Catano PPT Ch02 Student

8/3/2019 Catano PPT Ch02 Student

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2010 by Nelson Education Ltd. 2010 by Nelson Education Ltd. 1

Chapter Two

Measurement, Reliability &

Validity


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2010 by Nelson Education Ltd. 2010 by Nelson Education Ltd. 2

Chapter Learning

Objectives

Understand the basic components that make up a traditional personnel

selection model;

Know what a correlation coefficient is, along with a few other basicstatistical concepts used in personnel selection;

Have a good understanding of the concepts of reliability and validity;

Recognize the importance and necessity of establishing the reliability and

validity of measurements used in personnel selection;

Identify common strategies that are used to provide evidence on the

reliability and validity of measurements used in personnel selection; and

Appreciate the requirement for measurements used in personnel selection

to evaluate applicants fairly and in an unbiased fashion

After reading this chapter you should be able to:


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2010 by Nelson Education Ltd. 3

The Recruitment &

Selection Process

Correlation:

Measure of central tendency and variability

Useful for bigger sets of observations

Measures the relationship between two variables (Doesnot imply causality!)

Measures direction of influence (+ or -)

Correlation coefficient (r) ranges from -1 to +1


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2010 by Nelson Education Ltd.

The Recruitment &

Selection Process

Coefficient of Determination:

Indication of the strength of a

relationship between two

variables is r squared.

This value represents the

proportion of variability in one

variable that is associated with

variability in another .

4

Variable

1

Variable

2

r2


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The Recruitment &

Selection Process

Simple & Multiple Regression:

The relationship between two variables can also be

expressed in terms of a straight line. This is a

regression line. (simple regression)

Many practical situations involve more than two

variables (multiple regression)

Regression is often used to predict performance


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The Recruitment &

Selection Process

Reliability:

The degree to which observed scores are free from

random measurement errors.

Indication of the stability of a set of measurements

over repeated applications of the measurement

procedure


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Methods of Estimating

Reliability

Measuring reliability

Estimate the degree of variability that is caused by

measurement error Estimate can be obtained by using two different but

parallel measurements of the attributes

Personal scores on both separate measures should be

relatively consistent


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Validity

Validity

Legitimacy or correctness of the inferences that are

drawn from a set of measurements or other specified

procedures.

The degree to which accumulated evidence and

theory support specific interpretations of test scores in

the context of the tests proposed use.


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Bias and Fairness

Bias

systematic errors in measurement or inferences made

from measurements related to different identifiable group membership

characteristics such as age, sex or race.


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Bias and Fairness

Fairness

the value judgments people make about the decisions

or outcomes that are based on measurements

Based upon perceptions

Cannot empirically or statistically be determined


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Summary

One goal of personnel selection is to use

scientifically derived information to predict which

job applicants will do well in the job. The procedures used to select employees must meet

acceptable professional standards.

Catano PPT Ch02 Student

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