However, validity is also affected by survey design since it also depends on asking questions that measure what we are supposed to be measuring.Most surveys often have what is called face validity, which is a matter of appearances.
Similarly, it is important to select executives or employees with certain character traits and dynamics for them to function effectively in their roles.
Unlike annual income or production, which can be directly measured, many of the psychological aspects of an organisation are "intangible constructs" and can only be measured indirectly.
The questions seem like a reasonable way to obtain the information we are looking for, but are they really?
There are other types of validity survey writers should strive for: Reliability, on the other hand, is concerned with the consistency of our measurement, that’s the degree to which the questions used in a survey elicit the same type of information each time they are used under the same conditions.
For example, to what extent is an IQ questionnaire actually measuring “intelligence”?
Construct validity evidence involves the empirical and theoretical support for the interpretation of the construct.
Do you have a recommendation for the type of statistics to use to validate this survey?
Claudia, you have asked a question upon which textbooks have been written.
In today's world organisations need strategic goals and targets and clear measurements are needed to assess progress towards these goals.