lecture 5 psychological testing and measurement sunthud ... lectur… · aptitude test for aptitude...
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Lecture 5 Psychological Testing and Measurement Sunthud Pornprasertmanit
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Classic Definition The validity of a test is the extent to which a
test measures what it purports to measure.
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Assumption of Classical Definition Validity is a property of tests, rather than of
test score interpretations In order to be valid, test scores should
measure some purported construct directly Score validity is a function of the test author’s
or developer’s understanding of whatever construct she or he intends to measure
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Current Definition According to Messick (1989), Validity is an integrative evaluative judgment
to degree to which empirical evidence and theoretical rationales support
The adequacy and appropriateness of inferences and actions based on test scores or other modes of assessment.
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According to current definition of validity, the term construct has been used in two alternate ways
Traits, Processes, Knowledge Stores, or Characteristics
Inferences that may be made on the basis of the test scores (e.g. test that empirical support)
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For example, Mechanical Aptitude Test
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Content Validity Criterion-Related Validity Construct Validity
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Content validity tell us
Does the test cover a representative sample of the specified skill and knowledge?
Is test performance reasonably free from the influence of irrelevant variables?
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Commonly used in CRT in educational settings
The domain under consideration should be fully described in advance
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Validity depends on the relevance of the individual’s test
responses to the behavior area under consideration,
rather than on the apparent relevance of item content.
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Content Validity is Objectives, Domain Test Items Otherwise, in knowledge testing, cognitive
processes used
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Table of Specifications
Domain: Derived by examination of syllabi or textbooks or consults subject-matter experts or job analysis
Processes to be tested: Knowledge, Comprehension, Application, Analysis, Synthesis, Evaluation
Number of items
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The current approach to content validity Multiple judges of content validity Quantifying judgments of experts, such as
content validity ratio Qualitative feedback can be supplemented Assessing in various dimensions such as
relevance, representativeness, specificity, and clarity.
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Are expert judgments appropriate to use as content validity indices in all measures?
Personality
Interest
Aptitude Test
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For aptitude and personality tests, content validity is usually inappropriate and may be misleading.
Representative and Relevance are important factors, but are not enough for validation.
It would be impossible to determine the psychological functions measured by the test from an inspection of its content.
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Experts or others people opinions in representative and relevance are essential but insufficient
Not the evidence of content validity
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Another approach is job analysis Finding the representative domain of the test
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Face validity = “looks valid” Face validity is a desirable feature of tests. Face validity should be never be regarded as
a substitute for content validity.
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Criterion-related validity = predicting criteria Commonly used in the selection and
classification of personnel and clinical settings
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Criteria are which we really want to know. Criterion measures are indexes of the
criterion that tests are designed to assess or predict
Such as indexes of academic achievement
Performance in specialized training
Indexes of job performance
Membership in contrasted group.
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Mismatch between criterion and criterion measures
Criterion Deficiency
Criterion Contamination
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Make certain that the test scores do not themselves influence any individual’s criterion status
Case study in assessment center
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The reliability and validity of criterion measures need to be evaluated, just as the reliability and validity of test scores do.
Some criteria are more complex than others.
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Some criteria can be gauged at the time of testing; others evolve over time.
Some criteria needed to be mature before analyzing criterion-related validity
Intermediate and ultimate criteria
Currently available tests may be regarded as a criterion measure, if the new test is an abbreviated or simplified form of a currently available test.
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Criterion related validity can be differentiated between
Concurrent Validity: “Does Smith qualify as a satisfactory pilot?”
Predictive Validity: “Does Smith have the prerequisites to become a satisfactory pilot?”
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In a number of instances, concurrent validation is employed merely as a substitute for predictive validation
Sometimes, concurrent prediction is the most appropriate type and can be justified in its own right.
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Criterion-related validity is often used in local validation studies.
Relationships between test scores and criterion measures may or may not generalize across groups, settings, or time periods.
Validity coefficients were found to vary widely, a serious limitation in the usefulness of standardized tests in personnel selection.
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Construct validity is the extent to which the test may be said to measure a theoretical construct or trait
Construct validation requires the gradual accumulation of information from a variety of sources.
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Process of Construct Validity
Theory related to construct
Hypothesis
Tested by validated
test
Support? Yes
No
OK
Problem in Test
Alternative Explanation
Problem in Design
Problem in Construct
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Developmental Changes (Age differentiation) A psychological test validated against such a
criterion measures behavior characteristics that increase with age
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Developmental Changes (Age differentiation) Inapplicable to any functions that do not
exhibit clear-cut and consistent age changes. Age differentiation is a necessary but not a
sufficient condition for validity.
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Developmental Changes (Age differentiation) Developmental analyses are basic to the
construct validation of ordinal scales.
Such as moral development scale
The construct validation of ordinal scales should include empirical data on the sequential invariance of the successive steps.
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Correlations with Other Tests Correlation between a new test and similar
earlier tests If the new test correlates too highly with an
already available test, Without such added advantages as brevity or
ease of administration, Then the new test represents needless
duplication.
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Correlations with Other Tests Another way to demonstrate that the new
test is relatively free from the influence of certain irrelevant factors.
However, low correlations would not themselves ensure validity.
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Convergent and Discriminant Validity Convergent Validity – High correlations
between measures designed to assess a given construct
Discriminant Validity – Low correlations between measures that are supposed to differ.
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Convergent and Discriminant Validity Campbell and Fiske (1959) developed
multitrait-multimethod matrix to assess convergent and discriminant validity
This procedure requires the assessment of two or more traits by two or more methods.
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Self-report Observation Projective
Method Trait ANX AFF DOM ANX AFF DOM ANX AFF DOM
Self-report
ANX (.90)
AFF .45 (.88)
DOM .35 .38 (.80)
Observation
ANX .60 .23 .10 (.92)
AFF .25 .58 -.08 .47 (.93)
DOM .12 -.12 .55 .30 .32 (.86)
Projective
ANX .56 .22 .11 .65 .40 .31 (.94)
AFF .23 .57 .05 .38 .70 .29 .44 (.89)
DOM .13 .10 .53 .19 .26 .68 .40 .44 (.86)
ANX = Anxiety; AFF = Affiliation; DOM = Dominance
Reliability Coefficient
Convergent Validity Discriminant Validity
Heterotrait-monomethod correltaion Heterotrait-heteromethod correltaion
Method variance
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Convergent and Discriminant Validity If there is common method variance, the test
unduly affected by some irrelevant common factor.
Such as ability to understand the questions, social desirability.
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Nomological Validity Correlation with other constructs in theory Correlation with other tests Experimental Manipulation Method of Contrasted Group (Known Group)
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Experimental Intervention Experiments on the effect of selected variables
on the test scores. For example, pretest and posttest.
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For example, Depression Scale
Depression1 (D1)
Depression2 (D2)
Psychotherapy
Depression1 (D1)
Depression2 (D2)
No Psychotherapy
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For example, Neuroticism (N)
Anxiety 1 (A1)
Anxiety 2 (A2)
Anxiety 1 (A1)
Anxiety 2 (A2)
Stressful condition
Stressful condition
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Factor Analysis When tests are analyzed by correlation, the
results may reveal certain cluster among tests,
Suggesting the location of common traits. The statistical techniques that locate the
common factors, is factor analysis. The number of tests is reduced to a relatively
small number of factors, or common traits.
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Factor Analysis How major factors determining its score
Factor Loading This correlation is called factor validity of the
test.
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Factor Analysis For example, verbal comprehension factor
correlates .66 with a vocabulary test .
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Structural Equation Modeling Relations among constructs and of path
whereby a construct affects criterion performance.
Interest
Learning Knowledge
Performance
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Structural Equation Modeling This technique helps to understand why tests
have high or low validity in a given situation. Structural Equation Modeling, indeed,
analyzes several multiple regression technique simultaneously.
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Structural Equation Modeling To analyze SEM, the researcher must design
a model of the hypothesized casual relations to be tested.
Then, the correlation matrix of variables is computed.
The correlation matrix computed by model is compared with empirical correlation matrix by goodness-of-fit test.
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Structural Equation Modeling If goodness-of-fit test is not statistically
significant, then the model is possible to explain relation between variables.
Another feature of SEM is that causal relations are typically computed between factor scores.
The use of constructs provide more stable and reliable estimates.
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Structural Equation Modeling
Customer Satisfaction
Brand Loyalty
CS1 CS2
CS3 BL1
BL2 BL3
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Unreliability (Attenuation) Restriction of Range Differential Validity
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3.2 Maid performance assessment sheet
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Case 7.1, 8.1
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Who was assessed in these work? What is criterion? What is criterion measure? Are the criterion and criterion measure
congruent? What is predictor? How criterion-related validity is calculated? What is the difference between applicants and
incumbents? What affect criterion-related validity
coefficient?
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Computer Exercise 5.1, 7.3, 8.4 Exercise 8.2
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Lecture 5 Psychological Testing and Measurement Sunthud Pornprasertmanit
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Item analysis is to find problematic items.
Item Difficulty
Item Discrimination
Analysis of Distractors