PSYCHOMETRIC EXERCISES

INTRODUCTION:

Psychometrics is the field that is concerned with theory and technique of psychological
measurement. It includes the measurement of knowledge, abilities, attitudes, personality traits and
educational measurement.

It has two major research tasks.

1. The construction of instruments and procedure for measurement.

2. The development refinement of theoretical approaches to measurement. The persons who practice
psychometrics are known to be called as psychometrician. All psychometricians possess a specific
qualification.

PSYCHOMETRIC TESTS

Personality assessments provide a measure of how individuals work with people, approach their
tasks, communicate, approach change, and deal with stress. When an organization uses Psychometric
Test to match an individual’s skills to the job requirements, the person will learn quicker, be more
satisfied and successful, and stay in the job longer. Person’s performance is based on their behavior.
Behavior is the way the person act, react i.e. like, dislike, comfort, discomfort etc. These are formal,
structured exercises designed by psychologists to measure psychological qualities such as reasoning
ability and personality factors. They are carefully researched and tested to ensure that they are fair,
reliable and valid. They are administered and scored in a standardized way, allowing your results to be
compared with people who have taken the tests before. Comparison groups used will often be other
university students or recent graduates.

Two main types of psychometric test:

 One that assesses your personality and character traits –for example, are you empathetic,
communicative or ambitious
 The second kind tends to be longer and harder and assesses your reasoning or cognitive
ability, how good you are at things such as words, numbers, problem-solving or spatial
awareness. And sometimes employers will tailor these according to the type of job. The tests
are usually done online and most tests are multiple-choice.

USES:
Recruiting a new employee can be expensive and employers need to make sure they get the right
person. Some characteristics, like team working skills, empathy and the ability to reason are difficult to
assess at interview and psychometric tests are a more reliable indicator. Psychometric tests also have the
big advantage of removing any potential unconscious bias on behalf of the interviewer. All applicants,
whatever their race, gender or ethnicity are judged on exactly the same criteria, which makes the process
fairer for everyone.
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TYPES OF PSYCHOMETRIC TESTS

Types of Tests Psychometric Selection Tests

 Personality & Interest Tests

 Aptitude & Ability Tests

Ability & Aptitude Tests (usually verbal, numerical and diagrammatic)

Personality Inventories (questionnaires)

Types of Tests:

 Intelligence Tests
 Achievement Tests
 Creativity Tests
 Interest Inventories
 Behavioural Tests
 Neuropsychological Tests
 Assess capability, traits, intelligence, degree of accomplishment, capacity for novelty,
preference for activities
 Measure behaviours and their antecedents/consequences, cognitive, sensory, perceptual, or motor
functions

Employers uses:

1. Fair and objective measure of a skill/ability or the potential to acquire it

2. Gives a more rounded picture of suitability for a role
3. Objectively compares candidates’ performance with ‘norm’ levels for a similar ‘population’
4. Reliable predictor of how well someone is likely to perform in a given job
5. Measuring potential rather than attainment
6. Free from cultural bias

Integrated Selection Strategy Job Performance Criteria Performance prediction system Test
Selection Job Analysis Performance appraisal VALIDATION

Personality tests that use projective techniques and trait inventories to measure basic aspects of
an applicant’s personality, such as introversion, stability, and motivation. Disadvantage

• Personality tests—particularly the projective type—are the most difficult tests to evaluate and use.
Advantage

• Tests have been used successfully to predict dysfunctional job behaviors and identify successful
candidates for overseas assignments. Measuring Personality and Interests

Types of Personality Tests 16 PF MBTI Big Five Thomas Personal Profiling System FIRO-B
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 The “Big Five” Extraversion The tendency to be sociable, assertive, active, and to experience
positive effects, such as energy and zeal. Emotional stability/neuroticism The tendency to exhibit poor
emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostility.
Openness to experience The disposition to be imaginative, nonconforming, unconventional, and
autonomous. Agreeableness The tendency to be trusting, compliant, caring, and gentle.
Conscientiousness Is comprised of two related facets: achievement and dependability.

The Myers-Briggs Type Indicator(MBTI)

Based on theories of Gustav Jung

Most widely-used questionnaire based test

Uses four bi-polar dimensions

 Sensing –Intuition (SN)

 Thinking – Feeling (TF)

 Extraversion-Introversion (E-I)

 Judging-Perceiving (J-P)

To create 16 ‘Personality Types’

MBTI is used for:

Individual development Management and leadership development Team building and

development Organizational change Improving communication Education and career counseling
Relationship counseling

Personality Factor model (16PF)

 Developed in the 1940s and refined in the 60s

 Attempts to define the basic underlying personality

 Questionnaire based

 Analysis using 16 personality factors

16 PF is used for:

 Selection

 Development

 Executive coaching

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  Teambuilding

The 16 factors with their word descriptors of each scale

1. The DISC Personality Model, developed in 1920s to understand ‘why people do what they do’
Simple questionnaire based. Uses four categories of human behavioral styles – "D" for
Dominance-Drive-Direct, – "I" for Influence – "S" for Steadiness or Stability – "C" for
Compliant, Conscientious, or Cautious Direct, Influencing, Steady and Compliant behaviors

DISC is used for:

 As a learning tool

 For career development

 Training, coaching and mentoring

 Organizational development and performance

2. FIRO-B:

 Devised by American psychologist, Will Schutz, in the 1950's

 Helps people to understand themselves and their relationships with others. Based on a 2-hour,
54-question questionnaire, describes interpersonal behavior in terms of three primary
dimensions:

1. Need for Inclusion

2. Need for Control

3. Need for Affection

FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR

FIRO-B is used for  Team building and team development  Individual development and
executive coaching  Conflict resolution  Selection and placement  Management and
leadership development  Relationship counselling

Selecting and Testing Items Validity Reliability  A test is valid if it measures what it says it
measures  A test is reliable if it is self-consistent  It should also give the same score for each
subject when they are re-tested, this is called re-test reliability

3. Selecting and Testing Items Types of Validity The extent to which the test appears to the user to
test the attribute in the question. Its main value is in gaining co-operation from test takers The
question here is whether the test fully describes the variable being measured Face Validity
Construct Validity

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 4. Selecting and Testing Items Types of Validity This answers the question ‘Does this test measure
all aspects of the variable in question?’ Content Validity This establishes the predictive value of
the test; whether it can predict some measured, real-world criterion Criterion-related Validity

A psychometric test should be:

Objective: The score must not affect by the testers' beliefs or values Standardized: Must be
administered under controlled conditions

Reliable: Must minimize and quantify any intrinsic errors

Predictive: Must make an accurate prediction of performance Non Discriminatory: Must not
disadvantage any group on the basis of gender, culture, ethnicity, etc.

Testing Program Guidelines:

 Use tests as supplements

 Validate the tests
 Monitor your testing/selection program
 Keep accurate records
 Use a certified psychologist
 Manage test conditions
 Revalidate periodically

There is no “pass-or-fail” in Psychometric Test.

It’s about “job-fit”. There is a job for everyone, HR’s task to find the right candidate to fit in
the role/ job. Psychometric Test are based on the assumption “Past behavior is the best predictor of
future behavior”.

Personality/motivation questionnaires These tests attempt to find out how you behave in a
working environment, what motivates you and how you work with others. There are no right or wrong
answers in these type of tests. They typically take the form of a question with two or more answers.
Although you may agree with more than one answer, you are asked to choose the one you most prefer or
agree with. Ability/aptitude tests These generally test your ability to reason and think logically, rather
than any specific skills related to the role. They usually take the form of multiple-choice questionnaires,
but this time with definite right and wrong answers. The tests are often timed and may test your
numerical, verbal and logical abilities.

VERBAL ABILITY:

Which of phrases given below each sentence should replace the phrase printed in bold type to
make the grammatically correct? If the sentence is correct as it is, mark 'E' as the answer. The small

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child does whatever his father was done. A. has done B. did C. Does D. had done E. No correction
required Answer: Option C

NUMERICAL ABILITY:

Three times the first of three consecutive odd integers is 3 more than twice the third. The third
integer is: A.9 B.11 C.13 D.15 Answer: Option D Explanation: Let the three integers be x, x + 2 and x +
4. Then, 3x = 2(x + 4) + 3 x = 11. Third integer = x + 4 = 15.

PERSONALITY INVENTORIES
For each statement choose the response that best represents your opinion:

Strongly Disagree If you strongly disagree or if the statement is definitely false.--DisagreeIf you
disagree or if the statement is mostly false.-/+Neutral If you are neutral about the statement, if you
cannot decide, or if the statement is about equally true and false+AgreeIf you agree or if the statement is
mostly true.+ +StronglyAgree If you strongly agree or if the statement is definitely true.

Conclusion:

Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities
and behavioural style. Psychometric tests are designed to measure candidates' suitability for a role based
on the required personality characteristics and aptitude (or cognitive abilities).

BIBLIOGRAPHY:

 Baskar nima & bhaskar elakkuvana ``text book of nursing education `` first edition
(2013),published by emmess medical publishers Basavanthappa b.t . nursing education ,2nd
edition ,new delhi :jaypee brothers medical publishers (P) ltd 2009
 Neeraja kp. Textbook of communication and education technology for nurses ,1st edition ,new
delhi :jaypee brothers medical publishers (P) lts :2011
 Sankaranarayanan b. learning &teaching nursing .calicut:brainfill publications:2003
 r.sudha nursing education principles and concepts ,1st edition jaypee publications