Test-retest reliability - whether repeating the test/questionnaire under the same conditions produces the same results and.There are several forms of reliability, including: This is especially important if the measure is to be used on an on-going basis to detect change. Reliability means the consistency or repeatability of the measure. The aim of testing is to ensure that the questions are measuring what they are intended to: that is that they produce a reliable and valid measurement. The responses from the six questions about each trait will later be aggregated to give a measurement of Morale, Innovation, Management and Teamwork.Īfter defining the construct and its components (traits), and producing questions to measure each of these, a testing stage is strongly recommended. For example, a good design might be a questionnaire with six questions each about each of the traits. Questionnaires are generally used to collect this type of information. In this case, each of the four traits needs to be measured. As a fictitious example, they might want to measure Organisational Effectiveness and they hypothesise that it is made up of four organisational traits: Morale, Innovation, Management and Teamwork. In this type of work, our clients usually have a model of what makes up their construct, or we can help them develop one. This stage tends to include a review of previous research on the topic to identify what is known about the subject and how people have tried to measure it in the past.
This means defining what the construct is, what it's comprised of and what measures it. Often the first step in measuring an intangible construct is coming up with an Operational Definition. Most of us agree that there is such a thing as intelligence - and that some people have more of it than others! But unlike height or weight it can't be measured with a tape-measure or a set of bathroom scales. The classic example of an intangible construct is Intelligence Quotient (IQ). Unlike annual income or production, which can be directly measured, many of the psychological aspects of an organisation are "intangible constructs" and can only be measured indirectly. Similarly, it is important to select executives or employees with certain character traits and dynamics for them to function effectively in their roles. For example, the climate and culture of an organisation is known to be central to optimising employee wellbeing, productivity and innovation. However some of the most vital aspects of a well-functioning organisation are more complex to measure. Some of these targets are easy to define and the measurements are clear cut, particularly certain financial goals, production and quality control targets. In today's world organisations need strategic goals and targets and clear measurements are needed to assess progress towards these goals.
0 kommentar(er)
