Reliability and Validity

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

However, the researchers in this study could not transfer this reliability estimator to their study because they adapted the original measure. They selected a portion of the items from the English version and used them for the Hmong tasks.

I have chosen to analyze an organization that has helped millions of individuals in Utah and Idaho with their healthcare needs, Intermountain Healthcare, (IHC). For the specific purposes of this paper I will be representing the homecare department of IHC, located in Ogden, Utah. The individual I have selected to analyze is the branch manager who is over the Ogden branch. I have selected this organization and leader as I had the opportunity to work for this company for over 3 years. I have a high level of insight and personal experience that I can bring to this paper which I feel is very advantageous. I hope to learn how to improve the organizational performance of this branch by analyzing previous management and leadership methods.

This vastly researched and thriving subfield of psychology is concerned with basic methods used to identify similarities and differences among individual’s personal characteristics and capacities. Assessment involves more than mere administration of tests i.e.: collection and integration of information attained from various sources like interviews, behavioural observations, reports, psychological tests and historical documents in order to attain a complete picture of a person’s state.

It is made up of four major parts: standards for particular applications, technical standards for test construction and evaluation, professional standards for test use, and standards for administrative procedures. A test that is technically adequate meets the criteria for validity, reliability, and norms. Validity is “the appropriateness, meaningfulness, and usefulness of the specific inferences” that can be made from the test results. (American Psychological Association 9) Validity is the degree to which a test measures what it is intended to measure. Reliability is the extent to which the test results are dependable and consistent. Unrelated to the purpose of the test, errors in measurement can be viewed through inconsistencies in the performance, motivation, or interests of students being tested. Norms can be shown in age or grade equivalence, standard scores, and percentiles. They are generally shown in charts showing the performance groups of students who have taken the test. Norms show the comparison of the performance of new groups of test takers with the samples of students on whom the test was standardized. Goodwin and Driscoll (59-60) note that standardized tests have the following qualities: They provide a “systematic procedure for describing behaviors, whether in terms of numbers or categories.” They have an established format and set materials. Also, they present the same tasks and

In assessment, validity and reliability are two major factors. “Validity is the soundness of your interpretations and uses of students’ assessment results” (Brookhart & Nitko, 2015, p. 38). This basically means, does the assessment measure what it was intended to measure? Validity has four principles: interpretations, uses, values, and consequences. An example of a valid assessment is the SAT. The SAT is valid, because it provides the assessor evidence to make appropriate interpretations and uses. The assessor is able to make meaningful judgments and actions based on the scores of the SAT (Brookhart & Nitko, 2015, p. 38-40). The other important factor is reliability. “Reliability is the degree to which students’ results remain consistent over replications of assessment procedure” (Brookhart & Nitko, 2015, p.67). For example, if a test is valid, the student should score consistently with no intervention. However, if a treatment or invention occurs, the score should be altered. An

The reliability of an instrument contributes to the level of usability for empirical research (Whiston, 2009). Further, it refers to the replicability andstability of a measurement and whether it will result in the same assessment in the same individuals when repeated (Frankfort-Nachmias & Nachmias, 2008). When determining the reliability of an assessment, a reliability coefficient of at least .80 indicates a trustworthy level of reliability (Trochim, 2006).

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.

Twenty-four students (20 females, 4 males, M age = 21.24, SD age = 2.858) from a research course at Fullerton College participated in the Clinton Interrater Reliability Study (CIRS). A cluster sample was used to divide the 24 students into groups of 3 by having participants to randomly choose a piece of paper from a black container: a total of eight groups.

Evaluating Truth and Validity Exercise The credit card habit promotes careless spending, particularly among young people. Therefore, credit card companies should not be permitted to issue credit cards to anyone under age 21. This argument can be viewed valid when the argument behind the statement is correct. This argument I can say is only half accurate because young adults are not the only ones that are having careless spending on credit cards. Credit card habits do promote careless spending to all adults; it is true that the majority of mature and fully-grown person can be affected by carelessness in spending when given a credit card. According to the research done in the finance industry, it was revealed that the Baby boomers carry the

Leadership involves influence; it occurs among people; those people intentionally desire significant changes; and the changes reflect purposes shared by leaders and followers. In examining the Humana organization, superiors influence subordinates, but subordinates also influence superiors. An important aspect of leadership is influencing others to come together around a common vision (Draft R., 2015). Health services have a various range of areas ranging from health care facilities to nursing or acute care centers. Humana’s leaders are as different as the market they serve. Thus, Humana’s leadership involves the influence of people to bring about changes toward a desirable future.

Reliability is defined, within psychometric testing, as the stability of a research study or measure(s). Reliability can be examined externally, Inter-rater and Test-Retest, as well as internally; which is seen in internal consistency reliability methods.

mixed method data collection strategies have been employed to validate one form of data with the other form, to transform the data for comparison, or to address different types of questions (Creswell & Plano Clark 2007: 118). In many cases the same individuals provide both qualitative and quantitative data so that

Psychological tests 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