In other words, it compares the test with other measures or outcomes (the criteria) already held to be valid.For example, employee selection tests are often validated against measures of job performance (the criterion), and IQ tests are often validated against measures of academic performance (the criterion).As such, experiments designed to reveal aspects of the causal role of the construct also contribute to construct validity evidence.Content validity is a non-statistical type of validity that involves "the systematic examination of the test content to determine whether it covers a representative sample of the behavior domain to be measured" (Anastasi & Urbina, 1997 p. For example, does an IQ questionnaire have items covering all areas of intelligence discussed in the scientific literature?This is not the same as reliability, which is the extent to which a measurement gives results that are very consistent.Within validity, the measurement does not always have to be similar, as it does in reliability.
While content validity depends on a theoretical basis for assuming if a test is assessing all domains of a certain criterion (e.g.
The validity of a measurement tool (for example, a test in education) is considered to be the degree to which the tool measures what it claims to measure; in this case, the validity is an equivalent to accuracy.
In psychometrics, validity has a particular application known as test validity: "the degree to which evidence and theory support the interpretations of test scores" ("as entailed by proposed uses of tests").
conclusion or measurement is well-founded and corresponds accurately to the real world.
The word "valid" is derived from the Latin validus, meaning strong.
This judgment is made on the "face" of the test, thus it can also be judged by the amateur.