...complex. There are nine basic steps which need to be followed: 1.THE PLANNING PHASE This is where the aim of the measure needs to be decided on and stated. The characteristic or construct to be measured, what the measure will be used for, and the target group (population) for the measure will also need to be defined. Once this has been clarified, one can decide how the test scores will affect decisions (or what decisions can be made based on test scores). An important stage in planning is whether the performance is compared to a criterion or a group norm. In order to define the content of a measure, one needs to have a defined purpose of a measure. The construct needs to be operationally defined, by undertaking a literature review (research process) of the main theoretical viewpoints of the construct. The purpose of the measure is clearly vital, as it serves the basis for constructing the measure. In this phase, 'keying' is used ? where information is gathered about the 'aspects of the construct on which these groups usually differ'. (An Introduction to Psychological Assessment. Foxcroft and Roodt. P72). e.g. Items are needed to discriminate between individuals, so as to allow the assessor to view the various 'risk' groups. The format and number of each type of item is the next step in the planning phase. The format of the test will vary according to the construct being measured. There are open-ended items (no limits placed on the test-taker), forced-choice items (like multiple-choice...
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...Discuss issues of reliability and validity associated with the classification and diagnosis of schizophrenia. Classification systems are essential in diagnosing schizophrenia, with two of the most important classification systems being the 'Diagnostic and Statistical Manual of Mental Disorders' (DSM) and the 'International Classification System for Diseases' (ICD). However for these systems to work effectively, they must be both valid and reliable. Reliability in the context of classification systems means that each time a classification system is used (to diagnose a particular cluster of symptoms) then it should produce the same outcome each time. For DSM and ICD to be classed as reliable, those using it must be able to agree when a patient should or should not be given a particular diagnosis, which is also known as 'inter-rater reliability'. Recent research by Whaley have found have found inter-rater reliability correlations as low as +0.11, this may be to so with cultural differences in classification. Copeland gave 134 US and 194 British psychiatrists a description of a patient, 69% of US psychiatrists diagnosed the patient as suffering from schizophrenia, but only 2% of British psychiatrists gave the same diagnosis. Therefore showing there are cultural differences in diagnosing schizophrenia, thus making the classification systems lacking in reliability. Another reliability issue concerned with the classification of schizophrenia is whether the psychiatrists are diagnosing...
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...Ways to Rock The Prepping you for the FCAT. Prepping you for the FCAT. L/A!!!!! Table of Contents Chapter 1-Reference and Research/Reliability/Validity/Synthesizing Page 1-2. Reference * What is Reference ? * Why is Reference important? * Think about it. Page 3-4. Research * What is Research? * Why is Research important? * Think about it. Page 5-6. Reliability * What is Reliability? * Why is Reliability important? * Think about it. Page 7-8. Validity * What is Validity? * Why is Validity important? * Think about it. Page 9-10. Synthesizing * What is Synthesizing? * Why is Synthesizing important? * Think about it. Table of Contents Chapter 3-Context Clue/Inference Page 1-2. Context clue * What is Reference? * Why is Reference important? * Think about...
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...Reliability and Validity Carmen Kbeir BSHS/382 March 26, 2012 Edessa Jobli Reliability and Validity Researchers employ a wide range of data collection methods to obtain information. Some of these methods are quantitative, such as experiments. Others are qualitative, like field studies. Within each of these methods are specific procedures that lead the researcher to various outcomes. The tools, or instruments, used to measure observations or statistics throughout the process are very important. To understand how well the instruments work and the extent to which the outcomes will produce similar results in the future, researchers examine different types of validity and reliability. Reliability is the extent to which an instrument produces consistent results and the probability that others can achieve the same results when reproducing the study. There are several types of reliability, including alternate-form reliability, internal-consistency reliability, item-to-item or judge-to-judge reliability, and test-retest reliability (Rosnow & Rosenthal, 2008). Internal-consistency reliability measures the amount of correlation between items on a test (Darity, 2008). The average correlation between items is indicated by item-to-item reliability. These types of reliability let the researcher know how well the items on a test go together (Rosnow & Rosenthal, 2008). A questionnaire or survey is not of much use if the questions on them are completely...
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...success rate of selection process. HuaWei Company posts some recruitment ads on the Internet, which could extend the range for finding the right person and which could also raise the employment rates to some extent. This wide selection methods could raise the successful rates. 1b External: Internet recruiting people on the Internet, such as posting the ads Internal: promotion to promote someone from a lower position Two reasons: Bringing more new ideas It could help the society to solve the problem of unemployment 1c Yes. Chinese companies usually use the Internet to recruit people. There are many website services provided by the company and the applicant. With the further development of the Internet, this kind of method is becoming more and more popular. Chinese companies still use method of promotion as the Chinese tend to give more opportunities to them know. 2a &Develop realistic goals/manage interview process (structure: RJP, Selling/Message Content, Measurement) &Define differentiating job performance expectations (barriers, & competency requirements) necessary to perform successfully &Ask questions that predict candidate’s ability to meet performance standards &Decide on answers to the targeted questions in advance of the interview &Conduct the interview in a manner that maximizes effective communication & accurate measurement &Use behavioral decision-making to predict candidate job performance 2b Develop realistic goals/manage interview process The interview strategy...
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... 9 5. ITEM ANALYSIS PHASE…………………………………………………………….. 9 1. Determining item difficulty (p)………………………………………………. 9 2. Determining discriminating power………………………………………….. 10 3. Preliminary investigation into item bias………………………................... 11 6. REVISING AND STANDARDISING THE FINAL VERSION OF THE MEASURE…… 12 1. Revising the items and test…………………………………………………. 12 2. Selecting items for the final version………………………………………... 12 3. Refining administration instructions and scoring procedures…................. 12 4. Administering the final version………………………………….................. 12 7. TECHNICAL EVALUATION AND ESTABLISHING NORMS………………………….. 13 1. Establishing validity and reliability………………………………………….. 13 1. Reliability…………………………………………………................ 13 2. Validity……………………………………………………………….. 14 2. Establishing norms, setting performance standards or cut-scores……… 16...
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...Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience skills, and accomplishments. According...
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... Example: A company's performance measure for managers is deficient because it does not measure such aspects of managerial performance as developing others or social responsibility. 3. A contaminated measure evaluates irrelevant aspects of performance or aspects that are not job related. Example: A company's performance measure would be contaminated if it evaluated its managerial employees based on how physically attractive they were. C. Reliability refers to the consistency of the performance measure. 1. Interrater reliability is the consistency among the individuals who evaluate the employee's performance. Example: Professor Wagner's teaching evaluations have interrater reliability since both her students and her peers who visited her classes rated her above average. 2. With some measures, the extent to which all the items rated are internally consistent is important (internal consistency reliability)....
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... 6 5. Pre-testing the experimental version of the measure 6 4. Item analysis phase 7 1. Item difficulty (p) 7 2. Discrimination power 7 3. Preliminary investigation into item bias 8 5. Revising and standardizing the final version of the measure 8 6. Technical evaluation and establishing norms 8 1. Issues related to the reliability of a psychological measure 8 1. Definition 8 2. Measurement error 8 3. The reliability coefficient 9 4. Standard error of measurement 9 5. Types of reliability 10 2.6.1.5.1. Reliability measures of stability 10 - Test-retest reliability - Alternate-form reliability 2.6.1.5.2. Reliability measures of internal consistency 11 - Split-half reliability - Kuder-Richardson and coefficient Alpha reliability - Inter-scorer reliability 2.6.2. Issues...
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...Composed & Solved Laiba Butt VuAskari Team www.vuaskari.com STA630 Subjective Solved By Laiba Butt Question No: 37 ( Marks: 5 ) What is personal interviewing, how it can be conducted and at which places? Personal Interviewing A personal interview (i.e. face to face communication) is a two way conversation initiated by an interviewer to obtain information from a respondent. The differences in the roles of the interviewer and the respondent are pronounced. They are typically strangers, and the interviewer generally controls the topics and patterns of discussion. The consequences of the event are usually insignificant for the respondent. The respondent is asked to provide information and has little hope of receiving any immediate or direct benefit from this cooperation. Personal interviews may take place in a factory, in a homeowner’s doorway, in an executive’s office, in a shopping mall, or in other settings. Question No: 35 ( Marks: 3 ) Why preliminary notification is essential in self administered questionnaire? Response rate of self administered questionnaires is low. preliminary notification is essential in self administered questionnaire because it will increase the response rate due to the following reasons. • • • Preparing the respondent through advance notice through letter/telephone. Notify closer to the questionnaire mailing time. Depends upon the infrastructure, nature of study, and the type of respondents. Question No: 37 ( Marks: 5 ) "Because literature survey is...
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...Selecting the Best Person for the Job Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...Reliability and Validity Walter Boothe BSHS/382 April 23, 2012 Staci Lowe Reliability and Validity In human services, research and testing is conducted in order to provide the most effective program possible. Testing methods should have both reliability and validity. They should be both consistent and specific. This paper will discuss two types of reliability and two types of validity and provide examples of how each can be applied to human services research. Additionally, this paper will discuss methods of gathering data in human services, and why it is vital that these methods have reliability and validity. Reliability Reliability refers to the consistency of a measure. A test is considered reliable if we get the same result repeatedly (Cherry, 2010).Regardless of the reason for testing administering a test , in order for it to be reliable , the results should be approximately the same each time it is administered. Unfortunately, it is impossible to calculate reliability exactly, but it can be estimated in a number of different ways (Cherry, 2010). Two specific types of reliability are inter –rater reliability and internal consistency reliability. Inter –rater reliability is assessed by having two or more independent judges score the test (Cherry, 2010). The scores are compared to determine the consistency of the rater’s estimates. One way to test inter-rater reliability is to have each rater assign each test item a score (Cherry, 2010). Next, test administrators...
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...un-obscured relations. Statistical conclusion validity does not involve determining whether or not a causal relationship exists between the variables of interest that is a matter of internal validity. Pressures that oppose the proper use of statistical conclusion validity include the annotation of multiple variables within the data collection process that can lead to a misunderstood hypothesis. Statistical conclusion validity involves your decision regarding whether or not variables are related to one another. After having demonstrated that variables are related, then we can turn our attention to concerns regarding whether or not the relationship is a cause-effect relationship. It is very important that clear and concise data reception with the continue means that particular data. Threats to external validity could be in appropriate preparation of constructs, violated assumptions of tests, error rate problem, random irrelevancies in experimental, heterogeneity of respondents, reliability of measures. Construct validity cane be observed as an overarching term to assess the validity of measure a given construct. Construct validity is a process that you work through, involving a number of procedures. When solidifying a construct it is important to effectiveness to the treatments and their specific relation to the study result. There needs to be a clear link between the construct you are interested in and the measures and interventions that are used to operationalize. The largest constitute...
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...Define the term test The term “ test” comes from the late 14th century old French word for a “small vessel used in processing precious metals” (Harper, 2010, Para. 1). Thus in the 1590s records show its use as “trial or examination to determine the correctness of something” (Harper, 2010, Para. 1). According to Hogan, 2007, p. 38) The standards for Educational and Psychological Testing defines test as, “an evaluative device or procedure in which a sample of an examinees’ behavior in a specified domain is obtained and subsequently evaluated, and scored using a standardized process.” Furthermore, Hogan stated that a test is a systematic and standardized qualification procedure or device that produces information about behavior, and cognitive processes, and measures a sample of behavior rather than an extensive examination of the variety of individual’s behaviors Describe the major categories of tests and identify the major uses of these tests. The major categories of psychological tests are, mental ability, achievement, personality, interests and attitudes, and neuropsychological tests. Mental ability tests measure cognitive functions, such as intelligence, memory, spatial visualization, and creative thinking. Achievement tests assess capability within certain areas of expertise, and sometimes include assessments of reading, math, science, and social studies, at the same time identify more specific achievement. Personality tests...
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