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39 Cards in this Set
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literally, the measurement ("metric") of properties of the mind (from the Greek word "psyche"). The standard used to measure the quality of psychological assessments.
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Psychometric
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A standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores. Often contrasted with validity.
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Reliability
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A type of reliability that reveals the stability of test scores upon repeated applications of the test.
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Test-retest reliability
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A type of reliability that reveals the equivalence of test scores between two versions or forms of the test.
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Equivalent-form reliability
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A type of reliability that reveals the homogeneity of the items comprising a test.
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Internal-consistency reliability
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A type of reliability that reveals the degree of agreement among the assessments of two or more raters.
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Inter-rater reliability
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A standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores. Often contrasted with reliability.
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Validity
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The degree to which a test is an accurate and I faithful measure of the construct it purports to measure.
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Construct validity
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The degree to which a test forecasts or is statistically related to a criterion.
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Criterion-related validity
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A statistical index (often expressed as a correlation coefficient) that reveals the degree of association between two variables. Often used in the context of prediction,
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Validity coefficient
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The degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure.
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Content validity
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The appearance that items in a test are appropriate for the Intended use of the test , by the individuals who take the test.
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Face validity
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Method of assessment in ar which the responses to questions are recorded and interpreted but are not evaluated in terms of their correctness, as In a vocational interest Inventory.
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Inventory
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A type of test that has a precise time limit; a person's score on the test is the number of items attempted in the time period. Often contrasted with a power test.
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Speed test
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A type of test that usually does not have a precise time limit; a person's score on the test is the number of items answered correctly. Often contrasted with a speed test.
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Power test .
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A type of test that is administered to one individual test taker at a time. Often contrasted with a group test.
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Individual test
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A type of test that is administered to more than one test taker at a time. Often contrasted with an individual test.
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Group test
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A method of assessment in which the responses to questions are recorded on a piece of paper.
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Paper-and-pencil test
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A type of test that requires the test taker to exhibit physical skill in the manipulation of objects, as in a typing test.
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Performance test
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A condition pertaining to the asking of questions that are unrelated to the I assessment's intent or are inherently intrusive.
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Invasion of privacy
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A condition associated 1 with testing pertaining to which parties have ii access to test results.
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Confidentiality
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A classic set of reference , books in psychology that provide reviews and critiques of published tests in the public domain.
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Mental Measurements Yearbooks (MMY)
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The symbol for "general , mental ability," which has been found to be predictive of Success in most jobs.
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g
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A theory that defines personality in terms of five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. Also called the "Five Factor" theory of personality.
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Big 5 personality theory
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A type of personality test that appears to be measuring reasoning.
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Conditional reasoning test
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A type of test that purports to assess a candidate's honesty or character.
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Integrity test
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A type of test that describes a problem to the test taker and requires the test taker to rate various possible solutions in terms of their feasibility or applicability.
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Situational judgment test
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A form of assessment using a computer in which the questions have been precalibrated in terms of difficulty, and the examinee's response . (i.e., right or wrong) to one question determines the selection of the next question.
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Computerized adaptive testing (CAT)
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A format for the job interview in which the questions are different across all candidates. Often contrasted with the structured interview.
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Unstructured interview
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A format for the job interview in which the questions are consistent If across all candidates. Often Contrasted with the unstructured interview.
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Structured interview
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A type of job interview in which candidates are presented with a problem and asked how they would respond to it.
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Situational interview
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A technique for assessing t job candidates in a specific location using a series of structured, group-oriented exercises that are evaluated by raters.
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Assessment center
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A type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job.
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Work samples
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A method of assessment i in which examinees . are presented with a problem and asked how 1 they would respond to it.
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Situational exercise
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A method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is considered. .
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Biographical information
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A method of assessment typically based on an analysis of urine that is I used to detect illicit drug use by the candidate.
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Drug testing
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An instrument that assesses responses of an individual's central nervous system (heart rate, breathing, perspiration, etc.) that supposedly indicate giving false responses to questions.
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Polygraph
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A method of assessment in which characteristics of a person's handwriting are evaluated and interpreted,
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Graphology
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A construct that reflects a person's capacity to manage emotional responses in social situations.
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Emotional intelligence
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