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# Effect of leadership development program on organizational performance - Dissertation Example

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Answers to queries Contents Reliability and Validity 3 Reliability 3 Estimating Reliability 3 Different Methods for Assessing Reliability 3 Test-Retest Reliability 3 Inter-rater Reliability 3 Internal Consistency Reliability 4 Estimating the Validity of a Measure 4 Estimating Validity 4 Convergent and Discriminant Validity 5 Criterion-Related Validity 5 Continuity correction 7 Applications 7 Likelihood ratio 8 Fisher's exact test of independence 10 When to use it 10 Null hypothesis 10 How it works 10 Examples 11 Graphing the results 12 Similar tests 12 Basic concepts of hypothesis testing 13 Null hypothesis 14 Biological vs…
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## Extract of sample"Effect of leadership development program on organizational performance"

Download file to see previous pages statistical null hypotheses 15 Testing the null hypothesis 15 P-values 16 Significance levels 17 One-tailed vs. two-tailed probabilities 17 Reporting your results 18 Confidence interval 20 p=0.891 represents the probability of occurring the event. ...
nsistency refers to inter-item reliability, and assesses the degree of consistency among the items in a scale, or the different observations used to derive a score Want to be sure that all the items (or observations) are measuring the same construct Estimates of Internal Consistency Item-total score consistency Split-half reliability: randomly divide items into 2 subsets and examine the consistency in total scores across the 2 subsets (any drawbacks?) Cronbach’s Alpha: conceptually, it is the average consistency across all possible split-half reliabilities Cronbach’s Alpha can be directly computed from data Estimating the Validity of a Measure A good measure must not only be reliable, but also valid A valid measure measures what it is intended to measure Validity is not a property of a measure, but an indication of the extent to which an assessment measures a particular construct in a particular context—thus a measure may be valid for one purpose but not another A measure cannot be valid unless it is reliable, but a reliable measure may not be valid Estimating Validity Like reliability, validity is not absolute Validity is the degree to which variability (individual differences) in participant’s scores on a particular measure, reflect individual differences in the characteristic or construct we want to measure Three types of measurement validity: Face Validity Construct Validity Criterion Validity Face Validity Face validity refers to the extent to which a measure ‘appears’ to measure what it is supposed to measure Not statistical—involves the judgment of the researcher (and the participants) A measure has face validity—’if people think it does’ Just because a measure has face validity does not ensure that it is a valid measure (and measures lacking ...Download file to see next pagesRead More
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