Civil. rights legislation, the attendant actions of compliance agencies. and a few landmark court cases have provided the impetus for the extension of the application of content validity from academic achievement testing t o personnel testing in business and industry. Pressed by the legal requirement to demonstrate validity, a n d constrained by the limited applicability of traditional criterion-related methodologies, practitioners a r e more and more turning to content validity i n search of solutions. Over time. criterion-related validity principles and strategies have evolved so that the term, âcommonly accepted professional practiceâ has meaning. Such is not the case with content balidity. The relative newness of the field, the proprietary nature of work done by professionals practicing in industry, to say nothing of the ever present legal overtones, have predictably militated against publication in the journals and formal discussion at professional meetings. There is a paucity of literature on content validity in employment testing, and much of what exists has eminated from civil service commissions. The selection of civil servants, with its eligibility lists and âpass-failâ concepts, has always been something of a special case with limited transferability t o industry. Given the current lack of consensus
Personnel Psychology – Wiley
Published: Dec 1, 1975
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