Exam 4: Job Analysis and Rewards

The characteristics of a scientific method include all of the following except _____

To describe,predict,explain and control are ________

Assessing the significance of a correlation includes consideration of ____.

Federal guidelines suggest that a gap of 20% or greater indicates significant under-representation.

The case for validity generalization across situations becomes stronger if _________________.

The consistency of measurement of an attribute refers to its validity.

All of the following organizations are involved in developing tests and test manuals except __________

Measuring the accuracy of a mechanical ability test in predicting the job performance of current employees involves a predictive validity design.

Using the same example as in question four,how would you go about investigating the content validity of the test?

Deficiency error would not indicate a failure to ____.

Content validation is most appropriate when _______.

The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity.

Organizations that collect assessment data should attend to professional standards that govern their use.

Selection tests should not generally be administered using computers.

A primary function of the measurement of staffing variables is to provide analysis to assist in compliance with laws and regulations.

When numbers are assigned by category,this reflects an ordinal scale of measurement.

The process of criterion-related validation begins with the identification of criterion measures.

The correlation coefficient does not measure the change in one variable caused by another variable.

Collection of assessment data in employee selection is done on _____

Validity generalization allows greater latitude that situation specificity does.