PSY FPX 7610 Assessment 4

Final Analysis of Selected Test

The test that was chosen for in-depth analysis in this assignment will be the Hogan Personality Inventory (HPI). The HPI was chosen as the most appropriate test to apply in organizational psychology in an organization that consists of adults from various cultures. The test was chosen on the grounds of validity and reliability. Hogan tests undergo around 100 validity tests every year and have a team of psychologists who work to continuously develop ways to improve their testing models. One part is in doubt because the test does not require any educational degrees, like other tests in this category do require Class C certification. Since the test is in a continuous validity study, proof of the success of the test is unparalleled (Hogan & Hogan, 2019).

Elements in Testing and Measures

In the Hogan Assessment, there are three separate tests: the HPI, the Hogan Development Survey (HDS), and the Motives, Values, and Preferences Inventory (MVPI). The components in each of these tests contain a high number of components. These are the positive personality characteristics exhibited by the individuals being tested. The tests consist of non-intrusive questions about one’s personal life and whether they disapprove or approve of other individuals’ conduct, a non-reference test, the normative sample, the administrator, the test-taker, and their scores.

Questions and Interview

HPI questions are designed to provide a bright-side score of an individual’s personality. It is a psychometric test and most likely will be taken by those who want to venture into professions. After the participant has completed the test, scores are generated by a computer with an explanation of the scores. Hogan (2020) also confirms the dark side of personality because it can also measure the capacity of an employee to grow; it can also anticipate behavior (Gøtzsche-Astrup, 2018).

Norm-Referenced Tests

HPI borrows norms from a broad cultural base to establish normative behavior. Averages are computed from a normative number constructed from an enormously huge sample of executives and leaders in their respective areas (Hogan & Hogan, 2021). Results of the sample are compared to results provided by the individual, and significant areas to improve can be determined. Norms are the most common daily behaviors that are present in the workplace. It should be noted that the exam administrator and the individual communicating the results should be qualified in administration, interpretation, and communicating the results effectively (Hogan, 2020).

The Normative Sample

As the HPI is designed to look for potential employees and aid already established companies and teams to make their kind of teamwork better so that group dynamics can happen naturally (forming, storming, norming, and performing), there will be a leader and whatever other role is available in the team. Those scoring close to or higher than the norm on leadership traits would make good candidates for supervisor or manager employment. Behavioral assessment can also assess whether a person is more suitable with a regular set of instructions daily depending on whether the workday/week reaches its conclusion (Hogan, 2020).

Additional Elements

Aptitude tests also help assess a person’s ability to get a job detailed or prescribed by the hiring firm. Behavior can also be assessed, forecasted, and matched with personality. Emotional intelligence and personality can also be tested in order to determine suitability for the profession they are being hired into. As it would not be in the interest of the company to hire an individual who did not have the ability to complete the tasks required to maintain employment (Hogan, 2020).

Relevancy to Specialization or a Related Profession

Current-day Hogan Assessments is the gold standard used to identify talent for organizations and employee selection. There exists proof that cannot be surmounted of its validity and dependability and resists 100 validity tests every year. The measurements are utilized exclusively for the improvement of leadership traits in individuals and the development of organizational achievement. As there exist other tests that ought to be administered, like the California Psychological Inventory (CPI) and the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) measure (Hogan, 2020; The Myers-Briggs Company, n.d.).

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

The purpose of the HPI is to define some “winning” traits in a person’s personality characteristics. The traits being tested are ambition, flexibility, sociability, understanding, discretion, curiosity, and receptiveness to learning. The test also tests traits essential for professionals and/or leaders. The traits being tested are being reliable, composed, and service-minded, as well as having clerical, sales, or managerial capacity. There is a requirement for skills to administer this test and implement interventions according to their findings. There is a requirement for interpersonal communication skills, together with unconditional positive regard, empathy, and active listening (APA, 2017).

Normative Sample, Sampling Procedures, and Intended Population

The standard of this publishing house is unparalleled, and it has the largest scientific team formed to carry out research on personality. Test and retest surveys are given continuously throughout the year in order to constantly check for reliability and validity. The normative sample came from. Sampling activities begin with predetermined objectives. This means that tests were utilized and those responsible for developing them repeatedly edited and adapted them to the workplace’s culture. In considering a broad range of job titles and social norms in those professions and establishing a mean score of 5 categories, the total score is the sixth score (Hogan & Hogan, 2021).

Pre-validated summaries that evaluate a candidate’s suitability for nine broad types of jobs have been established. The test population is business organization leaders and executives. The test can also be used with individuals and group development. The pre-evaluated summaries provided by the test after scoring are existing individual profiles 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 from job-specific information. Starting with an extensive job analysis, HPI uses field experts and 30 years of research to identify typical job-relevant traits. Information gathered on work preference, performance barriers, and job competencies is essential to a company’s success. HPI administrator uses the test scores in creating a company-specific profile in response to hiring requirements (Hogan & Hogan, n.d.). The HPI uses a benchmark to differentiate the followers and the leaders. They train the followers to more effectively fill the role, and they train the leaders to increase performance. Objective categorization between low and high performers allows us to develop a profile based on characteristics that set elite performers apart from others (Hogan & Hogan, 2021).

** Test constructs are developed between the test administrator and the chief of the organization. The organization identifies their competencies, and researchers mark the organization’s described competencies. This is in the spirit of autonomy, as the psychologist is working within the already established beliefs of the company culture. With the help of an organizational psychologist, a foundation of realistic expectations can be established with their employees. As a result, minimizing confusion and anxiety in the workplace (Hogan & Hogan, 2021).

Required Training, Knowledge, and Skills of Test Users

In order to provide the HPI, the candidates need to be certified and undergo the training and also get the other guides that help in conducting the test effectively. Whether the books are guidebooks or offered online or in tangible copy form, it is left for the practitioner to study the manuals and educate themselves on the test that they are given. This is especially true of the HPI, as there are no educational requirements. It would require that individuals taking the test are, in most cases, capable of taking the test on a smartphone or computer. In the event these technologies are not accessible, there are also test centers test-takers can go to in person to administer the test. Language-wise, the HPI is rendered into 47 languages (Hogan & Hogan, 2021).

Test Technical Quality

To determine the technical quality of the test, it would be preferable if a purpose for this test were determined. The reason for giving the HPI in this instance is to determine whether an individual by the name of Charlie would be a suitable candidate for the position of team therapist role at a mental health clinic. FIRO-B will identify Charlie’s relationship with his colleagues and what he likes or dislikes about his behavior; the CPI is a comprehensive test and measures social communication and interpersonal behavior. All the tests might be indicating behavior aimed at assessing if Charlie would be the best fit for the job; however, none of them seem to be able to assess the long-term success potential within the company except for the HPI. The publisher’s website also indicates that the test is retested 100 times a year for validity (Hogan & Hogan, 2021).

Test Materials, Cost, and Administration Times

Based on the money costs to be able to use these psychological tests and measures, the HPI is the most expensive of the three. This may be because of age, as the CPI and FIRO-B were developed way earlier than the HPI and are not expensive, not to mention only specific individuals can use them. The CPI takes much too long to administer; the FIRO-B is not so time-consuming, but you need a Level C education in order to administer it (Schutz et al., 2000).

In the field of psychology, while it is more expensive, HPI would be the ideal choice. The test material is available online as well as the training. Since integrity and trust are some of the foundational pillars of psychology, having the right test that addresses the intended purposes is essential even though it is the most expensive one. Psychologists owe it to the fact that sometimes, depending on the institution that they work for, such an institution will accommodate the training and the certifications (Hogan & Hogan, 2021).

Advances in Technology

Technology has done a lot of good for this profession. Tests are more available, and the sharing of information, research, and results is easily passed on to professionals within the American Psychological Association. These tests can already be conducted on our phones. Demonstrated by consistent development in technology, this profession will likely grow. Researchers like Iliescu and Greiff (2019) view technology as the gateway for more and improved innovation in psychology.

APA Ethical Guidelines

There are several ethical guideline requirements for the validity and integrity of tests, measures, and the field of psychology as a whole. The ethical principles are outlined in APA (2016), Code of Ethical Conduct, Chapter nine. These principles will be described, and then an example of these principles will be provided. Principals are bases of assessment, application of assessments, informed consent in assessments, release of test data, test construction, interpretation of assessment results, assessment by unqualified individuals, outmoded tests and out-of-date test results, test scoring and interpretation services, explanation of assessment results, and protection of test security (APA, 2017).

Evidence of Test Bias/Fairness and Multicultural Considerations

As far as multicultural use, the HPI is constructed and tested over hundreds of cultures. Psychologists are required to integrate all client information in order to assist them in making their decision on their conclusion within the test. Bias can be positive or negative. The HPI would likely be made up of questions that are cross-cultural and minimize practitioner bias because of the simplicity of test-taking and administration. One of the main reasons this test transcends cultures is that it uses questions from an individual, and it operates within the belief system of the individual, respecting culture as well as being unbiased (APA, 2017; Cohen, 2021).

Overall recommendations

The HPI is highly recommended for use in workplace personality testing to test and measure for social cohesion, leadership, and how leadership potential can be improved (Hogan & Hogan, n.d.). The reason this test is suggested is that it is calibrated more than 100 times annually, and the publisher has a staff of psychologists with more than 50 years combined in education who are continually testing and enhancing aspects of Hogan Assessments. The study materials are also free online. Its uncompromising dedication to adapting to the times is what makes this test stand out from all the rest (Hogan, 2020).