Question 1

When an organization is too small to do their own validation study, under which one of the following circumstances would they be able to rely on a validation study done in a different organization?

Accepted Answer

When the jobs are very similar in both organizations, it is more likely that the same skills, knowledge, and abilities are required for both positions, which increases the generalizability of the validation study to the new organization. In contrast, factors such as department or test reliability are not necessarily indicators of generalizability.

Question 2

Describe the characteristics of a situational judgment test and discuss the pros and cons of its use as a tool for employee selection.

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Question 3

Which one of the following statements is TRUE regarding the relationship of the personality trait of conscientiousness and job performance?

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Question 4

Discuss high- and low-fidelity tests. Give an example of each.

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Question 5

What is the Wonderlic Basic Skills Test?

Accepted Answer

The Wonderlic Basic Skills Test is a measure of adult language and math skills used to predict job readiness. It is not a measure of personality characteristics or job preferences, and while it does measure general job skills, this is not its primary purpose.

Question 6

What is meant by validity generalization? Describe three methods that can be used to generalize evidence of validity.

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Question 7

What is job analysis and what is its purpose?

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Question 8

Discuss the strengths and weaknesses of the traditional interview and the structured interview for assessing job candidates. Give examples.

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Question 9

Discuss two types of integrity tests and describe the criticism these tests have received.

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Question 10

The generalizing of validity evidence is sometimes necessary when ______.

Accepted Answer

When a test is proposed for use for a different purpose than it was originally validated, generalizing the validity evidence is necessary. This is because the original validity evidence may not be directly applicable to the new purpose, and new evidence is needed to establish the validity of the test for the new purpose. Option A is incorrect because if a test has been shown not to be valid for a particular purpose, it is unlikely that generalizing the evidence will be helpful in establishing its validity for that purpose. Option B is incorrect because even if the construct that the test was designed to measure is not clearly defined, generalizing validity evidence is not a solution; instead, researchers should work to refine the construct and re-validate the test accordingly. Option D is incorrect because generalizing validity evidence is not necessary or appropriate every time a new test is used; the validity evidence will depend on the specific test and the purpose for which it is being used.

Question 11

Meta-analysis is a statistical technique used to ______.

Accepted Answer

Meta-analysis is a statistical technique used to combine the results of multiple studies into a single result. This allows for a larger sample size and can provide a more precise estimate of the true effect size. It is frequently used in psychology and other social sciences to synthesize research on a particular topic.

Question 12

Based on the research summarized in the textbook, which one of the following conclusions can be drawn about the impact of faking on personality tests?

Accepted Answer

The research findings on the impact of faking are inconsistent, with some studies showing significant decreases in validity and others showing no significant impact. Thus, it can be concluded that faking sometimes does and sometimes does not significantly influence the validity of personality tests.

Question 13

Discuss two issues that arise when an organization decides to use a personality test as part of their employee selection process.

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Question 14

Discuss performance appraisal instruments, give examples of four types of rating scales, and describe three types of rating errors.

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Quiz 14: How Are Tests Used in Organizational Settings