Question 1

What is the range of possible validity coefficients?

Accepted Answer

A) -2.00 to 2.00 
B) 0.00 to 1.00 
C) -1.00 to 0.00 
D) -1.00 to 1.00 
A) -2.00 to 2.00 
B) 0.00 to 1.00 
C) -1.00 to 0.00 
D) -1.00 to 1.00

Question 2

An example of a concurrent validity study for industrial electricians would be to examine the relationship between knowledge of electrical equipment and Purdue Test for Electricians.

Accepted Answer

A) True 
 B)False

Question 3

For which of the following situations is a content validity approach appropriate?

Accepted Answer

A) when job applicants are ranked (from high to low) on the basis of scores on a selection measure 
B) when mental processes, psychological constructs, or personality traits are not directly observable but inferred from the selection device 
C) when the content of the selection device resembles work behaviors and the setting and administration of the selection procedures resemble the work setting 
D) when the selection procedure involves KSAs which an employee is expected to learn on the job 
A) when job applicants are ranked (from high to low) on the basis of scores on a selection measure 
B) when mental processes, psychological constructs, or personality traits are not directly observable but inferred from the selection device 
C) when the content of the selection device resembles work behaviors and the setting and administration of the selection procedures resemble the work setting 
D) when the selection procedure involves KSAs which an employee is expected to learn on the job

Question 4

What are the two important elements of a validity coefficient?

Accepted Answer

A) sign and magnitude 
B) predictor and criterion 
C) expectancy table and chart 
D) simple and multiple 
A) sign and magnitude 
B) predictor and criterion 
C) expectancy table and chart 
D) simple and multiple

Question 5

Concurrent validity is sometimes referred to as the present employee method.

Accepted Answer

A) True 
 B)False

Question 6

The prime emphasis in content validity is on the validation of an existing measure.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following content validity ratios indicates that half of the judges rate a specific test item as essential?

Accepted Answer

A) 1.00 
B) -1.00 
C) .50 
D) .00 
A) 1.00 
B) -1.00 
C) .50 
D) .00

Question 8

What does it mean that the relationship between a predictor and a criterion is significant at the .05 level?

Accepted Answer

A) If we conducted our study in the same manner 100 times, in 95 of these we would find a similar relation between our predictor and criterion. 
B) If we conducted our study in the same manner 100 times, in 5 of these we would find a similar relation between our predictor and criterion. 
C) If we conducted our study in the same manner 100 times, in 100 of these we would find a similar relation between our predictor and criterion. 
D) There is an inverse relationship between the predictor and criterion and that relationship is very strong. 
A) If we conducted our study in the same manner 100 times, in 95 of these we would find a similar relation between our predictor and criterion. 
B) If we conducted our study in the same manner 100 times, in 5 of these we would find a similar relation between our predictor and criterion. 
C) If we conducted our study in the same manner 100 times, in 100 of these we would find a similar relation between our predictor and criterion. 
D) There is an inverse relationship between the predictor and criterion and that relationship is very strong.

Question 9

Face validity is the same as content validity.

Accepted Answer

A) True 
 B)False

Question 10

Even if a validity coefficient is not statistically significant, the selection measure may still be a valid predictor of a criterion.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following validity coefficients would be used for predicting the job success of individuals?

Accepted Answer

A) linear regression 
B) forecasting efficiency 
C) Pearson product-moment (simple) correlation coefficient 
D) none of these 
A) linear regression 
B) forecasting efficiency 
C) Pearson product-moment (simple) correlation coefficient 
D) none of these

Question 12

Recent research evidence has concluded which of the following about cross-validation approaches?

Accepted Answer

A) No statistical corrections provide a satisfactory solution to the problem which cross-validation seeks to address. 
B) Formula and empirical cross-validation are both equally efficient, simple to use, and accurate. 
C) Formula cross-validation is more efficient, simpler to use, and no less accurate than empirical validation. 
D) Empirical cross-validation is more efficient, simpler to use, and no less accurate than formula cross-validation. 
A) No statistical corrections provide a satisfactory solution to the problem which cross-validation seeks to address. 
B) Formula and empirical cross-validation are both equally efficient, simple to use, and accurate. 
C) Formula cross-validation is more efficient, simpler to use, and no less accurate than empirical validation. 
D) Empirical cross-validation is more efficient, simpler to use, and no less accurate than formula cross-validation.

Question 13

Validity generalization involves using the results of one study to make predictions about the effectiveness of a predictor in different contexts.

Accepted Answer

A) True 
 B)False

Question 14

The less abstract the nature of a job and the WRCs necessary to perform it, the greater the inferential leap required in judging the link between job content and content of a selection measure.

Accepted Answer

A) True 
 B)False

Question 15

It has generally been assumed that a concurrent validation design is superior to a predictive one.

Accepted Answer

A) True 
 B)False

Question 16

Job incumbents are used as the source of data in a predictive validity study.

Accepted Answer

A) True 
 B)False

What is the range of possible validity coefficients?

An example of a concurrent validity study for industrial electricians would be to examine the relationship between knowledge of electrical equipment and Purdue Test for Electricians.

For which of the following situations is a content validity approach appropriate?

What are the two important elements of a validity coefficient?

Concurrent validity is sometimes referred to as the present employee method.

The prime emphasis in content validity is on the validation of an existing measure.

Which of the following content validity ratios indicates that half of the judges rate a specific test item as essential?

What does it mean that the relationship between a predictor and a criterion is significant at the .05 level?

Face validity is the same as content validity.

Even if a validity coefficient is not statistically significant, the selection measure may still be a valid predictor of a criterion.

Which of the following validity coefficients would be used for predicting the job success of individuals?

Recent research evidence has concluded which of the following about cross-validation approaches?

Validity generalization involves using the results of one study to make predictions about the effectiveness of a predictor in different contexts.

The less abstract the nature of a job and the WRCs necessary to perform it, the greater the inferential leap required in judging the link between job content and content of a selection measure.

It has generally been assumed that a concurrent validation design is superior to a predictive one.

Job incumbents are used as the source of data in a predictive validity study.

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

What is the range of possible validity coefficients?

An example of a concurrent validity study for industrial electricians would be to examine the relationship between knowledge of electrical equipment and Purdue Test for Electricians.

For which of the following situations is a content validity approach appropriate?

What are the two important elements of a validity coefficient?

Concurrent validity is sometimes referred to as the present employee method.

The prime emphasis in content validity is on the validation of an existing measure.

Which of the following content validity ratios indicates that half of the judges rate a specific test item as essential?

What does it mean that the relationship between a predictor and a criterion is significant at the .05 level?

Face validity is the same as content validity.

Even if a validity coefficient is not statistically significant, the selection measure may still be a valid predictor of a criterion.

Which of the following validity coefficients would be used for predicting the job success of individuals?

Recent research evidence has concluded which of the following about cross-validation approaches?

Validity generalization involves using the results of one study to make predictions about the effectiveness of a predictor in different contexts.

The less abstract the nature of a job and the WRCs necessary to perform it, the greater the inferential leap required in judging the link between job content and content of a selection measure.

It has generally been assumed that a concurrent validation design is superior to a predictive one.

Job incumbents are used as the source of data in a predictive validity study.

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