Question 1

When a measure is perfectly reliable, its obtained score is higher than its true score.

Accepted Answer

A) True 
 B)False  True

Question 2

What is a true score?

Accepted Answer

A) the score obtained for a person under normal conditions 
B) the score obtained because of the presence of external factors 
C) the mean/average score made by a person on many different administrations of tests 
D) the standard deviation on many different administrations of the same test on the same individual 
A) the score obtained for a person under normal conditions 
B) the score obtained because of the presence of external factors 
C) the mean/average score made by a person on many different administrations of tests 
D) the standard deviation on many different administrations of the same test on the same individual C

Question 3

Interrater agreement indices are generally restricted to interval or ratio data.

Accepted Answer

A) True 
 B)False  False

Question 4

What is the difference between interclass and intraclass correlations (reliability estimates)?

Accepted Answer

A) minimum number of targets being rated 
B) minimum number of equivalent forms being used 
C) minimum number of raters needed for calculation 
D) minimum number of attributes measured 
A) minimum number of targets being rated 
B) minimum number of equivalent forms being used 
C) minimum number of raters needed for calculation 
D) minimum number of attributes measured

Question 5

What is a correlation coefficient calculated between two sets of scores over time called?

Accepted Answer

A) coefficient of stability 
B) coefficient alpha 
C) coefficient of equivalence 
D) coefficient of dependability 
A) coefficient of stability 
B) coefficient alpha 
C) coefficient of equivalence 
D) coefficient of dependability

Question 6

Tests with many items that are very difficult are more reliable than tests containing many items of moderate difficulty.

Accepted Answer

A) True 
 B)False

Question 7

If coefficient alpha reliability is unacceptably low, then the items on the selection measure may be assessing more than one characteristic.

Accepted Answer

A) True 
 B)False

Question 8

Unreliable performance by a respondent on a reliable measure is possible, but reliable performance on an unreliable measure is impossible.

Accepted Answer

A) True 
 B)False

Question 9

Split-half reliability procedures tend to produce a conservative estimate of reliability.

Accepted Answer

A) True 
 B)False

Question 10

Selection measures involving traits of personality, attitudes, or interests are usually considered to be fairly static yielding high reliability coefficients.

Accepted Answer

A) True 
 B)False

Question 11

Among the most popular internal consistency methods are all of these EXCEPT:

Accepted Answer

A) Cronbach's coefficient alpha reliability 
B) Kuder-Richardson reliability 
C) Split-half reliability 
D) Guion's measurement 
A) Cronbach's coefficient alpha reliability 
B) Kuder-Richardson reliability 
C) Split-half reliability 
D) Guion's measurement

Question 12

What reliability estimate consists of administering the same selection measure twice and correlating the two sets of scores?

Accepted Answer

A) parallel forms 
B) internal consistency 
C) split-half 
D) test-retest 
A) parallel forms 
B) internal consistency 
C) split-half 
D) test-retest

Question 13

If variability or individual differences increase among respondents while variation within individuals remains the same, reliability will increase.

Accepted Answer

A) True 
 B)False

Question 14

In general, as the length of a measure decreases, its reliability increases.

Accepted Answer

A) True 
 B)False

Question 15

Generally speaking, the greater the variability or standard deviation of scores on the characteristic measured, the higher the reliability of the measure of that characteristic.

Accepted Answer

A) True 
 B)False

Question 16

How many test administrations do you need in order to calculate a split-half reliability estimate?

Accepted Answer

A) 1/2 
B) 1 
C) 2 
D) 1/4 
A) 1/2 
B) 1 
C) 2 
D) 1/4

Question 17

Reliability of measurement in selection is synonymous with dependability, consistency, or stability of measurement.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following would NOT be a likely cause of interrater disagreement?

Accepted Answer

A) Raters view the same behavior differently. 
B) Raters interpret the same behavior differently. 
C) Error in rating or recording each impression. 
D) Length of time behavior is displayed. 
A) Raters view the same behavior differently. 
B) Raters interpret the same behavior differently. 
C) Error in rating or recording each impression. 
D) Length of time behavior is displayed.

Question 19

For which of the following selection measures is it most appropriate to use equivalent forms for reliability estimation?

Accepted Answer

A) vocabulary 
B) biographical inventory 
C) personality inventory 
D) physical fitness 
A) vocabulary 
B) biographical inventory 
C) personality inventory 
D) physical fitness

Question 20

In the context of personnel selection, the reliability of criterion measures need not be as high as predictor measures.

Accepted Answer

A) True 
 B)False

When a measure is perfectly reliable, its obtained score is higher than its true score.

What is a true score?

Interrater agreement indices are generally restricted to interval or ratio data.

What is the difference between interclass and intraclass correlations (reliability estimates)?

What is a correlation coefficient calculated between two sets of scores over time called?

Tests with many items that are very difficult are more reliable than tests containing many items of moderate difficulty.

If coefficient alpha reliability is unacceptably low, then the items on the selection measure may be assessing more than one characteristic.

Unreliable performance by a respondent on a reliable measure is possible, but reliable performance on an unreliable measure is impossible.

Split-half reliability procedures tend to produce a conservative estimate of reliability.

Selection measures involving traits of personality, attitudes, or interests are usually considered to be fairly static yielding high reliability coefficients.

Among the most popular internal consistency methods are all of these EXCEPT:

What reliability estimate consists of administering the same selection measure twice and correlating the two sets of scores?

If variability or individual differences increase among respondents while variation within individuals remains the same, reliability will increase.

In general, as the length of a measure decreases, its reliability increases.

Generally speaking, the greater the variability or standard deviation of scores on the characteristic measured, the higher the reliability of the measure of that characteristic.

How many test administrations do you need in order to calculate a split-half reliability estimate?

Reliability of measurement in selection is synonymous with dependability, consistency, or stability of measurement.

Which of the following would NOT be a likely cause of interrater disagreement?

For which of the following selection measures is it most appropriate to use equivalent forms for reliability estimation?

In the context of personnel selection, the reliability of criterion measures need not be as high as predictor measures.

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

Validity of Selection Procedures

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 7: Reliability of Selection Measures

When a measure is perfectly reliable, its obtained score is higher than its true score.

What is a true score?

Interrater agreement indices are generally restricted to interval or ratio data.

What is the difference between interclass and intraclass correlations (reliability estimates)?

What is a correlation coefficient calculated between two sets of scores over time called?

Tests with many items that are very difficult are more reliable than tests containing many items of moderate difficulty.

If coefficient alpha reliability is unacceptably low, then the items on the selection measure may be assessing more than one characteristic.

Unreliable performance by a respondent on a reliable measure is possible, but reliable performance on an unreliable measure is impossible.

Split-half reliability procedures tend to produce a conservative estimate of reliability.

Selection measures involving traits of personality, attitudes, or interests are usually considered to be fairly static yielding high reliability coefficients.

Among the most popular internal consistency methods are all of these EXCEPT:

What reliability estimate consists of administering the same selection measure twice and correlating the two sets of scores?

If variability or individual differences increase among respondents while variation within individuals remains the same, reliability will increase.

In general, as the length of a measure decreases, its reliability increases.

Generally speaking, the greater the variability or standard deviation of scores on the characteristic measured, the higher the reliability of the measure of that characteristic.

How many test administrations do you need in order to calculate a split-half reliability estimate?

Reliability of measurement in selection is synonymous with dependability, consistency, or stability of measurement.

Which of the following would NOT be a likely cause of interrater disagreement?

For which of the following selection measures is it most appropriate to use equivalent forms for reliability estimation?

In the context of personnel selection, the reliability of criterion measures need not be as high as predictor measures.

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

Validity of Selection Procedures

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