Psychological tests in

industries
• A sound psychological test must have
a very high validity, reliability,
objectivity & its results must be
clearly interpretable.
 CHARACTERISTICS
• Standardization: uniformity of conditions
and procedures for administering a test
• Objectivity: bias free scoring of test
results
• Norms: frame of reference or point of
comparison that allows performance of
individuals to be compared
Reliability: consistency of
response on a test
Validity: test measures what it
purports to measure; test
appropriateness for predicting
about a criteria
 VALIDITY
• Predictive validity: predictor
information is collected and used to
forecast future
• Example: give test to all applicants, hire
all,
• Give test again after gathering
productivity data, correlate test scores
and job rating
• Concurrent validity: concerned
with how well a predictor can
predict a criterion concurrently or
at the same time
• Example: Collect productivity data on
current workers, give them a test,
correlate scores with productivity record
• Content Validity: involves an attempt
to assess the content of a test to assure
it includes a representative sample of
all the questions that could be asked
• (mainly in psychological tests/based on
judgment of experts)
• Example: typing test for clerical job
• Construct Validity: an attempt to
determine the psychological
characteristics measured by the
test
• Example: correlate scores from
new test to those of an established
test
VALIDITY
Reliability
 STEPS IN THE
DEVELOPMENT OF TESTS
• Planning the test
• Listing behaviours
• Test item construction
• Try out
• Item analysis
• Item selection
• Organizing the test
• Final form
 PSYCHOLOGICAL TEST
CLASSIFICATION
• Individual or Group test : Indicates how the test is
administered. Many versions of I.Q. tests are given in a one
to one situation.
• Speed or Power Test : Refers to whether any time
constraints are built into the test
• Cognitive or Affective Test : Achievement and Aptitude
tests attempt to measure mental activity and are cognitive
tests
• Achievement Tests assess knowledge of information
already learned
• Aptitude Tests attempt to gauge whether a person is
capable of learning a specific knowledge base
• Affective tests: are designed to assess interests,
attitudes, and personal values of an individual. Most
personality tests are considered affective tests

• Objective or Nonobjective Scoring : Objective scoring

procedures are fully specified before grading begins so that
anyone grading the test would calculate the same score for
a particular set of answers

• General intelligence test

• Multiple aptitude batteries: provide information about

various strong points & shortfalls on various factors tested.
 UTILITY OF
PSYCHOLOGICAL TESTS
• Objective method of personal appraisal
• Low costs
• Improvement in selection system
• Beneficial for the employer
• Beneficial for the employee
• finding the right kind of job for the
individual
 METHODS OF
PERSONALITY TESTS
• Self reporting inventories/
questionnaires
• Projective tests
• Situational tests
 TYPES OF
TESTS/TESTING
 Polygraph Test: instrument to
measure physiological reactions.But
it is not foolproof.
 Graphology: handwriting analysis.
Research does not confirm that
this analysis has any ability to
predict job performance
• Tests of Emotional
Intelligence: Concept that
moods, feelings, and emotions
play a significant role in the
workplace as in real life
IQ = MA / CA * 100

MA- Mental age

CA- Chronological age
 STANFORD-BINET TEST
& WESCHLER SCALES
• It is a general intelligence test
• used mostly on single individuals
 ABERRANT BEHAVIOR
CHECKLIST (ABC)
• One of the most popular behavioral checklists,
the ABC also has a good reputation for accuracy.
Versions are available for children and adults, and
it is set up to account for mental retardation
when assessing behavior problems in the home,
school, or workplace. Scores are expressed as
scales in the areas of irritability and agitation,
lethargy and social withdrawal, stereotypic
behavior, hyperactivity and noncompliance, and
inappropriate speech.
 DRAW-A-PERSON

• This a projective psychological screening

procedure in which the patient is asked to
draw three human figures: a man, a woman,
and himself. The drawing is then rated on a
scale, with differences in ratings
according to gender and age. Ratings are
subjective interpretations, not objective
measures
 PEDIATRIC SYMPTOM
CHECKLIST (PSC)
• A simple questionnaire about
behavioral symptoms, the PSC is
commonly used as a screening tool.
Score is expressed as a scale.
 BELL ADJUSTMENT
INVENTORY
• Used for screening well-adjusted & mal-
adjusted workers
• It yields adjustment scores in four
different areas:
Home-extent of illness
Health-satisfaction or dissatisfaction with
home life
Social-extent of shyness, submissiveness
Emotional-extent of depression, nervousness
 CALIFORNIA TEST OF
PERSONALITY
• TWO MAIN CATEGORIES-
 Personal Adjustment: self-reliance, sense
of personal worth, sense of personal
freedom, feeling of belongingness
 Social Adjustment: social standards, social
skills, anti social tendencies, family
relations
 MINNESOTA MULTIPHASIC
PERSONALITY INVENTORY
• It gives scores on all the important phases
of human personality
• Purpose is to find out psychological
abnormalities
• It consists of 550 affirmative statements
that need to be sorted out in three
categories- true, false & cannot say