Psychological Testing: Basic Concepts

• Introduction to Psychological Testing and Assessment by Hanna Mae A. Caparas, MP, RPm, CHRA

Basic Concepts in Psychological Testing

• Measurement refers to the assignment of numbers to an object or event based on specific rules.
• Evaluation involves summarizing test results and assigning meaning through value analysis.
• Psychological Measurement and Evaluation uses scientific methods to assign numbers or events according to established rules.
• Psychological measurement and evaluation accurately appraises individuals in areas such as intelligence, aptitude, and personality based on test results.
• A test measures mental capability, personality, behavior, and academic proficiency.
• The primary goal of a test is to gather objective information for educational, employment, and clinical decisions.
• Test items are specific statements to which an individual's overt behavioral response can be scored and evaluated
• Neuropsychological tests assess the effects of brain damage.
• Psychological testing employs standardized tests to measure a person's behavior.
• A battery test involves administering a series of psychological tests, with the results integrated into a single score interpretation.
• A standardized test undergoes thorough validation, including try-outs and analysis, to ensure reliability and validity and to establish norms.

Assumptions of Psychological Assessment

• Psychological constructs exist as traits or characteristics, which are designed to be measured by a test.
• Psychological constructs include intelligence, depression level and attitudes.
• Psychological constructs can be measured quantitatively
• Cronbach stated that "If a thing exists, it exists in some amount. If it exists in some amount, it can be measured."
• Measurement is not perfect and involves inherent error, assessment experts work to minimize error.
• There are multiple ways to measure any given construct.
• All assessment procedures have strengths and limitations.
• Multiple sources of information should be used in the assessment process, and decisions should not rely on a single test.
• Performance on tests can be generalized to non-test behavior and real world situations.
• Assessment can provide valuable information which can helps psychologists make more informed professional decisions.
• Assessments should be conducted fairly to minimize biases.
• Testing and assessment benefit individuals and society as a whole by contributing to education & industries.

Comparison between Testing and Assessment

Summary of Psychological Testing and Assessment

• Psychological Testing measures psychology-related variables to obtain a sample of behavior.
• Psychological Assessment gathers and integrates psychology-related data for a psychological evaluation, using tools like tests, interviews, case studies, and behavioral observation.

RA 10029 Selected Articles

• Section 1 outlines that the Act is known as the "Philippine Psychology Act of 2009".
• Section 2 recognizes the importance of psychological services by practicing psychologists.
• Section 2 also recognizes the need to protect the public by preventing inexperienced individuals from offering psychological services.
• Psychology is the scientific study of human behavior, using scientific methods to explore biological, cognitive, affective, and social dimensions.
• Practice of Psychology involves applying psychological principles to describe, understand, predict the behavior to assist human growth.
• Psychological services include (1) interventions, such as counseling and psychotherapy, (2) assessments using tools like tests and interviews, and (3) programs for psychological treatment.
• A psychologist is a registered professional with proper credentials for delivering psychological services as defined in this Act.
• A psychometrician is a registered professional authorized to administer and score objective personality tests under supervision.
• Psychometricians can interpret test results, prepare reports, and conduct intake interviews for psychological invention sessions.
• Psychologists and psychometricians must pass a licensure examination.
• Those applying to take the licensure examination for psychologists must be a Filipino citizen with a master’s degree in psychology.
• Applicants must have completed 200 hours of supervised experience to be qualified for said licensure.
• Those applying to take the licensure examination for psychometricians must be a Filipino citizen with a bachelor’s degree in psychology.
• Examination Subject for Psychologists shall cover Advanced Theories of Personality, Advanced Abnormal Psychology, Advanced Psychological Assessment, Psychological Counseling and Psychotherapy
• Examination Subject for Psychometricians shall cover Theories of Personality, Developmental Psychology, Abnormal Psychology, Industrial Psychology and Psychological Assessment
• A person with a doctoral degree can be registered without examination if they file with the Board within three years.
• A person with a master's degree and 3 years experience can be registered without examination.
• Currently employed psychologists with a bachelor's degree and ten years experience can qualify for registration.
• You can be a registered as without taking the examination, if you are a psychometrician with a bachelor's degree with two years in the field.
• To pass, candidates must achieve at least 75% in all subjects, with no grade below 60% in any subject.
• Psychologists and psychometricians cannot disclose client information without consent.
• The profession integrates into a national organization to be recognized by the Board.
• The Board adopts a Code of Ethics and Practice for psychologists and psychometricians from the professional organization.

Principles of Individual Differences

• A major goal of the use of psychological and educational tests is to determine individual differences
• Through psychological tests, one could determine mental capacity and personality

Early Study of Individual Differences

• Individual differences include variations such as self-esteem, rate of cognitive development, and degree of agreeableness
• Research typically includes personality, motivation, intelligence, ability, IQ, interests, values, and self-esteem.
• Temperament is reflected in self-regulation and reactivity.
• Galen built on Hippocrates's theory and suggests both diseases & personality differences could be explained by imbalances in the humors
• Galen stated that choleric, melancholic, sanguine and phlegmatic are the four temperaments that body fluids are related to and determine the pre-disposition of moods.
• Phrenology, developed by Franz Joseph Gall in the late 1700s, linked bumps on a person's head to personality aspects.
• Darwin put forward the thoery of natural selection
• Darwin's theory states that acquired adaptations favorable for an environment will be passed to offspring, changing species over time.
• Darwin wrote about the importance of individual differences in his studies.
• Galton assumed human traits were inherited and was a pioneer in eugenics.
• Alfred Adler described Individual Psychology as the psychology of individual differences
• Alfred Adler's most famous concept is the inferiority complex which speaks to the problem of self-esteem and its negative effects.

Factors of Individual Differences

• Personality involves individual differences in behavior, cognition, and emotion.
• Intelligence is the capacity for logic, abstract thought, understanding, self-awareness, communication, learning, and problem solving.
• Physical Factors are also considered as the body size, gender, and age

Types and Purposes of Psychological Assessment

• Tests are a device or procedure used to obtain information.
• Tests can be used for: instructional uses, administrative uses, guidance uses and to help with diagnostic and predictive value for ones psychology
• A good test includes: content, format, administration procedure, scoring + interpretation procedures, and technical quality
• Parties involved in assessment include: test developers, test users and test takers.
• A maximal performance test measures the upper limits of a test taker's expertise
• An Alternate choice-response presents a question and possible answers
• A free-response item presents a question without possible answers
• Maximal performance tests are Intelligence, Aptitude and Acheivement tests
• Typical Performance Test measures usual thoughts, feelings, and behavior on a daily basis.
• Typical performance test includes Interest, Personality and Attitude tests
• Norm-referenced scoring compares an examinee's performance to the performance of others.
• Criterion-referenced scoring compares the individual's performance to a specific level of performance.

Norm-referenced

• Interpretation is relative to that of other people.
• An examinee earns a percentile rank score of 50, meaning they scored better than 50% others.

Criterion-referenced

• Interpretation is absolute.
• Psychometrician passing sore is 75%

The Process of Assessment includes:

• Referral for assessment
• Preparing for the assessment using tools of assessment
• Formal assessment
• Writing a report which answers the main question
• Feedback session with the client