Psychological Testing

Front 1

standardization

Back 1

the consistency of the conditions and procedures for adminstering a psychological test.

Front 2

objective tests

Back 2

tests for which the scoring process is free of personal judgment or bias.

Front 3

test norms

Back 3

the distribution of test scores of a large group of people similar in nature to the job applicants being tested.

Front 4

standardization sample

Back 4

the group of subjects used to establish test norms.
The scores of the standardization sample serve as the point of comparison for determining the relative standing of the people being tested.

Front 5

reliability

Back 5

the consistency or stability of a response on a psychological test.

Front 6

test-retest method

Back 6

a way to determine test reliability that involves administering of subjects and correlating the two sets of scores.

Front 7

equivalent-forms method

Back 7

a way to determine test reliability that involves administering similar terms of a new test to the same group of subjects and correlating the two sets of scores.

Front 8

split-halves method

Back 8

a way to determine test reliability that involves administering a new test to a group of subjects, dividing in half the total number of items, and correlating the two sets of scores.

Front 9

validity

Back 9

the determination of whether a psychological test or other selection device measures what it is intended to measure.

Front 10

criterion-related validity

Back 10

a type of validity concerned with the relationship between test scores and subsequent job performance.

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predictive validity

Back 11

an approach to establishing criterion-related validity in which a new test is administered to all job applicants and all applicants are hired.

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concurrent validity

Back 12

a way to establish criterion-related validity that involves administering a test to employees on the job and correlating their scores with job performance data.

Front 13

rational validity

Back 13

nature, properties, and content of a test, independent of its relationship to job performance measures.

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content validity

Back 14

assesses test items to ensure that they adequately sample the skills the test is designed to measure.

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construct validity

Back 15

attempts to determine the psychological characteristics measured by a test.

Front 16

face validity

Back 16

a subjective impression of how well test items seem to be related to the requirements of a job.

Front 17

validity generalization

Back 17

the idea that tests valid in one situation may also be valid in another situation.

Front 18

race norming

Back 18

a controversial practice, now outlawed of boosting test scores for minority job applicants to equalize hiring rates.

Front 19

banding

Back 19

a controversial practice of grouping test scores for minority job applicants to equalize hiring rates.

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Types of psychological tests

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1. Individual and Group Tests
2. Computerized Adaptive Tests
3. Speed and Power Tests

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group tests

Back 21

be administered to a large number of people at the same time.

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individual tests

Back 22

administered to one person at a time.

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computerized adaptive tests

Back 23

a means of administering psychological tests in which an applicant response to an item determine the level of difficulty of succeeding items.

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speed tests

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tests that have a fixed time limit at which point everyone taking the test must stop.

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power tests

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have no time limit. applicants are allowed as much time as they need to complete the test.

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interest tests

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to assess a person's interests and preferences. these tests are used primarily for career counseling.

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aptitude tests

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measure to specific abilities such as mechanical or clerical skills

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personality tests

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assess personal traits and feelings.

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self-report personality inventories

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include questions dealing with situations, symptoms, and feelings.

test-takers are asked to indicate how well each item describes themselves or how much they agree with each item.

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proactivity

Back 30

a tendency to take action to try to influence or change one's environment.

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integrity tests

Back 31

to predict and detect employee dishonesty.

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two intensity tests

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overt integrity tests
personality-oriented integrity

Front 33

situational judgment tests

Back 33

high predictive validities for a wide range of jobs.