Ch 8

PSY 323: Psychometrics

Introduction

Structured Interview

• Definition: A structured interview involves the interviewer asking a specific set of questions.
• Characteristics: Standardized interviews include printed questions that are asked in a specific order.

Unstructured Interview

• Definition: In an unstructured interview, there are no specific questions or guidelines to follow.
• Characteristics: Each unstructured interview is unique and flexible.

The Interview as a Test

• Definition: The interview serves as a method of gathering data or information analogous to a psychological test.
• Psychometric Properties: Reliability and validity are reflective of the interview as a testing method.
• Need for Supplemental Data: Tests often require supplemental interview data for comprehensive assessment, while interviews can sometimes provide a singular source of information.
• Applications: Interview skills are essential in a variety of occupations and settings, indicating broad applicability.

Method of Gathering Data

• Used for making predictions.
• Evaluated in terms of:
  • Reliability: How consistent the results are.
  • Validity: The degree to which the interview measures what it purports to measure.
• Can be conducted in a group or individual format.
• Classified as structured or unstructured.

Reciprocal Nature of Interviewing

• Common Features: Different types of interviews share interdependence among participants.
• Mood Influence: Interview participants can affect each other's moods significantly.
• Social Facilitation: This phenomenon suggests that individuals may behave similarly to the influence of those around them.
• Atmosphere: Effective interviewers create a relaxed and safe environment.
• Control: Despite the interview being reciprocal, the interviewer maintains control and sets the tone.

Principles of Effective Interviewing

• Interpersonal Influence: The effectiveness of interviewing can be linked to interpersonal attraction.
• Important Attitudes:
  • Warmth
  • Genuineness
  • Acceptance
  • Openness
  • Honesty
  • Fairness
• Patient Perception: An interviewee’s evaluation is significantly impacted by their perception of the interviewer’s attitudes.

Responses to Avoid

• Stress Interviews: To promote relaxation, interviewers aim for interviewees to feel at ease.
• Judgmental Remarks: Statements that may induce anxiety or inhibit communication are discouraged.
• Probing Statements: While sometimes necessary, these should be used cautiously.
• Hostile Statements: They should be avoided unless a specific purpose is served.
• Reassurance: Should only be offered if it is genuine.

Better Alternative Responses

Effective Responses

Open-ended Questions

• Definition: Questions that cannot be answered with a simple “yes” or “no.”
• Purpose: They allow interviewees to express what they deem important, thereby providing richer information.

Closed-ended Questions

• Consequences: These can halt the interview and may not facilitate ongoing interaction.

Responses to Keep the Interaction Flowing

• Interviewers should practice silence while responses are given and use small prompts for encouragement.
• Probes may be needed for deeper responses.
• Types of Responses:
  • Verbatim Playback: Repeating the interviewee’s exact words.
  • Paraphrasing and Restatements: Using different words to repeat the interviewee’s response.
  • Summarizing: Condensing the meaning from several responses.
  • Clarification Response: Helps to clarify the interviewee's previous statements.
  • Empathy and Understanding: Demonstrates an understanding of the interviewee's feelings.

Measuring Understanding

• Five-point Scoring System of Empathetic Responses:

1. Level-one: Unrelated response e.g., patient discussing an aunt; clinician expresses unrelated curiosity.
2. Level-two: Superficial response reflecting an awareness of the patient’s statement.
3. Level-three: Interchangeable response where clinician reflects the patient’s sentiment.
4. Level-four: Accurate empathy, going beyond mere reflection.
5. Level-five: Responses that significantly elaborate on the initial statement given.

Active Listening

• Emphasizing the importance of listening effectively during interviews, ensuring the patient feels heard and understood.

Mental Status Examination

• Purpose: Used to diagnose psychosis, brain damage, and other significant mental health problems.
• Evaluative Areas Include:
  • Appearance
  • Attitudes
  • General behavior
  • Emotions
  • Attentional skills
  • Sensory factors

Developing Interviewing Skills

• Debate on Skill Acquisition: There is ongoing discussion about the learnability of interviewing skills.
• Steps for Learning:
  1. Learn the research and theory on interviewing skills.
  2. Engage in supervised practice.
  3. Make a conscious effort to apply learned practices, along with ongoing evaluation.

Knowledge Check

• Scenario Example: Dr. Zayas, a family therapist, queries a mother about her shouting at her son.
• Question Rewording Options:
  1. I’m not sure I understand.
  2. Why did you say that?
  3. Tell me what you mean.
  4. What led up to the situation?

Sources of Error in the Interview

• Interview Validity Issues: Concerns regarding the halo effect, standoutishness, and cultural misunderstandings can introduce bias into interviews during selection processes.
• Reduction Method: The implementation of structured interviews may reduce these biases.
• Tentative Character of Interview Validity: Interview validity may be questionable but offers a significant volume of unique data that should be validated by supplementary sources.

Interview Reliability

• Reliability Coefficients: Interviewer reliability coefficients can show variability.
• Unstructured Interviews: These generally show the lowest reliability but might lead to fairer outcomes compared to other assessments.
• Interview Standardization Variance: Interviews can differ in their focus areas, affecting reliability.
• Structured Interviews: Provide higher reliability estimates but may lack the richness of information found in unstructured or semi-structured interviews.