Criterion-related Validity

Criterion-related validity demonstrates that an assessment is useful in predicting a real-world outcome, such as performance.  The following details studies where the 15FQ™ has been able to predict such outcomes.

Predicting Effective Performance in Retail Management

A major UK based electrical goods wholesaler administered 15FQ™ to a randomly selected sample of 39 branch managers whose performance was rated by District Managers. The performance rating was made independently without reference to assessment data on a simple four point scale as follows:

Four 15FQ™ dimensions were found to have a relationship with the performance measure. The results suggested that those managers who were rated as more effective tended to be more practical, realistic, self-sufficient and emotionally resilient. A multiple regression analysis was undertaken to determine the overall relationship between the four measures and job performance. The findings suggested that the three of the four 15FQ™ measures above were able to account statistically for about 20% of performance determinants. The table below provides the summary findings.

15FQ™ Predictors of Retail Management Performance

Prediction of Job Performance ratings for Trainee Solicitors.

A sample of 30 trainee solicitors were assessed by their direct managers at the end of the first year. Each was rated on a five point scale (5 = excellent, 1 = poor). The Following correlations were observed: 

15FQ™ Correlations with Performance Ratings of Trainee Solicitors