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Psychology year 2 > Psych Assessment exam 1 > Flashcards

Psych Assessment exam 1 Flashcards

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1
Q

physiognomy

A

based on the notion that we can judge the inner character of people from their outward appearance, especially the face

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2
Q

phrenology

A

the idea that you can see personality traits or other mental things in the skulls form

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3
Q

construct validity

A

does the test measure what it is supposed to measure

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4
Q

criterion validity

A

does the test predict what it is supposed to predict

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5
Q

convergent validity

A

examine the relationships between a test and other tests that aim to measure the same construct.

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6
Q

discriminant validity

A

examining the relationships between the test and tests that measure other constructs

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7
Q

personality

A

a unique combination of psychological characteristics that are relatively stable over time. /an individuals unique constellation of psychological traits that is relatively stable over time

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8
Q

personality assessment

A

the measurement of evaluation of psychological traits, states, interests, attitudes, worldview, acculturation, sense of humor, cognitive and behavioural types and/or related individual characteristics

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9
Q

personality trait

A

any distinguishable relatively enduring way in which one ndividual varies from another

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10
Q

personality type

A

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

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11
Q

profile

A

narrative description, graph, table or other representation of the extent to which a person has demonstrated certain targeted characteristics as a result of the administration or application of tools in assessment

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12
Q

state

A

any distinguishable relatively enduring way in which one individual varies from another /the transitory exhibition of some personality trait

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13
Q

self-concept

A

may be defined as one’s attitudes, beliefs, opinions and related thoughts about oneself

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14
Q

self concept measure

A

an instrument designed to yield information relevant to how an individual sees him- or herself with regard to selected psychological variables

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15
Q

impression management

A

term used to describe the attempt to manipulate others’ impressions through ‘the selective exposure of some infomration’

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16
Q

validity scale

A

a subscala of a test defined to assist in judgments regarding how honestly the test taker responded and whether observed responses were products of response style, carelessness, delberate efforts to deceive or unintentional misunderstanding

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17
Q

graphology

A

learn something about the assessed by handwriting analysis

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18
Q

frame of reference

A

aspects of the focus of expres;oration such as the time frame (past present future) as well as other xcontextual issues that involve people, places and events

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19
Q

q-sort technique

A

an assessment technique in which the task is to sort a group of statements, usually in perceived rank order ranging from most descriptive to leas descriptive

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20
Q

nomothetic approach

A

measuring everyone on the same dimensions like the big 5/characterised by efforts to learn how a limited number of personality traits can be applied to people

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21
Q

idiographic approach

A

characterised by efforts to learn about each individual’s unique constellation of personality traits, with no attempt to characterise each person according to any particular set of traits

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22
Q

normative approach

A

to what extent he or she agrees with a statement, comparisons between persons/a testtakers responses and presumed strength of a measured trait are interpreted relative to the strength of that train in a sample of a larger population

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23
Q

criterion group

A

a reference group of testtakers who share specific characteristics and whose responses to test items served as a standard according to which items will be included in or discarded form the final version of a scale (empirical criterion keying)

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24
Q

behavioural assessment

A

what a person does in situations rather than on inferences about what attributes he has more globally

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25
Q

timeline followback methodology

A

method of recording the frequency and intensity of target behaviour

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26
Q

ecological momentary assessment

A

handheld computer used to maintain an electronic diary of behaviour

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27
Q

reactivity

A

refers to the possible changes in an assesses behaviour, thinking, or performance that may arise in response to being observed, assessed, or evaluated

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28
Q

analogue study

A

a research investigation in which one or more variables are similar or analogous to the real variable that the investigator wishes to examine

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29
Q

analogue behavioural observation

A

may be defined as the observation of a person or persons in an environment designed to increase the chance that the assessor can observe targeted behaviour and interactions

30
Q

situational performance measure

A

procedure that allows the observation and evaluation of an individual under a standard set of circumstances (drivers test)

31
Q

leaderless group technique

A

situational assessment procedure wherein several people are organised into a group for the purpose of caring out a task as an observer records information related to individual group members’ initiative, cooperation, leadership and related variables

32
Q

psychophysiological methods

A

predicting human behaviour by physiological indices such as heart rate and blood pressure

33
Q

biofeedback

A

class of psychophysiological assessment techniques designed to gauge, display and record a continuous monitoring of selected biological processes such as pulse and blood pressure

34
Q

plethysmograph

A

biofeedback instrument that records changes in volume of a part of the body arising from variations in blood supply

35
Q

penile plethysmograph

A

an instrument designed to measure changes in blood flow, but more specifically blood flow to the penis

36
Q

contrast effect

A

a behavioural rating may be excessively positive (or negative) because a prior rating was excessively negative (or positive)

37
Q

composite judgment

A

averaging of multiple judgments

38
Q

integrity test

A

designed to predict employee theft, honesty, adherence to established procedures and or potential for violence

39
Q

screening

A

superficial process of evaluation based on certain minimal standards, criteria or requirements

40
Q

selection

A

process whereby each person evaluated for a position will be either accepted or rejected for that position

41
Q

classification

A

rating, organisation with respect to two or more criteria

42
Q

placement

A

disposition, transfer or assignment to a group or category that may be made on the basis of one criterion

43
Q

leaderless group technique

A

performance test in the assessment of business leadership ability

44
Q

in-basket technique

A

performance test frequently used to assess managerial ability, organisational skills and leadership potential

45
Q

forced distribution technique

A

involves distributing a predetermined number or percentage of assesses into various categories that describe performance

46
Q

critical incidents technique

A

involves a supervisor recording positive and negative employee behaviours

47
Q

organizational commitment

A

refers to a persons feelings of loyalty to, identification with, and involvement in an organisation

48
Q

copper era

A

perception and response speed or indicators of intelligence

49
Q

fundamental attribution error

A

the tendency to oversestimate the influence of dispositions (traits) and to underestimate the influence of situational factors (states, reaction to situation). solution L pay attention to circumstances

50
Q

confirmation bias

A

only search for and pay attention to information that is consistent with one’s own conclusion. solution : actively look for info that conflicts with conclusions, hypotheses, beliefs

51
Q

salience effect

A

giving more weight to striking information than non-striking information when drawing conclusion . conclusion : objective measurement, awareness

52
Q

contrast error

A

general tendency to judge others in a manner opposite from the way in which one perceives himself/herself or a previous client due to a perceived difference between self and others or between clients. solution : objective measurement, awareness

53
Q

illusory correlation

A

perceive links between tests and own conclusion, which do not exist empirically. solution : scientific approach

54
Q

blind spot bias

A

tendency to see oneself as less baasde than other people and to be less able to recognise biases in oneself than in others. solution: awareness, scientific approach

55
Q

scientific cycle

A

observation, induction, deduction, testing, evaluation

56
Q

NIP code of ethics, basic principles

A

responsibility, integrity, respect, expertise

57
Q

availability heuristic

A

overuse available info that is recent or otherwise striking info.
“if I remember something, its important!”

58
Q

halo and horn effect

A

observing one rpoprerty and linking other properties to create a coherent image
‘is this person handsome? then probably nice, smart and funny”

59
Q

stereotyping

A

attribute the characteristics s of a group to the person belonging to this group

60
Q

mood and affect

A 
m= reported by client
a= observed by assessor
61
Q

person-situation interaction

A

‘if the situation is frustrating, and the person has a hot temper then aggression will be the result

62
Q

predictive validity

A

does questionnaire x predict performance at work

63
Q

complementary fit

A

profile of candidate meets the needs of the organisation and complement what is still missing

64
Q

supplementary fit

A

candidate and organisation have the same or similar characteristics (both value autonomy)

65
Q

acquiescence

A

ja-zegger in response style

66
Q

relative norm scores

A

how do I score compared to others?

67
Q

ipsative

A

score on one trait is compared with score on another trait (differences within person)

68
Q

sign approach to traditional approach to assessment

A

test responses are deemed to be signs or clues t underlying personality or abiliity
tests: personality test, cognitive ability test, integrity test, motivation questionnaire

69
Q

sample approach

A

focuses in the behaviour it self.

test: leaderless group discussion, in basket exercise, role-play, situational performance measure

70
Q

burnout

A

depersonalization, reduced personal accomplishment and exhaustion

71
Q

adverse impact

A

risk of selecting a larger amount of majority group than minority group based on test results

72
Q

coping

A

thoughts and behaviours that people use to manage the internal and external demands of situations that are appraised as stressful

Psychology year 2 (9 decks)

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