Hogan Assessment Validity and Reliability Flashcards
6 cards from real Hogan Assessment practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Hogan Assessment Validity and Reliability flashcards as text
What does discriminant validity demonstrate for a Hogan Assessment scale?
Answer: The scale does not correlate highly with measures of unrelated constructs
Discriminant validity shows that a scale measures its intended construct by demonstrating low correlations with measures of different, unrelated constructs.
In Hogan Assessment validity research, what is a criterion contamination concern?
Answer: When predictor scores influence the criterion ratings of job performance
Criterion contamination occurs when performance raters know candidates' assessment scores, artificially inflating validity coefficients and distorting study results.
Which Cronbach's alpha range is generally considered acceptable for Hogan Assessment scales?
Answer: 0.70–0.90
Alpha values between 0.70 and 0.90 indicate satisfactory internal consistency for personality scales, balancing reliability with appropriate item diversity.
What is cross-validation in the context of Hogan Assessment validity studies?
Answer: Testing a prediction model on a new independent sample
Cross-validation tests whether validity coefficients derived in one sample hold up in a new independent sample, guarding against overfitting to the original data.
What does a meta-analysis of Hogan Assessment validity studies allow researchers to determine?
Answer: Aggregate effect sizes across multiple independent studies
Meta-analysis combines findings from many independent validity studies to estimate the overall predictive validity of Hogan Assessments across diverse jobs and contexts.
Why do Hogan Assessments use occupational rather than general population norms for score interpretation?
Answer: Occupational norms provide more relevant comparison groups for workplace decisions
Occupational norms allow score comparisons against people in similar job roles, making interpretations more meaningful and actionable for selection and development purposes.