Question 1

Which of the following can affect the usefulness of a concurrent validity study?

Accepted Answer

A) tenure of employees who participate in the study 
B) motivation of employees to participate in the study 
C) representativeness of present employees to job applicants 
D) all of the above 
A) tenure of employees who participate in the study 
B) motivation of employees to participate in the study 
C) representativeness of present employees to job applicants 
D) all of the above

Question 2

Multiple regression assumes that one predictor is being used to predict a criterion.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following statements concerning selection measure validation is correct? Selection measure validation is probably:

Accepted Answer

A) more important for small businesses than large businesses. 
B) more important for large businesses than small businesses. 
C) overrated by both large and small firms. 
D) too complex for most HR managers to use. 
A) more important for small businesses than large businesses. 
B) more important for large businesses than small businesses. 
C) overrated by both large and small firms. 
D) too complex for most HR managers to use.

Question 4

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Accepted Answer

A) True 
 B)False

Question 5

Correction for attenuation is a statistical adjustment to see what validity would be if variables had perfect reliability.

Accepted Answer

A) True 
 B)False

Question 6

Job content domain consists of job behaviors and WRCs that are necessary for effective job performance.

Accepted Answer

A) True 
 B)False

Question 7

It is absolutely essential to have as large a sample size as possible in calculating a validity coefficient.

Accepted Answer

A) True 
 B)False

Question 8

The biggest weakness presented in the predictive validity model is:

Accepted Answer

A) the lack of motivation of employees to participate in the study. 
B) the time interval required to determine the validity of the measure being examined. 
C) differences in job tenure of job incumbents being examined. 
D) differences in statistical analyses. 
A) the lack of motivation of employees to participate in the study. 
B) the time interval required to determine the validity of the measure being examined. 
C) differences in job tenure of job incumbents being examined. 
D) differences in statistical analyses.

Question 9

Which of the following is not a factor affecting the size of validity coefficients?

Accepted Answer

A) reliability of criterion and predictor 
B) restriction of range 
C) criterion contamination 
D) the coefficient of determination 
A) reliability of criterion and predictor 
B) restriction of range 
C) criterion contamination 
D) the coefficient of determination

Question 10

According to the Uniform Guidelines, a job analysis should result in which of the following products?

Accepted Answer

A) task description as well as measures of the criticality and/or importance of the tasks 
B) a specification of WRCs required to perform critical tasks 
C) linkage of important job tasks to important KSAs 
D) all of the above 
A) task description as well as measures of the criticality and/or importance of the tasks 
B) a specification of WRCs required to perform critical tasks 
C) linkage of important job tasks to important KSAs 
D) all of the above

Question 11

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

Accepted Answer

A) Social validation 
B) Construct construction 
C) Comprehensive validation 
D) Construct validation 
A) Social validation 
B) Construct construction 
C) Comprehensive validation 
D) Construct validation

Question 12

Which of the following approaches is undertaken when conducting a criterion-related study?

Accepted Answer

A) concurrent validity 
B) content validity 
C) synthetic validity 
D) construct validity 
A) concurrent validity 
B) content validity 
C) synthetic validity 
D) construct validity

Question 13

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

Accepted Answer

A) face validity coefficient. 
B) reliability estimate. 
C) validity coefficient. 
D) correlation matrix. 
A) face validity coefficient. 
B) reliability estimate. 
C) validity coefficient. 
D) correlation matrix.

Question 14

The magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Accepted Answer

A) direction 
B) strength 
C) range 
D) amplitude 
A) direction 
B) strength 
C) range 
D) amplitude

Question 15

Which validation strategy places emphasis on construction of a new measure rather than validating an existing one?

Accepted Answer

A) concurrent 
B) predictive 
C) content 
D) synthetic 
A) concurrent 
B) predictive 
C) content 
D) synthetic

Question 16

What conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Accepted Answer

A) The "situational specific hypothesis" has not been disproved. 
B) A test that is valid for one job will be valid for any other job. 
C) For all paper-and-pencil tests, separate validity studies are not needed for each job. 
D) The validity of a test is more generalizable across similar situations and similar jobs than has been previously thought. 
A) The "situational specific hypothesis" has not been disproved. 
B) A test that is valid for one job will be valid for any other job. 
C) For all paper-and-pencil tests, separate validity studies are not needed for each job. 
D) The validity of a test is more generalizable across similar situations and similar jobs than has been previously thought.

Question 17

Positive attitudes toward selection measures may yield positive benefits for an organization.

Accepted Answer

A) True 
 B)False

Question 18

Recent research comparing concurrent and predictive validation study outcomes has shown which of the following?

Accepted Answer

A) For aptitude tests significant differences were found in the results of the two types of designs. 
B) Sample size requirements favor predictive rather than concurrent validation strategies. 
C) Statistical artifacts are more likely to result from the use of a concurrent validation strategy. 
D) For ability tests a concurrent validation approach may be just as viable as a predictive validation one. 
A) For aptitude tests significant differences were found in the results of the two types of designs. 
B) Sample size requirements favor predictive rather than concurrent validation strategies. 
C) Statistical artifacts are more likely to result from the use of a concurrent validation strategy. 
D) For ability tests a concurrent validation approach may be just as viable as a predictive validation one.

Question 19

What is a content validity ratio?

Accepted Answer

A) an index computed on a panel of experts' ratings of the quality of a selection test 
B) an index of the proportion of job-related and non job-related elements of a selection instrument 
C) an index computed on a panel of experts' ratings regarding the degree of overlap between the content of a selection measure and the content of the job 
D) a correlation coefficient indicating the strength of the relationship between the content of the selection instrument and the content of the job 
A) an index computed on a panel of experts' ratings of the quality of a selection test 
B) an index of the proportion of job-related and non job-related elements of a selection instrument 
C) an index computed on a panel of experts' ratings regarding the degree of overlap between the content of a selection measure and the content of the job 
D) a correlation coefficient indicating the strength of the relationship between the content of the selection instrument and the content of the job

Question 20

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

Accepted Answer

A) True 
 B)False

Which of the following can affect the usefulness of a concurrent validity study?

Multiple regression assumes that one predictor is being used to predict a criterion.

Which of the following statements concerning selection measure validation is correct? Selection measure validation is probably:

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Correction for attenuation is a statistical adjustment to see what validity would be if variables had perfect reliability.

Job content domain consists of job behaviors and WRCs that are necessary for effective job performance.

It is absolutely essential to have as large a sample size as possible in calculating a validity coefficient.

The biggest weakness presented in the predictive validity model is:

Which of the following is not a factor affecting the size of validity coefficients?

According to the Uniform Guidelines, a job analysis should result in which of the following products?

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

Which of the following approaches is undertaken when conducting a criterion-related study?

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

The magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Which validation strategy places emphasis on construction of a new measure rather than validating an existing one?

What conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Positive attitudes toward selection measures may yield positive benefits for an organization.

Recent research comparing concurrent and predictive validation study outcomes has shown which of the following?

What is a content validity ratio?

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

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

Which of the following can affect the usefulness of a concurrent validity study?

Multiple regression assumes that one predictor is being used to predict a criterion.

Which of the following statements concerning selection measure validation is correct? Selection measure validation is probably:

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Correction for attenuation is a statistical adjustment to see what validity would be if variables had perfect reliability.

Job content domain consists of job behaviors and WRCs that are necessary for effective job performance.

It is absolutely essential to have as large a sample size as possible in calculating a validity coefficient.

The biggest weakness presented in the predictive validity model is:

Which of the following is not a factor affecting the size of validity coefficients?

According to the Uniform Guidelines, a job analysis should result in which of the following products?

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

Which of the following approaches is undertaken when conducting a criterion-related study?

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

The magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Which validation strategy places emphasis on construction of a new measure rather than validating an existing one?

What conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Positive attitudes toward selection measures may yield positive benefits for an organization.

Recent research comparing concurrent and predictive validation study outcomes has shown which of the following?

What is a content validity ratio?

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

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