Chapter
Measurement, Controversy and Theoretical Development
Psychometrics, War and a Peacetime Dividend
Moving Forward, Mind the Snake Oil
2 Ride the Horse Around the Course: Triangulating Nomothetic and Idiographic Approaches to Personality Assessment
Andy and Cobalt, show jumpers
Psychometric Assessment Number One
Psychometric Assessment Number Two
Psychometric Assessment Number Three
Triangulation of Instruments
It is the Way You Write Them
What is This Question Assessing?
The Answer is No, or is it Yes?
Longer Items, Longer Scales?
4 Big Data and Predictive Analytics: Opportunity or Threat to the Future of Tests and Testing
The Context for Testing has Changed and Continues to Change
The Era of Big Data and Data Analytics
The Ultimate Candidate-Friendly Test: The One You Don’t Have to Take!
Three Other Scenarios for Testing in a Big Data and Analytics World
Analytics as a value-add to testing
Testing as a value-add to analytics
Analytics as a platform for the evolution of testing
As a Wise Person Once Said, ‘The Future is Difficult to Predict’
5 The Practical Application of Test User Knowledge and Skills
Interpreting Test Results
Feeding Back Test Results
Putting Forward the Case for Testing (or Not Testing)
6 The Utility of Psychometric Tests for Small Organisations
The Current Modelling Constraints and Parameters
Model 1: Test score validity 0.2 and projected employee jobperformance group-classification; three test cut-score thresholds
Model 2: Test score validity 0.3 and projected employee jobperformance group-classification; three test cut-score thresholds
Model 3: Test score validity 0.4 and projected employee jobperformance group-classification; three test cut-score thresholds
Part II Applications and Contexts
7 HR Applications of Psychometrics
Rationale for the Use of Psychometrics in HR
Common HR Uses of Psychometrics
What Kind of Psychometric Instruments Support HR Activities?
How Do You Decide Which Psychometric Instrument to Use?
Example outputs from job analysis
Assessment and development centres
Interpretation and feedback
Quality of the assessment
Sources of information about specific psychometric assessments
8 Defining and Assessing Leadership Talent: A Multi-layered Approach
The Environment Within Which We Operate
Defining a Leadership ‘Blueprint’
Establishing the ‘blueprint’
Defining Potential Within Santander
Implementing Robust Leadership Assessment
Establishing an organisation-wide assessment capability within Santander
The role of psychometrics within Santander
Assessment for selection or benchmarking
Assessment for development
9 Psychometrics: The Evaluation and Development of Team Performance
The Organisational Context
Team Development: The Psychometric Context
Psychometrics and Personality
The Myers–Briggs Type Inventory and teams
Myers–Briggs personality types
Lumina Learning: Spark Psychometric
Teams and the Lumina Spark Mandala
10 Psychometrics in Sport: The Good, the Bad and the Ugly
The Good: Exemplars of Positive Contributions from Sound Science
The Bad: Exemplars of Questionable Theoretical Base, Design or Usage
The Ugly: Measures Which Really Shouldn’t be Used in this Way, or Perhaps at All
11 Using Psychometrics to Make Management Selection Decisions: A Practitioner Journey
The Starting Point: The Way Things Were
Early Asessment Models and Their Scope for Psychometrics
The Genesis of Competencies
More Systematic Use of Psychometrics
Developments in the Use of Competencies: Closer Ties with Psychometrics
In-House Developments in Psychometric Usage
Further Developments in Psychometrics
The Emerging Use of Meta-analysis
Exploring the In-House Data and Its Wider Relevance: (1) Relationships between Psychometric Factors and Competencies
A parallel study: The emergence of the Great Eight competencies and their psychometric correlates
The in-house study: Four competency clusters
Exploring the In-House Data and Its Wider Relevance: (2) Is There a Generic Psychometric Profile for Managers and Are There Generic Psychometric Predictors of Managerial Performance?
A generic psychometric profile for managers?
Generic psychometric predictors of managerial performance?
Using Psychometrics to Predict Performance
Can Psychometrics Add Value in Management Selection?
12 Psychometrics in Clinical Settings
Psychometric Assessments and Clinical Practice
What is it we are doing and are we making a difference?
What theory and practice inform clinicians’ use of psychometrics?
Clinical use of psychometrics
The Organisational Impact of Psychometrics
Part III Best-Practice Considerations
13 The Use and Misuse of Psychometrics in Clinical Settings
Are Diagnostic Categories Social Constructions?
How might providing a diagnosis assist with treatment in clinical settings?
Improving the Reliability of Assessment and Diagnosis
Semi-structured interviews
Tests used in clinical practice
Measures of affect (mood state)
Personality assessments (trait)
14 Measuring the Dark Side
The Personality Disorders
Measuring the Personality Disorders
The Hogan Development Survey (HDS)
15 Projective Measures and Occupational Assessment
Theories Relating to Projective Measures
The Use of Projective Measures since the 1960s
International Comparisons of the Use of Projectives
The Reliability and Validity of Projective Measures
Stimulus Material for Projective Measures
An Estimation of the Amount of Use of Projectives
The Thematic Apperception Test (TAT)
Some Concluding Observations
16 Testing Across Cultures: Translation, Adaptation and Indigenous Test Development
The Applicat ion of Psychological Testing across the Globe
The Challenges of Developing and Using Psychometrics for Other Languages and Cultures
Source 1: Linguistic bias
Source 2: Psychological bias
Source 3: Conceptual bias
Methods for monitoring adaptation
17 Personality Testing in the Workplace: Can Internet Business Disruption Erode the Influence of Psychology Ethics?
The Structure of This Chapter
Two Conflicting Discourses Inherent in Occupational Testing
Uses for Personality Testing in the Workplace
How the Discourse of Business Creates Grey Markets
The Competitive Attraction of DISC-based Personality Tests
Substitution and Disruption in Business and Psychology
Potential disruption challenges for testing
DISC: A Quest for Face Validity
DISC-based Tests and their Origins
DISC-based personality test facts
The DISC-based value proposition
The DISC Theory Foundation
Marston’s personality theory
True Validity Requires Moving Beyond Face Validity
Paltiel’s Review of the DISC-based Aproaches
Other Findings on DISC-based Tests
Later findings for Personal Profile Analysis
Findings for Insights Discovery
Findings for DISC Classic
Competition and Personality Testing
Conclusion and Recommendations
DISC’s substitute strategy as approach to competition
DISC’s low barrier to market entry
Internet disruption of the industry
What can the testing industry do?
18 A Practitioner’s Viewpoint: Limitations and Assumptions Implicit in Assessment
19 When Profit Comes In the Door, Does Science Go Out the Window?
Part IV Psychometrics and the Future
20 The Future of Psychometric Testing
Smartphones Will ReplaceComputers for EmployeeAssessment
High-Quality Psychometric Testing Services Will be Sold Direct to Consumers
Advances in the Neuroscience of Personality
The Badging Movement and High-Stakes Testing
The Promise of Data from Wearables, Big Data Methodology and Other ‘Stealth Assessments’
Psychometric Testing
：Critical Perspectives
( BPS Textbooks in Psychology )
Disclaimer: Any content in publications that violate the sovereignty, the constitution or regulations of the PRC is not accepted or approved by CNPIEC.
