1. Selecting Employees – Validation
Chapter 7 B

2. Validation(타당성입증) of Selection Procedures
A selection instrument(e.g., test, interview) should be reliable and valid if it is to be useful
If it isn’t reliable, it will produce inconsistent results when it is administered repeatedly
If it isn’t valid, it will not be useful for predicting future performance of applicants
Reliability (신뢰도)– Refers to the extent to which a predictor produces consistent results if repeated measurements are made
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3. Validation(타당성입증) of Selection Procedures
Validity(타당도) –
Refers to how accurately a predictor(e.g., test score) predicts future job success of applicants
Important to note that
A predictor can be reliable without being valid
It cannot be valid if it is not reliable
Reliability is necessary but not sufficient to show validity of a predictor

4. FYI
The textbook uses the terms, a “criterion predictor ” and a “criterion of job success”
The common use of the terms is as follows:
Predictor (예측치) : cause
Criterion (기준) : result
You try to predict a criterion score (e.g., future performance) using a predictor(e.g. test score)

5. Reliability(신뢰도)
Three methods can be used to demonstrate the reliability of a predictor
Test-retest(시험-재시험)
Parallel (or alternative) forms(대체양식)
Split-halves(양분법)
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6. Methods to Demonstrate Reliability of a Predictor(예측치의 신뢰도 입증방법)
Test-retest – Involves administering a test to a group of employees and later, usually in about two to four weeks, giving the same group the same test
Correlation analysis(상관관계분석) is used to determine degree of correlation between two sets of scores
Higher the correlation coefficient, greater the reliability of test
Results of correlation can be influenced by the degree to which test takers remembers his/her answers to the previous test and repeats the answers in the second test
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7. Correlation Analysis
Correlation analysis – A statistical method used to measure relationship between two sets of data
Degree of relationship is indicated by magnitude of correlation coefficient(r, 상관관계 계수), which can range from +1 to –1
Both +1 and – 1 represent perfect correlation
Zero represents total lack of correlation
A positive sign (+) on the correlation coefficient – Means the two sets of data are moving in the same direction
A negative sign (–) on the correlation coefficient – Means the two sets of data are moving in the opposite directions

8. Methods to Demonstrate Reliability of a Predictor
Parallel (or alterative) forms – Under this method two separate but similar forms of a test would be constructed
Same group of employees would be tested at two different times using alternative forms of the test
Correlation analysis is used to determine degree of correlation between the two sets of scores
Higher the correlation coefficient, greater the reliability of test
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9. Methods to Demonstrate Reliability of a Predictor
Split-halves – Under this method a test is administered to a group of employees at one point in time
Simplest and easiest method of determining reliability
Results of test are randomly split into two equal groups (odd vs. even numbered questions)
Scores of the two equal groups are correlated
Higher the degree of correlation, greater the reliability

10. Validation of Selection Procedures
Three methods can be used to demonstrate validity of a predictor
Criterion-related validity(기준관련 타당도)
Content validity(내용타당도)
Construct validity(구성타당도)
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11. Criterion-Related Validity(기준관련 타당도)
Established by collecting data and using correlation analysis to determine the relationship between a predictor and a criterion of job success(e.g., performance)
A predictor never correlates perfectly with a criterion of job success
Significant issue in validity – Degree of correlation required between a predictor and criterion of job success in order to establish validity
Uniform Guidelines on Employee Selection Procedure of U.S. (선발절차에 관한 통일 가이드라인)
Correlation coefficients rarely exceed 0.50
Correlation of 0.40 is ordinarily considered very good
Correlation of 0.3 or higher is acceptable
Correlation of less than 0.30 would not be considered acceptable
Two primary methods for establishing criterion-related validity are predictive validity(예측타당도) and concurrent validity(동시타당도)
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12. Predictive Validity(예측타당도)
Established by
Identifying a predictor such as a test
Administering a test to the entire pool of job applicants
Hiring people to fill available jobs without regard to their test scores
At a later date
Test scores are correlated with criteria of job success to see whether those people with high test scores performed substantially better than those with low test scores
Used infrequently because of its cost and slowness
To use this method
Large number of new employees must be hired at the same time without regard to their test scores
Potentially, an organization may hire both good and bad employees
For criteria to be predictive, all new employees must have equivalent orientation and training
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13. Predictive Validation Process(예측타당도 입증과정)
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14. Concurrent Validity(동시타당도)
Determined by
Identifying a predictor such as a test
Administering a test to the present employees
Correlating test scores with present employees’ performance scores on a job
If an acceptable correlation exists, test can be used for selection of future employees
Disadvantage
Among present employees in a particular job, poorer performers are more likely to have been discharged or quit and best performers have frequently been promoted The present employees may not be representative of job applicants
Criterion-related validation procedures are preferred by EEOC(미국 고용평등위원회) in validation studies, but cost and time act as a drawback
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15. Concurrent Validation Process(동시타당도 입증과정)
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16. Content Validity(내용타당도)
Content validity – Refers to whether content of a selection procedure or selection instrument such as a test is representative of important aspects of job performance
If a job requires A, B, C skills, a test should include questions measuring A, B, and C.
Especially useful in situations where number of employees is not large enough to justify the use of empirical validation methods
To use it, an employer must
Determine exact performance requirements of a specific job
Develop a selection procedure or selection instrument around an actual sample of work that is to be performed
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17. Construct Validity(구성타당도)
Construct validity – Refers to the extent to which a selection procedure or an instrument measures what it is supposed to measure
To see whether a test measures the concept itself properly
Ex. – TOEIC
TOEIC claims to measure English using ability
But, to the extent that most of high scorers can not adequately express themselves in English to foreigners , TOEIC can be said to lack in construct validity
Construct validity is determined by factor analysis(요인분석) and hypothesis testing(가설검증)
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