assessing personality
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Assessing Personality. Personality Testing. Psychological Testing. Psychological tests assess a person ’ s abilities, aptitudes, interests or personality based on a systematically obtained sample of behavior. 2 Basic Goals - PowerPoint PPT PresentationTRANSCRIPT
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Personality Testing
Assessing Personality
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Psychological tests assess a person’s abilities, aptitudes, interests or personality based on a systematically obtained sample of behavior.
2 Basic Goals1.Accurately & consistently reflect a person’s characteristics on some dimension.2.Predicts a person’s future psychological functioning or behavior.
Psychological Testing
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Aspects of personality can be assessed by:Observational methods InterviewsPersonality tests.
Personality tests are more standardized and economical than either observations or interviews.
A test must be reliable and valid.
Assessing personality
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Projective Techniques
Interpretation of an ambiguous to trigger projection of one’s inner thoughts and feelings
Used to determine unconscious motives, conflicts, and psychological defenses & traits
Personality Assessment
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Presentation and interpretation of a series of black and white and colored inkblotsDeveloped in 1921.
Personality test that seeks to identify people’s inner feelings by analyzing their interpretations of 10 inkblots
Numerous scoring systems exist
Rorschach Inkblot Test
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Series of pictures depicting ambiguous scenes
Subject is asked to create a story about the scene
Answers are scored based on themes, motives, and anxieties of main character
Thematic Apperception Test
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Examiner or test situation may influence individual’s response
Scoring is highly subjectiveTests fail to produce consistent results
(reliability problem)Tests are poor predictors of future behavior
(validity problem)
Drawbacks to Projective Tests
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Assessing Personalitypersonality inventories
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Questionnaires on which people respond to items designed to gauge a wide range of feelings and behaviorsUsed to assess selected personality traitsOften true-false, agree-disagree, etc. types of questions
Person’s responses to standardized questions are compared to established norms.
Personality Inventories
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The extent to which a test measures or predicts what it is suppose to test
Personality inventories offer greater validity than do projective tests (e.g. Rorschach; used by proponents of the humanistic perspective).
Validity
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The extent to which a test yields consistent results, regardless of who gives the test or when or where it is given
Personality inventories are more reliable than projective tests.
Reliability
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Testing for Traits:Objective Tests
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The typical objective test is a paper-and-pencil form containing clear, specific questions, statements, or concepts to which a person is asked to give yes-no, true-false, or multiple-choice answers. Scores can be compared mathematically.
Assessing personality-Objective Tests
Advantages: Unlike projective tests, which rely on interpretation, objective tests can be easily scored, very cheap, and can be quickly
administered
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The Neuroticism Extraversion Openness Personality Inventory, Revised (NEO-PI-R) is given to measure personality variables in normal populations.
Assessing personality-Objective Tests
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Minnesota Multiphasic Personality Inventory (MMPI)
Originally designed to assess abnormal behavior
Most clinically-used personality test500 total questions
MMPI
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MMPI Scoring Profile
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Revised and updated version of the MMPIAssesses test takers on 10 clinical scales and 15 content scales
Sometimes the MMPI-2 is not used as it was intended.
MMPI-2
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California Personality Inventory (CPI) – assesses personality characteristics in normal populations.
Sixteen Personality Factor Questionnaire (16 PF) – Cattell’s test that creates a personality profile on 16 trait dimensions.
Other Self-Report Inventories
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How can these aid in employee selection?
Personality tests and careers
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Personality tests do seem to be useful in screening prospective employees;
However, the tests can lead to incorrect predictions. Some employees believe that utilizing personality tests in the selection process is a violation of their privacy.
Personality Tests and Employee Selection
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Standardized—each person receives same instructions and responds to the same questionsUse of established norms: results are compared to previously established norms and are not subjectively evaluated
Greater reliability and validity than projective tests.
Strengths of Self-Reports
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Evidence that people can “fake” responses to look better (or worse)
Some people are prone to responding in a set way, whether the item accurately reflects them or not.
Tests contain hundreds of items and become tedious
People may not be good judges of their own behavior
Weaknesses of Self-Reports