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6 Psychometric Testing - Test types
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- 1Psychometric - BasicsUsed by 70% of firms for selection.
Concept of "Individual Differences"; tests try and quantify 3 aspects - ability, personality and motivation.
Theory assumes that (external) Behaviours can be associated with an (internal) trait.
Typical vs. Maximal performance.
Maximum- Attainment, Aptitude, Ability.
Typical- Motivation, Temperament.
i.e. Maximal relates to intellectual performance, c.f. Typical which considers behaviours, more related to personality and interests. - 2Psychometrics - Test types - AttainmentATTAINMENT TESTS.
e.g. GCSEs, Driving Test.
Validity concerns as to:
CONTENT, how adequate is what is included in the tests, and
PREDICTIVE, as to future behaviour - 3Psychometrics - Test types - AptitudeAPTITUDE TESTS.
Measure a person's capability levels regardless of prior experience.
Distinction between Aptitude - which assesses individual's capacity to acquire skills; vs.
Ability - which measures an individual's current skill level.
Argument (Kline 1993) that these are effectively surrogate intelligence tests.
Have been called "trainability" tests, assessing potential future performance. - 4Psychometrics - Test types - General Intelligence, "g"Basis from Cognitive science. Evidence suggests somewhere between 0.4 - 0.7 of the variation being accounted for by heredity (Hunt 1999), though a highly disputed finding.
In effect a collection of sub-tests, covering different angles; but also perhaps most common are those measuring General Intelligence "g", e.g. Wechsler (WAIS) and Scholastic Attainment Tests (SAT),; thence an Intelligence Quotient (IQ);
Fluid (general application of reasoning powers) vs. Crystallised (dependent on knowledge/experience, and cultural aspects) intelligence.
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- D842 Karteikarten am 6 Psychometric Testing - Test types, erstellt von mifrrole am 16/04/2013.
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