Hrs - Validity(5)

Front 1

Validity

Back 1

The degree to which we can make inferences based on scores on selection measures. Shows how well a predictor(such as a test) is related to important job performance criteria

Front 2

Validation

Back 2

Focus on the collection and evaluation of information to determine whether the worker characteristics thought to be important are, in fact, related to successful job performance.

Front 3

Validation Study

Back 3

Provides the evidence for determining the inferences that can be made from scores on a selection measure.

Front 4

Content Validity

Back 4

show when the content(items, questions, etc.) of a selection measure representatively samples the content of the job for which the measure will be used. Involves construction of a new measure. Emphasizes the role of expert judgment in determining the validity of a measure.

Front 5

Job Content Validity

Back 5

Job behaviors and KSAs necessary for effective job performance.Process of inferring the validity of a predictor for a particular component of job performance. Jobs with same work component in common, the KSAs req. for performing that component are the same across jobs. A predicitor's validity for KSAs req for performing a work component is consistent across jobs.

Front 6

Face Validity

Back 6

The appearance of whether a measure is measuring what it intended.

Front 7

Criterion-related validity

Back 7

Involves the validation of an existing measure. Relies on statistical methods to determine the validity of a measure NOT USE WHEN: Job is in a period of change or transition. A relevant and reliable criterion is lacking.(new job). A large representative sample of whom predictor and criterion data can be collected is lacking. (need at least a few hundred)

Front 8

Concurrent validity

Back 8

Predictor and criterion are obtained from current employees at one point in time. Predictor and criterion data are statistically correlated. Quickly gain info on test. Job experience may affect scores on predictor or criterion. Range restriction(does not include those that were not hired). Why would employees what to do this? More experience prob. effects perf. (becomes extraneous third variable) Effects magnitude & validity of measure.

Front 9

Predictive Validity

Back 9

predictor criterion data are obtained from job applicants over time. predictor & criterion data are statistically correlated. Job experience not an issue. Range restriction not have issue ;results generalizable to new applicants. Time interval between data collections can be too long.

Front 10

Construct Validity

Back 10

A research process involving the collection of evidence used to test hypothesis about relationship between measures and their constructs.

Front 11

Validity coefficients - Factors that Affect them

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Reliability of Criterion & predictor. Restriction of Range. Violation of statistical assumptions. Criterion contamination. Low reliability of criterion or predictor will affect validity. Range is smal. Regression assumption - linear relationship between predictor and criterion. Not linear? Violating assumptions. Magnitude of validity coefficient is affected by third variables.

Front 12

Coefficient of determination

Back 12

Coefficient of Determination(r2) The percentage of variance in the criterion what can be explained by variance associated with the predictor.

Front 13

Expectancy tables

Back 13

Table of numbers that shows the probability that a person with a particular predictor score will achieve a defined level of success.

Front 14

Linear regression

Back 14

Determines how changes in criterion scores are related to changes in predictor scores.

Front 15

Simple regression

Back 15

One predictor linear regression.