Testing and validating the trait emotional intelligence questionnaire
Using the table above we can predict the likelihood of job success for a high assessment performer in a relevant job.
For example if a graduate applicant for a marketing role had above average general reasoning ability (sten 8) we could estimate that they have 69% likelihood of above average performance (based on a validity for the assessment of .4).
The “Empirical Validation” of Objective Assessments in Work Environments In the years following the end of the Second World War research focused on the predictive power of standardised assessments.Factor analysis is often used to investigate the construct validity of personality questionnaires.Case Study: Construct Validity of a personality questionnaire The data on “construct validity” in the 15FQ manual relates the primary global factors to correlations with 16PF global scales and Costa and Mc Crae’s five factor model.Clearly it is relatively easy to label a scale ‘Leadership’ or ‘Honesty’ but it is quite another matter to demonstrate whether it really works.Content Validity (also known as logical validity) refers to the extent to which a measure represents all facets of the construct (e.g. 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 behavioural dimension.
A validity coefficient of 0 means that the method is no better than chance selection in terms of selecting someone who will perform successfully in the role.