PSYC3015 Personality & Intelligence > Lecture 4 > Flashcards

Lecture 4 Flashcards

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1
Q

What are the purposes of psychological testing?

A
  • Classification
  • Diagnosis/treatment planning
  • Research
  • Program evaluation
  • Coaching/training
  • Legal applications
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2
Q

What are the four types of psychological tests?

A
  1. Intelligence tests
  2. Personality tests
  3. Interest tests
  4. Aptitude tests
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3
Q

What kinds of intelligence tests are there?

A
  • Individually administered tests (e.g. Stanford-Binet IV, Wechsler Scales (WAIS, WISC), etc.)
  • Group administered tests (e.g. Raven’s)
  • Neuropsychological assessments
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4
Q

What kinds of personality tests are there?

A
  • Broad omnibus tests (e.g. NEO-PI-R)
  • Specific tests (e.g. SHL “Wave”, OPQ)
  • Related tests (e.g. Attitudes, intentions; well-being; state emotion; integrity tests)
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5
Q

What are the 4 individually administered intelligence test batteries?

A
  • Wechsler Scales
  • Stanford-Binet V
  • Woodcock-Johnson
  • Kaufman Scales
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6
Q

What is the primary group the Stanford-Binet is used for?

A

Children

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7
Q

What is the primary purpose of the Woodcock-Johnson?

A

Diagnosis (for special needs help or cognitive illness)

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8
Q

What is an important component of the Kaufman Scales?

A

Importance of rapport

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9
Q

What marked the beginning of intelligence testing?

A

The first Stanford-Binet test in 1905

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10
Q

What are the 10 subtests of Stanford-Binet 5?

A 
o	Nonverbal fluid reasoning
o	Nonverbal knowledge
o	Nonverbal quantitative reasoning
o	Nonverbal visual-spatial processing
o	Nonverbal working memory
o	Verbal fluid reasoning
o	Verbal knowledge
o	Verbal quantitative reasoning
o	Verbal visual-spatial processing
o	Verbal working memory
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11
Q

What are the 5 nonverbal IQ subtests of Stanford-Binet 5?

A 
o	Nonverbal fluid reasoning
o	Nonverbal knowledge
o	Nonverbal quantitative reasoning
o	Nonverbal visual-spatial processing
o	Nonverbal working memory
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12
Q

What are the 5 verbal IQ subtests of Stanford-Binet 5?

A 
o	Verbal fluid reasoning
o	Verbal knowledge
o	Verbal quantitative reasoning
o	Verbal visual-spatial processing
o	Verbal working memory
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13
Q

What are group administered intelligence/aptitude tests generally used for?

A

High-stakes selection

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14
Q

What are some group administered intelligence/aptitude tests?

A
  • ASVAB (Armed Services Vocational Aptitude Battery), TOEFL, GAMSAT, UMAT
  • Various intelligence tests commonly used for job selection (Ravens, SHL)
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15
Q

What is an example of an interest test?

A

Holland’s Vocational Interest Model

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16
Q

What is Holland’s Vocational Interest Model?

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A

An interest test with a hexagonal model

  • Interests opposite to each other in the hexagon are unrelated
  • Interests closer to each other in the hexagon are more similar
17
Q

What are the six domains of occupational interests in Holland’s interest inventory?

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A
  • Realistic
  • Investigative
  • Artistic
  • Social
  • Enterprising
  • Conventional
18
Q

Provide a brief outline of the ‘Realistic’ domain of occupational interests in Holland’s interest inventory

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A
  • Practical
  • Physical
  • Hands-on
  • Tool-oriented
19
Q

Provide a brief outline of the ‘Investigative’ domain of occupational interests in Holland’s interest inventory

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A
  • Analytical
  • Intellectual
  • Scientific
  • Explorative
20
Q

Provide a brief outline of the ‘Artistic’ domain of occupational interests in Holland’s interest inventory

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A
  • Creative
  • Original
  • Independent
  • Chaotic
21
Q

Provide a brief outline of the ‘Social’ domain of occupational interests in Holland’s interest inventory

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A
  • Cooperative
  • Supporting
  • Helping
  • Healing/nurturing
22
Q

Provide a brief outline of the ‘Enterprising’ domain of occupational interests in Holland’s interest inventory

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A
  • Competitive environments
  • Leadership
  • Persuading
23
Q

Provide a brief outline of the ‘Conventional’ domain of occupational interests in Holland’s interest inventory

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A
  • Detail-oriented
  • Organising
  • Clerical
24
Q

What are 5 applications of psychological tests?

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A
  • Employment selection
  • Neuropsychology
  • Health psychology
  • Forensic assessment
  • Score feedback for training/coaching/insight
25
How are psychological tests applied in employment selection?
- Importance of matching selection criteria with job requirements o Job analysis (what tasks does the person have to do?) o Write job description (what qualities does the person need to have to do these tasks?) o Test candidate pool (determine who has desired qualities) o Select candidate (who is the best match for the job?) - Often a qualitative decision
26
How are psychological tests applied in neuropsychology?
- Deficits in certain basic tasks can be used to diagnose an illness, injury or deficit in one specific area o E.g. Checklists for frontal lobe dysfunction o E.g. Luria-Nebraska Neuropsychological Battery ♣ Attention, language, memory, spatial, executive function o E.g. Mini-mental state exam (MMSE)
27
How are psychological tests applied in health psychology?
- To test/measure a variety of psychological issues (e.g. pain, mental states such as anxiety and depression, addiction, etc.) - McGill Pain Questionnaire o Rate pain on three dimensions: ♣ Sensory (e.g. pain is beating, pulsing), affective (e.g. punishing, cruel), evaluative (e.g. annoying or intense) - TWEAK – Acloholism/problem drinking o Tolerance, Worried, Eye-opener, Amnesia, K-Cut-down drinking - Beck depression inventory & HADS (Hospital Anxiety Depression Scale) o Need to use more tests (HADS) because they focus on the physical symptoms of anxiety but, in hospital, the drugs people are put on can cause the physical symptoms normally looked-for in traditional anxiety tests
28
How are psychological tests applied in forensic assessment?
- Malingering (i.e. faking illness in order to escape duty or work) - Assessment for insanity please (90% of cases) - Competency to stand trial - Prediction of violence and risk assessment - Child custody - Personal injury (1/3 of cases)
29
How are psychological tests applied in Score Feedback for Training/Coaching/Insight?
- Feedback principles: o Profile of competencies must be tied to everyday activities o Focus on profile, not individual scores, values o Focus on developmental planning – given this profile, how can you best move forward with the things that are important to you ♣ One-to-one feedback; focus on individual scores to address the problems ♣ COMPENSATORY STRATEGIES: 1. Re-shape the problem 2. Externalise (extra-person, intra-person) ♣ DEVELOPMENTAL ACTIVITIES: 1. Deliberate practice 2. Training/instruction 3. Mentoring/coaching 4. Goal-setting (with feedback) 5. Plan, monitor and evaluate
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