Reliability and Validity of the Thematic Apperception Test Scored by the Discomfort-Relief Quotient
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
List of Psychological Tests Material Was Prepared for Use As an Aid in Handling Requests for Psychological Testing
List of Psychological Tests Material was prepared for use as an aid in handling requests for psychological testing. The minutes allocated for each test include administration, scoring and write up. Determination of the medical necessity of psychological tests always requires consideration of the clinical facts of the specific case to assure that tests given are a cost-effective means of determining the appropriate treatment for the individual patient and are related to the diagnosis and treatment of covered mental health conditions. INSTRUMENT TYPE AGE MINUT COMMENTS ES 16 Personality Factor Questionnaire (16-PF) Personality 16+ 30 35-60 min per Tests in Print for admin time only ABEL Screen Sexual Interest Adol + 120 Primarily forensic in nature: may not be covered Achenbach System of Empirically Based Assessment 60 Preschool Module Behav Rating Scale 1.5-5 10 Caregiver-Teacher Report Form Behav Rating Scale 1.5-5 10 Child Behavior Checklist (CBCL) Behav Rating Scale 1.5-5 15 Teacher Report Form Behav Rating Scale 6-18 20 Youth Self-Report (YSR) Behav Rating Scale 11-18 20 ACTeERS-ADD-H Comprehensive, Teachers Rating Scale Behav Rating Scale 5 – 13 15 Adaptive Behavior Assessment System (ABAS II) Behav Rating Scale 0-89 30 Adaptive Behavior Scale (ABS) Developmental 3-18 30 ADHD Rating Scale Behav Rating Scale 4 – 18 15 Adolescent Anger Rating Scale Behav Rating Scale 11-19 15 Adolescent Apperception Cards Projective Personality 12 – 19 60 Adult Behavior Checklist (ABCL) Behav Rating Scale 18-89 30 Admin. Time 20 min. + 10 min. for scoring, interpretation, write up. Adolescent Psychopathology Scale Personality Child-adult 60 Alzheimer’s Quick Test (AQT) Neuro Adult 10 Amen System Checklist Behav Rating Scale Adult 15 Animal Naming Neuro Child-adult 10 Aphasia Screening Test (Reitan Indiana) Neuro 5+ 30 Asperger’s Syndrome Diagnostic Scales (ASDS) Rating scale 5-18 20 Attention Deficit Disorder Eval. -
History Sixteen Personality Factor Questionnaire
History Sixteen Personality Factor Questionnaire steevesAdolphusIs Durante some sometimes maiden soot oror drabsbivalvularsupplying his Nigel afterright. tortoise-shellassentingly and Aamir groups conceding so erotically! so ungrammatically? Concentric Mohamad Unprimed usually Despite these scales: winning friends tend to discover the sixteen personality factor questionnaire will, but he also However, a number of tech companies have now adopted virtual work simulations and puzzles in their recruitment process. Major goals of the chapter include the following areas of emphasis. What each group than at a history sixteen personality factor questionnaire derive from other two tests designed for people around us. These results were used to qualitatively examine the content of the items with higher internal validity, that is, those that had high scores in their originating factor. You might be subsumed within five years, history sixteen personality factor questionnaire has proposed that they tend not be identified a sixteen different qualities mineable by providing this article via this? Their behavior on general history tests that? This means that traits should remain consistent across situations and over time, but may vary between individuals. In this part, other groups do not have different ways when it is defined as simple, history sixteen personality factor questionnaire has been shown that. Big Five scales, suggesting a balanced profile with little emphasis on any specific scale, quite a rare Big Five profile. Measure for measure: the strange science of Francis Galton. What tests are acceptable for use in forensic evaluations? This is quite different than many of the psychodynamic and humanistic theorists, who based their theories on clinical observation, but it is similar to the learning theorists, who also value careful, objective observation and the collection of scientific data. -
Psychological Systems Questionnaire: an Objective Personality Test Designed for On-Line Computer Presentation, Scoring, and Interpretation
Behavior Research Methods&Instrumentation 1979, Vol. 11 (2), 257-260 SESSION X CLINICAL APPLICATIONS GEOFFREY LOFTUS, University of Washington, Presider Psychological systems questionnaire: An objective personality test designed for on-line computer presentation, scoring, and interpretation JAMES H. JOHNSON, RONALD A. GIANNETII, and THOMAS A. WILLIAMS Eastern VirginiaMedical School, Norfolk, Virginia 23501 Previous research efforts to use on-line computer systems for personality assessment are briefly reviewed. Shortcomings in the conversion of paper-and-pencil testing forms to computer media are noted. Construction of a new instrument, specifically designed for use with an on-line computer system, is described. Advantages of this approach are noted. In the early 1960s, psychologists began to use com tests is more efficient than off-line systems approaches, puters to score and interpret psychological tests. Com but researchers have begun to understand that the puter programs were developed for the Minnesota ultimate potential of on-line assessment systems cannot Multiphasic Personality Inventory (MMPI) (Pearson, be realized using instruments originally designed for Swenson, Rome, Mataya, & Brannick, 1965), the paper-and-pencil administration. As Giannetti, Klingler, Rorschach (Piotrowski, 1964), the California Psy Johnson, and Williams (1976) noted, on-line computer chological Inventory (Finney, 1966), the 16 Personality technology offers a fundamentally different medium Factor Questionnaire (Karson & O'Dell, 1975), the from the traditional paper-and-pencil medium. On-line Sentence Completion Test (Veldman, 1967), the technology makes available the computer's decision Holtzman Ink Blot Test (Gorham, 1967), the Kelly capabilities, computing power, and data bank through Role Construct Repertory Test (Space, 1975), the out the testing process. -
Personality Assessment Techniques Any Psychological Tests Is Useful in That It Achieves Two Basic Goals 1. It Accurately (Validi
LP 13D assessment and pseudo 1 03/29/15 Personality Assessment Techniques Any psychological tests is useful in that it achieves two basic goals 1. It accurately (validity) and consistently (reliability) reflects a person’s characteristics on some dimension. 2. It predicts a person’s future psychological functioning or behavior. Two broad techniques psychologists use to assess personality are • Projective Measures (e.g. Rorschach inkblot tests) • Objective measures (Personality inventories and Self- Report Inventories) LP 13D assessment and pseudo 2 03/29/15 Personality Assessment Projective measures: Personality tests that examine unconscious processes by having people interpret ambiguous stimuli ( page 580 ). Examples: Rorschach Inkblot Test Thematic Apperception Test Projective tests strengths: • Provides a wealth of qualitative information that can be followed up if used for psychotherapy Projective test weaknesses: • The testing situation and examiner’s behavior affects the response • The scoring on the test is subjective and inconsistent among scorers • Test-retest inconsistencies are common • Poor predictors of future behavior. LP 13D assessment and pseudo 3 03/29/15 Personality Assessment: Objective Measures Objective Measures: Relatively direct assessments of personality, usually based on information gathered though self-report questionnaires or observer ratings. (page 581 ). Examples: Sensation-seeking, MMPI, CPI, 16PF, Just World Belief Scale, Optimism-Pessimism Scale LP 13D assessment and pseudo 4 03/29/15 Personality Assessment: Objective Measures Objective measures strengths: • Objectively scored and compared to standardized norms collected on large groups of people (they receive the same instructions). • Validity of self-report inventories is greater than projective tests. Objective measures weaknesses • People are able to fake socially desirable responses • Some people are prone to pick “the first answer” • Some personality inventories are long and tedious which lends to the problem listed above. -
Personality Tests in Recruitment
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/349466573 Personality tests in recruitment Article · February 2021 CITATIONS READS 0 2,020 2 authors: Patrik Reman Angelika Nordin Watma Education Lärandegruppen 1 PUBLICATION 0 CITATIONS 1 PUBLICATION 0 CITATIONS SEE PROFILE SEE PROFILE Some of the authors of this publication are also working on these related projects: Meta-analysis on recruitment with selection of personality tests and Personalities in healthcare View project Recruitment and Selection View project All content following this page was uploaded by Patrik Reman on 20 February 2021. The user has requested enhancement of the downloaded file. Personality tests in recruitment Patrik Remann and Angelika Nordin February 2021 Abstract Before choosing a test for selection in recruitment, it is necessary to observe some characteristics that may influence its results. The test should have a research background that makes it suitable for selection. Otherwise, the test may give an incorrect assessment. This, in turn, can lead to wrong decisions in the selection process, and wrong final candidates are chosen. Therefore, it is relevant that the test you use has high reliability and validity. This article aims to examine just this in psychometric theories and research. We found that the only psychological theory to be used in recruitment and selection is the five-factor model. We have also found out why other theories and tests that are not made for selection are popular, even though they do not have a stable and valid research background. Keywords: Psychometric testing, recruitment and selection. Personality: concepts and theories A good recruitment process involves steps such as searching, interviewing, and evaluating people. -
Faking Good on the Thematic Appreception Test
Loyola University Chicago Loyola eCommons Master's Theses Theses and Dissertations 1974 Faking Good on the Thematic Appreception Test Roger S. Arnold Loyola University Chicago Follow this and additional works at: https://ecommons.luc.edu/luc_theses Recommended Citation Arnold, Roger S., "Faking Good on the Thematic Appreception Test" (1974). Master's Theses. 2686. https://ecommons.luc.edu/luc_theses/2686 This Thesis is brought to you for free and open access by the Theses and Dissertations at Loyola eCommons. It has been accepted for inclusion in Master's Theses by an authorized administrator of Loyola eCommons. For more information, please contact [email protected]. This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 License. Copyright © 1974 Roger S. Arnold "FAKING GOOD" ON THE THEMATIC APPERCEPTION TEST by Roger S. Arnold A Thesis Submitted to the Faculty of the Graduate School of Loyola University of Chicago in Partial Fulfillment of the Requirements for the Degree of Master of Arts January 1974 ACKNOWLEDGMENTS The author wishes to express his gratitude to Dr. Ann Heilman and Dr. Leroy Wauck whose guidance and criticism made it possible to complete the present study; to Dr. Donald Tyrell and his wife Barbara, to John, Patricia, and Mary Dickmann whose support and encouragement helped me over the difficult times; to Mrs. L. Evon Jarvis who typed the manuscript; and to the members of the Society of the Divine Word under whose auspices the time and resources were offered to make the study possible in the first place. i LIFE Roger S. Arnold was born on June 28, 1933, in Pittsburgh, Pennsylvania. -
Projective Tests in Human Resource Management and Hiring Process: a Challenge and a Boon
The International Journal of Indian Psychology ISSN 2348-5396 (e) | ISSN: 2349-3429 (p) Volume 7, Issue 4,DIP: 18.01.027/20190704 DOI: 10.25215/0704.027 http://www.ijip.in | October- December, 2019 Research Paper Projective tests in human resource management and hiring process: a challenge and a boon Janetius S.T1*, Pooja Varma2, Shilpa S3 ABSTRACT Industrial and organizational psychology plays a major role in human resource management (HRM). From the selection of a candidate to promotion, psychology is applied, mainly in the form of testing and assessment. Even though a lot of care has been taken in selecting the right candidate for the right job, many organizations realize hiring mistakes after some time. This is mainly because psychological measurement tools can be easily manipulated by candidates; also, social desirability affects the responses. Personal interviews fail to gauge the right intention of candidates and the inner dynamics remains hidden, making the selection process hard. The objective of this paper is to propose projective tests as a tool to overcome some of the common problems faced by human resource personnel in the hiring process. Keywords: Projective Tests, Psychological Tests, Selection and Hiring Process, Psychology and HRM, Organizational psychology. People are fundamental to any organization. Psychology, to be specific, industrial and organizational psychology, has the potency to add the efficiency and effectiveness of any business, whether it is simple or complex, local or professional, by increasing the ability to understand human persons at workplaces in a much better way; thus, it attempts towards satisfaction and fulfillment to both the employer and employee. -
Content Analysis of the Holtzman Inkblot Test with Regard to the Projection of Hostility
Fort Hays State University FHSU Scholars Repository Master's Theses Graduate School Spring 1962 Content Analysis of the Holtzman Inkblot Test with Regard to the Projection of Hostility Roberta B. Harkness Fort Hays Kansas State College Follow this and additional works at: https://scholars.fhsu.edu/theses Part of the Psychology Commons Recommended Citation Harkness, Roberta B., "Content Analysis of the Holtzman Inkblot Test with Regard to the Projection of Hostility" (1962). Master's Theses. 750. https://scholars.fhsu.edu/theses/750 This Thesis is brought to you for free and open access by the Graduate School at FHSU Scholars Repository. It has been accepted for inclusion in Master's Theses by an authorized administrator of FHSU Scholars Repository. CONTENT ANALYSIS OF THE HOLTZMAN INKBLOT TEST WITH REGARD TO THE PROJECTION OF HOSTILITY being A Thesis Presented to the Graduate Faculty of the Fort Hays Kansas State College in Partial Fulfillment of the Requirements for the Degree of Master of Science by Roberta B. Harkness, A. B. Fort Hays Kansas State College Approved tJ-~·~/ f: /'.?,c;cZc Major Profe ssor Approved~ . Cha· an, Graduate Council ACKNOWLEDGMENT Appreciation is expressed to Dr. David Proctor for his patient guidance during the months that were spent in com- pleting this thesis. A sense of obligation and gratitude is further felt toward Dr. Stanley Mahoney , Dr . William Gwynn , and Dr. Joel Moss who served on my graduate corrnni t tee . The family of a student whose thesis has been a long-time project deserves recognition. My husband and daughters ig- nored the inconveniences while they encouraged and hect or ed me into completing it. -
The Psychometric Evaluation of a Personality Selection Tool
Seattle aP cific nivU ersity Digital Commons @ SPU Industrial-Organizational Psychology Dissertations Psychology, Family, and Community, School of Spring January 18th, 2017 The syP chometric Evaluation of a Personality Selection Tool James R. Longabaugh Seattle Pacific nU iversity Follow this and additional works at: https://digitalcommons.spu.edu/iop_etd Part of the Industrial and Organizational Psychology Commons Recommended Citation Longabaugh, James R., "The sP ychometric Evaluation of a Personality Selection Tool" (2017). Industrial-Organizational Psychology Dissertations. 10. https://digitalcommons.spu.edu/iop_etd/10 This Dissertation is brought to you for free and open access by the Psychology, Family, and Community, School of at Digital Commons @ SPU. It has been accepted for inclusion in Industrial-Organizational Psychology Dissertations by an authorized administrator of Digital Commons @ SPU. The Psychometric Evaluation of a Personality Selection Tool James Longabaugh A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Industrial-Organizational Psychology Seattle Pacific University January, 2017 THE PSYCHOMETRIC EVALUATION OF A PERSONALITY INSTRUMENT i Acknowledgments The question of whether it is the journey or the destination that is more important has never been so clear; it is the journey. There have been so many people who have helped and supported me along the way, and I only hope that I can acknowledge as many of them as possible. It is with great gratitude that I extend thanks to each and every one who has helped me attain this high honor, but more so for their contributions of inspiration and motivation along the way. First and foremost, my advisor, my mentor, and my dissertation chair, Dr. -
Pre-Offer Personality Testing Resource Guide
PRE-OFFER PERSONALITY TESTING in the Selection of Entry-Level California Peace Officers Resource Guide C A L I F O R N I A C OMMISSION ON P E A C E O F F I C E R S TANDARDS AND T RAINING POST 2010S&E-0403 Pre-Offer Personality Testing in the Selection of California Peace Officers: Resource Guide © California Commission on Peace Officer Standards and Training Copyright 2015 Published April 2010 Revised September 2015 All rights reserved. This publication may not be reproduced, in whole or in part, in any form or by any means electronic or mechanical or by any information storage and retrieval system now known or hereafter invented, without prior written permission of the California Commission on Peace Officer Standards and Training, with the following exception: California law enforcement agencies in the POST peace officer program and POST-certified training presenters are hereby given permission by POST to reproduce any or all of the contents of this manual for their internal use. All other individuals, private businesses and corporations, public and private agencies and colleges, professional associations, and non-POST law enforcement agencies in-state or out-of- state may print or download this information for their personal use only. Infringement of the copyright protection law and the provisions expressed here and on the POST website under Copyright/Trademark Protection will be pursued in a court of law. Questions about copyright protection of this publication and exceptions may be directed to the [email protected]. This resource guide was specifically written for California POST agencies and was approved at the February 2010 POST Commission meeting. -
The Thematic Apperception Test: the Relationship Between
THE THEMATIC APPERCEPTION TEST: THE RELATIONSHIP BETWEEN SCORED FANTASY AGGRESSION AND AGGRESSIVE BEHAVIOR Joanne Madeline Fabrick, BA Thesis Prepared for the Degree of MASTER OF ARTS UNIVERSITY OF NORTH TEXAS December 2000 APPROVED: Sharon Rae Jenkins, Major Professor Vicki Campbell, Committee Member C. Edward Watkins, Committee Member Ernest Harrell, Chair of the Department of Psychology C. Neal Tate, Dean of the Robert B. Toulouse School of Graduate Studies Fabrick, Joanne Madeline, The Thematic Apperception Test: The relationship between scored fanasy aggression and aggressive behavior. Master of Arts (Counseling Psychology), December 2000. 61 pp., 10 tables, 31 references. This study attempted to determine the relationship between fantasy aggression and behavioral aggression, and whether fantasy aggression measured by the Thematic Apperception Test is related to behavioral aggression. Participant TAT protocols from psychology clinic files were scored for fantasy aggression, and these scores were correlated with self-reported presence or absence of behavioral aggression. The scoring system used was a blend of popular aggression scales used in the 1960s and newer theory. Other variables that were examined were story length and gender in relation to the measured amount of fantasy and behavioral aggression. Copyright 2000 By Joanne Madeline Fabrick ii ACKNOWLEDGMENTS I would like to acknowledge the work of the clinic research team in collecting and preparing the archival data used in this study. Joe Davis, Kitty Roberts, Amy Butterfield, Shaneka Morris, Amanda Phillips, Lisa Black, and Veronica Navarette-Vivero put forth time and energy to make this information accessible for research. iii TABLE OF CONTENTS Page ACKNOWLEDGMENTS............................................................................................... iii LIST OF TABLES .......................................................................................................... v Chapter 1. -
Running Head: a COMPARISON of PERSONALITY TESTS 1 A
Running head: A COMPARISON OF PERSONALITY TESTS 1 A Comparison of TAT and NEO-FFI Personality Tests: TAT and NEO-FFI Commented [CE1]: Please add all the relevant details to this title page, including your name, the subject name and date of submission. If you are required to submit and abstract, it should be presented on a separate page before the body of your paper, in one unindented paragraph. Commented [CE2]: Please check the changes I made to this title, as TAT Personality Test does not make sense. A COMPARISON OF PERSONALITY TESTS 2 A Comparison of TAT and NEO-FFI Personality Tests: TAT and NEO-FFI Personality tests have long been used in psychology in order to determine particular traits in individuals and to assigning personality types for the purpose ofto predicting their behaviour and temperament of those individuals. There are two main types Commented [CE3]: Please note that you only need one space after a full stop, as you are submitting this paper to an Australian university. You only need two spaces if you are submitting a paper of personality tests that may be administered, the projective test and the structured test, with to a journal that follows APA Style guidelines strictly. many individual tests that fall under either of the two categories. This paper will definediscusses the two main types of the personality tests—projective and structured— and examines their differences., Specifically, based on a comparison ofcompare and contrast the relative merits and demerits of the tThematic aApperception tTest (TAT) and the Neo F– Five- Factor Inventory (NEO-FFI), using positive and negative factors, as well as validity and reliability, this paper aims to determine which test is more which will lead to the recommendation of useful, valid and reliablea test based on these merits.