Question 1

Which of the following is not measured by mechanical ability tests?

Accepted Answer

A) spatial visualization 
B) perceptual speed and accuracy 
C) mechanical information 
D) accuracy in processing verbal and numerical data 
A) spatial visualization 
B) perceptual speed and accuracy 
C) mechanical information 
D) accuracy in processing verbal and numerical data

Question 2

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

Accepted Answer

A) True 
 B)False

Question 3

A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.

Accepted Answer

A) True 
 B)False

Question 4

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

Accepted Answer

A) True 
 B)False

Question 5

Summarize the major conclusions of validity generalization studies.
a.What are the implications of this research for human resource practice?
b.What cautions should be observed based upon the research that has criticized validity generalization procedures?
c.What validation practices would you recommend to an organization based upon these research findings?

Accepted Answer

The major conclusions of validity genera

Question 6

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

Accepted Answer

A) True 
 B)False

Question 7

While women score lower than men on strength and endurance tests,they also demonstrate lower performance on jobs that require these abilities.

Accepted Answer

A) True 
 B)False

Question 8

Which type of physical ability test demonstrates relatively more adverse impact against females?

Accepted Answer

A) cardiovascular endurance 
B) flexibility 
C) coordination 
D) balance 
A) cardiovascular endurance 
B) flexibility 
C) coordination 
D) balance

Question 9

Prepare a checklist that a practicing manager could use to help evaluate selection tests.What should he/she look for in advertising brochures in order to assess a vendor's claims? What questions should he/she ask of the test publisher?

Accepted Answer

Checklist for Evaluating Selection Tests

Question 10

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Accepted Answer

A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9 
A) -1.00 to 1.00 
B) .20 to .30` 
C) .50 to .75 
D) .85 to .9

Question 11

Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.

Accepted Answer

A) True 
 B)False

Question 12

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Accepted Answer

A) True 
 B)False

Question 13

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

Accepted Answer

A) True 
 B)False

Question 14

What is the distinction between validity generalization for the same job versus validity generalization across jobs?

Accepted Answer

Validity generalization refers to the ex

Question 15

Research has consistently identified all but which of the following factors or components of physical abilities?

Accepted Answer

A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality 
A) anaerobic strength 
B) muscular strength 
C) cardiovascular endurance 
D) movement quality

Question 16

Your organization has not had any disabled applicants apply for a job.However,you are concerned that you must be ready for the likelihood that it will happen at some time in the future.What do you need to diagnose in your current selection program to be sure you are in compliance with the Americans with Disabilities Act?

Accepted Answer

To ensure compliance with the Americans

Question 17

A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.

Accepted Answer

A) True 
 B)False

Question 18

Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

Accepted Answer

A) because ability tests were becoming more costly to administer to large numbers of applicants 
B) because other, more valid predictors of job performance became available 
C) because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests 
D) because research evidence questioned the validity of these tests for predicting job performance 
A) because ability tests were becoming more costly to administer to large numbers of applicants 
B) because other, more valid predictors of job performance became available 
C) because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests 
D) because research evidence questioned the validity of these tests for predicting job performance

Question 19

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

Accepted Answer

A) True 
 B)False

Question 20

What is a useful way to differentiate among ability tests?

Accepted Answer

A) content, breadth 
B) length, depth 
C) speed, power 
D) physical, mental 
A) content, breadth 
B) length, depth 
C) speed, power 
D) physical, mental

Which of the following is not measured by mechanical ability tests?

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

While women score lower than men on strength and endurance tests,they also demonstrate lower performance on jobs that require these abilities.

Which type of physical ability test demonstrates relatively more adverse impact against females?

Prepare a checklist that a practicing manager could use to help evaluate selection tests.What should he/she look for in advertising brochures in order to assess a vendor's claims? What questions should he/she ask of the test publisher?

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

What is the distinction between validity generalization for the same job versus validity generalization across jobs?

Research has consistently identified all but which of the following factors or components of physical abilities?

A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.

Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

What is a useful way to differentiate among ability tests?

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement 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

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters

Exam 11: Ability Tests for Selection

Which of the following is not measured by mechanical ability tests?

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

While women score lower than men on strength and endurance tests,they also demonstrate lower performance on jobs that require these abilities.

Which type of physical ability test demonstrates relatively more adverse impact against females?

Prepare a checklist that a practicing manager could use to help evaluate selection tests.What should he/she look for in advertising brochures in order to assess a vendor's claims? What questions should he/she ask of the test publisher?

A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.

What is the distinction between validity generalization for the same job versus validity generalization across jobs?

Research has consistently identified all but which of the following factors or components of physical abilities?

A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.

Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

What is a useful way to differentiate among ability tests?

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement 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

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters