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What is Validity?
by By Saul McLeod published 2013

The concept of validity was formulated by Kelly (1927, p. 14) who stated that a test is
valid if it measures what it claims to measure.
For example a test of intelligence should measure intelligence and not something else
(such as memory).

Internal and External Validity

A distinction can be made between internal and external validity. These types of
validity are relevant to evaluating the validity of a research study / procedure.
Internal validity refers to whether the effects observed in a study are due to the
manipulation of the independent variable and not some other factor. In-other-words
there is a causal relationship between the independent and dependent variable.
Internal validity can be improved by controlling extraneous variables, using
standardized instructions, counter balancing, and eliminating demand characteristics
and investigator effects.
External validity refers to the extent to which the results of a study can be generalized
to other settings (ecological validity), other people (population validity) and over time
(historical validity).
External validity can be improved by setting experiments in a more natural setting and
using random sampling to select participants.

Assessing the validity of test

There there are two main categories of validity used to assess the validity of test (i.e.
questionnaire, interview, IQ test etc.): Content and criterion.

Face Validity
This is the least sophisticated measure of validity. Face validity is simply whether the
test appears (at face value) to measure what it claims to.
Tests wherein the purpose is clear, even to nave respondents, are said to have high
face validity. Accordingly, tests wherein the purpose is unclear have low face validity
(Nevo, 1985).
A direct measurement of face validity is obtained by asking people to rate the validity
of a test as it appears to them. This rater could use a likert scale to assess face validity.
For example:

1. - the test is extremely suitable for a given purpose

2. - the test is very suitable for that purpose;
3. - the test is adequate
4. - the test is inadequate
5. - the test is irrelevant and therefore unsuitable

It is important to select suitable people to rate a test (e.g. questionnaire, interview, IQ

test etc.). For example, individuals who actually take the test would be well placed to
judge its face validity. Also people who work with the test could offer their opinion
(e.g. employers, university administrators, employers). Finally, the researcher could
use members of the general public with an interest in the test (e.g. parents of testees,
politicians, teachers etc.).
The face validity of a test can be considered a robust construct only if a reasonable
level of agreement exists among raters.
It should be noted that the term face validity should be avoided when the rating is
done by "expert" as content validity is more appropriate.
Having face validity does not mean that a test really measures what the researcher
intends to measure, but only in the judgment of raters that it appears to do so.
Consequently it is a crude and basic measure of validity.
A test item such as 'I have recently thought of killing myself' has obvious face validity
as an item measuring suicidal cognitions, and may be useful when measuring
symptoms of depression.
However, the implications of items on tests with clear face validity is that they are
more vulnerable to social desirability bias. Individuals may manipulate their response
to deny or hide problems, or exaggerate behaviors to present a positive images of
themselves.
It is possible for a test item to lack face validity but still have general validity and
measure what it claims to measure. This is good because it reduces demand
characteristics and makes it harder for respondents to manipulate their answers.
For example, the test item 'I believe in the second coming of Christ' would lack face
validity as a measure of depression (as the purpose of the item is unclear).
This item appeared on the first version of The Minnesota Multiphasic Personality
Inventory (MMPI) and loaded on the depression scale. Because most of the original
normative sample of the MMPI were good Christians only a depression Christian
would think Christ is not coming back. Thus, for this particular religious sample the
item does have general validity, but not face validity.

Construct Validity
Construct validity was invented by Cornball and Meehl (1955). This type of validity
refers to the extent to which a test captures a specific theoretical construct or trait, and
it overlaps with some of the other aspects of validity
Construct validity does not concern the simple, factual question of whether a test
measures an attribute. Instead it is about the complex question of whether test score
interpretations are consistent with a nomological network involving theoretical and
observational terms (Cronbach & Meehl, 1955).
To test for construct validity it must be demonstrated that the phenomenon being
measured actually exists. So, the construct validity of a test for intelligence, for
example, is dependent on a model or theory of intelligence. Construct validity entails
demonstrating the power of such a construct to explain a network of research findings
and to predict further relationships.
The more evidence a researcher can demonstrate for a test's construct validity the
better. However, there is no single method of determining the construct validity of a
test. Instead, different methods and approaches are combined to present the overall
construct validity of a test. For example, factor analysis and correlational methods can
be used.

Concurrent validity
This is the degree to which a test corresponds to an external criterion that is known
concurrently (i.e. occurring at the same time). If the new test is validated by a
comparison with a currently existing criterion, we have concurrent validity. Very
often, a new IQ or personality test might be compared with an older but similar test
known to have good validity already.

Predictive validity
This is the degree to which a test accurately predicts a criterion that will occur in the
future. For example, a prediction may be made on the basis of a new intelligence test,
that high scorers at age 12 will be more likely to obtain university degrees several
years later. If the prediction is born out then the test has predictive validity.

References
Cronbach, L. J., and Meehl, P. E. (1955) Construct validity in psychological
tests. Psychological Bulletin, 52, 281-302.
Hathaway, S. R., & McKinley, J. C. (1943). Manual for the Minnesota Multiphasic
Personality Inventory. New York: Psychological Corporation.
Kelley, T. L. (1927).Interpretation of educational measurements. New York:
Macmillan.
Nevo, B. (1985). Face validity revisited. Journal of Educational Measurement, 22(4),
287-293.

How to cite this article:

McLeod, S. A. (2013). What is Validity?. Retrieved from
www.simplypsychology.org/validity.html
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Validity Coefficient: Definition and How to Find it

Probability and Statistics Index > Regression Analysis > Validity Coefficient
You may find it useful to read about validity first. See:

Internal validity
Construct Validity

Validity Coefficient: Definition

Validity tells you how useful your experimental results are; a validity coefficient is a gauge of how strong
(or weak) that usefulness factor is. For example, lets say your research shows that a student with a high
GPA. should perform well on the SAT and in college. A validity coefficient can tell you more about the
strength of that relationship between test results and your criterion variables.
Example (for testing concurrent validity): you want to design an instrument that measures success in
college. You design a scale called the SUCCESS scale which measures how well students will do in their first
year of college based on GPA, social skills, extra-curricular interests and other criteria. The score ranges
from 0 to 10, with career counselors grading students on a 5-point item for each set of criteria. As a criterion,
you have a second set of college advisers grade the students at the end of their first year. You correlate your
SUCCESS rankings with the rankings obtained from the college advisers. This gives you a validity coefficient.
In general, validity coefficients range from zero to .50, where 0 is a weak validity and .50 is moderate
validity. The possible range of the validity coefficient is the same as other correlation coefficients (0 to 1)
and so, in general, validity coefficients tend not to be that strong; this means that other tests are usually
required. Its not unusual for validity coefficients to max out at around .30. For the above example, this
low correlation means that some students with GPAs may not perform well on standardized tests or in
college.

How to find Validity Coefficients

The validity coefficient is just another type of correlation coefficient. Therefore, you can use any statistical
software to find validity correlation.
 You can use the Excel CORREL function to find correlation coefficients:
1. Type your data into a worksheet. Your independent variables should be on one column and
your dependent variables should be in a second column.
2. Click the function button on the toolbar (fx).
3. Type Correl to find the Correl function. Click on Correl.
4. Type the cell locations of your independent variables into the array 1 box. For example, A1:A30.
5. Type the cell locations of your dependent variables into the array 2 box. For example, B1:B30.
6. Click OK.
Click one of the links below to see directions for finding validity correlations in different software
programs:

Correlation Coefficient SPSS

Minitab Correlation Coefficient
Reference:
Neil J. Salkind. Tests & Measurement for People Who (Think They) Hate Tests & Measurement
Validity Coefficient: Definition and How to Find it was last modified: November 15th, 2016 by Andale
By Andale | March 13, 2015 | Statistics How To | 4 Comments |
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4 thoughts on Validity Coefficient: Definition

and How to Find it
1. olaJanuary 19, 2016 at 4:11 am
hi, does it mean that the result of validity coefficient is better at .50 thanks

2. AndalePost authorJanuary 19, 2016 at 10:41 am

Hi, Ola,
Yes. If you have .50, thats about as good as it gets.
Stephanie

3. s.c. davarJanuary 28, 2016 at 9:31 am

validity coeffiicient is correlatin coefficient based on rank order data and highest validiity is one.

4. AndalePost authorJanuary 28, 2016 at 1:47 pm