psychology

PART 1

Read the attached powerpoint slides and Answer the following questions. Minimum 300 words, must have in-text citation and references in APA format

Why is it important to consider the types of attribute(s) a test is attempting to measure when deciding on what the best evidence of validity for the test might be?

Choose one assessment instrument and evaluate how you think it demonstrated evidence of validity based on test content. You can choose one you have taken, one we have discussed or just one that interests you!  You may want to explore the different assessments via the Mental Measurements Yearbook site. (https://marketplace.unl.edu/buros/test-reviews/categories)

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

It is important to consider the attributes of content reliability when a test is attempting to measure evidence of validity because it shows evidence that supports the results that are provided from a test. The types of attributes we are looking at here are content and abstract. in addition to showing evidence that supports the results, the attributes involved need to align with the type of test to provide accurate support. In addition to this, Miller says, "Developing different types of evidence of validity help determine whether a test measures what it says it measures or predicts what it says it predicts" (Miller, et al., pg.165, 2019). There are also multiple things we want to look at when looking at validity, like; the test content, relationships with other variables, response process, internal structure, and the consequences of testing. As for choosing an assessment to look into and evaluate, I wanted to take a deeper look at employment interviews. Miller, et al., says, "An employment interview shows evidence of validity based on content when it contains questions directly associated with the knowledge, skills, or abilities needed to successfully perform a job" (Miller, et al., pg.168, 2019). A real-life example of this was when I was interviewing for a job with 24-hour fitness, 24 Hour Fitness asked (still does) a lot of behavior-based questions in their interviews, but one question that always stood out to me was one that related to abilities needed to succeed as a front desk representative. Essentially, they asked me if I got put in a situation where I was the only one working the front desk and a member walks in with a red screen while the phone is ringing, someone needs to be rung up at the register, and there is a spill upstairs, what would I do? Looking back, this question embodies the idea of evidence of validity based on content through an employment interview. Everything they asked me was an exact situation that I got into multiple times while working at the club, it demonstrated my ability to multitask, my ability to work under pressure, my problem-solving skills, and is directly related to being successful there.

Reference:

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

Response 2

When considering the types of attributes that a test might measure, there are two different types that the chapter discussed. There are concrete attributes, which are things that can be clearly described and measured. The other type of attribute is an abstract attribute, which is one that is harder to define because there is still some debate on what the actual answer is- an example would be “What does it mean to be intelligent?” (Miller & Lovler, 2020, pp. 166). This is important to consider when choosing which evidence of validity would be best because it would be easier to validate concrete attributes, as they are definable and measurable, whereas abstract attributes require a little more critical thinking. Each answer or behavior of an abstract attribute must be carefully observed and defined to understand how to apply it to validity information.

  Through my old job as medic in the military, I had to requalify on my EMT exam every other year in order to continue working on an ambulance. So every other year we would get an exam that had questions related to medication dosages, scope of practice limitations, situational evaluations, etc. The test was measuring concrete attributes with the testing universe being the entire book of EMT protocols. When the test was graded and returned, whether correct or incorrect had the page number of the protocol book where the information was found provided. So I believe that this test had a high validity. In addition to the test, we also had to demonstrate our skills. In this exam, we walked into a room and encountered a fake emergency scenario that the student would have to perform their skills correctly to pass. In these exams, there were always 2-3 judges observing, and there were sometimes disputes about how the student performed. Although this test was testing concrete attributes, a definable measurement of the student’s knowledge, there were some abstract elements to it such as how they applied all of their knowledge. I would say that the validity of this test was also high because there was always more than one judge to evaluate and discuss how the student performed, then teach the student about what the discussion was about. Reference Miller, L. & Lovler, R. (2019). Foundations of Psychological Testing: A Practical Approach (6th ed.) Thousand Oaks, CA: Sage Publications.