 |
1 | |
The four generic standards required for effective personnel selection are well-defined building blocks that form the logical order of: |
|
| | A) | utility, validity, reliability, and generalizability. |
| | B) | validity, reliability, generalizability, and utility. |
| | C) | reliability, validity, generalizability, and utility. |
| | D) | generalizability, reliability, validity, and utility. |
|
2 | |
Reliability refers to the measuring instrument rather than to the characteristic itself. |
|
| | A) | True |
| | B) | False |
|
3 | |
When there is no relationship between the sets of numbers, the correlation equals -1.0. |
|
| | A) | True |
| | B) | False |
|
4 | |
A measure of the degree to which two sets of numbers are related is called |
|
| | A) | correlation coefficient. |
| | B) | test-retest reliability. |
| | C) | reliability |
| | D) | split-half reliability. |
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5 | |
By definition, the magnitude of a reliability coefficient can extend from: |
|
| | A) | -1.00 to +1.00 |
| | B) | .00 to +1.00 |
| | C) | -.50 to +.50 |
| | D) | -1.0 to +1.50 |
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6 | |
Which of these is defined as the extent to which performance on the measure is related to performance on the job? |
|
| | A) | Reliability |
| | B) | Utility |
| | C) | Validity |
| | D) | Generalizability |
|
7 | |
Predictive 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. |
|
| | A) | True |
| | B) | False |
|
8 | |
Many companies are too small to use a criterion-related validation strategy for most, if not all, of their jobs. |
|
| | A) | True |
| | B) | False |
|
9 | |
The content validation would be inappropriate for assessing abstract characteristics such as intelligence, leadership capacity, and integrity. |
|
| | A) | True |
| | B) | False |
|
10 | |
Which of these is appropriate for use in small sample settings? |
|
| | A) | Predictive validation |
| | B) | Content validation |
| | C) | Concurrent validation |
| | D) | Criterion-related validation |
|
11 | |
Which of these is defined as the degree to which the validity of a selection method established in one context extends to other contexts? |
|
| | A) | Generalizability |
| | B) | Validity |
| | C) | Utility |
| | D) | Reliability |
|
12 | |
Which of these is the degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization? |
|
| | A) | Validity |
| | B) | Utility |
| | C) | Generalizability |
| | D) | Reliability |
|
13 | |
Reliability is the degree to which the information provided by selection methods enhances the effectiveness of selecting personal in real organizations. |
|
| | A) | True |
| | B) | False |
|
14 | |
The final standard that any selection method should adhere to is: |
|
| | A) | Generalizability |
| | B) | Reliability |
| | C) | Legality |
| | D) | Validity |
|
15 | |
Recent amendments to CRA 1991 made race norming a legal procedure which has, in turn, made the practice of "banding" non-controversial. |
|
| | A) | True |
| | B) | False |
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16 | |
Which of these trends is a reason for the surge in litigation brought forward under the Age Discrimination in Employment Act? |
|
| | A) | The general aging of the workforce |
| | B) | The shortage of younger people in workforce |
| | C) | The attempts by organizations to increase their work force |
| | D) | The rising percentage of single parents in the work force |
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17 | |
Even though the interview is a widely used and popular personnel selection device, research has shown that careless use of interview techniques generate a selection system that has: |
|
| | A) | a low reliability coefficient. |
| | B) | low validity estimates. |
| | C) | bias impact on protected classes of job applicants |
| | D) | all of the above |
|
18 | |
Executive Order 11246 parallels the protection provided by the |
|
| | A) | Age Discrimination in Employment Act of 1967. |
| | B) | Civil Rights Act of 1964. |
| | C) | Americans with Disabilities Act of 1991. |
| | D) | Vocational Rehabilitation Act of 1973. |
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19 | |
Which of these is the most widespread selection method employed in organizations? |
|
| | A) | Physical abilities test |
| | B) | Honesty tests |
| | C) | Interviews |
| | D) | work-sample test |
|
20 | |
Situational interview items come in two varieties: experience-based and future-oriented. |
|
| | A) | True |
| | B) | False |
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21 | |
Less rating bias is produced when interviewers are trained to use a "judge" frame of mind during interviews. |
|
| | A) | True |
| | B) | False |
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22 | |
Despite the possibility of adverse impact for some applicants, the use of physical ability tests can be crucial to the promotion of safe performance in some jobs. |
|
| | A) | True |
| | B) | False |
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23 | |
Which of these refers to a person's capacity to understand and use written and spoken language? |
|
| | A) | Reasoning ability |
| | B) | Generalizability |
| | C) | Verbal comprehension |
| | D) | Quantitative ability |
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24 | |
A person's capacity to invent solutions to many diverse problems refers to |
|
| | A) | quantitative ability. |
| | B) | verbal comprehension. |
| | C) | physical ability. |
| | D) | reasoning ability. |
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25 | |
Secure, content, and non-depressed refers to which of these big five dimensions of personality? |
|
| | A) | Adjustment |
| | B) | Agreeableness |
| | C) | Conscientiousness |
| | D) | Extroversion |
|
26 | |
Sociable, assertive, talkative, and expressive are attributes of which of these Big Five dimensions? |
|
| | A) | Agreeableness |
| | B) | Inquisitive |
| | C) | Conscientiousness |
| | D) | Extroversion |
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27 | |
_______ is one of the few factors that displays any validity across a number of different job categories. |
|
| | A) | Adjustment |
| | B) | Agreeableness |
| | C) | Conscientiousness |
| | D) | Extroversion |
|
28 | |
Some personnel selection techniques measure personality characteristics traits rather than cognitive abilities and assess all the following core personality dimensions except: |
|
| | A) | Patience |
| | B) | Extroversion |
| | C) | Conscientiousness |
| | D) | Inquisitiveness |
|
29 | |
Work-sample tests have a high degree of criterion-related validity. |
|
| | A) | True |
| | B) | False |
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30 | |
The Polygraph Act banned the use of polygraphs in employment screening for most organization. |
|
| | A) | True |
| | B) | False |