aptitudes
• Motor skills
• Personality
• Integrity tests
Cognitive abilities
• Intelligence tests
• Otis self administering test – mental
ability
• Wonderlic personnel test- general
mental ability
• Beta examination test – subtype –
mazes, coding, paper from boards
picture completion, clerical checking,
picture absurdities
Interests
• Interest test – to assess person’s
interest and preferences.
• For assessing career counseling.

• Strong interest inventory


• Kuder occupational inventory
Aptitudes test
• Psychological tests to measure
specific ability such as mechanical or
clerical skill.
Limitations of
Psychological Testing
• Uncritical Use • Ethical Issues
• Rejection of – Test Users
Qualified – Test Security
Candidates – Test Interpretation
• Faking – Test Publication
• Attitudes Toward • Privacy Issues
Testing – What can and
– Lawsuits should be asked?

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