Assessment

Many applied investigators are interested in personality tests (and other measurement devices) because of their worth in assessing individuals. For example, personnel psychologists might be interested in implicit measures because they improve the validity of predictions about job performance. In a related vein, clinicians might be interested in implicit measures because they increase the accuracy of diagnoses. Can we offer advice to such researchers and clinicians concerning the validity of implicit tests? By and large, we are reluctant to do so. At the present, concerns about the reliability and validity of implicit tests are sufficient to discourage people from relying upon them within assessment contexts. Perhaps this situation will be changed in the future. In this connection, it is worth mentioning that reaction time-based measures of personality are just now receiving systematic treatment (Robinson, Vargas, et al., 2003). More basic research will be necessary before we are willing to advise practitioners to incorporate implicit tests into their assessment batteries (see also Banaji, 2001).

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