Psychological testing (section of psychodiagnostics) - the study of certain psychological qualities and personality traits through the use of psychological tests. Psychological testing is used in selection for work, in psychotherapy and psychological counseling, etc.
A good psychologist (not necessarily with a psychologist’s diploma: it can be an experienced leader, a qualified human resource person, an attentive psychiatrist) will tell you about a person all or almost all without any testing. Sometimes it is enough for this to talk, sometimes the conversation is not needed, just one glance: it’s enough to hear the intonations of his conversation on the person’s face, on his walk. However, there are few good psychologists, and it is necessary to understand people, and just psychological tests come in handy.
What can, and what can not, psychological tests? The hardest thing in a person is to define two seemingly elementary things: common sense and decency. Other psychological features (extraversion, benevolence, general intelligence, neuroticism, openness to experience) - it is quite possible to catch with the help of tests.
The main characteristics of psychological tests are validity, reliability, representativeness and reliability. Validity is the correspondence of test results to the characteristic for which it is intended. Reliability is the property of the test to give close results when re-measured. Reliability as internal consistency - the orientation of all elements of the test scale on the measurement of one quality. Representativeness - the correspondence between the norms (intervals on the test scale) obtained on the sample, and the norms that can be obtained on the population. Reliability is a property of the test to counteract falsification-intentional or unconscious distortion of results by subjects.
In the process of development and testing, different researchers can change the number and composition of the test question, but in this case it is difficult to compare the results obtained by different researchers. Only over time, a standardized test is created - a psychological test with a clearly defined unchanged list of questions, instructions, methods of processing results and scoring. To create an effective psychological test goes away from 10 years of work of the author’s collectives. The quality of the test is provided by a multi-step verification procedure and standardization of its scales. The tests that have been adapted to the Russian reality of the 1990s are few, so the choice of good psychological tests for staff assessment is difficult.
Proficiency testing, or testing in personnel work, is a method of selecting candidates to perform work. In the professional testing there are two main categories of tests: tests designed to assess the performance of work, professional knowledge and skills; and tests designed to evaluate character traits and properties (special abilities) that contribute to the effective performance of the work.
The psychological test is a standardized task (test), the results of which judge the psychophysiological and personal characteristics, knowledge, skills and skills of the subject. Tests, which judge the knowledge, skills and skills of the subject, occupy an intermediate position between psychological, educational and professional tests.
Personality tests are tests of psychological testing aimed at studying the character, abilities, emotions, needs and other properties of the human personality. (See Classification of psychotypes). Personal tests are divided into projective tests, personality questionnaires and activity tests (situational tests, case studies).
The test of intelligence - tests of psychological testing aimed at studying the degree of development of intelligence in humans.
The verbal test is a test based on the use of the language, when the test person, performing the task, should not perform the actions, but describe them in words.
Achievement test - standardized test, designed on the training material and designed to assess the level of mastery of educational knowledge and skills.
The test for professional fitness is a psychological test aimed at identifying individual interests and preferences, helping to determine the most preferable job for a particular person.
When applying for a job as a test is also often used test imitation and personnel performance. The simulation test is a psychological test, consisting in the fact that a person is asked to perform a task, although the situation in which the task is to be performed is not recreated. Personnel performance is a procedure where applicants are given a Tver group task, which requires teamwork and identifies such personal characteristics as willingness to take initiative, responsibility, positive and constructive interaction.
The results of the tests are often presented in the form of a psychogram (Psychogram), graphically depicting the results of the study of the individual’s mental activity through a series of tests.
• Rorschach test
• Color psychology: Lusher color test, Freelig’s color-analytical test,
• Psychology of the image: Markert’s test - "In what mood are you?"
• Rosenzweig frustration responses test.
• Rotter’s questionnaire (level of subjective control)
• Questionnaire of the level of civilization
• Shmishek Questionnaire,
• Cattell test (16 PF questionnaire)
• Raven test,
• Socionic DV test,
• diagnostic complex 7 (SUN, MMIL, SMIL, SMIL abbr., Cattell, Spielberger),
• Myers and Briggs type indicator (MBTI)
• Scale of self-esteem (Spielberger-Khanin),
• Depression scale,
• Kelly program complex,
• Interactive psychodiagnostics,
• Repertory methodologies,
• research methodology family relations
• NEO PI-R
• Diagnosis of interpersonal relations Leary
• Polygraph (lie detector)
• Handwriting analysis (graphology)
• Site about psychological testing
• Personality Interpreter test
• Collection of 500 psychological tests
• Site of psychological tests
• Tests in psychology
• Encyclopedia of psychodiagnostics