Question 1

Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

Accepted Answer

A) There have been few court cases and the decisions have not been consistent. 
B) There have been few court cases but the decisions have been consistent. 
C) There have been many court cases and the decisions have not been consistent. 
D) There have been many court cases but the decisions have demonstrated validity. 
A) There have been few court cases and the decisions have not been consistent. 
B) There have been few court cases but the decisions have been consistent. 
C) There have been many court cases and the decisions have not been consistent. 
D) There have been many court cases but the decisions have demonstrated validity.

Question 2

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

Accepted Answer

A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test. 
A) easy test. 
B) proctored test. 
C) unproctored test. 
D) unprotected test.

Question 3

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

Accepted Answer

A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis 
A) Factor analysis 
B) Reliability analysis 
C) Validity analysis 
D) Correlation analysis

Question 4

While mental ability tests are valid across many occupations,they are not equally valid among occupations.

Accepted Answer

A) True 
 B)False

Question 5

What is the scientific argument concerning whether or not tests are "culturally" fair?
a.What is the scientific evidence concerning this issue?
b.Why do claims of test bias persist in spite of conclusive evidence?

Accepted Answer

The scientific argument concerning wheth

Question 6

The courts have consistently held that height and weight requirements are reasonable measures of strength.

Accepted Answer

A) True 
 B)False

Question 7

All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

Accepted Answer

A) assessment centers 
B) academic performance 
C) interview 
D) personality inventories 
A) assessment centers 
B) academic performance 
C) interview 
D) personality inventories

Question 8

What is the general conclusion of studies examining differential validity?

Accepted Answer

A) Differential validity exists, but it has a minor impact on selection. 
B) Differential validity exists, and it has a major impact on selection. 
C) Much more research is needed before we can conclude anything about differential validity. 
D) Differential validity does not exist. 
A) Differential validity exists, but it has a minor impact on selection. 
B) Differential validity exists, and it has a major impact on selection. 
C) Much more research is needed before we can conclude anything about differential validity. 
D) Differential validity does not exist.

Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

While mental ability tests are valid across many occupations,they are not equally valid among occupations.

What is the scientific argument concerning whether or not tests are "culturally" fair? a.What is the scientific evidence concerning this issue? b.Why do claims of test bias persist in spite of conclusive evidence?

The courts have consistently held that height and weight requirements are reasonable measures of strength.

All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

What is the general conclusion of studies examining differential validity?

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 statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

While mental ability tests are valid across many occupations,they are not equally valid among occupations.

What is the scientific argument concerning whether or not tests are "culturally" fair? a.What is the scientific evidence concerning this issue? b.Why do claims of test bias persist in spite of conclusive evidence?

The courts have consistently held that height and weight requirements are reasonable measures of strength.

All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

What is the general conclusion of studies examining differential validity?

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