Question 1

Applicant sex (female,male)is an example of what scale of measurement?

Accepted Answer

A) normal 
B) ordinal 
C) interval 
D) ratio 
A) normal 
B) ordinal 
C) interval 
D) ratio

Question 2

Match each of the following with the appropriate scale of measurement:
-We can only draw "greater than" or "less than" conclusions with this type of data.

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 3

The degree of precision with which we can measure differences among people increases as we move from nominal to ratio scales.

Accepted Answer

A) True 
 B)False

Question 4

Match each of the following with the appropriate scale of measurement:
-Numerical differences indicative of the relative position of individuals for the variable on which they are ranked.

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 5

"Precision" in measurement refers to:

Accepted Answer

A) the number of distinct scores permitted by the measure that is used. 
B) the number of different raters permitted by the measure that is used. 
C) whether a measure is reliable. 
D) whether a measure can be correlated with other similar measures. 
A) the number of distinct scores permitted by the measure that is used. 
B) the number of different raters permitted by the measure that is used. 
C) whether a measure is reliable. 
D) whether a measure can be correlated with other similar measures.

Question 6

Judgmental data (e.g.,performance appraisals)and work sample data essentially measure the same thing.

Accepted Answer

A) True 
 B)False

Question 7

Match each of the following with the appropriate scale of measurement:
-Number of units produced by an employee.

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 8

In general,the higher the percentile score,the better a person's performance relative to others in the normative sample.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is the most important source for information on tests for personnel selection?

Accepted Answer

A) journals 
B) Bibliographic Retrieval Service 
C) Buros' Mental Measurements Yearbook 
D) Psychware Sourcebook 
A) journals 
B) Bibliographic Retrieval Service 
C) Buros' Mental Measurements Yearbook 
D) Psychware Sourcebook

Question 10

Classifying individuals based on dichotomous categories (e.g.,male/female)is using a nominal scale of measurement.

Accepted Answer

A) True 
 B)False

Question 11

What are the most commonly used predictors and criteria for selection? Why do you think they are most commonly used?

Accepted Answer

The most commonly used predictors and cr

Question 12

Match each of the following with the appropriate scale of measurement:
-Employee rating of job satisfaction.

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 13

You have two hours to find an existing selection measure to use for retail sales positions.Where will you look? What is the most likely source for finding such a measure?

Accepted Answer

If I have two hours to find an existing

Question 14

Match each of the following with the appropriate scale of measurement:
-Has an absolute zero.

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 15

Match each of the following with the appropriate scale of measurement:
-Most scales involving physical measurements or counting

Accepted Answer

A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale 
A) interval scale 
B) ordinal scale 
C) ratio scale 
D) nominal scale

Question 16

In order to avoid negative numbers when interpreting test scores,which of the following conversions is most appropriate?

Accepted Answer

A) Z scores 
B) T scores 
C) Y scores 
D) Pearson's conversion 
A) Z scores 
B) T scores 
C) Y scores 
D) Pearson's conversion

Question 17

All of the following are categories of predictors EXCEPT:

Accepted Answer

A) background information. 
B) self assessment. 
C) interviews. 
D) tests. 
A) background information. 
B) self assessment. 
C) interviews. 
D) tests.

Question 18

Using an interval scale,a person scoring 100 on a test has twice as much ability as another person scoring 50 on the same test.

Accepted Answer

A) True 
 B)False

Question 19

To interpret the results of measurements,we need information on how others scored and on the validity of the measure.

Accepted Answer

A) True 
 B)False

Question 20

Why is effective measurement important to human resource selection?

Accepted Answer

Effective measurement is crucial to huma

Applicant sex (female,male)is an example of what scale of measurement?

Match each of the following with the appropriate scale of measurement: -We can only draw "greater than" or "less than" conclusions with this type of data.

The degree of precision with which we can measure differences among people increases as we move from nominal to ratio scales.

Match each of the following with the appropriate scale of measurement: -Numerical differences indicative of the relative position of individuals for the variable on which they are ranked.

"Precision" in measurement refers to:

Judgmental data (e.g.,performance appraisals)and work sample data essentially measure the same thing.

Match each of the following with the appropriate scale of measurement: -Number of units produced by an employee.

In general,the higher the percentile score,the better a person's performance relative to others in the normative sample.

Which of the following is the most important source for information on tests for personnel selection?

Classifying individuals based on dichotomous categories (e.g.,male/female)is using a nominal scale of measurement.

What are the most commonly used predictors and criteria for selection? Why do you think they are most commonly used?

Match each of the following with the appropriate scale of measurement: -Employee rating of job satisfaction.

You have two hours to find an existing selection measure to use for retail sales positions.Where will you look? What is the most likely source for finding such a measure?

Match each of the following with the appropriate scale of measurement: -Has an absolute zero.

Match each of the following with the appropriate scale of measurement: -Most scales involving physical measurements or counting

In order to avoid negative numbers when interpreting test scores,which of the following conversions is most appropriate?

All of the following are categories of predictors EXCEPT:

Using an interval scale,a person scoring 100 on a test has twice as much ability as another person scoring 50 on the same test.

To interpret the results of measurements,we need information on how others scored and on the validity of the measure.

Why is effective measurement important to human resource selection?

An Introduction to Selection

Legal Issues in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters

Exam 3: Human Resource Measurement in Selection

Applicant sex (female,male)is an example of what scale of measurement?

Match each of the following with the appropriate scale of measurement: -We can only draw "greater than" or "less than" conclusions with this type of data.

The degree of precision with which we can measure differences among people increases as we move from nominal to ratio scales.

Match each of the following with the appropriate scale of measurement: -Numerical differences indicative of the relative position of individuals for the variable on which they are ranked.

"Precision" in measurement refers to:

Judgmental data (e.g.,performance appraisals)and work sample data essentially measure the same thing.

Match each of the following with the appropriate scale of measurement: -Number of units produced by an employee.

In general,the higher the percentile score,the better a person's performance relative to others in the normative sample.

Which of the following is the most important source for information on tests for personnel selection?

Classifying individuals based on dichotomous categories (e.g.,male/female)is using a nominal scale of measurement.

What are the most commonly used predictors and criteria for selection? Why do you think they are most commonly used?

Match each of the following with the appropriate scale of measurement: -Employee rating of job satisfaction.

You have two hours to find an existing selection measure to use for retail sales positions.Where will you look? What is the most likely source for finding such a measure?

Match each of the following with the appropriate scale of measurement: -Has an absolute zero.

Match each of the following with the appropriate scale of measurement: -Most scales involving physical measurements or counting

In order to avoid negative numbers when interpreting test scores,which of the following conversions is most appropriate?

All of the following are categories of predictors EXCEPT:

Using an interval scale,a person scoring 100 on a test has twice as much ability as another person scoring 50 on the same test.

To interpret the results of measurements,we need information on how others scored and on the validity of the measure.

Why is effective measurement important to human resource selection?

An Introduction to Selection

Legal Issues in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters