Reader wear. Highlighting throughout the book. Writing throughout the book. Some wear to the cover. A copy that has been used, but remains in clean condition. All pages are ...intact, and the cover is, this may or may not include dustcover. The spine may show signs of wear. Pages can include limited notes and highlighting, and the copy can include "From thRead moreShow Less
Ships same day or next business day! UPS expedited shipping available (Priority Mail for AK/HI/APO/PO Boxes). Used sticker & some writing and/or highlighting. Used books may not ...include working access code or dust jacketRead moreShow Less
2006 Hardcover Good Connecting readers with great books since 1972. Used books may not include companion materials, some shelf wear, may contain highlighting/notes, and may not ...include cd-rom or access codes. Customer service is our top priority!Read moreShow Less
The Second Edition of Foundations of Psychological Testing: A Practical Approach is a scholarly, yet pragmatic and easy to understand text for undergraduate students new to the field of psychological testing. Using an engaging, conversational format, authors Sandra A. McIntire and Leslie A. Miller aim to prepare students to be informed consumers—as test users or test takers—not to teach students to administer or interpret individual psychological tests.
"I used McIntire and Miller’s book on testing in my research course two years ago. Students loved this book for its clarity and personality. It is hard to imagine how the authors could have improved on the first edition. Nevertheless, this new edition of the Foundations of Psychological Testing is better than any of its competitors. The authors should be congratulated for making a topic, that has been formidable to students in the past, much more accessible to today’s students."
Edward L. Levine
"I am delighted that a new, revised edition of the text by Sandra McIntire and Leslie Miller will soon be issued. I have used the first edition of this text with positive results in my psychological tests and measures classes. The text is exemplary in its clear explanations of complex issues in testing. As well it provides coverage in areas not included in other texts, areas like survey construction and use, and it does all this in a very efficient fashion."
Sandra A.McIntire, Ph.D., received her bachelor’s and master’s degrees in psychology and her doctor of philosophy degree in industrial/organizational psychology from the University of South Florida. She began her career in the human resources department of the city of Clearwater, Florida, and moved into consulting with Wilson Learning Corporation (WLC) as a senior project manager. At WLC, she developed the first retail video selection test, the Teller Selection Program (TAP). She also consulted with Fortune 500 companies such as Citibank NA, United Technologies, IBM, and General Motors. In 1991, she accepted a tenure track professorship in the department of psychology at Rollins College in Winter Park, Florida. In addition to teaching social science statistics, research methods, and tests and measurements, she served as director of the psychology program for nontraditional students in Rollins’s Hamilton Holt School. She has collaborated on three books: The Job Analysis Kit, OrganizationDevelopment: Strategies for a Changing Environment, and Foundations of Psychological Testing (first and second editions). In addition, she has served as a book reviewer for PersonnelPsychology. She has collaborated on peer-reviewed research and made numerous presentations to national organizations such as the American Society for Training and Development, the American Psychological Association, and the Southeastern Conference on Teaching of Psychology. Dr. McIntire is now retired from Rollins College.
Leslie A. Miller, Ph.D., PHR has broad experience in consulting, teaching, and researching in the area of organizational and educational assessment, measurement, and development. Currently the owner of her own consulting business, LanneM TM LLC, she provides her clients with pragmatic and affordable talent management solutions—solutions to help them acquire, develop, and retain the talent they need to achieve desired business results today and in the future. Her expertise includes designing performance improvement/management tools and knowledge tests, customizing and facilitating leadership training programs, providing assessment-based executive coaching, and designing and implementing business impact evaluation and return on value studies. She also spends a significant amount of her time teaching graduate business, organizational behavior/leadership, and human resource courses at Rollins College and for the School of Advanced Studies at the University of Phoenix as well as mentoring doctoral learners through the dissertation process. Previously the vice president of leadership development/human resources at the Central Florida YMCA, she was responsible for contributing to the strategic plans of the organization by leading the association’s talent management initiatives—recruiting, developing, and retaining the association’s talent. Prior to joining the YMCA, she was employed by Wilson Learning Corporation (WLC), a performance improvement company,where she served as the director of business solutions, a senior project manager, and a business solutions consultant. In these roles, she was responsible for conceptualizing, designing, managing, and implementing traditional and technology-based assessment,measurement, and training performance improvement solutions for client organizations.
Prior to joining WLC, she served as the assistant dean of admissions at Rollins College, where she was also a faculty member of the psychology, organizational behavior, and human resources programs. Before joining Rollins College, she was a senior research psychologist for the U.S. Department of Labor, Bureau of Labor Statistics, in Washington, D.C. At the Bureau, she designed, researched, and analyzed the results of some of our nation’s most important surveys. In her current and previous roles, she has worked with various leading organizations in the high-tech, financial, pharmaceutical, and transportation industries. With a Ph.D. in educational psychology from the University of Maryland, she has an extensive list of publications.
Organization of Material
SECTION I: OVERVIEW OF PSYCHOLOGICAL TESTING
Chapter 1: What are Psychological Tests?
Why Should You Care About Psychological Testing?
What Are Psychological Tests?
The History of Psychological Testing
The Defining Characteristics of Psychological Tests
Assumptions of Psychological Tests
Test Classification Methods
Psychological Assessment, Psychological Tests, Measurements, and Surveys
Locating Information About Tests
Chapter 2: Why is Psychological Testing Important?
The Importance of Psychological Testing
Who Uses Psychological Tests and for What Reasons?
The Social and Legal Implications of Psychological Testing
Chapter 3: Is There a Right or Wrong Way to Use Psychological Tests?
Ethical Standards for Psychological Testing
Appropriate Use of Psychological Tests
Testing Special Populations
Chapter 4: How Does Computerized Testing Work?
Computerized Adaptive Testing
Implications for the Future
SECTION II: PSYCHOMETRIC PRINCIPLES
Chapter 5: How Do Test Users Interpret Test Scores?
Levels of Measurement
Procedures for Interpreting Test Scores
The Role of Norms
Chapter 6: What is Test Reliability?
What is Reliability?
Three Types of Reliability
Classical Test Theory
The Reliability Coefficient
Using Computer Software to Calculate Reliability
Interpreting Reliability Coefficients
Factors That Influence Reliability
Chapter 7: What is Validity, Specifically Content Validity?
Different Sources of Evidence for Validity
The Appropriate Use of Various Validation Strategies
Chapter 8: Can Tests Really Predict Future Behavior?
What Is Criterion-Related Validity?
Methods for Determining Criterion-Related Validity
Selecting a Criterion
Does the Criterion Measure What It Is Suppose to Measure?
Calculating and Evaluating Validity Coefficients
Using Validity Information to Make Predictions
Ethical Issues Associated With Test Validation
Chapter 9: What Is Construct Validity?
Gathering Evidence of Construct Validity
SECTION III: DEVELOPING AND PILOTING SURVEYS AND PSYCHOLOGICAL TESTS
Chapter 10: How Do We Construct, Administer, and Use Survey Data?
What Are Surveys?
Knowledge Acquisition and the Scientific Method
The Survey Research Method
Survey Reliability and Validity
Chapter 11: How Do You Develop a Test?
Why Develop a New Test?
Defining the Testing Universe, Audience, and Purpose
Developing a Test Plan
Composing the Test Items
Writing Effective Items
Writing the Instructions for the New Test
Chapter 12: How Do You Know When a Test Works?
The Pilot Test
Quantitative Item Analysis
Qualitative Item Analysis
Revising the Test
Conducting the Validation Study
Developing Norms and Identifying Cut Scores
Developing the Test Manual
SECTION IV: USING TESTS IN DIFFERENT SETTINGS
Chapter 13: How Are Tests Used in Educational Settings?
Decision Making in the Educational Setting
Educators as Test Users
Psychological Test Use in Educational Settings
Norm-Referenced, Criterion-Referenced, and Authentic Assessment of Achievement
Chapter 14: How Are Tests Used in Clinical and Counseling Settings?
Models of Psychological Assessment
Tests Used for Diagnosis and Intervention
Specialized Tests for Clinical Disorders
Chapter 15: How Do Organizations Use Psychological Tests?
A Short History of Employment Testing
APPENDIX A: Guidelines For Critiquing A Psychological Test
APPENDIX B: Ethical Standards for Assessment
APPENDIX C: Code of Fair Testing Practices in Education
APPENDIX D: Table of Critical Values for Pearson Product-Moment Correlation Coefficients
About the Authors