Question 1

Measuring the accuracy of a mechanical ability test in predicting the job performance of current employees involves a predictive validity design.

Accepted Answer

Measuring the accuracy of a mechanical ability test in predicting the job performance of current employees involves a criterion-related validity design, specifically concurrent validity, not predictive validity. Predictive validity would involve assessing the test's ability to predict future job performance of applicants, not current employees.

Question 2

The use of standardized measurement eliminates the possibility of adverse impact occurring.

Accepted Answer

Standardized measurement can still have adverse impact on certain individuals or groups, especially if the measurement is biased towards a particular demographic.

Question 3

Reliability sets the lower limit on validity.

Accepted Answer

The answer of Reliability sets the lower limit on validity....

Question 4

Organizations that collect assessment data should attend to professional standards that govern their use.

Accepted Answer

Organizations should follow professional standards in using assessment data, such as ethical guidelines, data privacy laws, and standardized testing norms. This ensures that data is used appropriately and fairly, and that conclusions drawn from it are valid and reliable.

Question 5

If the internal representation rate for engineers from visible minority groups is 15% and the national external representation of visible minority engineers is 25% and the organization employs 120 engineers,there would be a numerical gap of 12.

Accepted Answer

- Internal representation rate for visible minority engineers = 15% of 120 = 18
- National external representation for visible minority engineers = 25% of 120 = 30
- Numerical gap = National external representation - Internal representation = 30 - 18 = 12.

Question 6

The internal representation rate is calculated by dividing the number of designated group members in a job by the total number of people performing the job within an organization.

Accepted Answer

This is the correct definition of internal representation rate.

Question 7

A measure with a coefficient alpha of .55 should generally be regarding as having adequate reliability.

Accepted Answer

A coefficient alpha of .55 is considered to have low reliability and therefore inadequate for most purposes. Adequate reliability is generally considered to be around .70 or higher.

Question 8

Even when measurement error is present,true scores can be measured with perfect precision.

Accepted Answer

Even when there is a true score, measurement error can still affect the accuracy and precision of the measurement. Therefore, it is not possible to measure true scores with perfect precision when measurement error is present.

Question 9

Adverse impact statistics are very stable sample estimates of the amount of true adverse impact occurring in an organization.

Accepted Answer

Adverse impact statistics are sample estimates that can vary based on the size and makeup of the sample, as well as any potential bias in the selection process. They are not guaranteed to be stable or reflective of the true amount of adverse impact in an organization.

Question 10

The extent to which scores on a knowledge test truly reflect a job applicant's knowledge is a measure of the test's validity.

Accepted Answer

The statement accurately describes the concept of validity in testing. Validity refers to the extent to which a test measures what it is intended to measure. In this case, the knowledge test is intended to measure the job applicant's knowledge, and if it does so accurately, then it is considered valid.

Question 11

One guideline for effective staffing practice is that all predictors should be routinely subjected to content validation.

Accepted Answer

Content validation involves ensuring that each predictor is job-related and measures the knowledge, skills, abilities, and other characteristics (KSAOs) necessary for successful job performance. By subjecting all predictors to content validation, an organization can ensure that each assessment method is job-related and can accurately predict candidate success on the job. This can improve the validity and reliability of the selection process and ensure that the organization is hiring the most qualified candidates for the job.

Question 12

Error caused by failing to measure a key aspect of the attribute of interest (i.e. ,the attribute we wish to measure),is known as contamination error.

Accepted Answer

Contamination error is caused by environmental factors, observer bias or measurement error that leads to incorrect data being collected. It is not caused by failure to measure a key aspect of the attribute of interest.

Question 13

Asking different questions of job applicants during comparisons of interview ratings between these same job applicants is an example of contamination error.

Accepted Answer

Asking different questions of job applicants can introduce bias and affect the comparability of interview ratings between them, leading to contamination error.

Question 14

Criterion measures are not used in the calculation of content validity.

Accepted Answer

Criterion measures refer to external measures used to validate a test or assessment tool, while content validity refers to the extent to which a test measures the intended content or constructs. Criterion measures are not necessary for establishing content validity.

Question 15

Even if methodological and statistical differences across criterion-related validation studies are not controlled for statistically,it is still probable that validity can be generalized from one specific situation to another.

Accepted Answer

Failure to control for methodological and statistical differences across validation studies can lead to a lack of generalizability of validity from one situation to another. Validity depends on the context and conditions under which a test is administered, and variations in these conditions can affect the accuracy of test scores in different settings. Thus, it is important to establish validity across a range of situations and testing conditions to ensure that a test is useful and reliable in different contexts.

Question 16

The standard error of measurement is a useful indicator of how accurate actual scores of applicants are in assessing the true scores of a given measure.

Accepted Answer

The standard error of measurement provides an estimate of how much an individual's true score may vary from their observed score on a given measure. Therefore, it is a useful indicator of the accuracy of scores in assessing the true score.

Question 17

The process of criterion-related validation begins with the identification of criterion measures.

Accepted Answer

The answer of The process of criterion-related validation begins with...

Question 18

The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity.

Accepted Answer

The assessment of concurrent validity involves comparing the scores of the new assessment tool with an established assessment tool that measures the same construct at the same time. This is more convenient and efficient than the assessment of predictive validity, which involves waiting for a future outcome to occur and then comparing the scores of the new assessment tool with the actual outcome.

Question 19

Federal guidelines suggest that a gap of 20% or greater indicates significant under-representation.

Accepted Answer

Federal guidelines do suggest that a gap of 20% or greater indicates significant under-representation.

Question 20

Selection tests should not generally be administered using computers.

Accepted Answer

Selection tests can be administered using computers, especially for tests that require a lot of data processing or computer-based skills. However, it is important to ensure that the test is adapted for computer use and that there are appropriate measures in place to prevent cheating or technical issues.

Quiz 4: Job Analysis and Rewards