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 else’s 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 subject’s 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 employee’s
behaviors. Subject’s 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