Exam 6: Evaluating Selection Techniques and Decisions.
Exam 1: Introduction to I/O Psychology69 Questions
Exam 2: Job Analysis and Evaluation58 Questions
Exam 3: Legal Issues in Employee Selection.60 Questions
Exam 4: Employee Selection: Recruiting and Interviewing.62 Questions
Exam 5: Employee Selection: References and Testing62 Questions
Exam 6: Evaluating Selection Techniques and Decisions.61 Questions
Exam 7: Evaluating Employee Performance62 Questions
Exam 8: Designing and Evaluating Training Systems.62 Questions
Exam 9: Employee Motivation62 Questions
Exam 10: Employee Satisfaction and Commitment61 Questions
Exam 11: Organizational Communication.62 Questions
Exam 12: Leadership63 Questions
Exam 13: Group Behavior, Teams and Conflict61 Questions
Exam 14: Organization Development.63 Questions
Exam 15: Stress Management: Dealing with the Demands of Life and Work.65 Questions
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The _______ of performance scores makes obtaining a significant validity coefficient more difficult with a concurrent validity design.
(Multiple Choice)
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In constructing a band, how many standard errors are normally used?
(Multiple Choice)
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Single-group validity and differential validity are types of:
(Multiple Choice)
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_______ is the extent to which a score from a test is stable and free from error.
(Multiple Choice)
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If we use the weight of an infant to predict the subsequent performance of the infant in college, the weight measure is probably:
(Multiple Choice)
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Which of the following hiring decision strategies takes into consideration the degree of error associated with any test score?
(Multiple Choice)
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Setting your clock ten minutes fast will affect the _______ of the clock.
(Multiple Choice)
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There are three major ways to determine whether a test is reliable. With the _______ method, several people each take the same test twice.
(Multiple Choice)
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If a test of reading ability predicts performance of white clerks but not African American clerks, the test has _______.
(Multiple Choice)
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Even though a test is both reliable and valid, it is not necessarily useful. The _______ are designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test.
(Multiple Choice)
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If a test is valid for two groups, but more valid for one than the other it is said to have _______.
(Multiple Choice)
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If an HR director believes the higher that applicants score on a test, the better they will do on the job, she could take a ________ approach to hiring decisions.
(Multiple Choice)
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The process of counterbalancing test-taking order is used in which method of estimating reliability?
(Multiple Choice)
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What are the components of the Brogden-Cronbach-Gleser utility formula?
(Essay)
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Which approach to employee selection would administer several tests to employees one at a time, with the least expensive tests being administered first; would score the various tests on a pass/fail basis; and would continue to test each applicant until he/she failed one of the tests?
(Multiple Choice)
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When the two scores from alternate forms of a test are correlated and found to be similar, the test is said to have ________.
(Multiple Choice)
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If test takers do not believe that items on a test measure what they are supposed to measure then the test probably lacks:
(Multiple Choice)
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To ask if all of the items measure the same thing, or do they measure different constructs, is related to ________.
(Multiple Choice)
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