The kind of validity in which the employer measures the performance of employees on job and correlates the performance rating scores is classified as?
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Most professionally developed pre-employment tests are also well-validated. But what does it mean to say a testing program has validity? Many customers who are new to pre-employment testing imagine that "valid" tests have received some sort of seal of approval verifying that they passed certain standardized qualifications for validity. This is not the case. Instead, establishing a test's validity – the process of test validation – involves gathering different pieces of evidence to provide a scientific basis for interpreting the test scores in a particular way. A pre-employment test has predictive validity if there is a demonstrable relationship between test results and job performance.
Types of Validity Measures
There are a number of different types of validity measures that are used to validate pre-employment tests. The most important types of validity-supporting evidence include construct validity, content validity, and criterion validity.
Construct Validity
A pre-employment test has construct validity if it measures what it is supposed to measure. In other words, construct validity refers to the extent to which a test correlates with a theoretical scientific construct such as general intelligence, mechanical aptitude, or extraversion. For example, a cognitive aptitude test is expected to measure cognitive aptitude, or generalized intelligence. If it fails to accurately measure intelligence, it is ineffective. The process for determining construct validity for an aptitude test might involve comparing the test with other leading measures of cognitive aptitude to see if the two measures are highly correlated.
Content Validity
Content validity measures how well the subject matter of a test relates to the capabilities and skills required by a certain job. Establishing a test's content validity involves demonstrating that test items reflect the knowledge or skills required for a particular position. Ensuring that a pre-employment test has content validity is necessary for affirming that the test follows the rule of job-relatedness. According to the UGESP and the Equal Employment Opportunity Commission (EEOC), pre-employment tests administered to job applicants must be related to the position for which they are administered. For example, administering a sales personality test to a computer programmer does not qualify as job-related if the position does not involve interacting with or selling to potential customers. Establishing content validity protects companies from the unlikely event of a lawsuit by ensuring that tests are used in a legally compliant way.
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Types of Validity Measures
There are a number of different types of validity measures that are used to validate pre-employment tests. The most important types of validity-supporting evidence include construct validity, content validity, and criterion validity.
Construct Validity
A pre-employment test has construct validity if it measures what it is supposed to measure. In other words, construct validity refers to the extent to which a test correlates with a theoretical scientific construct such as general intelligence, mechanical aptitude, or extraversion. For example, a cognitive aptitude test is expected to measure cognitive aptitude, or generalized intelligence. If it fails to accurately measure intelligence, it is ineffective. The process for determining construct validity for an aptitude test might involve comparing the test with other leading measures of cognitive aptitude to see if the two measures are highly correlated.
Content Validity
Content validity measures how well the subject matter of a test relates to the capabilities and skills required by a certain job. Establishing a test's content validity involves demonstrating that test items reflect the knowledge or skills required for a particular position. Ensuring that a pre-employment test has content validity is necessary for affirming that the test follows the rule of job-relatedness. According to the UGESP and the Equal Employment Opportunity Commission (EEOC), pre-employment tests administered to job applicants must be related to the position for which they are administered. For example, administering a sales personality test to a computer programmer does not qualify as job-related if the position does not involve interacting with or selling to potential customers. Establishing content validity protects companies from the unlikely event of a lawsuit by ensuring that tests are used in a legally compliant way.
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