individual differences and assessment

test 1

individual differences

dissimilarities between or among 2 or more people

background

• 1890 - cattell and concept of “mental test”

• differential psych

• psychometrics

• WWI and intelligence tests

• “g” or general mental ability

variety of individual differences

• cognitive ability and the g-ocentric model

• physical ability

• personality

• interests

• knowledge

• emotion

taxonomy of abilities

fleishman’s taxonomy of 52 abilities - divides into broad categories of

• cognitive abilities

• physical abilities

• perceptual-motor abilities

intellogence as “g:

involves the ability to reason, plan, solve problems, comprehend complex ideas, and learn from experience

is “g” important at work?

yes

• intelligence (“g”): broad capability - describes persons ability to learn from experience

• higher job complexity = higher predictive value of general intelligence tests

sensory abilities

• vision

• touch

• taste

• smell

• hearing

• kinesthetic feedback

psychomotor abilities

• aka sensorimotor or motor abilities

• physical functions of movement, associated with coordination, dexterity and reaction time

fleishman’s psychomotor abilities

• arm-hand steadiness

• manual dexterity

• finger dexterity

• control precision

• response orientation

• rate control

• reaction time

• wrist-finger speed

five factor model (FFM)

1. conscientiousness - responsible, patient, planful, achievement orientated

2. extraversion -sociable, assertive, talkative, energetic

3. agreeableness - cooperative, trusting, likable, friendly

4. emotional stability - secure, calm, poised, relazed

5. openness to experience - curious, imaginative, independent, creative

faking

• self-presentation

• social desirability

skills

• practices acts

• technical and non technical

knowledge

collection of discrete but related facts and information about a particular domain

• tacit knowledge → street smarts

• procedural knowledge → knowing how

• declarative knowledge → knowing that

competencies

• sets of behaviors instrumental in accomplishing various activities

• combination of individual difference characteristics

emotional intelligence

• awareness of our own and others emotions

• controversial construct

past and present of testing

• 1890 - cattell and mental test

• WW1: over million soldiers tested

  • first trial of large-scale group

• during WWII full employment

• after WWII: little control over testing

• 1860 - constraints on testing

  • criticism by social observers

  • civil rights act of 1964)

what is a test?

objective and standardized procedure for measuring a psychological construct using a sample of behavior

• attributes to be assed → content

• ways to assess attributes → process

meaning of a test score

norming and norm groups used to interpret and give meaning to a score

test users and interpretation

importance of training test administrators to correctly understand and interpret results

test battery

collection of tests assessing variety of different attributes

speed vs. power tests

• speed tests have rigid and demanding time limits

  • provide greater variability among candidates

  • issue of relevance to job

  • may increase the risk of legal challenges

• power tests have no rigid time limits

group vs. individual tests

• individual tests useful in assessing a candidates style of problem solving

• group testing is valuable in reducing costs

performance tests

assess skill in performing tasks and knowledge of how to carry out actions

bias

situation in which a given test results in statistical errors of prediction for a subgroup

fairness

value judgement about actions or decisions based on test scores

culture

• system in which individuals share meanings and common ways of viewing events and objects

• influence of culture and subculture on test scores

content vs. process

• important distinction for showing validity

• validity depends more on content of gathered information

cognitive ability tests

allow individuals to demonstrate what they know, perceive, remember, understand, or can work mentally

tests that produce a single score

wonderlic personnel test (WPT)

tests of specific abilities

bennett test of mechanical comprehension

cognitive test batteries

general aptitude test battery (GATB)

screen out tests

• identify psychopathology

• generally used for positions of public trust

• may only be administered after offer of employment

• best known example is the MMPI

screen in tests

• identify normal personality

• may be administered as pre-employment tests

• HPI, NEO-PI, PCI

overt integrity test

asks questions directly about past honesty behavior (stealing, etc.) as well as attitudes toward behaviors (employee theft)

personality based integrity test

test that infers honesty and integrity from questions dealing with broad personality constructs

assessment centers

• collection of procedures used for evaluation, often for possible promotion

typical characteristics

• assessment done in groups

• assessment done by groups

• multiple methods of assessment employed

work sample tests

measure job skills by taking samples of behavior under realistic, job like conditions

• rudder control test for pilots

• speech interview for foreign student

situational judgement tests

present candidate with written scenario, then ask candidate to choose best response from series of alternatives

important characteristics

• job related

• well accepted by test takers

• reduced adverse impact compared to other devices

incremental validity

value in terms of increased validity of adding a particular predictor to an existing selection system

biodata

includes type of information collected on an application blank

• previous jobs, education, special training

ecology model

events constituting person’s history represent choices made by individual to interact with his/her environment

distinguishing characteristics of biodata

• historical

• external

• objective

• discrete

• control

• relevant and noninvasive

graphology

assumes traits can be assessed from various characteristics of a person’s handwriting

polygraph

machine that measures person’s physiological reactions and signals deception

drug and alcohol testing

• issues with acceptance by employees and prospective employees

• legal issues

  • drug free workplace act

integrity testing

• overt integrity test

• personality based integrity test

computer adaptive testing (CAT)

based on preliminary routing test; allows for test to be “tailored” to test takers approximate level of ability