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PRINCIPLES
VALIDITY
What is Validity?
A test is valid if it measures what it purports to measure.
Face Validity
Determined by judgements made by the
Content Validity
Determined by expert judgements of the
1.Concurrent validity
2. Predictive validity
Comparison of performance is made with some
available criterion
A standard by which you will judge the
outcomes of your measurement
1. Concurrent Validity
Correlate test scores with criterion scores obtained at
2. Predictive Validity
determined by correlating test scores with
e.g.Employment Test
The purpose of an employment test is to predict success on
the job.
The most appropriate test of its validity is predictive validity
- to what extent does the test predict what it is supposed to
predict?
Give test to applicants for a position.
For all those hired, compare their test scores to supervisors
Construct Validity
For variables with no obvious body of
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RELIABILITY
Reliability
Is the instrument measuring something
Consistency?
Would the test yield the same result tomorrow?
If you changed codes/languages, would the test yield
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Intra-Rater Consistency
Consistent mood.
candidate
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Inter-Rater Agreement
Using a particular measure, two or more different observers
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Reliability or Validity?
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Objectivity
Relates to accuracy in scoring.
A testing is objective when every examiner gives the same score to
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Administrability
the efficacy in running a test.
Indicators of high administrability:
Exam hall is prepared promptly
Test commences on time
Clear instructions to candidates
Effective invigilation
Systematic script collection
Timely scoring/marking
On schedule announcement of results
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Interpretability
An interpretable test provides more information to
achievement
Position/rank of candidates,
Strengths and weakness of candidates,
Suitability of teaching strategies
Suitability of items*