Reliability Is Defined, Within Psychometric Testing

As a student/healthcare worker who is new to critical appraisal I am aware that I do not fully understand some of the calculations involved in reporting of findings, however Greenhalgh (2006) argued, ‘all you really need to know is what the best test is to apply in given circumstances, what it does and what might affect its validity/appropriateness’. When caring for patients it is essential that Healthcare Professionals

Values and Motives Questionnaire: The Technical Manual (n.d.). Retrieved from the Liberty COUN 521 website: Psytech International.

The Values and Motives Questionnaire, also known as the Values and Motives Inventory, is designed to examine a person’s motivation in relation to his values and activities. In order to ensure a comprehensive understanding of values, the VMQ assess three distinct areas, including: interpersonal, intrinsic, and extrinsic. Interpersonal values, according to the VMQ refer to one’s relationships with others. Intrinsic values contain one’s personal beliefs and attitudes. Finally, extrinsic values are one’s motivating factors at the workplace. Each of these three areas contain twelve topics

The assessor should record their assessment decision with the criteria met clearly identified. The assessor should follow procedure with regards to making this information available to authorised colleagues and should maintain confidentiality.

Validity refers to whether the research conducted is what it intended to be. Validity involves dependability, which means, a valid measure must be reliable. But, reliability doesn’t have to link to validity, a reliable measure is not required to be valid.

Cohen's kappa measures the agreement between two raters only, and it can be concluded that the reliability is low in this example (Kline, 2005).

It is also consents the rater to compare every job with another jobs evaluation based on a job ranking method. Further, the rater will basis on the number of score what received from employee to evaluate who is the better performing subordinate.

In psychological assessment of any kind, validity is defined as “the degree to which all the accumulated evidence supports the intended

To determine scores for qualitative responses such as interview questions, letters of recommendations and previous work experience questions, a scale would have to be created. To determine these scores, the answers would have to be looked at subjectively by the reviewer and given a number on a rating scale. Once the answers are given a numerical value, the total score can be compared to other applicants’ scores to determine who may be more valuable to the company.

Reliability refers to coherence, stability and dependability in test results, generally using internal consistency to express the levels of reliability in the test. The higher reliability indicates the higher level of accordance, stabilization and dependability in test results. Reliability is the precondition of validity (Guba and Lincoln, 1981). The same findings may not generate if the same research is repeated, because many influencing factors may work in the process of research. The process of establishment in reliability research includes: the research rigorously collect and explain data in consistent investigation (internal checks); the process is transparent (sample design, field work, inquiry and rational data). Patton (1987) suggests that the use of triangulation in multiple approaches can increase the reliability in results.

term as ‘POS’, ‘NEG’ or ‘OBJ’. The Cohen’s kappa value was recorded to be in the

The manual discusses internal consistency and test-retest in terms of reliability. Internal consistency is measuring how scores on individual items relate to each other or to the test as a whole. In two subsample studies, high internal consistency was found. In the first study, with a mixed sample of 160 outpatients, Beck, Epstein et al. (1988) reported that the BAI had high internal consistency reliability (Cronbach coefficient alpha = .92), and Fydrich et al. found a slightly higher level of internal consistency (coefficient alpha = .94). This means that the items on the BAI are all measuring the same variable, anxiety.

They agree to disagree on some levels but it seems as though they feel the scale rating system is flawed.

Psychological tests and or psychological assessments are an important asset in the field of psychology. These tests are designed to measure people’s characteristics which pertain to behavior. There are a variety of different types of tests that can be used to assess different types of behaviors. According to the specific behavior or behaviors being assessed, tests are categorized into two types, ability tests and personality tests. Ability tests, which encompass achievement, aptitude, and intelligence testing are used to determine capacity or potential by measuring scores based on speed, accuracy, or both. On the other hand, personality tests, which include structured or projective are used to determine behavior traits, that may be overt

Reliability – this refers on how dependable and trustworthy is the product. This will also tell if the product would function well in a long duration and what would its failure rate. The lesser the failure rate would indicate how good is the product there are manufacturing.