How do psychologists study human behavior

Psychological diagnostics

Psychology students learn how such questions are specified and “translated” into psychological terminology in such a way that they can then be examined in a targeted manner using suitable diagnostic procedures. The next step is to collect the Data evaluated, integrated and interpreted according to theory. The diagnostic process ends with the answer to the question and often also with an intervention or measure proposal, which is presented at the end of a psychological report, for example. For example, in addition to answering the question of which parent a child of divorce should live with, mediation or socio-educational support can be suggested.

Both in research and in psychological practice, data from several diagnostic tests are usually used swell recorded and taken into account in order to be able to clarify and process questions as well as possible: For example, when it comes to filling an important position in a company, Assessment center carried out in which applicants with several diagnostic procedures are assessed by several assessors on several characteristics with regard to their suitability for the vacant position. If a mental disorder is to be diagnosed, it is not enough to simply focus on that Results of a questionnaire to leave; further data, e.g. from Interviews, behavioral observations, the previous history and possibly available medical reports must be taken into account.

What do you need what you have learned later in your day-to-day work?

Since empirical data must be collected for every psychological question, psychological diagnostics is a cross-sectional discipline that is needed in every (psychological) professional field.

The so-called GIGO principle (Garbage In, Garbage Out):
If the diagnosed empirical data, which is the central starting point for clarifying psychological questions, is already “crap”, then there is a high probability that “crap” will come out in the end.

If, for example, we make poor diagnostics in personnel selection and recommend an unsuitable person for a central position in a company, then the lack of a match between the requirements of the position and the person's abilities can lead to wrong decisions and, as a result, to considerable financial losses for the Companies and lead to self-esteem impairment for the wrongly placed person. If, on the other hand, it is possible to find the right woman or the right man for an important professional position with scientifically sound psychological diagnostics, then this will bring considerable advantages both for the company and for the person placed.

For the above and many other questions, personality traits, e.g. intelligence, social skills and conscientiousness, must also be taken into account, which requires up-to-date and well-founded construct knowledge. With the help of psychological diagnostics, it is possible to find the right form of learning or school for pupils, the right therapy for stressed people and the right job or the most suitable employees for employees and employers. Psychological diagnostics play a key role in ensuring that the right decisions are made in a fair manner, e.g. the decision on who is allowed to study, which witnesses are considered credible in court and who should better not get a driving license.

What are the current hot topics in the subject? What is currently being researched?