Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

20 Cards in this Set

  • Front
  • Back
Measures of expected performance.
The CONSISTENCY of a measurement.
Split Half Reliability
2 sections of a test. May be even vs. odd. Then correlated to find consistency.
Test-Retest Reliability
Give a test today, then again in X days. Then correlate the 2 scores to find consistency.
Internal Consistency
Typically a measure based on the correlations between different items on the same test (or the same subscale on a larger test)
The degree to which a measurement actually measures what you say it measures.
Ultimate Criterion
What we would like to be able to measure if it were possible to do so.It is a theoretical concept.
Actual Criterion
What you can actually measure.
Criterion Relevance
Portion of actual criterion that overlaps the ultimate criterion. It represents the validity of the actual criterion. Think of 2 circles that cross each other. This is the intersection of the 2 sets.
Criterion Deficiency
Part of the ultimate criterion that we miss when we use the actual criterion or the degree to which we are not measure important aspects of performance. Not in the intersection of UC.
Criterion Contamination
It will contain some part that measures aspects not related to the true measure of success. The part of actual criterion that does not overlap with ultimate criterion.
Random variation
inclination to present or hold a Partial perspective at the expense of (possibly equally valid) alternatives. Bias can come in many forms.
Opportunity Bias
Advantage that provides people with a higher level of performance, irrespective of their own skill level.
Group Characteristic Bias
If something about the group creates higher (or lower) performance, irrespective of an individual's capability.
Bias in Performance Ratings
The portion of the actual criterion which is not correlated with the ultimate criterion but correlated with variables used by raters in the subjective judgements.
Halo Effect
Occurs when a supervisor rates a subordinate on all dimensions of performance on the basis of knowledge of only one dimension.
Knowledge of Predictor Bias
The criterion for success in training could be thought of a predictor of later performance on the job. Knowing the employee's success level in training could influence the ratings.
Content Validity
Refers to the extent to which a measure represents all facets of a given social construct
Relationship between Reliability and Validity
You can have a reliable test that is not valid, but you cannot have a valid test that is not measurable. Reliability is a primary concern because you need it to be valid.