...Describe the relevance of psychometric properties in psychological testing. Psychometric properties assist a therapist in measuring the mental factors or skills that a client possesses in order to complete certain mental tasks. These factors may influence the ways in which the clients react or the ways in which they perform in certain situations. These types of tests are extremely important to the testing process because they allow the researcher to determine how to provide the treatment and interventions that are best suited to their clients needs. In order to develop an appropriate treatment plan and appropriate interventions the effective school counsleor will need to measure the students ' strengths and weaknesses, assess behaviors and attitudes to certain factors as well as take into account the students personal traits, environment and hereditary factors. Psychometric properties call for the measuring and assessment of all of these factors. Reliability and Validity are essential to assessing a client's behavior in the field of counseling. Internal consistent reliablity is an estimating reliabilty method which measures the consistency of results across the spectrum of items within a test. In essence, this method divides the testing instrument and correlates the scores to determine whether the scores are consistent, or whether there is lack or error within the instrument (Whiston, 2013). Internal consistency measures how closely related the items on a test measure...
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...Companies’ Use of Psychometric Tests for Recruitment: A Review of the Literature Word count: 2995 PART 1 PART 1 Introduction This paper surveys the literature on the use of psychometric testing by employers as part of the recruitment process and considers the general usage by different types of businesses. Companies spend high amount of money each year on psychometric test which measures personality type, learning styles and personal preferences of individuals. Since the 1980’s business in the UK have been making the use of psychometric test as part of the selection process for job vacancies. Over the years the usage has increased to a level where 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK are using some kind of psychometric testing (PSYCHOMETRIC-SUCCESS, 2009). However the benefits and drawbacks of using psychometric testing vary from business to business and sometimes even according to the demographics of the location where the test are conducted. Types of psychometric testing A good psychometric test features reliability, validity, discriminating and NORMs. (Kline, 1992). The significance of Psychometric Testing is able to indicate a reason why Psychometric Testing is widely used, as Kline (1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved...
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...Chapter 1 THE PROBLEM AND THE RESEARCH DESIGN Rationale Fact or fiction? A job interview will tell you much more about a person than any other psychological tests. The interview process will offer an accurate report of the actual behaviors of the person at work, the genuine skills that the person possesses, the productivity of the person and that the happy and affable responses of a prospective employee during the interview suggest that the person is most likely to like his/her job. If you think that the aforementioned statements are nothing more than a common sense, then you must know that common sense is not always reasonable. As a matter of fact, those abovementioned statements are untrue. In most cases, psychometricians who interpret psychological tests and conduct preliminary interviews have confirmed that interviews alone are not particularly good selection tool to distinguish the productivity, skills, behavior and the motivation of the employee. Using interviews alone does not give sufficient information for effective selection decision making, particularly in areas that are not amenable to training, such as cognitive ability and attitude ( Webster, 2010). Psychological assessments are used in succession planning, employee screening, pre-employment decisions, and employee counseling situations. From a purely financial view, if psychological testing can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. From an organizational...
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...Assignment 02: Psychometric properties of psychological assessment measures LIST OF CONTENT PAGES 1. INTRODUCTION 3 2. STEPS IN DEVELOPING A PSYCHOLOGICAL MEASURE 3 1. Planning phase 3 1. The aim of the measure 3 2. Defining the content of measure 4 3. The test plan 4 2. Item writing 5 1. Writing the items 5 2. Reviewing the items 5 3. Assembling and pre-testing the experimental version of the measure 6 1. Arranging the items 6 2. Finalizing the length 6 3. Answer protocols 6 4. Developing administration instructions 6 5. Pre-testing the experimental version of the measure 6 4. Item analysis phase 7 1. Item difficulty (p) 7 2. Discrimination power 7 3. Preliminary investigation into item bias 8 5. Revising and standardizing the final version of the measure 8 6. Technical evaluation and establishing norms 8 1. Issues related to the reliability of a psychological measure 8 1. Definition 8 2. Measurement error 8 3. The reliability coefficient 9 4. Standard error of measurement 9 ...
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...Management College of Southern Africa An Exploration into the effectiveness of Performance Management and Development System Policy on Employees of Tintswalo Hospital Raymond Nordic Sibuyi MBA 2014 An Exploration into the Effectiveness of Performance Management and Development System Policy on Employees of Tintswalo Hospital By Raymond Nordic Sibuyi Dissertation submitted in partial fulfilment of the requirements for the degree of Masters of Business Administration in the Department of Business Studies Management College of Southern Africa (MANCOSA) Professor: K.S Milondzo 2014 Declaration I, Raymond Nordic Sibuyi, do hereby declare that this dissertation is the result of my investigation and research and that this has no not been submitted in part or full for any degree or for any other degree to any other university. __________ __________ R.N Sibuyi ...
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...Talent Acquisition & Retention Asignment-2 Psychometric tools Used in 1. Psychometric Tests: Psychometric testing is a commonly used assessment tool. It is often used for professional and managerial roles and can be administered using paper and pencil, and online. Timing, instructions, content, scoring and interpretation are all standardised. Psychometrics can provide a range of information about an individual from how effectively they process numerical information to how they are likely to behave when put in a challenging situation. Psychometric assessment looks at a candidate’s: * Aptitude – problem solving skills; dexterity; verbal and numerical ability; abstract and mechanical reasoning * Personality traits / work style – assertiveness, reaction under pressure, communication skills * Motivation – energy, drive and job satisfaction factors * Long-term potential How can employers use psychometric tests effectively? Employers must pay attention to all the stages of test use in order to get the most from psychometrics. This begins with decisions about whether or not to use a psychometric test, how they actually select the right one and, finally, how they go about...
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...the long-term course of depression. Current research of depression in adolescents have introduced various assessment tools in diagnosing the disorder in children and adolescents. However, determining the most appropriate measure of depression involves several considerations rather than merely selecting one as a test that lacks compatibility in its reliability and validity may result to a false positive or false negative diagnosis (Reynolds & Mazza, 1998). This paper aims to draw on three self-report assessments for depression in adolescents, naming the Child Depression Inventory (CDI), Beck’s Depression Inventory 2nd Edition (BDI-II) and Reynold’s Adolescents Depression Scale (RADS) in reviewing, comparing and contrasting their psychometric properties. Conclusion on the most appropriate assessment for depression in adolescents will be drawn. Children’s Depression Inventory (CDI) CDI was originally adapted from Beck Depression Inventory (BDI) by altering its format and language, to measure severity of depression in children age 7 and older (Brooks & Kutcher, 2001). CDI consists of 27 items overlooking cognitive, affective and behavioural signs of depression with each item presenting three alternative statements. Children read the items themselves or could have it read out to them. The test takes an estimate of 10-20 minutes to be completed. Reliability The CDI has been shown to have high internal consistency, with alpha coefficients slightly...
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...explore our range of psychometric tests and exercises. View Tests Candidates and Job Applicants: Try out some of our free practice psychometric tests For candidates that want to familiarise themselves with the testing process, we have created these free sample tests below. Click on the buttons bellow to begin your practice test. Personality Test Inductive Test Numerical Test Verbal Test Please note that these free tests are NOT to be used for selection/assessment. These sample tests are purely to familiarise candidates with psychometric testing. What are psychometric tests? Psychometric tests are standardised psychological measurements of knowledge, abilities, attitudes or personality traits. Psychometric tests have been extensively used in commercial, academic and educational settings for centuries and their popularity has continued to increase. Psychometric tests work by recording a candidates responses to a set of questions, designed to measure a specific psychological construct, such as cognitive ability or personality. These psychological constructs have been found to be related to real-world outcomes, such as job performance, trainability and competence. In an employee selection setting, psychometric tests provide the ultimate insight into a candidates potential, providing a meaningful and highly valid prediction of that candidates knowledge, skills, abilities and other characteristics of good job performance. Traditionally, psychometric tests have been administered...
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...Development and Psychometric Evaluation Ava-Gaye Shaw Reed Northeastern Hospital School Of Nursing Introduction The adherence with taking medications was found to be at a rate much lower than where the researchers had initially believed. Adherence with taking medications by patients with chronic illnesses was found to be even worse due to the lack of patient-centered, medication-specific and theoretically integrative measurement instruments. The researchers decided to work towards developing a tool that would not only be reliable but also a valid instrument that would measure the various factors that have an effect on the patients and the compliance with taking their medication. This study focused specifically on patients with coronary artery disease. This instrument was developed in two phases. Phase 1 consisted of developing the structure and content of the tool. This was defined by analyzing literature pertaining to medication adherence and interviews with patients. Phase 2 consisted of establishing the psychometric properties of the tool. Exploratory factor analyses, reliability and validity estimations were performed with a sample size of 404 patients from 3 tertiary cardiology referral centers. This phase resulted in a 16-item, three factor solution; Medication Planning Strategies, Health Risk and Health Protection. This helped to create an adherence instrument for patients on pharmacotherapy for coronary artery disease and initial psychometric properties to...
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...The Myers-Briggs Type Indicator® (MBTI) is a psychometric test used to measure psychological preferences in how a person makes decisions and perceives their surrounding environment. A mother-daughter pair, Katherine Briggs and Isabel Myers developed the test based on the typological theories of Carl Gustav Jung. After more than fifty-years of research and development, the MBTI has become the most widely used and respected personality tool. Eighty-nine companies out of the US Fortune 100 make use of it for recruitment and selection, or to help employees gain a better understanding of themselves and their colleagues (Psychometric Success, 2013). The primary theory behind the MBTI is that each person's personality fits into only one of sixteen types. These categories are based on four features of personality, each consisting of two opposite preferences called dichotomies. The MBTI combines an individual’s preferences from each dichotomous pair, denoted by a letter, to yield one of the personality types. Each type is equally valuable and according to the theory, everyone has an innate preference that determines how he or she will behave in all situations (Myers-Briggs, 2013). The four dimensions are: Extroversion (E) vs Introversion (I). This dimension reflects the perceptual orientation of the individual. Extroverts are said to react to immediate and objective conditions in the environment. Introverts, however, look inward to their internal and subjective reactions...
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...a recruitment process it must look at the reliability of the test by looking at the consistency of results of a test and the validity of the test must also be considered as the test must measure what it is set out to measure. (Arnold et al, 1995:131) A company must also consider the cost and effectiveness of the recruitment process they choose. There are many tools of selection which an organisation can use, for example, interviews, psychometric tests and application forms. With regards to the recruitment of effective routinized service, retail or call-centre workers I believe that psychometric tests are the most appropriate selection process for these jobs. Psychometric testing refers to the testing carried out on individuals in order to measure their ability in a specific area of working. These tests can measure all kinds of traits such as sensitivity, memory, intelligence, aptitude or personality. Psychometric tests are becoming increasingly used by employers to choose the right individual that fits a certain job entry. The term ‘psychometric tests’ covers a wide range of tools, but the types of test that are most relevant to recruiters are those that measure ability, personality and motivation (Diane Gallacher, 2009). Ability tests measure the main areas of cognitive ability such as verbal, numerical and abstract reasoning. Personality tests measure individuals’ characteristics and traits which make up their general behaviour. Lastly,...
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...variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness of the selection interview □ Understand the value of psychometric testing CHAPTER OUTLINE Introduction Recruitment followed by selection are vital stages in the formation of the expectations that form the psychological contract between employer and employees. There are power considerations to bear in mind based on labour...
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...within the same industry sector. Also, to gain a more extensive view we chose to select two different types of recruit. One member of the team interviewed a Postgraduate employee and another asked questions of a direct entry employee. We chose these interviewees as it is a relevant area for our team and it was insightful to see the recruitment process they went through considering we may engage in a related process in the near future. Review of Literature Interview Once a candidate is selected, it is the responsibility of the recruiter to determine the method necessary to select the ideal employee for a given position. There are a number of techniques that can be utilized for this assessment, the primary ones being interviewing, psychometric testing, and provided work samples or references. The type of evaluation chosen must take into account the nature of the position, the expectations of the company, and how accurately it will provide insight into a candidate. The success of this process hinges on the ability to accurately compare all candidates on many levels. Finding a method that is both standardized and minimizes bias provides a greater opportunity for successful recruitment. The interview is a complex method of the recruitment process. While this method is the most commonly utilized assessment, the flexible design offers more opportunities for bias. Interview techniques range from casual to highly structured, and multiple techniques may be used in conjunction to...
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...Outline the different selection methods that are available to organisations and discuss how the use of assessment centres might support the selection process. During the selection process, a company may utilise a variety of methods in order to be sure of which applicant they wish to hire. These methods will include widely used techniques such as requesting a curricula vitae be submitted, a face-to-face interview and references from employers. Another method to support the process, is the use of assessment centres. Assessment centres were originally introduced during World War Two in order to select officers in the army and navy (Ballantyne & Pover 2004 p.3-4). However since then they have become more commonly used within businesses with, according to research by the Industrial Relations Services, over 50% using them (Martin & Jackson 2002 pg.130). An assessment centre can support the selection process by allowing a business to observe applicants whilst they carry out a number of set tasks such as individual or group work, analytical exercises, oral or written output and input or role play. Assessment centres will also allow businesses to gain an insight into the characteristics of the candidates as they perform tasks which are as similar to job reality as possible (CIPD 2013). In order for any method to be effective, there are numerous criteria which must be true of the method. First the method must be both reliable and valid. Reliability is defined by Ungerson...
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...Psychometric properties of the Hungarian version of the original and the short form of the Positive and Negative Affect Schedule (PANAS) ágostoN gyollai1, péter simor2, fereNc Köteles3 1 2 aNd zsolt demetrovics1 Institutional Group on Addiction Research, Institute of Psychology, Eötvös Loránd University, Budapest, Hungary Department of Cognitive Sciences, Budapest University of Technology and Economics, Budapest, Hungary 3 Institute for Health Promotion and Sport Sciences, Eötvös Loránd University, Faculty of Education and Psychology, Budapest, Hungary Aim: Psychometric properties of the Hungarian version of the original and the short form of the Positive and Negative Affect Schedule (PANAS) were investigated in the present study. Methods: Participants were undergraduate university students (N=1163) and patients visiting their General Practitioners (GPs) for various somatic complaints (N=466). Results: According to the confirmatory factor analysis, both versions showed adequate fit to the theoretical one-and-one (positive and negative affect) factor model. Internal consistency coefficients (Cronbach-alpha values) were above .8 for the original positive and negative scales, .73 and .79 for the short positive scale, and .65 and .67 for the short negative scale in the student and the patient groups, respectively. The correlations between the original 10-item subscales and their 5-item counterparts were above .9 in both groups. Conclusion: The short PANAS scale represents...
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