Job-Component Validity: Definition and Characteristics
Job-component validity is a type of validity assessment used by researchers and human resource professionals to measure the effectiveness of job selection systems. This type of validity assessment is used to measure the degree to which a job selection system accurately assesses an individual’s job-related skills and abilities. It is a measure of how well the job selection system predicts job performance. Job-component validity is based on the notion that job performance is a function of the individual’s knowledge, skills, abilities, and other personal characteristics (KSAOs).
The components of job-component validity include job analysis, job descriptions, job specifications, tests, and interviews. Job analysis involves the systematic study of job duties, responsibilities, requirements, and other job-related characteristics. Job descriptions provide a detailed description of the job duties, expectations, and requirements that are used to assess a job candidate’s capabilities. Job specifications are used to compare job candidates against the job requirements. Tests are used to measure the individual’s knowledge, skills, and abilities. Interviews are used to assess the individual’s job-related traits and behavior.
Job-component validity is based on the premise that job performance is a function of the individual’s knowledge, skills, abilities, and other personal characteristics. The assessment of job-component validity is used to determine the degree to which the job selection system accurately assesses the individual’s job-related skills and abilities. This type of validity assessment is used to evaluate a job selection system and to ensure that the job selection system predicts job performance.
Job-component validity is an important assessment tool for human resource professionals and researchers. It is used to measure the effectiveness of job selection systems and to ensure the accuracy of job selection procedures.
References
American Psychological Association (APA). (2020). Standard 7.02 – Job Analysis. In Publication Manual of the American Psychological Association (7th ed.). https://doi.org/10.1037/0000165-000
Farr, J. L., & Tippins, N. T. (2003). Job analysis: Methods, research, and applications for human resource management. Thousand Oaks, CA: Sage.
Hogan, R., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100-112. https://doi.org/10.1037/0021-9010.88.1.100