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Psychological Assesment > Personality > Flashcards

Personality Flashcards

1
Q

According to him, personality is the most adequate conceptualization of a person’s behavior in all its detail.

A

McClelland, 1951

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2
Q

He defined personality as an individual as a whole, his height and weight and love and hates and blood pressure and reflexes; it means all that anyone is and that he is trying to become.

A

Menninger, 1953

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3
Q

Personality, as he defined is an individual’s constellation of psychological traits relatively that is stable over time.

A

Byrne

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4
Q

Measurement and evaluation of psychological traits, states, values, interests attitudes, worldview, acculturation, sense of humor, cognitive and behavioral style and/or related individual characteristics.

A

Personality Assessment

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5
Q

Any distinguishable, relatively enduring way in which one individual varies from another.

A

Personality Traits

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6
Q

A constellation of traits that is similar in pattern to one identified category of personality within a taxonomy of personalities.

A

Personality Types

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7
Q

Relatively temporary disposition.

A

States

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8
Q

A process wherein info about assessees is supplied by the assessees themselves.

A

Self report

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9
Q

One’s attitudes, beliefs, opinions and related thoughts about oneself.

A

Self-concept

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10
Q

The method for assessment of personality, behavior of both involves reporting by a third party.

A

Another person as the referent

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11
Q

To respond to a test item or interview question in some manner, regardless of the content of the item/question.

A

Response Style

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12
Q

The selective exposure of some information or suppression of other information.

A

Impression management

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13
Q

Subscale of a test designed to assist in judgments regarding how honestly the test takers responded.

A

Validity scale

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14
Q

Where are personality assessments conducted?

A

Traditional sites
Natural settings

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15
Q

What are traditional sites?

A

Schools
Clinics
Hospitals
Academic Research Laboratories
Employment counseling
Vocational selection centers
Offices of psychologists and counselors

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16
Q

What are natural settings?

A

Assessee’s own home
Assessee’s prison cell

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17
Q

What does locus mean?

A

Place or site

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18
Q

A person’s perception about the source of things that happen to him or her.

A

Locus of control

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19
Q

People with this see themselves largely responsible for what happens to them.

A

Internal locus of control

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20
Q

People with this attribute what happens to them to external factors.

A

External locus of control

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21
Q

What are some procedures and item formats?

A

Face to face interview
Computer administered tests
Behavioral observation
Paper and pencil tests
Evaluation of case history data
Evaluation of portfolio data

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22
Q

The interview will follow an interview guide.

A

Structured interview

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23
Q

The assessor was attempting to learn something about the assessee by handwriting analysis.

A

Graphology

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24
Q

Defined as aspects of the focus of exploration such as the time frame as well as other contextual issues that involve people, places and events.

A

Frame of reference

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25
Q

An assessment technique by Stephenson, to sort a group of statements ranging from most descriptive to least descriptive.

A

Q-sort technique

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26
Q

Scoring and interpretation characterized by efforts to learn how a limited number of personality traits can be applied to all people.

A

Nomothetic approach

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27
Q

Scoring and interpretation characterized by efforts to learn about each individual’s unique constellation of personality traits.

A

Idiographic Approach

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28
Q

What are the 3 approaches to scoring and interpretation?

A

Nomothetic approach
Idiographic Approach
No attempt to characterize a person according to any particular set of traits.

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29
Q

Logic and reason in the development of test items is referred to as the _ approach.

A

Content or content oriented approach

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30
Q

A typical companion to logic, reason and intuition in item development.

A

Research

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31
Q

What are the developing instruments to assess personality?

A

Logic & Reason
Theory

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32
Q

This method is to aid identification of the minimum number of variables or factors that account for intercorrelations on observed phenomena.

A

Data Reduction Method

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33
Q

Data reduction methods include several types of statistical techniques collectively known as _.

A

Factor or cluster analysis

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34
Q

A standard on which a judgment or decision can be made.

A

Criterion

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35
Q

A reference group of testtakers who share specific characteristics and responses.

A

Criterion group

36
Q

Process of using criterion groups to develop test items.

A

Empirical criterion keying

37
Q

An individual’s thoughts, behaviors, values, worldview and identity develop in relation to the general thinking, behavior, customs and values of a particular cultural group.

A

Acculturation

38
Q

Instruments designed generally to evaluate test taker’s likes, dislikes, leisure activities, curiosities and involvements in various occupations and professions.

A

Measures of Interest

39
Q

Edward Strong Jr. culminated the 420- item test in the 1920s which he called _.

A

Strong Vocational Interest Blank (SVIB)

40
Q

Who developed the Strong Campbell Interest Inventory (SCII)?

A

David P. Campbell

41
Q

What are measures of interests?

A

The Strong Interest Inventory
Strong Vocational Interest Blank (SVIB)
Strong-Campbell Interest Inventory (SCII)
Campbell Interest and Skill Survey
Career Interest Inventory
Guidance Information System (GIS 3.0)
Jackson Vocational Interest Survey
Kuder Occupational Interest Survey (KOIS)
Reading-Free Vocational Interest Inventory (R-FVII)
Self-Directed Search-Form R

42
Q

What are some measures of ability and aptitude?

A

The General Aptitude Test Battery ( GATB)
Special Aptitude Test Battery (SATB)

43
Q

What are some famous measures of personality traits?

A

NEO PI-R
Myers-briggs Type Indicator (MBTI)
16 Personality Factor Test (16PF)

44
Q

This test provides a systematic assessment of emotional, interpersonal, experiential, attitudinal and motivational styles, developed by Costa and McCrae.

A

NEO-PI

45
Q

Elements include active imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety, intellectual curiosity and independence of judgment.

A

Openness to Experience

46
Q

Low scores for Openness to Experience means that the individual tends to be _ in behavior and _ in outlook.

A

Conventional;
Conservative

47
Q

This kind of individual is purposeful, strong-willed and determined.

A

Conscientious

48
Q

This trait is positively associated with academic and occupational achievement and negatively associated with annoying fastidiousness, compulsive neatness or workaholic behavior.

A

Conscientiousness

49
Q

Low scorers for consciousness are less exacting in applying _ principles and more _ in working toward their goal.

A

Moral principles;
More lackadaisical

50
Q

People with this trait like people and prefer large groups and gatherings. Assertive, active and talkative. Likes excitement and stimulation and tends to be cheerful in disposition. They are upbeat, energetic and optimistic.

A

Extraversion

51
Q

Low score for extraversion shows _.

A

Introversion

52
Q

People who are reserved, independent and prefer to be alone.

A

Introverts

53
Q

A person who is fundamentally altruistic, sympathetic to others and eager to help them.

A

Agreeable

54
Q

Low scorers for agreeableness tend to be disagreeable or _ people, egocentric, skeptical of other’s intentions, and _ rather than cooperative.

A

Antagonistic
Competitive

55
Q

The general tendency to experience negative affects such as fear, sadness, embarrassment, anger, guilt and disgust.

A

Neuroticism

56
Q

Men and women high in neuroticism are prone to have _ ideas, less able to control their impulses and cope more poorly with stress.

A

Irrational

57
Q

Individuals who score low on N are _. Usually calm, even-tempered, relaxed and able to face stressful situations without becoming upset or rattled.

A

Emotionally stable

58
Q

Who developed Myers-Briggs Type Indicator?

A

Isabel Briggs Myers and Katharine Cook Briggs

59
Q

A test used to classify assessees by psychological type and to shed light on basic differences in the ways human beings take in information and make decisions.

A

Myers-briggs Type Indicator (MBTI)

60
Q

How many scales of opposing characteristics does MBTI organize personality data?

A

4

61
Q

Who developed 16 PF?

A

Dr. Raymond Cattell

62
Q

A self report assessment instrument that measures the 16 normal adult personality dimensions.

A

16 Personality Factor Test (16PF)

63
Q

The original Five Factor model.

A

Five Global Factors

64
Q

The correct order and sequence of screening, selection, classification and placement.

A

Screening
Selection
Placement
Pre-employment
Resume and Letter of Application
Application form
Letter of Recommendation
Interviews
Portfolio assessment
Performance Tests

65
Q

Assessment of business leadership ability.

A

Leaderless Group Technique

66
Q

Simulates the way a manager or an executive deals with an in-basket.

A

In-basket technique

67
Q

Standardized procedure for evaluation involving multiple assessment techniques.

A

Assessment center

68
Q

Measurement that entails evaluation of one’s somatic health and intactness and observable sensory and motor abilities.

A

Physical Tests

69
Q

Evaluation undertaken to undermine the presence, if any, of alcohol or other psychotropic substances by means of laboratory analysis.

A

Drug Testing

70
Q

Assesses abilities involved in thinking.

A

Measures of Cognitive Ability

71
Q

Output or value yielded relative to work effort made.

A

Productivity

72
Q

Involves distributing a predetermined number or percentage of assessees into various categories that describe performance.

A

Forced Distribution Technique

73
Q

Supervisor recording positive and negative employee behaviors.

A

Critical incidents technique

74
Q

Instrument developed by Vroom. Employees expend energy in ways designed to achieve the outcome they want.

A

Expectancy Theory of Motivation

75
Q

Scale designed to assess aspects of intrinsic and extrinsic motivation.

A

Work Preference Inventory

76
Q

Driven by challenge of work tasks and enjoyment of work.

A

Intrinsic motivation

77
Q

Driven by compensation for work and external influences.

A

Extrinsic motivation

78
Q

What are some measures of Motivation and who developed them?

A

Expectancy Theory of Motivation- Vroom
Hierarchy of Needs- Maslow
Alternative Need Theory of Motivation- Alder
Achievement of Motivation - McClelland
Work Preference Inventory

79
Q

A psychological syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment that can occur among individuals who work with other people in some capacity.

A

Burn out

80
Q

An instrument for burn out by Christina Maslach, 22 items divided into 3 subscales: Emotional Exhaustion, Depersonalization, Personal Accomplishment.

A

Maslach Burnout Inventory (MBI) Third Edition

81
Q

A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences.

A

Job Satisfaction

82
Q

Strength of an individual’s identification with the involvement in a particular organization.

A

Organizational Commitment

83
Q

15 item likert scale wherein respondents express their commitment-related attitudes towards an organization.

A

Organizational Commitment Questionnaire

84
Q

Totality of socially transmitted behavior patterns characteristic of a particular organization or company.

A

Organizational Culture

85
Q

Interview and discussion guide designed for administration by a trained interviewer or focus group moderator which explores various aspects of organizational culture.

A

Discussion of Organizational Culture

86
Q

Stigmatize those pseudo successful clinical procedures in which personality descriptions from the test are made to fit the pace largely by virtue of their triviality.

A

Barnum Effect

Psychological Assesment (8 decks)

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