[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-298434-105":59,"doc-detail-298434-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","cognitive-validity-for-job-performance-science-point-of-view","Cognitive Validity for Job Performance - Science Point of View","","The PI Cognitive Assessment is examined as a valid predictor of job performance through the lens of established psychometric validity theory. Validity is defined as the degree to which evidence and theory support test-score interpretations for intended uses, with evidence drawn from test content, test structure, and relationships to other variables. Validity generalization is emphasized for scaling results across roles and assessments. The document also describes how cognitive-ability structure is modeled, how content and construct validity are supported, and how convergent and client-specific studies support performance prediction in practice.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/cognitive-validity-for-job-performance-science-point-of-view/298434/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/cognitive-validity-for-job-performance-science-point-of-view/298434.png","ImageObject",300,407,{"name":92,"@type":93},"Jordan Avery","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-22","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",11,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What does “validity” mean for interpreting PI Cognitive Assessment scores?","Question",{"text":113,"@type":114},"Validity refers to the degree to which evidence and theory support interpretations of test scores for the proposed uses of the test.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How does validity evidence get collected for the PI Cognitive Assessment?",{"text":118,"@type":114},"Validity evidence is typically drawn from the test’s content, the test’s structure, and relationships to other variables; studies related to all three sources are described.",{"name":120,"@type":111,"acceptedAnswer":121},"How is validity generalization used to justify broader workplace use?",{"text":122,"@type":114},"If many studies consistently show cognitive ability predicts job performance across similar roles, the evidence can generalize to new situations, reducing the need for separate validity studies for every client.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},298434,1789757608,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":14,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":130,"read_time":24,"preview_page_count":4},1099523882367,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","SCIENCE POINT OF VIEW  \nIs the PI Cognitive Assessment a valid predictor of job performance?  \nOverview  \nValidity refers to the evidence and theory that support the interpretations and uses of test scores. The PI Cognitive Assessment is a validated assessment instrument which measure general cognitive ability. General cognitive ability is a well-established predictor of job performance, and validity generalization transitively indicates that the PI Cognitive Assessment is a valid predictor of job performance.  \nWhat is validity?  \nAccording to the Standards for Educational and Psychological Testing, “validity refers to the degree to which evidence and theory support the interpretations of test scores for the proposed uses of tests.” In the case of the PI Cognitive Assessment, the scores are interpreted as a measure of general cognitive ability. The proposed use is for selection and succession decisions in the workforce. Validity evidence typically comes from three sources: the content of the test, the structure of the test, and relations to other variables. The PI Cognitive Assessment has studies related to all three sources of validity evidence.  \nAnother concept, validity generalization, refers to how well existing validity evidence will generalize to new situations without the need for additional study. For example, if atest measures reading ability in a national sample of students one year, can one assume that it will still be a valid measure in subsequent years? Validity generalization is often studied using evidence from relations to other variables.  \nValidity generalization is an important consideration for companies like The Predictive Index. If one study shows that cognitive ability predicts job performance in one role, then that might not be generalizable, but if dozens of studies show similar results, then there is stronger evidence that the predictability of the measure will generalize to other similar roles. There is strong evidence to support the proposed use of the test without needing to conduct a validity study for every single client.  \nValidity generalization works the other way too. When multiple measures of cognitive ability predict job performance, then the validity of that use case can be generalized to other cognitive ability assessments. To put it another way, if multiple cognitive ability assessments predict job performance, then those results can be generalized to other similarly validated cognitive ability assessments.  \nHow is validity demonstrated for the PI Cognitive Assessment?  \nThe structure of the PI Cognitive Assessment as a valid measure of general cognitive ability is based on a cognitive ability model defined by the psychologist John Bissell Carroll. Carroll’s  \nmodel shows how various abilities are related to an underlying general cognitive ability. A sample of these abilities (verbal, numerical, and abstract reasoning under speeded conditions) is the basis for structure of the PI Cognitive Assessment, and the score yielded by the PI Cognitive Assessment has been shown to be reliable and accurate. The content validity of the items that are used to measure these abilities is documented in a development report by the subject matter experts who authored the test. Their content validity review resulted in the final item set that is used for the PI Cognitive Assessment, as well as the rejection of items that did not measure the general cognitive ability domain well. Finally, numerous construct validity studies have been conducted to demonstrate the PI Cognitive Assessment’s convergent validity with other measures of general cognitive ability, like the Wonderlic Classic Cognitive Ability Test, Raven’s Advanced Progressive Matrices™, and Cubik’s Problem Solving Test. The PI Cognitive Assessment Technical Manual contains detailed summaries of relevant validity information.  \nDoes the PI Cognitive Assessment predict job performance?  \nYes. Decades of industry research show that cognitive abilit","cbCaio4Hs98T9PaC","https://ap.wps.com/l/cbCaio4Hs98T9PaC","pdf",58895,"English","# Overview\n## What is validity?\n## Validity generalization\n# How is validity demonstrated for the PI Cognitive Assessment?\n## Test structure and cognitive model\n## Content and construct validity\n# Does the PI Cognitive Assessment predict job performance?\n# What does this mean in practice?","[{\"question\":\"What does “validity” mean for interpreting PI Cognitive Assessment scores?\",\"answer\":\"Validity refers to the degree to which evidence and theory support interpretations of test scores for the proposed uses of the test.\"},{\"question\":\"How does validity evidence get collected for the PI Cognitive Assessment?\",\"answer\":\"Validity evidence is typically drawn from the test’s content, the test’s structure, and relationships to other variables; studies related to all three sources are described.\"},{\"question\":\"How is validity generalization used to justify broader workplace use?\",\"answer\":\"If many studies consistently show cognitive ability predicts job performance across similar roles, the evidence can generalize to new situations, reducing the need for separate validity studies for every client.\"}]","Cognitive Validity for Job Performance - Science Point of View | PDF"]