PSY FPX 7610 Assessment 4 Final Analysis of Selected Test
Phillip April 16, 2024 No Comments

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

Name

Capella University

PSY FPX 7610 Tests and Measurements

Prof. Name

Date

Final Analysis of Selected Test

The test selected for an in-depth review in this assessment will be the Hogan Personality Inventory (HPI). The HPI was chosen as the ideal test to use in organizational psychology amongst an organization made up of adults from mixed cultures. This test was chosen for its reliability and validity. Hogan assessments undergo approximately 100 validity tests a year and have a team of psychologists working to continuously develop ways to improve their testing models. One thing remains uncertain as the test requires no educational degrees where other tests in this field require class C certification. Due to the test being in an ongoing validity study, the evidence of its success is unparalleled (Hogan & Hogan, 2019).

Elements in Testing and Measures

In the Hogan Assessment, there are three different tests: the HPI, the Hogan Development Survey (HDS), and the Motives, Values, and Preferences Inventory (MVPI). The components in each of these tests consist of a multitude of elements. These elements are the positive character traits exhibited by individuals being assessed. The tests consist of non-intrusive questions about an individual’s personal life and how they feel about the behaviors of others, a non-reference test, the normative sample, the administrator, the test-taker, and their scores.

Questions and Interview

Questions in the HPI are designed to provide a score on the bright side of an individual’s personality. It is a psychometric exam and will likely be taken by individuals looking to start careers. After the participant completes the test, scores are generated by a computer along with an interpretation of the results. Hogan (2020) also tests the dark side of personality as it can also assess a worker’s potential to grow; it can also be used to predict behavior (Gøtzsche-Astrup, 2018).

Norm-Reference Tests

The HPI utilizes norms across a large cultural basis to identify normative behavior. Averages are made from a normative number that was derived from a significantly large sample of executives and leaders in their field (Hogan & Hogan, 2021). Results from the sample and results provided by the individual are compared, and key areas can be identified for improvement. Norms are the everyday most common behavior observed in the workplace. It should be noted that the administer of the exam and the individual communicating the results should be certified in administration, interpretation, and effectively communicating the results (Hogan, 2020).

The Normative Sample

As the HPI is designed to look for prospective employees and aid existing teams and companies in improving their type of teamwork, allowing group dynamics to unfold organically (Forming, storming, norming, and performing), a leader and all other roles in the team will emerge. Those who score close to or above the norm in leadership qualities would be viewed as good candidates for managerial or supervisor work. The assessment can also gauge if an individual is better off given consistent sets of instructions throughout the day complete before the workday/week is over (Hogan, 2020).

Additional Elements

Aptitude tests are utilized to identify someone’s ability to do a specific task outlined or required by the hiring company. Behavior can also be measured, predicted, and compared to personality. Personality and emotional intelligence can also be assessed to determine appropriateness in the career they are being hired for. As it would be against the company’s best interest to hire an individual that did not have the ability to complete the tasks required to maintain employment (Hogan, 2020).

Relevancy to Specialization or a Related Profession

Currently, the Hogan Assessments is the leader in finding talent for organizations, employee selection. There is an insurmountable amount of evidence of its validity and reliability and endures 100 validity tests a year. The measurements are specifically used to improve leadership qualities in individuals and promote the success of organizations. As there are other tests to be administered like the California Psychological Inventory (CPI) and the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) measurement (Hogan, 2020; The Myers-Briggs Company, n.d.).

Test Purpose and Content, Skills, and/or Constructs Assessed

The purpose of the HPI is to outline several “winning” qualities in a person’s character traits. The qualities that are measured consist of ambition, adaptability, sociability, empathy, discretion, curiosity, and openness to learning. This test also measures qualities needed for professionals and/or leaders. The qualities are being reliable, levelheaded, and service-minded, along with having clerical, sales, or managerial skills. Skills are needed to administer this test and implement interventions centered around their findings. Interpersonal communication skills are essential along with unconditional positive regard, empathy, and active listening (APA, 2017).

Normative Sample, Sampling Procedures, and Intended Population

The standard for this publishing company is unparalleled and is said to have the largest scientific team developed on researching personality. Test and retest evaluations are given frequently throughout the year to continue to ensure reliability and validity. Normative sample came from. Sampling procedures begin with pre-configured goals. This means that the tests used and their makers and constantly being updated and tailored to the culture of the work environment. In investigating a vast range of job descriptions and social norms within those fields and configuring and average score of 5 categories, the overall score being the sixth score (Hogan & Hogan, 2021).

Pre-validated summaries that evaluate a candidate’s suitability for nine common job categories have been established. The intended population for this test are leaders and executives within business organizations. It can also be used with individuals and group development. The pre-evaluated summaries provided by the test after the scoring is complete are pre-existing profiles on individuals and job performances (Hogan & Hogan, 2021).

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

Validity Generalization services are offered to create a customized solution based on job-specific data. Starting with an in-depth job analysis HPI uses experts in the field and 30 years of research to identify standard job-relevant characteristics. Information gathered on work preference, performance barriers, and job competencies are essential to a company’s success. The administrator of the HPI uses the results in the test to create a custom profile for the company’s employment preferences (Hogan & Hogan, n.d.). The HPI uses a criterion to separate the leaders from the followers. They work with the followers to fit better into their role, and they work with the leaders to be more effective. By objectively distinguishing between high and low performers we can build a profile based on the defining characteristics that differentiate top performers (Hogan & Hogan, 2021).

**Test constructs are developed between the administrator of the test and the organization head. Organization defines their competencies and researchers score the competencies outlined by the organization. This is in the spirit of autonomy as the psychologist is working within the pre-existing beliefs of the culture of the company. With the help of an organizational psychologist a foundation of realistic expectation can be established for their employees. In turn, alleviating workplace confusion and anxiety (Hogan & Hogan, 2021).

Required Training, Knowledge, and Skills of Test Users

To administer the HPI, registrants must sign up for certification and attend the training along with obtaining the additional guides that help in performing the assessment correctly. Whether the books are guides are given online or in hand it is the practitioner’s obligation to read the manuals and become knowledgeable about the test they are given. This specifically pertains to the HPI

as there are no educational requirements. It would be essential those who take the test can, for the most part, take it on a smartphone or on a computer. If these forms of technology are not available there are also testing sites test-users can go in person to complete the test. Regarding language the HPI is available in 47 languages (Hogan & Hogan, 2021).

Test Technical Quality

To determine the test’s technical quality, it would be advantageous to identify a purpose for this test. The purpose for giving the HPI in this example is to determine whether an individual named Charlie would be a good candidate for the role of team therapist role in a mental health clinic. FIRO-B will assess how Charlie gets along with his colleagues and what behavior he is comfortable or uncomfortable with; the CPI is a comprehensive exam and measures social communication and interpersonal behavior. All tests may indicate to behavior designed to see if Charlie is the best fit for the job; however, none seem to be able to predict the long-term likelihood of success within the company other than the HPI. Publisher’s website indicates that this test is re-evaluated 100 times a year for validity (Hogan & Hogan, 2021).

Test Materials, Cost, and Administration Times

Based on findings related to the monetary costs of being able to administer these psychological tests and measures the HPI is the most expensive out of the three. This may be because of age as the CPI and FIRO-B were developed long before the HPI and are not expensive, not to mention only specific individuals can use it. The CPI takes far too long to complete, the FIRO-B does not take as long but you do have to have a Level C education to administer it (Schutz et. al., 2000).

In the field of psychology, even though it is more expensive HPI would seem like the optimal choice. Test materials are available online along with the trainings. As trust and integrity are part of the pillars of psychology using the right test that matches the purposes is essential even if it is the most expensive one. Psychologists are obligated to this, sometimes depending on the organization they work for that organization will pay for the trainings and the certifications (Hogan & Hogan, 2021).

Advances in Technology

Technology has done this field a great amount of good. Tests are more readily available, the sharing of information, studies, and results are easily shared with professionals amongst the American Psychological Association. Taking these tests on our smartphones is already a reality. Evidenced by consistent advances in technology, this field will more than likely grow. Scholars like Iliescu and Greiff (2019), believe technology to be the gateway for further and greater innovation in psychology.

APA Ethical Guidelines

There are several ethical guideline imperatives to the validity and integrity of tests, measures, and the psychology field in general. The ethical principals are outlined in APA (2016), Code of Ethical Conduct, Chapter nine. These principals will be described and after, an example of these principals will be provided. Principals include, bases of assessment, use of assessments, informed consent in assessments, release of test data, test construction, interpreting assessment results, assessment by unqualified persons, obsolete tests and outdated test results, test scoring, and interpretation services, explaining assessment results, and maintaining test security (APA, 2017).

Evidence of Test Bias/Fairness and Multicultural Considerations

As far as multi-cultural application the HPI is designed and has been tested across hundreds of cultures. Psychologists must use all information about the client to help them decide on their findings in the test. Bias can be favorable or unfavorable. The HPI would seem to have questions that transcend culture and alleviate practitioner bias based on its simplicity in administration and test-taking. One main reason for this test transcending culture is that it requires questions from an individual and it works with in that individual’s belief system, being not only respectful of culture but also non-bias (APA, 2017; Cohen, 2021).

Overall recommendations

The HPI comes highly recommended for personality testing in the workplace to test and measure for social cohesion, leadership, and how leadership skills can be increased (Hogan & Hogan, n.d.). The reason this test is recommended is because, it is validated over 100 times a year, the publisher has a team of psychologists with over 50 years total in education that are consistently testing and improving facets of Hogan Assessments. The study materials are also available for free online. It’s consistent commitment to adaptation with the times is what makes this test the most different from the rest (Hogan, 2020).

References

American Psychological Association [APA]. (2017). Ethical principles of psychologists and code of conduct (2002, amended effective June 1, 2010, and January 1, 2017). https://www.apa.org/ethics/code/

Cohen, R. J. (2021). Psychological Testing and Assessment (10th Edition). McGraw-Hill Higher Education (US). https://capella.vitalsource.com/books/9781264169207

Hogan, R. (2020). How to build Hogan Assessment Systems. Consulting Psychology Journal: Practice and Research, 72(1), 50–57. https://doi.org/10.1037/cpb0000148

Hogan, R., & Hogan, J. (2021, October 21). Hogan personality inventory. Hogan Assessments. Retrieved December 1, 2021, from https://www.hoganassessments.com/assessment/hogan-personality-inventory/.

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

Hogan, R., & Hogan, J. (n.d.). The Engaging Leader: Go the Extra Mile. A Practitioner’s Guide. Retrieved December 2, 2021, from https://info.hoganassessments.com/hubfs/EL_Practitioner_Guide.pdf

Iliescu, D., & Greiff, S. (2019). The impact of technology on psychological testing in practice and policy: What will the future bring. European Journal of Psychological Assessment, 35(2), 151–155. https://doi.org/10.1027/1015-5759/a000532

The Myers-Briggs Company. (n.d.). Retrieved December 2, 2021, from https://www.themyersbriggs.com/

Schutz, W., Schnell, E. R., & Hammer, A. L. (2000, January 1). The Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) FINAL ANALYSIS 13 The Myers-Briggs Company. Personality Assessment Inventory and Professional Development. Retrieved December 1, 2021, from https://www.themyersbriggs.com/en-US/Products-andServices/FIRO