Evaluating Assessment Instruments
Prior to beginning work on this discussion, read Chapter 11 in the textbook, the article by Baez (2013), the assigned chapters in the U.S. Department of Labor Employment and Training Administration (2006) guide (Links to an external site.), and view the video Psychometric testing and employment. (Links to an external site.).
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https://content.ashford.edu/print/Gregory.8055.17.1?sections=ch11,ch11lev1sec1,ch11lev1sec2,ch11lev1sec3,ch11lev1sec4,ch11lev1sec5,ch11lev1s… 1/68
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Order Paper NowCHAPTER 11 Industrial, Occupational, and Career Assessment
TOPIC 11A Industrial and Organizational Assessment
11.1 The Role of Testing in Personnel Selection (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec1#ch11lev1sec1)
11.2 Autobiographical Data (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec2#ch11lev1sec2)
11.3 The Employment Interview (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec3#ch11lev1sec3)
11.4 Cognitive Ability Tests (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec4#ch11lev1sec4)
11.5 Personality Tests (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec5#ch11lev1sec5)
11.6 Paper-and-Pencil Integrity Tests (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec6#ch11lev1sec6)
11.7 Work Sample and Situational Exercises (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec7#ch11lev1sec7)
11.8 Appraisal of Work Performance (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec8#ch11lev1sec8)
11.9 Approaches to Performance Appraisal (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec9#ch11lev1sec9)
11.10 Sources of Error in Performance Appraisal (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec10#ch11lev1sec10)
In this chapter we explore the specialized applications of testing within two distinctive environments— occupational settings and vocational settings. Although disparate in many respects, these two �ields of assessment share essential features. For example, legal guidelines exert a powerful and constraining in�luence upon the practice of testing in both arenas. Moreover, issues of empirical validation of methods are especially pertinent in occupational and areas of practice. In Topic 11A (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11#ch11box1) , Industrial and Organizational Assessment, we review the role of psychological tests in making decisions about personnel such as hiring, placement, promotion, and evaluation. In Topic 11B
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https://content.ashford.edu/print/Gregory.8055.17.1?sections=ch11,ch11lev1sec1,ch11lev1sec2,ch11lev1sec3,ch11lev1sec4,ch11lev1sec5,ch11lev1s… 2/68
(http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/ch11lev1sec10#ch11box2) , Assessment for Career Development in a Global Economy, we analyze the unique challenges encountered by vocational psychologists who provide career guidance and assessment. Of course, relevant tests are surveyed and catalogued throughout. But more important, we focus upon the special issues and challenges encountered within these distinctive milieus.
Industrial and organizational psychology (I/O psychology) is the subspecialty of psychology that deals with behavior in work situations (Borman, Ilgen, Klimoski, & Weiner, 2003 (http://content.thuzelearning.com/books/Gregory.8055.17.1/sections/bm02#bm02bib182) ). In its broadest sense, I/O psychology includes diverse applications in business, advertising, and the military. For example, corporations typically consult I/O psychologists to help design and evaluate hiring procedures; businesses may ask I/O psychologists to appraise the effectiveness of advertising; and military leaders rely heavily upon I/O psychologists in the testing and placement of recruits. Psychological testing in the service of decision making about personnel is, thus, a prominent focus of this profession. Of course, specialists in I/O psychology possess broad skills and often handle many corporate responsibilities not previously mentioned. Nonetheless, there is no denying the centrality of assessment to their profession.
We begin our review of assessment in the occupational arena by surveying the role of testing in personnel selection. This is followed by a discussion of ways that psychological measurement is used in the appraisal of work performance.
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For this discussion, you will use the PSY640 Checklist for Evaluating Tests (Links to an external site.) document to compare two assessment instruments used in industrial and organizational (I-O) psychology assessment. Based on the information in your text and assigned readings, select and evaluate two psychological tests used in industrial-organizational psychological assessment. You may not evaluate any of the tests you evaluated in the Week Four Applications in Personality Testing discussion.
In addition to the text, locate a minimum of two appropriate scholarly and/or peer-reviewed sources to aid you in the analysis of the psychometric properties of the instruments based on published data. In your initial post, provide the names of the two tests you evaluated, and attach your completed PSY640 Checklist for Evaluating Tests document (Links to an external site.). You must maintain the original format of the document and include the textbook and two additional scholarly and/or peer-reviewed sources in the references section.
