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| Frage | Antworten |
| Psychometric - Basics | Used 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. |
| Psychometrics - Test types - Attainment | ATTAINMENT 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 |
| Psychometrics - Test types - Aptitude | APTITUDE 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. |
| Psychometrics - 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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