Question 1

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Accepted Answer

A) True 
 B)False

Question 2

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

Accepted Answer

A) True 
 B)False

Question 3

The extent to which validity coefficients can be generalized across situations is called:

Accepted Answer

A)  content validity 
B)  validity generalization 
C)  cross-validation 
D)  predictive validity 
A)  content validity 
B)  validity generalization 
C)  cross-validation 
D)  predictive validity

Question 4

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act?

Accepted Answer

A)  polygraph. 
B)  paper-and-pencil honesty test. 
C)  voice stress analyzer. 
D)  deceptograph. 
A)  polygraph. 
B)  paper-and-pencil honesty test. 
C)  voice stress analyzer. 
D)  deceptograph.

Question 6

A selection ratio of .10 means that:

Accepted Answer

A)  only top 10% of the applicants will be given selection tests 
B)  only 10% of the applicants will be selected. 
C)  only 10% of the applicants have the minimum qualification 
D)  only 10% of the vacancies in the organization will be filled 
A)  only top 10% of the applicants will be given selection tests 
B)  only 10% of the applicants will be selected. 
C)  only 10% of the applicants have the minimum qualification 
D)  only 10% of the vacancies in the organization will be filled

Question 7

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Accepted Answer

A) True 
 B)False

Question 8

The process in which a test or test battery is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

Accepted Answer

A)  redundancy validation. 
B)  repeat validation. 
C)  cross-validation. 
D)  inferential validation. 
A)  redundancy validation. 
B)  repeat validation. 
C)  cross-validation. 
D)  inferential validation.

Question 9

_____ involves testing applicants and obtaining criterion data after those applicants have been hired and have been on the job for a certain period of time.

Accepted Answer

A)  Concurrent validity 
B)  Cross validation 
C)  Predictive validity 
D)  Longitudinal validity 
A)  Concurrent validity 
B)  Cross validation 
C)  Predictive validity 
D)  Longitudinal validity

Question 10

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

Accepted Answer

In a nondirective interview,the intervie

Question 11

Between the two approaches to selection decisions,the ____ approach is considered superior,although the ____ is the most commonly used.

Accepted Answer

A)  subjective,qualitative 
B)  subjective,quantitative 
C)  statistical,clinical 
D)  clinical,statistical 
A)  subjective,qualitative 
B)  subjective,quantitative 
C)  statistical,clinical 
D)  clinical,statistical

Question 12

On application forms,questions about arrests are not permissible.

Accepted Answer

A) True 
 B)False

Question 13

An organization must advise and receive written consent from applicants if credit reports will be requested.

Accepted Answer

A) True 
 B)False

Question 14

The degree to which selection procedures yield comparable data over a period of time is known as:

Accepted Answer

A)  consistency. 
B)  reliability. 
C)  validity. 
D)  conformity. 
A)  consistency. 
B)  reliability. 
C)  validity. 
D)  conformity.

Question 15

Physical ability tests tend to predict performance,accidents,and injuries.

Accepted Answer

A) True 
 B)False

Question 16

Identify steps that organizations must follow when they use credit reports to make employment decisions?

Accepted Answer

First,organizations must advise and rece

Question 17

Measures of mental capabilities such as general intelligence,verbal fluency,numerical ability,or reasoning ability are examples of a:

Accepted Answer

A)  personality and interest inventory. 
B)  physical ability test. 
C)  cognitive ability test. 
D)  job sample. 
A)  personality and interest inventory. 
B)  physical ability test. 
C)  cognitive ability test. 
D)  job sample.

Question 18

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

Accepted Answer

A) True 
 B)False

Question 19

"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.

Accepted Answer

A) True 
 B)False

Question 20

The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the:

Accepted Answer

A)  nondirective interview. 
B)  depth interview. 
C)  situational interview. 
D)  structured interview. 
A)  nondirective interview. 
B)  depth interview. 
C)  situational interview. 
D)  structured interview.

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

The extent to which validity coefficients can be generalized across situations is called:

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act?

A selection ratio of .10 means that:

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

The process in which a test or test battery is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

_____ involves testing applicants and obtaining criterion data after those applicants have been hired and have been on the job for a certain period of time.

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

Between the two approaches to selection decisions,the approach is considered superior,although the is the most commonly used.

On application forms,questions about arrests are not permissible.

An organization must advise and receive written consent from applicants if credit reports will be requested.

The degree to which selection procedures yield comparable data over a period of time is known as:

Physical ability tests tend to predict performance,accidents,and injuries.

Identify steps that organizations must follow when they use credit reports to make employment decisions?

Measures of mental capabilities such as general intelligence,verbal fluency,numerical ability,or reasoning ability are examples of a:

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.

The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 6: Employee Selection

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

The extent to which validity coefficients can be generalized across situations is called:

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act?

A selection ratio of .10 means that:

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

The process in which a test or test battery is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

_____ involves testing applicants and obtaining criterion data after those applicants have been hired and have been on the job for a certain period of time.

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

Between the two approaches to selection decisions,the ____ approach is considered superior,although the ____ is the most commonly used.

On application forms,questions about arrests are not permissible.

An organization must advise and receive written consent from applicants if credit reports will be requested.

The degree to which selection procedures yield comparable data over a period of time is known as:

Physical ability tests tend to predict performance,accidents,and injuries.

Identify steps that organizations must follow when they use credit reports to make employment decisions?

Measures of mental capabilities such as general intelligence,verbal fluency,numerical ability,or reasoning ability are examples of a:

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.

The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Between the two approaches to selection decisions,the approach is considered superior,although the is the most commonly used.