Question 1

Hannah is applying for a job as a technician at a manufacturing facility.The job requires employees to use magnifying lenses when assembling products,so Hannah's psychomotor abilities were tested.Which type of test did Hannah most likely take?

Accepted Answer

B)Psychomotor abilities tests measure strength,coordination,and dexterity.Cognitive aptitude tests determine general reasoning ability,memory,vocabulary,verbal fluency,and numerical ability.

Question 2

A test validation method whereby a person performs certain tasks that are actually required by the job is referred to as ________.

Accepted Answer

B)Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job or completes a paper-and-pencil test that measures relevant job knowledge.Predictive validity involves administering a test and later obtaining the criterion information.

Question 3

When are employers required to validate their selection tests?

Accepted Answer

D)Title VII requires the test to work without having an adverse impact on minorities,females,and individuals with backgrounds or characteristics protected under the law.If using the test results in an adverse impact on certain members of protected groups,the firm must validate the test.Employers are not required to validate their selection tests automatically.

Question 4

When criterion-related validity is used,the scores on the selection test are compared to ________.

Accepted Answer

B)Criterion-related validity is a test validation method that compares the scores on selection tests to some aspect of job performance determined,for example,by performance appraisal.Performance measures might include quantity and quality of work,turnover,and absenteeism.A close relationship between the score on the test and job performance suggests that the test is valid.

Question 5

Craig is applying for a sales position at a commercial real estate firm.The HR manager gave Craig the Myers-Briggs test during the selection process.Which of the following is most likely being measured by the firm?

Accepted Answer

A)Personality tests are self-reported measures of traits,temperaments,or dispositions.More and more companies are using specially designed personality tests such as Myers-Briggs to identify top sales recruits.Vocational interest tests are tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction.

Question 6

The extent to which a test measures what it claims to measure is known as ________.

Accepted Answer

C)The basic requirement for a selection test is that it be valid.Validity is the extent to which a test measures what it claims to measure.If a test cannot indicate ability to perform the job,it has no value.

Question 7

Kyla is applying for a job at a telecommunications company as a terminal operator,which primarily involves word processing tasks.Kyla has been asked to take a word processing test,so the firm is most likely using ________ in the selection process.

Accepted Answer

B)Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job,such as word processing in this example.This form of validation requires thorough job analysis and carefully prepared job descriptions.Predictive validity involves administering a test and later obtaining the criterion information.

Question 8

Which Act limited the use of polygraph tests in the private sector?

Accepted Answer

D)The Employee Polygraph Protection Act of 1988 severely limited the use of polygraph tests in the private sector.It made unlawful the use of a polygraph test by any employer engaged in interstate commerce.However,the Act does not apply to governmental employers,and there are other limited exceptions.

Question 9

During the selection process for a telemarketing position,Alex was given a test to measure his awareness of the job's duties.Which type of test did Alex most likely take?

Accepted Answer

C)Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying.Psychomotor abilities tests are tests that measure strength,coordination,and dexterity.Cognitive aptitude tests are tests that determine general reasoning ability,memory,vocabulary,verbal fluency,and numerical ability.

Question 10

Which of the following is determined when a firm obtains test scores and criterion data at approximately the same time?

Accepted Answer

B)Concurrent validity is determined when the firm obtains test scores and the criterion data at essentially the same time.For instance,it administers the test to all currently employed telemarketers and compares the results with company records that contain current information about each employee's job performance.If the test is able to identify productive and less productive workers,one could say that it is valid.

Question 11

Validity is commonly reported as a ________.

Accepted Answer

D)Validity,commonly reported as a correlation coefficient,summarizes the relationship between two variables.Naturally,no test will be 100 percent accurate,yet organizations strive for the highest feasible coefficient.If a job performance test has a high positive correlation coefficient,most prospective employees who score high on the test will probably later prove to be high performers.

Question 12

Comparing the scores on selection tests to some aspect of job performance is referred to as ________.

Accepted Answer

D)Criterion-related validity is a test validation method that compares the scores on selection tests to some aspect of job performance determined,for example,by performance appraisal.Performance measures might include quantity and quality of work,turnover,and absenteeism.

Question 13

Kim is applying for a job as an accounts specialist,which will require extensive use of Excel.During the selection process,the employer provides Kim with data and asks her to compile an Excel spreadsheet with the information.Which type of test did Kim most likely take?

Accepted Answer

D)Work-sample tests are tests that require an applicant to perform a task or set of tasks representative of the job,such as compiling a spreadsheet.Cognitive aptitude tests are tests that determine general reasoning ability,memory,vocabulary,verbal fluency,and numerical ability.Psychomotor abilities tests are tests that measure strength,coordination,and dexterity.Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying.

Question 14

A test validation method that determines whether a test measures certain traits that job analysis finds to be important in performing a job is referred to as ________ validity.

Accepted Answer

A)Construct validity is a test validation method that determines whether a test measures certain constructs,or traits,that job analysis finds to be important in performing a job.For instance,a job may require a high degree of creativity or reasoning ability.Content validity is a test validation method whereby a person performs certain tasks that are actually required by the job.

Question 15

As an HR manager,why would you most likely NOT use predictive validity to validate a selection test?

Accepted Answer

C)Predictive validity involves administering a test and later obtaining the criterion information.Predictive validity is a technically sound procedure.Because of the time and cost involved,however,its use is often not feasible.

Question 16

The ________ is designed to prohibit the improper use of genetic information in health insurance and employment.

Accepted Answer

D)The Genetic Information Nondiscrimination Act of 2008 (GINA)is designed to prohibit the improper use of genetic information in health insurance and employment.

Question 17

Which of the following involves administering a test and later obtaining criterion information?

Accepted Answer

A)Predictive validity involves administering a test and later obtaining the criterion information.For instance,all applicants take the test but the firm uses other selection criteria,not the test results,to make the selection decision.Concurrent validity is determined when the firm obtains test scores and the criterion data at essentially the same time.

Question 18

During the selection process for an IT position,Jeff was required to take a test that measured his memory and vocabulary.Which type of test did Jeff most likely take?

Accepted Answer

D)Cognitive ability tests are tests that determine general reasoning ability,memory,vocabulary,verbal fluency,and numerical ability.Cognitive ability tests are a form of IQ tests.

Question 19

Kara took a test that indicated she has a predisposition for breast cancer.What type of test did Kara most likely take?

Accepted Answer

B)Genetic testing is performed to identify predisposition to inherited diseases,including cancer,heart disease,neurological disorders,and congenital diseases.DNA-testing companies can tell us our potential risk for breast cancer,cystic fibrosis,and Alzheimer's disease and other common chronic conditions.

Question 20

Which law protects healthy individuals who have a genetic predisposition for a disease?

Accepted Answer

A)The EEOC has issued guidelines stating that healthy individuals with a genetic predisposition to a disease,and thus perceived as disabled,are protected by the Americans with Disabilities Act.

Quiz 6: Selection