HR MGMT Exam #1 Ch. 6 Quiz questions

Which of the following personnel selection methods has high reliability and high validity? a. Drug test b. Biographical information c. Physical ability test d. Reference check e. Cognitive ability test

a. Drug test

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. Digitally taped interviews enable employers to better understand how candidates interact under specific conditions. d. Situational interviews require the candidate to perform a piece of work or accomplish a task. 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.

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

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

The _____ is a measure of the degree to which two sets of numbers are related. a. correlation coefficient b. validity score c. utility score d. standard deviation e. generalizability coefficient

a. correlation coefficient

Which of the following is the most accurate definition of concurrent validity? a. It is the degree to which a measure is correlated with other measures that it is theoretically predicted to correlate. b. 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. c. It is an estimate of whether a validity test appears to measure a certain criterion. d. It is performed by demonstrating that the questions or problems in a validity test are representative of situations at work. e. It seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job.

b. 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.

Which of the following acts explicitly prohibits the granting of preferential treatment to minority groups? a. The Third Liberty Bond Act of 1918 b. The Civil Rights Act of 1991 c. The Judiciary Act of 1801 d. The Tenure of Office Act of 1867 e. The Civil Rights Act of 1964

b. The Civil Rights Act of 1991

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

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

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. test utility. d. mutual exclusivity. 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. utility. b. validity. c. generalizability. d. authenticity. e. reliability.

b. validity.

If there is a substantial correlation between test scores and job-performance scores, _____ validity has been established. a. procedural b. content c. criterion-related d. construct e. subject

c. criterion-related

A(n) _____ test attempts to simulate the job in a prehiring context to observe how the applicant performs in the simulated job. a. projective b. honesty c. work-sample d. cognitive ability e. personality

c. work-sample

Which of the following correlation coefficients indicates a perfect positive relationship? a. 0 b. -6.67 c. -1 d. 1 e. 10

d. 1

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. No-FEAR Act of 2002 b. Rehabilitation Act of 1973 c. Volstead Act d. Civil Rights Act of 1991 e. Patriot Act

d. Civil Rights Act of 1991

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 in this case? a. Subjective validation b. Criterion-related validation c. Concurrent validation d. Content validation e. Predictive validation

d. Content validation

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

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

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. self-regulation b. social skills c. self-motivation d. empathy e. self-awareness

d. empathy

_____ is the degree to which the validity of a selection method established in one context extends to other contexts. a. utility. b. reliability. c. validity. d. generalizability. e. legality.

d. generalizability.

The Age Discrimination in Employment Act does NOT a. permit promotions based on performance. b. permit business necessity as a ground to avoid a guilty verdict. c. allow for jury trials. d. protect younger workers. e. allow punitive damages.

d. protect younger workers.

_____ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability. a. Rorschach inkblot tests b. Raven's Progressive Matrices c. Personality inventories d. Thematic apperception tests e. Cognitive ability tests

e. Cognitive ability tests

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. Logical validation b. Face validation c. Predictive validation d. Content validation e. Concurrent validation

e. Concurrent validation

_____ 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. Logical b. Content c. Subjective d. Concurrent e. Predictive

e. Predictive

Which of the following personnel selection methods has low reliability as compared to others? a. Cognitive ability test b. Work-sample test c. Drug test d. Personality inventory e. Reference check

e. Reference check

_____ is the degree to which a measure is free from random error. a. Correlation b. Utility c. Validity d. Generalizability e. Reliability

e. Reliability

Which of the following aspects of emotional intelligence is the knowledge of one's strengths and weaknesses? a. Social skill b. Self-regulation c. Self-motivation d. Empathy e. Self-awareness

e. Self-awareness

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. legality. b. generalizability. c. validity. d. reliability. e. utility.

e. utility.