Question 1

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

Accepted Answer

A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test. 
A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test. C

Question 2

In terms of validity, which of the following selection methods are approximately equal to cognitive ability tests?

Accepted Answer

A) assessment centers 
B) interview 
C) personality inventories 
D) projective techniques 
A) assessment centers 
B) interview 
C) personality inventories 
D) projective techniques A

Question 3

Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

Accepted Answer

A) There have been few court cases and the decisions have not been consistent. 
B) There have been few court cases but the decisions have been consistent. 
C) There have been many court cases and the decisions have not been consistent. 
D) There have been many court cases but the decisions have demonstrated validity. 
A) There have been few court cases and the decisions have not been consistent. 
B) There have been few court cases but the decisions have been consistent. 
C) There have been many court cases and the decisions have not been consistent. 
D) There have been many court cases but the decisions have demonstrated validity. A

Question 4

The Minnesota Clerical Test has consistently resulted in disparate impact.

Accepted Answer

A) True 
 B)False

Question 5

Aptitude tests and achievement tests measure the same thing.

Accepted Answer

A) True 
 B)False

Question 6

Cognitive ability tests have yet to demonstrate adverse impact.

Accepted Answer

A) True 
 B)False

Question 7

What is the general conclusion of studies examining differential validity?

Accepted Answer

A) Differential validity exists, but it has a minor impact on selection. 
B) Differential validity exists, and it has a major impact on selection. 
C) Much more research is needed before we can conclude anything about differential validity. 
D) Differential validity does not exist. 
A) Differential validity exists, but it has a minor impact on selection. 
B) Differential validity exists, and it has a major impact on selection. 
C) Much more research is needed before we can conclude anything about differential validity. 
D) Differential validity does not exist.

Question 8

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Accepted Answer

A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9 
A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9

Question 9

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

Accepted Answer

A) True 
 B)False

Question 10

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

Accepted Answer

A) True 
 B)False

Question 11

The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.

Accepted Answer

A) True 
 B)False

Question 12

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

Accepted Answer

A) True 
 B)False

Question 13

While mental ability tests are valid across many occupations, they are not equally valid among occupations.

Accepted Answer

A) True 
 B)False

Question 14

The courts have consistently held that height and weight requirements are reasonable measures of strength.

Accepted Answer

A) True 
 B)False

Question 15

Research has consistently identified all but which of the following factors or components of physical abilities?

Accepted Answer

A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality 
A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality

Question 16

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Accepted Answer

A) True 
 B)False

Question 17

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

Accepted Answer

A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis 
A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis

Question 18

Which of the following is not measured by mechanical ability tests?

Accepted Answer

A) spatial visualization 
B) perceptual speed and accuracy 
C) mechanical information 
D) accuracy in processing verbal and numerical data 
A) spatial visualization 
B) perceptual speed and accuracy 
C) mechanical information 
D) accuracy in processing verbal and numerical data

Question 19

The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.

Accepted Answer

A) True 
 B)False

Question 20

What is a useful way to differentiate among ability tests?

Accepted Answer

A) content, breadth 
B) length, depth 
C) speed, power 
D) physical, mental 
A) content, breadth 
B) length, depth 
C) speed, power 
D) physical, mental

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

In terms of validity, which of the following selection methods are approximately equal to cognitive ability tests?

Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

The Minnesota Clerical Test has consistently resulted in disparate impact.

Aptitude tests and achievement tests measure the same thing.

Cognitive ability tests have yet to demonstrate adverse impact.

What is the general conclusion of studies examining differential validity?

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

While mental ability tests are valid across many occupations, they are not equally valid among occupations.

The courts have consistently held that height and weight requirements are reasonable measures of strength.

Research has consistently identified all but which of the following factors or components of physical abilities?

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

Which of the following is not measured by mechanical ability tests?

The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.

What is a useful way to differentiate among ability tests?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 11: Ability Tests for Selection

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

In terms of validity, which of the following selection methods are approximately equal to cognitive ability tests?

Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

The Minnesota Clerical Test has consistently resulted in disparate impact.

Aptitude tests and achievement tests measure the same thing.

Cognitive ability tests have yet to demonstrate adverse impact.

What is the general conclusion of studies examining differential validity?

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

While mental ability tests are valid across many occupations, they are not equally valid among occupations.

The courts have consistently held that height and weight requirements are reasonable measures of strength.

Research has consistently identified all but which of the following factors or components of physical abilities?

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

Which of the following is not measured by mechanical ability tests?

The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.

What is a useful way to differentiate among ability tests?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters