|Title:||Predictive Validity Of Center Of Competence (Coc) Tests: The Case Of Three Selected Sectors Of Addis Ababa Technical And Vocational Education And Training (Tvet)|
|???metadata.dc.contributor.*???:||. Wanna Leka(Dr)|
|Keywords:||competence test administered|
|Publisher:||Addis Ababa University|
|Abstract:||The purpose of this study was to investigate the predictive validity of competence test administered by Center of Competence (COC). The study was conducted on 220 (170 Competent and 50 Not yet competent) candidates of COC from the year 2000 to 2002. The candidates for the study were selected by availability sampling. Supervisory rating forms (Criterion 1) were used to collect the necessary data of the participants and Appraisal questiormaire (criterion 2) were use to triangulate the result of Criterion 1. Quantitative research methodology was used to analyze the data. The result of the questionnaire (Criterion 2) revealed that the competent participants have performance which exceeds the expectation set for their position while the not yet competent participants have performance meet the expectation set for the position and the result of t-test revealed that there is a significant performance difference between the competent and not yet competent candidates. The result of correlation analysis revealed that the competence test administered by COC moderately predicts on job performances of the TVET graduates. The result of one way ANOV A also showed statistically significant mean difference exists between the selected sectors of TVET. The result of independent t-test revealed that there is statistically significant difference between the mean of competent and not yet competent participants and the result of chi-square showed that there is relationship between on job performance and COC scores of the candidates. Finally it was concluded that the competence test predicted the performance of candidates of the test. And the test can be generalized to the selected sectors of TVET that the competence test provided. The competent candidates have better performance than that of the not yet competent candidates. Further more that it would be fine if employers and other stakeholders of COC use the result of COC to make decision.|
|Appears in Collections:||Thesis - Educational Research & Development|
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