Psych Assessment exam 1 Flashcards
physiognomy
based on the notion that we can judge the inner character of people from their outward appearance, especially the face
phrenology
the idea that you can see personality traits or other mental things in the skulls form
construct validity
does the test measure what it is supposed to measure
criterion validity
does the test predict what it is supposed to predict
convergent validity
examine the relationships between a test and other tests that aim to measure the same construct.
discriminant validity
examining the relationships between the test and tests that measure other constructs
personality
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
personality assessment
the measurement of evaluation of psychological traits, states, interests, attitudes, worldview, acculturation, sense of humor, cognitive and behavioural types and/or related individual characteristics
personality trait
any distinguishable relatively enduring way in which one ndividual varies from another
personality type
a constellation of traits that is similar in pattern to one identified category of personality within a taxonomy of personalities
profile
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
state
any distinguishable relatively enduring way in which one individual varies from another /the transitory exhibition of some personality trait
self-concept
may be defined as one’s attitudes, beliefs, opinions and related thoughts about oneself
self concept measure
an instrument designed to yield information relevant to how an individual sees him- or herself with regard to selected psychological variables
impression management
term used to describe the attempt to manipulate others’ impressions through ‘the selective exposure of some infomration’
validity scale
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
graphology
learn something about the assessed by handwriting analysis
frame of reference
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
q-sort technique
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
nomothetic approach
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
idiographic approach
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
normative approach
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
criterion group
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)
behavioural assessment
what a person does in situations rather than on inferences about what attributes he has more globally
timeline followback methodology
method of recording the frequency and intensity of target behaviour
ecological momentary assessment
handheld computer used to maintain an electronic diary of behaviour
reactivity
refers to the possible changes in an assesses behaviour, thinking, or performance that may arise in response to being observed, assessed, or evaluated
analogue study
a research investigation in which one or more variables are similar or analogous to the real variable that the investigator wishes to examine
analogue behavioural observation
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
situational performance measure
procedure that allows the observation and evaluation of an individual under a standard set of circumstances (drivers test)
leaderless group technique
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
psychophysiological methods
predicting human behaviour by physiological indices such as heart rate and blood pressure
biofeedback
class of psychophysiological assessment techniques designed to gauge, display and record a continuous monitoring of selected biological processes such as pulse and blood pressure
plethysmograph
biofeedback instrument that records changes in volume of a part of the body arising from variations in blood supply
penile plethysmograph
an instrument designed to measure changes in blood flow, but more specifically blood flow to the penis
contrast effect
a behavioural rating may be excessively positive (or negative) because a prior rating was excessively negative (or positive)
composite judgment
averaging of multiple judgments
integrity test
designed to predict employee theft, honesty, adherence to established procedures and or potential for violence
screening
superficial process of evaluation based on certain minimal standards, criteria or requirements
selection
process whereby each person evaluated for a position will be either accepted or rejected for that position
classification
rating, organisation with respect to two or more criteria
placement
disposition, transfer or assignment to a group or category that may be made on the basis of one criterion
leaderless group technique
performance test in the assessment of business leadership ability
in-basket technique
performance test frequently used to assess managerial ability, organisational skills and leadership potential
forced distribution technique
involves distributing a predetermined number or percentage of assesses into various categories that describe performance
critical incidents technique
involves a supervisor recording positive and negative employee behaviours
organizational commitment
refers to a persons feelings of loyalty to, identification with, and involvement in an organisation
copper era
perception and response speed or indicators of intelligence
fundamental attribution error
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
confirmation bias
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
salience effect
giving more weight to striking information than non-striking information when drawing conclusion . conclusion : objective measurement, awareness
contrast error
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
illusory correlation
perceive links between tests and own conclusion, which do not exist empirically. solution : scientific approach
blind spot bias
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
scientific cycle
observation, induction, deduction, testing, evaluation
NIP code of ethics, basic principles
responsibility, integrity, respect, expertise
availability heuristic
overuse available info that is recent or otherwise striking info.
“if I remember something, its important!”
halo and horn effect
observing one rpoprerty and linking other properties to create a coherent image
‘is this person handsome? then probably nice, smart and funny”
stereotyping
attribute the characteristics s of a group to the person belonging to this group
mood and affect
m= reported by client a= observed by assessor
person-situation interaction
‘if the situation is frustrating, and the person has a hot temper then aggression will be the result
predictive validity
does questionnaire x predict performance at work
complementary fit
profile of candidate meets the needs of the organisation and complement what is still missing
supplementary fit
candidate and organisation have the same or similar characteristics (both value autonomy)
acquiescence
ja-zegger in response style
relative norm scores
how do I score compared to others?
ipsative
score on one trait is compared with score on another trait (differences within person)
sign approach to traditional approach to assessment
test responses are deemed to be signs or clues t underlying personality or abiliity
tests: personality test, cognitive ability test, integrity test, motivation questionnaire
sample approach
focuses in the behaviour it self.
test: leaderless group discussion, in basket exercise, role-play, situational performance measure
burnout
depersonalization, reduced personal accomplishment and exhaustion
adverse impact
risk of selecting a larger amount of majority group than minority group based on test results
coping
thoughts and behaviours that people use to manage the internal and external demands of situations that are appraised as stressful
