Deck 11: Ability Tests for Selection

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Question
Clerical ability tests have predominantly measured perceptual speed and accuracy in processing verbal and numerical data.
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Question
The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.
Question
In general,courts have placed a more stringent demand for reasonable accommodation on employers when the disabled individuals are new workers as opposed to employees who are returning to work after illness or injury.
Question
One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.
Question
Ability tests measure what a person has learned and can learn.
Question
The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.
Question
While women score lower than men on strength and endurance tests,they also demonstrate lower performance on jobs that require these abilities.
Question
Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.
Question
The courts have consistently held that height and weight requirements are reasonable measures of strength.
Question
Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.
Question
While mental ability tests are valid across many occupations,they are not equally valid among occupations.
Question
The Minnesota Clerical Test has consistently resulted in disparate impact.
Question
A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.
Question
Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.
Question
The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.
Question
Mental ability tests are not interchangeable.
Question
Cognitive ability tests have yet to demonstrate adverse impact.
Question
Aptitude tests and achievement tests measure the same thing.
Question
Mental ability tests and I.Q.tests are the same type of test.
Question
Mental ability tests actually measure several distinct abilities.
Question
Research has consistently identified all but which of the following factors or components of physical abilities?

A)anaerobic strength
B)muscular strength
C)cardiovascular endurance
D)movement quality
Question
All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

A)assessment centers
B)academic performance
C)interview
D)personality inventories
Question
Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

A)because ability tests were becoming more costly to administer to large numbers of applicants
B)because other, more valid predictors of job performance became available
C)because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests
D)because research evidence questioned the validity of these tests for predicting job performance
Question
Studies of the effects of coaching have found that it has a huge effect on test scores.
Question
What is a useful way to differentiate among ability tests?

A)content, breadth
B)length, depth
C)speed, power
D)physical, mental
Question
Mental ability tests are among the least valid of all selection tests.
Question
____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

A)Factor analysis
B)Reliability analysis
C)Validity analysis
D)Correlation analysis
Question
Which of the following is true about the Wonderlic Personnel Test?

A)It is an individually administered test.
B)It is not a timed test.
C)The primary factor measured is verbal comprehension.
D)There is one basic form for the test.
Question
Which of the following is not measured by mechanical ability tests?

A)spatial visualization
B)perceptual speed and accuracy
C)mechanical information
D)accuracy in processing verbal and numerical data
Question
A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

A)-1.00 to 1.00
B).20 to .30`
C).50 to .75
D).85 to .9
Question
In terms of validity,which of the following selection methods are approximately equal to cognitive ability tests?

A)assessment centers
B)interview
C)personality inventories
D)projective techniques
Question
A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.
Question
Which of the following is as inexpensive and easy to administer and score as a cognitive ability test?

A)assessment centers
B)academic performance
C)interview
D)biodata
Question
When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

A)easy test.
B)proctored test.
C)unproctored test.
D)unprotected test.
Question
Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.
Question
Which of the following is NOT an ability that has been extensively used to select employees for physically demanding jobs?

A)static strength
B)dynamic strength
C)gross body mass
D)stamina
Question
Validity studies for the same job have found which of the following to be true?

A)Corrections to the validity coefficients have lowered the magnitude of these coefficients.
B)The coefficients for performance are, as a whole, higher than those for training.
C)The validity coefficient for the predictor and criterion measures is stable across organizations.
D)Previous estimates of the validity of ability tests were quite accurate.
Question
Which type of physical ability test demonstrates relatively more adverse impact against females?

A)cardiovascular endurance
B)flexibility
C)coordination
D)balance
Question
Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.
Question
What is the general conclusion of studies examining differential validity?

A)Differential validity exists, but it has a minor impact on selection.
B)Differential validity exists, and it has a major impact on selection.
C)Much more research is needed before we can conclude anything about differential validity.
D)Differential validity does not exist.
Question
Why is the distinction between aptitude and achievement tests difficult to specifically conceptualize?
Question
Which of the following has been shown to result in the most claims of discrimination?

A)cognitive ability tests
B)unstructured interviews
C)physical ability tests
D)structured interviews
Question
What is the distinction between validity generalization for the same job versus validity generalization across jobs?
Question
What is the scientific argument concerning whether or not tests are "culturally" fair?
a.What is the scientific evidence concerning this issue?
b.Why do claims of test bias persist in spite of conclusive evidence?
Question
Prepare a checklist that a practicing manager could use to help evaluate selection tests.What should he/she look for in advertising brochures in order to assess a vendor's claims? What questions should he/she ask of the test publisher?
Question
Your organization has not had any disabled applicants apply for a job.However,you are concerned that you must be ready for the likelihood that it will happen at some time in the future.What do you need to diagnose in your current selection program to be sure you are in compliance with the Americans with Disabilities Act?
Question
Summarize the major conclusions of validity generalization studies.
a.What are the implications of this research for human resource practice?
b.What cautions should be observed based upon the research that has criticized validity generalization procedures?
c.What validation practices would you recommend to an organization based upon these research findings?
Question
Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

A)There have been few court cases and the decisions have not been consistent.
B)There have been few court cases but the decisions have been consistent.
C)There have been many court cases and the decisions have not been consistent.
D)There have been many court cases but the decisions have demonstrated validity.
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Deck 11: Ability Tests for Selection
1
Clerical ability tests have predominantly measured perceptual speed and accuracy in processing verbal and numerical data.
True
2
The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.
True
3
In general,courts have placed a more stringent demand for reasonable accommodation on employers when the disabled individuals are new workers as opposed to employees who are returning to work after illness or injury.
False
4
One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
5
Ability tests measure what a person has learned and can learn.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
6
The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
7
While women score lower than men on strength and endurance tests,they also demonstrate lower performance on jobs that require these abilities.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
8
Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
9
The courts have consistently held that height and weight requirements are reasonable measures of strength.
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Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
10
Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
11
While mental ability tests are valid across many occupations,they are not equally valid among occupations.
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Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
12
The Minnesota Clerical Test has consistently resulted in disparate impact.
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Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
13
A score obtained from a general mental ability test is as good a predictor of job performance as is a composite score obtained from a test of specific abilities using multiple scales.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
14
Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
15
The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
16
Mental ability tests are not interchangeable.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
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k this deck
17
Cognitive ability tests have yet to demonstrate adverse impact.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
18
Aptitude tests and achievement tests measure the same thing.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
19
Mental ability tests and I.Q.tests are the same type of test.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
20
Mental ability tests actually measure several distinct abilities.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
21
Research has consistently identified all but which of the following factors or components of physical abilities?

A)anaerobic strength
B)muscular strength
C)cardiovascular endurance
D)movement quality
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
22
All of the following selection methods have demonstrated less adverse impact than cognitive ability tests EXCEPT:

A)assessment centers
B)academic performance
C)interview
D)personality inventories
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
23
Why did the growing use of ability tests come to an abrupt halt during the late 1960s and 1970s?

A)because ability tests were becoming more costly to administer to large numbers of applicants
B)because other, more valid predictors of job performance became available
C)because of EEO laws and early Supreme Court decisions that specifically addressed a few of the most popular of these tests
D)because research evidence questioned the validity of these tests for predicting job performance
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
24
Studies of the effects of coaching have found that it has a huge effect on test scores.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
25
What is a useful way to differentiate among ability tests?

A)content, breadth
B)length, depth
C)speed, power
D)physical, mental
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
26
Mental ability tests are among the least valid of all selection tests.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
27
____________________ is a technique for analyzing the interrelationships among several tests or a set of tests.

A)Factor analysis
B)Reliability analysis
C)Validity analysis
D)Correlation analysis
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
28
Which of the following is true about the Wonderlic Personnel Test?

A)It is an individually administered test.
B)It is not a timed test.
C)The primary factor measured is verbal comprehension.
D)There is one basic form for the test.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
29
Which of the following is not measured by mechanical ability tests?

A)spatial visualization
B)perceptual speed and accuracy
C)mechanical information
D)accuracy in processing verbal and numerical data
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
30
A minimum reliability estimate of _____________ is commonly thought to be necessary for selection use.

A)-1.00 to 1.00
B).20 to .30`
C).50 to .75
D).85 to .9
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
31
In terms of validity,which of the following selection methods are approximately equal to cognitive ability tests?

A)assessment centers
B)interview
C)personality inventories
D)projective techniques
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
32
A social downside of the use of mental ability tests is that adverse impact usually occurs when these tests are used in selection.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
33
Which of the following is as inexpensive and easy to administer and score as a cognitive ability test?

A)assessment centers
B)academic performance
C)interview
D)biodata
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
34
When an applicant takes a test without the presence of an organizational representative who monitors the testing behavior of the applicant they are taking a(n):

A)easy test.
B)proctored test.
C)unproctored test.
D)unprotected test.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
35
Unproctored Internet testing allows the processing of applicants to be completed and applicants to be selected more quickly than does traditional testing.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
36
Which of the following is NOT an ability that has been extensively used to select employees for physically demanding jobs?

A)static strength
B)dynamic strength
C)gross body mass
D)stamina
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
37
Validity studies for the same job have found which of the following to be true?

A)Corrections to the validity coefficients have lowered the magnitude of these coefficients.
B)The coefficients for performance are, as a whole, higher than those for training.
C)The validity coefficient for the predictor and criterion measures is stable across organizations.
D)Previous estimates of the validity of ability tests were quite accurate.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
38
Which type of physical ability test demonstrates relatively more adverse impact against females?

A)cardiovascular endurance
B)flexibility
C)coordination
D)balance
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
39
Testing experts do not know whether transforming a paper-and-pencil test into an electronic form changes applicants' performance.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
40
What is the general conclusion of studies examining differential validity?

A)Differential validity exists, but it has a minor impact on selection.
B)Differential validity exists, and it has a major impact on selection.
C)Much more research is needed before we can conclude anything about differential validity.
D)Differential validity does not exist.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
41
Why is the distinction between aptitude and achievement tests difficult to specifically conceptualize?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
42
Which of the following has been shown to result in the most claims of discrimination?

A)cognitive ability tests
B)unstructured interviews
C)physical ability tests
D)structured interviews
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
43
What is the distinction between validity generalization for the same job versus validity generalization across jobs?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
44
What is the scientific argument concerning whether or not tests are "culturally" fair?
a.What is the scientific evidence concerning this issue?
b.Why do claims of test bias persist in spite of conclusive evidence?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
45
Prepare a checklist that a practicing manager could use to help evaluate selection tests.What should he/she look for in advertising brochures in order to assess a vendor's claims? What questions should he/she ask of the test publisher?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
46
Your organization has not had any disabled applicants apply for a job.However,you are concerned that you must be ready for the likelihood that it will happen at some time in the future.What do you need to diagnose in your current selection program to be sure you are in compliance with the Americans with Disabilities Act?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
47
Summarize the major conclusions of validity generalization studies.
a.What are the implications of this research for human resource practice?
b.What cautions should be observed based upon the research that has criticized validity generalization procedures?
c.What validation practices would you recommend to an organization based upon these research findings?
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
48
Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?

A)There have been few court cases and the decisions have not been consistent.
B)There have been few court cases but the decisions have been consistent.
C)There have been many court cases and the decisions have not been consistent.
D)There have been many court cases but the decisions have demonstrated validity.
Unlock Deck
Unlock for access to all 48 flashcards in this deck.
Unlock Deck
k this deck
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Unlock Deck
Unlock for access to all 48 flashcards in this deck.