Psychological Testing in the
Workplace
In public and private sector jobs, a prospective applicant is
screened and assessed by different selection methods. These methods consist of
resume review, one or more interviews, and psychological tests. Psychological
tests are used to assess characteristics such as knowledge, skills, abilities,
attitudes, interests, and personality in prospective employees (Spector, 2012).
Organizations use psychological tests to select and retain employees. Testing
is used to match an individual’s capacities and characteristics to a job within
an organization. Validity, reliability, and ethical concerns have been raised
concerning testing.
Types of Psychological Tests
Psychological tests are a standardized series of problems or
questions assessing an individual’s characteristics (Spector, 2012).
Psychological tests are made up of several items which assesses the
characteristic of interest. The items are usually quickly completed which
allows for several characteristics to be assessed. Psychological tests may be
administered in several methods including written, computerized, or
performance.
Personality
Tests
Personality testing is valuable as a pre-employment assessment
tool (Goffin & Boyd, 2009). The field of Industrial and Organizational
psychology has experienced an increase of interest in using personality
assessments. Personality tests are frequently used to study the different
aspects of an individual’s behavior in organizations (Spector, 2012).
Organizations use personality tests to predict job performance. While there are
other methods of pre – employment testing equal to exceeding personality
testing, this type of testing is more likely to predict a variance in
performance.
Emotional
Intelligence Testing
Emotional intelligence is becoming recognized as being important
for a successful professional career. Emotional intelligence is between a
personality trait and cognitive behavior (Spector, 2012). Emotional
intelligence is associated with several skills required in organizations. These
skills include organizational commitment, public speaking, teamwork, and
leadership (Nicholls, Wegener, Bay,
& Cook, 2012). Emotional intelligence has several definitions.
Emotional intelligence is the ability an individual has to control and
recognize emotions in the self and others. Emotional intelligence can also be
defined based upon the approach. These differences have led to a difference in
assessment methods. The trait approach defines emotional intelligence as a set
of characteristics relating to social and emotional well being. Trait approach
tests are similar to personality tests and rely on self – report measures.
Ability approach defines emotional intelligence as a specific set of cognitive
abilities. The ability approach tests use problem – based measures to test
emotional intelligence for maximal performance.
Integrity
Tests
Integrity tests have been found to be effective predictors of
counterproductive behaviors (Fine, 2013). These behaviors consist of cheating,
sabotage, and theft as well as absence and turnover. There are two types of
integrity tests: overt and personality based. Overt tests assess an
individual’s opinions toward counterproductive behaviors and prior behaviors.
Personality – based tests assess personal character traits related to
counterproductive behaviors.
Differentiation
Between Testing for Pre - Employment and Retention
Psychological tests are used in pre – employment selection
processes. However, psychological tests may also be used for existing
employees. Organizations can use testing for current employees as developmental
exercises or as part of a job performance evaluation. Personality tests are
widely used for employee selection, development, and advancement. Emotional
intelligence tests are primarily used in employee selection and less often in
retention. Integrity tests can be used in employee selection and less commonly
as an employee retention practice. Organizations hope that psychological tests
help in the selecting of the right employees meaning a higher retention rate
(Spector, 2012). When psychological testing is used in employee retention, the
organization and employee can identify strengths, weaknesses, and change in
performance (Spector, 2012).
Validity
and Reliability Issues of Psychological Testing
A useful test is reliable and valid. A test is reliable if it
works the same each time it is given. A test is valid if it measures what it is
meant to measure. Some tests are more reliable than other tests (Spector,
2012). Tests with multiple items are usually more reliable than single item
tests. Single item measures can be unreliable if the test taker misreads or
misinterprets any item (Spector, 2012).
The main concern with personality testing is faking. When a test –
taker fakes on a personality test, he or she deliberately provides inaccurate
responses to items. Faking is done in hopes of making oneself look more
favorable and be hired. In regards to validity, if all respondents shifted
equally there is no effect. However, if some test – takers report honestly and
others falsify the answers, then the validity of the test suffers (Costa,
1996). Some research shows that faking answers does not affect the validity of
the test.
Emotional intelligence tests also are subject to faking. The trait
approach measures are more likely to be manipulated by the test taker.
Emotional intelligence tests use two validity checks. Trait approach models use
Inconsistency Index for Validity. There are ten paired questions and the
difference between responses for each pair determines consistency. The second
validity check is the Positive Impression Scale. This scale is designed to
eliminate faking.
Integrity tests are better predictors for absence and job
performance than theft. Accurate data on employee theft is more difficult to
obtain because many employees are never caught (Spector, 2012). Security
prefers overt tests because the nature of items can be corroborated from other
sources such as interviews or references. Human resource managers prefer the
personality based tests because these tests describe the candidate. The
personality based tests are less likely to be faked.
Ethical
Issues of Psychological Testing
The American Psychological Association has specific standards of
conduct (Cates, 1999). Ethical concerns in psychology include competence,
integrity, professional and scientific responsibility, respect for people’s
rights and dignity, concern for other’s welfare, and social responsibility.
Psychologists, including industrial and organizational psychologists must
practice within his or her knowledge and respect the privacy of others. More
specific ethical concerns are invasion of privacy, inability of organization,
confidentiality, and communication of test results (Cates, 1999). Psychological
tests should not be biased against culturally disadvantaged groups.
Conclusion
Psychological testing is a vital component
to hiring and retaining employees. Psychological testing reveals a potential
employee’s ability to perform in a job as well as characteristics required for
the job. Some prospective employees attempt to falsify answers on psychological
testing to appear to be the best candidate for the job. Some fear that this
practice will invalidate the tests. However, some research shows that this
belief is not true. Psychological testing is an efficient method of selecting
employees and in some cases, retaining employees.
References
Cates, J. (1999). The art of assessment
in psychology: ethics, expertise, and validity. Journal of Clinical Psychology, 55(5), 631-641.
Costa, P. T. (1996). Work and
personality: Use of the NEO-PI-R in Industrial/Organizational Psychology. Applied Psychology: An International Review,
45(3), 225-241. doi:10.1111/j.1464-0597.1996.tb00766.x
Fine, S. (2013). Practical Guidelines
for ikplementing preemployment integrity tests. Public Personnel Management, 42(2), 281-292.
doi:10.1177/0091026023487049
Goffin, R. D., & Boyd, A. C.
(2009). Faking and personality assessment in personnel selection: Advancing
models of faking. Candian
Psychology/Psychologie Canadienne, 50(3), 151-160. Retrieved from
http://dx.doi.org/10.1037/a0015946
Nicholls, S., Wegener, M., Bay, D.,
& Cook, G. (2012). Emotional intelligence tests: Potential impacts on the
hiring process for accounting students. Accounting
Education, 21(1), 75-95. doi:10.1080/09639284.2011.598709
Spector, P. E. (2012). Industrial and organizational psychology:
Research and practice (6th ed.). Hoboken, NJ: Wiley.
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