Which perspective in psychology would most likely rely on the use of projective tests?
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Overview of Personality AssessmentPsychologists measure personality through objective tests (such as self-reports) and projective measures. Learning Objectives Compare various objective vs. projective personality assessments Key TakeawaysKey Points
Key Terms
Psychologists seek to measure personality through a number of methods. The most common of these methods include objective tests and projective measures. Objective Tests An objective test is a psychological test that measures an
individual's characteristics in a way that isn't influenced by the examiner's own beliefs; in this way, they are said to be independent of rater bias. They usually involve the administration of a bank of questions that are marked and compared against standardized scoring mechanisms, in much the same way that school exams are administered. Objective tests tend to have more validity than projective tests (described below); however, they are still subject to the willingness and ability of the
examinee to be open, honest, and self-reflective enough to accurately represent and report their true personality. Self-report measure: Self-report measures typically use multiple-choice items or numbered scales, which represent a range from 1 (strongly disagree) to 5 (strongly agree). Self-report measures are used with both clinical and nonclinical populations and for a variety of reasons, from diagnostic purposes to helping with career guidance. Some of the more widely used personality self-report measures are the Myers-Briggs Type Indicator, Neo Pi-R, MMPI/MMPI-2, 16 PF, and Eysenck Personality Questionnaire. Myers-Briggs Type IndicatorThe Myers-Briggs Type Indicator (MBTI) is based on Carl Jung's theory of personality. The MBTI is one of the most popular personality inventories used with nonclinical populations; it has been criticized, however, for its lack of statistical validity and low reliability. The MBTI measures individuals across four bi-polar dimensions:
Neo Pi-RThe Revised Neo Pi (personality inventory) is designed to measure personality traits using the five factor model. According to the five factor model, the five dimensions of personality lies along a continuum of opposing poles and include Openness to Experience, Conscientiousness, Extroversion , Agreeableness, and Neuroticism . Minnesota Multiphasic Personality Inventory (MMPI) The Minnesota Multiphasic Personality Inventory (MMPI) is the most widely used personality inventory for both clinical and nonclinical populations, and is commonly used to help with the diagnosis of personality disorders. It was first published in 1943, with 504 true/false questions; an updated version including 567 questions was released in 1989, and is known as the MMPI-2. The original MMPI was based on a small, limited sample composed mostly of
Minnesota farmers and psychiatric patients; the revised inventory was based on a more representative, national sample to allow for better standardization. 16 PFThe 16 PF (personality factor) inventory measures personality according Cattell's 16 factor theory of personality. The 16PF can also used be used by psychologists and other mental health professionals as a clinical instrument to help diagnose psychiatric disorders and help with prognosis and therapy planning. It provides clinicians with a normal-range measurement of anxiety, adjustment, emotional stability, and behavioral problems. It can also be used within other areas of psychology, such as career and occupational selection. Eysenck Personality QuestionnaireThe Eysench Personality Questionnaire is based on Eysenck's model of personality, and was developed from a large body of research and laboratory experiments. Eysenck's inventory focuses on three dimensions: psychoticism, extraversion, and neuroticism. Projective Measures Projective measures, unlike objective tests, are sensitive to the rater's or examiner's beliefs. Projective tests are based on Freudian psychology (psychoanalysis) and seek to expose people's unconscious perceptions by using ambiguous stimuli to reveal the inner aspects of an individual's personality. Two of the most popular projective measures are the Thematic Apperception Measure and the Rorschach test. Rorschach TestThe Rorchach test consists of ten inkblots, which were created by Herman Rorschach dribbling ink on paper and then folding over the paper to create a symmetrical design. During the test, participants are shown the inkblots and asked what each one looks like. The test administrator then asks questions about the responses, such as which part of the inkblot was linked to each response. This test can be used to examine a person's personality charactersitics and emotional functioning, and is thought to measure unconscious attitudes and motivations. Simulated inkblot: This simulated inkblot is similar to those that make up the Rorschach test; a Rorschach inkblot would be filled in rather than a dotted pattern. Thematic Apperception Test The Thematic Apperception Test (TAT) consists of 30 cards (including one blank card)
depicting ambiguous drawings. Test-takers are asked to tell a story about each picture, including the background that led up to the story and the thoughts and feelings of the characters. Like the Rorschach test, the results are thought to indicate a person's personality characteristics and emotional functioning. Validity and Reliability of Personality AssessmentsPersonality assessments vary in their levels of validity and reliability. Learning Objectives Evaluate the concepts of validity and reliability in the context of personality assessment Key TakeawaysKey Points
Key Terms
Not all personality measures are created equal. When it comes to examining the validity and reliability of personality measures, some have better psychometric properties than others. Validity refers to whether or not a test actually measures the construct that it is meant to measure; reliability refers to the degree to which a test produces stable and consistent results. Objective Tests Objective tests (such as the Myers-Briggs Type Indicator, Neo Pi-R, Minnesota Multiphasic Personality Inventory, 16PF, and Eysenck Personality Questionnaire) are thought to be relatively free from rater bias, or the influence of the examiner's own beliefs. Because of this,
objective tests are said to have more validity than projective tests. The challenge of objective tests, however, is that they are subject to the willingness and ability of the respondents to be open, honest, and self-reflective enough to represent and report their true personality; this limits their reliability. Projective Tests In contrast to objective tests, projective tests are much more sensitive to the examiner's beliefs. Projective measures like the Rorschach Inkblot Test and the Thematic Apperception Test have
been criticized for having poor reliability and validity, for lacking scientific evidence, and for relying too much on the subjective judgment of a clinician. Some projective tests, like the Rorschach, have undergone standardization procedures so they can be relatively effective in measuring depression, psychosis, and anxiety. In the Thematic Apperception Test, however, which involves open-ended storytelling, standardization of test administration is virtually nonexistent, making the test
relatively low on validity and reliability. Projective tests are often considered best used for informational purposes only, and not as a true measure of personality. The Forer EffectAstrological signs: Horoscopes are often endorsed because of the Forer effect. The generalized nature of the descriptions allows for a large number of individuals to believe that they are accurate. One problem with personality measures is that individuals have a tendency to endorse vague generalizations. This is one reason why horoscopes continue to be popular and trusted despite their lack of reliability or validity. In 1948, Bertram Forer gave a personality inventory to his students in
which he gave them each what he claimed was a unique personality profile, and he asked the students to rate how well the profile applied to each of them. What the students did not know is that they all received the exact same profile, consisting of very generalized descriptions which could apply to almost anyone. Overall, the students all rated the profile as near excellent at describing them. Personality Testing in the WorkplaceUsing personality tests as hiring or evaluation tools in the workplace is very controversial. Learning Objectives Discuss the personality assessments most commonly used in the workplace and the controversies surrounding such use Key TakeawaysKey Points
Key Terms
A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup. These tests are used in a range of contexts, including individual and relationship counseling, career counseling, and customer interaction management. They are sometimes frequently used as a hiring or evaluation tool in the
workplace. Personality Assessments: Employers often use personality tests in their hiring processes in order to identify candidates they believe are a "better fit" for the job. Types of Tests Used in the WorkplaceMinnesota Multiphasic Personality InventoryThe Minnesota Multiphasic Personality Inventory (MMPI) is a highly validated psychopathology test that is generally used in a clinical psychology setting and may reveal potential mental health disorders. Notable situations in which the MMPI is often used include final selection for police officers, firefighters, and other security and emergency personnel, especially when the employees are required to carry weapons. The controversies associated with assessing mental health for the purposes of job selection are discussed below; in these cases, however, an assessment of mental stability and fitness can be reasonably related to and necessary for optimal job performance. Myers-Briggs Type Indicator The Myers-Briggs Type Indicator (MBTI) is the name of a personality test designed to measure psychological preferences for how
people perceive the world and make decisions. Based on Carl Jung's Psychological Types, it was developed during World War II by Isabel Myers and Katherine Briggs and is perhaps the world's most popular personality type description tool today. This 16-type indicator test uses two opposing behavioral divisions along four scales which, when combined, yield a "personality type;" the four scales include extroversion-introversion, sensing-intuition, thinking-feeling, and
judging-perceiving. ControversiesMany companies use personality testing as part of their hiring process, but research has found that personality tests are often misused in recruitment and selection when they are mistakenly treated as if they were normative measures. Discrimination and Accuracy A key concern about using personality tests in the workplace is the potential they create for illegal discrimination against certain groups. A major criticism of many personality
tests is that because they are sometimes based on narrow samples in which white, middle-class males are over-represented, they tend to skew test results toward this identity. That is, they normalize one identity while pathologizing other identities. For example, the sample used to develop the original MMPI consisted primarily of white people from Minnesota. While the MMPI-2 intentionally expanded this sample to address this bias, critics argue that Asian Americans, Hispanics, and under-educated
people are still largely underrepresented. Criticisms of the MBTI There are several criticisms specifically regarding the validity of the MBTI as a useful
measure of personality. The MBTI is not yet scientifically proven, and skeptics—including many psychologists—argue that the MBTI has not been validated by double-blind tests (in which participants accept reports written for other participants and are asked whether or not the report suits them). Some even demonstrate that profiles can apparently seem to fit any person due to ambiguity of their basic terms. Licenses and AttributionsCC licensed content, Shared previously
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What psychological Perspectives use projective tests?Origins of Projective Tests
This type of test emerged from the psychoanalytic school of thought, which suggested that people have unconscious thoughts or urges. Projective tests are intended to uncover feelings, desires, and conflicts that are hidden from conscious awareness.
What do projective tests rely on?projective test, in psychology, examination that commonly employs ambiguous stimuli, notably inkblots (Rorschach Test) and enigmatic pictures (Thematic Apperception Test), to evoke responses that may reveal facets of the subject's personality by projection of internal attitudes, traits, and behaviour patterns upon the ...
What is projective method in psychology?any assessment procedure that consists of a series of relatively ambiguous stimuli designed to elicit unique, sometimes highly idiosyncratic, responses that reflect the personality, cognitive style, and other psychological characteristics of the respondent.
What are some of the most commonly used projective tests?Perhaps the most commonly used projective techniques are the Rorschach, the Thematic Apperception Test (TAT), figure drawings, and sentence completion tests. The Rorschach consists of a set of inkblots to which the respondent provides responses.
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