VALIDITY OF
PSYCHOLOGICAL TEST
Sujata Bhat 100
Snehal Jadhav 107
Nitisha Parkhi 113
Snehal Patil 114
JUSTIFICATION
Eg: Lie detector test
Easier to get information
Information is more scientifically consistent
Hard to get away lying
VALIDITY
In psychological and educational testing, “Validity refers
to the degree to which evidence and theory support the
interpretations of test scores entailed by proposed uses of
tests
VALIDITY
“Did the test we created really measure what we hoped it
would measure?”
A valid test is assumed to be a
reliable test:
1. The test consistently obtains same score on same
individual
2. An unreliable test cannot be valid, but just because the
test is reliable does not mean it is valid
SOURCES OF INVALIDITY
Unreliability
Response sets(Bias towards answering in a particular
way)
1. Acquiescence
2. Social desirability
3. Faking bad
Bias
1. Cultural
2. Gender
3. Test (measurement,prediction)
TYPES OF VALIDITY
Face validity
Content validity
Construct validity
Criterion validity
Predictive validity
Validity = does the test fulfil its purpose
Face Validity:
It simply means the validity at face value. As a check on face
validity, test/survey items are sent to teachers to obtain
suggestions for modification.
Content Validity:
Does the content we have selected appropriately represent
our construct (top level domain)?
Construct Validity:
Is there really such a concept as what we created as a
construct?
(e.g. Does “reading ability” really exist?)
Criterion Validity:
Does our test adequately link the content to the construct?
Is the test a good measure of the construct?
PREDICTIVE VALIDITY
Sometimes called criterion validity.
Occurs when the employer hires people for a job based
on normal hiring procedures and at the same time has
them complete the pre-employment test.
Job Benchmark Standards are thus established through
the Predictive approach
RESPONSE PROCESS VALIDITY
When a person takes a test, the person goes through
mental processes so as to provide an answer.
The test maker assumes that the person's processes reflect
what the test is trying to measure.
For example:
If the test is measuring ability at mathematical problem
solving, then the individual's mental processes should
reflect problem solving rather than, say, remembering an
answer that they already had memorized.
HOW VALID IS THE VALIDITY?
Not really that comprehensible unless you have a good
solid background.
The fact that a personality test is backed by validity
studies means very little in itself.
Some of the validation techniques are very weak and they
do not guarantee accuracy.
Validation is not a stamp of approval by any governmental
agency but rather a study undertaken and directed by test
publishers.
Were the procedures used in validation consistent with
generally accepted professional standards?
Were the procedures used in validation consistent with
generally accepted professional standards.
Just because a testing instrument was written by
someone with a PhD, does not necessarily mean that the
instrument was professionally developed.
The results are often misleading.
SOME WAYS TO IMPROVE VALIDITY
Make sure your goals and objectives are clearly defined and
operationalized. Expectations of employees should be written
down.
Match your assessment measure to your goals and objectives.
Additionally, have the test reviewed by experts from different
domains to obtain feedback from an outside party who is less
invested in the instrument.
Get employees involved; have the employees look over the
assessment for troublesome wording, or other difficulties.
If possible, compare your measure with other measures, or
data that may be available.
Myths of psychological testing for candidate
selection
Business executives who choose not to use pre-employment
psychological testing in their hiring processes cite a number of
reasons for their decisions. Unfortunately, four of the most
common objections we hear are based on myth instead of
reality.
These myths are :
We'll be sued
It costs too much
It takes too much time
It doesn't work
CONCLUSION
With recent events placing a renewed emphasis on
security and corporate ethics and values, it's more
important than ever to use all available resources to screen
potential employees.
Companies are now realizing that the time and money
spent on a properly conducted pre-employment screening
program can help ensure a safe, secure and productive
workplace, while expediting their selection process.
If 40 percent of the Fortune 100 companies utilize some
form of psychological testing for pre-employment
screening, there must be some evidence it works otherwise
they wouldn't spend the money.
Thank you
