​Çonstruct validity essentially tries to indicate whether we are actually measuring what we aim to measure. Construct validity is “the degree to which a test measures what it claims, or purports, to be measuring.”

For example does an IQ test really determine intelligence or some other skill? It is used in the selection process as it is important to know whether the measures used during the process truly reflect job performance. 

The term construct indicates psychological traits tested in the selection process such as leadership, mechanical ability, intelligence and so on. These traits are listed under the job specifications section of the job design.

Construct validity is determined by a strong statistical correlation between the job measure and the selection procedure.

 

As per psychologist Messick’s Unified Theory of Construct Validity, we have to examine six aspects that measure the quality of a test’s construct validity:

Consequential

Content

Substantive

Structural

External

Generalizability.


Hope you all had a Great 2016. Wishing you all great Success in 2017.

You can View all HR Words from Below Link.




https://sourcingspider.wordpress.com/category/hr-word-of-the-day/

Thanks

Manish Pipalwa.


Posted on 0 By sourcingspider HR Word of The Day Posted in HR Word of The Day

sourcingspider

Myself Manish Pipalwa, an HR Professional with with more than 9+ years of Experience in Recruitment & Sourcing.
Currently employed with Eaton Corporation as Talent Acquisition Consultant- Supporting Hiring for 2 Major Business Units Relating to Finance & Supply Chain Domin.
Prior to Eaton, was associated with Mphasis as Assistant Manager- Talent Acquisition.
My Interest are Networking , Travelling and in Social Media

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