Question 1

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

Accepted Answer

A) synthetic 
B) predictive 
C) criterion 
D) face 
A) synthetic 
B) predictive 
C) criterion 
D) face

Question 2

If the reliability of a test is .81, then its validity is

Accepted Answer

A) no more than .9 
B) no less than .9 
C) exactly .81 
D) no less than .81 
A) no more than .9 
B) no less than .9 
C) exactly .81 
D) no less than .81

Question 3

Which of the following are criticisms of validity generalization?

Accepted Answer

A) lumping together good and bad studies 
B) selection bias 
C) reliable unreliability 
D) all of these 
A) lumping together good and bad studies 
B) selection bias 
C) reliable unreliability 
D) all of these

Question 4

Restriction of range is:

Accepted Answer

A) unreliability in validity. 
B) when variance in scores on selection measures has been reduced. 
C) used only with predictors. 
D) used to increase sample size. 
A) unreliability in validity. 
B) when variance in scores on selection measures has been reduced. 
C) used only with predictors. 
D) used to increase sample size.

Question 5

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

Accepted Answer

A) True 
 B)False

Question 6

In the Personnel File Research predictive validation design, applicants are:

Accepted Answer

A) hired, placed on the payroll and subsequently tested.Predictor scores are obtained at a later time. 
B) selected on the basis of their predictor scores . 
C) hired and their personnel records contain references to test scores or other information that may serve as predictors. 
D) none of the above 
A) hired, placed on the payroll and subsequently tested.Predictor scores are obtained at a later time. 
B) selected on the basis of their predictor scores . 
C) hired and their personnel records contain references to test scores or other information that may serve as predictors. 
D) none of the above

Question 7

Which approach is NOT a classical approach for validating measures in human resource selection?

Accepted Answer

A) criterion-related validity 
B) face validity 
C) content validity 
D) construct validity 
A) criterion-related validity 
B) face validity 
C) content validity 
D) construct validity

Question 8

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

Accepted Answer

A) True 
 B)False

Question 9

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

Accepted Answer

A) True 
 B)False

Question 10

According to the Uniform Guidelines what are situations where content validation alone is not appropriate?

Accepted Answer

A) when mental processes, psychological constructs, or personality traits are not directly observable 
B) selection procedure involves KSAs an employee is expected to learn on the job 
C) content of the selection device does not resemble a work behavior 
D) all of the these 
A) when mental processes, psychological constructs, or personality traits are not directly observable 
B) selection procedure involves KSAs an employee is expected to learn on the job 
C) content of the selection device does not resemble a work behavior 
D) all of the these

Question 11

What predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

Accepted Answer

A) Follow-up - Present System 
B) Select by predictor 
C) Hire and then test 
D) Follow-up - Random Selection 
A) Follow-up - Present System 
B) Select by predictor 
C) Hire and then test 
D) Follow-up - Random Selection

Question 12

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

Accepted Answer

A) True 
 B)False

Question 13

The tenure of an employee can affect the usefulness of a concurrent validity study.

Accepted Answer

A) True 
 B)False

Question 14

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

Accepted Answer

A) True 
 B)False

Question 15

Large sample sizes, regardless of how representative they are, are essential in order to identify a predictor-criterion relationship.

Accepted Answer

A) True 
 B)False

Question 16

What does the correction for attenuation formula show?

Accepted Answer

A) what the validity coefficient would be if the test was longer (i.e., had more items) 
B) what the validity coefficient would be if the predictor and/or criterion were perfectly reliable 
C) what the true variance in individuals' scores would be if range restriction was not present 
D) what the validity coefficient would be if criterion contamination was not present 
A) what the validity coefficient would be if the test was longer (i.e., had more items) 
B) what the validity coefficient would be if the predictor and/or criterion were perfectly reliable 
C) what the true variance in individuals' scores would be if range restriction was not present 
D) what the validity coefficient would be if criterion contamination was not present

Question 17

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Accepted Answer

A) True 
 B)False

Question 18

Criterion contamination can be controlled for by all of the following EXCEPT::

Accepted Answer

A) decreasing sample size. 
B) statistical procedures. 
C) adjustments to criterion data. 
D) the research design of the validation study. 
A) decreasing sample size. 
B) statistical procedures. 
C) adjustments to criterion data. 
D) the research design of the validation study.

Question 19

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

Accepted Answer

A) pay level of employees who participate in the study 
B) marital status of employees who participate in the study 
C) job tenure of employees who participate in the study 
D) the geographical location of the organization 
A) pay level of employees who participate in the study 
B) marital status of employees who participate in the study 
C) job tenure of employees who participate in the study 
D) the geographical location of the organization

Question 20

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

Accepted Answer

A) True 
 B)False

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

If the reliability of a test is .81, then its validity is

Which of the following are criticisms of validity generalization?

Restriction of range is:

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

In the Personnel File Research predictive validation design, applicants are:

Which approach is NOT a classical approach for validating measures in human resource selection?

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

According to the Uniform Guidelines what are situations where content validation alone is not appropriate?

What predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

The tenure of an employee can affect the usefulness of a concurrent validity study.

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

Large sample sizes, regardless of how representative they are, are essential in order to identify a predictor-criterion relationship.

What does the correction for attenuation formula show?

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Criterion contamination can be controlled for by all of the following EXCEPT::

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

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

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

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 8: Validity of Selection Procedures

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

If the reliability of a test is .81, then its validity is

Which of the following are criticisms of validity generalization?

Restriction of range is:

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

In the Personnel File Research predictive validation design, applicants are:

Which approach is NOT a classical approach for validating measures in human resource selection?

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

According to the Uniform Guidelines what are situations where content validation alone is not appropriate?

What predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

The tenure of an employee can affect the usefulness of a concurrent validity study.

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

Large sample sizes, regardless of how representative they are, are essential in order to identify a predictor-criterion relationship.

What does the correction for attenuation formula show?

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Criterion contamination can be controlled for by all of the following EXCEPT::

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

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

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

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters