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106 Cards in this Set
- Front
- Back
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What are the three types of Educational tests?
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1. Achievement
2. Aptitude 3. Diagnostic |
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Achievement tests are designed to measure what?
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accomplishments
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The degree of learning that has taken place as a results of exposure to a relatively defined learning experience is known as what?
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accomplishment
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Achievement tests may be used for what other purposes other than measuring the students knowledge?
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1. decisions about student placement
2. gauging the quality of instruction 3. screen for difficulties |
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A sound achievement test is one that adequately samples the targeted subject matter and reliably gauges the extent to which the examinees have what?
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learnt it
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What are three examples of achievement tests?
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1. Survey battery tests
2. Diagnostic tests 3. Readiness tests |
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What type of achievement tests are often used to measure student progress?
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survey battery tests
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A diagnostic achievement test is designed to do what?
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screen for learning difficulties
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A test that measure a child readiness to move ahead in school is known as?
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A readiness test
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Achievement tests can measure of ______ achievement or achievement in ______ _______ _______.
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general
specific subject areas |
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TEsts that cover a number of academic areas are typically divided into several subtests and are referred to as what?
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achievement batteries
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Are achievement batteries designed to measure general or specific achievement?
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general achievement
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In what two way can achievement tests be administered?
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Individually or in group format
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Measures of general achievement tend to be ________ so to allow comparisons.
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standardised
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Measures of achievement in specific subject areas are often what?
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teacher-made tests
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What is the advantage and disadvantage of teacher-made tests?
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advantage - tailored specifically to the training program
disadvantage - not standardised |
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Diagnostic tests are differentiated in terms of the use of test data. What are the two uses?
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evaluative and diagnostic
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What are evaluative tests and diagnostic tests used for?
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Evaluative to make judgments
Diagnostic to pinpoint student difficulties. |
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What is the primary difference between achievement tests and aptitude tests?
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aptitude test - informal learning or life experiences
achievement - learning occurred from structured input. |
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Aptitude tests are designed to measure what a person is _______ of doing.
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capable
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Aptitude tests are also known as what?
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prognostic tests
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Aptitude tests measure the ________ for learning based on an individuals life experience.
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potential
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What are the four examples of aptitude tests?
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1. intelligence tests
2. cognitive ability tests 3. special aptitude test 4. multiple aptitude test |
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Explain intelligence, cognitive ability, special aptitude and multiple aptitude tests?
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1. Intelligence - measure IQ
2. Cognitive ability - measure what has been learned 3. Special Aptitude - one specific ability 4. Multiple aptitude - many aspects of ability |
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Aptitude tests are often used to predict whether a student will do what?
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well in secondary, university or graduate level study.
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Aptitude tests tend to draw on broader fund of information and abilities and may be used to do what?
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predict a wider variety of variables
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Explain the difference in the predictive value of achievement vs aptitude tests using the examples of the student learning french?
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Achievement in the introductory french course may predict future mastery of french but is not generalisable
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Both achievement and aptitude tests are tests of what?
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ability
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The label achievement or aptitude for a test may depend not simply on the types of items contained in the test but also on the what?
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intended use of test
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Dynamic assessment encompasses an approach to exploring learning potential that is based on a what?
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test-intervention-retest model
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Psychoeducational tests batteries combine aspects of which two types of tests?
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achievement and aptitude
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What are the two uses of test data from psychoeducational tests?
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1. normative comparison and
2. evaluate strengths and weaknesses |
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What does KABC-II stand for?
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Kaufman Assessment Battery for Children Second Edition
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What does K-ABC stand for?
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Kaufman Assessment Battery for Children
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What is the difference between K-ABC and KABC-II in terms of their theoretical underpinnings?
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K-ABC based on Luria Information processing theory of sequential and simultaneously style of learning
KABC-II expanded to include the CHC theory |
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What is the age range for the KABC-II?
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ages 3 to 18 years.
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When interpreting the results on the KABC-II which model would you choose when interpreting results of a child from a cultural or linguistic minority? Why?
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Lurias sequential versus simultaneous, because CHC is verbally embedded and tests crytalised ability
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What does WJ III stand for?
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Woodcock-Johnson III
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The WJ III is a psychoeducational test package consisting of which co-normed batteries? Which theory is the WJ III based on?
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Tests of achievement and tests of ability.
Based on CHC theory of cognitive abilities |
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The WJ III yields what type of score?
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general mental ability or g score
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The WJ III may be used to diagnose what?
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specific learning disabilities
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The evaluation of performance tasks according to criteria developed by experts from the domain of study tapped by these tasks is known as a what?
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Performance Assessment
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A work sample designed to elicit representative knowledge, skills, and values from a particular domain of study is known as?
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Performance Task
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A portfolio assessment refers to the evaluation of one's what?
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work sample
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The name given to the trend towards more performance-based assessment is what?
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authentic assessment
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What type of effort is required in creating a portfolio and what problem might this pose?
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creativity, creativity is not being assessed therefor portfolio is biased toward creative individuals
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What is an example of a peer appraisal method of performance evaluation and what is one potential issue?
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360 degree evaluation
under or over assessing based on perception of how you may be rated |
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The science of people at work is called?
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Organisational Psychology
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Organisational Psychologists specialise is analysing organisations and their people, and devising strategies to do what?
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recruit, motivate, develop, change and inspire people
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Organisational psychologists focus on neurologically ______ people and often with groups.
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normal
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What are the three types of measures in career choice and career interests?
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1. Measures of Interest
2. Measures of Aptitudes 3. Measures of Personality |
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What is the underlying assumptions of the measures of interest?
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goodness of fit - goodness of fit between individuals KSA's and the job requirements will result in greater enjoyment of job
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What are two of the main measures of interest used in occupational psychology?
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strong interest inventory and the self-directed search
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The Strong Interest Inventory measures the tries to ascertain what a persons interests, attitudes and characteristics and then do what with the information?
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match it to the interests, attitudes and characteristics of people who do well in particular jobs.
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The Self-directed Search attempts to determine the ______ _____ and match it to various work environments.
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personality types
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In occupational psychological special aptitude tests measures specific aspects of ability and are used to determine the likelihood of what?
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success in a specific vocation
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In occupational psychology multiple aptitude tests measures measures many aspects of ability and are used to determine the likelihood of what?
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success in many vocations
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The General Aptitude Test Battery is used by Occupational Psychologists to identify what?
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aptitudes for a variety of occupations
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How many aptitudes are assessed in the General Aptitude Test Battery?
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9
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The most commonly used personality tests in Occupational Psychology are which two tests?
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Myers-Briggs Type Indicator and the NEO PI-R
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Which of the "Big 5" is the best predictor of job performance?
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conscientiousness
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The Myers-Briggs assess which 4 domains of personality?
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1. Extraversion/Introversion
2. Sensing/Intuition 3. Thinking/Feeling 4. Judging/Perceiving |
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The three original domains of personality measured in the NEO were Neuroticism, Extraversion and Openness. Which two were added in a later revision of the test?
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conscientiousness and agreeableness
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Which personality test is used extensively in research, clinical and and vocational assessments?
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NEO PI-R
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Which personality test measures the 'Big 5"?
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NEO PI-R
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What are the "Big 5" personality domains?
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1. Neuroticism
2. Extraversion 3. Openness 4. Agreeableness 5. Conscientiousness |
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Neuroticism refers to a persons what?
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adjustment and emotional stability
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Extraversion refers to a persons what?
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sociability and assertiveness
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Which of the "Big 5" refers to a persons openness to experience, active imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety, intellectual curiosity and independence of judgement?
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openness
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Agreeableness refers to a persons what?
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Altruism, sympathy towards others, and beliefs that others are similarly inclined.
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Conscientiousness refers to a persons what?
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planning, organising, and following through
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What are four criticisms of the NEO PI-R?
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1. problems with construct validity
2. unconvincing evidence of five factors 3. relies on self report 4. reliability does not compensate for questionable validity |
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Integrity tests are designed to predict what about employees?
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their propensity to engage in dishonest behaviour
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Screening refers to the relatively superficial process based on certain what?
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minimum standards, criteria or requirements
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Selection refers to the process whereby each person evaluated for a position will be either _____ or _______ for that position.
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accepted or rejected
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What are 5 decision making tools used in selection?
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1. Interviews
2. Cognitive ability tests 3. Portfolio assessment 4. Performance tests 5. Physical tests |
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Classification is what?
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rating, classifying and pidgeon-holing with respect to two or more criteria
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Classification does not imply what?
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acceptance or rejection
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The transfer or assignment to a group or category that may be made on the basis of one criterion is known as what?
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placement
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Name at least 4 tools used in making decisions regarding screening, selection, classification and placement?
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1. Resume and letter of application
2. The application form 3. Letter of recommendation 4. Interviews 5. Portfolio assessment 6. Performance Tests 7. Physical tests |
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Interviews can be _____ or ______.
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structured or unstructured
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What are four factors that can influence the outcome of an interview?
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1. backgrounds
2. attitudes 3. motivations 4. perceptions 5. expectations 6. knowledge about job 7. behaviour during interview |
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What is the best single predictor of job performance?
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GMA - General Mental Ability ("g")
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According to Schmidt & Hunter the best combination of predictors are GMA plus what other 3 measures?
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1. work sample test/performance test, or
2. integrity test, or 3. structured interview |
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A portfolio assessment entails an evaluation of what?
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an individuals work sample
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A portfolio assessment allows an assessor the opportunity to do what three things?
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1. evaluate many work samples
2. gain insight into the work-related thought processes and habits through analysis of materials from rough draft to finished form, and 3. question the assessee further regarding aspects of thought and actions |
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What are three examples of performance based tests used in occupational psychology?
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1. leaderless group technique
2. in-basket technique 3. assessment centre |
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A performance test in occupational psychology requires the assessee to demonstrate KSA's under what?
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a specific set of circumstances
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What does KSA stand for?
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Knowledge, Skills and Attributes
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The leaderless group technique is used to assess what ability?
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business leadership
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What specific aspects of business leadership are commonly assessed using the leaderless group technique?
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communication skills, problem-solving ability, and the ability to cope with stress
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The in-basket technique is used to assess what three areas?
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managerial ability, organisational skills, and leadership potential
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What does the in-basket technique simulate?
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The way a manager deals with an in basket filled with mail, memos, announcements and various other notices and directives
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An organisationally standardised procedure for evaluation involving multiple assessment techniques such as paper and pencil tests and situational performances is known as a what?
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assessment centre
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Productivity is defined as what?
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the output or yield relative to work effort made
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Measures of productivity help to define what?
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where a business or organisation is but also what it needs to do to get where it wants
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Forced distribution technique, absenteeism, 360 degree assessments and critical incidents are all measures of what?
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productivity
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Motivation is often delineated into what two types?
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intrinsic and extrinsic
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Maslows needs hierarchy and Vrooms expectancy theory are classic theories of what?
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motivation
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The psychological syndrome of emotional exhaustion, depersonalisation, and reduced personal accomplishments that can occur among individuals who work with other people in some capacity is known as what?
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burnout
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What is a widely used measure of burnout?
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Maslach Burnout Inventory (MBI)
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A presumably learned disposition to react in some characteristic manner to a particular stimulus is known as what?
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Attitude
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Job Satisfaction is the what?
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positive emotional state resulting form the appraisal of one's job
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The strength of an individuals identification with and commitment to a particular organisation is known as what?
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organisational commitment
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The totality of socially transmitted behaviour patterns of a particular organisation is known as what?
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organisational culture
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Organisational culture can include what types of examples?
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1. the structure and roles
2. leadership style 3. prevailing values, norms, sanctions, and support mechanisms 4. past traditions and folklore 5. methods of enculturation 6. characteristic ways of interacting with people and institutions outside of culture |
