A Comparison Of The Common Item And Random Groups Equating Designs Using Empirical Data
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A Comparison of the Common-Item and Random-Groups Equating Designs Using Empirical Data
We designed this study to evaluate several data collection and equating designs in the context of item response theory (IRT) equating. The random-groups design and the common-item design have been widely used for collecting data for IRT equating. In this study, we investigated four equating methods based upon these two data collection designs, using empirical data from a number of different testing programs. When the randomly equivalent group assumption was reasonably met, the four equating methods tended to produce highly comparable results. On the other hand, equating methods based upon either of the equating designs produced dissimilar results. Sample size can have differential effects on the equating results produced by the different equating methods. In practice, a common-item equivalent-groups design often produces unacceptably large differences in the group mean due to various anomalies such as context effects, poor quality of common items, or a very small number of common items. In such cases, a random-groups design would produce more stable equating results.
Test Equating, Scaling, and Linking
Author: Michael J. Kolen
language: en
Publisher: Springer Science & Business Media
Release Date: 2014-01-13
This book provides an introduction to test equating, scaling and linking, including those concepts and practical issues that are critical for developers and all other testing professionals. In addition to statistical procedures, successful equating, scaling and linking involves many aspects of testing, including procedures to develop tests, to administer and score tests and to interpret scores earned on tests. Test equating methods are used with many standardized tests in education and psychology to ensure that scores from multiple test forms can be used interchangeably. Test scaling is the process of developing score scales that are used when scores on standardized tests are reported. In test linking, scores from two or more tests are related to one another. Linking has received much recent attention, due largely to investigations of linking similarly named tests from different test publishers or tests constructed for different purposes. In recent years, researchers from the education, psychology and statistics communities have contributed to the rapidly growing statistical and psychometric methodologies used in test equating, scaling and linking. In addition to the literature covered in previous editions, this new edition presents coverage of significant recent research. In order to assist researchers, advanced graduate students and testing professionals, examples are used frequently and conceptual issues are stressed. New material includes model determination in log-linear smoothing, in-depth presentation of chained linear and equipercentile equating, equating criteria, test scoring and a new section on scores for mixed-format tests. In the third edition, each chapter contains a reference list, rather than having a single reference list at the end of the volume The themes of the third edition include: * the purposes of equating, scaling and linking and their practical context * data collection designs * statistical methodology * designing reasonable and useful equating, scaling, and linking studies * importance of test development and quality control processes to equating * equating error, and the underlying statistical assumptions for equating
Handbook of Employee Selection
This second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other chapters confront criterion measures that are used in test validation. Additional sections include chapters that focus on ethical and legal concerns and testing for certain types of jobs (e.g., blue collar jobs). The second edition features a new section on technology and employee selection. The Handbook of Employee Selection, Second Edition provides an indispensable reference for scholars, researchers, graduate students, and professionals in industrial and organizational psychology, human resource management, and related fields.