HRM Exam 2- Chp 6

A large-scale, independent review of validity studies suggests that paper-and-pencil honesty tests cannot predict both theft and other disruptive behaviors. T/F?

False

A physical ability test measures balance, but not coordination. T/F?

False

As per the Age Discrimination in Employment Act, the burden of proof always lies with the person who faces discrimination. T/F?

False

Employees with high conscientiousness tend to be lethargic and ill-disciplined. T/F?

False

Executive Order 11246 extends protections outlined in the Age Discrimination in Employment Act of 1967. T/F?

False

The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities. T/F?

False

Work-sample tests are not job-specific and their generalizability is high. T/F?

False

Which of the following scenarios is an apt example of a future-oriented situational interview? A. Ahmad was asked about the most painful decision he had made as a manager. B. Fernandez was asked about the steps he would take to change the work environment in his office. C. Emma was asked about the most annoying customer she had ever dealt with. D. Jacob was asked about the most hated aspect of his previous job. E. Maria was asked whether her religious beliefs had ever influenced her decision-making as a manager.

B. Fernandez was asked about the steps he would take to change the work environment in his office

_____ is a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential. A. Optimal discriminant analysis B. Assessment center C. Test anchoring D. Work simulation E. Factor analysis

B. assessment center

Which of the following validation strategies is most likely to be adversely affected by the restriction of range problem that results due to current employees being homogeneous? A. Predictive validation B. Concurrent validation C. Content validation D. Secondary validation E. External validation

B. concurrent validation

The _____ protects individuals from discrimination based on race, color, sex, religion, and national origin with respect to hiring as well as compensation and working conditions. A. False Claims Act B. Civil Rights Act of 1991 C. Age Discrimination in Employment Act D. Americans with Disabilities Act E. Rehabilitation Act of 1973

B. Civil Rights Act of 1991

The _____ defines employers' explicit obligation to establish the business necessity of any neutral-appearing selection method that has had an adverse impact on groups specified by the law. A. Rehabilitation Act of 1973 B. Patriot Act C. Civil Rights Act of 1991 D. Volstead Act E. No-FEAR Act of 2002

C: Civil Rights Act of 1991

Self-motivation A. is the ability to sense and read emotions in others. B. is the ability to manage the emotions of other people. C. is the knowledge of one's strengths and weaknesses. D. is the ability to keep disruptive emotions in check. E. is the ability to persevere.

E. is the ability to persevere

Which of the following acts explicitly prohibits the granting of preferential treatment to minority groups? A. The Civil Rights Act of 1964 B. The Tenure of Office Act of 1867 C. The Judiciary Act of 1801 D. The Third Liberty Bond Act of 1918 E. The Civil Rights Act of 1991

E. the Civil Rights Act of 1991

A concurrent validation 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. T/F?

True

Validity is necessary but not sufficient for generalizability. T/F?

True

Validity is the extent to which performance on a measure is related to performance on the job. T/F?

True

Which of the following correlation coefficients indicates a perfect positive relationship? A. +1.0 B. -1.0 C. 0 D. +10 E. -6.67

A. +1.0

The utility of any test generally _____ as the selection ratio gets lower. A. increases B. decreases C. remains the same D. becomes zero E. becomes negative

A. increases

_____ categorize individuals by what they are like. A. Personality tests B. Minnesota manual dexterity tests C. Physical ability tests D. Likert scales E. Cognitive ability tests

A. personality tests

A(n) _____ test attempts to simulate the job in a prehiring context to observe how the applicant performs in the simulated job. A. work-sample B. honesty C. personality D. projective E. cognitive ability

A. work-sample

_____ is the degree to which a measure is free from random error. A. Reliability B. Validity C. Generalizability D. Utility E. Correlation

A: reliability

_____ ability is a person's capacity to invent solutions to many diverse problems. A. Quantitative B. Reasoning C. Technical D. Comprehension E. Verbal

B. reasoning

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called A. test-interdependency. B. test-retest reliability. C. mutual exclusivity. D. test utility. E. test generalizability.

B. test-retest reliability

The extent to which performance on a measure is related to performance on the job is called A. reliability. B. validity. C. generalizability. D. utility. E. authenticity.

B. validity

Which of the following personality dimensions is typically associated with a person being nondepressed, secure, and content? A. Adjustment B. Extroversion C. Agreeableness D. Conscientiousness E. Openness to experience

A. adjustment

_____ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability. A. Cognitive ability tests B. Thematic apperception tests C. Personality inventories D. Raven's Progressive Matrices E. Rorschach inkblot tests

A. cognitive ability tests

If there is a substantial correlation between test scores and job-performance scores, _____ validity has been established. A. criterion-related B. content C. construct D. procedural E. subject

A. criterion-related

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

A. empathy

Which of the following statements is true of situational interviews? A. Future-oriented interviews are less valid than experience-based interviews. B. Future-oriented items reduce some forms of impression management, such as ingratiation, better than experience-based items. C. Situational interviews require the candidate to perform a piece of work or accomplish a task. D. Digitally taped interviews enable employers to better understand how candidates interact under specific conditions. E. Using multiple interviewers in such interviews leads to more subjective errors than using one interviewer.

A. future-oriented interviews are less valid than experience-based interviews

A _____ is defined dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment. A. selection interview B. focused group interview C. physical ability test D. cognitive ability test E. brainstorming session

A. selection interview

As per the Age Discrimination in Employment Act, if any neutral-appearing practice happens to have an adverse impact on those over age 40, the employer must _____. A. show business necessity to avoid a guilty verdict B. make accommodations despite facing hardships C. facilitate premature retirement for the employees D. compensate the employee prior to court trials E. provide special incentives to the suffering employees

A. show business necessity to avoid a guilty verdict

Which of the following is a person's capacity to understand and use written and spoken language? A. Verbal comprehension B. Associative ability C. Reasoning ability D. Quantitative ability E. Interpersonal knowledge

A. verbal comprehension

Reliability is the degree to which the validity of a selection method established in one context extends to other contexts. T/F?

False

The Polygraph Act in 1988 permitted the use of polygraphs in employment screening. T/F?

False

The correlation coefficient is zero for a perfect positive relationship. T/F?

False

The inability to use content validation in small sample settings makes it generally less applicable than criterion-related validation. T/F?

False

The size of the sample on which a correlation is based has no role in achieving statistical significance. T/F?

False

The utility of any given test generally increases as the selection ratio gets higher. T/F?

False

Which of the following statements is true of the reliability of a measurement? A. A measurement is said to be reliable when only two iterations are involved in measurement. B. Reliability refers to the measuring instrument rather than to the characteristic itself. C. Reliability is not dependent on the attributes of the measuring instruments used. D. Reliability indicates the degree to which two objects are related to each other. E. Reliability indicates the extent to which performance on the measure is related to performance on the job.

B. reliability refers to the measuring instrument rather than to the characteristic itself

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

B. social skills

Which of the following personnel selection methods has low reliability as compared to others? A. Personality inventory B. Cognitive ability test C. Reference check D. Drug test E. Work-sample test

C. reference check

A person who is conscientious will be 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.

B. dependable, organized, persevering, thorough, and achievement-oriented

The Americans with Disabilities Act _____. A. protects individuals with physical disabilities, but not mental disabilities B. does not require an organization to make accommodations that cause undue hardship C. demands affirmative action to increase representation of minorities D. does not require that employers make reasonable accommodation for individuals with disabilities E. requires an organization to make all accommodations necessary to ensure that individuals with disabilities are represented in the organization

B. does not require an organization to make accommodations that cause undue hardship

Which of the following personality dimensions is associated with sociable, gregarious, assertive, and talkative individuals? A. Adjustment B. Extroversion C. Agreeableness D. Conscientiousness E. Openness to experience

B. extroversion

_____ is the degree to which the validity of a selection method established in one context extends to other contexts. A. Utility B. Generalizability C. Reliability D. Validity E. Exclusivity

B. generalizability

As part of the application process for an entry-level job after college, Isaac was given a personality test. He takes the same test as an applicant for another position 10 years later. Which of the following will likely be indicated by the results of Isaac's second test? A. He has become more extroverted. B. He has become more conscientious. C. He has become less content. D. He has become more authoritative. E. He has become less independent.

B. he has become more conscientious

_____ validation is a validity study that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. A. Content B. Predictive C. Concurrent D. Subjective E. Logical

B. predictive

The Age Discrimination in Employment Act does NOT A. permit business necessity as a ground to avoid a guilty verdict. B. protect younger workers. C. allow for jury trials. D. allow punitive damages. E. permit promotions based on performance.

B. protect younger workers

Which legislation prohibits discrimination and mandates that employers take affirmative actions to hire qualified minority applicants? A. The Federal Tort Claims Act B. The Revenue Act of 1913 C. Executive Order 11246 D. The Federal Reserve Act E. The Thirteenth Amendment of the United States Constitution

C. Executive Order 11246

Which of the following is an example of an experience-based situational interview? A. Roberto was asked how he would resolve a certain technical fault in his workplace. B. Priya was asked about her reaction if her co-workers indulged in racist behavior. C. Hiroshi was asked to describe an event where his creativity led to effective problem solving. D. Jane was asked what steps she would take in case of a power failure in the plant. E. DeShaun was asked to describe how he would convince his boss about his new marketing strategy.

C. Hiroshi was asked to describe an event where his creativity led to effective problem solving

Star Inc., an engineering firm, has come up with a new technical test to assess the knowledge of interviewees. To assess the validity of the test, it requests that its present employees take the test and match it with their performance in the organization. Which of the following types of validation has Star Inc. used to test the validity of its new technical test? A. Predictive validation B. Content validation C. Concurrent validation D. Face validation E. Logical validation

C. concurrent validation

In the case of _____ validation, it is critical to minimize the amount of inference involved on the part of the judges because their subjective judgment could bias the findings. A. predictive B. concurrent C. content D. criterion E. standard

C. content

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

C. content validation

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller? A. Predictive validation B. Concurrent validation C. Content validation D. External validation E. Criterion-related validation

C. content validation

The _____ is a measure of the degree to which two sets of numbers are related. A. utility score B. standard deviation C. correlation coefficient D. validity score E. generalizability coefficient

C. correlation coefficient

John is open to experiences if he is A. content and happy. B. talkative and expressive. C. curious and imaginative. D. dependable and organized. E. sociable and assertive.

C. curious and imaginative

Which of the following concepts is used to describe people who are especially effective in fluid and socially intensive contexts? A. Crystallized intelligence B. Fluid intelligence C. Emotional intelligence D. Dispositional affect E. Intelligence quotient

C. emotional intelligence

Personality inventories tend to have A. moderate reliability, moderate criterion validity, and moderate utility. B. high validity, high generalizability, and high utility. C. high reliability, low to moderate criterion validity, and low generalizability. D. moderate utility, low generalizability, and moderate criterion validity. E. low reliability, low validity, and low generalizability.

C. high reliability, low to moderate criterion validity, and low generalizability

Content validation 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.

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

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

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

Predictive validation is superior to concurrent validation because A. predictive validation involves contribution from many individuals. B. job applicants often have no information about organizational culture. C. job applicants are more motivated than an organization's employees. D. the effort needed for predictive validation is less than for concurrent validation. E. the time taken for predictive validation is less than for concurrent validation.

C. job applicants are more motivated than an organization's employees

_____ ability is the speed and accuracy with which one can solve arithmetic problems of all kinds. A. Reasoning B. Technical C. Quantitative D. Comprehension E. Conception

C. quantitative

Which of the following statements is true regarding reliability and validity? A. Reliability and validity are directly proportional to each other. B. Reliability and validity are inversely proportional to each other. C. Reliability of a measure is essential for it to have any validity. D. Reliability and validity are independent of each other. E. Reliability is a necessary and sufficient condition for validity.

C. reliability of a measure is essential for it to have any validity

Which of the following correlation coefficients indicates a perfect negative relationship? A. -10 B. -6.67 C. +1.0 D. -1.0 E. 0.0

D. -1.0

The _____ allows an individual filing a complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits) for emotional injuries caused by discrimination. A. Civil Rights Act of 1871 B. Age Discrimination in Employment Act C. Americans with Disabilities Act D. Civil Rights Act of 1991 E. Civil Rights Act of 1964

D. Civil Rights Act of 1991

Which of the following is NOT tested in a physical ability test? A. Balance B. Flexibility C. Muscular tension D. Cognitive skill E. Muscular power

D. cognitive skill

A test that has _____ validity exposes the job applicant to situations that are likely to occur on the job, then tests whether the applicant currently has sufficient knowledge, skill, or ability to handle such situations. A. criterion-related B. probabilistic C. predictive D. content E. concurrent

D. content

Federal Auto Corp. (FAC) is looking for experienced ergonomic design engineers and wants to keep training costs to a minimum. The upper management instructs its HR team to develop a test that would test the design and ergonomic knowledge of the potential engineering candidates. This test is a _____ valid test. A. predictive B. subjective C. criterion-related D. content E. concurrent

D. content

A person who is agreeable in nature will be _____. A. assertive and gregarious B. depressed and secure C. dependable and unorganized D. courteous and trusting E. narrow-minded and imaginative

D. courteous and trusting

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

D. generalizability

Which of the following requires that government contractors set a goal for the percentage of employees with disabilities who constitute their workforce? 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 US Department of Labor E. An executive order issued by the president's office

D. rules set by the US Department of Labor

Which of the following aspects of emotional intelligence is the knowledge of one's strengths and weaknesses? A. Self-motivation B. Empathy C. Social skill D. Self-awareness E. Self-regulation

D. self-awareness

Executive Order 11246 allows the government to A. deny payments to individual contractors based on the government's availability of money. B. eliminate affirmative action to prevent reverse discrimination in governmental jobs. C. form and implement laws that are not specified in the Constitution. D. suspend all business with a contractor while an investigation is being conducted. E. undertake affirmative action to ensure representation of African Americans in various jobs.

D. suspend all business with a contractor while an investigation is being conducted

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's A. reliability. B. validity. C. generalizability. D. utility. E. legality.

D. utility

The "direct threat" clause is a part of the _____. A. Civil Rights Act of 1871 B. Rehabilitation Act of 1973 C. No-FEAR Act D. Lloyd-La Follette Act E. Americans with Disabilities Act

E. Americans with Disabilities Act

The concept of _____ suggests that similar groups of people whose scores differ by only a small amount all be treated as having the same score. A. attribution error B. probability distribution C. standard deviation D. groupthink E. banding

E. banding

Content validity is achieved primarily through a process of _____. A. quantitative analysis B. empirical study C. statistical analysis D. procedural study E. expert judgment

E. expert judgement

Which of the following personnel selection methods has low generalizability for all job types? A. Drug test B. Biographical information C. Work-sample test D. Cognitive ability test E. Reference check

E. reference check

The percentage of people chosen relative to the total number of people tested gives the _____ ratio. A. break-even B. furlough C. retention D. turnover E. selection

E. selection

_____ is the ability to keep disruptive emotions in check. A. Social skill B. Empathy C. Self-motivation D. Self-awareness E. Self-regulation

E. self-regulation

A measure can be valid without being reliable. T/F?

False

Experience-based items ask what a person is likely to do when confronting a certain hypothetical situation in the future. T/F?

False

Content validity is achieved primarily through a process of expert judgment. T/F?

True

Much of the work in personnel selection involves measuring characteristics of people to determine who will be accepted for job openings. T/F?

True

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

True

Reliability refers to the measuring instrument rather than to the characteristic itself. T/F?

True

The Civil Rights Act of 1991 protects individuals from discrimination based on race, sex, religion, and national origin with respect to hiring as well as compensation and working conditions. T/F?

True

The degree to which a measure is free from random error is its reliability. T/F?

True

The more reliable, valid, and generalizable a selection method is, the more utility it will have. T/F?

True