What Does Different Personality Test and Behavioral Test Measure? and Do We Overuse Them?

Journal of Psychology and Neuroscience ◽

2021 ◽

Keyword(s):

Like all self-estimated and or self-assessed tests, they require that the person wants and can report truthfully about oneself. But not so many tests that are based on or partly based on self-estimates or sometimes called self-assessed – measure congruence. Congruence is the match between given answers among themselves. Other words that can describe congruence are conformity, uniformity, concord, dictionary of EPT test [8] Therefore, different self-estimated tests measure this in different ways and some do not even measure it . Some test-companies that this research has asked, has refused to answer if they measure something like consistency or reliability at all.

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The Vienna Risk-Taking Test - Traffic

Journal of Individual Differences ◽

10.1027/1614-0001.28.4.198 ◽

2007 ◽

Vol 28 (4) ◽

pp. 198-204 ◽

Cited By ~ 11

Author(s):

Andreas Hergovich ◽

Martin E. Arendasy ◽

Markus Sommer ◽

Bettina Bognar

Keyword(s):

Construct Validity ◽

Personality Trait ◽

Risk Taking ◽

Personality Test ◽

Educational Levels ◽

Item Level ◽

Degree Of Risk ◽

And Gender ◽

Homeostasis Theory

Abstract. The study reports results regarding the dimensionality and construct validity of a newly developed, objective, video-based personality test that assesses the willingness to take risks in traffic situations. On the basis of the theory of risk homeostasis developed by Wilde, different traffic situations with varying degrees of objective danger were filmed. During the test the respondents are asked to indicate at which point the action that is contingent on the described situation will become too dangerous to carry out. Latencies at the item level were recorded as a measure for the subjectively accepted degree of a person's willingness to take risks in the sense of the risk homeostasis theory by Wilde. In a study on 274 people with different educational levels and gender, the unidimensionality of the test as corresponding to the latency model by Scheiblechner was investigated. The results indicate that the Vienna Risk-Taking Test - Traffic assesses a unidimensional, latent personality trait that can be interpreted as subjectively accepted degree of risk (target risk value).

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Does the Name-Race Implicit Association Test Measure Racial Prejudice?

Experimental Psychology (formerly Zeitschrift für Experimentelle Psychologie) ◽

10.1027/1618-3169/a000093 ◽

2011 ◽

Vol 58 (4) ◽

pp. 271-277 ◽

Cited By ~ 26

Author(s):

Don van Ravenzwaaij ◽

Han L. J. van der Maas ◽

Eric-Jan Wagenmakers

Keyword(s):

Diffusion Model ◽

Implicit Association Test ◽

Alternative Explanation ◽

Group Membership ◽

Racial Prejudice ◽

Decision Time ◽

Association Test ◽

Implicit Association ◽

Model Decomposition ◽

Test Measure

Research using the Implicit Association Test (IAT) has shown that names labeled as Caucasian elicit more positive associations than names labeled as non-Caucasian. One interpretation of this result is that the IAT measures latent racial prejudice. An alternative explanation is that the result is due to differences in in-group/out-group membership. In this study, we conducted three different IATs: one with same-race Dutch names versus racially charged Moroccan names; one with same-race Dutch names versus racially neutral Finnish names; and one with Moroccan names versus Finnish names. Results showed equivalent effects for the Dutch-Moroccan and Dutch-Finnish IATs, but no effect for the Finnish-Moroccan IAT. This suggests that the name-race IAT-effect is not due to racial prejudice. A diffusion model decomposition indicated that the IAT-effects were caused by changes in speed of information accumulation, response conservativeness, and non-decision time.

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Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000069 ◽

2012 ◽

Vol 11 (4) ◽

pp. 169-175 ◽

Cited By ~ 2

Author(s):

Katherine A. Sliter ◽

Neil D. Christiansen

Keyword(s):

Impression Management ◽

Personality Assessment ◽

Personnel Selection ◽

Lie Detection ◽

Personality Test ◽

Personality Measures ◽

Personality Tests ◽

The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

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Test-Taking Motivation and Personality Test Validity

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000012 ◽

2010 ◽

Vol 9 (3) ◽

pp. 117-125 ◽

Cited By ~ 8

Author(s):

Thomas A. O’Neill ◽

Richard D. Goffin ◽

Ian R. Gellatly

Keyword(s):

Personality Assessment ◽

Personnel Selection ◽

Test Validity ◽

Personality Testing ◽

Personality Test ◽

Field Sample ◽

Moderation Effect ◽

Test Taking ◽

Low Levels ◽

Valid Criterion

In this study we assessed whether the predictive validity of personality scores is stronger when respondent test-taking motivation (TTM) is higher rather than lower. Results from a field sample comprising 269 employees provided evidence for this moderation effect for one trait, Steadfastness. However, for Conscientiousness, valid criterion prediction was only obtained at low levels of TTM. Thus, it appears that TTM relates to the criterion validity of personality testing differently depending on the personality trait assessed. Overall, these and additional findings regarding the nomological net of TTM suggest that it is a unique construct that may have significant implications when personality assessment is used in personnel selection.

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