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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 Hogan Personality Inventory (HPI)

The Hogan Personality Inventory (HPI) has been chosen for a comprehensive review in the context of organizational psychology within culturally diverse adult populations. Its selection is based on its established reliability and validity, supported by rigorous ongoing validation studies conducted by a team of psychologists (Hogan & Hogan, 2019).

Elements in Testing and Measures

The HPI encompasses three distinct assessments: the HPI, the Hogan Development Survey (HDS), and the Motives, Values, and Preferences Inventory (MVPI). Each test evaluates various positive character traits exhibited by individuals, providing insights into their personal lives and perceptions of others. These assessments rely on normative samples and expert administrators for accurate interpretation (Hogan, 2020; Gøtzsche-Astrup, 2018).

Questions and Interview

Designed to assess the bright and dark sides of personality, the HPI offers psychometric insights valuable for career decision-making and predicting workplace behavior. Its questions delve into an individual’s positive traits while also assessing their potential for growth and behavior prediction (Hogan, 2020).

Norm-Reference Tests

The HPI utilizes norms derived from a culturally diverse sample of executives and leaders. These norms serve as benchmarks against which individual scores are compared, facilitating identification of areas for personal and professional development (Hogan & Hogan, 2021).

The Normative Sample

Targeted at prospective employees and organizational teams, the HPI aids in identifying leadership potential and optimizing team dynamics. Scores close to or exceeding normative benchmarks suggest suitability for managerial roles, while also highlighting preferences for structured versus autonomous work environments (Hogan, 2020).

Additional Elements

In addition to personality assessment, aptitude tests evaluate specific job-related skills, while emotional intelligence assessments gauge suitability for various career roles. These evaluations ensure alignment between individual capabilities and job requirements, optimizing organizational performance (Hogan, 2020).

Relevancy to Specialization or a Related Profession

The HPI is widely recognized for its efficacy in talent acquisition and organizational development. Its focus on leadership qualities and organizational success distinguishes it from alternative assessments 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 HPI assesses various winning qualities in individuals, including ambition, adaptability, and sociability, crucial for professional success and effective leadership. It also evaluates skills necessary for managerial roles and requires adept interpersonal communication for accurate interpretation (APA, 2017).

Normative Sample, Sampling Procedures, and Intended Population

Backed by a robust scientific team, the HPI employs frequent test-retest evaluations to ensure reliability and validity. Sampling procedures are tailored to cultural contexts, with intended users including leaders, executives, and organizational development professionals (Hogan & Hogan, 2021).

Required Training, Knowledge, and Skills of Test Users

Certification and training are mandatory for HPI administrators, emphasizing proficiency in test administration and interpretation. While educational prerequisites are not mandatory, practitioners must possess strong interpersonal and communication skills (Hogan & Hogan, 2021).

Test Technical Quality

The HPI’s technical quality ensures its efficacy in predicting workplace success and suitability for specific roles. Its comprehensive evaluation of personality traits distinguishes it from alternative assessments like the CPI and FIRO-B (Schutz et al., 2000).

Test Materials, Cost, and Administration Times

While the HPI incurs higher costs compared to alternatives, its online availability and comprehensive training materials justify the investment. Its adaptability to technological advancements ensures accessibility and convenience for both practitioners and test-takers (Hogan & Hogan, 2021).

Advances in Technology

Technological advancements have revolutionized psychological testing, enhancing accessibility and data sharing among professionals. Continued innovation promises further growth and development in the field of psychology (Iliescu & Greiff, 2019).

APA Ethical Guidelines

Adherence to APA ethical guidelines is paramount in maintaining test validity and integrity. Ethical principles encompass various aspects of assessment, including informed consent, test construction, and maintaining test security (APA, 2017).

Evidence of Test Bias/Fairness and Multicultural Considerations

The HPI’s multicultural applicability and simplicity in administration mitigate biases, ensuring fair and accurate assessments across diverse cultural contexts (APA, 2017; Cohen, 2021).

Overall Recommendations

The HPI stands as a highly recommended tool for personality assessment in the workplace, given its frequent validation, robust scientific backing, and adaptability to contemporary needs. Its commitment to ongoing improvement and accessibility makes it a preferred choice among organizational psychologists (Hogan & Hogan, n.d.).

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/

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

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/.

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/

PSY FPX 7610 Assessment 4 Final Analysis of Selected Test

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

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