1. a. b. c. d. e. 2.

Hiring workers who have criminal backgrounds without proper safeguards is considered _____. improper hiring negligent hiring appropriate depending upon the job negligent intent unwise, but not illegal Which of the following is an example of a reliable test? a. one that yields consistent scores when a person takes two alternate forms of the test b. one that yields one score on a test and a different, but better score on the same test taken on a different occasion c. one that yields the same score from two different people taking the test on the same occasion d. one that yields different scores from two different people taking the test on different occasions one that includes questions that are not repetitive in any way If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is _____. valid invalid reliable unreliable inconsistent 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 _____. valid invalid reliable unreliable inconsistent _____ is used as an estimate of reliability when one administers the same test to the same people at two different points in time and then compares the test scores at time 2 with the scores at time 1. Equivalent form estimate Retest estimate Internal consistency Internal comparison estimate Criterion validity Which of the following describes using a retest estimate to assess reliability? a. administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 b. administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together c. administer different tests to different people and compare test scores of the different people

e. 3. a. b. c. d. e. 4. a. b. c. d. e. 5. a. b. c. d. e. 6.

d. administer the same test to different people and compare test scores of the different people e. administer a test with content based on what a person actually needs to know to do the job in question well 7. a. b. c. d. e. 8. a. b. c. d. e. 9. _____ is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests. Equivalent form estimate Retest estimate Internal consistency Internal comparison estimate Criterion validity _____ is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together. Equivalent form estimate Retest estimate Internal consistency Internal comparison estimate Criterion validity Which of the following describes using an internal consistency as an assessment of reliability? a. administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 b. administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together c. administer different tests to different people and compare test scores of the different people d. administer the same test to different people and compare test scores of the different people e. administer a test with content based on what a person actually needs to know to do the job in question well When repetitive questions appear on a questionnaire, which form of reliability is likely being measured? retest estimate internal consistency equivalent form test validity criterion validity Which of the following describes using an equivalent form estimate to assess reliability? a. administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 b. administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

10. a. b. c. d. e. 11.

c. administer two tests deemed the same by experts and then compare participants test scores for test one and test two d. different tests to different people and compare test scores of the different people e. administer a test with content based on what a person actually needs to know to do the job in question well

12.

Which of the following describes using an internal comparison estimate to assess reliability? a. administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 b. administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together c. administer different tests to different people and compare test scores of the different people d. administer the same test to different people and compare test scores of the different people e. administer a test with content based on what a person actually needs to know to do the job in question well Which of the following is not a reason that a test might be unreliable? questions may not represent material tests used to estimate equivalence may not have been equivalent testing conditions could vary the test may not predict actual performance all are reasons for unreliable tests The first step in the validation process is to _____. choose the tests to measure attributes of job analyze the job administer tests relate test scores and job criteria cross-validate The second step in the validation process is to _____. choose the tests to measure attributes of job analyze the job administer tests relate test scores and job criteria cross-validate The final step in the validation process is to _____. choose the tests to measure attributes of job analyze the job administer tests relate test scores and job criteria cross-validate Which of the following tasks is not part of demonstrating content validity?

13.
a. b. c. d. e. 14. a. b. c. d. e. 15. a. b. c. d. e. 16. a. b. c. d. e.

17.

a. b. c. d. e.

demonstrating that the tasks a person performs on the test are represent the tasks performed on the job demonstrating that the tasks on the test are a random sample of tasks performed on the job demonstrating the conditions under which the person takes the test resemble the work situation demonstrating that the scores on the test are a good predictor of criterion like job performance all of the above are part of demonstrating content validity

18. a. b. c. d. e. 19. a. b. c. d. e. 20.

A(n) _____ aims to measure an array of possible predictors for job performance. test validity test criterion test battery job analysis assessment rating To use _____, one administers a test to employees presently on the job and then compares their test scores with current performance. concurrent validation predictive validation correlation analysis expectancy assessment test batteries To use _____, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development. concurrent validation predictive validation correlation analysis expectancy assessment test batteries Which method of test validation is considered more dependable? content validation criterion validation predictive validation concurrent validation face validation Which statistical tool is used to determine if a significant relationship exists between the predictor scores and the performance criterion? regression analysis discriminant analysis correlation analysis canonical correlational analysis confirmatory factor analysis

a. b. c. d. e. 21. a. b. c. d. e. 22. a. b. c. d. e.

23.
a. b. c. d. e. 24. a. b. c. d. e. 25. a. b. c. d. e. 26. a. b. c. d. e. 27. a. b. c. d. e.

The process of cross-validating a test involves all of the following except _____. using a new sample of employees administering more tests evaluating the relationship between scores and performance assessing predictive validation analyzing a scatter plot of scores versus performance Which form of validation emphasizes the use of judgment as a validation tool? criterion validation predictive validation content validation concurrent validation all of the above _____ means there is a significant discrepancy between rates of members of the protected groups and others. Discrimination Disparate impact Criterion validity Negligent hiring Discrimination discrepancy Psychologists qualified to develop, validate, and use selection standards such as selection tests are _____. licensed by their respective state familiar with federal equal rights laws familiar with state equal rights laws usually holders of a Ph.D. degree all of the above A rejected minority job candidate has shown that the selection rate for the applicants racial group was less than four-fifths that for the group with the highest selection rate. The candidate has shown _____. discrimination disparate impact adverse impact negligent hiring affirmative action If an employer is shown to use selection procedures resulting in adverse impact, the employer could then use all of the alternatives listed below except _____. a. institute another valid selection procedure that does not have an adverse impact show that the test is valid by conducting a validation study monitor the selection test to see if it has disparate impact revise the selection test to eliminate the problem all are possible alternatives All of the following are considered pink collar jobs except waitress secretary

28.

b. c. d. e.

29.
a. b.

c. d. e. 30. a. b. c. d. e. 31. a. b. c. d. e. 32. a. b. c. d. e. 33. a. b. c. d. e. 34. a. b. c. d. e. 35. a. b. c. d. e. 36. a.

nursing teaching psychologist Traditionally female professions are referred to as _____ jobs. purple collar white collar pink collar blue collar none of the above _____ tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning. Motor ability Personality Achievement Cognitive Physical ability Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called _____. aptitude tests intelligence tests achievement tests personality tests comprehensive tests Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using _____ tests. aptitude personality motor and physical abilities achievement comprehensive _____ tests include tests like finger dexterity, manual dexterity, and reaction time. Motor ability Personality Achievement Cognitive Interest _____ tests measure a persons level of introversion, stability, and motivation. Motor ability Personality Achievement Cognitive Physical ability Most people are fired due to _____. lack of qualifications

b. c. d. e. 37. a. b. c. d. e.

lack of aptitude nonperformance lack of necessary motor abilities cognitive abilities Because nonperformance is usually the result of _____, it is important to measure motivation and interpersonal skills as well as cognitive and physical abilities during the selection process. attitude motivation temperament all of the above none of the above The Big Five personality dimensions include all of the following except neuroticism optimism extraversion conscientiousness agreeableness _____ represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility. Neuroticism Extraversion Conscientiousness Agreeableness Openness to experience _____ represents a tendency to be sociable, assertive, active, and to experience positive effects such as energy and zeal. Neuroticism Extraversion Conscientiousness Agreeableness Openness to experience Mike Simmons has recently applied for a position in pharmaceutical sales. Which personality characteristic is most predictive of Mikes likelihood of success in a sales position? neuroticism extraversion conscientiousness agreeableness openness to experience Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional? neuroticism extraversion conscientiousness agreeableness openness to experience

38.
a. b. c. d. e. 39. a. b. c. d. e. 40. a. b. c. d. e. 41. a. b. c. d. e. 42. a. b. c. d. e.

43. a. b. c. d. e. 44. a. b. c. d. e.

Which personality characteristic refers to the tendency for one to be trusting, compliant, caring, and gentle? neuroticism extraversion conscientiousness agreeableness openness to experience Which personality characteristic captures a combination of achievement and dependability? neuroticism extraversion conscientiousness agreeableness openness to experience

45. a. b. c. d. e. 46. a.

While some personality characteristics are associated with success in different types of jobs, which one characteristic tends to be associated with job performance across types? neuroticism extraversion conscientiousness agreeableness openness to experience Which of the following best describes how the work sampling technique is executed? applicants submit work samples from previous jobs b. applicants are tested on their ability to perform several tasks crucial to performing the job of interest c. applicants are tested on their ability to perform a range of tasks related to several positions in a company d. applicants are asked to respond to questions about how they would perform various tasks applicants are given video-based situational interviews Which of the following is an indirect method for predicting job performance during the selection process? intelligence tests miniature job training and evaluation management assessment center work sampling technique video-based simulation technique Which of the following is a direct method for predicting job performance during the selection process? intelligence tests motor abilities tests

e. 47. a. b. c. d. e. 48. a. b.

c. d. e.

personality tests work sampling technique interests inventories An employers selection process is likely to include any of the following methods except testing reference checks honesty testing substance abuse screening e. all of the above may be included in an employers selection process Employers may conduct background investigations and reference checks to verify a candidates _____. age marital status identification ethnic background all of the above

49.
a. b. c. d. 50. a. b. c. d. e.

51.
a. b. c. d. e.

Which of the following is not usually verified by an employer prior to hiring a job candidate? legal eligibility for employment education age credit motor vehicle record Which of the following is not a possible motivation for a current employer to give an in correct reference to an employee who is applying for a different position with another company? fear of legal consequences desire to improve employees chances for a new job desire to remove employee from company respect for employee privacy all are possible motivations Which selection tool is considered the least useful by HR managers? interview reference letters application form academic record psychological tests

52.
a. b. c. d. e. 53. a. b. c. d. e.

True/ False

54. 55. 56.

EEO laws require nondiscriminatory selection procedures for protected groups. Effective selection depends to a large degree on the concept of validity but not reliability. A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

57. 58. 59. 60.

An internal comparison estimate measures internal consistency. Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence. Test validity answers the question, Does this test measure what its supposed to measure? Reliability confirms that one is measuring what one intends to measure.

61. 62. 63. 64. 65.

Validity confirms that one is measuring something consistently. There are six steps in the validation process beginning with analyze the job and concluding with revalidation. A test battery is based on a combination of several tests that can then measure an array of predictors. Concurrent validation is the most dependable way to validate a selection test. To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

66.

If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically. 10

67. 68. 69. 70. 71. 72. 73.

Criterion validity emphasizes judgment. Developing, validating, and using selection standards including selection tests generally require a qualified psychologist. Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations. Selection tests are used as supplements to other tools like interviews and background checks. A selection test can be found to have an adverse impact but still be permissible for use as long as it does not have a disparate impact. Cognitive tests are the most difficult tests to evaluate and use. Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.

74. 75.

Rejected applicants who receive bad references could sue the source of a reference for defamation of character. Most employers report favoring written references to telephone references because written letters provide a permanent record for the employers files.

11