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Types of Psych Tests
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Cards (29)
Types of Psychological Tests
Individual
and
Group
Tests
Instrumental
or
Paper
and
Pencil
Tests
Achievement
Tests
Intelligence
Tests
Aptitude
or
Potential
Ability
Tests
Personality
Tests
Interest
Tests
Speed
and
Power
Tests
Computer-Assisted
Testing
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Individual
tests
Designed to be administered
individually
, cannot be given
simultaneously
to
two
or
more
people by a
single
tester
Preferred for
vocational
guidance,
counselling
, and
clinical
/diagnostic work with emotionally disturbed persons
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Group
tests
Designed to be administered to a
large
number of people at the same time
Advantageous in situations requiring testing of
many
people
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Instrumental
tests
Make use of
tools
and usually are individual in character
Measure
mechanical
ability better by having applicants perform mechanical operations rather than answer questions
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Paper-and-pencil
tests
Usually
group
tests involving
written
responses
Questions are in printed form, answers recorded on an answer sheet
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Achievement
tests
Measure the
skill
or
knowledge
acquired as a result of
training
programme and on-the-job experience
Measure what the
applicant
can do
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Intelligence
tests
Measure a person's
potential
ability for activities requiring
problem
solving,
adjusting
to the environment,
academic
achievement, and other purposeful behaviours requiring
thinking
, reasoning,
memory
, synthesis of information, and
learning
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Intelligence
tests
Stanford
Binet
Wechsler
Scales
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Otis
-Lennon Self-Administering Test of
Mental Ability
Frequently used
selection
test
Highly useful for
screening
applicants for a wide variety of jobs not requiring extremely
high
intelligence
Group
administered
, takes
little
time to complete
Less useful for professional or
high-level supervisory
positions as it does not discriminate well at upper ranges of
intelligence
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Wechsler
Adult
Intelligence Scale-Revised (WAIS-R)
Lengthy
, individually administered test
Used in industry primarily for selection of senior management personnel
Administration, scoring and interpretation require much training and experience on the part of the examiner
Includes 11 subtests in "Verbal" and "Performance" sections
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Aptitude
or
Potential
Ability Tests
Measure the
latent
ability of a candidate to learn a
new
job or skill
Assess an individual's potentiality to
learn
a job through adequate
training
Effective if applicants do not possess earlier job experience
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Differential
Aptitude
Test
Measures
verbal
reasoning,
numerical
ability,
abstract
reasoning,
clerical
speed and accuracy, mechanical reasoning, space relations, language usage - spelling and grammar
50 problems to be answered in 25 minutes
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Verbal reasoning
test
Measures ability to
abstract
, generalize, and think
constructively
rather than just
vocabulary
recognition
50 items to be answered in 30 minutes
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Personality
tests
Discover clues to an individual's
value
system,
emotional
reactions, maturity, and characteristic mood
Help assess
motivation
, ability to adjust to everyday life stresses, capacity for interpersonal relations, and ability to project an impressive image
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Approaches to
personality
measurement
Self-report
inventories
Projective
techniques
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Self-report
inventories
Present a variety of
items
dealing with specific situations, symptoms, or feelings
Subjects indicate how well each item describes themselves or how much they agree with each item
Major problem is honesty of test takers
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Projective
techniques
Present
ambiguous
stimuli like inkblots
Individuals project personal
thoughts
, desires, wishes, and feelings onto the
stimuli
Cannot be
faked
as there are no right or wrong answers
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Self-report
inventories
Minnesota
Multiphasic Personality Inventory (MMPI)
Fundamental
Interpersonal Relationships Orientation (FIRO)
California
Personality Inventory (CPI)
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Interest
tests
Assess individual
predispositions
,
motivation
, and application orientation
Used for
vocational
guidance
Assess preferences for daily activities and objects
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Interest
inventories
Strong-Campbell
Interest Inventory (SCII)
Kuder
Occupational Interest Survey (KOIS)
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Speed
tests
Every item is very
easy
, task is to
complete
as many items as possible in a
short
time
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Power
tests
Items are
difficult
, person is given as much
time
as necessary to complete them, score based on ability to answer questions correctly
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Speed
tests
Clerical
ability tests
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Power
tests
Tweezers
Dexterity Test
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Computer-assisted
testing
Reduces
time
needed to take a test
Allows testing at any time an applicant applies, not just when a qualified administrator is available
Measures a
wide
range of abilities in a short time
Provides immediate feedback to the personnel department
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Types of tests by
question
format
Objective
Descriptive
Projective
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Types of tests by
scoring
method
Machine
scored
Hand
scored (Manual scoring)
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Types of tests by
administration
Paper-and-pencil
tests
Performance
tests
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Types of tests by
use
Selection
tests
Classification
tests
Placement
tests
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