[Type the author name] Test Construct Blue Print

TEST CONSTRUCT BLUE PRINT

Submitted to :Mam Farhana

Sumiteed by:Erum Abid
M.Phil Psychology

Hazara University,Manshera

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INTRODUCTION

Most people use the term "personality "to identify the most obvious characteristic of a

person, or to refer to that person's social skills. Personality is defined here as individuals’

characteristic patterns of thoughts, feelings,behaviors, attitudes, and motives (Pervin,

1996).Psychologists are mainly interested in personality to (1) explain why people with similar

heredity, experience, and motivation may react differently in the same situation; and (2) explain

why people with different heredity, past experiences, and/or motivation may nevertheless react

similarly in the same situation.As cognitive tests, first published tests appeared in the early 20th

century.But unlike cognitive tests, difficulties from the start were obcerved. “Lexical” (language-

based) approachwas used first timeas personality inventory, 17,953 words identified as used to

describe people 4,504 trait descriptors,originally reduced to 35 factorsmuch factor analytic work

ensued Thus began a tradition of multi-scale personality tests.MMPI (Minnesota Multiphasic

Personality Inventory). [intended for diagnosis of psychopathology], CPI (California

Psychological Inventory),16 PF (16 Personality Factor), Guilford-Zimmerman Temperament

Survey,Eysenck Personality Inventory,Edwards Personal Preference Schedule,Personnel

Research Form,Gordon Personal Profile/Inventory,NEO (Neuroticism-Extraversion-

Openness),HPI (Hogan Personality Inventory).

The history of personality typing continues in 1926, when a psychologist at Harvard

University; William Moulton Marston, developed the DISC system in his book; The Emotions of

Normal People. This system came into prominence as part of the US Army’s recruitment process

during the years preceding WWII, and then became a popular commercial tool. It categorized

human behavior response into four key areas: Dominance, Influencing, Steadiness, and

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Compliance. Every individual was thought to be a combination of these four categories, with one

dominant style.

The next prominent method to emerge still in popular use today is the Myers-Briggs Type

Indicator. This system, developed in 1958 by Isabel Briggs Myers and Katharine Cook Briggs, is

based on the earlier studies by Carl Jung. The key difference between Jung’s method and the

Briggs method is the concept of auxiliary or “back-up” functions – if a person is an extrovert, for

example, their back-up function will be introversion and will appear when the individual is under

stress. The history of personality typing "ends" in 1987 with the most recent prominent method,

called the Keirsey Temperament Sorter as developed by psychologist David Keirsey. This

method combines the work of others into one coherent personality typing system; it integrates the

four types of Hippocrates into the Myers-Briggs analysis system to identify one major type of

four that individuals fit into.

There are a number of variants in the response formats of personality inventories. In

some cases, the test-taker indicates if the adjective, phrase, or sentence is descriptive of them by

choosing “true” or “false”(Hough & Ones,2001).Alternatively, the examinee may be asked to use

a Likert style scale to indicate the extent to which the stimulus item is descriptive of them.

Personality inventories that present a single phrase, adjective, or sentence and ask test takers to

respond using either a true/false or a Likert style scale response are referred to as single-stimulus

inventories(Goldberg,1993). As an alternative to single-stimulus measures are forced-choice

inventories. In forced-choice inventories the individual is presented with two or more adjectives,

phrases, or sentences and he or she is required to select the one option that is most descriptive of

him or herself. There has been renewed interest in the use of forced-choice response formats for

personality tests in personnel selection (Jackson, Wroblewski, & Ashton, 2000) .Inventories

utilizing forced-choice response formats were included in the criterion-related validity analyses

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described below. However, as will be described below, correlations among personality scale

scores were a central aspect of the current investigation. Forced-choice response formats are

known to yield lower estimates of the correlations between personality scale scores, particularly

when only a few scales are investigated (Baron, 1996). For this reason, inventories utilizing a

forced-choice format were excluded from the analyses of correlations among personality

constructs.Also among the types of inventories excluded from this analysis are projective

personality tests (McClelland & Boyatzis, 1982), conditional reasoning personality tests (James,

1998), vocational interest and job preference inventories and measures of biographical

experiences or biodata (Owens, 1976).

Test Used

Personality Inventory

Target Population

Working employees with age above 25.

Type of Test Material

Verbal objective test will be used.

Personality Dimensions

 Agreeableness

 Emotional stability

 Extroversion

 Openness

 neuroticism

Formting of test items

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True/false

Administration

It would be administrated in individual settings.

Standardized Sample Test

300 sample will be used to measure reliability, validity and norms for the test.

Demographic Characteristics of Subject

Sampling Technique

Purposive sampling will be used.

References

Baron, H. (1996). Strengths and limitations of ipsative measurement. Journal of Occupational

and Organizational Psychology, 69, 49-56,doi:10.1027/1901-2276.61.3.82

Goldberg, L.R. (1993). The structure of phenotypic personality traits. American Psychologist, 48,

26-34,doi: 10.1037/0003-066X.48.1.26

Hough, L.M. & Ones, D.S. (2001). The structure, measurement, validity, and use of Personality

variables in industrial, work, and organizational psychology. In N. Anderson & H.K.

Sinangil (Eds.) Handbook of Industrial, Work, and Organizational Psychology (pp.

233-277). USA: Sage.

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Jackson, D. N., Wroblewski, V. R., & Ashton, M. C. (2000). The impact of faking on

employment tests: Does forced-choice offer a solution? Human Performance, 13, 371-

388, doi: 10.1037/cjbs2007015.

James, L. R. (1998). Measurement of personality via conditional reasoning.Organizational

Research Methods, 1, 131-163,doi: 10.1037/0021-9010.92.1.1

James, L. R. (1998). Measurement of personality via conditional reasoning.Organizational

Research Methods, 1, 131-163,doi: 10.1037/0021-9010.92.1.1

McClelland, D. C. & Boyatzis, R. E. (1982). Leadership motive pattern and long-term success in

management. Journal of Applied Psychology, 67, 737-74, doi: 10.1037/0033-

295X.96.4.690

Owens, W. A. (1976). Background data. In M. D. Dunnette (Ed.), Handbook of Industrial and

Organizational Psychology (pp. 609-644). Chicago: Rand-McNally,doi: 10.1111/j.1744-

6570.1984.tb00526.x.

Pervin, L. A. (1996). The Science of Personality. New York, NY: John Wiley and Sons

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