Question 1

What conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Accepted Answer

A) The "situational specific hypothesis" has not been disproved. 
B) A test that is valid for one job will be valid for any other job. 
C) For all paper-and-pencil tests, separate validity studies are not needed for each job. 
D) The validity of a test is more generalizable across similar situations and similar jobs than has been previously thought. 
A) The "situational specific hypothesis" has not been disproved. 
B) A test that is valid for one job will be valid for any other job. 
C) For all paper-and-pencil tests, separate validity studies are not needed for each job. 
D) The validity of a test is more generalizable across similar situations and similar jobs than has been previously thought.

Question 2

Upon which step do concurrent and predictive validation strategies differ?

Accepted Answer

A) job analysis 
B) choice of criteria 
C) selection of test 
D) test administration 
A) job analysis 
B) choice of criteria 
C) selection of test 
D) test administration

Question 3

Which type of expectancy chart is useful for estimating what will happen in the organization if various passing or cutoff scores are used for a selection measure?

Accepted Answer

A) individual chart 
B) institutional chart 
C) cutoff chart 
D) predictor chart 
A) individual chart 
B) institutional chart 
C) cutoff chart 
D) predictor chart

Question 4

The biggest weakness presented in the predictive validity model is:

Accepted Answer

A) the lack of motivation of employees to participate in the study. 
B) the time interval required to determine the validity of the measure being examined. 
C) differences in job tenure of job incumbents being examined. 
D) differences in statistical analyses. 
A) the lack of motivation of employees to participate in the study. 
B) the time interval required to determine the validity of the measure being examined. 
C) differences in job tenure of job incumbents being examined. 
D) differences in statistical analyses.

Question 5

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 6

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 7

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

Accepted Answer

A) True 
 B)False

Question 8

Validation in selection refers to the process of discovering what and how well a se4lection procedure measures.

Accepted Answer

A) True 
 B)False

Question 9

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

Accepted Answer

A) True 
 B)False

Question 10

In the Personnel File Research predictive validation design, applicants are:

Accepted Answer

A) hired, placed on the payroll and subsequently tested.Predictor scores are obtained at a later time. 
B) selected on the basis of their predictor scores . 
C) hired and their personnel records contain references to test scores or other information that may serve as predictors. 
D) none of the above 
A) hired, placed on the payroll and subsequently tested.Predictor scores are obtained at a later time. 
B) selected on the basis of their predictor scores . 
C) hired and their personnel records contain references to test scores or other information that may serve as predictors. 
D) none of the above

Question 11

Psychological fidelity occurs when the same WRCs required to perform the job successfully are also required on the predictor.

Accepted Answer

A) True 
 B)False

Question 12

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

Accepted Answer

A) True 
 B)False

Question 13

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Accepted Answer

A) True 
 B)False

Question 14

Multiple regression assumes that one predictor is being used to predict a criterion.

Accepted Answer

A) True 
 B)False

Question 15

The tenure of an employee can affect the usefulness of a concurrent validity study.

Accepted Answer

A) True 
 B)False

Question 16

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following can affect the usefulness of a concurrent validity study?

Accepted Answer

A) tenure of employees who participate in the study 
B) motivation of employees to participate in the study 
C) representativeness of present employees to job applicants 
D) all of the above 
A) tenure of employees who participate in the study 
B) motivation of employees to participate in the study 
C) representativeness of present employees to job applicants 
D) all of the above

Question 18

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

Accepted Answer

A) True 
 B)False

Question 19

Small sample sizes make which type of validation strategy infeasible?

Accepted Answer

A) criterion-related 
B) content 
C) construct 
D) synthetic 
A) criterion-related 
B) content 
C) construct 
D) synthetic

Question 20

If the coefficient of determination is .64,

Accepted Answer

A) it indicates that 64% of the differences in individuals' job performance can be explained by their differences in test scores 
B) it indicates that 64% of the differences in individuals' job performance cannot be explained by their differences in test scores 
C) the coefficient of determination does not indicate anything about the explanation of the differences in test scores 
D) it indicates that 80% of the differences in individuals' job performance can be explained by their differences in test scores 
A) it indicates that 64% of the differences in individuals' job performance can be explained by their differences in test scores 
B) it indicates that 64% of the differences in individuals' job performance cannot be explained by their differences in test scores 
C) the coefficient of determination does not indicate anything about the explanation of the differences in test scores 
D) it indicates that 80% of the differences in individuals' job performance can be explained by their differences in test scores

What conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Upon which step do concurrent and predictive validation strategies differ?

Which type of expectancy chart is useful for estimating what will happen in the organization if various passing or cutoff scores are used for a selection measure?

The biggest weakness presented in the predictive validity model is:

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.

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

Validation in selection refers to the process of discovering what and how well a se4lection procedure measures.

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

In the Personnel File Research predictive validation design, applicants are:

Psychological fidelity occurs when the same WRCs required to perform the job successfully are also required on the predictor.

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Multiple regression assumes that one predictor is being used to predict a criterion.

The tenure of an employee can affect the usefulness of a concurrent validity study.

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Which of the following can affect the usefulness of a concurrent validity study?

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

Small sample sizes make which type of validation strategy infeasible?

If the coefficient of determination is .64,

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 conclusion seems well supported by empirical evidence derived from research investigating validity generalization?

Upon which step do concurrent and predictive validation strategies differ?

Which type of expectancy chart is useful for estimating what will happen in the organization if various passing or cutoff scores are used for a selection measure?

The biggest weakness presented in the predictive validity model is:

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.

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

Validation in selection refers to the process of discovering what and how well a se4lection procedure measures.

The effect of criterion variable contamination is that the magnitude of the validity coefficient may be altered.

In the Personnel File Research predictive validation design, applicants are:

Psychological fidelity occurs when the same WRCs required to perform the job successfully are also required on the predictor.

A validity coefficient is an index that summarizes the degree of relationship between a predictor and criterion.

The different validation strategies are separate, distinct, and unrelated ways of determining the validity of selection procedures.

Multiple regression assumes that one predictor is being used to predict a criterion.

The tenure of an employee can affect the usefulness of a concurrent validity study.

Physical fidelity concerns the match between how a worker actually behaves on the job and how an applicant for that job is asked to behave on the predictor used in selection.

Which of the following can affect the usefulness of a concurrent validity study?

A statistically significant validity coefficient is one piece of important evidence that helps to assure users that their inferences from scores on a selection procedure are related to job success.

Small sample sizes make which type of validation strategy infeasible?

If the coefficient of determination is .64,

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