Cbse format for psychology practical file

● Psychology practical file with (front page)

○ Name :
○ Class
○ Board roll no.

Index

S.No Practicals Signature

1 Introduction to
psychological testing

2 Raven's standard
progressive matrices

3 Maudley's personality
inventory

4 Adjustment inventory for

school students

5 Sinha's comprehensive
anxiety test

6 Self concept
questionnaire

1. Introduction to psychological testing

Psychological testing refers to the administration of psychological tests. A

psychological test is "an objective and standardized measure of a sample of
behavior". The term sample of behavior refers to an individual's performance on
tasks that have usually been prescribed beforehand.

Performance on the items produces a test score. A score on a well-constructed test

is believed to reflect a psychological construct such as achievement in a school
subject, ability, aptitude, emotional functioning, personality, etc. Differences in test
scores are thought to reflect individual differences in the construct the test is
supposed to measure. The technical term for the science behind psychological
testing is psychometrics.
Types of tests

Tests have been developed to measure many different human developments. They
are classified as:

● On the basis of Administration - Group test and individual test

● On the basis of Behaviour Ability tests [Intelligence tests and achievement
tests], Personality Tests [structures personality tests, projective techniques
and behavioral analysis]
● On the basis of context - Verbal tests, non-verbal tests, performance tests

Fundamental Concept of Psychological Testing

Proper psychological testing is conducted after vigorous research and development

in contrast to quick web-based or magazine questionnaires that say "Find out your
Personality Color," or "What's your Inner Age?" Proper psychological testing consists
of the following:

● Standardization - All procedures and steps must be conducted with

consistency and under the same environment to achieve the same testing
performance from those being tested.

● Objectivity - Scoring such that subjective judgments and biases are

minimized, with results for each test taker obtained in the same way.

● Test Norms - The average test score within a large group of people where
the performance of one individual can be compared to the results of others by
establishing a point of comparison or frame of reference.

● Reliability - Obtaining the same result after multiple testing. It refers to the
consistency of scores obtained by the same person when re-examined with
the same test with different set of questions at another time.

Types of Reliability

● INTERNAL (extent to which a measure is consistent within itself.)

● split-half method: measures the extent to which all parts of the test
contribute equally to what is being measured.
● EXTERNAL (the extent to which a measure varies from one use to
another.)
● test re-test: measures the stability of a test over time.
 ● Inter-rater: to the degree to which different raters give consistent
estimates of the same behavior.

● Validity - The type of test being administered must measure what it is

intended to measure.

Types of Validity

● Face Validity - Face validity is a measure of how representative a

research project is 'at face value,' and whether it appears to be a good
project.

● Content Validity - Content validity is the estimate of how much a

measure represents every single element of a construct.
● Criterion Validity - Criterion Validity assesses whether a test reflects a
certain set of abilities.
● Concurrent validity measures the test against a benchmark test and
high correlation indicates that the test has strong criterion validity.
● Predictive validity is a measure of how well a test predicts abilities. It
involves testing a group of subjects for a certain construct and then
comparing them with results obtained at some point in the future.
● Construct Validity- Construct validity defines how well a test or
experiment measures up to its claims. A test designed to measure
depression must only measure that particular construct, not closely
related ideals such as anxiety or stress.

Application of Psychological testing

a. Detection of a specific Behavior Psychological test is used to measure and to

detect the abilities of a person.

b. Individual Differences
A psychological test is used to measure the individual differences between the
abilities of different persons and the performance of the same person at different
times.

c. To diagnose by the Psychological Test

The psychological tests are usually used in clinical psychology. In clinical psychology
a test's function is to diagnose mental disorders.So tests are used in mental
hospitals and coaching and guidance centres for the assessment and diagnosis of
mental disorders.
d. Legal classification
A psychological test helps in classifying a number of people into different categories
For example normal and abnormal, criminal and innocent, intellectual and mentally
retarded, able and disabled etc.

e. Promoting Self Understanding

A psychological test provides standardized information about the abilities,
capabilities, aptitudes, potential competencies, interests, trait and states of a person
which helps in understanding one's personality and planning future prospective.

f.Program Evaluation
Effectiveness of a particular program is assessed by the applications of some kind of
test. This function is usually performed by an achievement test.

g. Scientific Inquiry or Research

Some experts use tests for research purposes which provide information about the
mental level and personality of the subject.

h. Military Selection
A closely related application of psychological testing is to be found in the selection
and classification of military personnel. From simple beginnings in World War-I, the
scope and variety of psychological tests employed in military situations underwent a
phenomenal increase during World War-II. Subsequently research on test
development has been contained on a large scale in all brands of the normed
services.

i. Industry
In industry and business tests are helpful in selection and classifying personal for
placement in jobs that range from the simpler semiskilled to the highly skilled, from
the selection of filling clerks and sales-person to top management for any of these
position, however test results are only one source of information, though an
important one.
Industrial and Organizational Psychology (also known as I-O psychology, industrial-
organizational psychology, work psychology, organizational psychology, work and
organizational psychology, industrial psychology, occupational psychology, personnel
psychology or talent assessment) applies psychology to organizations and the
workplace.

Common research and practice areas for I-O psychologists include:

● Job performance
● Job analysis
 ● Personnel recruitment and selection
● Performance appraisal/management
● Individual assessment (knowledge, skills, and ability testing, personality
assessment, work sample tests, assessment centers)
● Psychometrics
● Compensation
● Training and training evaluation/Development
● Employment law
● Work motivation
● Job attitudes (e.g., job satisfaction, commitment, organizational citizenship,
and retaliation)
● Human resources
● Organizational development (OD)
● Organizational research methods
● Technology in the workplace
● Group/team performance
● Employ safety and health

Essentially, industrial psychologists study the behavior of employees in a work setting.

Although industrial psychology didn't begin until the 1920's, the discipline has evolved rapidly
and revolutionized the workplace within the last century. Because the workplace is a social
system, the application of industrial psychology is useful in understanding its complexity.

j. Education
Psychological tests especially those of general intelligence and of specific aptitudes have
very extensive use in educational classification, selection and planning from the 1st grade
(and sometimes earlier) through the university. Prior to World War-II schools and colleges
were the largest users of psychological tests.

Pioneers of Psychology

Modern mental testing began in France in the 19th century. It contributed to separating
mental retardation frommental illness and reducing the neglect, torture, and ridicule heaped
on both groups.
Englishman Francis Galton coined the terms psychometrics and developed a method for
measuring intelligence based on nonverbal sensory-motor tests. It was initially popular, but
was abandoned after the discovery that it had no relationship to outcomes such as college
grades. French psychologist Alfred Binet, together with psychologists Victor Henri and
Théodore Simon, after about 15 years of development, published the Binet-Simon test in
1905, which focused on verbal abilities. It was intended to identify mental retardation in
school
children. Wilhelm Wundtestablished the first laboratory in Leipzig of psychology in 1879 and
employed introspection as a method of studying the workings of the mind.

William James
Psychologist and philosopher William James is often referred to as the father of American
psychology. His 1200-page text, The Principles of Psychology, became a classic on the
subject and his teachings and writings helped establish psychology as a science. James
also contributed to functionalism, pragmatism and influenced many students of psychology
during his 35-year teaching career.

Various definitions:

● Percentile Rank - An individual's percentile rank on a test designates the percentage

of cases or scores lying below it. For e.g. Percentile 20 means the individual is
situated above 20% of the group fall below this person's rank.
● Percentage - A rate, number or amount in each hundred. Any proportion or share in
relation to a whole.
● Stanine scores - According to this method the standard population is divided into 9
groups. Stanine 1 is the lowest and stanine 9 is the highest.
● Sten Scores standard scores on a scale of ten.
● Standrard scores It designates the individual's position with respect to the total range
and distribution of scores. The standard score indicates, in terms of standard
deviation how far a particular score is removed from the mean of the distribution.
● Difference between test and experiments

Test Experimmeasures.

It is standardized instrument used to The researcher tries to manipulate the

measure intellectual and non-intellectual situation and tries to prove or disprove a
characteristics of an individual through hypothesis
verbal or non-verbal measures

It evaluates certain attributes of an It determines the cause and effect

individual. relationship between variables.

It does not have a hypothesis It has a hypothesis.

It is standardized and has norms. It does not have norms and is meant for
verification of various principles.