Psychology Tests and Measurements - Essay Example

In HWI the first few items of the test of assessment pass the mark of face validity. Those are the first three tests that are concerned with hard work. The rest of the tests fail on face validity hence making the whole assessment fail on face validity the scores of the whole test will be added up. The items look at issues of food and car which do not in any way related to the issue of hard work.

The first item on the HWI assessment test checks on the behavior by looking at the number of hours the employees work. The second item is also a behavioral aspect checking whether employees leave after they accomplish their work or not. The third item looks at both the behavioral part on how fast the employees accomplish their tasks, and the second part on safety begins with cognition because anything risky threatens one well’s being which begins with cognition. The rest of the items in the assessment test have a cognitive aspect.

Reliability ensures that there is consistency in the measuring tool. In the WEI assessment test since the correlation is over .9 then the internal reliability is marvelous. Hence the assessment test can be used in the organizational setting. For the HWI test, the coefficients are above.5 which means the internal consistency is poor. The reliability coefficient is not high enough to be used in an organizational setting.

For WEI test the work ethic has only 1 item which has an eigenvalue above 1, the rest are below 1. There is also a very big drop in eigenvalue between 1 and the second item which is 2. On the scree plot, the items from 2 through 5 appear at the base of the scree plot. For the HWI two components have an eigenvalue greater than 1. There is also a small drop in the eigenvalue between 1 and 2 two components, then there is a big drop between the 2 and the third components. The rest of the components are at the bottom of the scree plot as well.

On convergent validity looking at conscientiousness score a correlation of .90 with the concern of laziness which shows that the convergent validity is fine. The job performance item is also highly correlated to the job performance variable which also confirms that the convergent validity is fine.

The WEI test has a discriminant validity of the test is very good since the variable of height has a low score correlation on all the items of the score. This shows that the discriminatory validity is also very good.  The height variable score correlations of .05, .20 and .07

The convergent and discriminatory validity of the test is not good in HWI. A good example of a test that is not fine shows that there is a high correlation of .96 with the item which asks about loving going out on Sundays. There is a low correlation as well for the variable job performance with the number of hours one works variable of job performance.

Criterion validity is the judgment of how a test adequately can be used to infer the individual’s most probable standing on some measure of interest. It is the standard under which a test is evaluated.  In terms of relevant criterion validity, the WEI test is valid because the test has been constructed by a psychologist and is being administered to a group of employees whose tests are supposed to test. The test fails though on criterion contamination because it is the same test that has been used as a predictor test as well and a test cannot be used to predict itself. But the test can be used to measure to predict job performance because it does well on face validity and correlation is high.