THE NEW RÔLE OF PSYCHOLOGICAL TESTING IN PSYCHIATRY

1947 ◽  
Vol 103 (4) ◽  
pp. 473-476 ◽  
Author(s):  
KARL MENNINGER ◽  
DAVID RAPAPORT ◽  
ROY SCHAFER
1987 ◽  
Vol 3 (1) ◽  
pp. 30-34 ◽  
Author(s):  
Ross Eric Gray

The experience of having a parent become ill and die constitutes a major blow to an adolescent. One of the factors that may influence the ability of an adolescent to adapt in a healthy manner to the death of a parent is the degree of support available from the surviving parent. In the present study, 50 bereaved adolescents were seen for a semi-structured interview and psychological testing. Participants rated the overall helpfulness of their surviving parent and also described the kinds of help they received. The major dependent variable was level of depression, as assessed by the Beck Depression Inventory. Findings showed that individuals who had a good relationship with a surviving parent prior to and following loss adapted better than those with a poor relationship. Surviving parents tended to be rated in extreme ways – as either very helpful or as not at all helpful. Implications for interventions during the terminal phase of a parent's illness, as well as following death, are discussed.


1991 ◽  
Vol 24 (1) ◽  
pp. 55-59
Author(s):  
Mitsuko Masuyama ◽  
Chiaki Yamaguchi ◽  
Toshiko Emori ◽  
Masami Nodera ◽  
Hiromi Kitagawa ◽  
...  

2017 ◽  
Vol 43 (2) ◽  
pp. 67-73
Author(s):  
Kasey P. S. Goodpaster

Author(s):  
Ihil S. Baron ◽  
Melania Melania ◽  
Hellya Agustina

Objective - Psychological testing and assessment is used to obtain suitable candidates with the ability to achieve the needs of organisations. The purpose of this qualitative study is to evaluate the results of psychological testing as an effort to improve employee competency. Methodology/Technique - This study examines 175 samples from psychological testing reports by psychologists in providing competencies assessments of each potential employee applying for the position of customer service and teller in a State-owned Bank in the Kalimantan area. Findings - The results show that to obtain competent employees, they must meet the standards set by the organisation. Competencies must be future oriented and are not a mechanism for reciting the past, so it is important for organisations to obtain a list of competencies that fit their needs. The results suggest that an organisation does not merely receive a list of competencies from the consultant (psychologist; practitioner and human resources department), but rather organizations should obtain a list of competencies that are personalised to their environment. This finding indicates that competencies are interrelated and do not stand alone. Since competencies are a behavioural approach to emotional, social, and cognitive intelligence, this integrated concept offers more than a comfortable framework for describing humanity as a whole. This suggests that to develop employee competencies characteristics associated with successful performance, organizations and practitioners must exhibit the patterns of behaviour that can be observed and make a positive difference to others. Novelty – It is important to realize that there are a number of characteristics that may not have a direct impact on performance, but which may be an important determinant of the success of the employee. Type of Paper - Empirical Keywords: Psychological Testing; Competencies; Successful Performances; Business Value. JEL Classification: J30, J33, J39.


2008 ◽  
Vol 37 (1) ◽  
pp. 99-109 ◽  
Author(s):  
Wesley A. Scroggins ◽  
Steven L. Thomas ◽  
Jerry A. Morris

This article is the first in a three-part series that examines the development of selection testing. Part I focuses on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention is given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.


1992 ◽  
Vol 16 (3) ◽  
pp. 257-272 ◽  
Author(s):  
Kirk Heilbrun

JAMA ◽  
1966 ◽  
Vol 195 (12) ◽  
pp. 1005-1009 ◽  
Author(s):  
D. J. Fernbach
Keyword(s):  

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