PY3107:PY3107:An Introduction to An Introduction to Psychometrics, Psychometrics, Assessment and Assessment and EthicsEthics

Lecture 1

Lidia Suárezlidia.suarez@jcu.edu.sg

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Lecture 1: OverviewLecture 1: Overview

Introduction to the Subject.Introduction to Psychological

Testing.Test Administration.Test Interviewing.

Chapters 1, 7, & 82

Introduction to the Introduction to the Subject Subject TextbookTextbook

Kaplan, R. M., & Saccuzzo, D. P. (2009). Psychological testing: Principles, applications, and issues (7th ed.). Belmont: Wadsworth.

Should be available from bookshop & library.

Lectures based on 7th Edition.You may also use the 6th Edition to study.

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Introduction to the Introduction to the Subject Subject

AssessmentAssessment1. Mid-semester quiz 25%

- 50 MCQ, 1 hour - During Lecture 4 (22nd July 2010)- Covers material from Lectures and Tutorial 1-3, and related readings

2. Written Assignment: Test Review30%- Critically review a psychological test (1500-2000 words)- Due Tutorial 7 (25th August 2010)

3. Examination 45%- 100 MCQ, 2 hours- Covers all materials

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Introduction to the Introduction to the Subject Policy on late Subject Policy on late

assignmentsassignments

The policy of this school is to impose a penalty for late submission of essays or other assignments. Marks will be subtracted from the awarded mark at the rate of 5% of the value of the assessable work per day.

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Introduction to the Introduction to the Subject Policy on English Subject Policy on English

CompetencyCompetency

Please seek help if necessary.

Contact Dr. Denise Dillon if necessary.

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Introduction to the Introduction to the Subject Policy on Subject Policy on

Plagiarism Plagiarism Zero Tolerance Policy!!!

Zero marks. Possible to appeal.

If caught again, same as above but possible expulsion from course.

http://www.jcu.edu.au/student/assessment/plagiarism/index.htm

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• TA: Robyn Youie Wednesday 09:00 – 12:00

• TB: Manisha Agarwal Wednesday 19:00 – 22:00

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Introduction to the Introduction to the Subject Tutorials Subject Tutorials

Introduction to the Introduction to the Subject LearnJCUSubject LearnJCU

Information on the course.Announcements.Additional documents.Links to web sites.Communication options

◦Discussion Board General Critique

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Introduction to the Introduction to the Subject Subject OverviewOverview

Most psychologists will be involved in testing.

Aim to provide a broad familiarity with tests and test concepts.

Base for the development of specific skills later in career.

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Introduction to the Introduction to the Subject Subject

Learning GoalsLearning GoalsAwareness of the strengths and limitations in

the use of testing.

Knowledge of the principles of test construction and an ability to interpret the psychometric properties of tests.

Awareness of the legal and ethical issues associated with the use of psychological tests.

Knowledge of the different purposes for which tests are available and exposure to examples from a range of tests .

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Introduction to Psychological Introduction to Psychological TestingTesting

Learning ObjectivLearning Objectivee

Understand what is psychological testing.

Acquire knowledge about various types of psychological tests.

Example: CES-D.

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory

Psychological constructs.

Psychometric Theory provides researchers and psychologists with mathematical models used in considering responses to individual test items, entire tests, and sets of tests (Corsini & Auerbach, 1998).

Example of some statistical techniques employed to verify psychometric hypotheses.

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric TheoryThe following table shows the results of 6 students in one exam that has been marked by 2 different markers .

- Do the two assessments agree with each other?- What score should be given to each student?- How could we assign a grade?- Which question was the most difficult?

    Marker 1         Marker 2    Student Question 1  Question 2 Question 3 Question 4   Question 1  Question 2 Question 3 Question 4

1 9 6 6 2   8 2 8 12 9 5 4 0   7 5 9 53 8 9 5 8   10 6 9 104 7 6 5 4   9 8 9 45 7 3 2 3   7 4 5 16 10 8 7 7   7 7 10 9

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric TheoryFirst we introduce the data in PASW

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory- Do the two assessments agree with each

other? 1. Compute new variables:

Sum_Score_Marker1 Sum_Score_Marker2

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory2. Perform a correlation.

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory- What score should be given to each

student?

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory- How should we assign a grade?

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Introduction to Psychological Introduction to Psychological TestingTesting

Psychometric TheoryPsychometric Theory- Which question was the most difficult?

1. Compute new variables: Sum_Question_1 Sum_Question_2 Sum_Question_3 Sum_Question_4

Introduction to Psychological Introduction to Psychological TestingTesting

Definition of TestDefinition of Test

Test: a set of items designed to measure characteristics of human beings in relation to overt (observable) or covert (e.g., feelings, attitudes) behaviour.

Use: To obtain information fast and comparable to a reference group. Scales aid interpretation of test scores by relating raw scores on test items to a defined theoretical or empirical distribution. 21

Provide a sample of behaviour.

Measure past or present behaviour, or predict future behaviour.

Performance may be related to◦ traits or enduring tendencies◦ or the state of an individual

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Introduction to Psychological Introduction to Psychological TestingTesting

Definition of TestDefinition of Test

Introduction to Psychological Introduction to Psychological TestingTesting

Competency Requirements for Competency Requirements for Test UseTest Use

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• Psychological tests are those that only a registered psychologist is able to buy.

•Test suppliers require evidence that the prospective purchaser is a registered psychologist.

Psychologists are held accountable for the professional judgments they make.

They may rely on tests, but◦ This does not absolve them from the

responsibility for their professional opinions.

◦ Selection and interpretation of tests is the responsibility of the psychologist not the test supplier. 24

Introduction to Psychological Introduction to Psychological TestingTesting

Responsibilities of the Responsibilities of the PsychologistPsychologist

Require professional training before administration.

Conceptual understanding before results can be meaningfully interpreted.

Without such, testing may result in damage to the client breaching the first ethical rule of ‘no harm to the client’.

www.deltabravo.net/custody/misuse.php 25

Introduction to Psychological Introduction to Psychological TestingTesting

Some Psychological TestsSome Psychological Tests

Individual Tests Administered by a single examiner to one person.

Group TestsAdministered by a single examiner to several persons.

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Introduction to Psychological Introduction to Psychological TestingTesting

Type of TestsType of Tests

Intelligence TestsIntelligence Tests

Measure a person’s general potential to

◦ solve problems◦ adapt to change◦ think abstractly◦ profit from experience

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Uses of Intelligence TestsUses of Intelligence Tests

Measure cognitive ability.

Ancillary uses such as◦Clinical assessment◦Memory◦Brain dysfunction◦Deterioration with age

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Achievement TestsAchievement Tests

Measure previous learning◦e.g., multiple choice exam in this subject.

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Aptitude TestsAptitude Tests

Measure the person’s potential for learning, e.g., acquiring a new skill.

- For example, musical aptitude, potential to learn to play the piano if lessons taken.

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Personality TestsPersonality Tests

Measure the tendency of a person to behave or respond in particular way in a given situation.◦-Structured (e.g. self -report with

defined response options) Cattell 16PF Eysenck Personality Inventory California Personality Inventory

◦-Unstructured◊ Projective tests (e.g. Rorschach test)

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Psychomotor TestsPsychomotor Tests

Test neurological and sensory functioning◦Some require special tracking and monitoring equipment.

◦Paper and pencil tests (e.g. Bender-Gestalt).

◦Halstead-Reitan and Luria Psychomotor battery test selected aspects of neuropsychological functioning.

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Educational TestsEducational Tests

Cognitive functioning (linguistic, quantitative, spatial and creative thinking).

Tests of specific ability (reading ability used for diagnostic and remedial work).

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Vocational TestsVocational Tests

Eg. Holland Vocational preference.

Computer packages SIGIPLUS (System of Interactive

Guidance and Information).◦Self-assessment◦Practical suggestions◦Skills◦Preferences

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Test AdministrationTest AdministrationLearning ObjectivesLearning Objectives

Awareness of factors which may influence an examinee’s performance on tests, and potential sources of error in behavioural assessment.

Knowledge of the advantages of using computer-assisted test administration.

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Factors influencing test performance

The relationship. Race of the tester. Language of the test taker. Training. Expectancy effects. Reinforcement of responses. Mode of administration &

Computer-assisted. Person variables. 36

Test AdministrationTest AdministrationThe Examiner and the The Examiner and the

SubjectSubject

Reactivity.Drift.Expectancies.Halo effect.Rating accuracy.

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Test AdministrationTest AdministrationBehavioural Assessment Behavioural Assessment

MethodologyMethodology

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Interviewing Interviewing TechniquesTechniques

Learning ObjectivesLearning Objectives

• Acquisition of skills in regard to effective interviewing such as professional attitude, responses to avoid, responses to facilitate interaction flow and empathic responses.

To be able to distinguish between different types of interviews for the purposes of evaluation, mental status examination, employment decisions.

To be able to distinguish between structured vs. unstructured formats. 39

Interviewing Interviewing TechniquesTechniques

Learning ObjectivesLearning Objectives

Structured.

Unstructured.

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Interviewing Interviewing TechniquesTechniquesInterviewsInterviews

Proper Attitude.Avoid:

Evaluative statements Probing statements Hostile statements Reassuring statements

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Interviewing Interviewing TechniquesTechniques

Effective InterviewEffective Interview

Open vs. close ended questions.Responses to facilitate interaction

flow:

◦Verbatim playback◦Paraphrasing and restatement responses

◦Summarising and clarification responses

◦Empathy (5-point classification)◦Transitional phrase 42

Interviewing Interviewing TechniquesTechniques

Effective InterviewEffective Interview

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Interviewing Interviewing TechniquesTechniques

5-point classification scheme for empathic 5-point classification scheme for empathic responsesresponses

Level-one responses(no relationship to the interviewee’s response)

Level-two responses (superficial awareness of meaning of statement)

Level-three responses (paraphrasing, verbatim playback, clarification statements, restatement responses)

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Interviewing Interviewing TechniquesTechniques

5-point classification scheme for empathic 5-point classification scheme for empathic responsesresponses

Level-four responses(interviewer adds noticeably to interviewee’s response)

Level-five responses(interviewer adds significantly to interviewee’s responses)

Evaluation interview.Structured clinical interview.

◦(Structured Clinical Interview for the DSM SCID)

Case history interview.Mental status examination.Employment interview.

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Interviewing Interviewing TechniquesTechniques

Types of InterviewsTypes of Interviews

Interview validity◦Halo effect, cultural differences, general appearance.

Interview reliability◦Structured vs. unstructured interviews.

◦Examiner bias or focus.46

Interviewing Interviewing TechniquesTechniques

Source of Error Source of Error