共查询到20条相似文献,搜索用时 15 毫秒
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学生团体主题统觉测验研究 总被引:1,自引:0,他引:1
对日本版团体主题统觉测验进行了研究,产生了中国版的团体主题统觉测验,被试分别自小学、初中、高中、大学人2792名,在此基础上产生了各学龄阶段的常模,研究表明,该测验的信度和效度都比较高,可以在我国各类学校推广使用。 相似文献
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Rorschach protocols of 20 persons (normals, depressives, and schizophrenics) were analysed, using the inverted, or Q , method of factoring. Three factors emerged from the analysis and corresponded to the three psychiatric categories. Groups of items, allegedly measuring the isolated factors, were applied to a second population of 42 persons resulting in validity values of an encouraging magnitude. Finally, published protocols are cited, together with a list of discriminating items and a score matrix based on such items, so that further verification can be made by the reader. 相似文献
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Significant job-relatedness was found for a posttraining job knowledge test criterion using an application of Lawshe's content validity method. The aide test was used as a criterion to assess the predictive validity of a vocabulary test and a civil service test with samples of black ( N = 43) and white ( N = 62) psychiatric aides. Significant validities were found on both tests, but a vocabulary test proved to be the better predictor of the criterion in both samples. The obtained validities were discussed in terms of differential validity, test fairness, and sample size. This study demonstrated that a content validity method could be applied to criteria as well as selection tests. It was concluded that content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of the job-relatedness of criteria. 相似文献
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We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias‐based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias‐based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations. 相似文献
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NAMBURY S. RAJU TOBIN V. ANSELMI JODI S. GOODMAN ADRIAN THOMAS 《Personnel Psychology》1998,51(2):453-465
The effect of non-zero intercorrelations among the three artifacts (criterion reliability, predictor reliability, and range restriction on the predictor) and true validity on the accuracy of estimation in two validity generalization models (Model 1and Model 2) was investigated. Only the Thylor Series Approximation 1(TSA1) procedure from Model 1 and the procedure with complete sample-based artifact data from Model 2 were included in this study. Six intercorrelation conditions (zero, low positive, medium positive, low negative, low negative and positive, and medium negative and positive) and two distributions of artifacts were used in this investigation. The two major conclusions from this study are: (a) Both models yielded reasonably accurate estimates of the mean of true validities (Mρ ) and (b) only Model 2 produced accurate estimates of the variance of true validities (Vρ ). The need for additional research for accurately estimating Vρ when the three artifacts and true validity are correlated is recommended. 相似文献
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NEAL SCHMITT RICHARD Z. GOODING RAYMOND A. NOE MICHAEL KIRSCH 《Personnel Psychology》1984,37(3):407-422
Review and metaanalyses of published validation studies for the years 1964-1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor-criterion combination on the level of observed validity coefficients. Results indicate that concurrent validation designs produce validity coefficients roughly equivalent to those obtained in predictive validation designs and that both of these designs produce higher validity coefficients than does a predictive design which includes use of the selection instrument. Of the criteria examined, performance rating criteria generally produced lower validity coefficients than did the use of other more "objective" criteria. In comparing the validities of various types of predictors, it was found cognitive ability tests were not superior to other predictors such as assessment centers, work samples, and supervisory/peer evaluations as has been found in previous metaanalytic work. Personality measures were clearly less valid. Compared to previous validity generalization work, much unexplained variance in validity coefficients remained after corrections for differences in sample size. Finally, the studies reviewed were deficient for our purposes with respect to the data reported. Selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations were rarely and inconsistently reported. There are also many predictor-criterion relationships for which very few validation efforts have been undertaken. 相似文献
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J. W. Holley 《Scandinavian journal of psychology》1966,7(1):93-96
Extreme caution must be observed when correlation coefficients are used in factorial studies in the clinical area. Distortional effects resulting from differences between the levels of test performance are demonstrated on both a correlational and factorial level. Further research to obtain a more suitable statistical index than the correlation coefficient for clinical research is recommended. 相似文献