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Behavioral Psychology (MAS-108) : Unit 3 Lecture 3 & 4: Psychological Testing

This document provides an overview of psychological testing. It defines psychological testing as a structured process to generate samples of behavior to make inferences about psychological qualities. Tests are standardized ways to observe behavior and draw conclusions. They are classified based on the quality measured (e.g. intelligence), as aptitude or achievement tests, and as verbal or performance tests. For a test to be valid, it must have norms, reliability, and validity to ensure accurate and consistent results. Common tests include intelligence, personality, and clinical tests.

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SHIVAM AGRAHARI
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109 views22 pages

Behavioral Psychology (MAS-108) : Unit 3 Lecture 3 & 4: Psychological Testing

This document provides an overview of psychological testing. It defines psychological testing as a structured process to generate samples of behavior to make inferences about psychological qualities. Tests are standardized ways to observe behavior and draw conclusions. They are classified based on the quality measured (e.g. intelligence), as aptitude or achievement tests, and as verbal or performance tests. For a test to be valid, it must have norms, reliability, and validity to ensure accurate and consistent results. Common tests include intelligence, personality, and clinical tests.

Uploaded by

SHIVAM AGRAHARI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Behavioral Psychology

(MAS-108)

Unit 3 Lecture 3 & 4: Psychological Testing


• Most of the interesting things about us cannot
be seen easily by a casual observer.

• In fact, psychological qualities such as


attitudes, personality characteristics, abilities
etc. of an individual cannot be viewed directly.

• But we can systematically observe people’s


behavior and draw inferences about their
psychological qualities that stimulate
behaviour.

• Psychological tests help us to do such things.


WHAT IS PSYCHOLOGICAL TESTING

Psychological Testing

“A structured, systematic process of generating


carefully selected samples of behavior to be used
for making inferences about the psychological
qualities of people being tested.”

Psychological Tests

“A structured, systematic technique of generating


sample of human behaviour”.
WHAT IS PSYCHOLOGICAL TESTING

• Psychological tests are not magical or even very


mysterious.

• They are merely standard ways of generating


samples of people’s behavior.

• Behavior samples generated from psychological tests


are far more informative and useful than those
generated from random observations because they
are: -

1. Uniform/ Standardized
2. Objective
CLASSIFICATION OF PSYCHOLOGICAL TESTS

• More than a million of psychological tests exist and


for ease of study, it is useful to categorized them
depending upon the particular purpose of their use.

• There are at least four systems of classifying


psychological tests: -

1. Type of psychological attribute/ quality they


measure
2. Aptitude vs Achievement Tests
3. Paper-pencil vs Performance Tests
4. Verbal vs Non Verbal Tests
CLASSIFICATION ON THE BASIS OF PSYCHOLOGICAL QUALITY
THEY MEASURE
• This is the most frequently used way of classifying
psychological tests.

• There could be as many types of tests as there are


psychological qualities.

• Such as test which measure intelligence are known


as intelligence tests.

• The same is true for other psychological qualities


such as personality, leadership, creativity, memory,
emotions, resilience test and disorders etc.
APTITUDE VS ACHIEVEMENT TEST
• This is another way of distinguishing between
various psychological tests.

• An achievement test is designed to measure the


current level of a person’s skills/abilities in a given
area (e.g. university exams).

• In contrast, aptitude tests are supposed to measure a


person’s potential in that area (e.g. GATE, CSAT)

• This classification system is little problematic


because sometimes a test may be both- achievement
as well as aptitude test.
PAPER PENCIL VS PERFORMANCE TEST

• The third way of differentiating between various


psychological tests.

• Paper pencil tests usually contain a test paper or


printed booklet containing the test questions, and
the person being tested responds to the question in
some written manner (this could now be online also).

• On the other hand, performance tests do not require


written answers. Instead, they involve some sort of
manipulation activity in a given situation.
VERBAL VS NON VERBAL TEST
• Certain psychological tests require knowledge of a
particular language (English, Hindi etc.) in order to
understand the test instructions, questions etc.

• such tests are called verbal tests because performance


on them partially depends upon the language ability.

• Because most of the psychological functions exist


independently of language, it is important to design tests
for people who are illiterate or do not have language
competence. In such tests, no language skills are
required by the person being tested.
HOW TO DISTINGUISH BETWEEN A REAL PSYCHOLOGICAL
TEST AND A BOGUS ONE
• As there are millions of tests available, it is
important for us to be able to fairly judge which
one of them are authentic psychological tests and
which are the bogus ones.

• A psychological test should have three important


characteristics if it is authentic and trustworthy: -

1. Norms
2. Reliability
3. Validity
NORMS

• A standard of reference; enables one to understand the


meaning of a test score.

• Basically sets of scores obtained from a representative


sample of the population for which the test has been
made.

• Actually, the raw score by itself on a psychological test is


a meaningless figure until there is set of scores to
compare with it.

• Without norms, it is difficult to compare the score of an


individual with others or results of one test from another.
RELIABILITY
• A good test should be highly reliable.

• In short, results of the test should be consistent


and trustworthy.

• It implies that test results of an individual are


similar despite being administered and scored in
different situations, by different people and
different forms of the test are given.

• There are three major ways in which reliability of


a test is measured.
RELIABILITY
1. Test-retest method- The test is repeated twice on the
same group of people and the correlation between the
first and second set of scores are computed.

2. Split half method- Total number of questions in a test


are divided into two equal parts and administered on a
group of people and correlation is computed between
the two parts.

3. Alternate forms- When it is possible to construct two


different set of questions for a test (series A and series B)
the correlation of scores between the two forms is
computed which indicates the reliability of the test.
VALIDITY
• Another key characteristic of an authentic
psychological test.

• Validity means that the test is actually measuring


what it is designed to measure.

• A valid test ensures that the results are an


accurate reflection of the dimension being
assessed.

• Three types: - (a) Content Validity (b) Criterion


Validity (c) Construct Validity
RELATIONSHIP OF RELIABILITY & VALIDITY
• The two concepts, reliability and validity, refer to
different aspects of test efficiency.

• If a test is not valid, there is no question of


ascertaining its reliability because validity is
required before we consider reliability.

• Remember in order to be valid, a test must be


reliable; but reliability does not guarantee
validity.
Advantages of Psychological Testing: -

• It is easier to judge the usefulness of a psychological


test for a particular purpose. The same is not true
with other methods such as interview etc.
• Less prone to personal biases of the testers.
• Costs are not particularly high.

Disadvantages of Psychological Testing: -

• Overenthusiasm can do more harm than good.


• If the test administrator is not a qualified
professional, it would be disastrous to use his/her
services.
INTELLIGENCE TESTS PERSONALITY TESTS CLINICAL TESTS
1.Stanford-Binet 1. Minnesota 1.ADHD Rating Scale
Intelligence Scale Multiphasic
Personality 2.Beck’s Depression
2.Wechsler Adult Inventory Inventory
Intelligence Scale
2. Myers Briggs Type 3.Rorschach Inkblot
3.Kaufmann Indicator Test
Assessment Battery
for Children 3. 16PF Personality 4.Rotter’s Incomplete
Test Sentences Test
4.Cognitive
Assessment System 4. NEO Personality 5.State Trait Anxiety
Inventory Inventory
5.Raven’s Progressive
Matrices 6.Thematic
Apperception Test
THIS PRESENTATION IS BASED ON FOLLOWING SOURCES

• Robins, S.P., Judge, T.A., & Vohra, N. (2016). Organizational


Behaviour. New Delhi: Pearson.
• Luthans, F. (2017). Organizational Behaviour: An evidence
based approach. New York: McGraw Hill.
• Aamodt, M.G. (2007). Industrial/ Organizational Psychology:
An Applied Approach. Pacific Grove, CA: Wadsworth/Thomson.
• Schermehorn, J.R., Hunt, J.G., & Osborn, R. (2005).
Organizational Behavior. New York: Wiley.
• Deshpandey, A. (2010). Industrial Psychology. New Delhi: Sun
India Publications.
• Bisen, V., & Priya (2010). Industrial Psychology. New Delhi:
New Age International Publishers.

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