By S. Morton McPhail, Allan H. Church, Janine Waclawski
Alternative Validation Strategies is a groundbreaking compendium of the most up-tp-date study and functional instructions for time- and cost-saving possible choices to the conventional try out validation techniques linked to choice techniques. The “state of the technological know-how” recommendations defined during this important source might help employers to judge the inferences drawn from their choice strategies whereas providing practices that meet stringent felony and regulatory requisites.
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Extra info for Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence
A dialectic on validity: Where we have been and where we are going. The Journal of General Psychology, 123(3), 207–215. 24 ALTERNATIVE VALIDATION STRATEGIES Kane, M. T. (1992). An argument-based approach to validity. Psychological Bulletin, 112(3), 527–535. Landon, T. , & Arvey, R. D. (2006). Practical construct validation for personnel selection. In S. M. ), Alternative validation strategies: Developing new and leveraging existing validity evidence (pp. xx–xx). San Francisco: Jossey-Bass. Landy, F.
The result has too often been hurriedly conducted, small-sample research barely sufficient to meet those minimum requirements imposed by the Uniform Guidelines. Because of resource constraints, many employers turn to tests misleadingly advertised as being “pre-validated,” “EEOC approved,” or “self-validating,” or to selection procedures of questionable utility. I/O psychology has offered a number of alternative strategies that may provide time and cost advantages and in some cases may improve on the accuracy of results obtained from small, limited samples.
In a retrospective article, Guion (1987) made note of a number of trends that he had observed in validation research. He reviewed changes in predictors, criteria, data collection methods, and validity and validation. In discussing changes in the conception of validation, he made a very pragmatic distinction between job-relatedness and construct validity, noting that “[a] variable that reliably predicts a job-related criterion is job related, even when one does not know what it measures. Validity of measurement is a psychometric question; it requires, in contrast, a clear idea of the construct being measured .