Exam 6: Evaluating Selection Techniques and Decisions.

If a small police department uses a cognitive ability test because a meta-analysis indicated cognitive ability is the best predictor of performance in the police academy, it is:

If the selection rate for any of the protected groups is less than 80% of the selection rate for either white applicants or males, the test is considered to have _______.

An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job. The hiring decision strategy to be used in this situation is:

A researcher correlates scores on a test (Test 1) with scores on other tests (Test 2 and Test 3). The analysis demonstrates that the scores on Test 1 correlate highly with scores on Test 2 but do not correlate with scores on Test 3. This type of analysis is used to determine:

With a _______ validity design, the test is administered to a group of job applicants who are going to be hired. The test scores, which are not used in the actual hiring decision, are then compared to a future measure of job performance.

A test is considered to have _____ if there are race differences in test scores that are unrelated to the construct being measured.

The extent to which tests or test items sample the content that they are supposed to measure refers MOST specifically to:

An industrial/organizational psychologist correlates the responses to the even numbered items on a selection test with the responses to the odd-numbered items from the same test. Which of the following answers BEST describes the concern of the psychologist?

The Spearman-Brown prophecy formula is used to adjust the correlation in which of the following reliability estimate methods?

What are the three four approaches to making a hiring decision

With a __________ validity design, the test is administered to a group of employees who are already on the job.

If a police applicant is asked questions about her favorite hobbies and religious beliefs, she may feel the test is not valid. In this case, her impression demonstrates the importance of ______ validity.

The ______ are (is) used to determine the amount of money that an organization would save if it used a particular test in place of the test it currently uses to select employees.

In general, the longer the test, the higher its _______.

Which of the following sources contain reliability and validity information on various tests?

A test predicts performance for two different groups of applicants (e.g., men and women); however, the test predicts the performance significantly better for men than it does for women. This exemplifies:

A student takes the Scholastic Aptitude Test (SAT) as a requirement to get into college. Her score on the test is 600. Three weeks later, she is asked to take the identical test again. This time she scores 500. This inconsistency in scores is an issue of:

What components are used in the Taylor-Russell Tables?

Construct validity is usually determined by correlating scores on a test with _______.

With a _______ approach, the applicant is administered one test at a time.