The Centrality of Test Use and Consequences for Test Validity

What are the origins of consequential validity? What is the role of intended test use in validation? Is the study of unintended effects part of validation? What practical problems does this pose?     

Positive and negative successive contrast effects following multiple shifts in reward magnitude under high drive and immediate reinforcement

Multiple shifts in reward amount were given to rats in a straight runway. Both positive and negative contrast effects were observed. A positive contrast effect was observed, however, only if the shift from small to large reward occurred while the subject was evidencing a negative contrast effect. Implications for current conceptions of reinforcement contrast are discussed.     

Instructional Investment or Administrative Bloat: The Effects of Charter System Conversion on Resource Allocations and Staffing Patterns

Despite the growing call for local autonomy and flexibility, few scholars have examined the role of school district–level flexibility on resource allocation and staffing patterns. Leveraging the charter system law within the State of Georgia, we utilize a generalized difference-in-differences approach to estimate the impact of flexibility of system-level expenditures and staffing changes. We find evidence of increases in central office spending and staffing post-conversion to a charter system. In addition, we find evidence that local support is replaced by the state-funded supplemental funding.     

The Changing Corporate Mind: Organizations,Vision, Missions,Purposes, and Indicators on the Move Toward Societal Payoffs

Where are the world's organizations headed? What do they see as their primary destination and contribution? What do they commit to deliver and to whom? How rigorous are they in defining their destinations? What label do they use to describe statements of their intended future? To find the answers to these and other questions, we examined 26 of the leading organizations internationally as well as 60 leading organizations in the United States. Based on this sample of world organizations, we found indications that many organizations see some aspect of societal good as basic to their future, while many others regard their own organization's well-being as what is most important. We find no clear favorite for what organizations label their statements of purpose: most use “mission” while some use “vision,” and some use “values” or “philosophy.” Few of the organizations in our sample state their intended destination in measurable performance terms. From these data, we discuss the implications in terms of an increasing emphasis in the literature on organizations having to deliver outputs that contribute to external clients and society. We also note that purpose statements must be accompanied by appropriate actions to achieve those intentions. In addition, we discuss how this move toward socially-responsive organizations is impacting the role of the performance technologist.     

Using Deliberative Inquiry to Assess Future Needs for a Graduate HRD Curriculum: A Case Study

The many changes in today's workplace argue for equivalent changes in educating human resource development (HRD) professionals. The need for HRD curricular changes to be thought out fully and future-focused warrants the use of systematic methods for formulating, solving, and learning more about how to formulate and solve curriculum problems. Deliberative inquiry is such a method. This research methodology is directed toward curricular decision-making as it occurs within a specific context and, simultaneously, toward learning how to formulate and solve such problems. This study focuses on how faculty members in one university department used the problem formulation phase of deliberative inquiry to assess future needs for their HRD specialization. The article first overviews the research methodology of deliberative inquiry and then describes the systematic approach-subject matter analysis-that was used to structure the problem formulation relative to HRD curricular needs. The problem formulation process clarified stakeholders' values. It also resulted in reframing the situation, which led to new insights about the issues facing the HRD curriculum and ways to address them.     

Commentary: Evaluating the Validity of Formative and Interim Assessment

In many school districts, the pressure to raise test scores has created overnight celebrity status for formative assessment. Its powers to raise student achievement have been touted, however, without attending to the research on which these claims were based. Sociocultural learning theory provides theoretical grounding for understanding how formative assessment works to increase student learning. The articles in this special issue bring us back to underlying first principles by offering separate validity frameworks for evaluating formative assessment (Nichols, Meyers, & Burling) and newly-invented interim assessments (Perie, Marion, & Gong). The article by Heritage, Kim, Vendlinski, and Herman then offers the most important insight of all; that is, formative assessment is of little use if teachers don't know what to do when students are unable to grasp an important concept. While it is true that validity investigations are needed, I argue that the validity research that will tell us the most—about how formative assessment can be used to improve student learning—must be embedded in rich curriculum and must at the same time attempt to foster instructional practices consistent with learning research.