development of CAPP, while respecting the needs and constraints of
industry and the work context, is uncompromisingly based on scientific
principles and recent research results in applied psychology. Therefore,
the validation of the instruments making up the CAPP system has been
performed according to strict psychometric standards. Extensive validation
research conducted with a large number of participants over the years
has clearly established the quality of the CAPP instruments with respect
Face and content validity
tests in the human resource area are self-evaluation personality scales
and questionnaires, consisting of standard items such as simple questions
or statements. There are only very few CAPP instruments of this nature.
For these, classic item-to-scale reliability has been established.
However, most CAPP instruments are measuring performance skills or
employ the innovative "fuzzy-set" procedure (see "Tests").
Since these procedures do not depend on items that are combined to
scales, the reliability - in the sense of stability of the results
- for these instruments has been established via test-retest procedures.
Detailed statistical reports of the reliability data are available
to professionals for inspection on the net or for downloading (see
Face and content validity
validity is achieved when there is high
plausibility that a
test actually measures the dimension it claims to measure. Content
validity refers to the fact that the test contents needs to adequately
reflect the underlying dimension. CAPP instruments either consist
of classic published instruments with proven face validity or were
developed by SIGMA under the direction of Prof. Scherer based on research
results and practical experiences in industry. Thereby, direct correspondence
between the tests and the dimensions to be measured was achieved.
In addition, a number of psychologists who use the CAPP instruments
human resource work, such as recruitment and development, have helped
to establish a high degree of face and content validity of the instruments.
test is considered to be construct-validated (in terms of content
validity) when its scores on certain dimensions correlate significantly
with other tests that are supposed to measure similar dimensions.
Under the direction of Prof. Scherer, SIGMA has conducted intensive
construct validity analyses for
each CAPP instrument,
studying, separately for each dimension, both the correlations with
other CAPP instruments (see the discussion of the "multi-trait, multi-method"
approach on the page "Tests") and with tests developed by other researchers.
The results have shown a high degree of construct validity in virtually
all cases. Detailed
of the construct validity data are available to professionals for
inspection on the net or for downloading (see Info/Contact).
validity refers to the correlation of a test result with the concrete
behavior or achievement of a candidate and thus the test's capacity
to predict future achievements. SIGMA is actively pursuing efforts
to collaborate with industry to obtain empirical data on the predictive
validity of CAPP dimensions for the future performance of candidates.
Research so far has shown high correlations of CAPP dimensions with
educational achievement and level of position in a company. It can
also be shown that the CAPP profile can predict job satisfaction and
general "well-being" or life satisfaction to an important
degree. In addition, in a series of research studies in collaboration
with industry and international organizations, validity correlations
with peer ratings (360 degree) have been obtained. Detailed statistical
of the data on predictive validity are available to professionals
for inspection on the net or for downloading (see Info/Contact).