Question 1

Which of the following best describes content validity?

Accepted Answer

A)  It is the extent to which something provides economic value greater than its cost. 
B)  It is the extent to which a measurement is free from random error. 
C)  It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. 
D)  It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. 
E)  It is the measure of validity based on showing a substantial correlation between test scores and job performance scores. 
A)  It is the extent to which something provides economic value greater than its cost. 
B)  It is the extent to which a measurement is free from random error. 
C)  It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. 
D)  It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. 
E)  It is the measure of validity based on showing a substantial correlation between test scores and job performance scores. C

Question 2

Aptitude tests measure a person's existing knowledge and skills.

Accepted Answer

A) True 
 B)False  False

Question 3

Which of the following is true about predictive validation?

Accepted Answer

A)  It is the least effective method of measuring validity. 
B)  It uses the test scores of all applicants and looks for a relationship between the scores and future performance. 
C)  It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance. 
D)  It is the quickest and easiest method compared to other ways of measuring validity. 
E)  It permits an employees' firsthand experience with the job to influence his performance in the test. 
A)  It is the least effective method of measuring validity. 
B)  It uses the test scores of all applicants and looks for a relationship between the scores and future performance. 
C)  It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance. 
D)  It is the quickest and easiest method compared to other ways of measuring validity. 
E)  It permits an employees' firsthand experience with the job to influence his performance in the test. B

Question 4

The process of selecting employees remains constant for all organizations and for all jobs.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a permissible question for job applications and interviews?

Accepted Answer

A)  How would you feel about working for someone younger than you? 
B)  Are you a citizen of the United States? 
C)  What religious holidays do you observe? 
D)  Where were you born? 
E)  Will you need any reasonable accommodation for this hiring process 
A)  How would you feel about working for someone younger than you? 
B)  Are you a citizen of the United States? 
C)  What religious holidays do you observe? 
D)  Where were you born? 
E)  Will you need any reasonable accommodation for this hiring process

Question 6

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment,the new employer may sue the former for _____.

Accepted Answer

A)  negligence 
B)  misrepresentation 
C)  defamation 
D)  misappropriation 
E)  libel 
A)  negligence 
B)  misrepresentation 
C)  defamation 
D)  misappropriation 
E)  libel

Question 7

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Accepted Answer

A)  It is a relatively expensive method of gathering information. 
B)  It does not allow applicants to highlight accomplishments. 
C)  Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. 
D)  It is biased in favor of the employer. 
E)  The content of the information is controlled by applicants. 
A)  It is a relatively expensive method of gathering information. 
B)  It does not allow applicants to highlight accomplishments. 
C)  Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. 
D)  It is biased in favor of the employer. 
E)  The content of the information is controlled by applicants.

Question 8

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

Accepted Answer

In order to avoid the pitfalls of using

Question 9

The rules for drug testing include all of the following EXCEPT:

Accepted Answer

A)  drug testing should be administered systematically to all applicants for the same job. 
B)  the drug test reports should not be sent to applicants. 
C)  drug testing should be conducted for employees working in jobs that involve safety hazards. 
D)  drug testing should be conducted in an environment that is not intrusive. 
E)  drug-testing programs should allow for strict confidentiality of results. 
A)  drug testing should be administered systematically to all applicants for the same job. 
B)  the drug test reports should not be sent to applicants. 
C)  drug testing should be conducted for employees working in jobs that involve safety hazards. 
D)  drug testing should be conducted in an environment that is not intrusive. 
E)  drug-testing programs should allow for strict confidentiality of results.

Question 10

An application form can request information regarding an applicant's marital status and race.

Accepted Answer

A) True 
 B)False

Question 11

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

Accepted Answer

A) True 
 B)False

Question 12

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

Accepted Answer

A)  situational 
B)  nondirective 
C)  structured 
D)  behavior description 
E)  work sample 
A)  situational 
B)  nondirective 
C)  structured 
D)  behavior description 
E)  work sample

Question 13

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

Accepted Answer

A) True 
 B)False

Question 14

Under the ADA,when an employer makes hiring decisions,he is permitted to use employment physical exams that could reveal a psychological or physical disability.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following traits describe conscientiousness?

Accepted Answer

A)  Sociable, gregarious, assertive, talkative 
B)  Dependable, organized, persevering, achievement-oriented 
C)  Courteous, trusting, good-natured, tolerant 
D)  Emotionally stable, nondepressed, secure, content 
E)  Curious, imaginative, artistically sensitive, broad-minded 
A)  Sociable, gregarious, assertive, talkative 
B)  Dependable, organized, persevering, achievement-oriented 
C)  Courteous, trusting, good-natured, tolerant 
D)  Emotionally stable, nondepressed, secure, content 
E)  Curious, imaginative, artistically sensitive, broad-minded

Question 16

Employers use application forms for all of the following reasons EXCEPT that:

Accepted Answer

A)  they are a low-cost way to gather basic data from many applicants. 
B)  they ensure that the organization has certain standard categories of information. 
C)  they are not subject to equal employment opportunity standards. 
D)  they allow the employer to keep up-to-date records of job applicants. 
E)  they enable organizations to rank applicants. 
A)  they are a low-cost way to gather basic data from many applicants. 
B)  they ensure that the organization has certain standard categories of information. 
C)  they are not subject to equal employment opportunity standards. 
D)  they allow the employer to keep up-to-date records of job applicants. 
E)  they enable organizations to rank applicants.

Question 17

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

Accepted Answer

A)  at least half the present computer technicians in C-Soft 
B)  people doing similar jobs in other companies 
C)  people applying for computer technician jobs in C-Soft 
D)  only current computer technicians in C-Soft who are performing at acceptable levels 
E)  a random selection of computer technicians currently employed at C-Soft 
A)  at least half the present computer technicians in C-Soft 
B)  people doing similar jobs in other companies 
C)  people applying for computer technician jobs in C-Soft 
D)  only current computer technicians in C-Soft who are performing at acceptable levels 
E)  a random selection of computer technicians currently employed at C-Soft

Question 18

The results of a personality test are the most reliable.

Accepted Answer

A) True 
 B)False

Question 19

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

Accepted Answer

A)  criterion-related 
B)  content 
C)  concurrent 
D)  construct 
E)  predictive 
A)  criterion-related 
B)  content 
C)  concurrent 
D)  construct 
E)  predictive

Question 20

The _____ of a type of measurement indicates how free that measurement is from random error.

Accepted Answer

A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  verifiability 
A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  verifiability

Which of the following best describes content validity?

Aptitude tests measure a person's existing knowledge and skills.

Which of the following is true about predictive validation?

The process of selecting employees remains constant for all organizations and for all jobs.

Which of the following is a permissible question for job applications and interviews?

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment,the new employer may sue the former for _____.

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

The rules for drug testing include all of the following EXCEPT:

An application form can request information regarding an applicant's marital status and race.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

Under the ADA,when an employer makes hiring decisions,he is permitted to use employment physical exams that could reveal a psychological or physical disability.

Which of the following traits describe conscientiousness?

Employers use application forms for all of the following reasons EXCEPT that:

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

The results of a personality test are the most reliable.

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

The _____ of a type of measurement indicates how free that measurement is from random error.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters

Exam 6: Selecting Employees and Placing Them in Jobs

Which of the following best describes content validity?

Aptitude tests measure a person's existing knowledge and skills.

Which of the following is true about predictive validation?

The process of selecting employees remains constant for all organizations and for all jobs.

Which of the following is a permissible question for job applications and interviews?

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment,the new employer may sue the former for _____.

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

The rules for drug testing include all of the following EXCEPT:

An application form can request information regarding an applicant's marital status and race.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

Under the ADA,when an employer makes hiring decisions,he is permitted to use employment physical exams that could reveal a psychological or physical disability.

Which of the following traits describe conscientiousness?

Employers use application forms for all of the following reasons EXCEPT that:

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

The results of a personality test are the most reliable.

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

The _____ of a type of measurement indicates how free that measurement is from random error.

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters