Question 1

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

Question 2

What is the correction for attenuation? Why is it used? When should it be used?

Accepted Answer

The correction for attenuation is the pr

Question 3

Which of the following approaches is undertaken when conducting a criterion-related study?

Accepted Answer

A) concurrent validity 
B) content validity 
C) synthetic validity 
D) construct validity 
A) concurrent validity 
B) content validity 
C) synthetic validity 
D) construct validity

Question 4

Job content domain consists of job behaviors and KSAs that are necessary for effective job performance.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

Accepted Answer

A) True 
 B)False

Question 7

Even if a validity coefficient is not statistically significant,the selection measure may still be a valid predictor of a criterion.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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 10

Face validity is the same as content validity.

Accepted Answer

A) True 
 B)False

Question 11

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 KSAs 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 KSAs required to perform critical tasks 
C) linkage of important job tasks to important KSAs 
D) all of the above

Question 12

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 13

The magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Accepted Answer

A) direction 
B) strength 
C) range 
D) amplitude 
A) direction 
B) strength 
C) range 
D) amplitude

Question 14

Jobs that are in a state of transition are good choices for criterion-related validation studies.

Accepted Answer

A) True 
 B)False

Question 15

It is common to find validity coefficients in which of the following ranges?

Accepted Answer

A) .30-.50 
B) .40-.60 
C) .50-.70 
D) .60-.80 
A) .30-.50 
B) .40-.60 
C) .50-.70 
D) .60-.80

Question 16

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 17

What does the correction for attenuation formula show?

Accepted Answer

A) what the validity coefficient would be if the test was longer (i.e., had more items) 
B) what the validity coefficient would be if the predictor and/or criterion were perfectly reliable 
C) what the true variance in individuals' scores would be if range restriction was not present 
D) what the validity coefficient would be if criterion contamination was not present 
A) what the validity coefficient would be if the test was longer (i.e., had more items) 
B) what the validity coefficient would be if the predictor and/or criterion were perfectly reliable 
C) what the true variance in individuals' scores would be if range restriction was not present 
D) what the validity coefficient would be if criterion contamination was not present

Question 18

Must a validity coefficient be positive to be useful? Explain.

Accepted Answer

No, a validity coefficient does not have

Question 19

Utility analysis is used to:

Accepted Answer

A) determine isoquants that make it possible to assess equally valid selection measures. 
B) demonstrate how investments in human resources compare with investments in capital equipment 
C) translate the results of a validation study into terms that are important to and understandable by managers. 
D) assess the costs and benefits associated with various validation approaches 
A) determine isoquants that make it possible to assess equally valid selection measures. 
B) demonstrate how investments in human resources compare with investments in capital equipment 
C) translate the results of a validation study into terms that are important to and understandable by managers. 
D) assess the costs and benefits associated with various validation approaches

Question 20

For which of the following situations is a content validity approach appropriate?

Accepted Answer

A) when job applicants are ranked (from high to low) on the basis of scores on a selection measure 
B) when mental processes, psychological constructs, or personality traits are not directly observable but inferred from the selection device 
C) when the content of the selection device resembles work behaviors and the setting and administration of the selection procedures resemble the work setting 
D) when the selection procedure involves KSAs which an employee is expected to learn on the job 
A) when job applicants are ranked (from high to low) on the basis of scores on a selection measure 
B) when mental processes, psychological constructs, or personality traits are not directly observable but inferred from the selection device 
C) when the content of the selection device resembles work behaviors and the setting and administration of the selection procedures resemble the work setting 
D) when the selection procedure involves KSAs which an employee is expected to learn on the job

If the coefficient of determination is .64,

What is the correction for attenuation? Why is it used? When should it be used?

Which of the following approaches is undertaken when conducting a criterion-related study?

Job content domain consists of job behaviors and KSAs that are necessary for effective job performance.

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

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

Even if a validity coefficient is not statistically significant,the selection measure may still be a valid predictor of a criterion.

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

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

Face validity is the same as content validity.

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

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 magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Jobs that are in a state of transition are good choices for criterion-related validation studies.

It is common to find validity coefficients in which of the following ranges?

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

What does the correction for attenuation formula show?

Must a validity coefficient be positive to be useful? Explain.

Utility analysis is used to:

For which of the following situations is a content validity approach appropriate?

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

If the coefficient of determination is .64,

What is the correction for attenuation? Why is it used? When should it be used?

Which of the following approaches is undertaken when conducting a criterion-related study?

Job content domain consists of job behaviors and KSAs that are necessary for effective job performance.

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

The situation specificity hypothesis holds that the validity of a test is specific to the job situation on which validity of the test has been determined.

Even if a validity coefficient is not statistically significant,the selection measure may still be a valid predictor of a criterion.

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

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

Face validity is the same as content validity.

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

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 magnitude of a validity coefficient indicates the _____________ of association between a predictor and criterion.

Jobs that are in a state of transition are good choices for criterion-related validation studies.

It is common to find validity coefficients in which of the following ranges?

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

What does the correction for attenuation formula show?

Must a validity coefficient be positive to be useful? Explain.

Utility analysis is used to:

For which of the following situations is a content validity approach appropriate?

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