The Experts below are selected from a list of 273 Experts worldwide ranked by ideXlab platform
Remis Balaniuk - One of the best experts on this subject based on the ideXlab platform.
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mining high performance managers based on the results of Psychological Tests
International Conference on Knowledge-Based and Intelligent Information and Engineering Systems, 2012Co-Authors: Edilson Ferneda, Hercules Antonio Do Prado, Alexandre Cancian G Sobrinho, Remis BalaniukAbstract:Selecting high performance managers represents a risky task mainly due to the costs involved in a wrong choice. This fact led to the development of many approaches to select the candidates that best fit into the requirements of a certain position. However, defining what are the most important features that condition a good personnel performance is still a problem. In this paper, we discuss an approach, based on data mining techniques, to help managers in this process. We built a classifier, based in the Combinatorial Neural Model (CNM), taking as dependent variable the performance of managers as observed along their careers. As independent variables, we considered the results of wellknown Psychological Tests (MBTI and DISC). The rules generated by CNM enabled the arising of interesting relations between the Psychological profile of managers in their start point in the company and the quality of their work after some years in action. These rules are expected to support the improvement of the selection process by driving the choice of candidates to those with a best prospective. Also, the adequate allocation of people - the right professional in the right place - shall be improved.
Richard W Elwood - One of the best experts on this subject based on the ideXlab platform.
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Psychological Tests and clinical discriminations beginning to address the base rate problem
Clinical Psychology Review, 1993Co-Authors: Richard W ElwoodAbstract:Abstract Psychologists often use Tests to make clinical discriminations. The accuracy of those decisions depends on the discriminant validity of the Tests on which they are based. However, traditional measures of discriminant validity do not reflect the accuracy of individual classifications. Although the effect of base rate on the accuracy of clinical discriminations has long been recognized, base rates have only recently been considered in clinical assessment. A scheme for determining the probabilities of valid test-based discriminations is discussed and related to several commonly used clinical Tests. It is argued that such probabilities must be considered in routine clinical practice, not just in the assessment of very low base rate disorders.
James N Butcher - One of the best experts on this subject based on the ideXlab platform.
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Objective personality assessment of people in diverse cultures: European adaptations of the MMPI-2.
Behaviour Research and Therapy, 2003Co-Authors: James N Butcher, J.j.l. Derksen, Hedwig Sloore, Saulo SirigattiAbstract:This article examines the cross-national application of Psychological Tests and examines the generalizability of objective Psychological assessment instruments. The most widely used and internationally adapted personality instrument, the Minnesota Multiphasic Personality Inventory (MMPI-2), is highlighted to illustrate the adaptation of Psychological Tests across the barriers of language and culture. The problems and limitations of using questionnaire methods were noted and effective strategies for translating, adapting, and standardizing questionnaires in languages and cultures different from their country of origin are reviewed. The history of several European adaptations of the original MMPI and MMPI-2 is surveyed to illustrate the extensive research base for the test in Europe. Applications of the MMPI-2 in clinical and non-clinical (e.g. industrial) settings were noted. Current research is described and recommendations for future research are provided.
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revising Psychological Tests lessons learned from the revision of the mmpi
Psychological Assessment, 2000Co-Authors: James N ButcherAbstract:: Some types of Psychological Tests become dated and require more frequent and more extensive revision than others. Because of the formidable effort that is required in a test revision, the goals and scope of the revision need to be carefully staked out before a revision is undertaken. The revision team needs to develop a generally agreed-upon guiding philosophy for the test revision in the beginning of the project and incorporate broad input into the changes that are likely to be required. Factors important to consider in a test revision are discussed, and the parameters of personality test revision illustrated from the extensive program to revise the Minnesota Multiphasic Personality Inventory (MMPI) are included. Recommendations for gauging acceptance of the revision are suggested along with steps that revisers and publishers might take to make a test revision both more research based and more acceptable to test users.
Edilson Ferneda - One of the best experts on this subject based on the ideXlab platform.
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mining high performance managers based on the results of Psychological Tests
International Conference on Knowledge-Based and Intelligent Information and Engineering Systems, 2012Co-Authors: Edilson Ferneda, Hercules Antonio Do Prado, Alexandre Cancian G Sobrinho, Remis BalaniukAbstract:Selecting high performance managers represents a risky task mainly due to the costs involved in a wrong choice. This fact led to the development of many approaches to select the candidates that best fit into the requirements of a certain position. However, defining what are the most important features that condition a good personnel performance is still a problem. In this paper, we discuss an approach, based on data mining techniques, to help managers in this process. We built a classifier, based in the Combinatorial Neural Model (CNM), taking as dependent variable the performance of managers as observed along their careers. As independent variables, we considered the results of wellknown Psychological Tests (MBTI and DISC). The rules generated by CNM enabled the arising of interesting relations between the Psychological profile of managers in their start point in the company and the quality of their work after some years in action. These rules are expected to support the improvement of the selection process by driving the choice of candidates to those with a best prospective. Also, the adequate allocation of people - the right professional in the right place - shall be improved.
Andreas Nowak - One of the best experts on this subject based on the ideXlab platform.
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Computerized 4-choice reaction time test for the measurement of psychomotor recovery after general anesthesia
Journal of Clinical Monitoring and Computing, 2019Co-Authors: Taras I. Usichenko, Danika Städing, Michael Boesche, Henriette Janner, Thomas Hesse, Dragan Pavlovic, Robert Lehmann, Andreas NowakAbstract:The recovery of patients after general anesthesia is usually estimated by using clinical scores. Since there is a lack of objective methods for assessing psychomotor recovery, the aim of this study was to evaluate three Psychological Tests for this purpose. Patients, scheduled for ambulatory gynecological surgery, underwent 3 standard Psychological Tests before (T1), 15 min after the surgery (T2) and on discharge from the recovery room (T3). The Tests used were Wechsler memory scale ( test 1 , working memory capacity), d2—test ( test 2 , concentration endurance) and computer-based 4-choice-reaction time (4CRT, test 3 , reaction time) as well as Postanesthesia Discharge Scoring System (PADSS). The same test battery was used in healthy female volunteers, all test results were compared at the different time points. In 109 patients, working memory capacity and concentration ( Tests 1 and 2 ) decreased, the reaction time ( test 3 ) was prolonged at T2 in comparison with T1 and T3 (P
