6. Psychological Testing


Psychological Testing

Each arena of human working, practices certain dimensions and methods which has a unique set of valuation methods to identify depth and scope of the elements (Cohen, 2017). A psychological test is a methodical process for finding models of performance, applicable to intellectual or emotional operative, and for grading and appraising individual models conferring to values (Cohen, 2017). An identification of the core relations in this abbreviation is vibrant to a sympathetic of all forthcoming conversation of assessments. Though it is vital to recollect that in core, psychological examinations are merely behavior models. Rest is grounded on implications. Psychological tests are frequently defined as consistent for two motives, both of which discourse the requirement for impartiality in the testing procedure (Urbinia, 2004). Primarily has to do with standardization of technique in all imperative features of the direction, marking, and clarification of tests (Hummel, 1999). Logically, the period and place when a test is directed, as well as the settings under which it is managed and the assessor who controls it, impacts test marks. Though, the determination of regulating test measures is to brand all the units that are under the controller of the assessor as uniform as conceivable, so that everybody who takes the test will be enchanting it in a similar method (Urbinia, 2004).

Secondary denotation of calibration anxieties the use of values for assessing test outcomes. These values are more frequently custom resulting from a cluster of personalities (Swerdlik, 2017). Well recognized as the prescriptive or adjustment model in the procedure of emerging the examination (Hummel, 1999). The shared presentation of the adjustment collection or sets, together in relations of averages and changeability, is arranged and develops the normal in contradiction of the presentation of added personalities who take the examination afterward it is identical will be evaluated (Swerdlik, 2017).

Psychological tests as tools

The utmost straightforward element regards to psychological examinations is that they are gears. This denotes that they are permanently a mode to a culmination and never an end in themselves. Similar to supplementary gears, psychological examinations can be exceptionally accommodating even unique when used correctly and competently (Zeidner,1998). Though, assessments can also be distorted in conducts that may stick or prevent their practicality and, at periods, even outcome in damaging significances. A decent method to exemplify the resemblances among examinations and additional, easy, gears is the equivalence amid an examination and hammer (Eabon, 2013).

Both are gears for different determinations, though it can be used in a diversified method. A hammer is created essentially for drubbing pins into numerous exteriors. When used correctly, competently, and for its proposed cause a hammer can aid to shape a home, accumulate a portion of equipment, hang pictures in a gallery, and do numerous other things. Psychological tests are gears intended to support in joining implications about personalities or clusters. When examinations are used suitably and competently, they can be important mechanisms in the exercise and discipline of psychology (American Psychological Association, 2021).

Testing standards

Since the exclusive position of assessments to all the specialists who use them and to the wide-ranging community, subsequently from the mid-1950s, three main specialized administrations have combined forces to propagate values that deliver a foundation for assessing examinations, testing trials, and the possessions of test use. A shared standard is the ethics for informative and psychological testing, released in 1999 by the American Educational Research Association (AERA). Apart from that a code of behavior was created by British Psychological Society to direct every member in their routine actions. This was prepared by the Ethics Committee of British Psychological Society aiming four preliminary moral ideologies. Namely respect, competence, responsibly and integrity (British Psychological Society, 2021). Respectively these values are defined by a declaration of important standards and attended by a set of ideals which generate out the detailed procedures of moral behavior and conduct which the culture assumes of its associates.

Psychological test as products

To be valuable, these examinations required to be properly planned, controlled and also understood (Henderson, 2017). The elementary detail about psychological examinations is that they are goods. Though this is a clear detail, many individuals are not watchful of it. Examinations are goods principally promoted to and used by specialized psychologists and instructors, just as the gears of odontology are advertised and traded (Zeidner, 1998). The community at great stay uninformed of the marketable background of psychological tests since they are promoted over publications and catalogs aiming to the specialists who requires them. However, the detail stays that numerous, if not most, psychological examinations are considered, advanced, advertised, and retailed for functional resolves in teaching, commercial, or mental health surroundings. They also must make a profit for those who create them, similarly to any commercial creation (Urbinia, 2004).

References

Alan S. Kaufman and Nadeen L. Kaufman (2004). Essentials of Behavioral Science Series. New Jersey: John Wiley & Sons, Inc. p2-5.

Andrews, A (2000). Code of Conduct, Ethical Principles & Guidelines. 3rd ed. London: The British Psychological Society. p32-35

Bodenham, L. (2020). How the world of work has changed. [Online]. Available at https://london.ac.uk/news-opinion/london-connection/feature/how-world-work-has-changed. Accessed on 21st Aug 2021.

Cohen, R (2017). Psychological Testing and Assessment. 9th edition. New York: RJ Cohen Consulting. p20-23.

Eabon, F. (2013). Understanding psychological testing and assessment [Online]. Available at https://www.apa.org/topics/testing-assessment-measurement/understanding. Accessed on 21st Aug 2021.

Hummel, J (1999). The usefulness of tests in clinical decisions. J.W.Lichtenberg & R.K.Goodyear (Eds.), Scientist-practitioner perspectives on test interpretation. p.59–112.

Swerdlik, M (2017) Introduction to Tests and Measurement. 9th ed. New York: Illinois State University. p25-30.

The British Psychological Society. (2021). Leaning Shop [Online]. Available at https://ptc.bps.org.uk/register-qualifications-test-use-rqtu/rqtu-member-benefits/cipd-discount. Accessed 21st Aug 2021.

Urbina, S (2004). Essentials of Psychological Testing. 3rd ed. Canada: Hoboken. p7-9.

Zeidner, M. (1998). Test anxiety: The state of the art. New York: Plenum.

 

 

Comments

  1. Thushari SenevirathneSeptember 6, 2021 at 10:40 AM

    Yes, Psychological Testing is trending and growing method of recruitment processes which has advantage of sustainable in the market and attractive employee selection(O’Leary et al,2002). Psychological test is to measure ability and personality of nominees to understand effectiveness to he organization(Carless, 2009).

    ReplyDelete
    Replies
    1. Udaya PereraSeptember 9, 2021 at 5:03 AM

      Psychological testing is growing with confidence in recruitment processes, yet it has to be properly developed, managed and monitored to gain the proper results (henderson, 2017)

      Delete
  2. Shanil FernandoSeptember 6, 2021 at 7:47 PM

    Agreed. Psychological tests contribute widely as a part of the recruitment process nowadays. Divyalakshmi Baskar and Nageswara, (2017) in their study states that as a part of the recruitment process, to assess the aptitude and technical intelligence of candidate psychometric tests had been used. Further they had found out that, the numerical reasoning, verbal reasoning and diagrammatic reasoning were helpful in the personality and psychological assessment of the candidate.

    ReplyDelete
    Replies
    1. Udaya PereraSeptember 9, 2021 at 5:27 AM

      Psychological test's are outlined to quantify intellectual qualities such as intelligence, personality, aptitude and attitude (Cohen and Swerdlik, 2020)

      Delete
  3. Amila WijayanthaSeptember 6, 2021 at 9:28 PM

    Agreed. Nowadays, organizations widely use psychological tests, including aptitude, intelligence, ability, and attainment are widely used by organizations to select the best-performing candidates. (Armstrong and Taylor, 2014).

    ReplyDelete
    Replies
    1. Udaya PereraSeptember 9, 2021 at 6:12 AM

      Though, the determination of regulating test measures is to brand all the units that are under the controller of the assessor as uniform as conceivable, so that everybody who takes the test will be enchanting it in a similar method (Urbinia, 2004).

      Delete
  4. Chandana PunchihewaSeptember 7, 2021 at 9:56 AM

    Yes. Psychological entitlement refers to a stable and pervasive sense that one deserves more and is entitled more than others (Vatankhah and Raoofi, 2018).

    ReplyDelete
    Replies
    1. Udaya PereraSeptember 9, 2021 at 6:20 AM

      Agree, psychological tests provide empirically quan-tified information, allowing precise measurement between interviewees (Meyer et al, 2001).

      Delete
  5. Nuwan Randika WijesingheSeptember 7, 2021 at 9:57 PM

    The world of psychometric assessments is crowded with tests and questionnaires, most of which are not valid. An organization must ensure that it has trained professionals who can distinguish authentic tests from the incompetent ones. The disadvantages of a psychometric test are: Lack of Experts, Misleading Responses & Nervous Candidates (Srivastav, 2018)

    ReplyDelete
  6. C. K. SenanayakeSeptember 8, 2021 at 7:36 AM

    Udaya, I agree with you. Many organisations have started using self-reporting psychometric tests to identify personality characteristics as a part of their recruitment and selection process. Employers studied that experience, education, and intelligence may not be the only factors that contribute to recruitment. Understanding one's own personality traits may improve one's ability to develop as an individual, as an employee. Therefore, it is important to understand the different norms of personality and the facets in which they can be measured (Memon et al, 2018).

    ReplyDelete
    Replies
    1. Udaya PereraSeptember 9, 2021 at 5:51 AM

      As you have correctly said personality traits are specific to individuals. But Robert and DelVecchio (2000) highlights that these personality traits may change with age for certain individuals.

      Delete

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