Personality Testing ASSESSING PERSONALITY. Psychological tests assess a person ’ s abilities, aptitudes, interests or personality based on a systematically.

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  • Slide 1
  • Personality Testing ASSESSING PERSONALITY
  • Slide 2
  • Psychological tests assess a person s abilities, aptitudes, interests or personality based on a systematically obtained sample of behavior. 2 Basic Goals 1.Accurately & consistently reflect a person s characteristics on some dimension. 2.Predicts a person s future psychological functioning or behavior. PSYCHOLOGICAL TESTING
  • Slide 3
  • Aspects of personality can be assessed by: Observational methods Interviews Personality tests. Personality tests are more standardized and economical than either observations or interviews. A test must be reliable and valid. ASSESSING PERSONALITY
  • Slide 4
  • Projective Techniques Interpretation of an ambiguous to trigger projection of ones 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 inkblots Developed in 1921. Personality test that seeks to identify peoples 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 individuals response Scoring is highly subjective Tests fail to produce consistent results (reliability problem) Tests are poor predictors of future behavior (validity problem) DRAWBACKS TO PROJECTIVE TESTS
  • Slide 11
  • Assessing Personalit y PERSONALITY INVENTORIES
  • Slide 12
  • Questionnaires on which people respond to items designed to gauge a wide range of feelings and behaviors Used to assess selected personality traits Often true-false, agree-disagree, etc. types of questions Persons responses to standardized questions are compared to established norms. PERSONALITY INVENTORIES
  • Slide 13
  • 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
  • Slide 14
  • 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
  • Slide 15
  • TESTING FOR TRAITS: OBJECTIVE TESTS
  • Slide 16
  • 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
  • Slide 17
  • The Neuroticism Extraversion Openness Personality Inventory, Revised (NEO-PI-R) is given to measure personality variables in normal populations. ASSESSING PERSONALITY-OBJECTIVE TESTS
  • Slide 18
  • Minnesota Multiphasic Personality Inventory (MMPI) Originally designed to assess abnormal behavior Most clinically-used personality test 500 total questions MMPI
  • Slide 19
  • MMPI SCORING PROFILE
  • Slide 20
  • Revised and updated version of the MMPI Assesses test takers on 10 clinical scales and 15 content scales Sometimes the MMPI-2 is not used as it was intended. MMPI-2
  • Slide 21
  • 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
  • Slide 22
  • How can these aid in employee selection? PERSONALITY TESTS AND CAREERS
  • Slide 23
  • 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
  • Slide 24
  • Standardizedeach person receives same instructions and responds to the same questions Use 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
  • Slide 25
  • 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

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