Psychological test is the administration of psychological tests, designed to be "objective and standard measures of behavioral samples". The term behavioral example refers to an individual's performance on tasks that are usually predetermined. The sample behavior that makes up the paper and pencil tests, the most common type of test, is a series of items. Performance on these items results in a test score. Scores on well-built tests are believed to reflect psychological constructs such as achievements in school subjects, cognitive abilities, talents, emotional functions, personality, etc. Differences in test scores are considered to reflect individual differences in test building. should measure. The science behind psychological tests is psychometric.
Video Psychological testing
Tes psikologi
Psychological tests are instruments designed to measure unobserved constructs, also known as latent variables. Psychological tests are usually, but not necessarily, a series of tasks or problems that must be resolved by the respondent. The psychological test is very similar to the questionnaire, which is also designed to measure unobserved constructs, but differs in psychological tests that require maximum performance of respondents while the questionnaire asks the respondent's typical performance. A useful psychological test should be valid (i.e., there is evidence to support the interpretation specified from the test results) and be reliable (i.e., consistently internally or deliver consistent results over time, among assessors, etc.).
It is important that the equivalent people in the measured construction also have the same possibility to answer the test questions correctly. For example, an item on a math test might be "In a soccer match, two players get a red card; how many players are left in the end?"; However, this item also requires football knowledge to be answered correctly, not just math skills. Group membership can also influence the chance of answering items correctly (item differential function). Often tests are built for a specific population, and this should be taken into account when giving the test. If testing is not different from some group differences (eg Sex) in one population (eg UK), this does not automatically mean that it is also invariant in other populations (eg Japan).
Psychological judgments are similar to psychological tests but usually involve a more comprehensive assessment of the individual. Psychological assessment is a process that involves checking the integration of information from various sources, such as normal and abnormal personality tests, ability or intelligence tests, interest or attitude tests, as well as information from personal interviews. Warranty information is also collected on personal, occupational or medical history, such as from notes or from interviews with parents, spouses, teachers, or previous therapists or doctors. Psychological tests are one of the data sources used in the assessment process; usually more than one test is used. Many psychologists make some judgments when providing services to clients or patients, and can use for example, a simple checklist for osis for care settings; to assess a particular area of ​​functioning or frequent disability for school settings; to help choose the type of treatment or assess the outcome of treatment; to help the court decide issues such as child custody or competence to be tried; or to help assess job applicants or employees and provide career development counseling or training.
Maps Psychological testing
History
The first large-scale test may be an examination that is part of the imperial examination system in China. The test, the initial form of psychological testing, assesses candidates based on their skills in topics such as civil law and fiscal policy. Another early intelligence test is made for entertainment rather than analysis. Modern mental tests began in France in the 19th century. It contributes to separating mental retardation from mental illness and reducing the negligence, torture, and mockery that befell both groups.
The Englishman Francis Galton coined the term psychometrics and eugenics, and developed a method for measuring intelligence based on nonverbal motor sensory tests. Initially popular, but abandoned after the discovery that it had no relation to the results of such a lecture score. The French psychologist Alfred Binet, along with psychologists Victor Henri and ThÃÆ' Â © odore Simon, after about 15 years of development, published the Binet-Simon test in 1905, which focused on verbal skills. It was meant to identify mental retardation in schoolchildren.
The origins of personality testing date back to the 18th and 19th centuries, when personality was assessed through phrenology, human skull measurement, and physiognomy, which assessed personality based on the outward appearance of a person. These early pseudoscientific techniques were eventually replaced by more empirical methods in the 20th century. One of the earliest modern personality tests is the Woolworth Personality Data Sheet, an inventory of self-reports developed for World War I and used for psychiatric checks on new conscription.
Principles
A proper psychological test is done after strong research and development differs from a web-based quick questionnaire or magazine that says "Find Your Personality Color", or "What's Your Inner Age?" Appropriate psychological tests consist of the following:
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- Standardization - All procedures and steps must be performed with consistency and under the same environment to achieve the same test performance as tested.
- Objectivity - Prints in such a way that the subjective judgments and biases are minimized, with results for each test taker being obtained in the same way.
- Test Norms - The average test scores in a large group of people where the performance of an individual can be compared with other people's results by setting a comparison point or a terms of reference.
- Reliability - Gets the same result after some testing.
- Validity - The type of managed testing should measure what it is meant to measure.
Interpreting scores
Psychological tests, like many measurements of human characteristics, can be defined by norm-reference or criterion-references . Norms are statistical representations of a population. Interpretation of norm-reference scores compares individual results on tests with statistical representation of the population. In practice, rather than testing the population, representative samples or groups are tested. This gives the group norm or set of norms. One representation of the norm is the Bell curve (also called the "normal curve"). Norms are available for standard psychological tests, allowing for an understanding of how individual scores are compared to group norms. The referenced scores are usually reported on a standard score scale (z) or a recall.
Interpretations referenced by test scores criteria compare individual performance with some criteria other than the performance of other individuals. For example, public school tests usually provide scores in reference to the subject domain; a student may score 80% on a geography test. Criteria for reference scores are generally more applicable to achievement tests than psychological tests.
Often, test scores can be interpreted in two ways; answering 80% of the questions correctly on a geography test can put students in the 84th percentile (ie, students perform better than 83% of the class and worse than 16% of classmates), or a standard score of 1.0 or even 2.0.
Type
There are several broad categories of psychological tests:
IQ test/achievement
IQ tests are intended as a measure of intelligence, whereas achievement tests are a measure of the use and extent of the development of the use of capabilities. IQ (or cognitive) tests and achievement tests are common norm-reference tests. In this type of test, a series of tasks is presented to the person being evaluated, and the person's response is judged according to carefully determined guidelines. After the tests are completed, the results can be compiled and compared against responses from the norm group, usually consisting of people of the same age or grade level as the person being evaluated. IQ tests that contain a series of tasks usually divide the task into verbal (relying on language usage) and performance, or non-verbally (relying on the type of hand-eye assignment, or the use of symbols or objects). Examples of verbal IQ test assignments are vocabulary and information (answering general knowledge questions). Non-verbal examples of time solves puzzles (assembling objects) and identifies images that fit the pattern (matrix reasoning).
IQ tests (eg, WAIS-IV, WISC-V, Cattell Culture Fair III, Woodcock-Johnson Test of Cognitive Abilities-IV, Stanford-Binet Intelligence Scales V) and academic achievement tests (eg WIAT, WRAT, Woodcock-Johnson Tests from Achievements-III) are designed to be provided to individuals (by trained evaluators) or to a group of people (paper and pencil). Individually assigned tests tend to be more comprehensive, more reliable, more valid and generally have better psychometric characteristics than group managed tests. However, individualized tests are more expensive to manage due to the need for trained administrators (psychologists, school psychologists, or psychometricians).
Public security job tests
Calls in the field of public safety (ie, fire services, law enforcement, repairs, emergency medical services) often require Industrial and Organizational Psychology tests for early work and progress across the board. National Fire Supply Selection Inventory - NFSI, National Judicial Criminal Officer's Choice Finder - NCJOSI, and Inventory Integrity are outstanding examples of this test.
Attitude test
An attitude test assesses one's feelings about an event, person, or object. Attitude scales are used in marketing to determine individual (and group) preferences for brands, or goods. Usually attitude tests use a Thurstone scale, or a Likert Scale to measure a particular item.
Neuropsychological test
These tests consist of specially designed tasks that are used to measure the known psychological functions associated with a particular structure or brain path. Neuropsychological tests can be used in a clinical context to assess the decline after an injury or disease known to affect neurocognitive function. When used in the study, these tests can be used to distinguish neuropsychological abilities in the experimental group.
Baby and Preschool Assessments
Due to the fact that infants and preschoolers have limited communication capacity, psychologists can not use traditional tests to assess them. Therefore, many tests have been designed only for children of birth ages up to about six years. This test usually varies with the respective age of reflex assessment and developmental milestones, for sensory and motor skills, language skills, and simple cognitive skills.
The general test for this age group is divided into several categories: Infant Ability, Preschool Intelligence, and School Readiness. Common infant testing tests include: Gesell Development Schedule (GDS) that measures the development of infant development, Neonatal Behavioral Scale Assessment (NBAS) that examines the behavior of newborns, reflexes and responses, Ordinal Psychological Development Scale (OSPD) that assesses infant intellectual ability , and Bayley-III that tested mental ability and motor skills.
Common preschool intelligence tests include: The McCarthy Scale of Child Ability (MSCA) similar to the IQ test in infants, Differential Ability Abales (DAS) that can be used to test learning disabilities, Wechsler Preschool and Primary Intelligence-III Scale (WPPSI) -III ) and Stanford-Binet Intelligence Scale for Early Childhood that can be viewed as a baby version of the IQ test, and Fagan Test of Infant Intelligence (FTII) that tests memory recognition.
Finally, some of the general school readiness tests are: Development Indicators for Learning-III Assessment (DIAL-III) assessing motor skills, cognitive, and language, Denver II that examines motor, social and linguistic skills, and Housing Observations for Environmental Measurements HOUSE) which is a measure of the extent to which a child's home environment facilitates school readiness.
Assessment of infants and preschools, as they do not predict childhood or adult abilities, is particularly useful for testing whether a child experiences developmental delays or defects. They are also useful for testing individual intelligence and abilities, and, as mentioned above, there are some that are specifically designed to test school readiness and determine which children may be struggling more at school.
Personality test
The psychological dimensions of personality are often described as objective or projective tests. The terms "objective test" and "projective test" have recently come under fire in the Journal of Personality Assessment. More descriptive "assessment scales or self-report measurements" and "free response measures" are suggested, rather than the terms "objective test" and "projective test", respectively.
Destination test (Scale assessment or self-report size)
Objective tests have a limited response format, such as allowing correct or incorrect answers or ratings using ordinal scales. Prominent examples of objective personality tests include the Minnesota Multiphasic Personality Inventory, Millon Clinical Multiaxial Inventory-IV, Child Behavior Checklist, Symptom Checklist 90 and Beck Depression Inventory. Objective personality tests can be designed for use in business for potential employees, such as NEO-PI, 16PF, and OPQ (Occupational Personality Questionnaire), all of which are based on the Big Five taxonomy. The Big Five Model, or Five Normal Personality Factors, has gained acceptance since the early 1990s when several influential meta-analyzes (eg, Barrick & Mount 1991) found a consistent relationship between Big Five personality factors and important criterion variables.
Another personality test based on the Five Factor Model is the Five Person Factor Inventory - Children (FFPI-C.).
Projective test (Action free response)
The projective test allows for a more free response. An example of this is the Rorschach test, in which a person states that each of the ten possible ink stains.
Projective testing became an industry of growth in the first half of the 1900s, with doubts about the theoretical assumptions behind projective testing emerging in the second half of the 1900s. Some projective tests are used less frequently these days because they are more time consuming to manage and because their reliability and validity are controversial.
As sampling increases and statistical methods developed, much controversy over the usefulness and validity of projective testing has occurred. The use of clinical judgments rather than norms and statistics to evaluate the characteristics of people has led to criticism that projects are deficient and unreliable (results are too different each time a test is given to the same person). However, because a more objective scoring and interpretation system supported by more rigorous scientific research has emerged, many practitioners continue to rely on projective testing. Projective testing may be useful in creating conclusions for follow-up with other methods. The most widely used rating system for Rorschach is Exner's scoring system. Another common projective test is the Thematic Apperception Test (TAT), which is often judged by the Cebeer Westebe Cognition and Caliber Relationships Object and Scope of Mechanisms. The size of the "assessment scale" and "free response" are used in contemporary clinical practice, with a tendency toward the first.
Other projective tests include the House-Tree-Person test, the Animal Metaphor Test.
Sex Sex test
The number of tests specifically meant for the field of sexology is very limited. The field of sexology provides a different set of psychological evaluation tools to examine different aspects of discomfort, problems or dysfunction, regardless of whether they are individual or relational.
Direct observation test
Although most psychological tests are "assessment scales" or "free responses", psychological judgments can also involve observing people as they complete activities. This type of assessment is usually done with families in the laboratory, at home or with children in the classroom. The goal may be clinical, such as to establish pre-intervention baseline of hyperactive or aggressive children's behavior of the class or to observe the nature of parent-child interaction to understand relational disorders. Direct observation procedures are also used in research, for example to study the relationship between intrapsychic variables and specific target behaviors, or to explore the sequence of behavioral interactions.
The Parent-Child Interaction Assessment-II (PCIA) is an example of a direct observation procedure used in school-aged children and the elderly. Parents and children record video playing at the zoo. Parent-Child Early Relational Assessment is used to study parents and young children and involves feeding and puzzle assignments. The MacArthur Story Stem Battery (MSSB) is used to obtain narratives from children. The Parent-Child Interaction Coding System Dyadic-II tracks the extent to which children follow the parent's instructions and vice versa and are particularly suited to studying children with Opposite Deviance Disorder and their parents.
Interest test
Psychological tests to assess one's interests and preferences. These tests are used primarily for career counseling. Interest tests include items about daily activities from among applicants who choose their preferences. The reason is that if someone shows the same pattern of interests and preferences with a successful person in a particular job, then it is likely that the person taking the test will find satisfaction in the job. The widely used interest test is the Strong Interest Inventory, which is used in career assessment, career counseling, and educational guidance.
Aptitude test
Psychological tests measure special abilities, such as clerical, perceptual, numerical, or spatial talent. Sometimes these tests should be specially designed for a particular job, but there are also available tests that measure general clerical and mechanical skills, or even general learning abilities. An example of a job aptitude test is the Minnesota Clerical Test, which measures the speed and accuracy of the perceptions required to perform various administrative tasks. Other widely used aptitude tests include the Careerscope, Aptitude Difference Test (DAT), which assesses verbal reasoning, numerical abilities, abstract reasoning, administrative speed and accuracy, mechanical reasoning, spatial relationships, spelling and language usage. Another widely used talent test is the Wonderlic Test. This skill is believed to be related to a particular job and is used for career guidance as well as selection and recruitment.
Biographical Information Empty
An Empty Information Biography or BIB is a paper-and-pencil form that includes items that ask about personal history and detailed work. This is used to assist in hiring employees by matching the background of the individual to the job requirements.
Security test
Many psychological tests are generally not available to the public, but rather, have good restrictions on test publishers and from psychological licensing boards that prevent the disclosure of the test itself and information about the interpretation of results. Test publishers consider both copyright and professional ethical issues to be involved in protecting the confidentiality of their tests, and they sell tests only to people who have proven their educational and professional qualifications for test maker satisfaction. Buyers are legally binding from providing their own test or test answers to the public unless permitted under the standard conditions of the test taker for test administration.
The International Test Commission (ITC), an international association of the national psychology community and test publisher, publishes the International Guidance on Test Usage, which regulates to "protect the integrity" of the test by not describing the test publicly. techniques and by not "trained individuals" so they "may not be justly affecting the performance of their tests."
References
External links
- The American Psychological Association webpage of tests and ratings
- Center Psychology Psychology Society of England
- International Testing Commission Guidelines
- General Psychology Test List
- International Pool Item, alternative and free source for personality research
Source of the article : Wikipedia
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