Psychometrics

major issues related to cultural factors in assessment are test bias and test fairness. Test bias and test fairness is not the same thing and should not be used interchangeably. According to Shultz, Whitney & Zickar (2013) “Test bias is a technical psychometric issue that focuses on statistical prediction, whereas test fairness is a sociopolitical issue that focuses on test outcomes”. Test Bias is an issue in regards to culture because all cultures are not the same and do not interpret words the same

"Tests that are not so categorized will tend to be viewed less positively, regardless of psychometric data, because they are, after all, not objective" (Meyer & Kurtz, 2006, p. 223). Because of the past, there is too much negativity surrounding the term, projective. The terminology both, "objective" and "projective" are not necessarily what they

Generally, intelligence is implied to a man who can learn, comprehend and apply the information or abilities towards a specific issue. In other word, intelligence is characterized as general intellectual critical thinking aptitudes which identified with mental capacity which engaged with thinking, seeing the connections and analogies, critical thinking and some more. In light of what we have discovered, knowledge is acquired however it can likewise be identified with the earth all things considered

100” (Gardner 2006, p. 3). The tests measure intelligence through verbal and non-verbal tasks, assessing scholastic aptitude, school achievement and specific abilities (Neisser et al. 1996, p. 78). Charles Spearman’s theory (1904) also takes the psychometric approach that there is a general intelligence. Spearman maintains that intelligence is hereditary and an individual is born with their maximum mental ability. This suggests that intelligence cannot be changed or strengthened. The concept of ‘general

Introduction Before this module, I was nervous about will I be able to get a placement. Or even how to apply for a placement? Although I had a general knowledge about CV, I didn’t know that CV must be tailored for each company you are applying for. I just had one CV which I used for everything. But now, because of Management Skills module, I am more relaxed as I have a basic understanding about how to apply, tailor CV so it meets the requirement of the business and what employee look for. Applying

Validity and reliability are two critical aspects of approving and validating the quantitative research. Also, reliability and validity are fundamental psychometric properties (Tang, 2015). Reliability is a form of reproducibility and internal consistency. Retesting reliability deals with the instrumental score is costing estimate that does not change (Tang, 2015). Interclass correlation and Kappa statistics are two different scores that can be used to test reliability. However, internal consistency

study, the PID-5 is administered along with other measures. Beck Depression Inventory (BDI). The BDI (Beck, Ward, Mendelson, Mock, & Erbaugh, 1961) is a 21-item, 4 point Likert-format (0 for symptom absent and 3 for severe symptoms) self-reporting psychometric inventory that is used to assess the depressive symptoms and severity among the

Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his/her production which ultimately determines the organization 's success (Brooke, Russell, & Price, 1988). According to the success of an individual, attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of their maximum output. Attitude can also be manipulated

determine how reliable a test is. Multiple studies have proven that the BDI-2 is reliable method of assessing developmental disorders in infancy and early childhood (Hogan & Brooke, 2007). Article Summaries Snyder et al. (1993) studied the psychometric integrity of the BDI-2 to demonstrate the importance of reliability and validity. They tested 78 infants with severe disabilities living in an urban environment every year for over 5 years. The study sample included 45 males and 33 females, with

Biodata Biodata is a self-rated and self-measured method in which candidates provide biographical information about themselves (Levashina, 2012). Information such as personal work history that is relevant to the job being applied for and demographic details are typically included in biodata (Kalliath, Brough, O 'Driscoll, Manimala, Siu & Parker, 2013). Biodata involves questions about a candidate’s experience where they have had to act on their opinions, attitudes or values (Levashina, 2012). The