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Psychometric, Reliability , Validity - Terms and Summary | PSYC 3508, Study notes of Industrial and organizational psychology

University of Memphis (U of M)Industrial and organizational psychology

CH 4 terms, notes, and ch summary Material Type: Notes; Class: Indust/Organizatnl Psyc; Subject: PSYC Psychology; University: University of Memphis; Term: Fall 2010;

Typology: Study notes

Pre 2010

Uploaded on 12/09/2010

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Chapter 4 Terms:
Psychometric: literally, the measurement (“metric”) of properties of the mind (from the Greek
word “psyche”). The standard used to measure the quality of psychological assessments.
-In psychology we judge the goodness of out measuring devices by two psychometric criteria:
reliability and validity. If a predictor is NOT BOTH reliable and valid, it is useless.
Reliability: a standard for evaluating tests that refers to the consistency, stability, or equivalence
of test scores. Often contrasted with validity.
Test-retest reliability: a type of reliability that reveals the stability of test scores upon repeated
applications of the test.
-The simplest assessment of a measuring device’s reliability. We measure something at two
different times and compare the scores.
-We can give an intelligence test to the same group of people at two different times and then
correlate the two sets of scores. This correlation is called a coefficient of stability because it
reflects the stability of the test over time.
-If the test is reliable, those who scored high the first time will also score high the second time,
and vice versa. If the test is unreliable, the scores will bounce around in such a way that there is
no similarity in individuals’ scores between the two trials.
-A test is reliable when the coefficients are higher, around .70.
Equivalent-form reliability: a type of reliability that reveals the equivalence of test scores
between two versions or forms of the test.
-A psychologist develops two forms of a test to measure the same attributes and gives both forms
to the same group of people. Then the psychologist correlates the two scores for each person.
The resulting correlation is called a coefficient of equivalence- it reflects the extent to which the
two forms are equivalent measures of the same concept.
-Least popular because it is challenging to come up with one good test, let alone two.
Internal-consistency reliability: a type of reliability that reveals the homogeneity of the items
comprising a test.
-Two types of internal-consistency reliability are typically computed: 1 split-half reliability & 2
Cronbach’s alpha or Kufer-Richardson 20 (KR20)
Inter-rater reliability: a type of reliability that reveals the degree of agreement among the
assessments of two or more raters.
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Chapter 4 Terms: Psychometric: literally, the measurement (“metric”) of properties of the mind (from the Greek word “psyche”). The standard used to measure the quality of psychological assessments. -In psychology we judge the goodness of out measuring devices by two psychometric criteria: reliability and validity. If a predictor is NOT BOTH reliable and valid, it is useless. Reliability: a standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores. Often contrasted with validity. Test-retest reliability: a type of reliability that reveals the stability of test scores upon repeated applications of the test. -The simplest assessment of a measuring device’s reliability. We measure something at two different times and compare the scores. -We can give an intelligence test to the same group of people at two different times and then correlate the two sets of scores. This correlation is called a coefficient of stability because it reflects the stability of the test over time.

  • If the test is reliable, those who scored high the first time will also score high the second time, and vice versa. If the test is unreliable, the scores will bounce around in such a way that there is no similarity in individuals’ scores between the two trials. -A test is reliable when the coefficients are higher, around .70. Equivalent-form reliability: a type of reliability that reveals the equivalence of test scores between two versions or forms of the test. -A psychologist develops two forms of a test to measure the same attributes and gives both forms to the same group of people. Then the psychologist correlates the two scores for each person. The resulting correlation is called a coefficient of equivalence - it reflects the extent to which the two forms are equivalent measures of the same concept.
  • Least popular because it is challenging to come up with one good test, let alone two. Internal-consistency reliability: a type of reliability that reveals the homogeneity of the items comprising a test.
  • Two types of internal-consistency reliability are typically computed: 1 split-half reliability & 2 Cronbach’s alpha or Kufer-Richardson 20 (KR20) Inter-rater reliability: a type of reliability that reveals the degree of agreement among the assessments of two or more raters.

-Also called conspect reliability. Validity: a standard for evaluating tests that refers to the accuracy of appropriateness of drawing inferences from test scores. Often contrasted with reliability. Construct Validity: the degree to which a test is an accurate and faithful measure of the construct it purports to measure. -A construct is a theoretical concept we propose to explain aspects of behavior. Examples of constructs in IO psychology are intelligence, motivation, mechanical comprehension, and leadership. Criterion-related validity: the degree to which a test forecasts or is statistically related to a criterion. -How much a predictor relates to a criterion.

  • The two major kinds of criterion-related validity: concurrent and predictive
  • Concurrent validity is used to diagnose the existing status of some criterion. Predictive validity is used to forecast future status. Validity coefficient: a statistical index (often expressed as a correlation coefficient) that reveals the degree of association between two variables. Often used in the context of prediction. Content validity: the degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure. -A predictor covers a representative sample of the behavior being assessed. Face validity: the appearance that items in a test are appropriate for the intended use of a test by the individuals who take the test. -Based on people’s judgments. Inventory: method of assessment in which the responses to questions are recorded and interpreted but are not evaluated in terms of their correctness, as in a vocational interest inventory. -In a test the answers are either right or wrong, but in an inventory there are no right or wrong answers. Speed test: a type of test that has a precise time limit; a person’s score on the test is the number of items attempted in the time period. Often contrasted with a power test.

g: the symbol for “general mental ability,” which has been found to be predictive of success in most jobs. -By assessing “g”, we gain an understanding of a person’s general level of intellectual capacity. Big 5 personality theory: a theory that defines personality in terms of five major factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. Also called the “Five Factor” theory of personality. -Neuroticism: person’s characteristic level of stability versus instability -Extraversion: tendency to be sociable, assertive, active, talkative, energetic, and outgoing -Openness to experience: the disposition to be curious, imaginative, and unconventional -Agreeableness: the disposition to be cooperative, helpful, and easy to get along with -Conscientiousness: the disposition to be purposeful, determined, organized, and controlled Conditional reasoning test: a type of personality test that appears to be measuring reasoning. Integrity test: a type of test that purports to assess a candidate’s honesty or character. -Designed to identify job applicants who will not steal from their employer or otherwise engage in counterproductive behavior on the job. Situational judgment test: a type of test that describes a problem to the test taker and requires the test taker to rate various possible solutions in terms of their feasibility or applicability. Computerized adaptive testing (CAT): a form of assessment using a computer in which the questions have been precalibrated in terms of difficulty. And the examinee’s response (i.e. right or wrong) to one question determines the selection of the next question. Unstructured interview: a format for the job interview in which the questions are different across all candidates. Often contrasted with the structured interview. Structured interview: a format for the job interview in which the questions are consistent across all candidates. Often contrasted with the unstructured interview. Situational interview: a type of job interview in which candidates are presented with a problem and asked how they would respond to it. Assessment center: a technique for assessing job candidates in a specific location using a series of structured, group-oriented exercises that are evaluated by raters. -Standardized series of activities that provide a basis for judgments or predictions of human behaviors believed or known to be relevant to work performed in an organizational setting.

Work samples: a type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job. -Classified work samples as “high-fidelity” simulations, where fidelity refers to the level of realism in the assessment. -A literal description of a work sample is that the candidate is asked to perform a representative sample of the work done on the job, such as using a word processor. Situational exercise: a method of assessment in which examinees are presented with a problem and asked how they would respond to it. -Roughly white-collar counterpart of work samples- they are used mainly to select people for managerial and professional jobs. -Referred to them as “low-fidelity simulations” because they present applicants with only a description of the work problem and require them to describe how they would deal with it. Biographical information: a method of assessing individuals in which information pertaining to past activities, interests, and behaviors in their lives is considered. -Assesses constructs that shape our behavior, such as sociability and ambition. -These constructs are predictive of future job performance, through biographical information we assess previous life experiences that were manifestations of these constructs. Drug testing: a method of assessment typically based on an analysis of urine that is used to detect illicit drug use by the candidate. -Popular term for efforts to detect substance abuse , the use of illegal drugs and the improper use and illegal use of prescription and over-the-counter medications, alcohol, and other compounds. Polygraph: an instrument that assesses responses of an individual’s central nervous system (heart rate, breathing, perspiration) that supposedly indicate giving false responses to questions. Graphology: a method of assessment in which characteristics of a person’s handwriting are evaluated and interpreted. Emotional intelligence: a construct that reflects a person’s capacity to manage emotional responses in social situations. -It is proposed that individuals differ in how they deal with their emotions, and those who effectively manage their emotions are said to be “emotionally intelligent:. Chapter Summary: