Question 1

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  False

Question 2

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  False

Question 3

Jobs that are in a state of transition are good choices for criterion-related validation studies.

Accepted Answer

A) True 
 B)False  False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

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 6

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 7

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 8

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 9

As the validity coefficient approaches +1.00, there is _____ between scores on the predictor and the criterion.

Accepted Answer

A) no relationship 
B) an inverse relationship 
C) a positive relationship 
D) a reciprocal relationship 
A) no relationship 
B) an inverse relationship 
C) a positive relationship 
D) a reciprocal relationship

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 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 12

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 13

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 14

Utility analysis is used to:

Accepted Answer

A) determine isoquants that make it possible to assess equally valid selection measures. 
B) demonstrate how investments in human resources compare with investments in capital equipment 
C) translate the results of a validation study into terms that are important to and understandable by managers. 
D) assess the costs and benefits associated with various validation approaches 
A) determine isoquants that make it possible to assess equally valid selection measures. 
B) demonstrate how investments in human resources compare with investments in capital equipment 
C) translate the results of a validation study into terms that are important to and understandable by managers. 
D) assess the costs and benefits associated with various validation approaches

Question 15

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 16

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 17

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 18

A validation study provides evidence for determining what inferences can be made from scores on a selection measure.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

Face validity is the same as content validity.

Accepted Answer

A) True 
 B)False

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

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

Jobs that are in a state of transition are good choices for criterion-related validation studies.

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

What does the correction for attenuation formula show?

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

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

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

As the validity coefficient approaches +1.00, there is _____ between scores on the predictor and the criterion.

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

What is the range of possible validity coefficients?

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

What is a content validity ratio?

Utility analysis is used to:

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.

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

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

A validation study provides evidence for determining what inferences can be made from scores on a selection measure.

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

Face validity is the same as content 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

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

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

Jobs that are in a state of transition are good choices for criterion-related validation studies.

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

What does the correction for attenuation formula show?

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

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

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

As the validity coefficient approaches +1.00, there is _____ between scores on the predictor and the criterion.

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

What is the range of possible validity coefficients?

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

What is a content validity ratio?

Utility analysis is used to:

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.

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

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

A validation study provides evidence for determining what inferences can be made from scores on a selection measure.

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

Face validity is the same as content 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