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Reliability and validity selection process
Reliability vs validity which is more important essay
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Psychometric Property Evaluation There are two basic psychometric properties, validity and reliability that have been used to evaluate the quality of scale development. Psychometric testing used to evaluate the quality of instrument (Polit& Beck, 2010). 1. Validity Validity refers to ability of an instrument to measure the test scores appropriately, meaningfully, and usefully (Polit& Beck, 2010). The instrument has been developed to serve three major functions: (1) to represent a specific universe of content, (2) to represent measurement of specific psychological attributes, (3) to represent the establishing of a relationship with a particular criterion. There are three types of validity; each type represents a response to one of three functions …show more content…
Predictive validity refers to the adequacy of an instrument in differentiating between people’s performance on a particular measure if involves the degree to which criterion condition observed at a future time can be predicted (Mishel, 1998, Polit& Beck, 2010). 1.3 Construct Validity: Construct validity refer to how well a measure actually measures the construct it is intended to measure. It is related to the measure capturing the major dimension of the concept under study (Polit& Beck, 2010). The more abstract the concept, the more difficult it is to establish construct validity. Known group validation typically involves demonstrating that some scale can differentiate members of one group from another. The procedures in known group technique consist of an instrument being administered to be high and low on the measured concept. 1.4 face validity is the evaluation which the items in a scale adequately measure the construct. Face validity can be judged after the measure has been developed by potential measurement
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
I believe that I need to have a basic understanding of the definition of validity, and of the four types of validity evidence. As a teacher, I should apply the validity evidence based on test content to major test in my classroom and ask other teachers to review my test for content to ensure that I am accurately testing the content I am trying to promote. As stated in one of my five key points, I believe that the most important thing to remember as an education professional is that there is no such thing as a valid
The term validity expresses the degree to which a given research design actually measures what it sets out to measure, given that the central aim of research design is to establish a relationship between the independent and dependent variables with a high degree of certainty (Bless et al. 2006, p. 93).
The Different Forms of Psychometric Tests Describe the different forms of Psychometric tests commonly used by employers to assist in employee selection and comment on the advantages and disadvantages of their use. Since the beginning of civilization, employers have testing prospective workers in order to select suitable candidates. Original tests would have been a rigidly controlled standardized system of examinations. However in 1883 Galton produced the first psychometric tests to measure intellect, and his developed form of analysis still form the basis of present day psychometrics. An increasing number of employers now use psychometric tests as part of their selection process.
Validity is how well a test or measurement tool measures what it purports to measure. Traditionally validity is conceptualized into three categories content validity, construct validity, and criterion-related validity (Cohen, 2013). Content validity measures the validity based on an evaluation
Research findings are considered reliable if they are consistent over a period of time and they accurately represent the total population under evaluation or study (McMillan, 2016; Golafshani, 2013). Moreover, the findings of a research study are considered reliable if they can be reproduced using similar methodology. In this regard, replication and consistency are the two characteristics that determine the reliability of any given research tool or test. Validity establishes if the research study actually measures what it was initially intended to measure (McMillan, 2016). In this regard, validity of a research is determined by how accurate the measurement tool is in measuring what it was intended to establish. Therefore, the quality of research is determined by its reliability and validity. The validity and reliability of any
Content, criterion and construct validity are the three types of validity that should be considered when determining the validity of an assessment (Frisbie, 2005). Say
The four different methods of measuring validity are content validity, evidence of validity from contrasting groups, evidence of validity from convergence, and evidence of validity from convergence (Grove et al., 2015, p. 289). Content validity is a measurement of how all the elements of a test are relevant and represent the phenomenon being measured. Evidence of validity from contrasting groups examines how well an instrument correlates in the opposite direction in already established groups (Westen & Rosenthal, 2003). Evidence of validity from convergence measures how the results from a relatively new tool compares in a positive relation to the results from an established tool. Lastly, evidence of validity from divergence measures how the results of a relatively new tool compare in a negative relation to the results of an established tool that measures an opposite phenomenon (Grove et al., 2015, p. 291). Validity of an instrument is paramount in determining how the research relates to the concept that is under
Reliability is referring to freedom from unsystematic errors of measurement (Cascio & Aguinis, 2011). Reliability is concerned with the degree of consistency or agreement between two sets of independently derived scores, the correlation coefficient, is particularly an appropriate measure of such agreement (Cascio & Aguinis, 2011). Reliability is used
In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning. This essay is a reflection of my personal experience of psychometric testing. First, I will talk about what the literature comments on in relation to the strengths and weaknesses of psychometric testing. Then, I will assess whether literature reflects
...are the options to verify the dimensionality of the measurement or to verify the model fit. The modification of the model is aided by modification indices (MIs) sometimes in conjunction with parameter estimates statistics. (Lei & Wu, 2007) These indices were examined during evaluation of model fit to get the direction of modification, for example whether freeing or incorporating parameters either between or among unobserved variables is required in obtaining better model fit. Anderson and Gerbing (1988) suggested that under unacceptable but converged and proper solutions, relating or deleting the indicator from the model are the preferred basic ways to respecify the model. Hence, item deletion or adding new path indicator are the best ways to get a more parsimonious model. The measurements models for each construct measure are discussed in the following sections.
...verage. When having test scores as an indication of a school’s competency, everything will be out of place, time oriented into a time slot we do not have the right amount of time for, and students will be peer pressured and possibly embarrassed.
Validity is the most important requirement of all. A test must actually measure what it is intended to measure. (Content validity-the extent to which a test samples the behavior that is of interest and Predictive validity- the success with which a test predicts behavior it is designed to predict)
... dictates also the reliability of the results. Moreover, the skills and competence of the researcher and the research designer also dictate the reliability and validity of the results.
Face validity deals with the problems of whether or not the ideas contained in the test are easily recognizable as dealing with the pertinent dimension of PEROMA as presented in 5 different dimensions. The test was shown to very senior experts from USA and India. Their responses were quite encouraging and very positive. Thus the face validity got