Question 1

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

Accepted Answer

This statement is true. Paper-and-pencil tests for mechanical ability, such as the Bennett Mechanical Comprehension Test, are commonly used in employment testing and have become the dominant method for measuring mechanical ability, despite limitations in their ability to accurately simulate mechanical work environments. Performance tests, which involve physically manipulating or working with machines, are less commonly used for assessing mechanical ability.

Question 2

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 is a real phenomenon and refers to the situation where an employment test has different levels of validity for different subgroups within the larger population. Typically, this means that the test is less valid for minority group members, which can be due to a variety of reasons including cultural biases in the test, different educational backgrounds, or other social and economic factors.

Question 3

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

Accepted Answer

Numerous meta-analyses have found significant differences in cognitive ability test scores among racial/ethnic groups. However, it is important to note that these differences cannot be solely attributed to genetic factors and are influenced by a range of environmental and socio-economic factors.

Question 4

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

Accepted Answer

Ability tests measure a person's current abilities, not necessarily what they have learned or can learn in the future.

Question 5

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

This statement is generally true. Research has shown that general mental ability (also known as cognitive ability or intelligence) is a strong predictor of job performance across a wide range of occupations and industries. Additionally, general mental ability tests tend to have higher validity (i.e., predict job performance better) than tests of specific abilities, which may only be relevant to certain types of jobs. However, it is important to note that specific ability tests may be more appropriate for some positions where job performance depends heavily on specific skills or knowledge.

Question 6

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

Accepted Answer

The answer of While women score lower than men on...

Question 7

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.

Question 8

Mental ability tests are not interchangeable.

Accepted Answer

Mental ability tests are designed to measure different aspects of cognitive abilities and therefore cannot be interchangeable. For example, a test that measures verbal comprehension skills would not be interchangeable with a test that measures spatial visualization abilities.

Question 9

Mental ability tests actually measure several distinct abilities.

Accepted Answer

Mental ability tests do not measure just one specific ability, but rather a variety of skills such as verbal, spatial, and numerical reasoning, memory, and problem-solving.

Question 10

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 11

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, especially for jobs that require higher levels of cognitive complexity. Research has shown that these tests can significantly increase the predictability of job performance, especially for complex jobs that require problem-solving, decision-making, and critical thinking skills. However, they should not be the only criteria for hiring as other factors such as motivation, work experience, and personality traits should also be taken into consideration.

Question 12

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 13

The Minnesota Clerical Test has consistently resulted in disparate impact.

Accepted Answer

The answer of The Minnesota Clerical Test has consistently resulted...

Question 14

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

Accepted Answer

Mental ability tests and I.Q. tests both measure cognitive ability, and the terms are often used interchangeably.

Question 15

Aptitude tests and achievement tests measure the same thing.

Accepted Answer

Aptitude tests measure a person's potential or ability to learn while achievement tests measure what a person has already learned. Therefore, they are not measuring the same thing.

Question 16

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 statement is accurate. The Otis Self-Administering Test of Mental Ability was introduced in 1917 and was widely used in industry for assessing job candidates and employees. It was designed to be self-administered and scored, making it efficient for large groups.

Question 17

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

Accepted Answer

Different occupations require different types of mental abilities and skills. Therefore, the validity of a mental ability test varies depending on the requirements of a particular occupation. For example, a test that assesses verbal skills may be more valid for a job that requires frequent communication and writing, while a test that measures spatial ability may be more relevant for a job that involves complex visualization and manipulation of physical objects.

Question 18

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

Accepted Answer

Clerical ability tests mainly focus on measuring the speed and accuracy of processing verbal and numerical information.

Question 19

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

Accepted Answer

Mental ability validity generalization studies have shown that these tests are relatively stable across organizations and industries, indicating that they possess a degree of reliability and generalizability.

Question 20

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

Accepted Answer

The Bennett Mechanical Comprehension Test is specifically designed to measure an individual's understanding of mechanical or physical principles, such as gears, pulleys, levers, and simple electrical circuits.

Quiz 11: Ability Tests for Selection