Abstract
This article addresses 2 conceptual problems surrounding the validation of computer-based test interpretations (CBTIs): assessing the discriminating power of a real CBTI compared with a generic bogus report and assessing the overall level of accuracy or validity of the report. The full Barnum research design, based on split-plot analysis of covariance, was developed and used to evaluate the Human Resources Development Report (HRDR), a CBTI from the Sixteen Personality Factor Questionnaire (16 PF)
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