Define "construct validity" with an example in performance appraisal.

Define "construct validity" with an example in performance appraisal.

• A. The measure exactly matches the number of tasks completed.
• B. The measure is reliable but not valid.
• C. The measure truly reflects the intended construct; e.g., leadership evidenced by observable leadership behaviors.
• D. The measure is valid if it correlates with salary.

Answer: (C)

Construct validity asks whether the appraisal actually measures the intended concept, not something else. For leadership, this means the items in the appraisal should reflect behaviors that define leadership in practice. If the rating captures observable leadership actions—clear direction, motivation, effective communication, sound decision-making, and appropriate delegation—and these behaviors align with the leadership construct, the measure is tapping the right idea. It isn’t about counting tasks completed, which would reflect productivity rather than leadership. A tool can be reliable (consistent) but still not valid if it isn’t aligned with the leadership construct. Correlation with salary points to criterion validity, not construct validity, since pay is influenced by many factors beyond leadership. So the best choice is that the measure truly reflects the intended construct, evidenced by observable leadership behaviors.

Construct validity asks whether the appraisal actually measures the intended concept, not something else. For leadership, this means the items in the appraisal should reflect behaviors that define leadership in practice. If the rating captures observable leadership actions—clear direction, motivation, effective communication, sound decision-making, and appropriate delegation—and these behaviors align with the leadership construct, the measure is tapping the right idea. It isn’t about counting tasks completed, which would reflect productivity rather than leadership. A tool can be reliable (consistent) but still not valid if it isn’t aligned with the leadership construct. Correlation with salary points to criterion validity, not construct validity, since pay is influenced by many factors beyond leadership. So the best choice is that the measure truly reflects the intended construct, evidenced by observable leadership behaviors.