Psychological Tests & Measurements

Why are Psychological Tests Important ?

Tests are used to make decisions :
Early School Placement
College Entrance Decisions
Military Job Selections
Career Choices
Psychological Adjustment

Three Characteristics of a Psychological Test

1. A psychological test is a sample of behavior

2. The behavior sample is obtained under standardized conditions.

3. There are established scoring rules for obtaining quantitative information from the behavior sample.

Characteristics of Psychological Tests

1. A psychological test is a sample of behavior

All Psychological Tests require the respondent to do something.

Psychological Tests are not exhaustive measures.

A good Psychological test is a representative sample of the measured behavior.

There should be a clear connection between the test and the measured behavior in a real world setting.

Characteristics of Psychological Tests (continued)

2. The behavior sample is obtained under standardized conditions.
Each individual taking a psychological test should be tested under essentially identical conditions.
For example, SAT administration instructions pertain to:
Seating Arrangements
Lighting Conditions
Noise Levels
Interruptions
Answering common questions

Standardization is vital because many test results are referential in nature : Your performance is
measured relative to everybody elses performance.

Standardization reduces between subject variability due to extraneous variables.

Standardization is easier to obtain with tests designed to be administered en masse.

Tests such as the Wechsler Adult Intelligence Scale, which are administered individually , are less
standardized.
The individual giving the test is an important variable.
Often, they take special training to standardize the way they give the test.

3rd Characteristic of Psychological Tests

3. There are established scoring rules for obtaining quantitative information from the behavior
sample.

Objective Scoring Rules : Most mass produced tests fall into this category. Different qualified examiners
will all come to the same score for an identical set of responses.

Subjective Scoring Rules : When the judgement of the examiner is an important part of the test,
different examiners can legitimately come to different conclusions concerning the same sample of
behavior. There conclusions should be similar, however.

Good standardized psychological tests all have a set of rules or procedures for scoring responses to a
test.

Three more Categories of Psychological Tests

1. Specific Task Performance Tests : Writing an essay, answering multiple-choice items, mental rotation
of objects. SAT, GRE, ACT
These are referred to as "Tests of maximal performance"
Two underlying assumptions :
The subject understands what is required of the test.
The subject exerts maximal effort to succeed.

Performance tests are designed to uncover what an individual can do, given the specific test
conditions.

2. Observations of the subjects behavior within a particular context. Examiner might observe subject
having a conversation or some other social interaction.
Companies recruit observers to pose as salespeople to observe employees behaviors. Subjects may
be unaware they are being tested.

3. Self-Report Measures: Subject describes their feelings, attitudes, beliefs, or interests.

Many personality inventories such as the MMPI and the 16PF measures are based on self-report.
Clinicians include self-report measures as part of their initial examinations of presenting clients.
Self-Report measures are frequently subject to self-censorship.
People know their responses are being measured and wish to be seen in a favorable light. (self-serving
bias)
Items are frequently included to measure the extent to which people provide socially desirable
responses.

History of Psychological Testing

circa 1000 BC. Chinese introduced written tests to help fill civil service positions
1850 The United States begins civil service examinations.
1890 James Cattell develops a "mental test" to assess college students . Test includes measures of
strength, resistance to pain, and reaction time.
1905 Binet-Simon scale of mental development used to classify mentally retarded children in France.
1914 World War I produces need in U.S. to quickly classify incoming recruits. Army Alpha test and Army
Beta test developed.
1916 Terman develops Stanford - Binet test and develops the idea of Intelligence Quotient
1920 - 1940 factor analysis, projective tests, and personality inventories first appear.
1941-1960 vocational interest measures developed
1961-1980 item response theory and neuropsychological testing developed
1980 - present : Wide spread adaptation of computerized testing.
"Smart" Tests which can give each individual different test items develop

Three Common Areas of Psychological Testing

Educational Testing : Intelligence tests and achievement tests are used from an early age in the U.S..
From kindergarten on, tests are used for placement and advancement.

Personnel Testing : Following WW I, business began taking an active interest in testing job applicants.
Most government jobs require some civil service examination.
At the Lally School of Management, the Myers -Briggs type indicator is used extensively to assess
managerial potential. Type testing is used to hopefully match the right person with the job they are
most suited for.

Clinical Testing: Tests of Psychological Adjustment and tests which can classify and/or diagnose patients
are used extensively. Neuropsychological tests which examine basic mental function also fall into this
category.

Psychological disciplines and testing

Different fields within psychology use different types of tests.
Clinical Psychologists Assessment of Intelligence,
Assessment of Psychopathology
Counseling Psychologists Career Interest Inventories,
Skill Assessment
School Psychologists Assessment of academic progress,
Readiness for School
Social Adjustment
I/O Psychologists Managerial potential
Training Needs
Cognitive Ability

Neuropsychologists : Brain Damage