Question 1

The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.

Accepted Answer

The Otis Self-Administering Test of Mental Ability, developed by Arthur S. Otis, was indeed the first group-administered mental ability test to gain widespread use in industry, marking a significant advancement in the field of psychological testing.

Question 2

Mental ability tests actually measure several distinct abilities.

Accepted Answer

Mental ability tests are designed to assess various cognitive functions, including memory, reasoning, problem-solving, and verbal ability, among others, indicating that they measure multiple distinct abilities.

Question 3

The Bennett Mechanical Comprehension Test measures understanding of mechanical or physical principles.

Accepted Answer

The Bennett Mechanical Comprehension Test is designed to assess an individual's understanding of basic mechanical principles and their applications.

Question 4

Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.

Accepted Answer

Differential validity refers to the phenomenon where a test or measure has different levels of validity for different groups, such as minorities versus non-minorities, suggesting that the test may not predict outcomes equally well for all groups.

Question 5

While mental ability tests are valid across many occupations, they are not equally valid among occupations.

Accepted Answer

Mental ability tests have varying degrees of validity across different occupations due to the differing cognitive demands and skill sets required by each job.

Question 6

Mental ability tests are not interchangeable.

Accepted Answer

Mental ability tests are designed to measure different aspects of cognitive function, such as memory, problem-solving, and verbal reasoning, making them not interchangeable as they assess distinct abilities.

Question 7

The Minnesota Clerical Test has consistently resulted in disparate impact.

Accepted Answer

There is no specific evidence or widely accepted conclusion that the Minnesota Clerical Test consistently results in disparate impact. Disparate impact would need to be demonstrated through specific data and analysis.

Question 8

Mental ability tests and I.Q.tests are the same type of test.

Accepted Answer

The answer of Mental ability tests and I.Q.tests are the...

Question 9

Meta-analysis has consistently shown that there are significant differences in mean test scores on cognitive ability among racial/ethnic groups.

Accepted Answer

Meta-analyses and systematic reviews have indeed found significant differences in mean test scores on cognitive ability tests among different racial/ethnic groups. These differences are often attributed to a complex interplay of environmental, socio-economic, educational, and possibly genetic factors, rather than being indicative of inherent racial differences in intelligence.

Question 10

Aptitude tests and achievement tests measure the same thing.

Accepted Answer

Aptitude tests are designed to measure potential or ability to learn and perform in the future, while achievement tests assess knowledge or skills that have been learned or acquired.

Question 11

Cognitive ability tests have yet to demonstrate adverse impact.

Accepted Answer

Cognitive ability tests have been shown to sometimes result in adverse impact, particularly when there are significant differences in scores across different demographic groups, such as race or gender, which can lead to unequal hiring opportunities.

Question 12

The use of paper-and-pencil tests to assess mechanical ability has exceeded the use of performance tests.

Accepted Answer

Paper-and-pencil tests are more commonly used to assess mechanical ability due to their convenience, cost-effectiveness, and ease of administration and scoring, compared to the more resource-intensive performance tests.

Question 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.

Accepted Answer

Research has shown that general mental ability (often measured by IQ or similar tests) is a strong predictor of job performance across a variety of occupations. It tends to be as effective, if not more so, than composite scores from tests of specific abilities because it reflects the capacity to learn, solve problems, and understand complex instructions, which are critical components of most jobs.

Question 14

Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.

Accepted Answer

Mental ability tests have been found to be valid predictors of job performance across a wide variety of jobs, and their predictive power increases for jobs that are more complex, as these jobs typically require higher levels of cognitive ability.

Question 15

While women score lower than men on strength and endurance tests, they also demonstrate lower performance on jobs that require these abilities.

Accepted Answer

Women generally have less muscle mass and strength than men, which can lead to lower performance on jobs that require these abilities.

Question 16

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.

Accepted Answer

Courts generally require employers to provide reasonable accommodations for both new hires and existing employees returning to work after illness or injury under the Americans with Disabilities Act (ADA), without placing a more stringent demand on accommodations for new workers compared to returning employees. The focus is on the necessity and reasonableness of the accommodation rather than the employment status of the individual.

Question 17

Ability tests measure what a person has learned and can learn.

Accepted Answer

Ability tests measure a person's potential to learn or perform, not what they have already learned.

Question 18

One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.

Accepted Answer

Mental ability tests have been found to have consistent validity across different organizations for predicting job performance, indicating their stability and generalizability in assessing cognitive abilities relevant to work tasks.

Question 19

Clerical ability tests have predominantly measured perceptual speed and accuracy in processing verbal and numerical data.

Accepted Answer

Clerical ability tests are designed to assess skills that are important for success in clerical and administrative positions, including the speed and accuracy of processing verbal and numerical data, among other skills.

Question 20

The courts have consistently held that height and weight requirements are reasonable measures of strength.

Accepted Answer

Courts have often scrutinized height and weight requirements, especially for employment, as they can disproportionately exclude women and certain racial or ethnic groups, and may not be a valid measure of an individual's ability to perform job-related tasks unless directly related to job necessity and performance.

Quiz 11: Ability Tests for Selection