Question 1

Reliability can be determined by comparing the consistency between two sets of scores on a measure.

Accepted Answer

A) True 
 B)False  True

Question 2

The spread around the true score of an unreliable test is:

Accepted Answer

A) lower 
B) higher 
C) the same as that of a reliable test 
D) higher or lower depending on the type of test 
E) none of the above is true of an unreliable test 
A) lower 
B) higher 
C) the same as that of a reliable test 
D) higher or lower depending on the type of test 
E) none of the above is true of an unreliable test B

Question 3

There are two types of measurement error.

Accepted Answer

A) True 
 B)False  True

Question 4

If two predictors are highly correlated,in the normal course,how many should be used in a specific selection situation?

Accepted Answer

A) Both 
B) Only one 
C) Only the one with the lower validity 
D) Only the one with lower reliability 
E) None of the above 
A) Both 
B) Only one 
C) Only the one with the lower validity 
D) Only the one with lower reliability 
E) None of the above

Question 5

When Jane was writing her final exam in HR,sudden construction blasts in the neighbourhood shook her completely.She was not able to concentrate on the exam,although most of her classmates did not find the noise distracting.Jane received a 15% lower score than what she could have received under normal conditions.The difference between her actual test score and true score is best thought of as what sort of error?

Accepted Answer

A) Random 
B) Systematic 
C) Bounded 
D) Instrumentation 
E) Environmental 
A) Random 
B) Systematic 
C) Bounded 
D) Instrumentation 
E) Environmental

Question 6

John always gets nervous during exams,which results in him consistently receiving 20 fewer points on formal exams than on assignments done under identical conditions at home.The difference between his actual test score and true score (that is,the score he would have received normally)can be considered what sort of error?

Accepted Answer

A) Random 
B) Systematic 
C) Unpredictable 
D) Instrumentation 
E) None of the above 
A) Random 
B) Systematic 
C) Unpredictable 
D) Instrumentation 
E) None of the above

Question 7

The number of predictors to be used in a setting depends on:

Accepted Answer

A) the nature of the job 
B) the validity of the predictors 
C) the cost of collecting predictor information 
D) B and C 
E) all of the above 
A) the nature of the job 
B) the validity of the predictors 
C) the cost of collecting predictor information 
D) B and C 
E) all of the above

Question 8

When present employees are used to validate an employment test,which validity is assessed?

Accepted Answer

A) Construct 
B) Concurrent 
C) Content 
D) Face 
E) None of the above 
A) Construct 
B) Concurrent 
C) Content 
D) Face 
E) None of the above

Question 9

What type of validity refers to the possibility that a predictor may validly measure a particular criterion for some people in some situations but have different validity for another group of people?

Accepted Answer

A) Divergent 
B) Differential 
C) Convergent 
D) Face 
E) Predictive 
A) Divergent 
B) Differential 
C) Convergent 
D) Face 
E) Predictive

Question 10

If reliability of a sales aptitude test is 0.81 and the reliability of the criterion (e.g. ,supervisor's rating of salesperson's performance)is 0.64,the validity of the test is most likely to be less than:

Accepted Answer

A) 0.79 
B) 0.72 
C) 0.52 
D) 0.48 
E) 0.41 
A) 0.79 
B) 0.72 
C) 0.52 
D) 0.48 
E) 0.41

Question 11

If the length of an employment test increases,in general,its reliability increases.

Accepted Answer

A) True 
 B)False

Question 12

The congruence between the psychological requirements of a job and the psychological requirements imposed by the predictor when it is measured is referred to as what?

Accepted Answer

A) Moderator variable 
B) Suppressor variable 
C) Psychological deviance 
D) Psychological fidelity 
E) Validity generalization 
A) Moderator variable 
B) Suppressor variable 
C) Psychological deviance 
D) Psychological fidelity 
E) Validity generalization

Question 13

Which of the following is/are rational approaches to validation?

Accepted Answer

A) Content validity 
B) Predictive validity 
C) Synthetic validity 
D) A and B 
E) A and C 
A) Content validity 
B) Predictive validity 
C) Synthetic validity 
D) A and B 
E) A and C

Question 14

A clock that is always five minutes fast is:

Accepted Answer

A) valid and reliable 
B) reliable but not valid 
C) valid but not reliable 
D) unreliable but not invalid 
E) none of the above 
A) valid and reliable 
B) reliable but not valid 
C) valid but not reliable 
D) unreliable but not invalid 
E) none of the above

Question 15

To establish the reliability coefficient of a new employment test,first the proportion of total variance accounted by systematic variance has to be measured.

Accepted Answer

A) True 
 B)False

Question 16

Establishing construct validity is a difficult task and often beyond the capabilities of a typical HR manager.

Accepted Answer

A) True 
 B)False

Question 17

Domain sampling requires knowledge of the KSAs.

Accepted Answer

A) True 
 B)False

Question 18

Cross validation is necessary only when the employment test in question is assessing attitudes and not potential performance.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is/are empirical approaches to validation?

Accepted Answer

A) Concurrent validity 
B) Synthetic validity 
C) Content validity 
D) A and B 
E) A and C 
A) Concurrent validity 
B) Synthetic validity 
C) Content validity 
D) A and B 
E) A and C

Question 20

Reliability of a test establishes the lower bound of its validity.

Accepted Answer

A) True 
 B)False

Reliability can be determined by comparing the consistency between two sets of scores on a measure.

The spread around the true score of an unreliable test is:

There are two types of measurement error.

If two predictors are highly correlated,in the normal course,how many should be used in a specific selection situation?

The number of predictors to be used in a setting depends on:

When present employees are used to validate an employment test,which validity is assessed?

What type of validity refers to the possibility that a predictor may validly measure a particular criterion for some people in some situations but have different validity for another group of people?

If reliability of a sales aptitude test is 0.81 and the reliability of the criterion (e.g. ,supervisor's rating of salesperson's performance)is 0.64,the validity of the test is most likely to be less than:

If the length of an employment test increases,in general,its reliability increases.

The congruence between the psychological requirements of a job and the psychological requirements imposed by the predictor when it is measured is referred to as what?

Which of the following is/are rational approaches to validation?

A clock that is always five minutes fast is:

To establish the reliability coefficient of a new employment test,first the proportion of total variance accounted by systematic variance has to be measured.

Establishing construct validity is a difficult task and often beyond the capabilities of a typical HR manager.

Domain sampling requires knowledge of the KSAs.

Cross validation is necessary only when the employment test in question is assessing attitudes and not potential performance.

Which of the following is/are empirical approaches to validation?

Reliability of a test establishes the lower bound of its validity.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Recruitment

Applicant Screening

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters

Exam 4: Identifying Reliable and Valid Predictors of Performance

Reliability can be determined by comparing the consistency between two sets of scores on a measure.

The spread around the true score of an unreliable test is:

There are two types of measurement error.

If two predictors are highly correlated,in the normal course,how many should be used in a specific selection situation?

The number of predictors to be used in a setting depends on:

When present employees are used to validate an employment test,which validity is assessed?

What type of validity refers to the possibility that a predictor may validly measure a particular criterion for some people in some situations but have different validity for another group of people?

If reliability of a sales aptitude test is 0.81 and the reliability of the criterion (e.g. ,supervisor's rating of salesperson's performance)is 0.64,the validity of the test is most likely to be less than:

If the length of an employment test increases,in general,its reliability increases.

The congruence between the psychological requirements of a job and the psychological requirements imposed by the predictor when it is measured is referred to as what?

Which of the following is/are rational approaches to validation?

A clock that is always five minutes fast is:

To establish the reliability coefficient of a new employment test,first the proportion of total variance accounted by systematic variance has to be measured.

Establishing construct validity is a difficult task and often beyond the capabilities of a typical HR manager.

Domain sampling requires knowledge of the KSAs.

Cross validation is necessary only when the employment test in question is assessing attitudes and not potential performance.

Which of the following is/are empirical approaches to validation?

Reliability of a test establishes the lower bound of its validity.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Recruitment

Applicant Screening

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters