Question 1

Aptitude tests and achievement tests measure the same thing.

Accepted Answer

A) True 
 B)False

Question 2

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

Accepted Answer

A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test. 
A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test.

Question 3

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

Accepted Answer

A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis 
A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis

Question 6

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Accepted Answer

A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9 
A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9

Question 7

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

Accepted Answer

A) Corrections to the validity coefficients have lowered the magnitude of these coefficients. 
B) The coefficients for performance are, as a whole, higher than those for training. 
C) The validity coefficient for the predictor and criterion measures is stable across organizations. 
D) Previous estimates of the validity of ability tests were quite accurate. 
A) Corrections to the validity coefficients have lowered the magnitude of these coefficients. 
B) The coefficients for performance are, as a whole, higher than those for training. 
C) The validity coefficient for the predictor and criterion measures is stable across organizations. 
D) Previous estimates of the validity of ability tests were quite accurate.

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

Research has consistently identified all but which of the following factors or components of physical abilities?

Accepted Answer

A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality 
A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality

Question 10

Mental ability tests are not interchangeable.

Accepted Answer

A) True 
 B)False

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) It is an individually administered test. 
B) It is not a timed test. 
C) The primary factor measured is verbal comprehension. 
D) There is one basic form for the test. 
A) It is an individually administered test. 
B) It is not a timed test. 
C) The primary factor measured is verbal comprehension. 
D) There is one basic form for the test.

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

Cognitive ability tests have yet to demonstrate adverse impact.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) assessment centers 
B) academic performance 
C) interview 
D) biodata 
A) assessment centers 
B) academic performance 
C) interview 
D) biodata

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Accepted Answer

A) True 
 B)False

Question 18

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.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) because ability tests were becoming more costly to administer to large numbers of applicants 
B) because other, more valid predictors of job performance became available 
C) because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests 
D) because research evidence questioned the validity of these tests for predicting job performance 
A) because ability tests were becoming more costly to administer to large numbers of applicants 
B) because other, more valid predictors of job performance became available 
C) because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests 
D) because research evidence questioned the validity of these tests for predicting job performance

Question 20

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.

Accepted Answer

A) True 
 B)False

Aptitude tests and achievement tests measure the same thing.

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

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

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

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

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

Research has consistently identified all but which of the following factors or components of physical abilities?

Mental ability tests are not interchangeable.

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

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

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

Cognitive ability tests have yet to demonstrate adverse impact.

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

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

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

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.

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

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.

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

Aptitude tests and achievement tests measure the same thing.

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

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

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

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

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

Research has consistently identified all but which of the following factors or components of physical abilities?

Mental ability tests are not interchangeable.

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

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

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

Cognitive ability tests have yet to demonstrate adverse impact.

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

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

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

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.

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

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.

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