This would be used in determining whether the prevailing employee abilities are related with their prevailing job performance based on the measurements of the criterion scores. In case of a high correlation, it concludes that there is a high validity of the concurrent criterion. This suggests that the identified abilities have measured the performance abilities on tasks that require the decision makers to measure.
For the content validity to be interpreted, a job analysis must be done, and the requirement matrix to be developed. Then interpreting the content validity would then become a judgmental procedure where organizational or external experts. These experts must be thoroughly informed and knowledgeable about the nature of the focal job tasks and job. They then deliver a judgment on whether the abilities displayed by the test results are a true reflection of the organization's identified job analysis. Assessment of content validity tests tends to be judgmental and does not need the creation of a criterion measure like in criterion validity test (Heneman, Judge, & Kammeyer-Mueller, 2012).
Limitations when interpreting results
This study demonstrates...
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