"Demonstrating statistically a relationship between scores on a selection procedure and job performance of a sample of workers" is called:

Correct option is C

Criterion validity is used to assess how well a test or selection procedure predicts an outcome by statistically measuring its relationship with job performance or another criterion measure. It is crucial in employee selection processes, where tests must accurately predict job success.

There are two main types of criterion validity:

1. Predictive Validity – Assesses whether test scores can predict future job performance. For example, a cognitive ability test for hiring employees should correlate with their actual job success.

2. Concurrent Validity – Measures the correlation between test scores and current performance levels in existing employees.

This type of validity is particularly important in employment testing, educational assessments, and psychological evaluations. If a test demonstrates a strong statistical relationship with actual job performance, it is considered to have high criterion validity.

Information Booster:

1. Criterion validity ensures that hiring tests and assessments are effective in selecting the right candidates.

2. A high level of criterion validity indicates that the test results are meaningful and practically useful for hiring decisions.

3. It helps organizations reduce hiring errors and improve employee performance by using validated assessment tools.

4. In research, it is often measured using correlation coefficients, where a higher correlation signifies stronger validity.

5. Example: If an organization uses an aptitude test for hiring engineers, and test scores correlate significantly with job performance, the test has strong criterion validity.

Additional Knowledge:

1. Content Validity (Option 1):

   • Content validity measures how well a test covers all aspects of a concept rather than predicting performance.

   • It ensures that a test includes all necessary topics or competencies required for a job.

   • Example: A mechanical engineering test should cover thermodynamics, materials science, and fluid mechanics to be content-valid.

   • Unlike criterion validity, it does not involve statistical correlation with job performance.

2. Construct Validity (Option 2):

   • Construct validity assesses whether a test measures the theoretical concept it claims to measure.

   • It is important in psychological and intelligence testing.

   • Example: If an emotional intelligence test truly measures emotional intelligence rather than unrelated traits like extroversion, it has construct validity.

   • It does not focus on job performance but rather on the accuracy of test constructs.

3. Test Validity (Option 4):

   • "Test validity" is a broad term that includes all forms of validity (content, construct, and criterion).

   • It does not specifically refer to a statistical relationship between test scores and job performance, making it too general to be the correct answer.

   • Example: A well-designed test may have test validity in general, but it must still be classified under specific types like criterion validity for selection tests.​