Cognitive Tests Used in Selection Can Have Content Validity as Well as Criterion Validity: A broader research review and implications for practice
Year: 2012
Type: article
Abstract: Many industrial/organizational (I/O) psychologists, both academics and practitioners, believe that the content validity model is not appropriate for cognitive ability measures used in personnel selection. They believe that cognitive tests can have criterion validity and construct validity but not content validity. Based on a review of the broader differential psychology research literature on cognitive skills, aptitudes, and abilities, this article demonstrates that with the proper content validity procedures, cognitive ability measures, including, ultimately, some de facto measures of general cognitive ability, can have content validity in addition to criterion and construct validity. Finally, the article considers, critiques, and refutes the specific arguments contending that content validity is inappropriate for use with cognitive skills and abilities. These research facts have implications for I/O practice, professional standards, and legal defensibility of selection programs.
Author: Frank L. Schmidt
Institution: University of Iowa
Language: English
Field: Decision Sciences
Domain: Social Sciences
Open Access status: bronze
OpenAlex ID: W1596643702