Hermann Rorschach’s Psychodiagnostics

Completely new translation of Rorschach’s Psychodiagnostics Newly translated and annotated by experts from the field New introductory chapters Illustrated with photos and drawings from the archives More about the book This new English translation and 100th anniversary annotated edition of Psychodiagnostics, the only book published by Hermann Rorschach, showcases Rorschach’s empiricism and the wide-ranging flexibility of his thinking – and thus helps us to understand why his iconic inkblot test has survived for a century and is still being used around the world, with the support of a strong evidence base. The expert translation team have collaborated closely to create an accessible rendition of Hermann Rorschach’s presentation of the inkblot test that resulted from his empirical research experiments. Also included in this edition is the case study lecture on new developments in the test that Rorschach gave to the Swiss Psychoanalytic Society in 1922, just six weeks before his premature death. His book and the lecture are each accompanied by annotations for the first time, looking backward to the sources of Rorschach’s terminology and also forward to how the test is used today. Drawings and photographs from the Rorschach Archive as well as introductory chapters on the history of the translation and the creation of Psychodiagnostics bring the story of this important figure and his work to life. This volume is essential reading for both historians and contemporary users of the inkblot test and anyone interested in exploring personality testing.

Personality: A potentially untapped resource in the selection of postgraduate pharmacy residents

Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Purpose This study assessed whether personality testing of postgraduate year 1 (PGY1) pharmacy residency applicants was feasible and predicted important selection outcomes, including interview offers. Methods Applicants to the PGY1 pharmacy residency program at a large academic medical center were invited to complete a 50-item online personality test based on the 5-factor model (ie, the “Big Five”). Scores were sealed until after matching, at which point they were compared to screening, interview, and ranking and match outcomes. Endpoints of interest included the feasibility of the test (eg, time required for completion, completion rate) and whether personality predicted the odds of an interview offer. Results The personality test was taken by 137 PGY1 applicants (69.5%) and required a median of 6.8 minutes to complete. Openness to experience was associated with decreased odds of an interview offer (adjusted odds ratio [OR], 0.86; 95% confidence interval [CI], 0.75-0.98), whereas conscientiousness and extraversion were associated with increased odds of an interview offer (conscientiousness: adjusted OR, 1.26; 95% CI, 1.02-1.55; extraversion: OR, 1.16; 95% CI, 1.03-1.31). When combined with traditional screening criteria (eg, awards, leadership positions), openness to experience and extraversion remained predictors of an interview offer (in the directions specified above), whereas conscientiousness did not. In an exploratory analysis of interviewees, agreeableness was a negative predictor of interview score. Personality did not predict screening scores or final ranking. Conclusion Personality testing, based on the traits desired at individual residency programs, could be a valuable addition to the methods used for selecting PGY1 pharmacy residents.

Placement Prediction System

Placement prediction system is a useful software for managers and students. An educational institution contains student records which is a wealth of information but is very large one person analyzes complete student records. To find out the placement status of each student at institution is a tedious task. Therefore, the limit of the system includes the use of time, which is minimal efficient and with little user satisfaction. The project implementation prediction plan predicts the reader placement using a variety of machine learning methods such as merging methods, regression strategies, decision solution etc. Based on student schools with the ability to measure, English skill, logical ability, technical personality testing. Improved model used predict the placement of students in the training and placement office (TPO)

Psychometric Analysis of a Postulated Set of Evolved Human Motives

Many different general systems of human motives have been postulated in the psychological literature. However, as yet, no consensus on which motives should be nominated, nor how many there are, has emerged. Recently, we deduced the existence of a number of motives using a logical argument derived from evolutionary theory; that humans have evolved an independent psychological “engine” to respond to each kind of evolutionary problem set by a dimension of the human niche, or life-way. Here, we confirm the existence of 14 out of 15 of these postulated motives using factor analysis on a web-based sample of 500 respondents from the UK: Lust, Hunger, Fear, Disgust, Attract, Love, Nurture, Hoard, Create, Affiliate, Status, Justice, Curiosity, and Play. The items which loaded most strongly for each factor confirmed the expected core value of each motive. Comfort did not emerge, perhaps because it is more about satisfying specific physiological requirements than a cluster of activities linked semantically by the concept of attaining “comfort.” We believe this analysis can form the foundation of a scale for use in applied psychological work ranging from personality testing to personnel selection to public health program design.

potentials of a dialogical reframing of personality testing in hiring

Personality testing is highly disputed, yet, widely used as a personnel selection tool. In most research, it is taken for granted that personality tests are used with the purpose of achieving a more objective assessment of job candidates. However, in Danish organizations the personality test is often framed as a ‘dialogue tool’. This paper explores the potentials of a dialogical reframing of the use of personality testing in personnel selection by analyzing empirical material from an ethnographic study of the hiring processes in a Danish trade union that declaredly uses personality tests as a dialogue tool. Through an affirmative critique we identify five framings that interact during the test-based dialogue: The ‘meritocratic’, ‘disciplinary’, ‘dialogical’, ‘pastoral’, and ‘con-test’ framing. Our study suggests that being committed to a dialogical reframing nurtures the possibility of focusing on what we call the ‘con-test’: Either as exploring the meta-competences of the candidate or as co-creating embryos through joint reflections on organizational issues. We argue that the long-lasting debates in the field of selection-related personality testing should be much more interested in the question of how personality tests in hiring are used, rather than whether or not they should be used.

Machine Learning Approach to Personality Assessment and Its Application to Personnel Selection

As we enter the digital age, new methods of personality testing-namely, machine learning-based personality assessment scales-are quickly gaining attraction. Because machine learning-based personality assessments are made based on algorithms that analyze digital footprints of people’s online behaviors, they are supposedly less prone to human biases or cognitive fallacies that are often cited as limitations of traditional personality tests. As a result, machine learning-based assessment tools are becoming increasingly popular in operational settings across the globe with the anticipation that they can effectively overcome the limitations of traditional personality testing. However, the provision of scientific evidence regarding the psychometric soundness and the fairness of machine learning-based assessment tools have lagged behind their use in practice. The current paper provides a brief review of empirical studies that have examined the validity of machine learning-based personality assessment, focusing primarily on social media text mining method. Based on this review, we offer some suggestions about future research directions, particularly regarding the important and immediate need to examine the machine learning-based personality assessment tools’ compliance with the practical and legal standards for use in practice (such as inter-algorithm reliability, test-retest reliability, and differential prediction across demographic groups). Additionally, we emphasize that the goal of machine learning-based personality assessment tools should not be to simply maximize the prediction of personality ratings. Rather, we should explore ways to use this new technology to further develop our fundamental understanding of human personality and to contribute to the development of personality theory.

The use of personality tests as a pre-employment tool: A comparative study

The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. In contrast, the right candidate can take the organization to new heights. The interview presents a short interaction that may reflect the candidate knowledge and skills; however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. Today, many countries already use personality testing during the recruitment phase. Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. To achieve this objective, we carried out a comparative study of the different personality tests used in the recruitment process.