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39 Cards in this Set

  • Front
  • Back
literally, the measurement ("metric") of properties of the mind (from the Greek word "psyche"). The standard used to measure the quality of psychological assessments.
Psychometric
A standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores. Often contrasted with validity.
Reliability
A type of reliability that reveals the stability of test scores upon repeated applications of the test.
Test-retest reliability
A type of reliability that reveals the equivalence of test scores between two versions or forms of the test.
Equivalent-form reliability
A type of reliability that reveals the homogeneity of the items comprising a test.
Internal-consistency reliability
A type of reliability that reveals the degree of agreement among the assessments of two or more raters.
Inter-rater reliability
A standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores. Often contrasted with reliability.
Validity
The degree to which a test is an accurate and I faithful measure of the construct it purports to measure.
Construct validity
The degree to which a test forecasts or is statistically related to a criterion.
Criterion-related validity
A statistical index (often expressed as a correlation coefficient) that reveals the degree of association between two variables. Often used in the context of prediction,
Validity coefficient
The degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure.
Content validity
The appearance that items in a test are appropriate for the Intended use of the test , by the individuals who take the test.
Face validity
Method of assessment in ar which the responses to questions are recorded and interpreted but are not evaluated in terms of their correctness, as In a vocational interest Inventory.
Inventory
A type of test that has a precise time limit; a person's score on the test is the number of items attempted in the time period. Often contrasted with a power test.
Speed test
A type of test that usually does not have a precise time limit; a person's score on the test is the number of items answered correctly. Often contrasted with a speed test.
Power test .
A type of test that is administered to one individual test taker at a time. Often contrasted with a group test.
Individual test
A type of test that is administered to more than one test taker at a time. Often contrasted with an individual test.
Group test
A method of assessment in which the responses to questions are recorded on a piece of paper.
Paper-and-pencil test
A type of test that requires the test taker to exhibit physical skill in the manipulation of objects, as in a typing test.
Performance test
A condition pertaining to the asking of questions that are unrelated to the I assessment's intent or are inherently intrusive.
Invasion of privacy
A condition associated 1 with testing pertaining to which parties have ii access to test results.
Confidentiality
A classic set of reference , books in psychology that provide reviews and critiques of published tests in the public domain.
Mental Measurements Yearbooks (MMY)
The symbol for "general , mental ability," which has been found to be predictive of Success in most jobs.
g
A theory that defines personality in terms of five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. Also called the "Five Factor" theory of personality.
Big 5 personality theory
A type of personality test that appears to be measuring reasoning.
Conditional reasoning test
A type of test that purports to assess a candidate's honesty or character.
Integrity test
A type of test that describes a problem to the test taker and requires the test taker to rate various possible solutions in terms of their feasibility or applicability.
Situational judgment test
A form of assessment using a computer in which the questions have been precalibrated in terms of difficulty, and the examinee's response . (i.e., right or wrong) to one question determines the selection of the next question.
Computerized adaptive testing (CAT)
A format for the job interview in which the questions are different across all candidates. Often contrasted with the structured interview.
Unstructured interview
A format for the job interview in which the questions are consistent If across all candidates. Often Contrasted with the unstructured interview.
Structured interview
A type of job interview in which candidates are presented with a problem and asked how they would respond to it.
Situational interview
A technique for assessing t job candidates in a specific location using a series of structured, group-oriented exercises that are evaluated by raters.
Assessment center
A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job.
Work samples
A method of assessment i in which examinees . are presented with a problem and asked how 1 they would respond to it.
Situational exercise
A method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is considered. .
Biographical information
A method of assessment typically based on an analysis of urine that is I used to detect illicit drug use by the candidate.
Drug testing
An instrument that assesses responses of an individual's central nervous system (heart rate, breathing, perspiration, etc.) that supposedly indicate giving false responses to questions.
Polygraph
A method of assessment in which characteristics of a person's handwriting are evaluated and interpreted,
Graphology
A construct that reflects a person's capacity to manage emotional responses in social situations.
Emotional intelligence