Chapter 6 Flashcards
What is content validity?
How representative the test is of the measured concept
What does criterion-related validity examine?
What are two types.
2pts
Examines how much a score is associated with a behavior/criterion
- predictive or concurrent
What does construct validity examine?
What are two types.
2pts
Examines the conceptual framework (does it measure the right construct)
- Convergent and discriminant
Are attributes that can be clearly described in terms of observable and measurable behaviors.
Concrete attributes
Are those that are more difficult to describe in terms of behaviors because people may disagree on what these behaviors represent
Abstract attributes
A process that identifies the knowledge, skills, abilities, and other characteristics required to perform a BLANK job.
What is this and fill in the blank.
- Blank: Specific job
- Job analysis
Is a procedure that identifies the knowledge, skills, abilities, and other characteristics most critical for success on BLANK or all of the BLANK in an organization. Applicable to BLANK job.
What is this and fill in the blank.
- Blanks: some, jobs, different
-Competency modeling
What question does face validity answer?
Answers the question “Does it appear to the test taker that the questions on the test are related to the purpose for which the test is being given?”
What are methods for assessing content validity?
5pts
- Expert judgement
- Focus group (gather feedback from target groups to ensure test content algins with their experiences and knowledge)
- Content validity index
- Item Analysis
- Face validity
BLANK validity is never an acceptable means of demonstrating evidence of the validity of a test.
face
What are challenges and limitations of content validity?
5pts
- Subjectivity in judgment
- Comprehensive coverage
- Cultural and contextual bias
- Balancing breadth and depth
- Dynamic nature of constructs (adapting to changes of constructs over time)
Does the test relate to a criterion right now? Like, does a current employee’s test score match their current job performance?
What type of validity is this?
Concurrent validity
Does the test predict a criterion in the future? Like, do applicants’ test scores predict their job performance after they’re hired?
What type of validity is this?
Predictive validity
Does the test correlate with other measures of the same or similar construct? If you have two tests claiming to measure anxiety, do they show similar results for the same people? High agreement = good BLANK validity.
Convergent validity
- Does it relate to what it should
Does the test not correlate with measures of different constructs? If your test measures anxiety, it shouldn’t be strongly related to a test of, say, mathematical ability. Low or no agreement = good BLANK validity.
Discriminant validity
- Does it not relate to what it shouldn’t
