Can Synthetic Validity Methods Achieve Discriminant Validity?

Industrial and Organizational Psychology, 3 (2010), 344-350

7 Pages Posted: 27 Feb 2014

See all articles by Frank L. Schmidt

Frank L. Schmidt

University of Iowa - Henry B. Tippie College of Business

In‐Sue Oh

Temple University - Department of Human Resource Management

Date Written: 2010

Abstract

Our focus is on the difficulties that synthetic validity encounters in attempting to achieve discriminant validity and the implications of these difficulties. Johnson et al. (2010) acknowledge the potential problems involved in attaining discriminant validity in synthetic validity. For example, they report that Peterson et al. (2001), Johnson (2007), and other synthetic validity studies report failure to achieve discriminant validity. What this failure means is that a synthetic validity equation developed to predict validity for Job A does as well in predicting validity for Jobs B, C, D, and so forth as it does for Job A. Johnson et al. then go on to propose that this problem might be overcome by careful attention to both the criterion and predictor sides of synthetic validity. We question whether their proposals can be made to work.

Suggested Citation

Schmidt, Frank L. and Oh, In-Sue, Can Synthetic Validity Methods Achieve Discriminant Validity? (2010). Industrial and Organizational Psychology, 3 (2010), 344-350. Available at SSRN: https://ssrn.com/abstract=2401171

Frank L. Schmidt

University of Iowa - Henry B. Tippie College of Business ( email )

Acquisitions
5020 Main Library
Iowa City, IA 52242-1000
United States

In-Sue Oh (Contact Author)

Temple University - Department of Human Resource Management ( email )

1801 Liacouras Walk
Alter Hall 343
Philadelphia, PA 19122
United States

HOME PAGE: http://www.fox.temple.edu/mcm_people/in-sue-oh/

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