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Content Validity, Face Validity, and Quantitative Face Validity
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"Content Validity, Face Validity, and Quantitative
Face Validity
By William C. Burns
Copyright © 1995, 1996
The purpose of this chapter is to discuss some of the issues involved
in the definition and use of content validity from two very different
perspectives. In the first section a professional perspective
is used. The term "professional" is used in this chapter
to refer to the standards that have developed over the last 50
years in the fields of industrial and organizational psychology,
psychometrics, and educational tests and measurements. In particular
an attempt is made to identify and distinguish "quantitative
face validity" as a less-than-acceptable substitute for content
validity. Another form of pseudo validity, identified here as
"semantic validity," is also defined and discussed.
The second section examines content validity as it is defined
by the Uniform Guidelines on Employee Selection Procedures (1978,
hereafter Uniform Guidelines). In attempting to translate content
validity into regulations, the federal agencies approach the subject
in a way that at first seems rather strange. The third section
which focuses on using content validity, attempts to explore how
an employer can meet both professional standards and the requirements
of the Uniform Guidelines.
THE PROFESSIONAL PERSPECTIVE
The Legal Climate
Equal employment laws, regulations, and guidelines have pressured
employers using tests to develop evidence of their validity. Underlying
these pressures in many cases is a substantial financial exposure.
Public employers are probably under the most difficult set of
constraints. Many have civil service regulations which require
that a large number of "examinations" be developed and
given each year involving both entry-level jobs and promotions.
The amount and the complexity of the research that would be required
to accumulate the evidence needed "
....
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