Psychological Assessment Publication System (PAPS) Test Catalog Dr. Varela s Psychological Assessment System

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1 P A P S ϒ 2008 Psychological Assessment Publication System (PAPS) Test Catalog 2015 Dr. Varela s Psychological Assessment System Objectivity in Psychological Measurement and Research Publication Services: Exclusively distributing locally made psychological test materials Extends consultancy services in all aspects of human resource function such as hiring and selection, training, and succession planning and promotion. Conduct research to develop and publish psychological materials 1

2 Foreword The Psychological Assessment Publication System is conceptualized in the year It was a long period of planning and preparation before Dr. Varela has taken this daring endeavor of publishing locally made psychological tests. The difficulty of marketing local made psychological test products is a huge drawback in flourishing the work of Filipino Psychologist. Dr. Varela takes to venture into this business by marketing his own psychological instruments, which may somehow encourage Filipino Psychologist to come out into open to publish their works in any way possible. Today, Dr. Varela looks positively forward in achieving the goal of publishing highly reliable and valid locally norm psychological instruments of Filipino Psychologist. It is about time to harness our own talents and intelligence. Our dependence on western ideas must end in realizing that if we keep on using the measurement of the western world, we are doing great harm to the Filipino people. We must do things in our own way, and do it rightly. It is quite regrettable that many untrained psychologists are like quacks and fortunetellers, whose grounds for scientific objectivity is not grounded on objective measurement, and still persists up to this time. Reynold P. Varela, PhD Associate Professor of Psychometrics and Research, Faculty of Psychology, Adamson University 2

3 Table of Contents A. Reynold s Job Fit Description Benchmark Survey (RJFDBS) B. Reynold s Power Test Intelligence Scale for Adults (RPTISA) 5 C. Reynold s Work Related Motivation and Interest Questionnaire (RWRMIQ) 6 D. Reynold s Work Related Personality Characteristics Questionnaire (RWRPCQ)7 E. Reynold s Work Related Six Scale Questionnaire (RWRSSQ) 8 E.1 General Five Factors Personality Questionnaire (GFFPQ) 8 F. Reynold s Style of Work Frame of Reference Questionnaire (RSWFRQ) 9 G. Varela s Basic Personality Questionnaire (VBPQ) 10 H. Self-Imaging Apparel Apperception Test: Projective Technique (SIAAT) Reynold s Business Critical Thinking Disposition Questionnaire (RBCTDQ) Reynold s of Mental Hygiene Questionnaire for Business (RMHQB) Reynold s Business Attitude Questionnaire (RBATQ) Reynold s General Measure of Emotional Intelligence for Business (RGMEIB) Reynold s Learning Style Inventory (RLSI) Reynold s Abstract Reasoning Test (RART) Dr. Varela s Psychological Assessment System 13 Printing Central Office 0385 Gulod Pinaod, San Ildefonso Bulacan

4 Reynold s Job Fit Description Benchmark Survey (RJFDBS) Purpose The Reynolds Job Fit Description Survey creates customized job requirement criteria that will lead to success in the job position. The Customize Job Fit Benchmark Profile is a standard for comparison and is tailored to the requirements of both the job and the company. The Reynolds Job Fit benchmark outlines the benchmark requirement in green, pinpoints job fit concerns in red, and highlights the percentage of job fit suitability for each candidate. The Reynold s Job Fit Description Survey is made up of 25 items. The items represents the job description minimum requirement and expectation for the job. Behavior based interview questions are generated for areas where the candidate s results do not match the benchmark, enabling a manager to probe areas of weakness and explore red flag areas of concerns and inconsistencies. The primary purpose of the interview is to clarify responses in terms of job related aspects of the applicant s behavior. Asterisk* may appear on the profile to show areas of alarm with regards to the applicant s weaknesses. 4

5 Reynold s Verbal Ability Test (RVAT) This test is primarily designed to measure ability to work with words. It may predict language proficiency in written and oral communication. This essential skill is needed in the preparation of important communication within the organization. This ability is valued by many organizations even in the level of technical personnel and support staff. Numerical Reasoning Test (RNRT) This test is designed to measure the level of mathematical ability from basic arithmetic to higher forms of mathematical reasoning. It is intended to measure general level of mathematical ability, and may predict how a particular candidate can work well with symbols and numerical reasoning. Abstract Reasoning Test (RART) This test is designed to measure spatial ability. It is the ability to recognize relationships and differences in figures and diagrams. It may determine one s level of cognitive functioning either cognitive or neurological deficiency. 5

6 Reynold s Power Test Intelligence Scale for Adults (RPTISA) The Reynold s Power Test Intelligence Scale is not an adaptation of foreign made test. The test claims its authentic intellectual property in a sense that all the items here are originally created by the author. This test is a general measure of intellectual functions covering both linguistic and numerical functions, and their composite makes up overall intellectual functioning. Since this test is a power test, it gives ample time to the examinee to think for their answers. The author believes that intelligence is not about speed. It is about the ability for correct thinking, which includes analytical skills in linguistic and numerical reasoning. Purpose This test is made as a tool for measuring aspects of intelligence dealing with linguistic and numerical nature, and their composite. As a general measure of intellectual functioning, it can be used for screening of applicants, and personal selfunderstanding. Sampling This test was administered to 3,900 respondents ages years of age. The number of males 1600 and the females 2,300 with a minimum educational qualification of at least 2nd year of college education. Majority of the respondents were taken in the national capital region. 6

7 Reynold s Work Related Motivation and Interest Questionnaire(RWRMIQ) Purpose This work motivation and interest inventory is made up of 45 items. It measures motivation and interest in working with people, working with data, and working with things. In the very nature in which this test is conceptualized, the author wants something that really measures what are the motivations and interest of people at work. People are motivated by the nature of work they do or the nature of the job itself. People are motivated to work when they are delegated to the task of doing what they want to do. This motivation and interest inventory is so simple, but it is so honest and powerful in understanding what really motivates people in their work. The central theme of this measure of interest and motivation focuses on the nature of the job itself, and an examination of what will interest a man in doing a particular kind of work. An understanding of interest will keep a man motivated in his work, and can bring satisfactory results in work output. Purpose This inventory can be used for career counseling, screening, promotion, training, and personal self-understanding. Sampling This inventory was given to N= 600 ages 18 to 45 years of age. The age of the respondents were grouped into three 18 to 25, N = 300, 26 to 35, N = 185, and 36-45, N = 115 years of age. There were 275 males, and 325 females. In terms of work engagement, there were 300 representing college students of fourth year standing, and 300 respondents for those who are working. 7

8 Reynold s Work Related Personality Characteristics Questionnaire (RWRPCQ) Purpose This questionnaire measures 26 different construct, which is theoretically based on what are the traits related to work productivity, and harmonious relations between employees and management. Purpose and Use: Organizational Development, Screening and recruitment of applicants. Description: This test is a measure of personality characteristics. It measures the following psychological variables: group oriented vs. Self-sufficiency, dominance vs. Submissiveness, Loyalty vs. Rebellion, Conventionalism vs. innovative, practical vs. Idealism, rigidity vs. change, Commitment vs. Adventurism, Achievement vs. Mediocrity, democratic vs. commanding, untrustworthy vs. trustworthiness, Narrowminded vs. philosophical, Masculinity vs. Femininity, and optimism vs. pessimism. Sampling Norms This test was sampled in the different strategic areas throughout the Philippine Archipelago. This strategic areas are the three major cities of Manila, Cebu, and Davao, Philippines. The manner of choosing respondents was done in random sampling. The demographic profile of the respondents constitute 1876 for Manila, 1235 for Cebu, 1678 for Davao. The age of the respondents ranges from 16 to 45 years of age. There are about 1,224 females, and 652 males for Manila, 932 females, and 746 male for Davao, 825 females, 410 males for Cebu city. Thus, there are three types of norms created from the sample group representing major cities of the Philippines. 8

9 E. Reynold s Work Related Six Scale Questionnaire (RWRSSQ) Purpose This test is an innovative approach in the development of personality test in the Philippines. This test is originally developed patterned in the Big Five Personality- Neo P.I. However, this test is sampled to Filipino Population N= 3,500 adult population ages years of age. This is available in English and Filipino Version. The Reynolds Work Related Six Scales Questionnaires (RWRSSQ) is a measure of six personality factors each consisting of three scales related constructs. This test consists of 120 items answerable by yes or no response category. This test measures the same psychological construct from that of the popular Big Five factors of personality or the OCEAN five. The process of test construction begins through the creation of a universe of item pool of 30 questions based on the definitions of each constructs. 9

10 The 16 Personality Traits Questionnaire (16PTQ) This test is a personality inventory based on Catell s Theory of personality. It measures 16 personality traits and their composite. It is based on Factor analytical studies of related personality traits. (see Manual for Description of 16 personality traits and their composite. The primary goal of this test is demonstrate the different variables that are being measured by the 16 Personality Factors, which is popular measure of personality in the field of work. Varela s Basic Personality Questionnaire (VBPQ) Purpose This personality Questionnaire was designed to measure personality characteristics commonly seen in the psychological report profile of those applying for work overseas. It is available in both English and Filipino version Form A, B, and C for the long version. This can be used as a general measure of personality characteristics. The Varela s Basic Personality Questionnaire is comprised of five factor scales and 19 facets scale. For factor 1, there are five facets scales, for factor 2, there are six facets scales, for factor 3, there are 4 facets scales, for factor 4 there are 3 facets scales, and for factor 5, there is one facets scales. It requires approximately 40 minutes to administer and 20 minutes for the shortened version. The instruction direct respondents to answer on a five point scale whether they strongly disagree, disagree, slightly agree, agree and strongly agree with the statements. It is answerable through paper and pencil format. The Varela s Basic Personality Questionnaire is designed to measure wide factors of personality. It is useful in recruitment pre-employment and prescreening of applicants. Since this test is designed to measure the physical readiness and psychological readiness of potential workers. It can also be used for counseling, clinical, educational and employment settings. 10

11 General Five Factors Personality Questionnaire (GFFPQ) Purpose: This personality inventory is made up of 100 items. It takes a general view of the five factors without splitting it into pieces of related variables. The process in which the test is made is to define in its real sense what each scale represents, and then an attempt is made to create a universe of item pool based on the operational definitions. The operational definition is made upon a meta-analytic study of different researches done with regards to the Big Five model, (Costa, Macrae, 1985). Use: research instrument tool, counseling, and self-understanding Reynold s Business Attitude Questionnaire (RABQ) This test is designed to measure attitude towards work. It measures the essentialcharacteristics which are essential to become an effective employee, and the traits that are predictive of workers productivity (See description in the manual) General Measure of Mental Hygiene (GMMH) This test is designed to demonstrate the psychological variables measured by the Minnesota Multiphasic Personality Inventory. It will introduce students in the most popular clinical inventory for diagnosing emotional and mental disorders. Reynold s General Emotional Intelligence Scale (RGEIS) This test is designed to measure emotional intelligence based on Salovey theory of emotional Intelligence. It will teach students how to create norms, and estimation of reliability. 11

12 H. Self-Imaging Apparel Apperception Test: Projective Technique (SIAAT) Background Clothing signifies who the person is. The kind of clothing an individual person wears tells us or insinuates something about the person. Clothing is the surface of personality. It may be criticized by the saying that, a person is not known by the kind of clothing he wear. But it can be supported by the contrary idea. That a person is known basically by the kind of clothing him or she chooses to wear. Clothing is not a luxury, it is a necessity. Man is naked at birth, and he is trying to conceal his nakedness by clothing himself. It is an innate desire to transcend, and live the life of nobility, and clothing puts us higher than any other form of living organism. Purpose For use in clinical diagnosis, occupational counseling, educational counseling, hiring and selection. 12

13 Reynold s Business Critical Thinking Disposition Questionnaire (RBCTDQ) This test is designed to determine the dispositional traits related to the ability to think critically. There are certain traits, which may be a predisposing factor in the ability to think critically. This test measures the variable, which are essential for critical thinking in business related activities. These dispositional traits related to critical thinking are For Use: Business related hiring, promotion, and selection of employees Reynold s Learning Style Inventory (RLSI) This test is designed to measure the learning style of workers. This is designed for career counseling in which employees may be reassigned in a different job positions based on their self-awareness of their learning style. 13

14 Reynold s Abstract Reasoning Test (RART) 14

15 J. Dr. Varela s Psychological Assessment System (DPAS) Step by Step Assessment Procedure: Step 1: Identify people in the organization who are knowledgeable about the requirement of the job. Step 2: Administer the Reynold s Job Description Benchmark Survey (RJDBS) 15

16 Step 3:Create the Reynolds Customized Job Fit Benchmark Profile based on the result of the RJDBS. Step 4:The benchmark score will be computed in the same manner the suitability score is computed. The suitability score must be at least equal to or higher than the benchmark score. If the candidate suitability score falls lower than the benchmark score, it means he is less suited for the job. (See manual 101) Step 5: Once the customized benchmark profile has been created and the benchmark score has been computed, you are ready now for the administration of the following psychological inventory to all candidates applying for that position. Step 6: Administer the test in the following order: 6.1 Reynold s Power Test Intelligence Scale for Adults (RPTISA) 6.2 Reynold s Work Related Motivation and Interest Questionnaire (RWRMIQ) 6.3 Reynold s Work Related Personality Characteristics Questionnaire (RWRPCQ) 6.4 Reynold s Work Related Six Scales Questionnaire (RWRSSQ) 6.5 Reynold s Style of Work Frame of Reference Questionnaire (RSWFRQ) Step 7: Based on the result of the above questionnaire the suitability score shall be computed. The Suitability Score is generated by the above psychological inventory, and will be compared to the benchmark score. If the candidate suitability score falls lower than the benchmark score, it means he is less suited for the job. (See manual 101, page 3) 16

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