Question 1

Which of the following measures reliability by administering two different yet comparable tests and then comparing the two test scores?
A) retest estimate
B) equivalent form estimate
C) internal consistency assessment
D) internal comparison estimate
E) criterion validity measurement

Accepted Answer

Equivalent form estimate is the measure of reliability that administers two different yet comparable tests and then compares the two test scores. This method ensures that the same construct is being measured in both tests, and the results of the two tests can be compared to determine the consistency of the measure.

Question 2

A reliable employment test will most likely yield ________.
A) consistent scores when a person takes two alternate forms of the test
B) improved scores when a person takes the same test more than once in a single day
C) high scores when a person takes two alternate forms of the test on different occasions
D) similar scores when two different people are administered the test at different times
E) similar scores when two different people are administered the test at the same time

Accepted Answer

A reliable employment test should produce consistent scores when a person takes two alternate forms of the test. This demonstrates that the test is reliable and provides consistent results each time it is administered. Improved scores when taking the same test more than once in a single day (B) may indicate practice effects rather than a reliable test. Similarly, high scores when taking two alternate forms of the test on different occasions (C) may indicate practice or lack of variability in the test content rather than true reliability. The scores of different people administered the test at different times (D) or at the same time (E) may vary due to factors such as individual differences or external influences, but this does not necessarily indicate the reliability of the test itself.

Question 3

Firms should most likely use certified psychologists when developing and validating selection tests in order to ________.
A) protect the confidentiality of the firm
B) demonstrate familiarity with privacy laws
C) ensure compliance with EEO laws
D) persuade applicants of testing legitimacy
E) use scores for benchmarking purposes

Accepted Answer

Certified psychologists are trained and knowledgeable in employment laws, including EEO laws, which prohibits discrimination based on race, gender, age, and other protected characteristics. By involving certified psychologists in the development and validation of selection tests, firms can ensure compliance with these laws, reducing the risk of legal challenges and promoting fairness and diversity in hiring.

Question 4

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?
A) reliability
B) relevancy
C) validity
D) expectancy
E) consistency

Accepted Answer

Validity refers to the accuracy or degree to which a test measures what it claims to measure, or the extent to which it fulfills its intended purpose. Reliability refers to the consistency or stability of test results over time or across different testing conditions. Relevancy refers to the practical usefulness or applicability of a test to a specific context or population. Expectancy and consistency are not specific terms related to the accuracy or quality of a test.

Question 5

________ validation is considered the most dependable method of validating an employment test.
A) Applicable
B) Subjective
C) Predictive
D) Concurrent
E) Statistical

Accepted Answer

Predictive validation involves administering the test to a group of job applicants and then correlating their scores with their future job performance, making it the most dependable method for validating an employment test.

Question 6

What is the primary disadvantage of using concurrent validation?
A) Current employees may not be representative of new applicants.
B) Current employees have not been employed for a significant time.
C) New applicants are recent college graduates with limited experience.
D) Limited correlation exists between high test scores and job performance.
E) Test batteries have not been administered by professional industrial psychologists.

Accepted Answer

The primary disadvantage of using concurrent validation is that current employees may not be representative of new applicants. This is because current employees may have different skills, experiences, and training than the new applicants being considered for the job. As a result, it may be difficult to determine if the test results accurately predict job performance for the new applicants.

Question 7

When repetitive questions appear on a questionnaire,which of the following is most likely being measured?
A) test validity
B) retest estimate
C) equivalent form
D) internal consistency
E) criterion validity

Accepted Answer

Internal consistency refers to the degree of correlation between different items in a questionnaire that are intended to measure the same construct. Repetitive questions measure the same construct and therefore, internal consistency is being measured.

Question 8

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?
A) equivalency
B) reliability
C) expectancy
D) objectivity
E) validity

Accepted Answer

Reliability refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test. Equivalency refers to different tests measuring the same construct producing similar results, expectancy refers to the prediction of a specific outcome, objectivity refers to the degree to which different observers agree on their observations, and validity refers to the extent to which a test measures what it is supposed to measure.

Question 9

The first step in the test validation process is ________.
A) creating a test battery
B) developing an expectancy chart
C) administering tests
D) analyzing the job
E) cross-validating

Accepted Answer

The first step in the test validation process is to analyze the job for which the test is being developed. This involves identifying the knowledge, skills, abilities, and other characteristics (KSAOs) that are necessary for successful job performance. Only after the job analysis is completed can the other steps in the test validation process be carried out effectively.

Question 10

________ is used as an estimate of reliability and involves administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses to the items vary together.
A) Retest estimate
B) Equivalent form estimate
C) Content validity estimate
D) Internal comparison estimate
E) Criterion validity estimate

Accepted Answer

The given description refers to internal consistency estimate, which is a measure of reliability calculated by analyzing the consistency of responses among the items within a test. Option A refers to retest reliability, Option B refers to equivalent form reliability, Option C refers to content validity, and Option E refers to criterion validity.

Question 11

Demonstrating the content validity of a test can be accomplished by showing that ________.
A) tasks performed on the test are general enough to apply to any type of job
B) higher test scores are statistically equivalent to proven, long-term job success
C) conditions under which the test is administered resemble the work situation
D) scores on the test are both internally and externally reliable
E) administered tests provide equivalent questions and scenarios

Accepted Answer

Content validity refers to the degree to which a test measures the specific knowledge or skills that it is intended to measure. One way to demonstrate content validity is to show that the tasks performed on the test are representative of the skills and knowledge required for the job. This can be done by ensuring that the conditions under which the test is administered resemble the work situation. Option A is incorrect, as general tasks may not necessarily measure the specific skills and knowledge needed for the job. Option B is incorrect, as higher test scores may not always lead to long-term job success. Option D is incorrect, as reliability does not speak to the adequacy of the test items. Option E is incorrect, as equivalency of questions and scenarios does not speak to the specific skills and knowledge needed for the job.

Question 12

If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day,you might conclude that this test is ________.
A) valid
B) invalid
C) reliable
D) unreliable
E) consistent

Accepted Answer

The test is unreliable because the person's scores varied significantly between the two test administrations, indicating a lack of consistency in the results.

Question 13

According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.
A) confidentiality of test results
B) informed consent regarding the use of test results
C) scores to be interpreted by qualified individuals
D) tests to be the only selection tools for a job
E) fairness of the test for all who take it

Accepted Answer

The right to expect tests to be the only selection tools for a job is not a recognized right of test takers according to the American Psychological Association. In fact, it is recommended that tests be used in conjunction with other selection tools, such as interviews and job simulations, for a more comprehensive evaluation of the applicant's qualifications. The other options (confidentiality, informed consent, qualified interpretation, and fairness) are all recognized rights of test takers.

Question 14

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

Accepted Answer

The fact that the person scored a similar score on two separate occasions indicates that the test is consistent and reliable in measuring the same constructs or skills. However, the question does not provide information on the validity of the test, or whether it measures what it is supposed to measure.

Question 15

Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards?
A) employment malpractice
B) negligent hiring
C) unreliable testing
D) improper hiring
E) invalid screening

Accepted Answer

Negligent hiring refers to the practice of hiring workers who have criminal backgrounds without proper safeguards, such as conducting background checks or verifying employment history. This can be risky for employers, as they may be held liable for any harm caused by the actions of an employee with a criminal history.

Question 16

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?
A) performance standard
B) job analysis chart
C) digital dashboard
D) competency model
E) expectancy chart

Accepted Answer

The graph that shows the relationship between test scores and job performance for a group of people is known as an expectancy chart, also called a performance matrix. The other options do not specifically pertain to this type of graph.

Question 17

Which of the following best describes how to use a retest estimate to assess reliability?
A) administer a test with content based on what a person actually needs to know to effectively perform the job in question
B) administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1
C) administer different tests to a group of people and compare the range of collected test scores
D) administer the same test to a group of people and compare the range of collected test scores
E) administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1

Accepted Answer

A retest estimate is used to assess the consistency of test scores over time. To use this method, the same test is administered to the same individuals at two different points in time, and their scores at time 2 are compared to their scores at time 1. This allows for an assessment of the reliability of the test over time, as well as an estimation of how much measurement error may be present in the scores.

Question 18

The unreliability of a test may be explained by all of the following EXCEPT ________.
A) poor sampling of question material
B) lack of equivalence between tests
C) inconsistent testing conditions
D) failure to predict job performance
E) lack of internal consistency

Accepted Answer

Option A, B, C, and E all relate to the factors that can contribute to the unreliability of a test. However, option D does not explain the unreliability of a test; rather, it relates to the validity of the test in predicting job performance.

Question 19

The process of cross-validating a test involves all of the following EXCEPT ________.
A) using a new sample of employees
B) administering additional tests
C) assessing predictive validation
D) evaluating the relationship between scores and performance
E) developing and analyzing a scatter plot of scores versus performance

Accepted Answer

The answer of The process of cross-validating a test involves...

Question 20

All of the following are used for estimating reliability of a test EXCEPT ________.
A) internal consistency
B) retest estimate
C) internal comparison estimate
D) equivalent form estimate
E) content validity measurement

Accepted Answer

Content validity measurement is not a method for estimating reliability, but rather a method for assessing the extent to which a test measures the intended construct or domain. The other options listed (internal consistency, retest estimate, internal comparison estimate, equivalent form estimate) are all methods for estimating test reliability.

Quiz 6: Employee Testing and Selection

Which of the following measures reliability by administering two different yet comparable tests and then comparing the two test scores?

A reliable employment test will most likely yield ________.

Firms should most likely use certified psychologists when developing and validating selection tests in order to ________.

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

________ validation is considered the most dependable method of validating an employment test.

What is the primary disadvantage of using concurrent validation?

When repetitive questions appear on a questionnaire,which of the following is most likely being measured?

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?

The first step in the test validation process is ________.

________ is used as an estimate of reliability and involves administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses to the items vary together.

Demonstrating the content validity of a test can be accomplished by showing that ________.

If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day,you might conclude that this test is ________.

According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.

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 ________.

Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards?

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?

Which of the following best describes how to use a retest estimate to assess reliability?

The unreliability of a test may be explained by all of the following EXCEPT ________.

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

All of the following are used for estimating reliability of a test EXCEPT ________.