Construct Validity
This article covers meaning & overview of Construct Validity from HRM perspective.
What is Construct Validity?
Construct validity essentially tries to indicate whether we are actually measuring what we aim to measure. Construct validity is “the degree to which a test measures what it claims, or purports, to be measuring.”
For example does an IQ test really determine intelligence or some other skill? It is used in the selection process as it is important to know whether the measures used during the process truly reflect job performance. The term construct indicates psychological traits tested in the selection process such as leadership, mechanical ability, intelligence and so on. These traits are listed under the job specifications section of the job design.
Construct validity is determined by a strong statistical correlation between the job measure and the selection procedure.
As per psychologist Messick’s Unified Theory of Construct Validity, we have to examine six aspects that measure the quality of a test’s construct validity:
Consequential
Content
Substantive
Structural
External
Generalizability
Browse the definition and meaning of more similar terms. The Management Dictionary covers over 1800 business concepts from 5 categories.
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