Procedures in employment psychology

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Monograph

Identifikator:: 173623112X

URN:: urn:nbn:de:zbw-retromon-112923

Document type:: Monograph

Author:: Bingham, Walter Van Dyke http://d-nb.info/gnd/123042593; Freyd, Max

Title:: Procedures in employment psychology

Place of publication:: Chicago & New York

Publisher:: Shaw

Year of publication:: 1926

Scope:: XI, 269 S

Digitisation:: 2020

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: XIII. Validation of the measuring instruments

Collection:: Economics Books

XIII VALIDATION OF THE MEASURING IN STRUMENTS Tabulation. Meaning of reliability. Measures of reliability. Correction for attenuation. Meaning of validity. Measures of validity. Group compari- sons. Differentiation of groups by test scores. Differentiation of groups by questionnaire items. THE psychological measurements and records of the sub- jects which the investigator has gathered by means of his tests, questionnaires, and rating scales mean nothing in themselves. The investigator must determine their validity, that is, the relationship between these measurements and the criterion of vocational accomplishment. Once he has found the extent of this relationship, he can show how far such measurements can be of service in selecting men for the vocation. This and the following chapter deal with the statistical methods of comparing measurements of abilities with the criterion of success. They treat of the ways of determining quantitatively how much relationship there is between these variables. Discovery and measurement of relationship between dif- ferent sets of facts is basic in all science. In the biological sciences it is commonly called the establishment of correla- tion. Ordinary experience and common sense reveal many relationships of dependence between one set of facts and another; but it is only when these facts have been reliably measured and a statistical index of relationship between the two series of measures computed, that knowledge of these relationships can be called scientific. Without such scien- tific knowledge of the interdependence of predictive mea- surement of ability and of actual competence on the job, any recommendations regarding the introduction or the abandon- 162

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