Current Validity – Coursework Example

PSYCHOLOGY: CONTENT VALIDITY (Legal and Professional Requirements) of (affiliation) PSYCHOLOGY: CONTENT VALIDITY
An implication of a lack of a validation study before a test administration process will be implemented is that such tests will most likely produce the wrong results. In other words, the selection is not accurate and the people selected for the organization as staff people are not the right or the best candidates for a particular job position. There is a misfit between the aptitude and skills of these people compared to the requirements of their intended job positions. There must be a strong link between job analysis based on the requirements criteria of a position and for the entire selection process and testing to be a valid tool in hiring for organizations. There needs to be some trade-offs in this regard based on predictors (De Corte et al., 2007).
A second potential impact of using application tests not aligned with a job analysis is to end up hiring the wrong people because these people have the wrong skill sets for the jobs they may have applied for originally. Put differently, there is a less than optimal result when hiring a person for a specific job; he may have some skills for that job but not possess all the desired skills needed for the right, ideal, or perfect fit between a job applicant and job description.
A possible consequence of using a misaligned testing process is to produce the wrong set of results which may include confounding factors. Additionally, because the tests did not return the optimal results as expected, wrong selection of the wrong people will cost a company in terms of employee turnover as people resign from their jobs due to a mismatch and resulting low level of morale and poor performance coming from job dissatisfaction which is one of the main reasons why most employees quit after just a short time on the job (Bobko et al., 1999).
References
Bobko, P., Roth, P. L., & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance. Personnel Psychology, 52(3), 561-589.
De Corte, W., Lievens, F., & Sackett, P. R. (2007, September). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92(5), 1380-1393.
Due: November 6, 2014 @ 2:21 a.m.