Personality Assessment: An Overview PDF

consistent (equivalent) forms of adaptive and expressive behavior. PERSONALITY ASSESSMENT: AN OVERVIEW Robert Holt (1971): there are real structures inside people that Personality determine their behav...

consistent (equivalent) forms of adaptive and expressive behavior. PERSONALITY ASSESSMENT: AN OVERVIEW Robert Holt (1971): there are real structures inside people that Personality determine their behaviors; these structures are changes in brain chemistry that might occur as a result of learning Personality: an individual’s unique constellation of psychological “Learning causes submicroscopic structural changes in the traits and states. brain, probably in the organization of its biochemical substance” Personality Assessment: measurement and evaluation of psychological traits, states, and other variables on which individuals Raymond Cattell (1950): traits as mental structures, but not an may differ (values, interests, attitudes, worldview, acculturation, actual physical status. personal identity, sense of humor, and cognitive and behavioral Traits as the basic structural unit of personality styles) Guilford (1959): Any distinguishable, relatively enduring way in Theories of Personality which an individual varies from another. Psychoanalytic Personality States ○ Sigmund Freud, Neo-Freudian Behavioral Relatively temporary predisposition ○ John Watson. BF Skinner Refers to the transitory exhibition of some personality traits Humanistic Very few existing personality tests seek to distinguish traits ○ Carl Rogers, Abraham Maslow from states. Trait ○ Gordon Allport, Raymond Cattel Charles D. Spielberger and associates (1980): State-Trait Anxiety Social Learning Inventory (STAI) ○ Albert Bandura State anxiety: transitory experience of tension because of a particular situation. Personality Traits Trait anxiety/anxiety proneness: relatively stable or enduring personality characteristic. Gordon Allport (1937): real physical entities that are “bona fide mental structures in each Personality Types personality;” A trait is a generalized and localized A constellation of traits and states that is similar in pattern to neuropsychic system (peculiar to the individual) with the capacity to one identified category of personality within a taxonomy of render many stimuli functionally equivalent, and to initiate and guide personalities.  Are more descriptions of people, than characteristics Approaches to Personality Assessment possessed by people. Hippocrates: four types (melancholic, phlegmatic, choleric, WHO and sanguine). The Self as the Primary Referent John Holland (1973): Six personality types (Artistic, Self-Report: a process wherein information about assessees Enterprising, Investigative, Social, Realistic, or Conventional) are supplied by the assessees themselves. Friedman and Rosenman (1974): ○ Very commonly used to explore the self-concept ○ Type A Personality: competitive, haste, restless, (one’s attitudes, beliefs, opinions and related impatient, feeling of being time pressured, strong thoughts about oneself). needs for achievement and dominance. ○ “faking good” ○ Type B Personality: opposite of Type A; mellow ○ “faking bad” and laid-back. ○ Jenkins Activity Survey (JAS, 1979) WHAT Response style: a tendency to respond to a test item or Personality typology attracted the most attention from interview question in some characteristic manner regardless researchers and practitioners – results from many of these of the content of the item or question. tests are frequently discussed in terms of the patterns of Impression Management: a term used to describe the scores that emerge on the subtests – profile. attempt to manipulate others impressions through “the Personality profile: a narrative description, graph, table, or selective exposure of some information (it may be false other representation of the extent to which a person has information), coupled with suppression of other information” demonstrated certain targeted characteristics as a result of Validity scale: a subscale of a test designed to assist in the administration or application of tool(s) of assessment. judgments regarding how honestly the test taker responded. Personality Assessment Why do we assess personality? PERSONALITY ASSESSMENT METHODS Determine the type of employment best suited for a person. Emotional and other adjustment-related factors affecting a Objective Methods student’s level of academic achievement. Identifying determinants of knowledge about health. Typically paper-and-pencil and computer-administered Categorizing different types of commitment in intimate personality tests: relationships. ○ may include items written in a multiple-choice, Determining peer response to a team’s weakest link. true-false, or matching format. Identifying people who are prone to terrorism. ○ assesses select one response from the two or more provided.  “Objective” in a sense that they employ short-answer Examinees need not be proficient in the English language or (multiple-choice) format: little room for discretion in terms of other languages. scoring. Cross-cultural utility: Less linked to culture. Usually no correct or incorrect answer: answers are scored Can tap unconscious as well conscious material: “ways of with reference to either the personality characteristic being seeing life, meanings, significances, patterns and especially measured or the validity of the respondent’s pattern of feelings” responses. Types of Projective Methods Advantages Pictorial projective technique Items can be answered quickly- allowing the administration ○ Rorschach inkblot test of many items covering varied aspects of the trait/s the test ○ Thematic apperception test (TAT) is designed to assess. Verbal projective technique Can be scored quickly and reliably by varied means ○ Association technique (hand-scoring or computer scoring). Word-association method Analysis and interpretation can also be done quickly. ○ Completion techniques Slater-Gallagher Sentence Completion Test Projective Methods Expressive methods ○ Play techniques ○ Drawing and painting Technique of personality assessment in which some ○ Role-playing judgment of the assessee’s personality is made on the basis of performance on a task. ○ Task: supplying some structure to unstructured or Inkblots as Projective Stimuli incomplete stimuli Projective hypothesis: holds that an individual supplies The Rorchach (Form Interpretation Test) structure to unstructured stimuli in a manner consistent with ○ Hermann Rorschach (1884-1922) the individual’s own unique pattern of conscious and 10 bilaterlly symmetrical (mirror-image of fold in half) unconscious needs, fears, desires, impulses, conflicts, and inkblots, printed on separate cards. ways of perceiving and responding. Presented to the examinee: “what might this be?” Examiner records – verbatim responses, nonverbal Advantages gestures, the length of time before the first response to each card, the position of the card, etc. Inclination of examiners to fake responses is minimized. No standard way of interpretation, many Rorschach systems have been developed to aid in the interpretation  BF Skinner – “auditory ink blots” Pictures as Projective Stimuli Auditory Apperception Test – the examinee is tasked to create a story on three sounds played on a phonograph Maybe photos of real people, animals, objects, or anything record. (paintings, drawings, etchings, etc). Thematic Apperception Test (TAT) Expressive Techniques ○ Christina D. Morgan (1897-1967) & Henry Murray (1893-1988) Figure Drawings ○ 30 picture cards, all black & white ○ Other than assessing personality, it has extended as ○ Materials used for deriving conclusions about the a source of info about intelligence, neurological client: (1) stories as told by the examinee; (2) intactness, visual-motor coordination, cognitive clinician’s note about the way or the manner in which development, and even learning disabilities. the examinee responded to the cards; and (3) Draw-A-Person Test clinician’s notes about extra-test behavior and ○ Time required to complete the picture, placement verbalizations. and size of the figure, pencil pressure used, ○ Analysis of the story content requires special training symmetry, line quality, shading, erasures, ○ Characteristics of the individual drawn: unusually Words as Project Stimuli large eyes and ears suggest suspiciousness House-Tree-Person Employ words or open-ended phrases and sentences – Kinetic Family Drawing semi-structured techniques, allow for a variety of responses but within a framework provided. Word Association Tests PERSONALITY TESTS ○ Presentation of a list of stimulus words, an examinee 16 Personality Factor (16PF) responds with whatever comes to mind first upon hearing the word. A comprehensive measure of normal-range personality Sentence Completion Tests traits, developed by Raymond Cattell. It assesses 16 primary ○ Contain items that may be useful for obtaining personality factors and five global factors. diverse information about a person’s interests, ○ Measures 16 primary factors including Warmth, educational aspirations, goals, fears, conflicts, Reasoning, Emotional Stability, Dominance, needs, etc. Liveliness, Rule-Consciousness, Social Boldness, Sensitivity, Vigilance, Abstractedness, Privateness, Sounds as Projective Stimuli Apprehension, Openness to Change, Self-Reliance, Perfectionism, and Tension. Uses a phonograph Psychometric Properties  ○ The 16PF has been extensively researched and individual's emotional intelligence. The results can be used validated, with high reliability and validity across for personal development, counseling, and organizational various settings. It has been adapted into over 35 settings. languages and is widely used internationally. Basic Personality Inventory (BPI) The questionnaire is typically administered in a controlled environment, with clear instructions given to the respondent. The BPI is a personality assessment tool designed to It takes about 40-45 minutes to complete. measure various personality traits and characteristics. Scoring is done using a key provided with the questionnaire. ○ Assesses a range of personality traits, including Raw scores are converted into standard scores, which are extraversion, agreeableness, conscientiousness, then interpreted to provide a comprehensive profile of the neuroticism, and openness to experience. individual's personality. Psychometric Properties ○ The BPI has been validated through research, BarOn Emotional Quotient Inventory (BarOn EQ-i) demonstrating good reliability and validity in measuring personality traits. The EQ-i is a self-report measure designed to assess Typically administered as a self-report questionnaire, with emotional-social intelligence, developed byReuven Bar-On. clear instructions provided to the respondent. ○ Measures of the five composite scales are Scoring involves calculating scores for each personality trait, Self-Perception, Interpersonal Relationships, which are then interpreted to provide a comprehensive Decision Making, Stress Management, and General profile of the individual's personality. Mood. The 15 subscales include Self-Regard, Emotional Self-Awareness, Assertiveness, Empathy, Myers-Briggs Type Indicator (MBTI) Social Responsibility, Problem Solving, Reality Testing, Impulse Control, Flexibility, Stress A self-report assessment measuring psychological Tolerance, Optimism, and Happiness. preferences in how people perceive the world and make decisions, based on Carl Gustav Jung's typological theories. Psychometric Properties ○ Measures four dichotomies: Extraversion (E) vs. ○ The EQ-i has been shown to have good reliability Introversion (I), Sensing (S) vs. Intuition (N), and validity, with extensive research supporting its Thinking (T) vs. Feeling (F), and Judging (J) vs. use in various contexts. Perceiving (P). Can be administered as a self-report or multi-rater assessment (EQ-360). It is suitable for individuals aged 18 Self-administered questionnaire, typically taking about 30-45 and older. minutes to complete. Scoring involves calculating composite and subscale scores, which are then interpreted to provide insights into the  Scores are used to assign a four-letter code representing an Change, Endurance, Heterosexuality, and individual's personality type (e.g., INTP), with each letter Aggression. denoting their preference in one of the four dimensions. Psychometric Properties Psychometric Properties ○ Reliable and valid, with internal consistency ○ Test-Retest Reliability: Some studies have shown reliabilities ranging from.51 to.89. that the MBTI has satisfactory test-retest reliability, Administered as a paper-and-pencil test, taking about 45 meaning individuals tend to get similar results when minutes to complete. retaking the test. However, other research suggests Scores are based on item-total correlations, with each that the same individual can get different results dimension having its own reliability coefficient. upon retesting, indicating lower reliability. ○ Internal Consistency: The MBTI generally shows Minnesota Multiphasic Personality Inventory (MMPI) good internal consistency, with correlations between items measuring the same construct being strong. A widely used standardized psychometric test designed to ○ Construct Validity: The MBTI has been found to assess personality traits and psychopathology. The test aims have reasonable construct validity, meaning it to help mental health professionals diagnose mental health measures what it claims to measure (personality disorders and understand an individual's psychological state. type preferences). However, it is not validated to ○ Measures 10 Clinical Scales including major areas predict performance or suitability for recruitment of psychopathology, such as depression, anxiety, purposes. and schizophrenia. It also has validity, content, and ○ Theoretical Criticisms: Critics argue that the MBTI supplemental scales. lacks agreement with known facts and data, lacks Psychometric Properties: testability, and possesses internal contradictions. ○ High internal consistency and test-retest reliability The theory behind MBTI, which is based on Carl and has been extensively validated through Jung's typological theories, has been criticized for research; Includes normative data, allowing for the not being scientifically rigorous. comparison of an individual's scores to a representative sample. Edwards Personal Preference Schedule (EPPS) A forced-choice, objective personality inventory measuring The MMPI is typically administered by a trained psychologist 15 normal needs or motives based on Henry Alexander or mental health professional. The test-taker responds to a Murray's theory of psychogenic needs. series of true/false statements, and the length of the test can ○ Measures Achievement, Deference, Order, vary depending on the version used. Exhibition, Autonomy, Affiliation, Intraception, Scoring the MMPI involves converting raw scores to Succorance, Dominance, Degradation, Nurturance, T-scores, with a mean of 50 and a standard deviation of 10. Scores above 65 are considered clinically significant.  Interpretation of the results is typically done by a qualified It plays a critical role in the career development of an professional who considers the individual's scores on the individual and helps individuals make more informed career clinical, validity, and content scales to provide a decisions. comprehensive assessment of their psychological state. Types of Career Assessments Panukat ng Pagkataong Pilipino (PPP) Career assessments come in many forms and vary along Assesses personality traits and intelligence relevant to several dimensions. Some common points of variance are: interpersonal relationships, personal traits, and intelligence Methodology - some assessments are quantitative in nature and and creativity. precisely measure key attributes believed to influence an individuals ○ Measures 19 dimensions grouped into three forms: potential success and satisfaction with a career. Others are Form K (Personality dimensions), Form S (Personal qualitative exercises designed to help individuals clarify their goals traits), and Form KS (Intelligence and creativity). and preferences, which can then be used to make more informed Psychometric Properties career decisions. ○ Internal consistency reliabilities range from.51 to.89, with mean reliability coefficients of.69,.81, and Measured attributes - assessments vary with regard to the specific.72 for Forms K, S, and KS respectively. personality attributes measured. Some assessments focus on an Administered as a paper-and-pencil test. individual's interests, and perhaps aptitude, while others focus on Scores are based on item-total correlations, with each skills or values. dimension having its own reliability coefficient. Validity - many assessments, particularly those offered on the internet, lack evidence for "validity," which is the degree to which interpretation of the results of the assessment or decisions made INTEREST AND CAREER ASSESSMENT from the results are useful. Typical evidence of validity is verified empirically. What is a Career Assessment? Target customer profile - some assessments, such as the Strong Interest Inventory, the Myers Briggs Type Indicator, Careerscope and It is a process of assessing an individual’s interests, skills, Traitify are designed to serve broad markets (i.e., virtually, any personality traits, and values. individual choosing a vocational program or career change). It is a tool that is designed to help individuals understand Although they may lack well-established reliability and validity, they how a variety of personal attributes (i.e., interests, values, can, nevertheless, be useful in helping the individual to identify their preferences, motivations, aptitudes and skills) impact their career goals. potential success and satisfaction with different career Career assessment interview - a career assessment interview with options and work environments. a trained career counselor or a psychologist can be crucial in helping to integrate test results into the broader context of the individual's passions, personality, culture and goals.  – It is a standardized, normed career interest test that was first Tools Used in Career Assessment published by Douglas Jackson in 1977. – The Basic Report is hand-scored and results in only the Basic Myers-Briggs Type Indicator (MBTI) Interest Scales. The full report, containing all of the four major – It is an introspective self-report questionnaire designed to indicate components. psychological preferences in how people perceive the world and make decisions. CareerScope – Often, it is used to help individuals learn more about their values – standardized and timed interest and aptitude assessment for and interests. It can also be helpful in helping people who are education and career guidance already in the work field understand the various personality types. – student or client self-administered and takes one hour – These are the specific aptitudes : General Learning Ability, Verbal Strong Interest Inventory (SII) Aptitude, Numerical Aptitude, Spatial Aptitude, Form Perception, – It is an interesting Inventory used in career assessment developed Clerical Perception. by E. K. Strong, Jr. to help people exiting the military to find suitable jobs. Career Choice and Career Transition – The goal of this assessment is to give insight into a person's interests, so that they may have less difficulty in deciding on an This area revolves around careers – choices, transitions, appropriate career choice for themselves. explorations Work Preference Inventory Career – means more that one’s job or occupation.; how the – This survey was designed by Dr. Teresa Amabile to assess person does and how that person sees himself or herself; a “lifestyle” individual differences in intrinsic and extrinsic motivational concept that also involves a sequence of work and leisure activities orientations. throughout a lifetime. – This test is based on the premise that values are very important to Occupation – A group of similar jobs found in different successful career planning. industries or organizations. Work – “the systematic pursuit of an objective valued by oneself (even if only for survival) and desired by others; may be compensated (paid work) or uncompensated (volunteer work or an CareerPath.com Career Quiz avocation) – An online assessment test for a career professional seeking additional career direction or interested in pursuing a new career. Screening, Selection, Classification, and Placement – It provides a detailed report containing career advice and job suggestions. Screening: process of evaluation based on certain standards, criteria, or requirements The Jackson Vocational Interest Survey(JVIS) Selection: process of evaluation whereby a person is either understand some object or process accepted or rejected for a position Second-order interests: an interest in becoming more interested in Classification: rating, categorization with respect to two or more something criteria Vocational interests are one of the central psychological constructs Placement: a disposition, transfer, or assignment to a group or thought to affect career decision-making and adjustment, and refer category specifically to those activities, objects, or processes associated with work activities. Productivity, Motivation, Attitude, and Organizational Culture - Almost all research on vocational interests has examined first- order vocational interests. Productivity: an output or value yielded relative to work effort made. - Performance evaluation methods Theories on Interest, Vocational Interest, & Career Development Motivation: a force that drives people to behave the way that energizes, directs, and sustains their work behavior E. K. Strong (1955) - Intrinsic and extrinsic motivation - proposed that interests are composed of four attributes: Attitude: presumably learned disposition to react in some Attention: sustained attention to an object characteristic manner to a particular stimulus Feeling: liking of an object - Job satisfaction: a pleasurable or positive emotional state Direction: a sense of being steered toward an object for which one resulting from the appraisal of one’s job or job experience feels positive interests and away from one for which one feels - Organizational commitment: a person’s feelings of loyalty to, negative interest identification with, and involvement in an organization Activity: activity spurred by an object Organizational Culture: the totality of socially transmitted behavior Frank Parsons patterns characteristic of a particular organization or company. Trait-and-Factor Theory Key assumptions 1) individuals have unique patterns of ability or traits that can be objectively measured and correlated with the requirements of various INTEREST, CAREERS AND BUSINESS types of jobs 2) there is a single career goal for everyone; (THEORIES) 3) career decisions are primarily based on measured abilities. Interest Some criticisms: limitations of testing as predictor of occupational success; hazards of overreliance on test results in predicting Interest: are a species of desire; specifically, they are that which success; assumptions restrict the range of factors that can be people desire to understand or do considered in the career-development process. Harry Frankfurt: Two kinds of interests First-order interests: a desire to perform some activity or Donald Super  Self-Concept Theory: A developmental Approach 1. To clarify psychological problem - Vocational self-concept develops through physical and 2. Make a diagnosis mental growth, observations of work, identification with 3. Design a treatment plan working adults, general environment, and general experiences. THE INTERVIEW IN CLINICAL ASSESSMENT - Vocational self-concept is the driving force that establishes a career pattern one will follow throughout life. Interview always likely to be part of every clinician’s or counselor’s individual assessment Used to establish a therapeutic contract: an agreement Four major uses or purposes of tests or assessment between client and therapist setting forth goals, procedures expectations, and mutual obligations with regard to a course of therapy Prediction – forecast success in educational and career behaviors. Uses in clinical setting: to arrive at a diagnosis, to draw out Discrimination – job-person fit; permits individuals to discover what areas that must be addressed in psychotherapy, to occupational or educational groups they resemble determine concerns like self-destructive behaviors, etc. Monitoring – career behaviors as adaptive or maladaptive, as in Uses is counseling setting: to help interviewee learn more measurement of job satisfaction about him- or her-self, make life choices Evaluation – how well goals are being achieved with the interventions provided SOME STANDARD QUESTIONS Demographic data (name, age, religion, number of persons in CLINICAL AND COUNSELING ASSESSMENT family, race, occupation, marital status, ses, address CLINICAL PSYCHOLOGY - A branch of psychology that has as its Reason for referral primary focus the prevention, diagnosis, and treatment of abnormal Past medical history behavior Present medical condition Focus: more severe form of behavior pathology Familial medical history Past psychological history COUNSELING PSYCHOLOGY - A branch of psychology that is Past history with medical or psychological professionals concerned with the prevention, diagnosis, and treatment of abnormal Current psychological conditions behavior Focus: hassles of daily life (marriage, family, academics, and career) 3 Uses of Assessment (Clinical Practice)