The Importance of Construct Validity in Consumer Research

Vosgerau, Scopelliti, and Huh (2020) question the construct validity of the most commonly used measures of self‐control and argue that many studies that claim to be examining self‐control may in fact be examining something else. In this comment, we generalize this argument and propose that this criticism could be leveraged against many other areas of consumer research. Indeed, many studies fail to properly establish the construct validity of their measures. Consequently, they may not be examining the construct they purport to be studying, which can lead to unreliable and conflicting findings.     

评价中心的结构效度研究

评价中心虽然具备很高的预测效度,但其结构效度指标却不太理想,如研究普遍发现其汇聚效度和区分效度较低。影响评价中心结构效度的因素众多,如评分维度因素（数量和类型）、评价者因素（培训方式和人员类型）、测评方法因素（情景导向特征、特质激活潜力、测评活动形式）以及系统的观察与评价程序。该文从上述因素出发,综述了评价中心结构效度的相关研究,总结了提高评价中心结构效度的措施,并指出了未来的研究方向     

不同类型的测评维度对评价中心结构效度的影响研究

本研究将测评维度分为行为能力和心理特质两组,考察对评价中心结构效度的不同影响。A公司216名部门副经理级员工接受了本次管理素质评价中心测评,采用公文筐、角色扮演和无领导小组讨论三种方法,测查行为能力和心理特质两组维度,各自有三个维度被一种以上的方法测量。多质多法和验证性因素分析的结果表明,评价中心以行为能力比以心理特质为测评维度结构效度好;以行为能力为测评维度时,会聚效度和区分效度都较好。     

Factors which Improve the Construct Validity of Assessment Centers: A Review

This article reviews 21 studies which manipulated specific variables to determine their impact on the construct validity of assessment centers. This review shows that the studies regarding the impact of different observation, evaluation, and integration procedures yielded mixed results. Conversely, dimension factors (number, conceptual distinctiveness, and transparency), assessor factors (type of assessor and type of assessor training), and exercise factors (exercise form and use of role-players) were found to moderate construct validity. On the basis of the review, practical recommendations are derived to maximize the probability that practitioners design and administer an assessment center with construct validity. Finally, new perspectives for future research are identified.     

The role of subjective theories for leadership evaluation

This study reviews prior construct-related validity research in assessment centres. Special focus is placed on disentangling possible explanations for the construct-related validity findings. The conclusion is that we now have a much better picture of the reasons behind the construct-related validity findings. Careful assessment centre design and high interrater reliability among assessors seem necessary albeit insufficient conditions to establish assessment centre construct-related validity. The nature of candidate performances is another key factor. This study next discusses how these empirical findings have changed how assessment centres are conceptualized (theoretical advancements framed in the application of trait activation theory), analysed (methodological advancements), and designed (practical advancements).     

The Construct Validity of Curriculum-Based Measurement of Reading: An Empirical Test of a Plausible Rival Hypothesis

Research has confirmed that curriculum-based measurement (CBM) of oral reading fluency and measures of reading comprehension are highly correlated, as predicted by developmental theories of reading. Research on CBM, however, has only begun to rule out plausible alternative explanations of this relationship—an important aspect of a strong program of construct validation (e.g., Messick, 1989). This study investigated one such rival hypothesis by examining the relative roles of general cognitive ability, speed and efficiency of elemental cognitive processing, and oral reading fluency in the prediction of reading comprehension. Results of simultaneous multiple regression analyses substantiate the construct validity of CBM oral reading fluency. These findings indicate that the significant relationship between oral reading fluency and reading comprehension cannot be explained by general cognitive ability or by processing speed and efficiency. CBM oral reading fluency also did not correlate significantly with any of the processing speed and efficiency tasks. Interestingly, however, CBM oral reading fluency accounted for less variance in reading comprehension (r² = .17) than expected based on the results of previous research and less than that explained by general cognitive ability (r² = .24). When controlling for psychometric g and processing speed in the regression analyses, CBM oral reading explained 11% of the variance in reading comprehension. Implications of these results for further research on the construct validity of CBM are discussed.     

面试预测效度和构想效度研究述评

面试是人才甄选中最常用的测量工具。大量研究证实,面试的预测效度比较理想,但不同类型面试的预测效度存在差异。虽然能够证实面试的预测效度较好,但对面试的测量构想却知之甚少。研究面试的构想效度,对于提高面试的递增效度有着重要的实践价值。相对人格成分而言,以往研究对面试能够测量到认知成分形成了更加一致地认识。     

效度概念演进及其新发展

回顾了心理测量学中效度概念发展的三个阶段,早期效度概念关注的是两个变量之间的相关,随后重点转向效度的多种类型,现阶段则注重考察测验的构想效度.总之,效度确证成为一个持续不断的动态过程;在这个过程中,运用各种技术不断地评价、质疑和检查由测验分数所作推论和解释的有效性成为心理与教育测量研究中不可或缺的组成部分.     

中学生问题行为多视角评估的构想效度

本文以多质多法和验证性因素分析的方法对由中学生问题行为三视角评估(自我评定、教师评定和家长评定)构成的数据模型进行了构想效度的研究。研究样本为分层随机抽取的北京市292名中学生,对其三视角问题行为的施测结果进行了会聚效度和区分效度的分析,结果表明:(1)中学生问题行为三视角六因子的MTMM模型构想效度良好;(2)评定者对问题行为的评估有影响,存在评定者效应,而且评定者效应对内倾问题因子比对外倾问题因子影响大。     

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.     

Identifying correlates of self-stigma in adults who stutter: Further establishing the construct validity of the Self-Stigma of Stuttering Scale (4S)

PurposeThis study was set up to further establish the construct validity of the Self-Stigma of Stuttering Scale (4S) by demonstrating its associations with other established scales and replicating its original factor structure and reliability estimates.MethodWeb surveys were completed by 354 adults who stutter recruited from Board Certified Specialists in Fluency Disorders, and adult chapters of the National Stuttering Association. Participants completed a series of psychometrically validated scales measuring self-stigma, hope, empowerment, quality of life, social support, anxiety, depression, and self-rated speech disruption.ResultsHigher subscale and total stigma scores on the 4S were associated with significantly lower levels of hope, empowerment, quality of life, and social support, and significantly higher levels of anxiety, depression, and self-rated speech disruption. The original factor structure of the 4S was replicated, and reliability estimates of the subscales ranged from adequate to excellent.ConclusionsThe findings of this study support the construct validity of the 4S and its use by clinicians and researchers intending to measure the construct of self-stigma in adults who stutter.Educational objectives: Readers should be able to: (a) distinguish between the various components of self-stigma; (b) describe how the various components of the self-stigma model relate to hope, empowerment, quality of life, and social support, self-rated speech disruption, anxiety, and depression; (c) summarize the psychometric properties of the Self-Stigma of Stuttering Scale (4S) in terms of reliability, factor structure, and construct validity; (d) discuss how the 4S could be used in research and clinical practice.     

Construct validity of the Sivik Psychosomaticism test and test of Operational style: Correlations with four Minnesota Multiphasic Personality Inventory (MMPI) subscales

To evaluate the construct validity (convergent and divergent) of the Sivik Psycho Somaticism test (SPS) and test of Operationality (OPER), Pearson correlation coefficients between SPS scales and subscales, OPER and Minnesota Multiphasic Personality Inventory (MMPI) subscales Hypochondria (Hs), Depression (D), Hysteria (Hy) and Alexithymia (Al) were calculated. Eighty-eight healthy individuals and 285 psychosomatic patients completed the SPS and OPER tests and MMPI; Hs, D, Hy and Al. The results show that most of the SPS subscales and OPER are significantly correlated to several MMPI subscales in both a normal and a psychosomatic population. The results are in concordance with the theoretical hypotheses and confirm the validity of the SPS and OPER constructs.     

多重情绪智力量表(MEIS)的信度、结构效度及应用评价研究

对多重情绪智力量表（MEIS）的信度和结构效度进行了实证检验,结果发现,MEIS的内部一致性信度（a）系数偏低,各分量表的分半信度系数很低;MEIS总量表的结构效度明显不足,对七个分量表的因素分析结果显示,每个维度对总量表的贡献率很低;无法满足Mayer和Salovey情绪智力4维度理论框架。对4个维度逐一进行二阶因素分析结果均揭示,MEIS明显缺乏每个维度所设定的4因素的结构效度,项目效率明显不足,因此,MEIS尚不具备有效测量情绪智力的功能。     

评价中心的评分维度和评分效果

对近年来国内外关于评价中心的研究进行了比较系统的介绍。首先,文章讨论了评分维度的数目对于评分结果的影响,以及评价中心中的4个元维度;其次,介绍了评价中心中衡量评分效果的指标,并讨论了评分者培训的分类及其对评分效果的影响;第三,虽然评价中心具有良好的效标关联效度,但对于其结构效度的研究至今尚无统一结论。最后,文章对评价中心未来的研究趋势进行了探讨。     

中学生自我导向学习倾向性量表的结构和效度

本研究的目的是修订中学生自我导向学习倾向性量表,探讨它的结构和效度。研究参考台湾修订版对Guglielmino量表进行翻译,构成量表;结合内外控量表、学业成就归因量表和学业自我效能感量表,有效测试了1000名中学生,采用信度分析、因素分析和外部效标分析等方法考察量表的结构和效度。结果发现6个因子结构最优,α分别为0.861,0.791,0.809,0.630,0.888,0.781,各个条目的因子负荷介于0.30-0.69。6因子结构模型的各项拟合指标都在0.90以上,6因子与各个效标的相关为大多达到了显著性水平。研究的结论是修订的中学生自我导向学习倾向量表具有良好的6因子结构和信效度。     

The Construct Validity of the Work-Related Flow Inventory in a Sample of Australian Workers

The purpose of this study was to examine the construct validity of the WOrk-reLated Flow inventory (WOLF; Bakker, 2008). This instrument was administered to 711 men and women who were working in Queensland, Australia. The results from the confirmatory factor analysis showed that the WOLF has moderately acceptable construct validity, with the three-factor model being a borderline fit to the data. Tests of the convergent validity of the WOLF yielded satisfactory results. However, the analysis of the discriminant validity of the WOLF showed that the instrument poorly discriminated between work enjoyment and intrinsic work motivation. Follow-up exploratory factor analysis, using recommended procedures for determining the number of factors to extract, revealed a two-factor solution, with the work enjoyment and intrinsic work motivation items loading on the same factor. Drawing on literature on psychological flow and motivation, as well as the findings of the present study, questions are raised over the adequacy of the conceptual basis of the three-factor model of work-related flow, the discriminant validity of the WOLF subscales, and the appropriateness of the wording of several of this measure's items. Using alternative methods and measures to investigate flow in work settings is recommended.