Editing Personality test (section)

===Direct observation reports===
Direct observation involves a second party directly observing and evaluating someone else. The second party observes how the target of the observation behaves in certain situations (e.g., how a child behaves in a schoolyard during recess). The observations can take place in a natural (e.g., a schoolyard) or artificial setting (social psychology laboratory). Direct observation can help identify job applicants (e.g., work samples<ref>{{Cite web |url=http://hr.ucdavis.edu/recruitment/selection/work-samples.html |title=Interview Work Sample |website=Human Resources |publisher=University of California, Davis |access-date=2018-04-08 |archive-url=https://web.archive.org/web/20180409043719/http://hr.ucdavis.edu/recruitment/selection/work-samples.html |archive-date=2018-04-09 |url-status=dead }}</ref>) who are likely to be successful or maternal attachment in young children (e.g., [[Mary Ainsworth]]'s [[strange situation]]). The object of the method is to directly observe ''genuine'' behaviors in the target. A limitation of direct observation is that the target persons may change their behavior because they know that they are being observed.<ref>Schonfeld, I.S., & Mazzola, J.J. (2013). Strengths and limitations of qualitative approaches to research in occupational health psychology. In R. Sinclair, M. Wang, & L. Tetrick (Eds.), ''Research methods in occupational health psychology: State of the art in measurement, design, and data analysis'' (pp. 268-289). New York: Routledge.</ref> A second limitation is that some behavioral traits are more difficult to observe (e.g., sincerity) than others (e.g., sociability). A third limitation is that direct observation is more expensive and time-consuming than a number of other methods (e.g., [[self-report study|self-report]]).<ref name=":0" />