PSY 440 Chapter Notes - Chapter 7.1: Content Validity, Job Performance, Predictive Validity
Document Summary
Personnel selection: strategic issues in the deployment of selection systems. Focused on increasing the number of job applicants. As well as their quality and fit with the job openings and organizational culture. Must also meet legal and ethical obligations in regards to diversity. The degree to which a selection procedure has been developed to sample the job. Relies on evidence that the predictor actually does sample the job. The degree to which a test appears to be job-related to an applicant. Showing that a test has an expected pattern of relationships with other measures. And in the case of selection, that it measures a construct needed for the job. Shows a statistical relationship between a test and a criterion measure of job performance. Demonstrates the magnitude of the relationship between the test and job performance. A way of showing criterion-related validity where a test is given to a group of applicants and then later correlated with their future job performance.
