Saturday, August 23, 2014

Psychological Assessment in Forensic Psychology

In our next installment of the result of the blog survey, will be doing a blog post about the different jobs of the survey respondents. Majority are working in an industrial setting as HR personnel or managers, staff and various other positions;  in education setting, as teachers, instructors, counselors, psychometrician;  and clinics and hospitals as psychologists, physician, etc.; in the government, and a minority in the military and police.

It is interesting to note that military and the police are establishments or fields that are overlooked by many psychology graduates. Looking at the the PRC board exam for Criminologists a portion of the exam (15%) is about  Sociology of Crimes and Ethics particularly on the topics: Introduction to Criminology and Psychology of Crimes, Philippine Justice Systems, Ethics and Values, Juvenile Delinquency, Human Behavior and Crisis Management, Criminological Research and Statistics.

Those topics are so much appropriate as field of study for Psychology majors. Although in some schools especially in their graduate programs the course in Forensic Psychology is being offered. But I think even in undergraduate course it should already offered so Psych majors have more possible opportunities to explore and so they could consider work in the military and police. There should be convergence with courses and subjects in Criminology. Also with courses being made interdisciplinary, Psychology with its many possible applications should be made more interdisciplinary with other subjects such as Criminology, Forensic Psychology, Military Psychology, Sports Psychology, Health Psychology, School Psychology, Climate Psychology, Law, Social Work, etc.

Let's take a more closer look into Forensic Psychology this time.

Image source - http://www.uhv.edu/asa/images/For_Psy_logo.jpg

Thus, the practice of forensic psychology, and perhaps the most frequent duty of forensic psychologists, is the psychological assessment of individuals who are involved, in one way or another, with the legal system. Therefore, although it is necessary to have training in law and forensic psychology, the most important skills a forensic psychologist must possess are solid clinical skills. That is, skills like clinical assessment, interviewing, report writing, strong verbal communication skills (especially if an expert witness in court) and case presentation are all very important in setting the foundation of the practice of forensic psychology. With these skills forensic psychologists perform such tasks as threat assessment for schools, child custody evaluations, competency evaluations of criminal defendants and of the elderly, counseling services to victims of crime, death notification procedures, screening and selection of law enforcement applicants, the assessment of post-traumatic stress disorder and the delivery and evaluation of intervention and treatment programs for juvenile and adult offenders. The practice of forensic psychology involves investigations, research studies, assessments, consultation, the design and implementation of treatment programs and expert witness courtroom testimony.

Source - http://www.apa.org/ed/precollege/psn/2013/09/forensic-psychology.aspx


Image source - http://comps.canstockphoto.com/can-stock-photo_csp11787716.jpg

Forensic Psychology is the intersection between psychology and the justice system. It involves understanding fundamental legal principles, particularly with regard to expert witness testimony and the specific content area of concern (e.g., competence to stand trial, child custody and visitation, or workplace discrimination), as well as relevant jurisdictional considerations (e.g., in the United States, the definition of insanity in criminal trials differs from state to state) in order to be able to interact appropriately with judgesattorneys and other legal professionals. An important aspect of forensic psychology is the ability to testify in court as an expert witness, reformulating psychological findings into the legal language of the courtroom, providing information to legal personnel in a way that can be understood.[1] Further, in order to be a credible witness the forensic psychologist must understand the philosophy, rules, and standards of the judicial system. Primary is an understanding of the adversarial system. There are also rules about hearsay evidence and most importantly, theexclusionary rule. Lack of a firm grasp of these procedures will result in the forensic psychologist losing credibility in the courtroom.[2] A forensic psychologist can be trained in clinicalsocialorganizational or any other branch of psychology.[3]
Generally, a forensic psychologist is designated as an expert in a particular area of expertise. The number of areas of expertise in which a forensic psychologist qualifies as an expert increases with experience and reputation. Forensic neuropsychologists are generally asked to appear as expert witnesses in court to discuss cases that involve issues with the brain or brain damage. They may also deal with issues of whether a person is legally competent to stand trial.
Questions asked by the court of a forensic psychologist are generally not questions regarding psychology but are legal questions and the response must be in language the court understands. For example, a forensic psychologist is frequently appointed by the court to assess a defendant's competence to stand trial. The court also frequently appoints a forensic psychologist to assess the state of mind of the defendant at the time of the offense. This is referred to as an evaluation of the defendant's sanity or insanity (which relates to criminal responsibility) at the time of the offense.[4] These are not primarily psychological questions but rather legal ones. Thus, a forensic psychologist must be able to translate psychological information into a legal framework.[5]
Forensic psychologists may be called on to provide sentencing recommendations, treatment recommendations or any other information the judge requests, such as information regarding mitigating factors, assessment of future risk and evaluation of witness credibility. Forensic psychology also involves training and evaluating police or other law enforcement personnel, providing law enforcement with criminal profiles and in other ways working with police departments. Forensic psychologists may work with any party and in criminal or family law. In the United States they may also help with jury selection.[6]

Photo: Andy Molloy/ Kennebec Journal/ AP Photo
Image source - 
http://www.gq.com/news-politics/newsmakers/201409/the-last-true-hermit?currentPage=1

I recently came across this article from GQ that used forensic psychology to assess the mental state of the North Pond Hermit :
Chris had recently been given a mental-health evaluation by Maine's forensic service. The report mentioned a possible diagnosis of Asperger's disorder, a form of autism often marked by exceptional intelligence but extreme sensitivity to motions, sounds, and light.
The Strange & Curious Tale of the Last True Hermithttp://www.gq.com/news-politics/newsmakers/201409/the-last-true-hermit?currentPage=2

To better appreciate this story go to the link to read the whole story.Below are interesting comments exchange about the difference of sociopath from Asperger Disorder based on the above article:


Calmedic
Having spent more than 30 years as a paramedic and wondering why people do certain unexplainable things, I have slowly come to realize that extraordinary social behavior has two roots.  One is the environment you grow up in, the other is an amazing array of mental illness.  
I have learned to recognize looks, behaviors and even facial clues to the causes of inexplicable behavior. Christopher Thomas Knight's look reminds me very much of sociopathic behavior
I suppose that is why I am writing a book titled "What I learned"  after more than 36,000 patient contacts.
Jeff Rusteen



solitaire
@Calmedic Are you suggesting Christopher Knight is a sociopath? If so, I disagree with you for several reasons:
1. He was given a mental health evaluation while he was in jail and the only thing mentioned in the evaluation report was a possible diagnosis of Asperger's Disorder, which makes a lot more sense, given Christopher's high degree of intelligence. The loud and constant noise in jail after so many years of peace and quiet and being alone in the woods had to have been pretty terrifying. 
2. The lack of eye contact, nervous behavior and facial clues the author describes and what you see in the photos don't explain everything. Two people may not see the same thing or interpret a description in the same way. What I see is fear - a very deep fear within a man who was perfectly happy to live without interaction with other humans for decades, then incarcerated and forced to live in a cell surrounded by other inmates and guards all of the time.
3. Sociopaths generally act with complete disregard for the laws which govern society and feel no guilt, remorse or sympathy for people affected by their actions. Christopher Knight expressed regret for having "screwed over" his brother Joel and stated that he still "owes him."  He didn't steal for profit or for the adrenaline rush; he only stole what he needed in order to survive and he was extremely cautious and methodical in the way he did it. Sociopaths don't plan their crimes, they act spontaneously.
4. Sociopaths are usually well-liked by others, but will usually allow only one or maybe two people become "close" to them. Christopher chose to abandon and avoid human companionship completely at all costs. He never felt like he "fit in" and didn't have friends.

Your book may well be based on your actual patient contact experiences and apply to patients you have encountered in CA, but you can't reasonably or accurately use what you learned from those experiences and apply it to someone you've only read about, anymore than your paramedic training and experiences qualify you to diagnose mental illnesses or autism.


We hope that with this blog post, future Psychometricians will have more options as to which field to engage and explore. Also a clarification on the difference of sociopath from one who is diagnose with Asperger syndrome.

Next blog post will be the survey result of the work or job that our survey respondents are engage in.

Friday, August 22, 2014

What's in a name, Psychological Assessment?

Image source -http://drjuliaking.com/yahoo_site_admin/assets/images/GettyImages_CC000596.84171129_std.jpg

Different schools have different names for the courses or subjects they offer compared with other schools or with CHED's Course specification for that matter. A particular case is the subject Psychological Assessment that will be given in the upcoming 2014 Psychometrician Licensure Exam. The title Psychological Assessment is different with that of Psychological Testing which is a subject and course offered by most universities or schools.

We have received a lot of questions about applicants' concern whether they need to secure Certificate of Equivalency from CHED about this matter. A sample question we received recently:
Kailangan pa bang humingi ng Certificate of Equivalency sa CHED that certifies na equivalent ang Psych Testing sa Psych Assessment? According kasi sa iba, matagal yun iprocess at sa CHED main office pa mismo hihingi eh mga taga-Bicol kami. May nagtanong na po ba sa inyo na may similar case sakin/samin? Hoping for your fast response regarding this matter.
Our reply - most applicants like us have submitted our requirements and the subject course title is Psychological Testing, we have received our NOA upon PRC Application Division's review of those requirements (TOR included). So we did not apply from CHED any Certificate of  Equivalency. We hope that the PRC Board of Psychology has also clarified about this matter of Psychological Testing/Measurement  is synonymous, equal or equivalent to Psychological Assessment  to the PRC and the rest of PRC's regional offices.

An advise, go to PRC and submit your application NOW to find out more of what they will say about your application. File your application now and do not rush at the last minute given that PRC sometimes require additional requirements such as the CAV for those whose TOR does not contain Special Order (SO) Number including the additional documentary stamps to each of the three notarized certificates of good moral character. Do not wait for the deadline if you are ready and desire to take the licensure exam - FILE NOW! Well, otherwise, there's next year and the coming years to take the board exam.


Image source - http://www.lifepsych.com.au/wp-content/uploads/2012/10/psychological-testing.jpg


Let us take a look below of the course title and description  taken from the syllabus of different schools in the Philippines offering courses in Psychology (sources are from websites accessed as of  21 August 2014):


UP
BA/BS Psychology Curriculum (1992-93)
http://kssp.upd.edu.ph/psych/psychdept_programs_undergrad.html

Psychology 162: PSYCHOLOGICAL MEASUREMENT
Orientation into the rudiments of psychological testing and evaluation with emphasis on reliability and validity, and test development.
6 hours a week (3 lect; 3 lab); 4 units credit
Prerequisite: Psychology 115

Psychology 110: PSYCHOLOGICAL STATISTICS
Statistical techniques in the design, analysis and interpretation of psychological studies.
7 hours a week (4 lect; 3 lab); 5 units credit
Prerequisites: Psychology 101 & Math 11 or 17

Psychology 115: EXPERIMENTAL PSYCHOLOGY
A method course to familiarize students with the methods of science in the treatment and invetigation of human problems; principles of experimental inference; experimental design in behavior research and the ethics involved in laboratory research.
9 hours a week (3 lect; 6 lab); 5 units credit
Prerequisite: Psychology 110


DLSU
http://www.dlsu.edu.ph/academics/programs/undergraduate/cla/bs-psyc.asp
Bachelor of Science (BS) in Psychology

Psychological Measurement 1 (PSYCME1/LBYPSY1)
3 units
Prerequisite     : Theories of Personality
Prerequisite to : Psychological Measurement 2

This course includes 2 units of lecture and 1 unit of laboratory work. This course aims to introduce the students on the history of psychological measurement; psychophysical and scaling methods; basic concepts and principles in testing such as reliability, validity and norming; selection, administration, scoring and interpretation of selected psychological test; as well as issues and ethical considerations in psychological testing in the Philippine context and applied in the clinical setting. The students will be trained on writing up of profile reports based on psychological test battery results.

Psychological Measurement 2 (PSYCME2/LBYPSY2)
3 units
Prerequisite     : Psychological Measurement 1, Experimental Psychology

This course will introduce the students to the procedures and instruments used in clinical assessment. The students will be introduced to the peculiarities of the assessment process in special population as preschool children, brain-damaged populations, psychotic patients, mentally and/or physically disabled cases, violent and/or emotionally disturbed cases, and the mentally retarded. Students will be familiarized with different strategies in clinical assessment, namely: assessment interview; cognitive assessment; personality assessment; perceptual, sensory, and sensorimotor assessment; behavioral assessment which includes naturalistic observation, self-monitoring and controlled/systematic observation; and clinical judgment which includes quantitative and subjective approaches.

Opportunities for supervised administration and interpretation procedures and tests to actual cases will be provided and will be conducted in Psychology Laboratory. At the end of the course, the student is expected to have acquired the skill of establishing report with a client and preparing a case report.


Ateneo de Manila University 
http://ls.ateneo.edu/global/UserFiles/File/20121018091051123_PSYCHOLOGY%20Generic%20Course%20Syllabi%20II%20Sem%2012-13.pdf
Loyola Schools
Generic Course Syllabus for 2nd Semester, School Year 2012-2013
Department Psychology School Social Sciences

Course No. PSY 109.1 (Lec) and 109.2 (Lab)
Course Title Psychological Testing (Lecture and Laboratory)
No. of Units 3 and 2

Course Description:
This course is an orientation to the rudiments of psychological testing. The basic
principles, methods, current trends, issues, and ethics of psychological testing are
tackled. The course involves a review of the basic psychometric principles that apply to
all types of psychological tests, including item analysis, reliability and validity. Students
will also gain actual exposure in administering, scoring, interpreting and evaluating
various cognitive and personality tests that are typically used in assessment batteries
across the different applied fields of psychology in the Philippine setting


Silliman University
Bachelor of Science (Psychology)
http://su.edu.ph/resources/college-of-arts-and-sciences/154-165-dept-psychology-1327385201.pdf

Psychology 30. Psychological Testing 5 units
The principles, methods, and uses of psychological testing are tackled with
emphasis on issues of item analysis, reliability, and validity in test construction
(with computer use). The administration, scoring, and interpretation of objective
cognitive and affective tests used in various settings are covered. Ethical
considerations as well as current trends and issues in psychological testing in the
Philippine setting are discussed.


Colegio de San Juan de Letran
Major in Psychology
http://www.letran.edu/collegiate/clased/clas_abpsych.php

PSYCHOLOGICAL TESTING 1 - PSYCH 106 (3 units)
This course presents the basic orientation and the introduction on the major structured and non-structured psychological instruments, its rationale and uses. It deals with the basic concepts concerning the construction, purpose and choice of psychological tests. It surveys the psychological tests used to assess constructs such as intelligence and personality, and those used in clinical, educational, and business settings. Emphasis is placed on building skills in informed selection and use of psychological tests, and on familiarity with the basic procedures used to establish their norms, reliability, and validity, which are addressed in the laboratory component of the course. Social and ethical issues surrounding psychological testing are also addressed.


University of the East
https://www.ue.edu.ph/manila/main.html?page=colleges&link=curriculum&c=APSY2011

APY 221 Psychological Testing I (Psychometric Tests) 3 Units
APY 313 Psychological Testing II (Application to Psychological Tests) 3 Units

PSYCHOLOGICAL TESTING 2 - PSYCH 30 (3 units)
The course provides the basic orientation and discussion on the major non-structured psychological instruments, their rationale and  uses. It provides a venue for students to be exposed to and to undertake actual administration, scoring and interpretation of these tests. It deals with the actual administration, scoring and interpretation of selected objective cognitive and effective tests used in various applied fields of psychology.

Wednesday, August 20, 2014

125 Schools Represented in the the Survey


Below is the list of  125 schools from which our survey respondents graduated from or currently studying.  In some schools there would be 2-5 survey respondents (N=444). We will be monitoring which among these schools will be declared by PRC as the top performing school for the first ever Psychometrician Licensure Exam. So make it your school!


Adamson University
Adventist University of the Philippines
AMA Computer University
AMA Computer College 
Arellano University
Assumption College
Ateneo de Davao University
Ateneo de Manila University
Ateneo de Naga University
Ateneo de Zamboanga University

Bataan Peninsula State University
Batangas State University
Bohol Island State University-Main Campus
Brokenshire College
Bulacan State University

Cagayn State University 
Calayan Educational Foundation Inc
Canossa College
Cap College
Cavite State University
Cebu Doctors' University
Central Colleges of the Philippines
Centro Escolar University
Centro Escolar University - Malolos
Colegio de San Juan de Letran
Colegio de San Juan de Letran - Calamba

De La Salle Araneta University
De La Salle University
De La Salle University - Dasmariñas
De La Salle University-Lipa
Divine World College Legazpi

Eulogio "Amang" Rodriguez Institute of Science and Technology

FAITH
Far Eastern University

Holy Angel University
Holy Cross of Davao College

Isabela State University

Jesus Reigns Christian College

La Concepcion College
La Consolacion College - Biñan
La Consolacion College Manila
La Consolacion College Manila - Binan Campus
La Consolacion University Philippines
Laguna State Polytechnic University
Lorma Colleges
LSPU San Pablo City Campus
Lyceum of the Philippine University
Lyceum of the Philippines University-Batangas

Manila Central University
Manila Tytana Colleges
Manuel S. Enverga University Foundation
Mapua Institute of Technology
Mindanao State University-Main Campus
Miriam College
Mondriaan Aura College, Inc.
MSEUF
MSU IIT

New Era University
Northern Luzon Adventist College
Notre Dame of Dadiangas University
Notre Dame of Marbel University 
Notre Dame University

Olivarez College
Our Lady of Fatima University
Our Lady of Fatima University - Quezon City

Palawan State University
Pamantasan ng Cabuyao
Pamantasan ng Lungsod ng Maynila
Pamantasan ng Lungsod ng Muntinlupa
Pasig Catholic College
Philippine Christian University
Philippine Normal University
Polytechnic University of the Philippines
Polytechnic University of the Philippines- Sto. Tomas Branch

Ramon Magsaysay Memorial Colleges
Ramon Magsaysay Technological University
Rizal Technological University (RTU)

Sacred Heart College
Saint Louis College
Saint Louis University
Saint Louis University Baguio
Saint Mary's University
San Beda College
San Pedro College
San Pedro College of Business Administration
San Pedro College of Davao
San Sebastian College - Recoletos
San Sebastian College Recoletos de Cavite
Southern Luzon State University
Southville International School and Colleges
St. Joseph's College of Quezon City
St. Michaels College
St. Paul University Manila
St. Paul University Quezon City
St. Paul University Surigao
St. Scholastica's College
St. Theresa's College
Sta. Teresa College

Tarlac State University
Technological University of the Philippines
Trinity University of Asia

Unibersidad de Manila
University of Batangas
University of Caloocan City
University of Makati
University of Mindanao
University of Nueva Caceres
University of Perpetual Help System Laguna
University of Rizal System
University of Saint Anthony
University of Saint Louis
University of San Agustin
University of San Carlos
University of Santo Tomas
University of Southern Mindanao
University of the Assumption
University of the Cordilleras
University of the East
University of the Philippines Diliman
University of the Philippines Diliman Extension Program in Pampanga
University of the Visayas

Wesleyan University Philippines
Western Mindanao State University 


Xavier University Ateneo de Cagayan



Related Links:

http://psychometricpinas.blogspot.com/2014/06/sign-up-and-get-download-links-to-our.html

http://psychometricpinas.blogspot.com/2014/08/initial-result-of-survey-and-sign-up.html


Tuesday, August 19, 2014

Initial Result of the Survey and Sign-up


In our curiosity to figure out some information about the upcoming Psychometrician Licensure Exam and due to the lack of information available, so we create information instead,  we came up with a survey and sign-up.  In exchange and a promise of providing those who answer the survey with relevant information and update as well as our guide notes and quizzes that we are still in the process of finalizing. And also per PAP and PRC Board of Psychology orientation the licensure exam will be an outcome-based assessment and with the release of the TOS, so the guide notes and quizzes have to be revised accordingly. 

So we would like to share the following data from our survey for the information of everyone, respondents and non-respondents alike:


Majority Female

Well Psychology is akin to Social Work, where there are more women enrolling and graduating from the course. I think this is very obvious if one is to look at classroom ratio in different schools and universities or for that matter in review centers. And if this survey is an indicator, then we definitely expect more women taking the Psychometrician licensure exam at almost 80%.





Fresh and Recent Graduates

Based on the survey majority of the respondents, both planning and will take the exam are new graduates or those that graduated in the last 6 years, whose age bracket belong to age category of 21-26. Noteworthy are some respondents who are still enrolled age 18-19 who answered the survey, early on they are already preparing themselves for the licensure exam, I admire them. Also, there's sizable number  of those in their late 30's and 50's who will or might take the exam. Many have not directly practiced the profession but wanting to go through the experience of taking the licensure exam and in the process, when they pass may opt to pursue career as psychometrician and for others an additional eligibility and promotion. Most of all many would want to be considered professional (even just for the first rung of the ladder to becoming a full pledge Psychologist)  having graduated from a four year course in Psychology.   


(Note:Some of the percentages are approximation.)


 Raw Data on 
Age versus Number of Respondents




Self-review

Majority of the respondents at 66% are doing self-review. Self-review are those who are doing review on their own without the help of any review centers for materials or review classes. Since this is the first Licensure exam even review centers are not informed of the kind of exam that will be given, although it was announced it will be outcome-based assessment. Except, perhaps for those who composed the Technical Committee for Psychology who came up with the TOS and the PRC Board of Psychology who might have an inkling or even contributed to the test bank of the licensure exam. Only after the first licensure exam in October 2014 will we be more familiar of the exam content and so we can find review materials on the shelf of bookstores and review centers will be more confident as to the content of their review classes. So only by then will be more people availing the services of these review centers. So for now, many are opting for self-review.

Below is t he table of the top 5 review centers that our respondents are attending for their review, the other table shows the rest of review centers that our respondents are attending. Most of those in the top 5 are review centers that opened their review as early as last year when it was speculated that the licensure exam would be given in October 2013.


MODE of REVIEW



             

Updated August 20, 2014
(as response to some comments of reviewers from review centers not on the top 5 list.)

Note: This data is based on the respondents of the ongoing survey conducted by TR Reviewer and may not be reflective of the real market condition. We would like to clarify again that the result is based on  the respondents of our survey. Also as noted below, SPARK being in the lead is because of their massive Facebook presence so most of their reviewers may have found out about this survey (shared and posted on FB and blog) and diligent enough to answer.  The basis is quantitative according to number of respondents to the survey making them on the top list and not for other reasons. To show facebook data of these review centers gathered as of 19 August 2014:

SPARK Psychology Review Center
https://www.facebook.com/SparkReviewCenter
39,647 likes

Srg Psych Review
https://www.facebook.com/sultanreviewgroup.psychreview
FRIENDS · 344

PSY Review Center Inc.
https://www.facebook.com/psy.reviewcenter
56 likes

RCAP (Review Center for Allied Professions)
https://www.facebook.com/pages/RCAP-Review-Center-for-Allied-Professions/142599899137088
1,838 likes

Or another plausible explanation, as we commented on one of the posts about this result,  perhaps the reviewers of the other review centers are too focused on their review and they have no time to do Facebook and read blog. Good luck to them.

Again the survey is ongoing and not yet conclusive.


Review Centers Identified by Respondents 


We will try to provide more feedback from the data of  the survey in the future. Watch out for it.

Sunday, August 17, 2014

Structured Personality Tests


The need to measure emotional functioning to evaluate large number of people and screen out those unfit for military service provided the impetus for the development of personality tests.

Self-report questionnaires were used that provide a list of statements and required subjects to respond in some way to each - marking True or False that applies to them. They are asked to respond to a structured or objective method of personality assessment. Personality tests characterized by structure and lack of ambiguity, where a clear and definitive stimulus is provided, and the requirements of the subject are evident and specific.

Nonintellective aspects of human behavior, typically distinguished from mental abilities  are called personality characteristics.

Personality - relatively stable and distinctive patterns of behavior that characterize an individual and his/her reactions to the environment.

Personality traits - relatively enduring dispositions - tendencies to act, think, or feel in certain manner in any given circumstances and that distinguish one person from another.

Personality types - general descriptions of people (ex. avoiding types - low social interest and avoiding social situations)

Personality states - emotional reactions that vary from one situation or another.

Self-concept - a person's self-definition or  according to Carl Rogers (1959) an organized and relatively consitent set of assumptions that a person has about him or herself.

Alfred Binet hypothesized that a person's pattern of intellectual functioning might reveal information about personality factors.


ESSENTIAL POINTS
Strategies of Structured Personality Test Construction

1) Deductive strategies use reason and deductive logic to determine the meaning of a test response.

2) Logical content method has test designers select items on the basis of simple face validity.

3) Theoretical approach is guided by a particular psychological theory.

4) Empirical strategies rely on data collection and statistical analyses to determine themeaning of a test response or the nature of personality and psychopathology

5)  Empirical strategies retain self-report features of the deductive strategies - views, opinion, feelings

6)  Empirical strategies use experimental research to determine empirically themeaning of a test response

7) Criterion group approach items are choosen to distinguish a group of individuals with certain characteristics - the criterion group  from a control group.

8) Factor analytic approach uses the statistical technique of factor analysis to determine the meaning of test items.

9) Examples of tests of Logical Content Strategy- Woodworth Personal Data Sheet, Early Multidimensional Logical Content Scales, Mooney Problem Checklist

10) Examples of tests of Theoretical approach strategy - Edwards Personal Preference Schedule, Personality Research Form,  Jackson Personality Inventory

11)Examples of tests of Criterion Group Strategy -  Minnesota Multiphasic Personality Inventory, California Psychological Inventory 3rd Edition

12) Examples of tests of Factor Analytic Strategy - Guilford-Zimmerman Temperament Survey, 16 Personality Factor Questionnaire, Clinical Analysis Questionnaire

13) Examples of tests of Combination Strategies - NEO Personality Inventory (Neuroticism, Extroversion, Openess)/ NEO-PI-Revised

14) Frequently Used Measures of Positive Personality Traits
a) Rosenberg Self-Esteem Scale
b) General Self-Efficacy Scale
c) Ego Resiliency Scale
d) Dispositional Resilience Scale
e) Hope Scale
f) Life Orientation Test-Revised (LOT-R)
g) Satisfaction with Life Scale
h) Positive and Negative Affect Schedule
i) Coping with Intervention for Stressful Situations
j) Core Self-Evaluations

Source - Psychological Testing, Principles, Applications, and Issues by Kaplan and Saccuzzo, 6th Ed



Structured Personality Tests (PowerPoint)

Source - http://www.docstoc.com/docs/document-preview.aspx?doc_id=96143965

Related Links: 

http://psychometricpinas.blogspot.com/2014/08/16-personality-factor-questionnaire.html

http://psychometricpinas.blogspot.com/2014/08/stanford-binet-intelligence-scales-and.html

http://psychometricpinas.blogspot.com/2014/05/notes-on-mmpi.html

http://psychometricpinas.blogspot.com/2014/05/mmpi-video-lectures-validity-and.html

http://psychometricpinas.blogspot.com/2014/05/minnesota-multiphasic-personality.html

http://psychometricpinas.blogspot.com/2014/01/psychometric-principles-by-professor.html

http://psychometricpinas.blogspot.com/2013/06/video-lecture-psychological-assessment.html

http://psychometricpinas.blogspot.com/2013/06/psychological-assessment.html

Thursday, August 14, 2014

16 Personality Factor Questionnaire

Source - http://www.opp.com/~/media/Images/Content-images/16pf%20circle.jpg


The Sixteen Personality Factor Questionnaire (or 16PF),[1] is a multiple-choice personality questionnaire which was developed over several decades of research byRaymond B. Cattell, Maurice Tatsuoka and Herbert Eber. Beginning in the 1940s, Cattell used the new techniques of factor analysis (based on the correlation coefficient) in an attempt to try to discover and measure the source traits of human personality (Cattell, 1946)(Nevid, 2009).[2][3]
The questionnaire measures the 16 primary traits, and the Big Five secondary traits,[4][5] which have become popularized by other authors in recent years. From early in his research, Cattell found that the structure of personality was multi-level and hierarchical, with a structure of interdependent primary and secondary level traits (Cattell, 1946, 1957).[2][6] The sixteen primary factors were a result of factor-analyzing hundreds of measures of everyday behaviors to find the fundamental traits behind them. Then, they discovered the five global (or second-order) factors by factor-analyzing the sixteen primary traits themselves, to find the basic, organizing forces among the sixteen basic traits. Thus, the 16PF test gives scores on both the five second-order global traits which provide an overview of personality at a broader, conceptual level, as well as on the more-numerous and precise primary traits, which give a picture of the richness and complexity of each unique personality. A listing of these traits can be found in the article on the 16 Personality Factor Model. Cattell also found that there was a third-order level of personality organization that contained just two overarching, top-level factors (Cattell, 1957),[6][7] but little time has been spent on defining this most abstract level of personality organization.
The test is an integral part of Cattell's comprehensive theory of individual differences. The test has also been translated into over 20 languages and dialects,[8] and is widely used internationally. Reports of widespread use should be balanced with a concern for avoiding overinterpretation of personality questionnaire results, particularly in making major judgments of a tested person such as hiring.
Cattell and his co-workers also developed parallel personality questionnaires to measure traits in other age-ranges, such as the Adolescent Personality Questionnaire for ages 12 to 18 years.[9] A shorter version, the 16PF Select Questionnaire, was developed for personnel settings.[10] Cattell also developed non-verbal measures of ability, such as the three scales of the Culture-Fair Intelligence Test[11] as well as tests of motivation.
Source - http://en.wikipedia.org/wiki/16PF_Questionnaire


Inspiring insight into the whole person

The 16PF questionnaire (16 Personality Factors) is a highly effective tool that reveals potential, confirms suitability and helps identify development needs. Unlike many personality assessments designed for use in business, the 16PF establishes a fully rounded picture of the whole individual.

The 16PF assessment: a vital roadmap for decision-makers

16pfThe 16PF assessment gives a complete picture by measuring personality in both the professional and personal spheres. Its accurate predictions of behaviour and potential provide businesses with an enlightened confidence that steers staff selection and individual development. This unique depth and breadth of insight, along with more than 60 years of research and application, has earned the 16PF international renown and respect.


16PF key features

  • Helps reduce risk when recruiting, developing key players or making major development investments
  • Reveals 16 personality characteristics structured around the ‘Big Five’ widely accepted global factors of personality
  • Inspires confidence: over 2,700 published research articles support the 16PF’s validity
  • Delivers objective, empirical measurement of personality traits that are known to accurately predict behaviour
  • Offers a range of comprehensive reports
  • Powers OPP’s bespoke job analysis and reporting service, enabling tailoring of outputs to your specific business needs 
  • Provides quick, convenient administration via online OPPassessment
  • Communicates to a wide audience – available in over 20 languages, each individually researched and validated

The Big Five model of personality

The 16PF assessment is based on the ‘Big Five’ model of personality. Developed by Raymond Cattell, it identifies five broad dimensions of personality – a widely accepted model that has influenced the development of many other trait-based assessments. Beneath these five global factors are the 16 primary factors, providing the detail necessary to predict behaviour and performance. With its strong research foundation, Cattell’s 16PF questionnaire provides practitioners with the confidence and credibility to make important people decisions.

A history of the 16PF® instrument

With 60 years of research and application behind it, the 16PF has become internationally respected, and comes from the statistician who helped identify the widely accepted Big Five personality characteristics.

Raymond Cattell and whole personality

Raymond CattellRaymond Cattell, PhD was a British chemist, statistician and psychologist with a fascination for human personality and behaviour. During a stint at Harvard in the 1940s, Cattell began what was to be many years of research into personality traits. Frustrated with personality theories that only seemed to describe separate aspects of personality, he set out to try to identify all of the traits that made up a person. He was influenced by the devastating effects of the First and Second World Wars, and hoped that if human nature could be better understood, it would bring mankind closer to solving global political and economic problems.

Boiling down the traits: factor analysis

In order to scientifically establish a formal framework for understanding personality, Cattell used a statistical technique known as factor analysis. He started out with a list of 4,500 adjectives that could describe people (taken from the English dictionary). He then completed a laborious process of grouping these adjectives into 171 ‘clusters’, which were used in a series of studies where people rated others on the traits. Over a period of several years, Cattell and his team of psychologists then used this data to boil down the set of traits to just 16. These 16 traits were the smallest number of factors believed to meaningfully describe observable behaviour.

Validation, research and application

Once he had created a personality inventory to measure these 16 traits, Cattell continued to research its effectiveness and refine the questions until 1978. During this period and beyond, five different editions of the questionnaire were published by the Institute of Personality and Ability Testing (IPAT), which was acquired by OPP in 2003. Since its publication, the 16PF has been authenticated by over 2,700 independent, peer-reviewed research articles, making it a highly reliable, accurate predictor of future behaviour and likely success.

The 16PF and the Big Five

Raymond Cattell was also an early contributor to the Big Five school of thought, and his research into personality helped to shape this theory, which is widely accepted today as a standard way of analysing personality. The Big Five theory proposes that all traits fall under five broad groupings, and these groupings have been found in several different psychometric personality questionnaires. The 16 traits measured by the 16PF questionnaire can also be grouped into five broad dimensions, known as the Global Factors, and these factors correlate strongly with the Big Five.
 Source - http://www.opp.com/en/tools/16PF 

What is it?
The sixteen personality factors or 16PF psychometric test assesses various primary personality traits in order to provide feedback about an individual’s disposition, traditionally used by psychologists in a clinical or research setting and more recently by recruitment consultants and prospective employers. Personality characteristics have been linked to job performance and satisfaction within occupational roles by a number of psychological studies, suggesting that not only will some individuals perform at a higher level in a specific employment; they are also more likely to gain greater satisfaction and fulfilment from a job that is suited to their character.
Similar to the basis of the big-five personality test, the 16PF aims to evaluate personality in terms of traits and individual qualities; however, these are assessed on a scale among a range of aspects, as opposed to being given a score of high to low. By focusing on the sixteen primary personality traits instead of condensing them into a smaller number of global personality factors, the 16PF offers a range of information regarding individual disposition, also making it ideal for personal development within an occupational setting.
In our test, the factors evaluated are rated “high” or “low” and then subdivided into a variety of descriptors; the candidate is then assigned to one of these subdivisions based upon the answers given throughout the questionnaire. For example, a low rating for “Warmth” would place the candidate within one of the subdivisions “Very Reserved” or “Fairly Reserved” whereas a high rating would allocate them either to “Fairly Warm” or “Very Warm”.
The traits evaluated are as follows:
  1. Warmth, which is considered to indicate friendliness towards others and willingness to participate.
  2. Reasoning, which is thought to be indicative of cognitive ability and intellect;
  3. Emotional Stability, which refers to the candidate’s ability to adapt while under stress and whether they are easily upset.
  4. Dominance, which ascertains to levels of aggression, assertiveness and co-operation.
  5. Liveliness, which tends to indicate whether the candidate is likely to be cheerful or expressive as opposed to introverted or serious.
  6. Rule-Consciousness, which generally conveys attitudes towards authority and likelihood of obedience.
  7. Social Boldness, which refers to whether an individual is likely to be timid or shy as opposed to being uninhibited or out-going.
  8. Sensitivity, which considers whether the candidate is compassionate and sympathetic to others or if they tend to be more objective.
  9. Vigilance, which specifies how trusting, accepting or suspicious the individual may be around others.
  10. Abstractedness, which can refer to being imaginative or solution orientated but at the higher level can also suggest being impractical.
  11. Privateness, which can indicate how forthright or non-disclosing an individual might be.
  12. Apprehension, which is descriptive of whether someone may be more self-assured or insecure.
  13. Openness to Change, which is regarded as flexibility and a liberal attitude as opposed to being attached to the familiar.
  14. Self-Reliance, which identifies how self-sufficient or group orientated an individual might be.
  15. Perfectionism, which refers to self-discipline and precision as opposed to impulsiveness.
  16. Tension, which conveys the likelihood of being time driven or impatient instead of being relaxed and patient.

 Source - http://www.psychometrictest.org.uk/16pf-test/