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Transcript of Introduction to psychological testing. Content What is psychological testing? General Mental...
![Page 1: Introduction to psychological testing. Content What is psychological testing? General Mental Ability, GMA Why use psychological testing? Important concepts.](https://reader036.fdocuments.us/reader036/viewer/2022062320/56649d925503460f94a7813a/html5/thumbnails/1.jpg)
Introduction to psychological testing
![Page 2: Introduction to psychological testing. Content What is psychological testing? General Mental Ability, GMA Why use psychological testing? Important concepts.](https://reader036.fdocuments.us/reader036/viewer/2022062320/56649d925503460f94a7813a/html5/thumbnails/2.jpg)
Content
• What is psychological testing?• General Mental Ability, GMA
• Why use psychological testing?
• Important concepts and terms
• Considerations
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Objectives
• Explain the basic concepts in psychometrics
• Describe the role for psychological testing in selection
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Different types of psychological tests
• General mental ability
• Personality
• Interests
• Motivation
• Attitudes and values
Mark with a cross the part or parts which together with the figure on the left make up a square.
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General Mental Ability (GMA)
• General cognitive capacity
• Refers to fundamental characteristics • ability to address and find solutions
to problems and demands
• A stable characteristic over time
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The history of GMA research
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The g factor
• Cognitive ability, g factor
• Best captured by tasks that challenge the ability to • see relations• fill in gaps• find connections
1Draw a line below the two numbers that add up to 13.
4 8 5 6 3
2If 3 times 15 equals 36, write 45 in the square. Otherwise, draw a line below 36.
36 45 no yes
Mark with a cross the part or parts which together with the figure on the left make up a square.
Response alternatives
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Definitions of GMA
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
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Why use psychological testing?
• Different individuals have different characteristics
• Characteristics affect performance
• Differences are measurable
• Performance can be predicted
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Selection decisions
• Who to hire
• Who to promote
• Best used for making decisions about:
• Unknown candidates• Candidates in unknown or new
roles
• Measures potential
• Important factor for predicting performance
• Other factors:• corporate culture • team composition• coaching and training
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Selection methods
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
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What does research tell us?
.65
.63
.51
.41
.18
.10
.02
From Schmidt, F. & Hunter, J. (1998) The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications for 85 Years of Research Findings, Psychological Bulletin, 124:2, 262-274
Correlation between assessment method and job performance
GMA test + personality inventory
GMA test + structured interview
GMA test
Personality inventory
Years of Professional Experience
Years of Education
Graphology
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Important concepts and terms
Validity
Psychometrics
Reliability
Norms
Normal distribution
Standard Error of Measurement
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Important concepts and terms
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
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Psychometrics
The field of study concerned with the theory and technique of psychological measurement.
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Low reliability
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High reliability
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High reliability and validity
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Normal distribution
68 %16 % 16 %
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Norms
Your result
21
All employees
18Managers
23Good or bad?
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Standard error of measurement (SEM)
C-scale
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Considerations
Recruitment need
AdvertisingApplication processing
InterviewReference
checkEmploymen
t
Front endsolution
Back end solution
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The test environment
• Make sure that the candidate can work undisturbed
• Inform the candidate prior to testing
• Take computer skills and reading compre-hension into account
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Validity
• No testing methods have a 100% predictive validity
High performer
Low performer
Low test resultsHigh test results
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Validity
PROPERTIES
On passing, 'Finish' button: Goes to Next SlideOn failing, 'Finish' button: Goes to Next SlideAllow user to leave quiz: At any timeUser may view slides after quiz: At any timeUser may attempt quiz: Unlimited times
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Positive or negative selection?
Low GMA High GMA
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Front end or back end?
Recruitment need
AdvertisingApplication processing
InterviewReference
checkEmploymen
t
You test a lot of candidates:
front end solution
Example of staffing process
You test a few candidates: back end solution
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Front end Process:1. Check basic requirements2. Psychological test3. Interview and reference check
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Back end Process:1. Check basic requirements2. Short phone interview3. Interview and reference check4. Psychological test
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Summary
• Basic argument:• Different individuals have different
characteristics• Characteristics affect performance• Differences are measurable• Performance can be predicted
• GMA tests helps predicting performance
• Reliability = stability of test results
• Validity = evidence for the utility of the method, e.g. correlation between test and job performance
• SEM = standard error of measurement
• Can be used for both positive and negative selection
• Can be used as front end or back end solution
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