Question 1

What predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

Accepted Answer

A) Follow-up - Present System 
B) Select by predictor 
C) Hire and then test 
D) Follow-up - Random Selection 
A) Follow-up - Present System 
B) Select by predictor 
C) Hire and then test 
D) Follow-up - Random Selection

Question 2

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 3

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

Accepted Answer

A) True 
 B)False

Question 4

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 5

In Follow-up - Random Selection validity design, applicants are hired, then subsequently tested and predictor scores are correlated with criteria collected at a later time.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

Accepted Answer

A) pay level of employees who participate in the study 
B) marital status of employees who participate in the study 
C) job tenure of employees who participate in the study 
D) the geographical location of the organization 
A) pay level of employees who participate in the study 
B) marital status of employees who participate in the study 
C) job tenure of employees who participate in the study 
D) the geographical location of the organization

Question 7

Basically, what does linear regression determine?

Accepted Answer

A) the central tendency of predictors, criteria, and combinations of predictors and criteria 
B) whether or not there are statistically significant differences between predictors and criteria 
C) how similar variables cluster together to form unique constructs 
D) how changes in criterion scores are functionally related to changes in predictor scores 
A) the central tendency of predictors, criteria, and combinations of predictors and criteria 
B) whether or not there are statistically significant differences between predictors and criteria 
C) how similar variables cluster together to form unique constructs 
D) how changes in criterion scores are functionally related to changes in predictor scores

Question 8

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

Accepted Answer

A) True 
 B)False

Question 9

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 10

If the reliability of a test is .81, then its validity is

Accepted Answer

A) no more than .9 
B) no less than .9 
C) exactly .81 
D) no less than .81 
A) no more than .9 
B) no less than .9 
C) exactly .81 
D) no less than .81

Question 11

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 12

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

Accepted Answer

A) True 
 B)False

Question 13

Terms such as intelligence, sociability and clerical ability are constructs.

Accepted Answer

A) True 
 B)False

Question 14

It is common to find validity coefficients in which of the following ranges?

Accepted Answer

A) .30-.50 
B) .40-.60 
C) .50-.70 
D) .60-.80 
A) .30-.50 
B) .40-.60 
C) .50-.70 
D) .60-.80

Question 15

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

Accepted Answer

A) synthetic 
B) predictive 
C) criterion 
D) face 
A) synthetic 
B) predictive 
C) criterion 
D) face

Question 16

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 17

A selection measure has content validity when it can be shown that its content representatively samples the content of the job for which the measure will be used.

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

Which approach is NOT a classical approach for validating measures in human resource selection?

Accepted Answer

A) criterion-related validity 
B) face validity 
C) content validity 
D) construct validity 
A) criterion-related validity 
B) face validity 
C) content validity 
D) construct validity

Question 20

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

What predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

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

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

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

In Follow-up - Random Selection validity design, applicants are hired, then subsequently tested and predictor scores are correlated with criteria collected at a later time.

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

Basically, what does linear regression determine?

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

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

If the reliability of a test is .81, then its validity is

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

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

Terms such as intelligence, sociability and clerical ability are constructs.

It is common to find validity coefficients in which of the following ranges?

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

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

A selection measure has content validity when it can be shown that its content representatively samples the content of the job for which the measure will be used.

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

Which approach is NOT a classical approach for validating measures in human resource selection?

Which of the following approaches is undertaken when conducting a criterion-related 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 predictive validity design consists of testing and selecting applicants based on whatever selection procedures are currently in use?

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

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

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

In Follow-up - Random Selection validity design, applicants are hired, then subsequently tested and predictor scores are correlated with criteria collected at a later time.

Which of the following is a factor that would be most likely to affect the usefulness of a concurrent validation study?

Basically, what does linear regression determine?

Face validity has been shown to be strongly correlated with a participant's perception of fairness of selection procedures.

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

If the reliability of a test is .81, then its validity is

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

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

Terms such as intelligence, sociability and clerical ability are constructs.

It is common to find validity coefficients in which of the following ranges?

In which type of validation are selection measures validated across several jobs in an organization, rather than for only one job?

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

A selection measure has content validity when it can be shown that its content representatively samples the content of the job for which the measure will be used.

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

Which approach is NOT a classical approach for validating measures in human resource selection?

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