Psychological Assessment (Prelim)

Chapter 1: Introduction
Basic Concepts
Types of Tests:
 Test  Individual Tests - given to one person at a time.
- a measurement device or technique used to quantify behavior  Test administrator – the person giving the test.
or aid in the understanding and prediction of behaviour.  Group Test – can be administered to more than one person at a
 Item time by a single examiner.
- a specific stimulus to which a person responds overtly. One can also categorize tests according to the type of behavior they
- items are the specific questions or problems that make up a measure:
test.  Ability tests
 Psychological Test - contain items that can be scored in terms of speed, accuracy, or
- or educational test, is a set of items that are designed to both.
measure characteristics of human beings that pertain to  Achievement
behavior. - Refers to previous learning.
- Psychological and educational tests thus measure past or - Ex. Spelling achievement test
current behaviour. Some also attempt to predict future  Aptitude
behaviour. - Refers to the potential for learning/acquiring a specific skill.
Scores on tests may be related to:  Intelligence
 Traits - refers to a person’s general potential to solve problems, adapt
- Enduring characteristics/tendencies to respond in a certain to changing circumstances, think abstractly, and profit from
manner. experience.
 States  Personality tests
- The specific condition/status of an individual. - Are related to the overt & convert dispositions of the individual.
- Measure typical behaviour.
Scales – relate raw scores on test items to some defined  Structured Personality Tests
theoretical/empirical distribution. - provide a statement, usually of the “self-report” variety, and
require the subject to choose between two or more alternative
responses such as ‘True” or “False”
 Psychological Assessment (Prelim)

 Projective Personality Test  Validity

- either the stimulus (test materials) or the required response— - The meaning and usefulness of test results.
or both—are ambiguous. - The degree to which a certain inference or interpretation based
on a test is appropriate.

 Psychological Testing
- refers to all the possible uses, applications, and underlying
concepts of psychological and educational tests
- The main use of these tests is to evaluate individual differences
or variations among individuals.

Principles of Psychological Testing

 Reliability
- the accuracy, dependability, consistency, or repeatability of test
results.
- the degree to which test scores are free of measurement
errors.
 Psychological Assessment (Prelim)
Basic Concepts

 Psychometrics Their connection:

- The field of study concerned with the theory & technique of
Psychometrics is a field of study that deals with psychological
psychological measurement w/c include the measurement of
measurement and this psychological measurement is done through
knowledge, abilities, attitudes, and personality traits.
psychological testing. On the other hand psychological assessment is into
 Psychological Testing
the use of tests to do a psychological evaluation.
- Refers to all the possible uses, applications and underlying
concepts of psychological and educational tests.  Psychological assessment integrates tests in a way that helps a
- The process of measuring psychology related variables by professional counsellor to better understand clients and make
means of devices or procedures designed to obtain a sample of decision in their best interests.
behaviour through the use of standardized tests.  Counsellors must be highly trained and knowledgeable in testing
- It involves the process of administering, scoring and and assessment to maximally benefit clients & students served.
interpreting psychological tests.

 Psychological Assessment
- The gathering & integration of psychology-related data for the
purpose of making a psychological evaluation with the use of
variety of tools including psychological tests, clinical interview,
behavioural observations & other tools for the purpose of
assessing diverse psychological functions including cognitive
abilities, aptitudes, personality characteristics, attitudes, values,
interests, emotions, motivation in support of psychological
counselling, psychotherapy, and other psychological
interventions.
Psychological Assessment (Prelim)
Psychological Test

 An objective and standardized measure of a sample of behaviour.

The term objective in the definition implies that the administration,

scoring, and interpretation of scores are independent of the
subjective judgment of the scorer.

The term standardized in the definition refers to established rules

for administration, scoring, and interpretation which indicate
uniformity of given procedure, the establishment of norms, and the
certainty of the test already been conducted to a representative
sample given the test purpose and design.

The term measure implies that a quantity of some construct or

concept will be determined like intelligence, personality attributes,
interests, values, and many more

 Is a systematic procedure for observing & describing one or more

characteristics of a person with the aid of either a numerical scale
of a systematic system.
 It is an instrument with three defining characteristics:
1. It is composed of a sample of behaviors.
2. The sample is obtained under standardized conditions.
3. There are established rules for scoring or for obtaining
quantitative information from the behaviour sample.
 Psychological Assessment (Prelim)

- Help teachers in their instructional strategies to be utilized

Purpose of Psychological Testing
Settings Where Tests are in Use
 To evaluate behaviour, cognitive abilities, personality traits and
other individual and group characteristics to assist in making  Academic/Educational
judgments, prediction, and decisions about people.  Clinical/Counselling
 To give the counsellor valuable information regarding “how much”  Business/Industrial
of a given characteristic the student or client possesses.  Criminal Justice/Forensic
 To predict client behaviors, strength, and weaknesses, thus  Government
facilitationg important treatment of life decisions.  Military
Nature & Uses of Psychological Tests
 Educational Setting
 Individual Test Taker - Intelligence Tests
- Self-awareness and understanding - Achievement Tests
- Insight formation - Aptitude Tests
- Reinforcement of individual learning  Organizational/Industrial Setting
 Society - A wide range of achievement, aptitude, interest, motivational,
- Court cases and other tests may be employed in the decision to hire as well
- Identification of social norms as in related decisions regarding promotions, transfer, job
- Promote knowledge about human behaviour satisfaction, and eligibility for further training.
 Professions  Counselling Setting
- Protect society from incompetent professionals - Regardless of the particular tools used, the ultimate objective of
- Identify abilities and discover talent assessment is the improvement of the client in terms of
 Educational Decision Making adjustment, productivity, and some other related variables.
- Enhancement placement decisions  Clinical Setting
- Students selection for remedial and enrichment programs  Intelligence Tests
- Provide diagnostic and evaluative information to learners and  Personality Tests
teachers  Neuropsychological Tests
 Psychological Assessment (Prelim)
Uses of Psychological Tests Similarities of Psychological Tests

 Selection  Require a person to perform a behaviour to measure some

- Screen applicants for jobs, educational and training programs. personal attribute, trait, or characteristic or to predict an outcome.
 Placement  The behaviour performed is used to measure some personal
- Classify & place people in educational and employment attribute, trait, or characteristics.
contexts.  This personal attribute, trait, or characteristic is thought to be
 Educational, vocational, and personal counselling purposes important in describing/understanding behaviour.
- Counsel and guide individuals  The behaviour performed may also be used to predict outcome.
 Rating, Competency, and Proficiency
Difference of Psychological Tests
- Retain or dismiss, promote and rotate students/employees in
educational & training programs and in on-the-job situations.  Behaviour Performed
 Diagnosis  Attribute
- Diagnose and prescribe psychological and physical treatments  Measured & Outcome Predicted
in clinics and hospitals  Content
 Predict behaviour and performance  Administration and Format
- Evaluate cognitive, intrapersonal, and interpersonal changes  Scoring & Interpretation
due to educational, psychotherapeutic, and other behaviour
 Psychometric Quality
intervention programs.
 Evaluation Commonly Measured Characteristics, Attributes, and Traits by Psychological Tests
- Conduct research on changes in behaviour overtime and
 Intelligence
evaluate the effectiveness of new programs/techniques.
 Personality
 Motivation
 Mechanical Ability
 Vocational Preference
 Psychological Assessment (Prelim)
Typical Predicted Outcomes
 Success in college
 Worker productivity
 Who will benefit from specialized services such as counselling and
clinical treatment interventions.
Characteristics of a Good Test
 Standardized
- Implies uniformity of procedure in administration and scoring.
- Also extends to exact materials employed, time limits, oral
instructions to subjects, etc.
- An important step in standardization is the establishment of
norms. The test must be administered to a large representative
sample of the type of subjects for whom it is designed.
 Valid
- The degree to which the test actually measures what it intends
to measure.
- Determination of validity usually requires independent, external
criteria of whatever the test is designed to measure.
 Reliable
- Implies consistency of scores obtained by the same persons
when tested with an identical test or an equivalent form.
 Appropriate Difficulty Level
- Level of difficulty of each item and of the test as a whole would
be appropriate to the population for whom it is designed.
 Ease of Administration
- The test procedure is easy to administer and score.
Test Classifications
 Standardized
- Constructed by professional test makers and administered to a
representative sample of people form the population for which
the test is intended.
- It has fixed procedures for administration and scoring that are
constant across examinees thus providing all examinees with an
equal opportunity to respond to the items according to their
abilities or inclinations.
 Non-standardized
- Test is constructed by the examiner for personal use
 Individual Test
- Administered to one examinee at a time.
 Group Test
- Administered simultaneously to many examinees.
 Speed Test
- Consists of many easy item but the time limit is very strict and
almost no one finishes in the allotted time.
 Power Test
- Time limits are ample for most examinees but it contains more
difficult items than those found in a speed test.
 Psychological Assessment (Prelim)
 Objective Test
- Has fixed, precise scoring standards and can be scored by a
clerk.
 Subjective test
- Indicates that some element of personal judgement will be
involved in the scoring.
Tests According to Purpose of Measurement
 Intelligence Test (measure of general mental ability)
- Some include only verbal items, others contain much non-
verbal materials. Some stress problem-solving while others
emphasize memory.
- Some intelligence tests result in a single total score, whereas
others yield several scores.
 Cognitive Test
- Attempt to quantify the processes and products of mental
activity
- May be classified as measures of achievement (measure past
learning) and aptitude (measure future potential).
 Affective Tests
- Designed to assess interests, attitudes, values, motives,
symptoms, temperament traits, and other non-cognitive
characteristics of personality.
- E.g. behavioural observations, paper and pencil inventories,
projective pictures)
 Maximum Performance Test
- This test asks the examinees to do their best work.
- They are referred to as tests of ability, intelligence, aptitude,
and achievement
 Typical Performance Test
- Seek to determine what the subject is likely to do in a given
situation or in a broad class of situations.
- Tests of personality and interests fall in this category.
 Norm-referenced Test
- Norm-referenced test can then be compared to the
standardization sample results to determine where the client’s
score falls within that distribution of scores
- E.g. above average, average, below average)
 Criterion-referenced Test
- Compare a person’s score to a predetermined standard or level
of performance - a criterion.
- E.g. passing grade of 80
 Aptitude Test
- Used to predict success in some occupation or training course.
- All aptitude test imply prediction. They give us a basis for
predicting future level of performance.
 Achievement Test
- Used in measuring present level of knowledge, skills,
competence, etc.
- Test is referred to as an achievement test when it is used
primarily to examine the person’s success in the past.
 Interest Test
- Test measuring an individual’s likes and dislikes along
occupational preferences.
 Psychological Assessment (Prelim)

 Personality Test
- Instrument for the measurement of emotional, motivational,
interpersonal and attitudinal characteristics as distinguished
from abilities.

According to Medium for Presenting the Directions and the Items

 Written test
- Items are printed or written and the examinee responds by
writing answers or by marking which corresponds to chosen
answers.
 Oral test
- Test prepared for oral presentation and oral responses used
almost exclusively in employment offices.
 Paper and Pencil test
 Performance test
- Involves special equipment
 Culture Fair Test
- a test that is independent of cultural or environmental
influences and maybe thought of as being fair to people of most
culture.
 Projective Test
- Consist relatively of unstructured tasks and tasks that permit an
almost variety of possible responses.
- It is expected that the test materials will serve as a sort of
screen upon which the subject “project” his/her characteristic,
ideas, attitudes, strivings, fear, conflicts, aggressions, etc.