Psychology 2061A/B Lecture Notes - Lecture 3: Job Analysis, Concurrent Validity, Job Performance

• School: Western University
• Department: Psychology
• Course: Psychology 2061A/B
• Professor: Tara Lee

Document Summary

The extent that a measure actually examines what it"s supposed to measure. Measures of constructs that theoretically should be related to each other are observed to be related in the predicted direction. Measures of constructs that theoretically should not be related to each other are, in fact, not related. Content validity: the degree to which a test is a representative sample of the behaviour or knowledge being assessed. Face validity: participant"s perception that the test items reflect the purpose of the test. Criterion-related validity: the correlation of test being validated with some important outcome measure. Job analysis (ja) is the process of collecting information about jobs by any method for any purpose. Ideally, ja methods are formal and structured processes that produce consistent results. Ja breaks jobs down into their constituent parts and is used to assess fit between people and jobs. Known as the cornerstone of i/o psychology. Job tasks (specific actions that must do)