MMPI-2 According to Groth-Marnat (2009)‚ the Minnesota Multiphasic Personality Inventory‚ or MMPI‚ was first developed in 1943 by S. R. Hathaway‚ PhD and J. C. McKinley‚ MD‚ and was published by the University of Minnesota Press. In 1989 it was revised and the MMPI-2 was created. The MMPI-2 is intended to be taken by testtakers who can read competently at a 6th grade level‚ speaks English or Spanish‚ and is 18 years or older. It can be administered individually or in groups and can be administered
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MMPI-2 Archer (1989) reviewed the new normative data on the MMPI-2‚ which 1‚138 male responders and 1‚462 female responders made up the normative sample. In addition‚ the responders reported from various regions of the United States and were ages 18 to 84. The norms matched up with the 1980 U.S. Bureau of the Census on ethnic diversity. In connection to education level‚ the normative sample reported more responders with higher education levels‚ 50% males and 42% females‚ than the Census‚ 20% males
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Psychometrics – The Study of Design and Evaluation of Assessment Instruments The study of the construction and evaluation of assessment instruments (ex – test) Assessment instruments typically employed for diagnostic and/or predictive purposes Diagnosis – the identification of nature of an illness or other problem by examination of the symptoms‚ looking at distinctive characteristics and applying them accurately in order to come to a conclusion about where the problem lies within a person
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Psychometrics Psychometrics is the measurement of what we talk and think about or how to assign numbers to observations. Psychometrics measures mental capacities and judgements what we think about. It can also be used to measure of intelligence or mental capacity. Psychometric tests have often been used by employers to measure a person’s suitability to a particular job role. A psychometric test is composed of questionnaires‚ personality tests and aptitude tests; this information is then transferred
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Description and Critique of the MMPI Description and Critique of the MMPI The Minnesota Multiphasic Personality Inventory (MMPI) one of the most popular personality tests today is often the standard to which others are compared (Cohen & Swerdlik‚ 2010). It was designed to aid in the diagnosis and prediction of mental illness in patients 14 years of age and older‚ in a more objective manner. The MMPI is atheoretical and therefore was not created based on a specific theoretical background
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already know that the psychometric tests are commonly used in almost every organization not only in the selection process but also in the process of performance management of the employees. The reason for carrying out the test in the same in the two situations it is to measure the ability and the performance of the employees. In this paper I will discuss what is a psychometric test? How the companies use it and also the advantages and disadvantages of introducing a psychometric test in the selection
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sighted people: are psychometric tests fair? 1. Introduction Psychometric or standardised tests are assessments that measure knowledge‚ abilities‚ attitudes and personality traits. They are used in education and recruitment and can consist of written‚ online or oral tests. Blind and partially sighted individuals are potentially disadvantaged by the use of these tests. RNIB is often approached by teachers and parents concerned about the use of standardised/psychometric testing in education
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What is the psychometric test? A psychometric test is a set of items that are designed to measure characteristics of human beings that pertain to behavior. Behavior is an observable and measurable action. Psychometric testing is not just the another subject that we may study in college‚but it is a topic that personally affects many individuals‚ and the results of these test are used in ways that significantly affect us and those around us. For example‚ test scores are used to diagnose mental disorder
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PSYCHOMETRIC TESTING IN RECRUTING Psychometric testing turns out to be a handy tool for recruiting potential employees. From the manufacturing sector to BPO‚ from FMCG to Banking‚ there is hardly any domain that does not require organizations to assess its employees’ personality. Recruit the right people for the right jobs is an elusive art. The high rates of attrition and lack of candidates possessing the appropriate qualities bear testimony to the fact that organizations have not been getting
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Companies’ Use of Psychometric Tests for Recruitment: A Review of the Literature Word count: 2995 PART 1 PART 1 Introduction This paper surveys the literature on the use of psychometric testing by employers as part of the recruitment process and considers the general usage by different types of businesses. Companies spend high amount of money each year on psychometric test which measures personality type‚ learning styles and personal preferences of individuals. Since
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