Question 1

The degree to which a measure is free from random error is its reliability.

Accepted Answer

A) True 
 B)False  True

Question 2

Validity is the extent to which performance on a measure is related to performance on the job.

Accepted Answer

A) True 
 B)False  True

Question 3

Compare and contrast reliability and validity.

Accepted Answer

Reliability is the degree to which a measure is free from random error.Validity is the extent to which performance on the measure is associated with performance on the job.A measure must be reliable if it is to have any validity.On the other hand,one can reliably measure many characteristics (such as height)that may have no relationship to whether someone can perform a job.For this reason,reliability is a necessary but insufficient condition for validity.

Question 4

Content validation

Accepted Answer

A) seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
B) is the degree to which a measure is free from internal defects of standardization. 
C) is performed by demonstrating that the questions or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. 
D) is an estimate of whether a test appears to measure a certain criterion. 
E) assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance. 
A) seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
B) is the degree to which a measure is free from internal defects of standardization. 
C) is performed by demonstrating that the questions or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. 
D) is an estimate of whether a test appears to measure a certain criterion. 
E) assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance.

Question 5

Latoya is very good at reading the emotions of others and can easily gauge whether people are happy or sad.Latoya has a high degree of

Accepted Answer

A) empathy. 
B) social skills. 
C) self-motivation. 
D) self-regulation. 
E) self-awareness. 
A) empathy. 
B) social skills. 
C) self-motivation. 
D) self-regulation. 
E) self-awareness.

Question 6

A person who is conscientious will be

Accepted Answer

A) talkative,emotionally stable,and unorganized. 
B) dependable,organized,persevering,thorough,and achievement-oriented. 
C) sociable,content,and intolerant. 
D) gregarious,secure,and uncooperative. 
E) assertive,nondepressed,and unforgiving. 
A) talkative,emotionally stable,and unorganized. 
B) dependable,organized,persevering,thorough,and achievement-oriented. 
C) sociable,content,and intolerant. 
D) gregarious,secure,and uncooperative. 
E) assertive,nondepressed,and unforgiving.

Question 7

Nelson is a very gregarious person who,through his interactions,can effectively manage the people working under him in the organization.Nelson has a high degree of

Accepted Answer

A) self-awareness. 
B) social skills. 
C) empathy. 
D) self-motivation. 
E) self-regulation. 
A) self-awareness. 
B) social skills. 
C) empathy. 
D) self-motivation. 
E) self-regulation.

Question 8

If there is a substantial correlation between test scores and job-performance scores,________ validity has been established.

Accepted Answer

A) criterion-related 
B) content 
C) construct 
D) procedural 
E) subject 
A) criterion-related 
B) content 
C) construct 
D) procedural 
E) subject

Question 9

Which of the following aspects of emotional intelligence is the knowledge of one's strengths and weaknesses?

Accepted Answer

A) Self-motivation 
B) Empathy 
C) Social skill 
D) Self-awareness 
E) Self-regulation 
A) Self-motivation 
B) Empathy 
C) Social skill 
D) Self-awareness 
E) Self-regulation

Question 10

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance,it is trying to prove the test's

Accepted Answer

A) reliability. 
B) utility. 
C) variance. 
D) generalizability. 
E) legality. 
A) reliability. 
B) utility. 
C) variance. 
D) generalizability. 
E) legality.

Question 11

Which of the following requires that government contractors set a goal for the percentage of employees with disabilities who constitute their workforce?

Accepted Answer

A) The Americans with Disabilities Act 
B) Guidelines set by the Equal Employment Opportunity Commission 
C) The Employment Non-Discrimination Act 
D) Rules set by the U.S.Department of Labor 
E) An executive order issued by the president's office 
A) The Americans with Disabilities Act 
B) Guidelines set by the Equal Employment Opportunity Commission 
C) The Employment Non-Discrimination Act 
D) Rules set by the U.S.Department of Labor 
E) An executive order issued by the president's office

Question 12

The Polygraph Act in 1988 permitted the use of polygraphs in employment screening.

Accepted Answer

A) True 
 B)False

Question 13

Rollerbeam Inc.,a provider of engineering services,is looking to hire several maintenance engineers.Rollerbeam's HR department checks with the company's engineering department to confirm that the scenarios mentioned in the test are plausible real-world scenarios that maintenance engineers might face.Which of the following types of validation is Rollerbeam's HR team performing?

Accepted Answer

A) Concurrent validation 
B) Predictive validation 
C) Content validation 
D) Criterion-related validation 
E) Subjective validation 
A) Concurrent validation 
B) Predictive validation 
C) Content validation 
D) Criterion-related validation 
E) Subjective validation

Question 14

Which of the following personnel selection methods has low generalizability for all job types?

Accepted Answer

A) Drug test 
B) Biographical information 
C) Work-sample test 
D) Cognitive ability test 
E) Reference check 
A) Drug test 
B) Biographical information 
C) Work-sample test 
D) Cognitive ability test 
E) Reference check

Question 15

Pablo is able to "read a room" and diffuse situations before they get out of hand.He has a knack for making people feel comfortable and helping opposing sides compromise.Pablo has a strong

Accepted Answer

A) crystallized intelligence. 
B) fluid intelligence. 
C) emotional intelligence. 
D) dispositional affect. 
E) intelligence quotient. 
A) crystallized intelligence. 
B) fluid intelligence. 
C) emotional intelligence. 
D) dispositional affect. 
E) intelligence quotient.

Question 16

When a recruiter scores the test given after the interview,he is using ________ to mark answers correct or incorrect.

Accepted Answer

A) quantitative analysis 
B) empirical study 
C) statistical analysis 
D) procedural study 
E) expert judgment 
A) quantitative analysis 
B) empirical study 
C) statistical analysis 
D) procedural study 
E) expert judgment

Question 17

Which of the following is the most accurate definition of concurrent validity?

Accepted Answer

A) It is an estimate of whether a validity test appears to measure a certain criterion. 
B) It is performed by demonstrating that the questions or problems in a validity test are representative of situations at work. 
C) It assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance. 
D) It seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
E) It is the degree to which a measure is correlated with other measures that it is theoretically predicted to correlate. 
A) It is an estimate of whether a validity test appears to measure a certain criterion. 
B) It is performed by demonstrating that the questions or problems in a validity test are representative of situations at work. 
C) It assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance. 
D) It seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
E) It is the degree to which a measure is correlated with other measures that it is theoretically predicted to correlate.

Question 18

One of the concerns regarding the use of drug tests in a workplace is the undue invasion of privacy.

Accepted Answer

A) True 
 B)False

Question 19

Andre was asked to share how he would conduct a product launch with a limited budget and only 3 weeks.The interviewer was testing his ________ ability.

Accepted Answer

A) quantitative 
B) reasoning 
C) technical 
D) comprehension 
E) verbal 
A) quantitative 
B) reasoning 
C) technical 
D) comprehension 
E) verbal

Question 20

When making the decision to hire a new employee,which selection method will most likely not give you any prediction of future success?

Accepted Answer

A) Personality inventory 
B) Cognitive ability test 
C) Reference check 
D) Drug test 
E) Work-sample test 
A) Personality inventory 
B) Cognitive ability test 
C) Reference check 
D) Drug test 
E) Work-sample test

The degree to which a measure is free from random error is its reliability.

Validity is the extent to which performance on a measure is related to performance on the job.

Compare and contrast reliability and validity.

Content validation

Latoya is very good at reading the emotions of others and can easily gauge whether people are happy or sad.Latoya has a high degree of

A person who is conscientious will be

Nelson is a very gregarious person who,through his interactions,can effectively manage the people working under him in the organization.Nelson has a high degree of

If there is a substantial correlation between test scores and job-performance scores,________ validity has been established.

Which of the following aspects of emotional intelligence is the knowledge of one's strengths and weaknesses?

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance,it is trying to prove the test's

Which of the following requires that government contractors set a goal for the percentage of employees with disabilities who constitute their workforce?

The Polygraph Act in 1988 permitted the use of polygraphs in employment screening.

Which of the following personnel selection methods has low generalizability for all job types?

Pablo is able to "read a room" and diffuse situations before they get out of hand.He has a knack for making people feel comfortable and helping opposing sides compromise.Pablo has a strong

When a recruiter scores the test given after the interview,he is using ________ to mark answers correct or incorrect.

Which of the following is the most accurate definition of concurrent validity?

One of the concerns regarding the use of drug tests in a workplace is the undue invasion of privacy.

Andre was asked to share how he would conduct a product launch with a limited budget and only 3 weeks.The interviewer was testing his ________ ability.

When making the decision to hire a new employee,which selection method will most likely not give you any prediction of future success?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

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Exam 6: Selection and Placement

The degree to which a measure is free from random error is its reliability.

Validity is the extent to which performance on a measure is related to performance on the job.

Compare and contrast reliability and validity.

Content validation

Latoya is very good at reading the emotions of others and can easily gauge whether people are happy or sad.Latoya has a high degree of

A person who is conscientious will be

Nelson is a very gregarious person who,through his interactions,can effectively manage the people working under him in the organization.Nelson has a high degree of

If there is a substantial correlation between test scores and job-performance scores,________ validity has been established.

Which of the following aspects of emotional intelligence is the knowledge of one's strengths and weaknesses?

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance,it is trying to prove the test's

Which of the following requires that government contractors set a goal for the percentage of employees with disabilities who constitute their workforce?

The Polygraph Act in 1988 permitted the use of polygraphs in employment screening.

Which of the following personnel selection methods has low generalizability for all job types?

Pablo is able to "read a room" and diffuse situations before they get out of hand.He has a knack for making people feel comfortable and helping opposing sides compromise.Pablo has a strong

When a recruiter scores the test given after the interview,he is using ________ to mark answers correct or incorrect.

Which of the following is the most accurate definition of concurrent validity?

One of the concerns regarding the use of drug tests in a workplace is the undue invasion of privacy.

Andre was asked to share how he would conduct a product launch with a limited budget and only 3 weeks.The interviewer was testing his ________ ability.

When making the decision to hire a new employee,which selection method will most likely not give you any prediction of future success?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters