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    Validity and Reliability

    Uploaded by

    sumighosh848
    Ugc net

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    © All Rights Reserved
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    Validity and Reliability

    Uploaded by

    sumighosh848
    3 views4 pages
    Ugc net

    Original Title

    validity and reliability

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    Ugc net

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    3 views4 pages

    Validity and Reliability

    Uploaded by

    sumighosh848
    Ugc net

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    Validity and Reliability

    What is validity-It is de ned as the degree to which the researcher has measured what
    he has set out to measure.

    Are we measuring what we think we are measuring?

    Types of validity

    1)Face validity-each question or item on the research instruments must have logical
    link with an objective.The extent to which a research instrument or method appears, on
    the surface, to measure what it is intended to measure. It is a subjective assessment
    based on how well the instrument or method appears to correspond to the concept
    being studied.

    If researchers develop a questionnaire to measure job satisfaction, face validity


    would involve assessing whether the questions seem relevant to capturing aspects of
    job satisfaction, such as satisfaction with work tasks, colleagues, and work
    environment. If the questions in the questionnaire appear to be directly related to job
    satisfaction and make intuitive sense to respondents, the instrument is said to have
    high face validity.

    2)Content validity-Content validity refers to the extent to which a research instrument


    (such as a questionnaire, test, or measurement tool) adequately covers the full range of
    content or behaviors that it is supposed to measure.

    In a job performance evaluation, content validity would be demonstrated if the


    evaluation criteria cover all the relevant aspects of job performance, such as task
    completion, communication skills, problem-solving ability, and teamwork. If the
    evaluation criteria only focus on one aspect, such as punctuality, while ignoring other
    important dimensions of job performance, the evaluation would lack content validity.

    3) Internal Validity: This refers to the extent to which the research design accurately
    identi es causal relationships.

    For example, in a study examining the e ects of a new teaching method on student
    performance, internal validity would ensure that any changes in performance are
    indeed due to the new teaching method and not other variables like student motivation
    or teacher bias.

    4) External Validity: This pertains to the generalizability of research ndings to other


    settings, populations, and conditions.

    For instance, if a study nds that a certain medication is e ective in treating a


    particular condition in a clinical trial setting, external validity would assess whether
    these ndings can be applied to real-world patients in diverse healthcare settings.

    5) Construct Validity: This concerns the extent to which a research instrument (e.g., a
    questionnaire, test, or measurement tool) accurately measures the theoretical
    constructs it claims to assess.

    For instance, in a study measuring intelligence, construct validity would ensure that
    the chosen assessment tool accurately captures the concept of intelligence and not
    other related traits.

    6) Criterion Validity: This assesses the extent to which a research instrument predicts
    or correlates with an external criterion.

    For example, a new job interview assessment tool should demonstrate criterion validity
    by accurately predicting job performance or success in the role.

    7)Predictive validity-It is judged by degree to which an instrument can forecast the


    outcome.

    example-High tide,Low tide, Tsunami.

    Reliability-Consistent, Predictable, Stable, Honest

    Methods of determining the reliability of an instrument-

    1)Test/retest-an instrument is administered once, and then again, under the same or
    similar conditions.

    2)Parallel form-We construct two instruments that are intended to measure the same
    phenomenon.Then these two instruments are administered to two similar
    populations.And nally we compare the results.
    Split half technique-They are designed to measure attitudes towards an issue.
    -The questions are divided in half in such a way that any two
    questions administering the two halves are correlated (then we compare the scores).

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