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Reflecting on this information, answer the following questions: 1.Recognizing the use of personality tests to inform...

Reflecting on this information, answer the following questions:

1.Recognizing the use of personality tests to inform real-life decisions (such as employment), how important is the reliability and/or validity of a personality test? How does the issue of faking influence these factors?

2.Do objective personality tests help to limit the effects of faking? What advantages to objective personality tests offer over self-report? What are the challenges inherent in using objective personality measures?

3.Do you believe personality tests should be used to inform employment decisions? Why or why not? How can we increase the value, relevance, and/or applicability of personality tests for these types of decisions?

4.What can psychologists do to ensure the ethical application of personality testing?

Social-Sciences   Psychology   
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Answer #1

1. Reliability is another term for a test's consistency. If one person takes the same personality test several times and always receives the same results, the test is reliable. On the other hand, a test is valid if it measures what it is supposed to measure. While we speak of the validity of a test or instrument, validity is not a property of the test itself. Instead, validity is the extent to which the interpretations of the results of a test are warranted, which depend on the test’s intended use.

A reliable and a valid test can be used to inform real-life decisions, as these test properties ensure that the test meets certain standards of quality. Establishing a high degree of reliability and validity usually involves an extended period of test development in which the test is modified according to empirical methods. The end result of test development is a scientific and credible test instrument that can be relied upon for future decision making.

Faking is a common problem in testing with self?report personality tests, especially in high-stakes situations. When individuals fake their results, there can be an artificial elevation of scales that are desirable for a role and a reduction in scores on undesirable trait scales. The end result would be a decrease in the test's reliability and validity. Some assessments use social desirability scales to detect faking.

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