When we visit our Psychologist and tell our concerns it will procedurally be followed by us undertaking a series of questionnaires. Have you wondered about the significance of these tests. This blog will help in demystify these tests, explaining their purpose, developments, and what makes them effective tools in both clinical and non-clinical settings.
Let’s start from the basics,
What are psychological tests?
Psychological tests as defined by Kaplan (2005) are sets of items that are designed to measure characteristics of human beings that pertain to behavior. Akin to how blood tests or X-rays inform us about our physical health, psychological tests give us crucial insights into our psychological well-being, helping identify the severity of the issues, potential comorbidities, and underlying causes for psychological concerns.
These assessments can measure a wide range of characteristics, including mental health disorders, intelligence, personality traits, attitudes, and aptitudes. Based on the concerns presented by us (the clients), the psychologist will select the tests based on their relevance to our needs. Psychological tests are universal, that is they are applied in workplace settings, hospital settings, educational institutions, and research purposes.
The development and Standardization of Psychometric tests
The psychological tests (aka psychometric tests) are developed and standardized by researchers in the field to measure the emotions/behaviour of an individual. Developing a psychological test is a meticulous and time-intensive process grounded in well-established theoretical frameworks. The thorough development ensures that each test is valid, reliable, and appropriately norm-referenced. Moreover, the developers carefully select the demographic for which the test is intended, categorizing potential users by age, profession, or region. This specificity ensures that the tests are relevant and effective for their intended population.
Key Components of Psychological Testing
The following elements make the psychological test a complete package.
Standardized procedure – Every test has a unique set of instructions that are essential in the administration process. The test developer will mention the administration procedure of a test in the manual which a psychologist will be familiar with.
Validity – A test is said to be valid when it measures only what it intends to measure. For example, an anxiety measuring test will measure only anxiety not giving room for questions for depression.
Reliability – A reliable test yields consistent results when an individual retakes it over a short period. For example, The result of the personality test of an individual will remain the same when they take the test again in a short span.
Norm reference – This helps in interpreting our scores and categorizing the same to know the intensity of the concern when compared to the average population.
The Role of the Professional and the Test Taker
A professional in psychology is trained to understand and utilize these tests effectively. Now that we understand the work that goes into developing a psychological test, as test takers our responsibility is to carefully attend to the instructions stated by the psychologist and proceed to answering it honestly. As the results of the tests add value to psychological therapies and treatment. At Element-H, updated and efficacious psychological tests are employed for assessment, administered by the team of trained professionals.
In conclusion, the intricate world of psychological testing is more than just a series of questionnaires; it’s a sophisticated tool that plays a crucial role in understanding and addressing our mental health concerns. Psychological testing, thus, is not a procedural step, but a gateway to a more nuanced and effective therapeutic process. By embracing this aspect of our psychological care, we are taking a significant step toward healing, growth, and self-discovery.
References
Kaplan R.M.& Saccuzzo D.P.(2005) Psychological Testing, Principles, Applications and Issues. Sixth Ed. Cengage Learning India, Pvt Ltd.
Written by
Sarah Shirly S MSc (Applied Psychology)
Organizational Psychologist
Element-H.