a test designed to predict a person's future performance
A method of interpreting test scores such that scores of different magnitutde in a numeric range or band are regarded as being equivalent
computerized adaptive tests
form of computer-based test that adapts to the examinee's ability level.
Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time.
Extent to which scores suggest that a test is actually measuring an ABSTRACT theoretical idea (such as anxiety, personality, introversion, etc.).
the extent to which a test samples the behavior that is of interest (such as a driving test that samples driving tasks).
criterion related validity
estimated by correlating subjects' scores on a test with their scores on an independent criterion (another measure) of the trait assessed by the test
equivalent forms method
give the subject two forms of the same test, and see if the scores correlate
measures whether a test looks like it tests what it is supposed to test as determined by a quick look or evaluation by a non expert
test many people at one time; test taker works alone; cheaper; more objective
Tests administered to a single person at a time; interaction between the examiner and examinee is great. (Rorschach inkblot test)
Paper-and-pencil questionnaires designed to test a job applicant's honesty and character.
measures a person's preferences, attitudes, and interests in certain activities
tests of personality that can be scored objectively and that are based on a research foundation
Tests that measure person's social interaction skills and patterns of behavior.
Tests where people are given significant amounts of time to finish the work, but the questions become increasingly more difficult.
Type of criterion-related validity; degree to which predictions made by a test are confirmed by the later behavior of test takers.
When people exert control over their lives by choosing new behaviors to meet their needs or desires
a standard series of ambiguous stimuli designed to elicit unique responses that reveal inner aspects of an individuals personality
the practice of setting different passing scores for different races or other protected groups; race-norming is prohibited by Title VII.
The type of validity that relates to the nature, properties, and content of a test, independent of its relationship to job performance measures.
the ability of a test to give the same results under similar conditions; consistency
self report personality inventories
structured psychological tests in which individuals are given a limited range of response options to answer a set of questions about themselves
situational judgment tests
Commonly a paper and pencil test that presents the candidate with a written scenario and asks the candidiate to choose the best response from a series of alternatives
Timed test; difficulty is more in how quickly questions can be answered than in the content.
split halves method
same questions asked in different ways on the beinning and end of test.
defining meaningful scores by comparison with the performance of a pretested "standardization group"
a representative group of people who take the test and establish the norms.
tests in which individuals are given an ambiguous figure or an open-ended situation and asked to describe what they see or finish a story
provide information about where a score on a psychological test ranks in relation to other scores on that test
test retest method
same test, same people, two times, To estimate the inter-individual stability of test scores over time, the same test is administered to the same group of people twice.
the ability of a test to measure what it was designed to measure
The assumption that the results of a validity study conducted in one situation can be generalized to other similar situations, The extent to which validity coefficients can be generalized across situations.