Question 1

A clock that is always five minutes fast is reliable.

Accepted Answer

A) True 
 B)False

Question 2

If the items in an employment test are either very difficult or very easy,the score on the test is likely to be less reliable than when the test items are moderately difficult.

Accepted Answer

A) True 
 B)False

Question 3

Meta-analysis is widely used in validity generalization studies.

Accepted Answer

A) True 
 B)False

Question 4

The coefficient of equivalence is the correlation between two tests that are equally valid.

Accepted Answer

A) True 
 B)False

Question 5

Of the following,which focuses on evidence that shows that validity information collected on a predictor in a series of studies can be applied to a new setting?

Accepted Answer

A) Validity generalization 
B) Moderator analysis 
C) Psychological fidelity 
D) Suppressor variable 
E) None of the above 
A) Validity generalization 
B) Moderator analysis 
C) Psychological fidelity 
D) Suppressor variable 
E) None of the above

Question 6

True score is equal to obtained score divided by error.

Accepted Answer

A) True 
 B)False

Question 7

Which type of variable correlates nearly zero with a criterion but is still useful when employed with a predictor with which it is highly correlated?

Accepted Answer

A) Moderator 
B) Random 
C) Suppressor 
D) Criterion 
E) Differential 
A) Moderator 
B) Random 
C) Suppressor 
D) Criterion 
E) Differential

Question 8

Synthetic validity is best thought of as a rational approach to validation.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is not a step in the predictive validation of a new test?

Accepted Answer

A) Perform job analysis 
B) Identify new predictor 
C) Identify reliable criterion 
D) Hire using scores received in the new test 
E) All of the above steps are a part of predictive validation 
A) Perform job analysis 
B) Identify new predictor 
C) Identify reliable criterion 
D) Hire using scores received in the new test 
E) All of the above steps are a part of predictive validation

Question 10

Reliability of a test can be improved by:

Accepted Answer

A) shortening the length of the test 
B) making the test extremely easy 
C) asking multiple questions that measure the same construct 
D) A and B 
E) A and C 
A) shortening the length of the test 
B) making the test extremely easy 
C) asking multiple questions that measure the same construct 
D) A and B 
E) A and C

Question 11

Concurrent validation,in many instances,is more difficult than predictive validation.

Accepted Answer

A) True 
 B)False

Question 12

If a sales aptitude test containing 20 questions was split into two parts containing 10 items each and the scores of each group were correlated with the other,this will give us the convergent validity estimate of the test.

Accepted Answer

A) True 
 B)False

Question 13

Spearman-Brown correction is most useful for checking the validity of an employment test.

Accepted Answer

A) True 
 B)False

Question 14

When we say that the coefficient of determination for a test is 0.89,it means:

Accepted Answer

A) 89% of the persons who took the test have scores significantly different from each other 
B) 89% of the persons who took the test have no significant differences in their test scores 
C) 89% of the variance in test scores among the persons who took the test is due to true variance 
D) 11% of the variance in test scores among persons who took the test is due to true variance 
E) only 11% of the true score is being measured 
A) 89% of the persons who took the test have scores significantly different from each other 
B) 89% of the persons who took the test have no significant differences in their test scores 
C) 89% of the variance in test scores among the persons who took the test is due to true variance 
D) 11% of the variance in test scores among persons who took the test is due to true variance 
E) only 11% of the true score is being measured

Question 15

Which of the following factors is/are suggested as reasons for differences among raters?

Accepted Answer

A) Raters may interpret the rating rules differently. 
B) Raters may belong to different age groups. 
C) Raters may belong to different races. 
D) B and C are reasons. 
E) All of the above are reasons. 
A) Raters may interpret the rating rules differently. 
B) Raters may belong to different age groups. 
C) Raters may belong to different races. 
D) B and C are reasons. 
E) All of the above are reasons.

Question 16

Based on available research,it is fair to assume that what percentage of organizations in Canada use properly validated selection tests?

Accepted Answer

A) 53% 
B) 33% 
C) 23% 
D) 13% 
E) 3% 
A) 53% 
B) 33% 
C) 23% 
D) 13% 
E) 3%

Question 17

A problem with test-retest reliability coefficient is the effect of memory on scores.

Accepted Answer

A) True 
 B)False

Question 18

Measurement error is the difference between the ideal score of a phenomenon and the operational measure of the same.

Accepted Answer

A) True 
 B)False

Question 19

The _____ validity of an exam in human resource management is established by showing that the exam includes representative samples of all major topics covered in the course.

Accepted Answer

A) construct 
B) concurrent 
C) synthetic 
D) content 
E) none of the above 
A) construct 
B) concurrent 
C) synthetic 
D) content 
E) none of the above

A clock that is always five minutes fast is reliable.

If the items in an employment test are either very difficult or very easy,the score on the test is likely to be less reliable than when the test items are moderately difficult.

Meta-analysis is widely used in validity generalization studies.

The coefficient of equivalence is the correlation between two tests that are equally valid.

Of the following,which focuses on evidence that shows that validity information collected on a predictor in a series of studies can be applied to a new setting?

True score is equal to obtained score divided by error.

Which type of variable correlates nearly zero with a criterion but is still useful when employed with a predictor with which it is highly correlated?

Synthetic validity is best thought of as a rational approach to validation.

Which of the following is not a step in the predictive validation of a new test?

Reliability of a test can be improved by:

Concurrent validation,in many instances,is more difficult than predictive validation.

If a sales aptitude test containing 20 questions was split into two parts containing 10 items each and the scores of each group were correlated with the other,this will give us the convergent validity estimate of the test.

Spearman-Brown correction is most useful for checking the validity of an employment test.

When we say that the coefficient of determination for a test is 0.89,it means:

Which of the following factors is/are suggested as reasons for differences among raters?

Based on available research,it is fair to assume that what percentage of organizations in Canada use properly validated selection tests?

A problem with test-retest reliability coefficient is the effect of memory on scores.

Measurement error is the difference between the ideal score of a phenomenon and the operational measure of the same.

The _____ validity of an exam in human resource management is established by showing that the exam includes representative samples of all major topics covered in the course.

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

A clock that is always five minutes fast is reliable.

If the items in an employment test are either very difficult or very easy,the score on the test is likely to be less reliable than when the test items are moderately difficult.

Meta-analysis is widely used in validity generalization studies.

The coefficient of equivalence is the correlation between two tests that are equally valid.

Of the following,which focuses on evidence that shows that validity information collected on a predictor in a series of studies can be applied to a new setting?

True score is equal to obtained score divided by error.

Which type of variable correlates nearly zero with a criterion but is still useful when employed with a predictor with which it is highly correlated?

Synthetic validity is best thought of as a rational approach to validation.

Which of the following is not a step in the predictive validation of a new test?

Reliability of a test can be improved by:

Concurrent validation,in many instances,is more difficult than predictive validation.

If a sales aptitude test containing 20 questions was split into two parts containing 10 items each and the scores of each group were correlated with the other,this will give us the convergent validity estimate of the test.

Spearman-Brown correction is most useful for checking the validity of an employment test.

When we say that the coefficient of determination for a test is 0.89,it means:

Which of the following factors is/are suggested as reasons for differences among raters?

Based on available research,it is fair to assume that what percentage of organizations in Canada use properly validated selection tests?

A problem with test-retest reliability coefficient is the effect of memory on scores.

Measurement error is the difference between the ideal score of a phenomenon and the operational measure of the same.

The _____ validity of an exam in human resource management is established by showing that the exam includes representative samples of all major topics covered in the course.

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