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Issues in Measurement

Issues in Measurement. Measurement. Job Analysis. Information. Individual KSAOs Motivation. Job Requirements Rewards. The Match. Performance, Satisfaction, Retention. Job Rewards & Requirements. Factors to be Measured -- KSAOs. Education Experience Availability Physical Ability

amaya-goodwin
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Issues in Measurement

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  1. Issues in Measurement

  2. Measurement Job Analysis Information Individual KSAOs Motivation Job Requirements Rewards The Match Performance, Satisfaction, Retention

  3. Job Rewards & Requirements Factors to be Measured -- KSAOs Education Experience Availability Physical Ability Psychomotor Ability Sensory/Perceptual Ability Foundation Skills Cognitive Ability Personality Attitudes Behaviors Character

  4. Why does measurement get tangled up with statistics? • Court Cases • Demonstrate Job Relatedness • selection device actually captures KSAO with a proven relationship to successful job performance • Quantitative Evidence • Codified -- Uniform Guidelines on Employee Selection Procedures

  5. Aside from the standpoint of a legal defense, is there any other reason you would prefer to have selection devices that actually measure KSAOs with a proven relationship to successful job performance?

  6. Getting Started with Statistics • Dependent variables (y) • e.g. freshman gpa • Independent variables (x) • e.g. SAT scores • Correlation Coefficient (rxy)

  7. Translation into Staffing Terms • Criterion Measures (y) • e.g. performance outcome measures • e.g. freshman gpa • Predictors (x) • e.g. selection tests • e.g. sat scores • Validity Coefficient (rxy)

  8. Evaluation of Measures All measures are not created equal.

  9. Reliability • Consistent & Stable • If I score high on a measure today, I should attain a comparable score at a later time. • If you are more skilled than I am, your score should be commensurately higher than mine.

  10. Reliability -- continued • Tests: • Test/Retest • Parallel Forms • Split-Halves • Internal Consistency • Spearman Brown Correction Formula (rf= 2rsh/1+rsh) • Cronbach’s Coefficient Alpha • Inter-Rater • Standard Error of Measurement

  11. Validity • The degree to which inferences made from predictor scores (selection procedures) are correct and accurate. • Can be thought of in two ways: • Does test measure what it claims to? • Does honesty test really capture that trait? • accuracy of measurement • Does test measure factor which has a strong relationship to performance? • Is honesty a good predictor of performance? • accuracy of prediction

  12. Validity -- continued • Types: • Face • Criterion-related • concurrent • predictive • Content • Construct

  13. Concurrent Validation Design Time Period 1 Current Employees Current Employees Obtain PREDICTOR scores Obtain CRITERION scores rxy

  14. Predictive Validation Design Time Period 1 Hire Time Period 2 Job Applicants Current Employees Obtain PREDICTOR scores Obtain CRITERION scores rxy

  15. Content Validation Job Analysis Define employee effectiveness Infer relevant ability & motivation Predictor Measures Choose/develop selection techniques

  16. What is the relationship between reliability and validity?

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