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236 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Pygmalion effect |
the phenomenon whereby one person’s expectation for another person’s behavior comes to serve as a self-fulfilling prophecy |
A.k.a Rosenthal effect |
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Peter Principle |
an observation that the tendency in most organizational hierarchies, such as that of a corporation, is for every employee to rise in the hierarchy through promotion until they reach a level of respective incompetence. |
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Galatea Effect |
a phenomenon where people’s own opinions about their ability and self-worth influence their performance. |
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Self fulfilling prophecy |
a belief or expectation that an individual holds about a future event that manifests because the individual holds it. |
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Job Crafting |
is an individual-level intervention initiated by employees by which they change their work informally so that it is more in line with their interests and skills. |
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Benchmarking |
the practice of a business comparing key metrics of their operations to other similar companies. |
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Person Power Planning |
the process of estimating the optimum number of people required for completing a project, task or a goal within time. |
A.k.a Manpower planning / Human Resource Planning |
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Job Classification |
system for objectively and accurately defining and evaluating the duties, responsibilities, tasks, and authority level of a job. |
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Job Structure Profile |
revised version of the PAQ include item content and style, new items to increase the discriminatory power of the intellectual and decision-making dimensions, and an emphasis on having a job analyst, rather than the incumbent. |
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Position Analysis Questionnaire |
contains 194 items organized into six main dimensions: information input, mental processes, work output, relationships with other persons, job context, and other job-related variables such as work schedule, pay, and responsibility. |
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Functional Job Analysis |
quick method that could be used by the federal government to analyze and compare thousands of jobs. are broken down into the percentage of time the incumbent spends on three functions: data (information and ideas), people (clients, customers, and coworkers), and things (machines, tools, and equipment). |
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Occupational Information Network |
is a national job analysis system created by the federal government. developers understood that jobs can be viewed at four levels: economic, organizational, occupational, and individual. |
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Internal pay equity |
involves comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly. |
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External pay equity |
involves comparing jobs to other organization to ensure that the people in jobs worth the most money are paid accordingly. |
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Direct Compensation |
refers to the compensation that an employee receives directly from his or her place of work. includes the base salary and any incentive pay. can be in the form of wages, salaries, commissions and bonuses that an employer provides regularly and consistently. |
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Comparable worth |
looks at pay rates of employees in jobs of similar worth and responsibility |
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Quid pro qou |
the granting of sexual favors is tied to such employment decisions as promotions and salary increases. |
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Hostile Environment |
occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual’s work performance |
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Sexual Harassment |
defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature |
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Pattern of Behavior |
if the coworker continually makes unwanted romantic or sexual overtures or repeatedly makes inappropriate remarks. |
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Performance Appraisal |
is a regular review of an employee's job performance and overall contribution to a company. evaluates an employee's skills, achievements and growth, or lack thereof. |
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Job Evaluation |
process of determining a job’s worth is called job evaluation. typically done in two stages: determining internal pay equity and determining external pay equity. |
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Virtual Job Fairs |
Students and alumni can use the Web to “visit” with recruiters from hundreds of organizations at one time. |
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Situation-wanted Ads |
It appears to be a useful way of looking for a job and given that they don’t cost an organization any money, they may be a beneficial method of recruitment. They are placed by the applicant rather than by organizations. |
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Online recruitment |
a service that automates a company's recruiting needs by getting volumes of employment applications over the internet. |
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Realistic Job Preview |
Instead of telling the applicant how much fun she will have working on the assembly line, the recruiter honestly tells her that although the pay is well above average, the work is often boring and there is little chance for advancement. |
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Expectation-lowering procedure |
We often start a new job with high expectations, thinking the job will be perfect. As you will discover, no job is perfect and there will be times when you become frustrated by your supervisor or your co-workers. Prior to accepting this job, be sure to give some thought regarding whether this job and our organization will meet the expectations that you have. Also, give some thought to whether your expectations about work are realistic. |
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Unsctrured Interview |
one in which interviewers are free to ask anything they want are not required to have consistency in what they ask of each applicant, and may assign numbers of points at their own discretion. |
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Outcome expectancy behavior |
defined as anticipated consequences (positive or negative) as a result of engaging in a behavior. |
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Panel interview |
A style of interview that has multiple interviewers asking questions and evaluating answers of the same applicant at the same time. |
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Group Interviews |
a screening process where you interview multiple candidates at the same time. |
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Serial interview |
Involves a series of single interviews. |
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Past focus interview |
It focuses on previous behavior rather than future intended behavior. That is, applicants are asked to provide specific examples of how they demonstrated job-related skills in previous jobs. |
A.k.a patterned behavior description interviews (PBDIs) |
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Skill level determinera |
tap an interviewee’s level of expertise. |
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Negligent hiring |
If an organization hires an applicant without checking his references and background; thus, the organization is found to be liable. |
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Negligent Reference |
if it does not provide relevant information to an organization that requests it. |
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Perceptual Ability |
This test/assessment tool consists of vision (near, far, night, peripheral), color discrimination, depth perception, glare sensitivity, speech (clarity, recognition), and hearing (sensitivity, auditory attention, sound localization). |
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Neurocognitive Assessment |
way to measure brain function non invasively. It uses paper-and-pencil tests or computerized tests to assess important aspects of cognition: attention, memory, language, reaction time, perception, and so on. |
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Cognitive assessment |
includes such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical, deductive, inductive), and general learning. |
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Spatial awareness test |
assess your ability to think spatially and mentally manipulate images, and perceive patterns between them. |
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Business games |
It is an exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization. It allows the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others. |
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In-basket technique |
An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information. |
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Job simulation |
defined as job sequences, where similar conditions are made according to that which occurs in the real course of job. |
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Work sample |
when a simulation does not involve a situational exercise. |
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Test-Retest Reliability |
Each one of several people take the same test twice. The scores from the first administration of the test are correlated with scores from the second to determine whether they are similar. If they are, the test is said to have temporal stability. |
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Internal reliability |
way to determine the reliability of a test or inventory is to look at the consistency with which an applicant responds to items measuring a similar dimension or construct (e.g., personality trait, ability, area of knowledge). |
A.k.a Internal consistency |
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Alternate forms Reliability |
forms of the same test are con- structed. A sample of 100 people are administered both forms of the test; half of the sample first receive Form A and the other half Form B. This counterbalancing of test-taking order is designed to eliminate any effects that taking one form of the test first may have on scores on the second form. |
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Scorer Reliability |
A test or inventory can have homogeneous items and yield heterogeneous scores and still not be reli-able if the person scoring the test makes mistakes. |
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K-R 20 |
Statistic used to determine internal reliability of tests that use items with dichotomous answers |
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Cronbach' coeffecient aplha |
can be used not only for dichotomous items but for tests containing interval and ratio items such as five-point rating scales. |
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Spearman Brown Prophecy |
To adjust for correlation this formula is used. It takes the split half correlation as input and converts it to an estimate of the equivalent level of reliability for the full length test. |
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Item homogeneity |
defined by inter-item correlations and evaluated by factor analysis. items that constitute a one-dimensional space are said to be homogeneous, even though they may be composed of more than one common factor. |
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Taylor-Russell Table |
designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test. |
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Barnum statement |
Statements, such as those used in astrological forecasts, that are so general that they can be true of almost anyone. |
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Lawshe Tables |
Tables that use the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that applicant. |
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Top-down selection |
In making hiring decision, applicants are rank ordered on the basis of their test scores. Selection is then made by starting with the highest score and moving down until all openings have been filled. |
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Compensatory approach |
A method of making selection decisions in which a high score on one test can compensate for a low score on another test. For example, a high GPA might compensate for a low GRE score. |
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Banding |
A statistical technique based on the standard error of measurement that allows similar test scores to be grouped. |
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Multiple Cutoff scores |
In this method, the applicants would be administered all of the tests at one time. If they failed any of the tests (fell below the passing score), they would not be considered further for employment. |
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Multiple hurdle approach |
The applicant is administered one test at a time, usually beginning with the least expensive. Applicants who fail a test are eliminated from further consideration and take no more tests. Applicants who pass all of the tests are then administered the linearly related tests; the applicants with the top scores on these tests are hired. |
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Passing score |
a means for reducing adverse impact and increasing flexibility. With this system, an organization determines the lowest score on a test that is associated with acceptable performance on the job. |
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Leniency error |
In evaluating performance of employees, raters tend to rate every employee at the upper end of the scale regardless of the actual performance of the employee |
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Contrast error |
The performance rating one person receives can be influenced by the performance of a previously evaluated person |
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Proximity error |
occurs when a rating made on one dimension affects the rating made on the dimension that immediately follows it on the rating scale. |
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Central tendency error |
results in a supervisor rating every employee in the middle of the scale. |
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Oral stage |
Carl smokes, drinks alcohol, overeats, and bites his nails. Which stage of Freud’s Stages of Psychosexual Development has Carl become fixated at? |
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Phallic Stage |
Which stage of Freud’s Stages of Psychosexual Development is characterized by a boy developing unconscious sexual desires for his mother? |
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Anal stage |
Carl is obsessed with cleanliness and control. Which stage of Freud’s Stages of Psychosexual Development has Carl become fixated at? |
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Latency Stage |
The libido is dormant. Freud thought that most sexual impulses are repressed during this stage and sexual energy can be sublimated (re: defense mechanisms) towards school work, hobbies, and friendships. |
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Id, ego & superego |
Systems that make up personality (accdg to Freud) |
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Id |
part of our personality are we born with that allows our basic needs to be met |
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Ego |
part of our personality understands that other people have needs and that being selfish can hurt us in the future |
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Superego |
part of our personality is the moral part that develops due to the moral and ethical restraints placed on us by our caregivers |
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Physiological needs |
Our need for air, food, water, and sleep best fall under which category according to Maslow’s Hierarchy of Needs |
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Social needs |
Our need for belonging, love, and affection best fall under which category according to Maslow’s Hierarchy of Needs |
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Self Actualization |
Which stage is characterized by realizing your full potential according to Maslow’s Hierarchy of Needs |
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Esteem needs |
Our need for respect, self esteem and confidence according to Abraham Maslow |
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Freud's assessment of personality |
Dynamics of Instrincts Level of Mental Functioning Provinces of the Mind |
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Adler's view of personality |
Social interest |
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Freud's methods of dream analysis |
Dream analysis Free association Parapraxes (Freudian Slip) |
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Neo-freudian psychologists |
Melanie Klein Karen Horney Erich Fromm |
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David Buss |
evolutionary psychology research on mate selection with the basis on human sex differences. |
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George Kelly |
Learning and cognitive theory of personality |
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Secure Attachment |
According to Mary Ainsworth Attachment style, when the mother returns infants are happy and enthusiastic and initiate contact. |
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Anxious Avoidant |
do not orientate to their attachment figure while investigating the environment.They are very independent of the attachment figure both physically and emotionally. |
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Anxious Resistant attachment |
The child will commonly exhibit clingy and dependent behaviour, but will be rejecting of the attachment figure when they engage in interaction. |
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Protest Stage |
According to John Bowlby’s stages of Separation Anxiety, if the care giver is out of sight, infants will cry, resists soothing by other people and search for the caregivers. |
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Despair |
The child’s protesting begins to stop, and they appear to be calmer although still upset. The child refuses others’ attempts for comfort and often seems withdrawn and uninterested in anything. |
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Detachment |
If separation continues the child will start to engage with other people again. They will reject the caregiver on their return and show strong signs of anger. |
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Grandiose-Exhibition Self |
is Established when the infant related to a mirroring self-Object who reflects approval of its behavior. |
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Idealize Parent Image |
implies that someone else is perfect. |
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Margaret Mahler's Stages of Dev't |
Normal Autism, Normal Symbiosis, Separation-Individualization |
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Henry Murray's Stages of Dev't |
Clustral Stage, Oral stage, Anal Stage, Urethral Stage, and Castration Stage |
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Id according to Henry Murray |
Concerned with motivation |
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Consequences |
Accdg to Skinner behavior can be controlled by... |
Can be neutral, reinforcement or punishment |
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Ivan Pavlov's view of learning |
Reinforcemnt is necessary for learning |
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Unconditioned Stimulus |
is one that unconditionally, naturally, and automatically triggers a response. |
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Unconditioned Response |
the unlearned response that occurs naturally in response to the unconditioned stimulus. |
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Conditioned stimulus |
a neutral stimulus that triggers some sort of response when paired or associated with an unconditioned stimulus (natural stimulus). |
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Conditioned response |
an automatic response established by training to an ordinarily neutral stimulus. |
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Positive Reinforcement |
involves the addition of a reinforcing stimulus following a behavior that makes it more likely that the behavior will occur again in the future. |
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Negative Reinforcement |
a response or behavior is strengthened by stopping, removing, or avoiding a negative outcome or aversive stimulus. |
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Positive Punishment |
it involves presenting an unfavorable outcome or event following an undesirable behavior. |
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Negative punishment |
it involves taking something good or desirable away to reduce the occurrence of a particular behavior. |
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Natural Selection |
In the concept of Human Organism, a girl who dated a financially stable man to secure her future. |
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Cultural Evolution |
the idea that human changes in socially transmitted beliefs, knowledge, customs, skills, attitudes, languages, and so on |
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Determinism |
Skinner's concept of of humanity. |
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Triadic reciprocal causation |
Person Environment Behavior |
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Albert Badura's approach to psychology |
learning can occur without direct reinforcement |
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Ulirat |
Awareness to one's surroundings |
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Diwa |
ugali, kilos o asal; behavior |
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Kamalayan |
tumutukoy sa damdami't kaalamang nararanasan; conscious experience. |
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Isip |
kaalaman at pagkakaunawa. |
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Sikolohiya sa Pilipinas |
refers to all the studies, books and psychology found in the Philippines, whether foreign or elsewhere |
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Sikolohiya ng mga Pilipino |
As many as there are tribes PAG-IIPON ng mga DATOS at TEORYA para MAKABUO ng isang Sikolohiya ng mga Pilipino paghahanap ng mga PATTERN document study; content analysis |
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Pakikisama |
63.According to Lynch (1973) _________ refers to the Filipino value of “smooth personal relationship” and “conformity” |
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Pakikipagkapwa |
level of interaction with other people ranging from the RELATIVELY UNINVOLVED CIVILITY up to the TOTAL SENSE OF IDENTIFICATION |
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Pakikiramdam |
isang katangian ng mga Pilipino na maging sensitibo sa tunay na damdamin ng kapwa base sa mga di pasalitang senyales (non-verbal gestures[?]); maingat na pagdamdam sa kapwa |
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Dangal |
panloob; self-worth |
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Puri |
panlabas; pisikal na karangalan mula sa panlabas na elemento |
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Saya |
External, joy |
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Ligaya |
Internal, happiness |
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Accomodative surface value |
Hiya (propriety/dignity) Utang na Loob (gratitude/solidarity) Pakikisama (companionship / esteem) |
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Sikolohiyang Pilipino |
Based on Filipino’s true thoughts, feelings, behavior and must be derived from indigenous Filipino sources, language and metods. Therefore only Filipino’s can write about it. |
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Pigil |
External, holding back;control;restraint |
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Timpi |
Internal, moderation, temperance; calm |
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Kaluluwa |
budhi ng tao; essence; soul |
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Decision making |
the primary goal or purpose does the psychological test are been currently used for. |
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Ability Test |
contain items that can be scored in terms of speed, accuracy, or both. |
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Achievement test |
refers to previous learning. |
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Aptitude Test |
refers to the potential for learningor acquiring a specific skill. type of exam that been taken in the entrance examination. |
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Intelligence test |
measured ability or potential, personality tests measured presumably stable characteristics or traits that theoretically underlie behavior. |
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Item pool |
This is a random and large collection of items from which the constructors can derive from the items to be included in the whole duration and picture of the final test. |
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Item Analysis |
a general term for a set of methods used to evaluate test items, is one of the most important aspects of test construction. |
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Glossary items |
defines the meaning of a term within a specific context. |
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Army Alpha |
required reading ability |
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Q3 |
Abbreviation of the final quartile. |
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Psychometrically sound |
Test is reliable and valid. |
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Carry-over Effect |
the possibility that the initial test taking session will influence the scores of the test scores of the test takers in the second test taking sessions. |
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Construct Validity |
The test that being made wants to measure a abstract topic or concept which require be properly polished and fully define the terms. |
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Content Validity |
refers to the extent to which the items on a test are fairly representative of the entire domain the test seeks to measure. |
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Face Validity |
the mere appearance that a measure has validity. |
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Criterion Validity |
measures how well one measure predicts an outcome for another measure. A test has this type of validity if it is useful for predicting performance or behavior in another situation. |
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Make Increase the length of the test |
to construct a test and wants to find out the reliability coefficient that being obtained is not up to the standard he wants. |
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Speed Test |
there is a time limit within which the test taker is required to answer all the items. |
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Power Test |
assesses the underlying ability of the individuals by allowing them sufficient time. |
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Personality Test |
attempt to evaluate personality traits, personality types, personality states, and other aspects of personality, such as self-concept. |
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Norms |
This tends to show and considered the most widely used frame of reference for the test score interpretations. |
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Meaningless |
The high raw score which is not been accompanied by the interpretative data is some kind of |
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Halo Effect |
This is when the term that being used tends to refer to the tendency of the raters that being evaluated rates higher than they objectively deserve because of the rater’s inability to discriminate between the aspects of the ratee’s behavior. |
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Random errors |
are nonsystematic and occur arbitrarily when unknown or uncontrolled factors affect the variable being measured or the process of measurement. |
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Complete Uniformity in the administration |
standardization in testing tends to basically refers to |
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Wilhem Wudnt |
This individual is associated with Differential Psychology movement because of the attempt of establishing differences between numbers of individuals |
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Henry Goddard |
He is the one who translated the Binet Simon Scale into English version |
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Larger |
The higher the number, the __________ the reliability |
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Standard Error of Estimate |
The standard deviation of the residuals in the regression analysis |
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Standard Deviation |
This is considered to be the best statistical measure that being used nowadays. |
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Ratio |
IQ Scores is been considered to be an example of |
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Mean |
This is in the point of least squares |
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Test Utility |
This refers to the practical usage of your testing. |
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Item discriminability |
a statistical measure of how well an item on a test differentiates among subgroups of test takers. |
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Equivalent forms |
Two forms of a test that have different items but measures the same factors |
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Utility coefficient |
As you’ve created a test and the test is very effective in the organization that results in the increased in their beauty product output in a given year. This means that your test has high in ____________ |
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Correlation coefficient |
a statistical measure of the strength of the relationship between the relative movements of two variables. The values range between -1.0 and 1.0. A calculated number greater than 1.0 or less than -1.0 means that there was an error in the correlation measurement. |
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Reliability coefficient |
a measure of the accuracy of a test or measuring instrument obtained by measuring the same individuals twice and computing the correlation of the two sets of measures. |
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Validity coefficient |
relationship between a test and a criterion is usually expressed as a correlation. This coefficient tells the extent to which the test is valid for making statements about the criterion. |
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McCall's T |
This is another name given for the T_Score |
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Reduction in the work turnover |
When we are talking about regarding the non economic benefits with the use and administration of a psychological test, this may refers to: |
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Meaningless |
The high raw scores which is not accompanied by an interpretative data is |
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Users |
With all the individuals which are involved with testing process, this persons has the ultimate responsibility for appropriate test use and interpretation |
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Multimodal |
Within the choices, which is not a statement that describes the normal curve |
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Test Difficulty |
This relates with the test ceiling and test floor |
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50th and 55th |
Within the distribution on a test that fits in the standard normal of distribution model, the smallest difference in the performance of test takers that would be between the scores that ranks between what? |
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950 |
If one test has a mean of 500 and SD of 100, and assuming a normal distribution and a N of 1000, about how many individuals would have scored between 300 and 700? |
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950 |
If one test has a mean of 500 and SD of 100, and assuming a normal distribution and a N of 1000, about how many individuals would have scored between 300 and 700? |
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Eliminate culture influence |
A Culture Fair test was designed to: |
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Self esteem |
Which of the following is not a component of the definition of Intelligence in Wechler’s? |
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Primary advantage of psychology test |
Objectivity Validity and Reliability Utilityfulness |
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Whether testing is necessary |
What is the first question to be consider when psychological testing is being contemplated is ____________________ |
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Psychologist |
If a person will be interested in purchasing the Standford Binet Intelligence Test understand that it is a type _______ test and thus can only be administered by __________ |
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Ordinal scale |
The scale that makes it possible to determine which scores are smaller or larger than other scores. |
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Nominal scale |
a measurement scale, in which numbers serve as “tags” or “labels” only, to identify or classify an object. |
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Ratio Scale |
a measurement scale that has a numerical difference and ratios between two items. |
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Interval scale |
A scale that one can use to rank order objects and on which the units reflect equivalent magnitudes of the property being measured. |
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Licensure Exam for Guidance Counselor |
Objective Forced choice |
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Test battery |
Is considered horizontal |
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Spiral test |
the items get progressively more difficult. |
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most critical factors in test selection |
the length of the test and no. of people who took the test in the norming process |
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Validity |
whether the test really measures what it purports to measure |
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Good concurrent validity |
A new IQ test which yielded results nearly identical to other standardized measures has |
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Test retest reliability |
One method of testing reliability is to give the same test to the same group of people two times and then correlate the scores. |
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Equivalent/alternate forms reliability |
Another method of testing reliability is by giving alternate forms of identical test to the same population. |
A.k.a Parallel forms of reliability |
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Split half method |
assesses the internal consistency of a test, such as psychometric tests and questionnaires. |
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Internal consistency |
a reliability measurement in which items on a test are correlated in order to determine how well they measure the same construct or concept. |
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IQ |
Intelligent qoutient |
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Alfred Binet & Theodore Simon |
Created the first intelligence test. |
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Culture fair test |
Items are known to the examinees regardless of his/her culture. |
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Wechsler Adult Intelligence Scale |
an intelligence test first published in 1955 and designed to measure intelligence in adults and older adolescents. |
designed by psychologist David Wechsler |
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David Wechsler |
believed that intelligence was made up of a number of different mental abilities rather than a single general intelligence factor. |
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Francis Galton |
noted for his pioneering research on human intelligence and for introducing the statistical concepts of correlation and regression. He is often called the “father of eugenics”. |
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J.P Guilford |
intelligence is viewed as comprising operations, contents, and products. There are 6 kinds of operations (cognition, memory recording, memory retention, divergent production, convergent production, evaluation), 6 kinds of products (units, classes, relations, systems, transformations, and implications), and 5 kinds of contents (visual, auditory, symbolic, semantic, behavioral). |
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Wechsler Preschool and Primary Scale of Intelligence - Revised |
best individual intelligence test for a kindergarten a psychometric test chosen as the evaluation tool in a study on preschool-age cognitive development. |
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Wechsler Intelligence Scale for Children |
an IQ test administered to children between ages 6 and 16 by school districts and psychologists. The objective of the exam is to understand whether or not a child is gifted, as well as to determine the student's cognitive strengths and weaknesses. |
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Neutral stimuli |
In a projective test the examinee is shown. |
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Neutral stimuli |
In a projective test the examinee is shown. |
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HTP (House Tree Person) |
Lindzey (1959) organized projective techniques into five categories. Expression Technique is one category. |
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Associative Techniques |
particular stimulus is used to elicit the first thing that occurs in the subject’s mind. |
Rosarch Ink Blot test |
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Completion techniques |
the subject is required to complete sentences or drawings (sentence completion or captions in comic-strip callouts). |
SACH |
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Constructive Test |
subject is required to create a drawing, sculpture, or story. |
Thematic Apperception Test Draw a person |
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Choice/ordering techniques |
in which the subject is required to choose from a group, or to order a group (of pictures, sentences, etc.). |
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Minnesota Multiphasic Personality Inventory - 2 |
standardized personality test |
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Projective Techniques have some significant limitations |
the reliability evidence for most of these techniques is quite low the validation information on most projective techniques is often meager the lack of objectivity in scoring and lack of normative data further compound the problem |
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Psychometric |
any form of mental testing |
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Intelligence Test |
Tests that assess a person’s capacities and compare them to others using numerical scores. |
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Emotional intelligence test |
term used in psychometric to identify Emotional Intelligence (EI) Emotional Intelligence or EI is referred to as the ability to recognize , evaluate and regulate your own emotions, emotions of those around you and groups of people. And just like IQ , EQ is measured by EQ Test. |
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G factor of intelligence implies |
a single overall ability. |
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Normal distribution |
The bell shaped distribution of intelligence scores in the general population |
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Bimodal distribution |
It has two modes — two most frequently observed number in a sample. |
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Standadization curve |
a type of graph used as a quantitative research technique. |
Calibration curve |
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Standard error of measurement |
accurate or inaccurate a test score. |
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Down Syndrome |
condition in which a person has an extra chromosome. Chromosomes are small “packages” of genes in the body. |
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Mental retardation |
mild to severe impairment in intellectual ability equivalent to an IQ of 70 to 75 or below that is accompanied by significant limitations in social, practical, and conceptual skills (as in interpersonal communication, reasoning, or self-care) necessary for independent daily functioning and that has an onset before age 18. |
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Savant Syndrome |
a condition in which someone with significant mental disabilities demonstrates certain abilities far in excess of average. |
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Achievement test |
Licensure exam |
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SAT |
Aptitude test |
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High reliability |
Dennis takes the same test of math reasoning on several different days and gets virtually identical scores. |
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Predictive validity |
requires you to compare test scores to performance on some other measure in the future. |
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Gender Bender Gestalt |
Instrument to best assess organic, neurological or motoric difficulty |
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Otis Lennon School Ability Test |
assessment of her mental level. She is 12 years and a grade six pupil. |
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Social Desirability |
The response style phenomenon when a client answers interest inventory is a socially acceptable manner. |
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Cultrural bias |
the tendency for people to judge the outside world through a narrow view based on their own culture. |
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Acquiscence |
the reluctant acceptance of something without protest. |
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Value Scale test |
Items query both values desired in life roles and the place of work in value manifestation. |
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Personal inventory |
a self-assessment tool that career counselors and other career development professionals use to help people learn about their personality types. |
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Releasing of intelligent tesr results |
Examinee Parents Class adviser |
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Intelligence |
Ability to learn from experience, solve problems and adapt to new situations. |
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