This document discusses psychological assessment in clinical, industrial, and educational settings. It notes that psychological testing can help with diagnosis, treatment, and monitoring progress in clinical settings. In industrial settings, it is used for recruitment and evaluating employee suitability. In education, it addresses issues like academic pressure. Challenges include concerns about reliability and validity over time. Approaches to address problems focus on establishing logical, jury opinion, known-group, and independent criteria validity.
This document discusses psychological assessment in clinical, industrial, and educational settings. It notes that psychological testing can help with diagnosis, treatment, and monitoring progress in clinical settings. In industrial settings, it is used for recruitment and evaluating employee suitability. In education, it addresses issues like academic pressure. Challenges include concerns about reliability and validity over time. Approaches to address problems focus on establishing logical, jury opinion, known-group, and independent criteria validity.
This document discusses psychological assessment in clinical, industrial, and educational settings. It notes that psychological testing can help with diagnosis, treatment, and monitoring progress in clinical settings. In industrial settings, it is used for recruitment and evaluating employee suitability. In education, it addresses issues like academic pressure. Challenges include concerns about reliability and validity over time. Approaches to address problems focus on establishing logical, jury opinion, known-group, and independent criteria validity.
This document discusses psychological assessment in clinical, industrial, and educational settings. It notes that psychological testing can help with diagnosis, treatment, and monitoring progress in clinical settings. In industrial settings, it is used for recruitment and evaluating employee suitability. In education, it addresses issues like academic pressure. Challenges include concerns about reliability and validity over time. Approaches to address problems focus on establishing logical, jury opinion, known-group, and independent criteria validity.
Basco, Ira Phineas Diona, Easha Angela Tojos, Jethro Isaiah
1. Importance of Psychological Assessment
a.) Clinical Psychological testing can uncover and assess problems quickly and accurately as to address their needs as soon as possible with the right treatment and continue monitoring their progress to see the effectiveness of their treatment if it is necessary for any changes to occur. ● Understanding Yourself Better - Testing with different assessments helps understand our own minds as to get to know ourselves better on a deeper level. ● Accuracy of Diagnosis - To validate the person if they ever felt something is different within them accurately from the tests given. ● Receiving Treatment - With the proper diagnosis given, the right treatment can be given to improve their lifestyle and adapt to better habits or behaviors. ● Given Additional Help - Additional help can be given to the patient on areas they are still struggling on.
b.) Industrial
● Recruitment
Prior to hiring a candidate, companies can verify their suitability via psychological testing. Psychological testing is used to examine a prospective employee's capability for doing the job well under difficult circumstances, in particular their capacity to work under pressure. A psychological exam can anticipate behavior, which helps HR staff during the hiring process
● Employees
In addition to using psychological testing during the hiring process, many businesses also utilize it to check on the ongoing suitability of their new employees for their positions. Psychometric testing is crucial to company efficiency. It is ideal for identifying the reasons behind job failure and risk analysis, in addition to assisting in the selection of applicants with promotion-level skills. In addition, it aids organizations in understanding the present health and wellbeing of their personnel, teams, and leaders, as well as the factors that both favorably and unfavorably affect them. c.) Educational
● In an educational setting, the psychological assessment addresses problem prevention,
such as academic pressure or social failure. It also helps to identify the strengths and weaknesses of a learner, as well as their personal lifestyle. Moreover, psychological assessments in school do not tell a student that something is wrong with them. Rather, they bring struggles to light and highlight strengths so that the student can get help and use their strengths to their advantage.
2. Challenges in psychological assessment that have in all settings.
● Theoretical concerns about the reliability of the test, this is used to know the accuracy or consistency of the psychological assessment. Trait error it issues from the subjects trials factual subjects, specifically if the subject has biases for example with their religious belief . Method errors are the errors that arise due to issues with the way a researcher conducts a test, experiment, or study. This type of error can occur when the procedures or methods followed are not executed correctly or consistently.
● Validity can not only be determined by a single research but it also requires numerous research that demonstrates the relationship between the test and behavior needed to be measured. Validity can also be used to determine whether or not the results of an experiment are meaningful. Maturation is a potential threat to the validity of a test, especially in longitudinal studies or studies conducted over an extended period. Maturation refers to the natural changes that individuals undergo as they grow, develop, and gain life experience. These changes can impact their views, beliefs, knowledge, skills, and behaviors over time. When studying individuals or groups longitudinally, it's important to consider how these natural developmental changes might affect the validity of the test.
● Assessment bias is a critical concern in education and evaluation, as it can
impact the fairness and accuracy of assessments. This bias emerges when assessments inadvertently favor certain cultural, racial, or gender contexts, potentially putting specific groups of learners at disadvantage. This phenomenon underscores the importance of creating assessments that are equitable and inclusive for all students, regardless of their background or identity ● Cultural Contexts, Racial Stereotypes, and Gender Biases: Assessment bias can stem from the incorporation of cultural contexts, racial stereotypes, or gender biases within the assessment materials. If the questions, scenarios, or examples provided in an assessment predominantly reflect the experiences and perspectives of a particular cultural, racial, or gender group, it can alienate or disadvantage students from other backgrounds. For example, if a math problem involves a scenario that is more familiar to one cultural group but unfamiliar to others, it can inadvertently favor students from that particular culture.
3. To address of the problems:
The concept of test validity largely focuses on how effectively an instrument measures what it is intended to measure. According to Goode and Hatt, a measuring instrument (scale, test, etc.) has validity when it genuinely measures what it promises to measure.
Here are some approaches used in validating a measuring instrument:
● Logical Validity / Face Validity- It relates to either theoretical or common sense
analysis that finds simply that, given the elements, the nature of the continuum
cannot be anything other than what is stated. Logical validation, also known as
face validity, is nearly always employed since it naturally arises from the
meticulous description of the continuum and the selection of items. A measure
with logic/face validity focuses directly on the type of behavior in which the tester
is interested.
● Jury Opinion- This is an extension of the logical validation approach, except
that, in this case, the reasoning is confirmed by a group of specialists in
the subject in which the measuring device is utilized.
● Known-Group- This approach is confirmed by a group of specialists in the
subject in which the measuring device is utilized. However, there is a
restriction. Experts are also human, and this method can only lead to
logical legitimacy. As a result, jury validation is only marginally superior to
logical validation. Other variations between the groups, in addition to their
known religious practice, might account for the discrepancies in the scale
scores.
● Independent Criteria- Although this is a great theoretical strategy, its practice
is typically problematic. A criteria measure should have four
characteristics: relevance, bias-free, reliability, and availability.
Issues Shaping the Future and Ethics of Psychological Testing. (2020, October 19).
SEAHI Publications and Academic Journals. Retrieved August 30, 2023, from
https://seahipaj.org/journals-ci/dec-2020/IJIPSD/full/IJIPSD-D-1-2020.pdf Shukla, U. (2023, February 13). Psychological Testing and Industrial Application.
