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In psychometrics, predictive validity is the extent to which a score on a scale or test predicts scores on some criterion measure. [ 1 ] [ 2 ] For example, the validity of a cognitive test for job performance is the correlation between test scores and, for example, supervisor performance ratings.
Although concurrent and predictive validity are similar, it is cautioned to keep the terms and findings separated. "Concurrent validity should not be used as a substitute for predictive validity without an appropriate supporting rationale." [3] Criterion validity is typically assessed by comparison with a gold standard test. [4]
Validity is the main extent to which a concept, conclusion, or measurement is well-founded and likely corresponds accurately to the real world. [1] [2] The word "valid" is derived from the Latin validus, meaning strong.
The positive predictive value (PPV), or precision, is defined as = + = where a "true positive" is the event that the test makes a positive prediction, and the subject has a positive result under the gold standard, and a "false positive" is the event that the test makes a positive prediction, and the subject has a negative result under the gold standard.
Test validity is the extent to which a test (such as a chemical, physical, or scholastic test) accurately measures what it is supposed to measure.In the fields of psychological testing and educational testing, "validity refers to the degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests". [1]
Any more complex theory might still possibly be true. A study of the predictive validity of Occam's razor found 32 published papers that included 97 comparisons of economic forecasts from simple and complex forecasting methods. None of the papers provided a balance of evidence that complexity of method improved forecast accuracy.
Concurrent validity may be used as a practical substitute for predictive validity. In the example above, predictive validity would be the best choice for validating an employment test, because using the employment test on existing employees may not be a strong analog for using the tests for selection. Reduced motivation and restriction of range ...
Many psychologists and education researchers saw "predictive, concurrent, and content validities as essentially ad hoc, construct validity was the whole of validity from a scientific point of view" [15] In the 1974 version of The Standards for Educational and Psychological Testing the inter-relatedness of the three different aspects of validity ...