In psychometrics, criterion validity, or criterion-related validity, is the extent to which an operationalization of a construct, such as a test, relates to, or predicts, a theoretical representation of the construct—the criterion. Criterion validity is often divided into concurrent and predictive validity based on the timing of measurement for the "predictor" and outcome. Concurrent validity refers to a comparison between the measure in question and an outcome assessed at the same time. Standards for Educational & Psychological Tests states, "concurrent validity reflects only the status quo at a particular time." Predictive validity, on the other hand, compares the measure in question with an outcome assessed at a later time. 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." Criterion validity is typically assessed by comparison with a gold standard test.
An example of concurrent validity is a comparison of the scores of the CLEP College Algebra exam with course grades in college algebra to determine the degree to which scores on the CLEP are related to performance in a college algebra class. An example of predictive validity is IQ tests, it was originally developed to predict future school performance. Another example is a comparison of scores on the SAT with first semester grade point average (GPA) in college; this assesses the degree to which SAT scores are predictive of college performance.
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La Validité prédictive est un terme utilisé dans l'évaluation des personnes. C'est une qualité psychométrique désignant la capacité d'un outil de mesure à prédire correctement un événement futur. Cette valeur est mesurée par la corrélation entre le prédicteur (un test, un entretien, un outil d'évaluation) et un critère de réussite (professionnel le plus souvent). En matière de recrutement ou de gestion des ressources humaines, les techniques et outils possédant les meilleures validités prédictives sont les suivants: Assessment Centers, questionnaires de personnalité, tests d'aptitudes, prises de références, recommandations, entretiens en face à face.
In psychometrics, content validity (also known as logical validity) refers to the extent to which a measure represents all facets of a given construct. For example, a depression scale may lack content validity if it only assesses the affective dimension of depression but fails to take into account the behavioral dimension. An element of subjectivity exists in relation to determining content validity, which requires a degree of agreement about what a particular personality trait such as extraversion represents.
In psychometrics, criterion validity, or criterion-related validity, is the extent to which an operationalization of a construct, such as a test, relates to, or predicts, a theoretical representation of the construct—the criterion. Criterion validity is often divided into concurrent and predictive validity based on the timing of measurement for the "predictor" and outcome. Concurrent validity refers to a comparison between the measure in question and an outcome assessed at the same time.
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