finish the questions under the document Assessment Instrument Overview Activity(4) (1)
xiabuantjngo1
measurement_validity.pptxMeasurement Validity
Unit 6
Measurement Validity Measurement Validity
When using assessment instruments we also should consider
measurement validity.
Measurement validity concerns the simple idea:
Are we measuring what we intend to measure?
This is particularly relevant in two cases:
1. Choosing existing assessment instruments that have been
show to perform validly.
2. Developing assessment instruments that will perform
validly.
Measurement Validity Measurement Validity
Measurement validity is assessed in several
ways. Those of particular interest to assessment
instruments are:
Face Validity
Content Validity
Criterion-Related Validity
Face Validity Measurement Validity
Face validity is the simplest form of measurement
validity to achieve.
It concerns the degree to which the instrument simply
appears (“on the face of it”) to be measuring what it is
supposed to be.
We determine face validity by simply looking at and
examining the actual instrument and the items that
comprise it and/or by having a panel of experts examine
the instrument.
Face Validity Measurement Validity
So, for example, items from a measure used to tap employees perceptions of
how fair their supervisors are appear below.
This particular measure includes items like:
“Your supervisor considers your viewpoint.”
“Your supervisor shows concern for your rights as an employee.”
“Your supervisor deals with you in a truthful manner.”
Just by looking at these items we can determine that they relate to issues of
fairness like having your viewpoint heard, respecting employee rights, and
dealing with employees truthfully.
Thus, we can conclude that the measure appears to have face validity.
Content Validity Measurement Validity
Content validity extends face validity. It concerns the degree to
which the instrument captures the entire domain of content that is
relative to the concept being measured.
That is, it involves determining, sometimes through the use of a
panel of experts who examine the measure, if all aspects of the
concept that should be represented are in fact represented in the
instrument.
Establishing content validity for a measure involves judging the
“representativeness” of the items comprising the instrument
with regard to how well they cover or represent all of the possible
content that they should.
Content Validity Measurement Validity
For example, the Organizational Dissent Scale assesses how employees
express dissent or disagreement about workplace policies and practices to
different audiences.
The scale is multidimensional in that it taps dissent expression along three
dimensions:
articulated dissent expressed to management
latent dissent expressed to coworkers
displaced dissent expressed to nonwork friends and family members
The instrument appears to have content validity as it examines how dissent
gets expressed to different audiences, but with the advent of social media one
could argue that it is missing some representativeness because there is a
growing trend now where people are using social media (websites, blogs,
YouTube) to share their dissent.
Criterion-Related Validity Measurement Validity
Criterion-related validity has to do with the notion that if we are measuring
something well then it should relate as expected to similar concepts.
So, for example, a measure that assesses employee satisfaction should also
show a relationship with measures that assess…
employee loyalty
employee commitment
employee engagement
We would expect all of these to be related to satisfaction and if we collect data
on all of them we would be able to see if the satisfaction assessment
instrument does in fact relate to these other concepts as expected.
