how reliability affects validity assignment

how reliability affects validity assignment

Instructions/Descriptions

how reliability affects validity assignment

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PART 1

Read the attached documents and Answer the following questions. Minimum 300 words, must have in-text citation and MUST HAVE CITATION FROM THE ATTACHED CHAPTER , references in APA format

8.1  Criterion-based Validity

Validity is essential for the creation of a good assessment and we have been discussing the importance of this concept in depth for the past three weeks.  For our final week of discussion on validity, please address the following questions/scenario:

• How would you explain, in your own words, how reliability affects validity?
•  What do you think the impact would be on the results of a predictive validity study conducted in an organization if an unexpected layoff of personnel occurred before the study was completed?
•  Be sure to back your assertions and responses with scholarly sources in your discussion.

PART 2

Need responses for following discussion posts – minimum 150 words for each response and must have in-text citation and reference in APA format

Response 1

How would you explain, in your own words, how reliability affects validity? Reliability is related to how consistent a test is in measuring something, while validity refers to what the measurements obtained during the test are used to determine (Miller & Lovler, 2020). Reliability affects validity because it is essential for validity. In order to establish a test’s validity, it must be established as reliable. For example, if I am given an addition test, assuming all of the problems on the test are simple addition, it is reliable because all of the questions are consistent. If my score on this test is used to affect my grade in math class, then it is also valid. But if my teacher uses my score on my addition test to assess and make inferences about my spelling capabilities, that would then make the test reliable but invalid. What do you think the impact would be on the results of a predictive validity study conducted in an organization if an unexpected layoff of personnel occurred before the study was completed? Part of this week’s reading in the textbook was about methods for providing evidence of validity. In this section, the authors discuss predictive validity, which uses a predictor test and a behavioral measurement for criterion a few months after the initial test (Miller & Lovler, 2020). If there were personnel layoffs before the study could be completed, there would be no way for the researchers to assess that second behavioral criterion measurement, as the employees would no longer be working there. The researchers would need to begin their study over again with a new group of individuals.

References

Miller, L. A., & Lovler, R. L. (2020). In Foundations of psychological testing: A practical approach (6th ed., pp. 54–84). SAGE.

Response 2

Reliability and validity are not the same, however tests should be both reliable and valid if they are to be used for specific purposes. Reliability is required for a test to be valid (Thompson, 2013). Reliability refers to whether a test or measure of a construct produces consistent results every time (Bhattacherjee, n.d.). If I take the same MBTI several times consecutively to determine my personality type, and I am getting the same results every single time, which would be INFP, at face value, I could argue that the results are reliable. (This isn’t particularly the case, but I am just using it as an example of what reliability is.) Although validity refers to whether a test or scale correctly measures the construct- thing or idea-that it is intended to measure (Bhattacherjee, n.d.). For instance, does the MBTI truly measure personality type and/or all the criterion of personality types? Are the criterion used reliable: do they represent the events they are intended to measure (Miller & Lovler, 2020)? Validity may be harder to determine because “constructs”, or criteria, may be subjective or consist of different types of concepts such as in a personality test like MBTI in which there are different functions which consist of the various combinations of personality types. Thompson (2013) proposes that we ask if it is reasonable to use test scores for a particular purpose and if the inferences we are making are valid. For instance, can we say that certain personality types would be more successful at particular jobs? Would this be a valid use of the MBTI? He further states that validity has many aspects to it depending on the intended use and inferences being made from test scores (Thompson, 2013). Now if we can correlate MBTI test results with job ratings from supervisors- which hasn’t been done to my knowledge- and there is a strong correlation between personality types and supervisor ratings of job performance (hypothetically), we can say the validity coefficient is high. As Miller and Lovler (2020) assert, the validity coefficient will be reduced if unreliable measured criterion are correlated with test scores that have random errors, which are inevitable since test scores always have random errors.

If a layoff was conducted before the study was completed, the impact on the results of a predictive validity study would be that the study would be further restricted. Test scores of hired employees are already most likely limited to high performers, according to Miller and Lovler (2020). As a result of the layoff, the limitation of correlating test scores of hired employees to their job performance ratings would lessen the group sample even further.

References Bhattacherjee, A. (n.d.). Chapter 7 Scale reliability and validity. Lumenlearning. https://courses.lumenlearning.com/suny-hccc-research-methods/chapter/chapter-7-scale-reliability-and-validity/ Miller, L., & Lovler, R. (2020). Foundations of psychological testing: A practical approach (6th Edition). Sage. Thompson, N. A. (2013, September). Reliability & validity. Assess. https://www.assess.com/docs/Test-reliability-and-validity.pdf

how reliability affects validity assignment

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