SYNTHETIC VALIDITY: PAST, PRESENT, AND FUTURE

Charles A. Scherbaum

38 citations0/0 files storedPersonnel Psychology

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Employer Branding and e-HRM Psychometric Methodologies and Testing Psychological Testing and Assessment

Abstract

Practitioners in the area of personnel selection can be confronted with situations in which the use of traditional validation strategies is not feasible. This situation can result from small numbers of incumbents, rapidly changing jobs, insufficient resources, or the lack of high‐quality criterion data. Although traditional strategies are not possible, a set of techniques falling under the rubric of synthetic validity can be used to estimate predictor validity in these situations. Synthetic validity is a logical process of inferring validity on the basis of the relationships between components of a job and tests of the attributes that are needed to perform the job components. Unfortunately, synthetic validity is infrequently used and not well understood. This article provides an overview and conceptualization of synthetic validity, reviews the historical approaches to synthetic validity, describes the recent developments and trends, and suggests future directions for synthetic validity application and research. The relationship of synthetic validity with other validity concepts, the advantages, the limitations, and the legal issues are considered throughout.

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1977Handbook of Industrial and Organizational Psychology.1993Handbook of industrial and organizational psychology 1995Validity of psychological assessment: Validation of inferences from persons' responses and performances as scientific inquiry into score meaning.1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.2017Standards for Educational and Psychological Testing.1979The robust beauty of improper linear models in decision making.1988Handbook of Multivariate Experimental Psychology 1993Personnel Selection in Organizations

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2010Validation Is Like Motor Oil: Synthetic Is Better 2009Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals 2012Job Analysis for Knowledge, Skills, Abilities, and Other Characteristics, Predictor Measures, and Performance Outcomes 2017The Legal Context of the Management of Human Resources

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