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Chapter 4 | Employee Selection 2

Psychological Testing
Prepared by:
• Bravo, Justine Mae C.
• Marasigan, Ella Joy
• Mendoza, Mary Rose
• Ramos, Adena O.
• Remoroza, Mary Ann
• Salvador, Karen Joy
• Velasco, Yvonne 0.
Group 1 | BSIE IV-GK
03/03/2018
Introduction
Psychological Tests are the important technique
in selecting personnel, and this widespread at all levels
and period of life.
What is Psychological Test?
• A Psychological Test is measuring device, a yardstick
applied in consistent and systematic fashion to
measure a sample of behavior.
• The kinds of test used to measure level of
comprehension.
Purposes of Psychological Test
• Two purposes are served by psychological test:
1. Selection
The emphasis on finding a person with the right qualification
for a job; the stress is on the job itself and on trying to select from
many applicants the one who will succeed on that job.

2. Placement
The emphasis on individual. The problem is to find the right
kind of job for a particular person.
Characteristics of Psychological Test
• Standardization
It refers to the consistency or uniformity of the
conditions and procedures for administering test.
• OBJECTIVITY
IT REFERS TO THE SCORING OF THE TEST RESULTS.
scoring should obtain the same results.
Subjective test is liable to misinterpretation.
• Norms
AVERAGE PERFORMANCE OF A TEST.
FRAME OF REFERENCE TO INTERPRET THE RESULTS.
Norms are the standard scores, developed by the person who
develops test.
• Reliability
Consistency of response of the test.
Methods for determining reliability
 Test Retest method
Administering a test twice to the same group of people and
correlating the two sets of scores.
The more closer to the positive correlation, the more the reliable the
test is.
 Equivalent forms method
Instead of the same test, similar test is given.
Expensive.
 Split halves method
The test is taken once, divided in half then correlate with each other.
Less time consuming.
• Validity
Measures accurately what it is intended to measure.
3 APPROACH IN DETERMINING VALIDITY
1. CRITERION RELATED VALIDITY
2. RATIONAL VALIDITY
3. FACE VALIDITY
 Criterion related validity
Most frequently used.
Concerned with the correlation between the score and measure of
job performance.
Two approaches:
o Predictive validity
Giving test to all participants in a specific period of time and hiring
them all regardless of their performance on the test.
o Concurrent validity
Giving the test to employees already in the job then correlating their
test scores with the job performance measures.
 Rational validity
Focuses on the nature of the test itself rather than the correlation of
the test to the job performance.
2 APPROACHES:
o Content validity
Assessing the content of the test.
Determining if the test is sampling the skills and abilities needed for
the job.
Done by the experts judgment not statistical.
o Construct validity
Determine the psychological characteristic measured by a test.
CORRELATE SCORES FROM THE NEW TEST WITH SCORES ON THE
WELL ESTABLISHED TESTS.
HIGH CORRELATION, THE BETTER.
 FACE VALIDITY
CONCERNED HOW WELL THE TEST QUESTIONED APPEAR TO BE
RELATED TO THE JOB FOR WHICH THE PERSON IS BEING TESTED.
Degree to which a test seems to measure what it reports to measure.
Ace validity does not necessarily mean that a test is a valid measure
of a construct, but rather, the test looks like it is a valid measure.
Validity Generalization
Meta-analysis approach - If a test is valid for one, it will be valid for
others of the same or similar nature.
The test in use, measured three kinds of ability, cognitive,
perceptual and psychomotor. Industrial-organizational psychologists
have concluded that validity evidence can be generalized across a
wide range of positions. By generalizing the validity of tests across
many position types, companies of all sizes can be more confident
that the pre-employment tests they are using are valid for the
positions they are testing for within their organizations.
Establishing a Testing Program
• Identify jobs where testing might be helpful.
Investigate the nature of the jobs which testing is to be used as a
selection device. Once the job and worker analysis have been performed, the
proper tests to measure the behaviors and abilities necessary for success on
the job must be carefully chosen or develop.
• Define job and organizational requirements clearly,
completely, and accurately.
Employers should gather systematic information on what are the
knowledge, skills, abilities and other characteristics required for a given
position (or entrance to a training program), and which are the most
important to success.
• Determine whether testing is useful for evaluating
requirements.
Review the key job requirements and determine the best means of
assessing these. This is where professional help can be of great value since
psychologists know the pros and cons of different kinds of tests or different
purposes.
• Select or develop a test
Obtain the names of test publishers and products from professional
colleagues or employee testing professionals. Before purchasing a test, ask
for information regarding the reliability and validity of the test. The
involvement of a professional industrial-organizational psychologist would be
important to good test development.

Reliability refers to the consistency of test results.


Validity refers to whether the inferences made on the basis of a test score
are correct.
• Implement the test.
Make sure that the people who administer, score, and evaluate test
results are appropriately trained. Accurate record keeping of test scores and
decisions made about individuals is typically a legal requirement, and is a
necessity if one wishes to evaluate the effectiveness of the testing program.
Test results might be used to set up score ranges indicating likelihood of
individual success on the job. Once again, professional consultation can
ensure that test results are used in the most effective manner.

• Evaluate the testing program.


When possible, employers should attempt to gather information to
evaluate the effectiveness of the testing program
Types of Psychological tests: ADMINISTRATION
INDIVIDUAL AND GROUP TEST

Individual Tests: A test can be said individual test in the sense that they
can be administered to only one person at a time. Individual intelligence
tests are preferred by psychologist in clinics, hospitals and other settings
where clinical diagnosis are made, and where they serve not only as
measures of general intelligence but also as means of observing behavior in
a standard situation.
Advantages:
1. Examiner can pay more attention to the examinee.
2. Examiner can easily encourage the examinee and observe his
behavior during the test more closely.
3. Scores on individual tests are not as dependent on reading ability
as scores in group tests.
Disadvantages:
1. It is very time consuming
2. This type of tests requires a highly-trained examiner.
3. It costs more than the group test.
Group Test: Group test was developed to meet a pressing practical need.
Group test can be administered to a group of persons at a time.Group tests
were designed as mass testing instruments; they not only permit the
simultaneous examination of large groups but they also use simplified
instruction and administration procedures. There by requiring a minimum of
training on the part of examiner.
Advantages:
1. can be administered to very large numbers simultaneously
2. simplified examiner role
3. scoring typically more objective
4. large, representative samples often used leading to better established
norms
5. A highly verbal group test can have a higher validity co-efficient than an
individual test.
Disadvantages:
1. Scores on the group test are generally dependent on the reading ability.
2. Information obtained by the group test generally less accurate than the
individual tests
3. examiner has less opportunity to establish rapport, obtain cooperation, and
maintain interest
4. not readily detected if examinee tired, anxious, unwell
5. evidence that emotionally disturbed children do better on individual than
group tests
6. examinee’s responses more restricted
7. normally an individual is tested on all items in a group test and may
become boredom over easy items and frustrated or anxious over
difficult items
8. Individual tests typically provide for the examiner to choose items
based on the test takers prior responses – moving onto quite difficult
items or back to easier items. So individual tests offer more flexibility.
9. Advertisements
Computer-Assisted Testing
It is an individual testing situation in which the person taking
the test interacts with a computer. The approach is also called
tailored testing because the test is tailored or adapted to the
individual taking it.
Advantages:
1. Reduces the time needed to take a test
2. Testing can occur at any time a candidate applies for a job, not just when
a qualified test administrator is available.
3. Wide range of abilities can be measured in a short period of time.
4. Immediate feedback is available to the personnel department.
Disadvantages:
1. An expensive and sophisticated procedure that is appropriate only for
large organizations that regularly test great numbers of people.
SPEED AND POWER TESTS
• Speed test – has fixed time limit at which point everyone
taking the test must stop
• Power test – has no time limit, examinees are allowed as
much time as they need to finish the test
PAPER-AND-PENCIL AND PERFORMANCE TEST

• Paper-and-pencil tests – questions are in printed


form, answers are recorded on an answer sheet
• Performance tests – may take longer to administer
than paper-and-pencil tests
– may require an individual
testing operation
Objective and subjective scoring
• Objectivity – majority of the test used for industrial
selection purposes are ‘objective’
• Subjectivity – in test scoring, as in interviewing
– Allows personal prejudices and
attributes to enter into the testing situation
TYPES OF PSYCHOLOGICAL TEST:
BEHAVIOR MEASURED

• Psychological tests – most useful distinction for selection


purposes is in terms of the characteristics and behaviors
they are designed to measure
The basic types are tests of:
• Cognitive or mental ability
• Interest
• Aptitude
• Motor ability
• Personality
COGNITIVE ABILITY

• Several tests of Cognitive ability (better known as


‘intelligence tests’) – are used in industrial selection
• Group intelligence tests
– the kind used most often
– are Primarily a rough screening device
– short, take little time and can be
administered to large groups
Intelligence items – relate mostly educational materials
such as:
• Spelling
• Reading
• Mathematics
• Otis self-administering tests of mental ability
– one of the most frequently used selection tests
– proven to be useful for screening applicants for a
wide variety jobs
• Wonderlic personnel test
– shortened version of one of the otis series tests,
particularly popular in industrial selection
– takes only 12 minutes to complete, making it an
economical screening device
• Wechseler Adult Intelligence Scale Revised
(WAISR)
– Lenghtly
– Individually administered test that is not widely used
for selection processes
– Generally restricted to very hig-level management
personnel
INTERESTS
Interest inventories are of greater value in vocational guidance and
counselling than in industrial personnel selection.
Too widely used in interest inventories are the Strong Campbell Interest
Inventory (SCII) and the Kuder Occuopational Interest Survey

• The SCII group occupations in six areas : realistic, investigative, artistic, social,
enterprise, and conventional.
• Kuder Occuopational Interest Survey consists of a large number of items arranged
in groups of the, within each triad, examinees must indicate which activity they
most prefer and which they least prefer wherein, they are not allowed to skip any
group or to check more than one as the most preferred activity.
APTITUDES
Measure the skills required by that job. As part of the testing
for skill jobs the applicant’s keenes of vision and hearing will be tested.

• Clerical Aptitude are useful in the prediction of success for clerical


workers
• Minnesota Clerical Test is a group tests consisting of two parts,
number of comparison and name comparison
General Clerical Test is a group speed test published in two booklets:
A- clerical ,Numerical and B- Verbal

Booklet A Contains:
• checking,
• alphabetizing
• numerical
• error location
• arithmetic reasoning
Booklet B contains :
• Spelling
• Reading comprehension
• Vocabulary and grammar
• Test to measure mechanical aptitude focus on the abilities of
mechanical comprehension and spatial visualization
• Revised Minnesota Paper Form Board test is a measure of
spatial relations of visualization and the manipulation of
objects in space.

Another widely used test of mechanical aptitude, in both in


military and private industry is he Bennett Mechanical Comprehension
Test. This test employs pictures with questions about the mechanical
principles involved in them and provides norms for various levels of
training and background.
MOTOR ABILITY
The Macquarrie Test for Mechanical Ability is one of the few tests of motor
ability in paper-and-pencil form. The seven subsets include.

• Tracing – a line is drawn through very small openings in a number of


vertical lines.
• Tapping – dots are made on paper as quickly as possible.
• Dotting- dots are made in circles as quickly as possible.
• Copying- simple design are copied.
• Location- specific points must be located In a smaller size version of a
stimulus figure.
• Blocks- the number of blocks in a drawing must be determined.
• Pursuit- the visual tracing of assorted lines in a maze.
• The Purdue Pegboard is a performance test that stimulates conditions on
an assembly line and measure finger dexterity as well as larger
movements skills of fingers, hands, and arms.

• The O’Connor Finger Dexterity Test and O’Connor Tweezer Dexterity Test
measure how fast a person can insert pins into small holes, both by hand
and by the use of tweezer.

• The Minnesota Rate of Manipulation Test consists of two parts. The


examinee’s task in the first part is to place 60 cylindrical blocks in 60 wells
in a board. The second task is to turn all the blocks over. The score is the
amount of time taken to complete each task.
PERSONALITY
The most controversial type of the test, are still used for selection
purposes, despite evidence casting doubt on their predictive validity.
Two approaches to the measurement of personality are:
• self-report inventories – present examinees with a variety of items that
deal with specific situations, symptoms, or feelings, and they are ask to
indicate how well each item describes themselves or how much they are
agree with each item.
• Projective technique- to personality testing presents the individual with an
ambiguous stimulus such as an inkblot.
SELF-REPORT INVENTORIES
• The Guilford-Zimmerman Temperature Survey is one of the more
widely used paper-and-pencil personality inventories.

• The Minnesota Multiphasic Personality Inventory, probably the


best known and most influential of all the self-report inventories.
The clinical scales of personality traits include the following symptoms or
conditions:
• Hypochondriasis • Psychasthenia
• Depression hysteria • Schizophrenia
• Psychopathic Deviate • Hypomania
• Masculinity-Feminity • Social introversion
• Paranoia

Self-reports inventories are usually used for selection at the executive or


managerial level.
SEATWORK
JOKE!
Projective Techniques
Any personality test designed to yield information about someone's
personality on the basis of their unrestricted response to
ambiguous objects or situations.

• Best known projective technique is the Rorschach, popularly known as the


inkblot test. Another well know is the Thematic Apperception Test(TAT).
Rorschach or inkblot test is a psychological test in which subjects'
perceptions of inkblots are recorded and then analyzed
using psychological interpretation, complex algorithms, or both.

Thematic Apperception Test is used primarily in clinical


psychology and research but occasionally in the industrial situation.
Advantages of Psychological Testing
Psychological testing can provide valuable insights into peoples' behaviors and
mental abilities.

Primary Advantage – they can improve the selection process.


Psychological tests offer specific advantages over the other selection devices
• One advantage is their objectivity compared to interview or letters
of recommendations, tests are less susceptible to biased
interpretations on the part of the examiner.

• Psychological tests also offer advantage of providing a great amount


of information about an individual in a short period of time.
Limitations and Dangers of Psychological Testing(PT)

• Continued danger with PT is their uncritical use by gullible


personnel managers who lack the ability to discriminate
between good and poor tests.

• Frequently a personnel manager will choose a test just


because it is new, without making any attempt to investigate
research conducted on the test or the reliability and validity.
Unfair Rejection of Applicants
• Human Behavior is so complex that it is difficult, if not impossible to
predict success with complete accuracy then there will always be
unfair rejections but they can minimized when a competent person
uses competent tests.

• The more carefully researched the testing program the smaller is


the number of applicants rejected unfairly

• The pitfalls in administering such a program are magnified when it is


run by someone untrained in the proper use of psychological tests.
Faking Tests Responses
If the applicant does not answer honestly, any prediction of future
job performance is likely to be inaccurate.
With certain kind of tests, faking is not a problem. It is not
possible to improve score on an intelligence test or a test of mechanical
comprehension by deliberate faking.
The best we can do is to detect faking when it occurs and discard
the tests of those found to be deliberately honest.
Conformity
It leads to the hiring of the same type of person – not inclined to
rock the boat, unimaginative, interested in preserving the status quo.
Two points can be made against the argument that testing leads
to conformity. FIRST, some conformity may not be negative. The company
would be looking for those who conform to a norm, but it’s a norm of
dynamic, creative talent. SECOND, even if the company’s profile does
reward the person whose tests result show him or her to be
unimaginative and conventional, there is always the expectation that
creative people maybe hired any way.
Another weakness and danger of testing

Shoddy administrative procedures can nagate the years of sound


research devoted to developing the program. One untrained or careless
clerk can virtually destroy the effectiveness of the most expensive and
thorough selection system.
ATTITUDES TOWARDS PSYCHOLOGICAL TESTING PROGRAMS
Many people react with uneasiness, anxiety or even fear to test
taking, and this reaction may be mixed with suspicion and hostility. Labor
unions also view tests with suspicion. They seem to believe that testing
serves only the company, never the employee.
The American Psychological Association (APA) is justifiably
concerned about the ethical practices of all psychologists. Principles for
proper conduct agree that psychologists must protect the dignity, worth
and welfare of the individuals at all times.
The ethics code of the APA discusses proper safeguards for the
distribution and use of psychological tests.
1. Test Users. Those who administer and interpret tests should be aware of
the principles of psychological measurement and of the limitations of test
interpretations. They must avoid any discrimination and bias in their work.

2. Test Security. Actual questions from tests should never be reprinted in, any
public medium such as a newspaper or magazine.
3. Test Interpretation. Test scores should be given only to those qualified to
interpret them. However, the person being tested has the right to know his or
her score and what it means.

4. Test Publication. Test should not be released for use without adequate
background research to support the claims of the test. Fully informative and
current tests manual containing data on reliability, validity and norms should
be made available with all tests.
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