Question 1

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

Accepted Answer

A) True 
 B)False  True

Question 2

The Minnesota Clerical Test has consistently resulted in disparate impact.

Accepted Answer

A) True 
 B)False  False

Question 3

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

Accepted Answer

A) cognitive ability tests 
B) unstructured interviews 
C) physical ability tests 
D) structured interviews 
A) cognitive ability tests 
B) unstructured interviews 
C) physical ability tests 
D) structured interviews B

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) static strength 
B) dynamic strength 
C) gross body mass 
D) stamina 
A) static strength 
B) dynamic strength 
C) gross body mass 
D) stamina

Question 6

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 7

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

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

Mental ability tests actually measure several distinct abilities.

Accepted Answer

A) True 
 B)False

Question 13

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 14

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

Accepted Answer

A) True 
 B)False

Question 15

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 16

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.

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

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 19

Which type of physical ability test demonstrates relatively more adverse impact against females?

Accepted Answer

A) cardiovascular endurance 
B) flexibility 
C) coordination 
D) balance 
A) cardiovascular endurance 
B) flexibility 
C) coordination 
D) balance

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

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

The Minnesota Clerical Test has consistently resulted in disparate impact.

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

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

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

What is the general conclusion of studies examining differential validity?

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

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

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

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

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

Mental ability tests actually measure several distinct abilities.

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

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

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

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

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

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

Which type of physical ability test demonstrates relatively more adverse impact against females?

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

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

The Minnesota Clerical Test has consistently resulted in disparate impact.

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

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

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

What is the general conclusion of studies examining differential validity?

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

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

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

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

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

Mental ability tests actually measure several distinct abilities.

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

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

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

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

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

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

Which type of physical ability test demonstrates relatively more adverse impact against females?

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