What may indicate a job performance measure's validity?

A job performance measure's validity is primarily indicated by its correlation with actual job performance. Validity refers to the degree to which a test or measure accurately reflects what it's intended to measure—in this case, the performance of an individual in their job role. A strong correlation between the measure and actual job performance suggests that the measure can reliably predict how well an individual will perform in their job. This connection is crucial for ensuring that the evaluation methods used are effective and meaningful.

In contrast, while cost-effectiveness, time intensity, and internal consistency play important roles in assessing the practicality and reliability of performance measures, they do not directly indicate the measure's validity in predicting job performance outcomes. Cost-effectiveness is more about resource management, time intensity relates to the amount of time required to implement the measure, and internal consistency refers to whether the items within the measure are reliably measuring the same construct. These factors are important, but they do not speak to the fundamental accuracy of the measure in reflecting actual job performance.