{'fraction_non_alphanumeric': 0.01692047377326565, 'fraction_numerical': 0.0, 'mean_word_length': 5.838150289017341, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
A Test of a Proposed Method for Estimating Validity of a Multivariate Composite Predictor: Extending the Job Component Validity Model

In this study, a proposed extension to the job component validity model from the Position Analysis Questionnaire was tested. Job component validity, a form of synthetic validation, allows researchers to select useful predictors and to estimate the criterion-related validity of tests based on conducting a job analysis which includes the Position Analysis Questionnaire. Morris and colleagues described a method for estimating the multiple correlation of a test battery assembled via job component validity estimates. In the current study, job component validity estimates, derived from the multiple correlation procedure proposed by Morris, et al., were compared to unit-weighted validity estimates obtained in a criterion-related validity study of six job progressions. The multivariate job component validity estimates were comparable to unit-weighted validity coefficients obtained using supervisory ratings as criteria. Multivariate job component validity estimates were conservative compared to corrected unit-weighted validity coefficients.