Question 1

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 2

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 3

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 4

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 5

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 6

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 7

_________________ 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 8

The less abstract the nature of a job and the KSAs 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 9

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 10

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 11

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 12

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 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

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

Accepted Answer

A) True 
 B)False

Question 15

What is the likely impact on rxy of each of the following factors in a predictive validation study?
a.differences in job tenure of the employees who participate in the study
b.the representativeness (or unrepresentativeness) of present employees to job applicants
c.the motivation of employees to participate in the study

Accepted Answer

a. Differences in job tenure of the empl

Question 16

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 17

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 18

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 19

Concurrent validity is sometimes referred to as the present employee method.

Accepted Answer

A) True 
 B)False

Question 20

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

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

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

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

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

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

Upon which step do concurrent and predictive validation strategies differ?

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

The less abstract the nature of a job and the KSAs necessary to perform it,the greater the inferential leap required in judging the link between job content and content of a selection measure.

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

Validity generalization involves using the results of one study to make predictions about the effectiveness of a predictor in different contexts.

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.

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

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

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

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

Basically,what does linear regression determine?

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.

Concurrent validity is sometimes referred to as the present employee method.

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.

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

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 5: Validity of Selection Procedures

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

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

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

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

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

Upon which step do concurrent and predictive validation strategies differ?

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

The less abstract the nature of a job and the KSAs necessary to perform it,the greater the inferential leap required in judging the link between job content and content of a selection measure.

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

Validity generalization involves using the results of one study to make predictions about the effectiveness of a predictor in different contexts.

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.

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

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

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

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

Basically,what does linear regression determine?

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.

Concurrent validity is sometimes referred to as the present employee method.

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.

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

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