A type of validity based on showing that scores on the test (Predictors) are related to job performance is:

Question

Prepp Team · Accepted Answer

Understanding Test Validity in Prediction

Test validity is a crucial concept in psychology and human resources, especially when using tests to make decisions about individuals, such as hiring based on potential job performance. Validity refers to how well a test measures what it is supposed to measure and how accurately it can be used for a specific purpose.

The question asks about a type of validity that demonstrates a relationship between scores on a test (referred to as predictors) and job performance. Let's examine the options provided to identify which one fits this description.

Examining the Types of Validity

There are several types of validity, each focusing on a different aspect of a test's effectiveness:

Test validity: This is a very broad term that encompasses all types of validity. It simply means that a test is valid for its intended purpose. It's not a specific type of validity itself.
Criterion validity: This type of validity assesses how well test scores predict performance on some relevant criterion. In the context of hiring, the test score (predictor) is correlated with a measure of job performance (the criterion). A high criterion validity means that individuals who score high on the test tend to perform well on the job, and those who score low on the test tend to perform poorly.
Content validity: This type of validity examines whether the content of a test adequately covers the relevant domain or construct it is intended to measure. For example, a test for basic math skills should include problems representative of the math skills needed for the job. It doesn't directly measure the relationship between test scores and job performance.
Construct validity: This type of validity assesses whether a test accurately measures the theoretical construct it is designed to measure (e.g., intelligence, conscientiousness, mechanical aptitude). It involves gathering evidence that the test behaves as expected based on the theory of the construct. While important for understanding what a predictor measures, it's not the direct measure of the predictor's relationship to an outcome like job performance.

Criterion Validity and Job Performance Prediction

Based on the definitions, criterion validity is specifically concerned with the relationship between test scores (predictors) and an external outcome measure (criterion), such as job performance. There are two main types of criterion validity:

Predictive validity: Test scores are collected before the criterion data (e.g., job performance ratings) are available. The test scores are then correlated with later criterion data. This is a strong method for predicting future performance.
Concurrent validity: Test scores and criterion data are collected at roughly the same time from an existing group of individuals (e.g., current employees). The test scores are then correlated with the current criterion data.

Both predictive and concurrent validity fall under the umbrella of criterion validity, and both assess the relationship between predictors (test scores) and an outcome (job performance).

Conclusion

The question asks for the type of validity based on showing that scores on the test (predictors) are related to job performance. This description directly matches the definition and purpose of criterion validity.

Type of Validity	What it Assesses	Relevance to Question
Test Validity	General term for a test being valid for its use.	Too broad, not a specific type based on relationship to job performance.
Criterion Validity	Relationship between test scores (predictors) and an external criterion (like job performance).	Directly assesses the relationship between test scores and job performance as described.
Content Validity	Whether test content covers the relevant domain.	Focuses on test content, not prediction of performance outcome.
Construct Validity	Whether the test measures the intended underlying construct.	Focuses on the construct measured, not the direct prediction of an outcome like job performance.

Therefore, the type of validity based on showing that scores on the test (Predictors) are related to job performance is criterion validity.

Revision Table: Key Validity Concepts

Validity Type	Focus	Example in Hiring
Criterion	Predictive/Concurrent power	Do test scores predict future job performance ratings?
Content	Coverage of job tasks/knowledge	Does the test include questions on all essential job duties?
Construct	Measurement of theoretical trait	Does the personality test truly measure conscientiousness as defined by theory?

Additional Information on Criterion Validity and Job Performance

Measuring criterion validity involves correlating test scores with criterion measures. The strength of the relationship is indicated by a correlation coefficient (e.g., Pearson's r, typically denoted by $\rho$). A higher absolute value of the correlation coefficient indicates a stronger relationship. For personnel selection, a statistically significant positive correlation coefficient between test scores and job performance is evidence of criterion validity.

The criterion measure itself must also be reliable and valid. Poorly measured job performance will make it difficult to establish criterion validity for a test, even if the test is a good predictor. Examples of criterion measures for job performance include:

Supervisor ratings
Objective production data (e.g., sales figures, units produced)
Performance on job simulations
Absenteeism or turnover rates

Establishing criterion validity is essential for ensuring that selection tests are fair and effective tools for identifying candidates who are likely to succeed on the job. It provides empirical evidence that the test is useful for its intended predictive purpose.