Question 1

In the context of utility,the hit rate is equivalent to

Accepted Answer

A)  the miss rate divided by the selection ratio. 
B)  the base rate divided by the selection ratio. 
C)  the success rate divided by the base rate of successful performance. 
D)  the number of correct classifications divided by the total number of classifications. 
A)  the miss rate divided by the selection ratio. 
B)  the base rate divided by the selection ratio. 
C)  the success rate divided by the base rate of successful performance. 
D)  the number of correct classifications divided by the total number of classifications.

Question 2

A Director of Human Resources is setting up a series of tests to use to select applicants for sales positions.Inherent in the tests,and applied in the model of selection,is the Director's assumption that high sales ability can make up for limited product knowledge.The model of selection being applied could BEST be characterized as

Accepted Answer

A)  a multiple hurdle model of selection. 
B)  a compensatory model of selection. 
C)  the method of predictive yield in action. 
D)  the method of contrasting group for selection. 
A)  a multiple hurdle model of selection. 
B)  a compensatory model of selection. 
C)  the method of predictive yield in action. 
D)  the method of contrasting group for selection.

Question 3

According to Dr.Delphine Courvoisier,quality-of-life research for patients with a chronic disease

Accepted Answer

A)  is best conducted at the time the disease is first diagnosed. 
B)  is best conducted one-year after onset of the disease. 
C)  is of limited applied value five years after the first diagnosis of the disease. 
D)  may be conducted at different points in time through the course of the disease. 
A)  is best conducted at the time the disease is first diagnosed. 
B)  is best conducted one-year after onset of the disease. 
C)  is of limited applied value five years after the first diagnosis of the disease. 
D)  may be conducted at different points in time through the course of the disease.

Question 4

An instructor assigns a grade of "A" to all students who earn 900 or more points out of a total of 1000 points during the semester. In this case, 900 points is equal to

Accepted Answer

A)  the cut score for an A. 
B)  the success rate. 
C)  the selection ratio. 
D)  the base rate of A-level students. 
A)  the cut score for an A. 
B)  the success rate. 
C)  the selection ratio. 
D)  the base rate of A-level students.

Question 5

The "Achilles heel" of the Angoff method is

Accepted Answer

A)  incremental validity. 
B)  test-retest reliability. 
C)  inter-rater reliability. 
D)  non-economic costs. 
A)  incremental validity. 
B)  test-retest reliability. 
C)  inter-rater reliability. 
D)  non-economic costs.

Question 6

Which is an example of a false positive in the context of employee selection?

Accepted Answer

A)  hired applicants who scored at or above the cut-off score on the employment test went on to fail on the job 
B)  hired applicants who scored at or above the cut-off score on the employment test went on to succeed on the job 
C)  rejected applicants who scored below the cut-off score on the employment test were rejected but would have gone on to succeed on the job had they been given a chance 
D)  rejected applicants who scored below the cut-off score on the employment test were rejected but went on to succeed at another, totally different job 
A)  hired applicants who scored at or above the cut-off score on the employment test went on to fail on the job 
B)  hired applicants who scored at or above the cut-off score on the employment test went on to succeed on the job 
C)  rejected applicants who scored below the cut-off score on the employment test were rejected but would have gone on to succeed on the job had they been given a chance 
D)  rejected applicants who scored below the cut-off score on the employment test were rejected but went on to succeed at another, totally different job

Question 7

What follows are the selection ratios from four different undergraduate programs.Which of these reflects the most selective program?

Accepted Answer

A)  0.03 
B)  0.50 
C)  0.99 
D)  1.00 
A)  0.03 
B)  0.50 
C)  0.99 
D)  1.00

Question 8

Which is an example of a false negative in the context of employee selection?

Accepted Answer

A)  hired applicants who scored at or above the cut-off score on the employment test and then went on to fail on the job 
B)  hired applicants who scored at or above the cut-off score on the employment test and then went on to succeed on the job 
C)  rejected applicants who scored below the cut-off score on the employment test who would have never gone on to succeed on the job 
D)  rejected applicants who scored below the cut-off score on the employment test who would have succeeded on the job had they been hired 
A)  hired applicants who scored at or above the cut-off score on the employment test and then went on to fail on the job 
B)  hired applicants who scored at or above the cut-off score on the employment test and then went on to succeed on the job 
C)  rejected applicants who scored below the cut-off score on the employment test who would have never gone on to succeed on the job 
D)  rejected applicants who scored below the cut-off score on the employment test who would have succeeded on the job had they been hired

Question 9

With reference to the graph (below)what is the selection ratio?

Accepted Answer

A)  4/5 = 0.80 
B)  4/9 = 0.44 
C)  5/20 = 0.25 
D)  9/20 = 0.45 
A)  4/5 = 0.80 
B)  4/9 = 0.44 
C)  5/20 = 0.25 
D)  9/20 = 0.45

Question 10

If scores on a test are attributed with great utility,then it's MOST probably the case that the scores are

Accepted Answer

A)  reliable. 
B)  valid. 
C)  Both reliable and valid. 
D)  None of these 
A)  reliable. 
B)  valid. 
C)  Both reliable and valid. 
D)  None of these

Question 11

A municipal hospital employs various tests in the hiring of its staff.With regard to the hiring of a neurosurgeon and the hiring of a cafeteria worker,which is MOST likely to be TRUE?

Accepted Answer

A)  The cut-off score for the neurosurgeon would be set at a level to maximize false negatives as opposed to false positives. 
B)  The cut-off score for the cafeteria worker would be set to minimize false negatives as opposed to false positives. 
C)  Cut-off scores for each position would be set to equalize false-positive and false-negative errors for both positions. 
D)  None of these 
A)  The cut-off score for the neurosurgeon would be set at a level to maximize false negatives as opposed to false positives. 
B)  The cut-off score for the cafeteria worker would be set to minimize false negatives as opposed to false positives. 
C)  Cut-off scores for each position would be set to equalize false-positive and false-negative errors for both positions. 
D)  None of these

Question 12

What factor is perhaps most prominent in keeping decision theory from being widely used in employee hiring?

Accepted Answer

A)  the validity of the measures typically used 
B)  the complexity of the process 
C)  the lack of demonstrated utility of decision theory 
D)  the expense of the software that must be used 
A)  the validity of the measures typically used 
B)  the complexity of the process 
C)  the lack of demonstrated utility of decision theory 
D)  the expense of the software that must be used

Question 13

The end point of a utility analysis is typically an educated decision about which of many possible courses of action is

Accepted Answer

A)  optimal. 
B)  the "hands down" best. 
C)  the "hands down" worst. 
D)  None of these 
A)  optimal. 
B)  the "hands down" best. 
C)  the "hands down" worst. 
D)  None of these

Question 14

With reference to the graph (below),what is the base rate?

Accepted Answer

A)  11/25 = 0.44 
B)  13/25 = 0.52 
C)  15/25 = 0.60 
D)  19/25 = 0.76 
A)  11/25 = 0.44 
B)  13/25 = 0.52 
C)  15/25 = 0.60 
D)  19/25 = 0.76

Question 15

A test's ____________ rate is equal to the proportion of people a test accurately identifies as possessing or not possessing a particular trait,behavior,characteristic,or attribute.

Accepted Answer

A)  miss 
B)  base 
C)  hit 
D)  success 
A)  miss 
B)  base 
C)  hit 
D)  success

Question 16

The Brogden-Cronbach-Gleser formula was developed by

Accepted Answer

A)  the team of Brogden, Cronbach, and Gleser working together. 
B)  Brogden, Cronbach, and Gleser, each working independently. 
C)  the work of Brogden and later, the work of Cronbach and Gleser. 
D)  the work of Cronbach, and later, the work of Brogden and Gleser. 
A)  the team of Brogden, Cronbach, and Gleser working together. 
B)  Brogden, Cronbach, and Gleser, each working independently. 
C)  the work of Brogden and later, the work of Cronbach and Gleser. 
D)  the work of Cronbach, and later, the work of Brogden and Gleser.

Question 17

Consider an employment test that is highly accurate (about 98% correct in classifications),but very costly (about $5,000 per test).For which of the following positions would use of the test be most warranted?

Accepted Answer

A)  Translator for the United States Ambassador to the U.N. 
B)  Short-order cook for the President of the United States 
C)  Assistant buyer for Sam's Club 
D)  All of these 
A)  Translator for the United States Ambassador to the U.N. 
B)  Short-order cook for the President of the United States 
C)  Assistant buyer for Sam's Club 
D)  All of these

Question 18

When minimum levels of several competencies are required,which of the following selection strategies is BEST?

Accepted Answer

A)  compensatory selection 
B)  multiple hurdle with fixed cut scores 
C)  the method of predictive yield 
D)  norm-referenced cut scores 
A)  compensatory selection 
B)  multiple hurdle with fixed cut scores 
C)  the method of predictive yield 
D)  norm-referenced cut scores

Question 19

__________ are used by organizations in order to assess the savings associated with different decisions.

Accepted Answer

A)  Focus groups 
B)  Discriminant analyses 
C)  Utility analyses 
D)  Taylor-Naylor-Fayva tables 
A)  Focus groups 
B)  Discriminant analyses 
C)  Utility analyses 
D)  Taylor-Naylor-Fayva tables

Question 20

In the now classic utility analysis for the Bell system telephone company conducted in the 1980s,Cascio and Ramos concluded that

Accepted Answer

A)  the use of a particular approach to assessment in selecting managers could save the company millions of dollars. 
B)  the use of a new approach to assessment in selecting managers was of little utility and would cost millions of dollars. 
C)  charging for 411 calls to "Information" could result in millions of dollars in new revenue for the company. 
D)  customers would make more calls if they could understand their phone bills. 
A)  the use of a particular approach to assessment in selecting managers could save the company millions of dollars. 
B)  the use of a new approach to assessment in selecting managers was of little utility and would cost millions of dollars. 
C)  charging for 411 calls to "Information" could result in millions of dollars in new revenue for the company. 
D)  customers would make more calls if they could understand their phone bills.

In the context of utility,the hit rate is equivalent to

According to Dr.Delphine Courvoisier,quality-of-life research for patients with a chronic disease

An instructor assigns a grade of "A" to all students who earn 900 or more points out of a total of 1000 points during the semester. In this case, 900 points is equal to

The "Achilles heel" of the Angoff method is

Which is an example of a false positive in the context of employee selection?

What follows are the selection ratios from four different undergraduate programs.Which of these reflects the most selective program?

Which is an example of a false negative in the context of employee selection?

With reference to the graph (below)what is the selection ratio?

If scores on a test are attributed with great utility,then it's MOST probably the case that the scores are

A municipal hospital employs various tests in the hiring of its staff.With regard to the hiring of a neurosurgeon and the hiring of a cafeteria worker,which is MOST likely to be TRUE?

What factor is perhaps most prominent in keeping decision theory from being widely used in employee hiring?

The end point of a utility analysis is typically an educated decision about which of many possible courses of action is

With reference to the graph (below),what is the base rate?

A test's ____________ rate is equal to the proportion of people a test accurately identifies as possessing or not possessing a particular trait,behavior,characteristic,or attribute.

The Brogden-Cronbach-Gleser formula was developed by

Consider an employment test that is highly accurate (about 98% correct in classifications),but very costly (about $5,000 per test).For which of the following positions would use of the test be most warranted?

When minimum levels of several competencies are required,which of the following selection strategies is BEST?

__________ are used by organizations in order to assess the savings associated with different decisions.

In the now classic utility analysis for the Bell system telephone company conducted in the 1980s,Cascio and Ramos concluded that

Psychological Testing and Assessment

Historical, Cultural, and Legalethical Considerations

A Statistics Refresher

Of Tests and Testing

Reliability

Validity

Test Development

Intelligence and Its Measurement

Assessment for Education

Personality Assessment: an Overview

Personality Assessment Methods

Clinical and Counseling Assessment

Neuropsychological Assessment

Assessment,Careers,and Business

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Exam 7: Utility

In the context of utility,the hit rate is equivalent to

According to Dr.Delphine Courvoisier,quality-of-life research for patients with a chronic disease

An instructor assigns a grade of "A" to all students who earn 900 or more points out of a total of 1000 points during the semester. In this case, 900 points is equal to

The "Achilles heel" of the Angoff method is

Which is an example of a false positive in the context of employee selection?

What follows are the selection ratios from four different undergraduate programs.Which of these reflects the most selective program?

Which is an example of a false negative in the context of employee selection?

With reference to the graph (below)what is the selection ratio?

If scores on a test are attributed with great utility,then it's MOST probably the case that the scores are

A municipal hospital employs various tests in the hiring of its staff.With regard to the hiring of a neurosurgeon and the hiring of a cafeteria worker,which is MOST likely to be TRUE?

What factor is perhaps most prominent in keeping decision theory from being widely used in employee hiring?

The end point of a utility analysis is typically an educated decision about which of many possible courses of action is

With reference to the graph (below),what is the base rate?

A test's ____________ rate is equal to the proportion of people a test accurately identifies as possessing or not possessing a particular trait,behavior,characteristic,or attribute.

The Brogden-Cronbach-Gleser formula was developed by

Consider an employment test that is highly accurate (about 98% correct in classifications),but very costly (about $5,000 per test).For which of the following positions would use of the test be most warranted?

When minimum levels of several competencies are required,which of the following selection strategies is BEST?

__________ are used by organizations in order to assess the savings associated with different decisions.

In the now classic utility analysis for the Bell system telephone company conducted in the 1980s,Cascio and Ramos concluded that

Psychological Testing and Assessment

Historical, Cultural, and Legalethical Considerations

A Statistics Refresher

Of Tests and Testing

Reliability

Validity

Test Development

Intelligence and Its Measurement

Assessment for Education

Personality Assessment: an Overview

Personality Assessment Methods

Clinical and Counseling Assessment

Neuropsychological Assessment

Assessment,Careers,and Business

Filters