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Reliability refers to the consistency of a measure. A test is considered reliable if it produces stable and consistent results over time. In organizational settings, this concept ensures that the assessments used for hiring, training, and promotion yield consistent results.

Validity is the extent to which a test measures what it claims to measure. In organizational settings, validity ensures that the tests used for selection and promotion actually assess the relevant job skills or performance criteria.

Standardization involves administering tests under consistent conditions to ensure comparability of scores. Organizations use standardization to make fair and objective decisions when comparing results across different individuals or groups.

Norms are statistical information about how a group on a particular test or measurement. They provide a standard of comparison for interpreting individual test scores within organizational settings, often for selection or placement decisions.

Criterion-referenced testing assesses whether test-takers have mastered a set of skills or knowledge, with performance evaluated against defined criteria. Organizations use these tests to determine if employees have the necessary skills for specific tasks or jobs.

Content validity measures the degree to which a test is representative of all aspects of the construct. In I-O psychology, this would ensure that a job knowledge test comprehensively covers all relevant tasks and skills of a job.

Construct validity assesses how well a test measures the concept or construct it's intended to measure. In organizational contexts, it is crucial for tests that aim to assess abstract qualities like leadership ability or teamwork skills.

Predictive validity refers to the extent to which test scores can predict future performance or outcomes. Organizations use it to determine if test scores obtained during selection processes predict job performance.

Concurrent validity measures how well a test correlates with a well-established criterion. Used in organizational settings to identify if a new test is as effective as an existing one for the same purpose.

Face validity is the extent to which a test appears to measure what it's supposed to measure. In organizations, it’s important for ensuring that stakeholders (e.g., employees or managers) accept the testing process as legitimate and relevant.

Test-retest reliability refers to a test’s stability over time. It is assessed by administering the test to the same group on two different occasions and comparing the scores. High reliability means little variation between the test occasions.