HRS 610 Lecture Notes - Lecture 8: Job Performance, Concurrent Validity, Predictive Validity
2 Sep 2016
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Validity: validity refers to a test"s accuracy. Instead, construct validation entails a systematic accumulation of evidence showing that the test actually measures the construct it was designed to measure: face validity is the simplest way to establish construct validity. Can you think of an example: once a test has been developed, the establishment of content validity relies primarily on the judgment of subject matter experts. If experts agree that test items are an adequate and representative sample of the target domain, then the test is said to have content validity. Criterion-related validity: a test has criterion-related validity when test scores have been found to correlate highly with scores on a criterion. In other words, scores on the test correlate highly with scores on a measure of job performance. Concurrent vs. predictive validity: criterion-related validity is most often either concurrent or predictive. The difference between the two is the time that scores on the test and the criterion are obtained.
