psy 239 401 chapter 5 slides

© 2013 W. W. Norton & Company, Inc.

The Personality PuzzleSixth Edition

by David C. Funder

Chapter 5: Personality Assessment I: Personality

Testing and its Consequences

Slides created byTera D. LetzringIdaho State University 1

Objectives

• Discuss the nature of personality assessment• Discuss whether personality tests provide S or

B data• Discuss projective and objective tests• Discuss the methods of objective test

construction• Discuss the purposes and potential problems

of personality testing

2© 2013 W. W. Norton & Company, Inc.

The Nature of Personality Assessment

• More than just measuring traits• Personality definition

– Also measure motives, intentions, goals, strategies, and how people perceive and construct the world



• Not restricted to psychologists– How did you decide whom to have as a

roommate? – How did you decide which free-time activities to

do?– More important than those made by psychologists



• Most important to know: degree to which the judgment or test is right or wrong– Professional judgments or tests: validity– Amateur judgments: accuracy

• Two basic criteria– Agreement– Prediction


Personality Tests• Used by psychologists, corporations, and the

military• Omnibus inventories vs. one trait measures• Most tests provide S data. • Some tests provide B data.

– Minnesota Multiphasic Personality Inventory (MMPI)

– Implicit Association Test (IAT)– Intelligence– Also known as performance-based instruments


IAT

Me

7

Others

Them


IAT

Shy

8

Not shy

Inhibited


IAT

Me orShy

9

Others orNot shy

Candid


IAT

Me orNot shy

10

Others orShy

Outgoing


IAT

• Theory: People who implicitly, or nonconsciously, know they have a certain trait will respond faster when the trait is paired with “me.”


Personality Tests: Projective Tests

• Definition• Answers are thought to reveal inner

psychological states, motivations, needs, feelings, experiences, or thought processes

• B data• Rorschach Test, Draw-A-Person test, Thematic

Apperception Test (TAT)• Used by clinical psychologists



• Disadvantages– Validity evidence is scarce.– Expensive and time-consuming– A psychologist cannot be sure about what they

mean.– Other less expensive tests work as well or better.



• Advantages– Good for breaking the ice– Some skilled clinicians may be able to use them to

get information not captured in other types of tests.


Personality Tests: Evaluating the Rorschach and the TAT

• Some evidence of validity• Rorschach

– Exner’s Comprehensive System or Klopfer’s system– Valid for predicting certain outcomes– Used by 82% of clinical psychologists– Little evidence of incremental validity

• TAT– Highly reliable scoring for new form


Personality Tests: Evaluating the Rorschach and the TAT

• People score differently on projective and objective measures.

• Projective and objective measures predict different outcomes.


Personality Tests: Objective Tests

• Definition• Validity and the subjectivity of test items

– Items are still not absolutely objective.

• Why so many items?– The principle of aggregation– Spearman-Brown formula


Methods of Objective Test Construction: Rational

• Definition• Based on a theory or sometimes less

systematic• Provides S data


Methods of Objective Test Construction: Rational

• Four conditions for validity– Items mean the same thing to the test taker

and creator.– Capability for accurate self-assessment– Willingness to make an accurate and

undistorted report– Items must be valid indicators of the

construct.


Methods of Objective Test Construction: Factor Analytic

• Definition• Steps for using this method

– Generate a long list of objective items.– Administer these items to a large number of

people.– Analyze with a factor analysis.– Consider what the items that group together have

in common and name the factor.



What do these items have in common?

1. In most ways my life is close to my ideal.2. The conditions of my life are excellent.3. I am satisfied with my life.4. So far I have gotten the important things I

want in my life.5. If I could live my life over, I would change

almost nothing.



• Limitations– The quality of information from the factor analysis

is limited by the quality of items.– Difficulty and subjectivity of deciding how items

are conceptually related– Factors don’t always make sense.

• Uses– Reduce list of traits to an essential few– Refine personality tests


Methods of Objective Test Construction: Empirical

• Definition• Steps for using this method

– Gather lots of items.– Administer items to people already divided into

groups.– Compare the answers of the different groups.– Cross-validation

• Not based on theory; ignores item content



– Minnesota Multiphasic Personality Inventory (MMPI)

– Strong Vocational Interest Blank (SVIB)



• Implications of ignoring item content/low face validity– Items can seem contrary or absurd.– Responses are difficult to fake.– Tests are only as good as the criteria by which they

are developed and/or cross-validated.– Can cause problems with public relations or the

law• Content validity


Methods of Objective Test Construction

• A combination of methods– Generate items with rational method, analyze

responses with factor analysis, correlate factors with independent criteria

– Jackson’s Personality Research Form (PRF)


Purposes of Personality Testing

• It’s important to know how the test will be used.

• Learning about people (researchers)• Helping people (schools, career counselors,

clinicians)• Assessment for selection or retention

(employers, Central Intelligence Agency)


Purposes of Personality Testing: Potential Problems

• Interest tests– Fields may not evolve.– Increases difficulty of women and minorities

joining nontraditional fields

• Integrity tests: different for honest vs. dishonest people


Purposes of Personality Testing: Potential Problems

• Personality tests– Tests are unfair mechanisms for controlling

people.– Traits do not matter until and unless they are

tested and are social constructions.– Being described by a set of scores is undignified

and humiliating.


Purposes of Personality Testing: Responses to Potential Problems

• Criticisms are overstated.• Traits are not invented or constructed.• It is naïve to view personality testing for hiring

purposes as undignified or unethical.– A good way to assess whether a person will be a

successful employee


Think About Personality Testing

• Would you prefer that a decision about whether you should be hired for a job be based on a personality test score or the employer’s subjective judgment of you? Why?

• What are some unethical uses of personality testing?


Clicker Question #1

Personality tests are useda)only for research purposes.b)only in clinical settings.c)only rarely.d)frequently and by researchers, clinicians, and corporations.


Clicker Question #2

If a person is asked to respond to a picture that could be described in many different ways, thena)S data are being collected.b)a projective test is being used.c)the respondents are likely to be aware of what they are revealing about themselves.d)the test is probably being given by a research psychologist.


Clicker Question #3If what is being measured can be determined by looking at the content of the questions, thena)the test is a projective test.b)the rational method of test construction has been used.c)factor analysis cannot be used to group items together.d)the items that will be used for the test are the ones on which people from different groups responded to in different ways. 36


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