PSY 3711 1st Edition Lecture 7 Outline of Last Lecture I Recruitment II 3 key dimensions of employer information III Personnel selection IV Correct vs incorrect hiring decisions Outline of Current Lecture I Psychological measurement II How are constructs related to measures Current Lecture I II Psychological measurement a Construct hypothetical non measureable attribute of person e g happiness job performance b Theory hypothetical relationship between constructs c Operational definition the real world way of measuring a construct Predictor and criterion measure fit here d Hypothesis the real world way of testing theory e Use circles to indicate construct use box to indicate what is used to measure the construct How are constructs related to measures a Reliability how much of the differences in scores reflect true differences vs error i Whenever we take a measurement there will be error ii Any measurement data point is some combination of a true score and an error component iii Observed score true score error iv Reliability provides an index of how much an observation is the true part expressed as a correlation v How consistently is the operational definition measured vi Different kinds of error different times different items different scores vii Different kinds of reliability measure different kinds of error viii Depending on what kind of measures we have and the reason we re measures we should different kinds of reliability These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute ix Error 1 Transient error inconsistent situational effects e g mood sickness noise temperature randomness test retest reliability 2 Item sample effects of the particular items that were chosen equivalent parallel forms reliability test taker takes two forms of the same test or internal consistency reliability how much do items on the same form relate to the others cronbach alpha 3 Rater sampling see different behaviors interpret behaviors differently idiosyncratic preferences and biases interrater reliability correlation between the scores given to the same person by two raters a Interrater reliability people are really bad at making ratings b Most interrater reliabilities are very low job performance 51 extraversion 41 emotional stability 34 c Reliablity is higher with more familiarity observing same behaviors and very specific rating rules x If reliability is too low more items more raters aggregate more info about the construct we want to measure MORE or training for raters BETTER xi Types of reliability test retest alternate forms internal consistency inter rater b Validity does the measure assess the thing we want to assess i Construct validity do all the operational definitions represent the constructs they should 1 Convergent does this test correlate with other measures of the same thing 2 Divergent does it not measure the things it shouldn t be measuring 3 Assessed using the correlations between measures ii Content validity does the substance of the operational definition match the construct 1 Are all important parts of the construct measured 2 Assessed using content analysis iii Criterion related validity most important in I O does the measure predict important criteria 1 Assessed using the correlation between the predictor and criterion measures 2 Do relationships between predictors and criteria reflect theory 3 Predictive validity studies take test hire then assess test later 4 Concurrent validity studies people already in the job