Psychological testing is the systematic procedure of keeping track of an individual's behaviour. Examples may include aptitude tests, intelligence tests, vocational tests, aptitude tests, personality tests, and many more. These tests are mostly designed to measure the difference between the abilities and capabilities of the test takers. In other words, it evaluates whether the mental abilities of the test taker are better or inferior to an average performing test taker. Trained evaluators and psychologists often administer these tests to diagnose individuals. In addition to that, these psychological tests also measure the difference in abilities of an individual over some time.
Based on its characteristics, the psychometric tests will be ideal for job screening, psychological diagnosis, academic placement, research purposes, etc. Construction of such tests requires elaborate planning to serve the purpose for which they have been designed. For example, the Minnesota Multiphasic Personality Inventory (MMPI-2) is one of the world's most commonly used psychometric tests. It is ideal for measuring any mental health-related ailments.
It can be studied under the following headings −
Psychometrics, also known as psychological test construction, is the systemic use of tests (both verbal and written) used to qualify the different mental abilities of a test taker.
Test administration may be defined as the physical or psychological setting in which the psychological test takes place. The five factors that are involved in the test administration are −
Objectivity
Reliability
Validity
Economy
Norms
Interpretation in psychology may be defined as incorporating an alternate frame of reference into the observation results of the collected data to make the results more amenable to manipulation.
To make sure they are accurate and trustworthy measurements of the construct they are designed to examine, psychological tests are created using a strict and organized approach. This entails determining the construct or trait that will be assessed, choosing test items that are pertinent and appropriate for the construct, pilot testing the items, and refining the test depending on the information gathered during the pilot testing. The development of tests must also take into account demographic and cultural aspects that could affect the test outcomes.
After the test is created, it must be normed using a sample of the population that is typical of the entire population to establish a standard for scores. It is crucial to remember that psychological tests do have limitations, and the findings should only be evaluated by qualified experts in the field who can take the subject's particular traits and upbringing into account. To better comprehend the results, test items are frequently normed using a representative sample of the population and their scores are compared with the norm.
To construct a psychometric test, the test's objectivity must be considered. The objectivity of a test is the degree to which equally competent test takers' scores obtain the same results. It is the most important characteristic of a good test.
The appropriate age range, educational level, and cultural background of the average test takers must be determined beforehand before designing the test.
It is necessary to determine the content of the test, and the content of the test depends upon its objectivity.
Multiple-choice questions, true-false questions, and inventive responses are different test formats. The designer of the test needs to decide the format of the test. A psychometric test can be brief and easy, and lengthy and difficult questions in a psychometric test can tire out the test taker. Untrue answers (or not well-thought-out answers) to the test questions might make it easier for the trained evaluators to correctly assess the behaviours or other mental characteristics of the test taker.
The psychometric tests can be broadly classified into oral and written tests. The delivery of the test answers is relevant to the diagnosis.
Test administration may be defined as the physical or psychological setting in which the psychological test takes place. Hence, a detailed agreement for the preliminary and the final test must be considered.
To avoid confusion, the prerequisites for administering and interpreting the tests must be predetermined.
The test's probable length and duration must be decided beforehand.
Sampling methods, whether it is going to be random or selective, must be predetermined.
The potential harm from administering the psychological tests must be mentioned in the guidelines. In addition to that, any safeguards built into the recommended testing procedure must be mentioned as well in order to prevent any harm.
A test's administration will alter depending on whether it is administered. Individual or group testing is possible. When delivered to an individual, it will only be given to one person. Hence proper preparations must be done. Moreover, suitable seating arrangements and preparations are required if it is administered to a group. In any case, keep in mind that the test is done methodically and standardized. The test taker must follow the same instructions (as indicated in the handbook) (s). Before administering the exam to an individual or a group, be sure that all of the necessary materials are available. . Also, make sure that the location in which the exam will be given is favorable and devoid of distractions. You must thoroughly study the exam handbook and understand the concept that the test measures. When delivering a test, the following factors must be considered −
Concentrate on the reason for administering the test. Tests are given to individuals in order to assess them on specific variables. A test must also be chosen based on what is to be measured. Personality, for example, may be assessed using the 16 PF and the NEO-PI. You must choose a test based on what you intend to measure. A psychological test should be administered by someone who has the necessary qualifications, expertise, and skills (for the practical component of this course, the variables to be measured have already been specified, and you will learn how to administer and score a test measuring one of the specified variables).
Aside from information regarding the instructions, reliability, and validity, the handbook will often provide background information about the variable that the test measures. Details on how to score the test and norms will be supplied. Before administering the test, ensure that all necessary materials are available.
Concentrate on the ethical considerations that must be addressed during a test administration, such as secrecy, privacy, and so on. We briefly mentioned ethics in the first unit, which is also pertinent in this case.The test taker must deliver the instructions when the exam is being administered (s). Also, appropriate clarification/answers must be provided if there are any uncertainties or inquiries.
While administering the test, keep the individual features in mind. When administering a test to youngsters, the elderly, persons with disabilities, and so on, your method may change. Language and culture must also be prioritized. The most crucial aspect of delivering a test is developing a relationship with the test takers so that their test anxiety is lessened and they cooperate fully during the test administration procedure.
If debriefing is necessary after the exam, any material not provided before the test is conducted must be communicated to the test taker(s). The exam taker might also provide an introspective report(s).
There are two types of scores Percentile scores and raw scores. In the case of an aptitude test, a raw score is the total number of questions that are correctly answered. If the test has been scored compared to other test takers, it will fall under the category of percentile score. In the case of an aptitude test, 100% is considered a perfect score, 90% is considered excellent, 80% is considered above average, and below 80% is considered average. The minimum accepted score is 40%. According to NCBI, the emotional intelligence score ranges from 27 and 108 for medical students. A score below or equal to 47 is considered "high emotional intelligence," a score between 47 and 58 is considered "average emotional intelligence," while that above 58 is "Below average emotional intelligence."
Hand Scoring − Hand scoring is ideal when only a small number of test results are involved, and it takes much time. Hence, it can be considered more accurate.
Machine Scoring − Machine scoring is ideal for the times when a large number of test results are involved. Scoring takes place with the help of a computer-assigned scoring system.
Psychological testing is the systematic procedure of keeping track of an individual's behavior. Trained evaluators and psychologists often administer these tests to diagnose individuals. These tests are mostly designed to measure the difference between the abilities and capabilities of the test takers and the difference in abilities of an individual over some time. A test administration may be defined as the physical or psychological setting in which the psychological test takes place. Construction of such tests requires elaborate planning so that they can serve the purpose for which they have been designed. Interpretation of the test results may depend upon the test results (which can be broadly classified into two: percentile scores and raw scores) and the objectivity (frame of reference).
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