psychometric validity

psychometric validity

The psychometric soundness of questionnaires used in clinical trials and outcomes research to demonstrate that they measure what they are designed to measure. The term is often used interchangeably with psychometric validation, the process of validating such questionnaires.

Types of psychometric validity
Construct validity, face validity.
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References in periodicals archive ?
Objective: To examine the psychometric validity of Short-Form PWB Scale (PWBSs) among clinical nurses.
To determine the psychometric validity of the Short-Form PWBS, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were performed using Mplus software version 5.1 (MPLUS software, Los Angeles, CA: Muthen & Muthen) and a criterion significance level of P < 0.05.[8] EFA was performed to reduce the items to a common factor pattern.
Further studies are underway to determine the reliability and psychometric validity of these scales.
The three major categories of psychometric validity are content (i.e., How well do the items reflect the overall domain?), construct (i.e., How correctly defined and operationalized are the key assumptions underlying the measure?), and criterion (i.e., How well do the scores correspond to related variables or conditions?) (Gregory, 2011; Whiston, 2009).
To provide a conceptual and practical foundation for producers and consumers of research, he covers basic principles, practices, and processes in scale construction, scale evaluation, interpretation of results, and threats to psychometric validity and reliability.
The psychometric validity of the scales were evaluated by Factorial Analysis.
Finally, Miller, Woehr, and Hudspeth introduced the Multidimensional Work Ethic Profile to assess components of work ethics and provided evidence of psychometric validity for the scale.
Performance ratings are the most commonly used criteria in validity studies of selection methods, but there is increasing evidence that decision makers actually use multiple indicators of job success and perceive individual performance as a dynamic construct antithetical to the static notions underlying psychometric validity and utility frameworks (Boudreau et al.).
In addition to introducing the concept of political validity, this paper addresses challenges presented by the traditional psychometric validity concerns surrounding paper-and-pencil tests aimed to measure teacher competencies.