Labad, Edmarie R.

28 January 2023
BS Psychology 2204

Psychological Tests

A. Personality Test: 16 Personality Factor Questionnaire (16-PF)

Based on these 16 personality variables, Cattell created a test. The 16PF Personality
Questionnaire is a test that is still widely used today, particularly in career counseling, marriage
counseling, and business for hiring and assessing new employees. The test consists of three
separate forced-choice questions, with the respondent having to select one of them. The range of
personality traits is then used to represent them, and the person's score lies midway between the
highest and lowest extremes.

It takes roughly 30 to 50 minutes to deliver the 16PF Questionnaire. It can be completed

using a computer, but it can also be done with pen and paper form. Although it can be self-
administered, it is frequently administered and interpreted by a qualified expert.

Each personality trait receives a 10-point rating. A score of four or less is regarded as poor,
and a score of seven or more as high. In addition to the results for each factor, it is also necessary
to take into account the context, interaction, and overall score.

Allport's list was examined by psychologist Raymond Cattell, who reduced it to 171 traits
primarily by removing words that were repetitive or unusual. He then determined which attributes
are connected to one another using a statistical method called factor analysis. He was able to reduce
his list to 16 important personality traits using this technique.

The following personality trait list describes some of the descriptive terms used for each of
the 16 personality dimensions described by Cattell.
1. Abstractedness: Imaginative versus practical
2. Apprehension: Worried versus confident
 3. Dominance: Forceful versus submissive
4. Emotional stability: Calm versus high-strung
5. Liveliness: Spontaneous versus restrained
6. Openness to change: Flexible versus attached to the familiar
7. Perfectionism: Controlled versus undisciplined
8. Privateness: Discreet versus open
9. Reasoning: Abstract versus concrete
10. Rule-consciousness: Conforming versus non-conforming
11. Self-reliance: Self-sufficient versus dependent
12. Sensitivity: Tender-hearted versus tough-minded
13. Social boldness: Uninhibited versus shy
14. Tension: Inpatient versus relaxed
15. Vigilance: Suspicious versus trusting
16. Warmth: Outgoing versus reserved

The 16 Personality Factors (16-PF) has a variety of uses, including:

1. Career development: The assessment can offer information that aids people in deciding
which professions best match their interests and skills.
2. Industrial and organizational settings: Job candidates may occasionally be assessed
using the questionnaire to see if they are a suitable fit for particular positions.
3. Assessment of personality: Using the questionnaire might help you comprehend many
facets of personality.
4. Research: When examining various facets of personality and behavior, the 16-factor
questionnaire is also employed as a research tool.

References
Cherry K., (updated on January 06, 2023). Medically reviewed, Morin LCSW, A., Cattell's 16
Personality Factors. Verywellmind.

https://www.verywellmind.com/cattells-16-personality-factors-2795977
 B. Attitude Test: Thurstone Scale

According to its definition, the Thurstone scale is a unidimensional measure used to

monitor respondents' actions, attitudes, or feelings concerning a subject. This scale is made up of
statements regarding a certain topic or issue, and each statement has a number value that shows
whether the responder views the topic favorably or unfavorably. When respondents check the
statements they agree with, an average is calculated. The attitude of the respondent toward the
issue is determined by the mean score of the agreements or disagreements.

An illustration of a Thurstone scale survey is one used to determine how employees feel
about recruiting people from diverse backgrounds. The Thurstone scale question has two unique
goals: to generate the final questions, and to provide the Thurstone scale question and carry out its
analysis.

Derive the Final Question

There are 5 distinctive steps to derive the final question. They are:

1. Step 1. Develop statements: Develop a large number of agree/disagree statements on a

certain topic. For example, if you wanted to find out people’s attitudes towards the policy
of diversity hiring in an organization, your statements may include:
 Policy on diversity hiring is wrong.
 Diversity hiring takes away jobs from deserving candidates.
 Diversity hiring brings different viewpoints to the team.
 Diversity hiring brings out the best in the local community.
 Diversity hiring aids in increasing the reputation of a brand.

2. Step 2. Rank each statement with a panel of judges: The next step would be to have
a panel of judges rate each item on a scale of 1 to 11 where 1 is the least favorable attitude
towards the common vector – diversity hiring and 11 is an extremely favorable attitude. It
is important to note that the judges are required to rate each option and not agree or disagree
with them.
 3. Step 3. Calculate median and/or mean and Interquartile range (IQR): The data
collected from all judges is to then be analyzed to draw up a table with the mean or median
values in the ascending order. Using median or mean is a personal choice and the options
throw up accurate results in the use of either. If you have 50 statements, you need to have
50 means/medians and 50 IQR’s.

4. Step 4. Sorting the table: The data has to be sorted on the basis of smallest to largest
median/mean and the IQR’s for each median/mean have to be in a descending order. This
can be represented as:
Statement Median or Mean IQR
43 1 1.25
21 1 1
16 1.5 1
3 3 2
6 5 2
28 6 1
37 7 3
9 7.5 1.5
18 9 2
26 11 2

5. Step 5. Selecting final variables or options: Select options on the basis of the above table.
For example, you could select one item from each mean/median value. You want the
statements with the most agreement between judges. For each median value, this is the
item with the lowest interquartile range. This is a “Rule of Thumb”: you don’t have to
choose this item. If you decide it’s poorly worded or ambiguous, choose the item above it
(with the next lowest IQR).

Following selection of the final questions, respondents are given the opportunity to indicate
their agreement or disagreement. Although the ratings are displayed in parentheses, the actual
respondents do not see them.
  A Thurstone scale question is never given at the first iteration stage without the judges'
ratings since they are two-stepped. This is an essential feature of the question since the
choices a responder sees are weighed and included in the poll by consensus.
 There is always a mean or median calculation since each alternative is given a weight,
so it makes sense. The selection methodology to be used in the final survey is also
based on this.
 Only alternatives that fall into the categories of agree or disagree: The responder only
chooses according to whether they agree or disagree with the statement.

The attitudes of the respondents are evaluated using the Thurstone scale survey. The scale
can be used for a variety of market research surveys, such as those conducted to:
1. Opinion-based surveys: The Thurstone scale inquiry yields measurable information
about the levels of respondents' opinions.
2. Those that measure attitudes or feelings: This scale is useful for predicting future
purchase trends in customer satisfaction and calculating turnover in employee
engagement.

References

Bhat, A., Thurstone Scale: Definition, Survey Questions with Examples. QuestionPro.
https://www.questionpro.com/blog/thurstone-scale/

C. Projective Test: Thematic Apperception Test (TAT)

To better understand a person's emotions, motives, and personality, the Thematic

Apperception Exam, or TAT, is a kind of projective test that includes describing ambiguous
settings. The "image interpretation approach" was created by American psychologists Henry A.
Murray and Christina D. Morgan in the 1930s at Harvard University.
 The TAT entails displaying a selection of image cards to participants that feature a variety
of ambiguous persons (which may include men, women, and/or children), settings, and scenarios.
They are then instructed to provide a dramatic scenario for each of the pictures shown, including:

1. How did the situation get to this point?

2. What's going on in the scene?
3. The sensations and ideas that characters have?
4. The result of the narrative

The total number of cards in the TAT is 31. Murray's initial advice was to choose 20 cards, 20
of which should include characters that are comparable to the topic.

The TAT can be utilized by therapists in a number of different ways. Some of these include:
1. To discover more about someone. The exam serves as a kind of icebreaker while also
revealing important details about any potential emotional difficulties the client could have.
2. To assist individuals in feeling their emotions. The TAT is frequently employed as a
therapeutic tool to enable clients to indirectly convey their sentiments. Although a client
might not yet be able to communicate a specific emotion directly, they could be able to
recognize it when observed from a distance.

The TAT is frequently criticized for not being standardized, which refers to the absence of
official administration guidelines and a scoring system. Clinicians frequently conduct the exam in
a variety of ways. Furthermore, few professionals adopt Murray's intricate grading system; instead,
they rely on their own personal interpretation and clinical judgment.

References

Cherry K., (updated on October 13, 2022). Fact checked by Lehman, S MS., Why the Thematic
Apperception Test Is Used in Therapy. Verywellmind.

https://www.verywellmind.com/what-is-the-thematic-apperception-test-tat-2795588