Book contents
- Frontmatter
- Contents
- Preface
- Acknowledgments
- PART ONE BASIC ISSUES
- PART TWO DIMENSIONS OF TESTING
- PART THREE APPLICATIONS OF TESTING
- PART FOUR THE SETTINGS
- 13 Testing in the Schools
- 14 Occupational Settings
- 15 Clinical and Forensic Settings
- PART FIVE CHALLENGES TO TESTING
- Appendix: Table to Translate Difficulty Level of a Test Item into a z Score
- References
- Test Index
- Index of Acronyms
- Subject Index
- References
14 - Occupational Settings
from PART FOUR - THE SETTINGS
Published online by Cambridge University Press: 05 June 2012
- Frontmatter
- Contents
- Preface
- Acknowledgments
- PART ONE BASIC ISSUES
- PART TWO DIMENSIONS OF TESTING
- PART THREE APPLICATIONS OF TESTING
- PART FOUR THE SETTINGS
- 13 Testing in the Schools
- 14 Occupational Settings
- 15 Clinical and Forensic Settings
- PART FIVE CHALLENGES TO TESTING
- Appendix: Table to Translate Difficulty Level of a Test Item into a z Score
- References
- Test Index
- Index of Acronyms
- Subject Index
- References
Summary
AIM This chapter looks at some issues and examples involved in testing in occupational settings, including the military and the police. Many of the tests that are used are tests we have already seen – for example, tests of personality such as the CPI (Chapter 4), tests of intelligence such as the WAIS (Chapter 5), or tests to screen out psychological problems such as the MMPI (Chapter 7). Our emphasis here will be on issues and tests not discussed before.
SOME BASIC ISSUES
Purposes of testing
In the world of work, testing can serve a number of purposes including the following:
To determine potential for success in a program. For example, if a program to train assembly-line workers requires certain basic mathematical and reading skills, candidates who do not have such skills could be identified, and remediation given to them.
To place individuals programs. This involves matching the candidates' abilities and competencies with the requirements of specific training programs.
To match applicants with specific job openings.
To counsel individuals, for career advancement, or career changes, for example.
To provide information for program planning and evaluation.
Preemployment testing
Preemployment testing generally serves two purposes: (1) to elicit a candidate's desirable and undesirable traits, and (2) to identify those characteristics of the candidate that most closely match the requirements of the job (D. Arthur, 1994). Sometimes tests are used to screen out candidates; those who pass the individual testing are then given individual interviews.
- Type
- Chapter
- Information
- Psychological TestingAn Introduction, pp. 356 - 389Publisher: Cambridge University PressPrint publication year: 2006