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Many researchers believe criterion validity is more important than convergent and discriminant validity.
This is because only criterion validity establishes how well a measure correlates with a behavioral outcome, not simply with other self-report measures. Criterion validity (or criterion-related validity) measures how well one measure predicts an outcome for another measure. A test has this type of validity if it is useful for predicting performance or behavior in another situation (past, present, or future).
To evaluate criterion validity, you calculate the correlation between the results of your measurement and the results of the criterion measurement. If there is a high correlation, this gives a good indication that your test is measuring what it intends to measure.
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Criterion validity is more important than convergent and discriminant validity because only criterion validity establishes how well a measure correlates with a behavioral outcome, not simply with other self-report measures.
Criterion validity measures how well one measure predicts an outcome for an additional measure. A test has this kind of validity if it's useful for forecasting performance or behavior in another situation.
Criterion validity indicates how well the scores or responses of a test converge with criterion variables with which the test is meant to converge.
There are two main forms of criterion validity: concurrent validity and predictive validity. Concurrent validity is decided by comparing tests innumerable current employees to a measure of their job performance.
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