Introduction to psychological testing. Content What is psychological testing? General Mental...
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Transcript of Introduction to psychological testing. Content What is psychological testing? General Mental...
Introduction to psychological testing
Content
• What is psychological testing?• General Mental Ability, GMA
• Why use psychological testing?
• Important concepts and terms
• Considerations
Objectives
• Explain the basic concepts in psychometrics
• Describe the role for psychological testing in selection
Different types of psychological tests
• General mental ability
• Personality
• Interests
• Motivation
• Attitudes and values
Mark with a cross the part or parts which together with the figure on the left make up a square.
General Mental Ability (GMA)
• General cognitive capacity
• Refers to fundamental characteristics • ability to address and find solutions
to problems and demands
• A stable characteristic over time
The history of GMA research
The g factor
• Cognitive ability, g factor
• Best captured by tasks that challenge the ability to • see relations• fill in gaps• find connections
1Draw a line below the two numbers that add up to 13.
4 8 5 6 3
2If 3 times 15 equals 36, write 45 in the square. Otherwise, draw a line below 36.
36 45 no yes
Mark with a cross the part or parts which together with the figure on the left make up a square.
Response alternatives
Definitions of GMA
PROPERTIES
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Why use psychological testing?
• Different individuals have different characteristics
• Characteristics affect performance
• Differences are measurable
• Performance can be predicted
Selection decisions
• Who to hire
• Who to promote
• Best used for making decisions about:
• Unknown candidates• Candidates in unknown or new
roles
• Measures potential
• Important factor for predicting performance
• Other factors:• corporate culture • team composition• coaching and training
Selection methods
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
What does research tell us?
.65
.63
.51
.41
.18
.10
.02
From Schmidt, F. & Hunter, J. (1998) The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications for 85 Years of Research Findings, Psychological Bulletin, 124:2, 262-274
Correlation between assessment method and job performance
GMA test + personality inventory
GMA test + structured interview
GMA test
Personality inventory
Years of Professional Experience
Years of Education
Graphology
Important concepts and terms
Validity
Psychometrics
Reliability
Norms
Normal distribution
Standard Error of Measurement
Important concepts and terms
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
Psychometrics
The field of study concerned with the theory and technique of psychological measurement.
Low reliability
High reliability
High reliability and validity
Normal distribution
68 %16 % 16 %
Norms
Your result
21
All employees
18Managers
23Good or bad?
Standard error of measurement (SEM)
C-scale
Considerations
Recruitment need
AdvertisingApplication processing
InterviewReference
checkEmploymen
t
Front endsolution
Back end solution
The test environment
• Make sure that the candidate can work undisturbed
• Inform the candidate prior to testing
• Take computer skills and reading compre-hension into account
Validity
• No testing methods have a 100% predictive validity
High performer
Low performer
Low test resultsHigh test results
Validity
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
Positive or negative selection?
Low GMA High GMA
Front end or back end?
Recruitment need
AdvertisingApplication processing
InterviewReference
checkEmploymen
t
You test a lot of candidates:
front end solution
Example of staffing process
You test a few candidates: back end solution
Front end Process:1. Check basic requirements2. Psychological test3. Interview and reference check
Back end Process:1. Check basic requirements2. Short phone interview3. Interview and reference check4. Psychological test
Summary
• Basic argument:• Different individuals have different
characteristics• Characteristics affect performance• Differences are measurable• Performance can be predicted
• GMA tests helps predicting performance
• Reliability = stability of test results
• Validity = evidence for the utility of the method, e.g. correlation between test and job performance
• SEM = standard error of measurement
• Can be used for both positive and negative selection
• Can be used as front end or back end solution