By S. Morton McPhail, Allan H. Church, Janine Waclawski
Alternative Validation Strategies is a groundbreaking compendium of the most up-tp-date learn and useful instructions for time- and cost-saving choices to the conventional attempt validation techniques linked to choice approaches. The “state of the technological know-how” suggestions defined during this important source might help employers to judge the inferences drawn from their choice strategies whereas providing practices that meet stringent criminal and regulatory necessities.
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Additional resources for Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence
He is a licensed psychologist in Texas. Harold W. , is associate professor in the industrial and organizational psychology program at Baruch College, the City University of New York. He received his doctorate in 1993 from the University of Maryland at College Park. His primary research interests and consulting work focus on leadership assessment and managerial development, the formation of organizational culture, and the impact of personnel selection practices on resulting racial differences. His work has been published in numerous journals including the Journal of Applied Psychology and Personnel Psychology.
Thus, we hypothesize no effect or no relationship (the simplest theory) until that theory is falsified by the reliable observation of an effect different from that simplest theory, and we are thus obliged to accept the existence of a more complicated explanation. ” No statement or theory can be fully proven; rather, it must be viewed as not yet rejected as false (Messick, 1989; Popper, 1935/1959/2002). No fault attaches to the assertion of a theoretical position that is falsified; rather, falsification itself is viewed as a step on the path to better, more accurate understanding.
It is the degree to which all the accumulated evidence supports the intended interpretation of test scores for the proposed purpose” (p. 11). The section goes on to discuss different sources of validity evidence that resemble Guion’s (1998) outline, including evidence based on (1) test content, (2) response processes, (3) internal structure, (4) relations to other variables, and (5) consequences of testing. Over the two-year period from 2000 to 2001, a task force appointed by the president of the Society for Industrial and Organizational Psychology (SIOP) worked to review and revise the third edition of Principles for the Validation and Use of Personnel Selection Procedures (Society for Industrial and Organizational Psychology, 1985).
Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence by S. Morton McPhail, Allan H. Church, Janine Waclawski