Question 1

Which of the following are criticisms of validity generalization?

Accepted Answer

A) lumping together good and bad studies 
B) selection bias 
C) reliable unreliability 
D) all of these 
A) lumping together good and bad studies 
B) selection bias 
C) reliable unreliability 
D) all of these

Question 2

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

Accepted Answer

A) True 
 B)False

Question 3

Job component validity incorporates a less detailed examination of the job than validity generalization.

Accepted Answer

A) True 
 B)False

Question 4

What are the two important elements of a validity coefficient?

Accepted Answer

A) sign and magnitude 
B) predictor and criterion 
C) expectancy table and chart 
D) simple and multiple 
A) sign and magnitude 
B) predictor and criterion 
C) expectancy table and chart 
D) simple and multiple

Question 5

A(n) _________________ is a table of numbers that shows the probability that a person with a particular predictor score will achieve a defined level of success.

Accepted Answer

A) nominal table 
B) regression table 
C) expectancy table 
D) expensive table 
A) nominal table 
B) regression table 
C) expectancy table 
D) expensive table

Question 6

Positive attitudes toward selection measures may yield positive benefits for an organization.

Accepted Answer

A) True 
 B)False

Question 7

Utility analysis can be used to translate the results of a validation study into terms that are important to and understandable by managers.

Accepted Answer

A) True 
 B)False

Question 8

Cross-validation is necessary because of which of the following problems associated with predictive accuracy?

Accepted Answer

A) shrinkage 
B) inflation 
C) bias 
D) contamination 
A) shrinkage 
B) inflation 
C) bias 
D) contamination

Question 9

Which of the following validity coefficients would be used for predicting the job success of individuals?

Accepted Answer

A) linear regression 
B) forecasting efficiency 
C) Pearson product-moment (simple) correlation coefficient 
D) none of these 
A) linear regression 
B) forecasting efficiency 
C) Pearson product-moment (simple) correlation coefficient 
D) none of these

Question 10

Which of the following is the symbolic notation for a validity coefficient?

Accepted Answer

A) rxx 
B) rxy 
C) rxyz 
D) none of the above 
A) rxx 
B) rxy 
C) rxyz 
D) none of the above

Question 11

Job incumbents are used as the source of data in a predictive validity study.

Accepted Answer

A) True 
 B)False

Question 12

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

Accepted Answer

A) face validity coefficient. 
B) reliability estimate. 
C) validity coefficient. 
D) correlation matrix. 
A) face validity coefficient. 
B) reliability estimate. 
C) validity coefficient. 
D) correlation matrix.

Question 13

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

Accepted Answer

A) True 
 B)False

Question 14

Restriction of range is:

Accepted Answer

A) unreliability in validity. 
B) when variance in scores on selection measures has been reduced. 
C) used only with predictors. 
D) used to increase sample size. 
A) unreliability in validity. 
B) when variance in scores on selection measures has been reduced. 
C) used only with predictors. 
D) used to increase sample size.

Question 15

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

Accepted Answer

A) Social validation 
B) Construct construction 
C) Comprehensive validation 
D) Construct validation 
A) Social validation 
B) Construct construction 
C) Comprehensive validation 
D) Construct validation

Question 16

According to the Uniform Guidelines, a job analysis should result in which of the following products?

Accepted Answer

A) task description as well as measures of the criticality and/or importance of the tasks 
B) a specification of WRCs required to perform critical tasks 
C) linkage of important job tasks to important KSAs 
D) all of the above 
A) task description as well as measures of the criticality and/or importance of the tasks 
B) a specification of WRCs required to perform critical tasks 
C) linkage of important job tasks to important KSAs 
D) all of the above

Which of the following are criticisms of validity generalization?

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

Job component validity incorporates a less detailed examination of the job than validity generalization.

What are the two important elements of a validity coefficient?

A(n) _________________ is a table of numbers that shows the probability that a person with a particular predictor score will achieve a defined level of success.

Positive attitudes toward selection measures may yield positive benefits for an organization.

Utility analysis can be used to translate the results of a validation study into terms that are important to and understandable by managers.

Cross-validation is necessary because of which of the following problems associated with predictive accuracy?

Which of the following validity coefficients would be used for predicting the job success of individuals?

Which of the following is the symbolic notation for a validity coefficient?

Job incumbents are used as the source of data in a predictive validity study.

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

Restriction of range is:

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

According to the Uniform Guidelines, a job analysis should result in which of the following products?

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

Which of the following are criticisms of validity generalization?

The degree to which available evidence supports inferences made from scores on selection procedures is known as validity.

Job component validity incorporates a less detailed examination of the job than validity generalization.

What are the two important elements of a validity coefficient?

A(n) _________________ is a table of numbers that shows the probability that a person with a particular predictor score will achieve a defined level of success.

Positive attitudes toward selection measures may yield positive benefits for an organization.

Utility analysis can be used to translate the results of a validation study into terms that are important to and understandable by managers.

Cross-validation is necessary because of which of the following problems associated with predictive accuracy?

Which of the following validity coefficients would be used for predicting the job success of individuals?

Which of the following is the symbolic notation for a validity coefficient?

Job incumbents are used as the source of data in a predictive validity study.

An index that summarizes the degree of relationship between a predictor and criterion is known as a:

For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem.

Restriction of range is:

_________________ is a research process involving the collection of evidence used to test hypotheses about relationships between measures and their constructs.

According to the Uniform Guidelines, a job analysis should result in which of the following products?

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