Deck 6: Employee Testing and Selection

Question 1

If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is .

A)invalid
B)inconsistent
C)valid
D)unreliable
E)reliable

Answer 1

D

Question 2

The first step in the validation process is to .

A)analyze the job
B)relate test scores and job criteria
C)cross-validate
D)administer tests
E)choose the tests to measure attributes of job

Answer 2

A

Question 3

When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

A)equivalent form
B)test validity
C)internal consistency
D)retest estimate
E)criterion validity

Answer 3

C

Question 4

Which of the following describes using an equivalent form estimate to assess reliability?

A)administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
B)administer two tests deemed the same by experts and then compare participants' test scores for test one and test two
C)administer a test with content based on what a person actually needs to know to do the job in question well
D)different tests to different people and compare test scores of the different people
E)administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

Question 5

Which of the following describes using an internal comparison estimate to assess reliability?

A)administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
B)administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together
C)administer a test with content based on what a person actually needs to know to do the job in question well
D)administer different tests to different people and compare test scores of the different people
E)administer the same test to different people and compare test scores of the different people

Question 6

Which of the following is not a reason that a test might be unreliable?

A)tests used to estimate equivalence may not have been equivalent
B)questions may not represent material
C)the test may not predict actual performance
D)testing conditions could vary
E)all are reasons for unreliable tests

Question 7

is used as an estimate of reliability when one administers the same test to the same people at two different points in time and then compares the test scores at time 2 with the scores at time 1.

A)Criterion validity
B)Equivalent form estimate
C)Internal comparison estimate
D)Internal consistency
E)Retest estimate

Question 8

If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is .

A)unreliable
B)valid
C)invalid
D)reliable
E)inconsistent

Question 9

Hiring workers who have criminal backgrounds without proper safeguards is considered .

A)improper hiring
B)unwise, but not illegal
C)negligent hiring
D)appropriate depending upon the job
E)negligent intent

Question 10

Which of the following tasks is not part of demonstrating content validity?

A)demonstrating that the tasks on the test are a random sample of tasks performed on the job
B)demonstrating that the scores on the test are a good predictor of criterion like job performance
C)demonstrating the conditions under which the person takes the test resemble the work situation
D)demonstrating that the tasks a person performs on the test are represent the tasks performed on the job
E)all of the above are part of demonstrating content validity

Question 11

Which of the following is an example of a reliable test?

A)one that yields consistent scores when a person takes two alternate forms of the test
B)one that includes questions that are not repetitive in any way
C)one that yields one score on a test and a different, but better score on the same test taken on a different occasion
D)one that yields the same score from two different people taking the test on the same occasion
E)one that yields different scores from two different people taking the test on different occasions

Question 12

A(n)aims to measure an array of possible predictors for job performance.

A)test battery
B)assessment rating
C)test criterion
D)job analysis
E)test validity

Question 13

Which of the following describes using an internal consistency as an assessment of reliability?

A)administer different tests to different people and compare test scores of the different people
B)administer a test with content based on what a person actually needs to know to do the job in question well
C)administer the same test to different people and compare test scores of the different people
D)administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
E)administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

Question 14

To use , one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

A)correlation analysis
B)concurrent validation
C)test batteries
D)predictive validation
E)expectancy assessment

Question 15

is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

A)Retest estimate
B)Equivalent form estimate
C)Internal comparison estimate
D)Internal consistency
E)Criterion validity

Question 16

is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together.

A)Criterion validity
B)Internal consistency
C)Equivalent form estimate
D)Retest estimate
E)Internal comparison estimate

Question 17

The second step in the validation process is to .

A)analyze the job
B)cross-validate
C)administer tests
D)relate test scores and job criteria
E)choose the tests to measure attributes of job

Question 18

To use , one administers a test to employees presently on the job and then compares their test scores with current performance.

A)test batteries
B)concurrent validation
C)expectancy assessment
D)correlation analysis
E)predictive validation

Question 19

The final step in the validation process is to .

A)relate test scores and job criteria
B)analyze the job
C)choose the tests to measure attributes of job
D)cross-validate
E)administer tests

Question 20

Which of the following describes using a retest estimate to assess reliability?

A)administer the same test to different people and compare test scores of the different people
B)administer different tests to different people and compare test scores of the different people
C)administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
D)administer a test with content based on what a person actually needs to know to do the job in question well
E)administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

Question 21

Which statistical tool is used to determine if a significant relationship exists between the predictor scores and the performance criterion?

A)discriminant analysis
B)confirmatory factor analysis
C)correlation analysis
D)canonical correlational analysis
E)regression analysis

Question 22

Which method of test validation is considered more dependable?

A)concurrent validation
B)content validation
C)criterion validation
D)predictive validation
E)face validation

Question 23

Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using tests.

A)achievement
B)comprehensive
C)motor and physical abilities
D)aptitude
E)personality

Question 24

Which form of validation emphasizes the use of judgment as a validation tool?

A)criterion validation
B)content validation
C)concurrent validation
D)predictive validation
E)all of the above

Question 25

Most people are fired due to .

A)lack of qualifications
B)lack of aptitude
C)lack of necessary motor abilities
D)cognitive abilities
E)nonperformance

Question 26

The Big Five personality dimensions include all of the following except .

A)agreeableness
B)optimism
C)conscientiousness
D)neuroticism
E)extraversion

Question 27

Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called .

A)intelligence tests
B)comprehensive tests
C)achievement tests
D)aptitude tests
E)personality tests

Question 28

Which of the following rights do test takers have under the American Psychological Association's standard for educational and psychological tests?

A)the right to expect that only qualified people will have access to the scores
B)the right to expect that the test is fair
C)the right to confidentiality of test results
D)the right to informed consent
E)all of the above

Question 29

Which of the following is not a type of projective technique for measuring aspects of an applicant's personality?

A)Make a Picture Story
B)House-Tree-Person
C)Forer Structured Sentence Completion Test
D)The Interpersonal Style Inventory
E)Thematic Apperception Test

Question 30

The process of cross-validating a test involves all of the following except .

A)using a new sample of employees
B)evaluating the relationship between scores and performance
C)administering more tests
D)analyzing a scatter plot of scores versus performance
E)assessing predictive validation

Question 31

All of the following are considered "pink collar" jobs except .

A)waitress
B)psychologist
C)nursing
D)teaching
E)secretary

Question 32

Traditionally female professions are referred to as jobs.

A)pink collar
B)white collar
C)blue collar
D)purple collar
E)none of the above

Question 33

tests measure a person's level of introversion, stability, and motivation.

A)Motor ability
B)Personality
C)Achievement
D)Physical ability
E)Cognitive

Question 34

tests include tests like finger dexterity, manual dexterity, and reaction time.

A)Achievement
B)Personality
C)Motor ability
D)Cognitive
E)Interest

Question 35

A rejected minority job candidate has shown that the selection rate for the applicant's racial group was less than four-fifths that for the group with the highest selection rate. The candidate has shown .

A)disparate impact
B)affirmative action
C)adverse impact
D)discrimination
E)negligent hiring

Question 36

Psychologists qualified to develop, validate, and use selection standards such as selection tests are .

A)usually holders of a Ph.D. degree
B)familiar with state equal rights laws
C)licensed by their respective state
D)familiar with federal equal rights laws
E)all of the above

Question 37

tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

A)Physical ability
B)Personality
C)Motor ability
D)Cognitive
E)Achievement

Question 38

Because nonperformance is usually the result of , it is important to measure motivation and interpersonal skills as well as cognitive and physical abilities during the selection process.

A)motivation
B)attitude
C)temperament
D)all of the above
E)none of the above

Question 39

If an employer is shown to use selection procedures resulting in adverse impact, the employer could then use all of the alternatives listed below except .

A)monitor the selection test to see if it has disparate impact
B)institute another valid selection procedure that does not have an adverse impact
C)revise the selection test to eliminate the problem
D)show that the test is valid by conducting a validation study
E)all are possible alternatives

Question 40

means there is a significant discrepancy between rates of members of the protected groups and others.

A)Discrimination discrepancy
B)Criterion validity
C)Disparate impact
D)Discrimination
E)Negligent hiring

Question 41

represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility.

A)Neuroticism
B)Extraversion
C)Conscientiousness
D)Agreeableness
E)Openness to experience

Question 42

Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional?

A)neuroticism
B)extraversion
C)conscientiousness
D)agreeableness
E)openness to experience

Question 43

One of the most useful features of an applicant tracking system is its ability to report metrics including .

A)time to fill
B)cost to hire
C)applicant source statistics
D)applicant EEO data
E)all of the above

Question 44

Which selection tool is considered the least useful by HR managers?

A)academic record
B)reference letters
C)application form
D)psychological tests
E)interview

Question 45

Which of the following is not a possible motivation for a current employer to give an incorrect reference to an employee who is applying for a different position with another company?

A)desire to improve employee's chances for a new job
B)desire to remove employee from company
C)respect for employee privacy
D)fear of legal consequences
E)all are possible motivations

Question 46

Which of the following is an advantage of using management assessment centers in the selection process?

A)use of managers as assessors
B)peer evaluations of candidates
C)time required to administer and assess results
D)cost of development
E)use psychologists as performance assessors

Question 47

A is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.

A)work sampling event
B)personality test
C)retreat
D)management assessment center
E)video-based situational testing

Question 48

Which of the following is a direct method for predicting job performance during the selection process?

A)intelligence tests
B)work sampling technique
C)interests inventories
D)personality tests
E)motor abilities tests

Question 49

represents a tendency to be sociable, assertive, active, and to experience positive effects such as energy and zeal.

A)Neuroticism
B)Extraversion
C)Conscientiousness
D)Agreeableness
E)Openness to experience

Question 50

An employer's selection process is likely to include any of the following methods except

A)honesty testing
B)reference checks
C)substance abuse screening
D)testing
E)all of the above may be included in an employer's selection process

Question 51

Which personality characteristic captures a combination of achievement and dependability?

A)neuroticism
B)extraversion
C)conscientiousness
D)agreeableness
E)openness to experience

Question 52

Employers may conduct background investigations and reference checks to verify a candidate's .

A)legal eligibility
B)marital status
C)age
D)ethnic background
E)all of the above

Question 53

While some personality characteristics are associated with success in different types of jobs, which one characteristic tends to be associated with job performance across types?

A)neuroticism
B)extraversion
C)conscientiousness
D)agreeableness
E)openness to experience

Question 54

Mike Simmons has recently applied for a position in pharmaceutical sales. Which personality characteristic is most predictive of Mike's likelihood of success in a sales position?

A)neuroticism
B)extraversion
C)conscientiousness
D)agreeableness
E)openness to experience

Question 55

Typical simulated exercises used in management assessment centers include all of the following except .

A)tests of motor abilities
B)interviews
C)the in basket
D)leaderless group discussion
E)management games

Question 56

Which of the following is an indirect method for predicting job performance during the selection process?

A)video-based simulation technique
B)work sampling technique
C)management assessment center
D)intelligence tests
E)miniature job training and evaluation

Question 57

Which of the following best describes how the work sampling technique is executed?

A)applicants submit work samples from previous jobs
B)applicants are tested on their ability to perform several tasks crucial to performing the job of interest
C)applicants are given video-based situational interviews
D)applicants are asked to respond to questions about how they would perform various tasks
E)applicants are tested on their ability to perform a range of tasks related to several positions in a company

Question 58

Which of the following is not usually verified by an employer prior to hiring a job candidate?

A)motor vehicle record
B)legal eligibility for employment
C)credit ratings
D)education
E)age

Question 59

Which law prohibits employers from making pre-employment inquiries into the existence, nature, or severity of a disability?

A)Freedom of Information Act
B)Buckley Amendment
C)Fair Credit Reporting Act of 2130
D)Americans with Disabilities Act
E)Privacy Act of 2134

Question 60

Which personality characteristic refers to the tendency for one to be trusting, compliant, caring, and gentle?

A)neuroticism
B)extraversion
C)conscientiousness
D)agreeableness
E)openness to experience

Question 61

EEO laws require nondiscriminatory selection procedures for protected groups.

Question 62

Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except .

A)polygraph tests
B)paper-and-pencil honesty tests
C)drug tests
D)credit checks
E)background checks

Question 63

For a private employer to administer a polygraph exam during an ongoing investigation of alleged economic loss or employee theft, an employer must do all of the following except .

A)demonstrate economic loss
B)prove that the accused had access to the property
C)subject all employees with access to the property in question to the same polygraph examination as the accused employee
D)document a reasonable suspicion prior to requesting a polygraph
E)explain the details of the investigation and the questions to be asked during the polygraph

Question 64

Reliability confirms that one is measuring what one intends to measure.

Question 65

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Question 66

Graphology, a tool for assessing basic personality traits, is also called .

A)numerology
B)reasoning analysis
C)astrology
D)handwriting analysis
E)polygraph output assessment

Question 67

Effective selection depends to a large degree on the concept of validity but not reliability.

Question 68

Which of the following businesses are not permitted to use polygraph tests during the selection process?

A)consultants with access to highly classified information
B)pharmacies
C)businesses with national defense contracts
D)retail businesses
E)all businesses may use polygraph tests

Question 69

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

Question 70

Validity confirms that one is measuring something consistently.

Question 71

Which law at the federal level governs how employers acquire and use applicants' and employees' background information?

A)Privacy Act of 2134
B)Americans with Disabilities Act
C)Buckley Amendment
D)Fair Credit Reporting Act of 2130
E)Freedom of Information Act

Question 72

A test battery is based on a combination of several tests that can then measure an array of predictors.

Question 73

Which of the following is true regarding the use of drug testing?

A)drug tests measure degree of impairment
B)drug tests can assess frequency of drug use
C)some drug tests cannot distinguish between legal and illegal substances
D)drug tests can assess level of drug addiction
E)all of the above

Question 74

An internal comparison estimate measures internal consistency.

Question 75

Test validity answers the question, "Does this test measure what it's supposed to measure?"

Question 76

What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

A)graphology
B)handwriting analysis
C)interest inventories
D)personality tests
E)paper-and-pencil honesty tests

Question 77

Which of the following is not restricted or prohibited by federal laws?

A)voice stress analyzers
B)paper-and-pencil honesty tests
C)psychological stress evaluators
D)polygraph exams
E)all are restricted

Question 78

What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?

A)personality tests
B)physical examinations
C)polygraph tests
D)substance abuse screening
E)all of the above

Question 79

There are six steps in the validation process beginning with analyze the job and concluding with revalidation.

Question 80

Which of the following actions is not required by the Fair Credit Reporting Act of employers who check background information on applicants?

A)provision of report copies to the applicant
B)disclosure to applicant that a credit report will be requested
C)written consent from the applicant
D)provision of a detailed rationale for any adverse action decision
E)all are required