Exam 11: Ability Tests for Selection

In general, courts have placed a more stringent demand for reasonable accommodation on employers when the disabled individuals are new workers as opposed to employees who are returning to work after illness or injury.

(True/False)

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Question 21

Validity studies for the same job have found which of the following to be true?

(Multiple Choice)

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Question 22

Mental ability tests actually measure several distinct abilities.

(True/False)

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Question 23

Which of the following is true about the Wonderlic Personnel Test?

(Multiple Choice)

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Question 24

A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.

(True/False)

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Question 25

Which of the following has been shown to result in the most claims of discrimination?

(Multiple Choice)

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Question 26

Studies of the effects of coaching have found that it has a huge effect on test scores.

(True/False)

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Question 27

A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.

(True/False)

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Question 28

While women score lower than men on strength and endurance tests, they also demonstrate lower performance on jobs that require these abilities.

(True/False)

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Question 29

Which of the following is NOT an ability that has been extensively used to select employees for physically demanding jobs?

(Multiple Choice)

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Question 30

Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.

(True/False)

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Question 31

Mental ability tests are among the least valid of all selection tests.

(True/False)

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Question 32

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

(True/False)

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Question 33

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

(True/False)

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Question 34

Ability tests measure what a person has learned and can learn.

(True/False)

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Question 35

Which of the following is as inexpensive and easy to administer and score as a cognitive ability test?

(Multiple Choice)

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Question 36

Clerical ability tests have predominantly measured perceptual speed and accuracy in processing verbal and numerical data.

(True/False)

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Question 37

Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

(Multiple Choice)

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Question 38

Mental ability tests and I.Q.tests are the same type of test.

(True/False)

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Question 39

All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

(Multiple Choice)

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Question 40

Showing 21 - 40 of 42

In general, courts have placed a more stringent demand for reasonable accommodation on employers when the disabled individuals are new workers as opposed to employees who are returning to work after illness or injury.

Validity studies for the same job have found which of the following to be true?

Mental ability tests actually measure several distinct abilities.

Which of the following is true about the Wonderlic Personnel Test?

A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.

Which of the following has been shown to result in the most claims of discrimination?

Studies of the effects of coaching have found that it has a huge effect on test scores.

A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.

While women score lower than men on strength and endurance tests, they also demonstrate lower performance on jobs that require these abilities.

Which of the following is NOT an ability that has been extensively used to select employees for physically demanding jobs?

Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.

Mental ability tests are among the least valid of all selection tests.

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

Ability tests measure what a person has learned and can learn.

Which of the following is as inexpensive and easy to administer and score as a cognitive ability test?

Clerical ability tests have predominantly measured perceptual speed and accuracy in processing verbal and numerical data.

Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

Mental ability tests and I.Q.tests are the same type of test.

All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

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

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