Cultural Appropriateness of Personality Measures Flashcards
Four Ways in Which a Personality Measure May Be Biased
- Equal Applicability
- Different Validity Coefficients
- Over- or Under-Identifying
- Test Structure
Define Equal Applicability
- Test items that capture an underlying psychological concept in one group, may not be appropriate in another
Define Different Validity Coefficients
- The pattern of validity coefficients may not be similar across groups
Define Over- or Under-Identifying
- The use of cut off-scores on a scale to classify individuals may not be equally accurate across groups
Define Test Structure
- The underlying structure of a test could be biased
Why are these biases important?
- Researchers can come to incorrect conclusions
- Patients may be misdiagnosed
- Patients may not be diagnosed at all when they should be
Example: “In a study on the influence of ethnicity in response to the California Personality Inventory, it was found that African American and European American university students responded differently to more than a third of items.”
Which Personality Measure Bias Does this Illustrate?
- Equal Aplicability
Example: “Association between a negative attributional style and a depressive style may be much larger for one group compared to another.”
Which Personality Measure Bias Does this Illustrate?
- Different Validity Coefficients
Example: “A study found that a screening tool that was useful for panic disorder in white Americans produced a high rate of false positives for African Americans.”
Which Personality Measure Bias Does this Illustrate?
- Over- or Under-Identifying
Example: “A measure of anxiety may have a factor structure that has cognitive and physical components for one group, but only physical components for another group.”
Which Personality Measure Bias Does this Illustrate?
- Test Structure