Psychological Testing: Basic Concepts

Basic Concepts in Psychological Testing

• Measurement refers to assigning numbers to an object or event based on a specific set of rules.
• Evaluation is summarizing test results and assigning meaning through value analysis.
• Psychological measurement and evaluation involves scientific assignment of numbers/events and precise assessment of the individual's intelligence, aptitude, interests, personality, and social behavior based on test outcomes.
• A test is a measurement tool which identifies mental capability, personality, behavior, or academic proficiency.
• The main purpose of tests is to gather unbiased data to aid educational, work-related, and clinical decisions.
• Test items are specific statements that show an individual's overt behavioral response for scoring, interpretation, and evaluation.
• Neuropsychological tests asses the effects of brain damage.
• Psychological testing involves using standardized psychological and educational tests to measure a person's behavior.
• A battery test is the administration of a series of psychological tests.
• Standardized tests go through thorough validation such as try-outs and analysis.

Assumptions of Psychological Assessment

• Psychological traits or characteristics exist
• Tests measure the traits or characteristics designed to measure.
• Psychological constructs, such as intelligence, depression, or attitudes, can be quantified.
• Cronbach stated in 1990 that if a characteristic can be measured to some amount if it exists.
• Assessments are not perfect as some degree of error is inescapable.
• Assessment experts constantly attempt to minimize error.
• Constructs can be measured in different ways.
• There are multiple methods for assessing a psychological construct, with each approach comes unique strengths and limitations.
• Assessment should include multiple sources of information.
• Important decisions should not be based on a single test.
• Performance on tests can be applied to non-test behaviors.
• Assessments can provide information that helps psychologists make better professional decisions.
• Assessments must be conducted fairly.
• Biases are minimized when assessments are properly administered and interpreted.
• Testing and assessment benefit individuals and society.

Comparison Between Testing and Assessment

• Testing aims to obtain a quantified, numeric measurement of an ability or attribute.
• Assessment aims to answer specific questions or solve problems using evaluation tools.
• Testing can be done individually or in groups.
• Assessment is individualized.
• Testing focuses simply on test results.
• Assessment focuses on processing rather than simply the results.
• The tester is not the key to the testing process and may be substitutable.
• The assessor is key to the assessment process.
• Testing requires "technician-like" skills.
• Assessment requires educated tool selection, evaluation skills, and thoughtful data integration.
• Testing yields a test score.
• Assessment entails a logical problem-solving approach.

Psychological Testing vs Psychological Assessment

• Psychological testing measures psychology-related variables using devices to obtain a sample of behavior.
• Psychological assessment is the gathering and putting together of psychology-related data to accomplish a psychological evaluation through tools like tests, interviews, case studies, and behavioral observation.

Selected Articles from RA 10029

• Act is known as the "Philippine Psychology Act of 2009".
• The State recognizes the role of psychologists in national progress and the value of psychological services, preventing unqualified individuals from practicing.
• Psychology studies human behavior using scientific methods.
• "Practice of Psychology" means providing psychological services.
• Psychological services includes psychological interventions such as counseling, psychotherapy, and coaching.
• Psychological services includes psychological assessment, accomplished through a variety of tools.
• Psychological services includes psychological programs, which include development, planning, implementation, monitoring, and evaluation of psychological treatment.
• Psychologist is a professional psychologist with proper registration, identification, and qualifications.
• Psychometrician is a professional with proper registration, identification, and qualifications.
• Psychometricians can administer/score tests, interpret results, prepare written reports, and conduct intake interviews under the direction of a licensed professional psychologist.
• Licensure examinations are required for psychology and psychometrics.
• To qualify for the psychologist licensure exam, one should be a citizen, hold a relevant master's degree, had a clinical experience of a minimum of 200 hours , and have good moral character.
• To qualify for the psychometricians licensure exam, one should be a citizen, hold a relevant bachelor's degree, and have good moral character.
• Examination subjects for psychologists include advanced theories of personality, abnormal psychology, psychological assessment, and counseling.
• Examination subjects for psychometricians include theories of personality, abnormal psychology, industrial psychology, and psychological.
• A doctoral degree in psychology, with 3 years of experience, is required for registration without examination for psychologists.
• A master's degree in psychology, with 5 years of experience, is required for registration without examination for psychologists.
• A bachelor's degree in psychology, with 10 years of experience, is required for registration without examination for psychologists.
• A bachelor's degree in psychology, with 2 years minimum full time work experience, is required for registration without examination for psychometricians.
• A passing grade of 75% average is needed for psychologists and psychometricians licensure examination and with with no grade lower than 60% in any given subject.
• Psychologists/psychometricians cannot disclose client communication without consent.
• Professionals are integrated into one national organization.
• The Board should adopt a Code of Ethics and Practuce.

Principles of Psychological Testing

• Psychological/educational tests assess individual differences.
• Psychological tests determine the mental capacity and personality of an individual.
• Individuals vary from one to another.
• Variations include self-esteem, rate of cognitive development, or degree of agreeableness.
• Individual differences research typically includes assessing personality, motivation, intelligence, ability, IQ, interests, values, self concept, efficacy, and self-esteem.
• Temperament is shown in individual differences in self-regulation and reactivity.
• Galen suggested that diseases and personality variations could be explained by bodily imbalances.
• Each person exhibits one of four temperaments: choleric, melancholic, sanguine, and phlegmatic.
• In the late 1700s, Franz Joseph Gall developed "Phrenology."
• Darwin theorized that species acquire favorable adaptations for their environment, which are passed on to offspring, a foundational concept of evolution.
• Francis Galton assumed human traits were inherited.
• A pioneer in Eugenics was Galton.
• Alfred Adler founded Individual Psychology, addressing psychology through an individuals differences.
• According to Adler, people can change the perception and concept of their self.
• Personality has to do with individual differences among people in behavior patterns, cognition and emotion.
• Intelligence is one's capacity for logic, abstract thought, understanding, self-awareness, communication, learning, emotional knowledge, memory, planning, creativity, and problem solving
• Physical factors include body size, gender, and age.

Types and Purpose of Psychological Assessments

• Tests are devices or procedures for collecting information.
• Tests are used for instructional, administrative, and guidance purposes.
• Diagnostic and predictive values are uses of psychological tests.
• Content, format, administration procedures, scoring, interpretation, and technical quality are to look for in tests.
• Test developers are involved in creating an assessment.
• Test users are professionals who rely on assessment tools.
• Test takers are the persons being evaluated.
• Maximal performance tests measure the upper limits of test taker's knowledge or skill.
• Alternate choice-response uses questions and a set of answers.
• Free response items presents a question without a set of possible answers.
• Typical Performance Tests measure typical habits to indicate how test takers think or act on a daily basis.
• Interpretations compare with a norm with norm-referenced scoring.
• Norm group is the group used for the comparison.
• Standardization samples are used to develop norms.
• Interpretations compare an examinee's performance to a specified level of performance using criterion-referenced scoring.

The Process of Assessment

• Includes referral for assessment, preparation including selection of tools, formal assessment, a report written to answer the referral question, and feedback with the client.