Question 1

Dr. Zemple wants to see if a manual dexterity test predicts performance. He administers his test to his employees and correlates their scores to their most recent performance review scores. Dr. Zemple is examining:

Accepted Answer

Concurrent validity refers to the extent to which the test scores correlate with other measures of the same construct that are measured at the same time. Since Dr. Zemple is correlating the manual dexterity test scores with the most recent performance review scores (a measure of performance at the same time), he is examining concurrent validity.

Question 2

Validity coefficients will always be _____ in the original sample compared to a second sample used for cross-validation.

Accepted Answer

Validity coefficients are typically higher in the original sample because the measures are specifically developed or tailored for that group, leading to an overestimation of their predictive power. When applied to a second, different sample for cross-validation, the coefficients often decrease, reflecting a more accurate estimate of their true predictive validity across different populations.

Question 3

_____ is a statistical technique that estimates how well a series of predictors forecasts a performance criterion.

Accepted Answer

Multiple regression is a statistical technique that estimates how well a series of predictors forecasts a performance criterion. It allows for the identification of the most important predictors and their relative contributions to the criterion variable. This is commonly used in personnel selection and assessment to determine which selection tools are most effective in predicting job performance.

Question 4

In many cases, it makes sense to set a minimum threshold for an applicant's score on a selection test. This minimum is known as the:

Accepted Answer

The minimum threshold for an applicant's score on a selection test is known as the cutoff. This is a predetermined score that applicants must achieve or surpass to continue in the selection process.

Question 5

Alayna is applying for a job as a computer technician. She passes a cognitive test but fails a job knowledge test, and thus she is eliminated from the applicant pool. The approach that was MOST likely used in this case is:

Accepted Answer

The multiple hurdle approach is when applicants must pass each test or assessment to move on to the next stage of the selection process. In this case, Alayna passed one assessment but failed another, and thus was eliminated from consideration.

Question 6

The CEO of an organization is concerned that the selection battery for top-level managers is not helpful in identifying the best candidates. She also worries that it costs much more than it should. The CEO's concerns are for:

Accepted Answer

The CEO's concerns are focused on the utility of the selection battery, which refers to the extent to which the selection battery serves its intended purpose of identifying the best candidates for top-level managers. The CEO is also concerned about the cost of the selection battery, which is related to its utility. Generalizability refers to the extent to which the results of a selection battery can be applied to other contexts, undue hardship is a legal principle that applies to accommodations for employees with disabilities, and validity overlap refers to the extent to which multiple selection methods measure the same underlying construct.

Question 7

Some researchers believe that job components across jobs are related to the same KSAOs and that validation can be carried out by linking appropriate KSAOs in a large database, so that individual validation studies are not required. This approach is known as:

Accepted Answer

Synthetic validity is the approach where researchers believe that job components across different jobs are related to the same Knowledge, Skills, Abilities, and Other characteristics (KSAOs), and validation can be conducted by linking these KSAOs in a large database, eliminating the need for individual validation studies for each job.

Question 8

Peyton is conducting a validity study on a selection battery and has taken a first step by collecting both predictor and criteria data from incumbents at the same time. The type of study Peyton is conducting is referred to as:

Accepted Answer

Peyton is conducting concurrent validation because the predictor and criteria data are collected at the same time from incumbents. This is in contrast to cross-validation, where the predictor data is collected on a different group of individuals than the criteria data, in order to test the generalizability of the predictor. Content validation involves evaluating the content of the selection procedure to ensure that it is a representative sample of the job in question, and general validation refers to the overall process of validating the selection procedure.

Question 9

To be hired as an airline pilot, one must accomplish three objectives: a 90% or higher score in a flight simulator, an 80% or higher score on a technical knowledge test, and at least 500 hours of flying experience. This approach to employee selection is known as:

Accepted Answer

This approach to employee selection is known as multiple cutoff, which means that applicants must meet minimum scores or requirements in multiple areas to be considered for the job. In this case, the three objectives listed must all be achieved to be hired as an airline pilot.

Question 10

How are predictors administered when the multiple hurdle approach to selection is applied?

Accepted Answer

In the multiple hurdle approach to selection, candidates must pass each "hurdle" or selection stage before moving on to the next. This method often starts with the least expensive predictors (such as initial application reviews or basic testing) and progresses to more expensive methods (like in-depth interviews or assessment centers) to efficiently manage costs while narrowing down the candidate pool.

Question 11

To examine whether validities are situationally specific or generalizable across situations, Hunter and Schmidt (1990) recommended using _____ to weight and combine validity coefficients.

Accepted Answer

Hunter and Schmidt recommended using meta-analysis to combine validity coefficients and determine the generalizability of validities across situations. This method involves weighting each validity coefficient by its sample size and then combining them to obtain an overall estimate of validity, which allows for a more accurate assessment of the magnitude of the relationship between a predictor and criterion across studies and situations.

Question 12

A small amount of shrinkage indicates that:

Accepted Answer

A small amount of shrinkage indicates that the selection battery is valid and ready to use to select employees. Shrinkage is the difference between the expected and actual performance of applicants. If the shrinkage is too large, it indicates that the selection measures are no longer valid and must be replaced. But a small amount of shrinkage indicates that the selection measures are helpful in estimating the criterion and the selection battery is a valid tool to select employees.

Question 13

In a multiple hurdle approach, if an applicant fails to meet a cutoff for a selection test:

Accepted Answer

In a multiple hurdle approach, each selection test or assessment is used to eliminate candidates who do not meet the minimum criteria for that particular test. If an applicant fails to meet the cutoff for a selection test, they are eliminated from the applicant pool and cannot proceed to the next stage of the selection process. Providing a retest or allowing the applicant to redo all other tests would violate the multiple hurdle approach and could potentially compromise the validity and fairness of the selection process. Similarly, requiring a very high score on the next selection test would be arbitrary and not based on job-related criteria. Therefore, the only option is to eliminate the applicant from the pool.

Question 14

A multiple regression helps organizations select an employee by providing:

Accepted Answer

A multiple regression analysis can help organizations predict the expected performance score for each applicant by examining the relationship between multiple predictors (such as education, experience, performance on assessments, etc.) and performance outcomes. This can aid in selecting the candidate who is most likely to perform well based on their predicted score.

Question 15

If Gary believes that a valid test for police officers in Philadelphia would NOT be valid for police officers in Pittsburgh, he believes in:

Accepted Answer

Gary's belief suggests that there are situational factors that affect the validity of the test in different cities. Therefore, the best choice is D, situational specificity. Validity shrinkage doesn't fit because there is no indication that the test is becoming less valid in Pittsburgh than Philadelphia. Validity generalization doesn't fit because the belief is the opposite - that the test is not generalizable across different situations. Validity overlap doesn't fit because it refers to the degree of overlap between the construct being measured by a test and other constructs, rather than the contextual factors that affect validity.

Question 16

If Tanya believes that a personality test will predict performance for both administrative assistants and filing clerks, she believes in:

Accepted Answer

Validity generalization is the concept that a test can be valid for one job or situation and also valid for another job or situation. In this case, Tanya believes that a personality test will predict performance for both administrative assistants and filing clerks, which is an example of validity generalization.

Question 17

Lauren validated her selection battery and found a validity coefficient of .74. Later, her selection battery yielded a validity coefficient of .67 when she used a different sample of participants. This drop in the validity coefficient is an example of:

Accepted Answer

The drop in validity coefficient from .74 to .67 when using a different sample indicates that there was validity shrinkage. Validity shrinkage occurs when the validity coefficient obtained in one study is smaller than the coefficient obtained in a previous study. This can be due to various factors such as sampling error, differences in the nature of the two samples, or changes in the selection battery or criteria.

Question 18

When predictors are administered in a predetermined order, and applicants are measured on a subsequent predictor only if they pass the cutoff on a previous predictor, the approach to selection is known as:

Accepted Answer

The approach described is called multiple hurdle selection. In this approach, applicants must pass each predictor in a predetermined order to move on to the next predictor. Only those who pass all the hurdles are considered for selection. This method is useful when the predictors have a natural order of importance and when it is not feasible or practical to administer all the predictors to all applicants.

Question 19

Concurrent validation differs from predictive validation in that concurrent validation involves:

Accepted Answer

Concurrent validation involves collecting data from current job incumbents and comparing their predictor scores with their current performance on the job. It is typically used when there is limited time or resources to conduct a traditional predictive validation study.

Question 20

To empirically cross-validate a selection battery, one must:

Accepted Answer

To cross-validate a selection battery, the same predictors and criteria should be applied to a different sample. This helps to ensure the reliability and validity of the selection battery in predicting job performance. Applying different predictors to the same sample (A) or reapplying the same predictors and criteria to the same sample (D) can result in overfitting and reduced generalizability. Applying different criteria to the same sample (B) does not provide an adequate test of the selection battery's validity.

Quiz 7: Selection Decisions and Personnel Law